Patterns Over Time

In the 1960s, a five-phase model of how group urbanized over time become accepted. In this model, the first period is forming, a time of uncertainty and examination into group purpose, behavior, and arrangement; then comes an attack stage, where great amounts of conflict emerge about leadership, roles, and task. From this stage, the group moves into the forming stage, when close relationships expand and group cohesiveness increases.  The fourth stage is performing: now the group can get down to the business at hand and begin produce output. The final stage, adjourning, occurs when the instant task is finish and before the next scheme is conventional, or in "wrapping up" a temporary group.

While this model is intuitively appealing, there is little evidence to show it is what really done in groups. Its main usefulness is in reminding managers that conflict is a necessary part of the development of groups: A group with no disagreement is unlikely to create high-superiority work.

More recent work has followed the life of groups as they worked and has led to the development of the punctuate balance model of collection development. This model suggest that, once shaped, groups reconcile into norms and behaviors

Very quickly and stay in those methods for a while. About halfway through the project, the group will experience a "mid- point" conversion, where its members are likely to rethink their makeup, norms, and processes. From this time on, the new patterns stay in place awaiting the project is complete. The implications of this model are that if you want to interfere in a group's dynamics or work processes, you have two chances- at the start, and at the mediocre. A director can generate mid- points by imposing deadlines and asking for milestone information and outputs.