Catalyst consulting team (2001). The second stage of group development, according to Tuckman, is known as storming. This is the stage where conflict may occur. During this stage, group members may become more argumentative and emotional as they begin to discuss important issues, and ideas. Engleberg et al (2001). Tuckman's third stage of development is known as norming. During this stage, the group conflicts are resolved and the group begins to work as a true team. Team members begin to exchange freely, the ideas, and information related to accomplishing the groups" task. As the team structure stabilizes, disputes become less, and less. The final stage of group development is called performing. During this stage, decisions are reached, and solutions are agreed upon. Engleberg et al (2001). By working through the previous stages, the group has become a more cohesive team. During this stage, problem solving is completed, and decisions are made. The team has now attended to the work necessary to reach their goal. With the completion of this stage, the team has become a cohesive, functional working unit that is capable of reaching their goal as cited by Rickert & Manchester (2000).
Conflict is defined as disagreement, and disharmony that occurs in groups when differences are expressed regarding ideas methods, and /or members. Engleberg et al (2001). Conflict is a natural part of human behavior. This means when two or more individuals interact, at some point there will come a time when conflict occurs. Most individuals do not view conflict as a positive situation. Why is this? It is because conflict feels bad, and employees are rarely trained to deal with conflict, as determined by Caudron (1998). As previously discussed, groups can expect to see conflict arise in the storming phase of group formation. By harnessing the energy of the storming phase, and turning it away from destructive conflict, and directing it towards a more positive conflict, a working group can make strides towards their goal.
