Solving a Problem in the Work Environment


Communication and problem-solving in the work environment are two extremely complex components that have to be researched and understood in detail. This is primarily due to the fact that all individuals are different with their unique characteristics, views on the world, and behavioral patterns. Due to these differences and complexity, in order for a specific team to perform effectively and produce positive outcomes, there should a person who would unite them and lead to one clearly-identified goal. This individual is referred to as leader who takes an authoritative position in a group and works for the benefit of each member and encourages everyone to move in one direction. In the following essay, I will apply the role of a leader to myself and recommend different processes for building an effective team and successfully solving a problem in the work environment.

Group Development and Communication

Structuration is one of the initial stages of group development which means that it is fundamental and essential for future success. Structuration is usually referred to as “a social theory of the creation and reproduction of social systems that is based on the analysis of both structure and agents, without giving primacy to others” (“Structuration theory,” n.d.). In other words, structuration suggests that in order to create an effective team it is critical to take into consideration both to rules, resources, desired social practices and individuals that are the members of this group. At this stage, the most obvious challenges that can appear are connected to inconsistencies between the views of different people in the group. Conflicting relationships between the members might make it harder to structure the team according to desired practices and organization quickly and without additional discussions.

I would say that I do agree that there are some predictable stages as the group develops. For instance, it is logical that the first stage of team development is forming. At this point, the team just starts to come together and the members start to get acquainted with each other (“Five stage model of group development,” n.d.). Since no one still understands the distinguishing characteristics of others, forming is described by such words as uncertainly and anxiety. Another predictable stage of development is the norming one. At this stage working in the team becomes fun and enjoyable (“Five stage model of group development,” n.d.). People have already developed trustful relationships and are ready to cooperate in order to produce the best possible results.

Concerning the two different models of team development, such as Gersick’s two-phase model and Tuchman’s model, I believe that the second one is a better representation of the identified process. Even though the two-phased model can be relatable to some organizations, in my opinion, it is too generalized. There is little explanation of why groups move from one stage to another. On the other hand, Tuckman’s suggestions seem to be more realistic and explain the complexity of team development as a whole as well as relationships between individuals within groups.

Any organization and any team within it include an important component which is socialization between the members. It is impossible for a team to reach a collaborative conclusion, make an important decision, or simply perform positively without socialization. There are three essential stages of organizational socialization, such as the pre-arrival stage, the encounter stage, and metamorphosis (“Organizational socialization,” n.d.). The first stage consists of everything that an individual knows about an organization or a company before arriving to it and starting working (“Organization socialization,” n.d.). At the same time, the encounter and metamorphosis stage happen when a person enters a team, gets acquainted with it, and goes through any necessary changes in order to meet the group expectations and requirements (“Organizational socialization,” n.d.).

One of the main goals of the team leader should be to help the team establish trustful relationships, work collaboratively, and develop healthy norms and positive working environment. For this reason, I, as the team leader, should work hard in order to accomplish these goals. One of the things that can be done is engage in both group and private conversations and discussions with individuals for the purpose of understanding their perceptions about other and the projects. In addition, I should be the person to clearly communicate the mission and vision of the team and encourage everyone to stay positive and perform successfully. Moreover, I need to make sure that every member of the team is supported and respected so that their socialization process is positive.


To summarize, team development is a complicated process that requires extensive research and understanding and effective leadership. The person who leads a group or an organization should take into account how the structuration of the team works, what are the stages of team development and socialization, and realize how he or she can contribute to positive outcomes. Therefore, by applying the role of a leader to myself, I discussed the different process of team development and suggested how I can improve the overall situation in the team which, as the result, can contribute to problem-solving.


Five stage model of group development. (n.d.). Web.

Organizational socialization: 3 stages of organizational socialization. (n.d.). Web.

Structuration theory. (n.d.). Web.

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