MODULE 0 - PTC TUCKMAN TEAM DEVELOPMENT TEST

Kavita Shermon
Nov 15, 2024
2 min read

Updated: Mar 31

PTC TUCKMAN TEAM DEVELOPMENT PSYCHOMETRIC TEST

The Tuckman Team Development Model was first introduced in 1965 by American psychologist Bruce W. Tuckman. He developed the model while conducting research on group dynamics and small-group behavior. Tuckman’s aim was to describe the stages of development that teams typically go through as they form and work together.

The original model outlined four key stages: “Forming, Storming, Norming, and Performing”. These stages represented the predictable phases teams experience as they develop cohesion and effectiveness. Tuckman observed that teams tend to start with a period of orientation and dependency (Forming), followed by conflict and competition (Storming). As teams work through these challenges, they begin to establish norms and relationships (Norming) before reaching a stage of effective and productive performance (Performing).

In 1977, Tuckman, along with Mary Ann Jensen, expanded the model to include a fifth stage, Adjourning. This stage recognized that teams disband after completing their tasks, and it emphasized the importance of reflection and closure. The inclusion of Adjourning acknowledged the full lifecycle of a team, from its formation to its dissolution.

The Tuckman model has become widely accepted in fields like business, education, and project management for understanding and improving team dynamics. It highlights the non-linear nature of team development, showing that teams may move back and forth between stages depending on circumstances. Since its creation, the Tuckman model has been used globally to enhance team performance and is considered one of the foundational theories in team development.

From an analytical perspective, the Tuckman model contributes to performance, productivity, and engagement among team members in several ways:

• Performance: By guiding the team through the stages of forming, storming, norming, and performing, the model helps optimize team dynamics and effectiveness. Addressing conflicts and establishing clear goals and norms enables the team to focus its energy on achieving results.

• Productivity: As the team progresses through the stages of the model, productivity improves as communication becomes more efficient, roles and responsibilities are clarified, and trust among team members grows stronger. A cohesive team that works well together can accomplish tasks more effectively and efficiently.

• Engagement: Engaging team members in the decision-making process, providing opportunities for skill development and recognition, and fostering a supportive team environment enhances engagement. When team members feel valued, empowered, and connected to the team's goals, they are more motivated to contribute their best efforts, leading to higher levels of engagement and satisfaction.

TEST DETAILS

Questions – 100

TIME

45 Minutes

DEGREE OF DIFFICULTY

5 Point Likert Scale - LOW

REPORTS

Online, web enabled and automated reports. Validated by Test Administrators.

Demographic data and norm table based on specific factors identified. For example, Region, Age Bands, Ethnicity, Function, Hierarchical Levels, Gender etc.

Report provides for averages, deviation and minimum - maximum scores.