CA5102 Tuckmans Stages Of Group Development And Its Application Homework Answer

Answer :

ASSESSMENT 1

There are different levels in the structures of community service organizations. The community servers form a major community in Australia and play a critical role in ensuring the social well-being of the people. Sheppard and Clibben (2015) have discussed the development and organization of the groups. The community servers have been chosen for this assessment and their development based on the Tuckman’s model has been discussed. As Morgan et al., (2020) point out, there are five stages: concept, formation, function, conclusion, and evaluation. These components are the principal components when examining organizational status, entry-level, intermediate level, and achievement level. So, for efficient social work, the team can follow Tuckman's five principles, and they are explained below.

Five stages in the development

Level 1: Formation

During training, their relationship is qualified as dependent. Team members adhere to safe and firm behaviours and seek to guide and guide the team leader. The team should recognize team members, and the team should feel protected (Seddon et al., 2012). They compiled information on social issues, their similarities, and differences and set directions for future group sub-committees. The code of conduct aims to maintain a strategic distance from the objective and the discussion. The real lessons and emotions are expelled.

Level 2: Storming

The next step, called Tuckman Storming, describes competition and conflict by measuring relationships rather than measuring business capabilities. When team members try to trust participation, inevitable conflict leads to their relationships. People need to be shaped by teamwork based on their emotions, thoughts, moods, and beliefs. Because of the "apparent fear" or "fear of disappointment," there will be a necessary explanation and a great desire for responsibility (Watkins et al., 2018). The differences may or may not seem like group issues, but they are. Questions are asked about who is responsible for what, what the criteria are, what the allocation system is, and the valuation rules. These differences reflect initiative, determination, strength, and power. Depending on competition concerns and heightened threats, there may be considerable fluctuations in member behaviour. Due to the tension that arises, some members may be completely silent while others try to control.

Level 3: Norming

In Tuckman's Norming phase, the relationships between them are described simultaneously. Team members are busy changing each member's responsibilities, creating and maintaining the local area, and solving team issues. Members will ask questions by effectively adjusting their assumptions or estimates based on the facts presented by different members (Staempfli and Fairtlough, 2019). The initiative is shared, and the inner circles are distorted as members begin to know and interact with each other. The level of trust in their personal relationships increases as team coordination progresses.

At this stage of progress (the team expects to reach this level), individuals begin to experience teamwork, a sense of belonging, and support in resolving conflicts with each other.

The third step is the flow of information between the team's most influential members: they share their feelings and thoughts, make requests and contributions to each other, and check the specific functions of the task. When team members reach this stage of information flow and synchronization, their interaction is transparently described, and data is shared at the individual and task levels. They have a favourable view of the key to team success. The significant disadvantage of the standard organizing phase is that members may begin to fear the group's inevitable division in the future; they can resist any change.

Level 4: Performance

When team members do not reach Stage Four, their personal relationships' potential, purpose, and depth become a real connection. At this point, individuals can work independently, in sub-groups, or as an outdoor unit with an equivalent desk. Their professionals and professionals adapt aggressively to the changing needs of teams and individuals. The fourth level differs from each other in believing in critical thinking in labour relations and skills. In this situation, the team generally has to be efficient. Individual members violated the group's self-confidence and approval requirements (Watkins et al., 2018). Both members are powerfully organized tasks, and the individuals are exceptionally well established. There is unity: the group's personality stops, the team spirit rises, the collective retreat is exceptional. This work becomes a real critical reflection and progresses towards better arrangements and better progression of the team. There is support for fit and confirmation testing in the registry. The overall goal is competence through critical thinking and action.

Level 5: Adjourning

Tuckman's final status includes adjournment, termination, and separation. Organized decision-making usually involves cooperation, success, and the ability of members to say goodbye in person. Stopping a group can lead to some intimidation - basically, a minor emergency. Team decision is the slow development of controlling a group (Watkins et al., 2018). The best way at this stage is those who promote professional success and the withdrawal reaction.

ASSESSMENT 1A

In a broader sense, well-being refers to the well-being of individuals, families, and communities. Positive well-being is associated with approval, trust, or voice (Mason et al., 2014).

Some say that Social Security mainly pays for upkeep and maintenance services. However, support and services in many areas of life can lead to well-being and are essential to an individual and their family's well-being.

The main focus of the welfare service should be to serve the needy. 

The help they receive in times of scarcity will improve a person's well-being. Support can come from sources, including occasional help from family, friends, and the community and official assistance from government and voluntary organizations. When an event changes a person's life, that person is in constant contact with government support services. The amount of formal social assistance a person receives depends on their quality of life, the level of scarcity, and the relationship between these factors. Care and support services are designed to help people leave their homes in times of crisis, such as domestic violence or homelessness. All environments, including inexperienced parents, require labour time or costs for raising young children (Crowe, 2016). The person's need for help will change. People generally have access to maintenance and support services when situations and needs arise or over long distances.

Welfare Assistance Australia is an organization that monitors government payments and benefits for expenses related to social welfare services. However, maintenance and support services are not the only programs that improve well-being. Social services are provided to individuals and families of all ages, from all social and financial backgrounds. Services should support, promote independence and help improve a person's well-being. In addition to helping individuals and families directly, services can also help in roundabout ways by building social networks and infrastructure.

Services meet the basic needs of an individual. Periodic support and access to various services at the community or individual level are closely related to the need for community care services (Crowe, 2016). For example, programs that help people with disabilities maintain their location can lead to safer homes, longer distances, and more freedom. It reduces interest in informal support services and other related support services.

ASSESSMENT 1B

Conditional unemployment benefit for unemployment is available to people who satisfy the requirement. For some random unemployment levels, lowering the benefit and raising the level of employment will systematically benefit the unemployed, promote unwanted social problem, and benefit the dominant and powerless region. By reducing unemployment, the government can beat the lion's share of users, like all other unemployed people (Sutcliffe and Dhakal, 2018).

Unlike all unconditional benefit provided to the poor, one of the main options is to classify all global benefits or unconditional basic income for the whole population. This reflection broadened educational and political ideas. Unusually, it enjoys the support of a broad political spectrum ranging from moderates to dissidents and Greens. In addition to the monetary benefits associated with unemployment relief, basic incomes have critical implications, such as contributing to federal pensions for society, providing opportunities for all, and increasing management and management levels of business compliance (Burke et al., 2019).

When the 'desirable trap' is lifted, it is clear that basic income should be paid in the same way it is given to the unemployed and is traditionally seen as more expensive than necessary, despite its advantages. Unconditional incentives demand higher fees, which can protect the welfare of the unemployed relative to basic income, which can lead to increased unemployment and reduced welfare of workers. So while most unemployment benefits in most western countries have been around for a long time, the broader Basic Income or measure applies - any move is already untested and controversial. However, it has known to change gradually.

Simultaneously, higher unemployment benefits received over the entire period will reduce motivation to return to work, with fewer new working conditions. It negatively affects unemployment and unemployment levels and affects the sustainability of growth and social insurance structure.

Incentives for employment are affected by the benefits of these unemployment benefit programs and the costs associated with the benefit structure, including social assistance, housing allowances, family allowances, and (generally) demonstrated performance at work. Likewise, the personal pursuit of new employment initiatives is affected by dynamic labour market strategies similar to public finances and economic conditions. It is, therefore, suitable that unemployment benefits are unconditional (Aboelsoud et al., 2020).