What Is the Developmental Stage and Process of Your Team or Group?

What is the developmental stage and process of your team or group?

Being in the U.S. Army we are always broken down into squads, platoons, companies, battalions, or higher. Today we are going to keep it at the lower level. In this paper we are going to look at a squad size element of employees (12). We are going to look into the stages of developing and processing analyzing where exactly where the squad stands in these stages. I conducted a thirty two question Teamwork Survey giving it to the 12 employees/soldiers. Each employee came from a different walk of life. All have different perception about things or aspects of their jobs. All have different treats. Some had self perception. Seeing themselves for something they are not, others social perception believing in common stereotypes. With these two types of perception there is always a clash within the squad. In this paper we will look into ways to developmental stage and the processing stage of this team.

Dealing with a very diverse group you will always have difference in option. Dealing with someone who thinks that they are never the problem or thinks they are always the solution is very complex thing. Someone who suffer from self-enhancement tends to be a tad bit to over confident seeing themselves in a more positive light than others see us.This is the tendency for people to underestimate their performance, undervalue capabilities, and see events in a way that puts them in a more negative light. We may expect that people with low self-esteem may be particularly prone to making this error. These tendencies have real consequences for behavior in organizations. For example, people who suffer from extreme levels of self-enhancement tendencies may not understand why they are not getting promoted or rewarded, while those who have a tendency to self-efface may project low confidence and take more blame for their failures than necessary.+

When perceiving themselves, human beings are also subject to the false consensus error. Simply put, we overestimate how similar we are to other people.[211] We assume that whatever quirks we have are shared by a larger number of people than in reality. People who take office supplies home, tell white lies to their boss or colleagues, or take credit for other people's work to get ahead may genuinely feel that these behaviors are more common than they really are. The problem for behavior in organizations is that, when people believe that a behavior is common and normal, they may repeat the behavior more freely. Under some circumstances this may lead to a high level of unethical or even illegal behaviors