Stages in group problem solving

from Hunt J (1979)
Managing People at Work;
Pan ISBN 0330262599

Orientation

The relationships of one member with another have to be worked out. Members are disoriented, not able to solve problems realistically. Questions of roles and power have not been resolved - balance has not yet been achieved.

Deliberation

The interactive process of the group is brought to bear on the problem. This is the research, data analysis phase. Roles emerge, task and maintenance role performances are clearer. Claims for power (expertise, experience etc) are signalled by members.

Conflict

Individuals formulate their positions. Unfavourable comments are frequent. Polarization of attitudes occurs, and a reaction to the emergent roles and power distribution. Further counter claims for power are made.

Emergence

There is a reduction in the amount of conflict, and fewer unfavourable comments. Ambiguous comments permit a shift in ground. Role for task orientation and maintenance orientations are implicitly allocated to individuals - ie power is distributed and balanced.

Trust

This stage is marked by the sharing of honest communications. It is the best phase for problem solving, where personal animosities (or organizational games) are minimal. Balance has occurred within the group. Role allocations are accepted by role performers.

Reinforcement

Argument is minimal, as members become aware of the inevitability of the decision they are to make. Balance has been superseded by problem solving as the focus of attention. Decisions are made.