Part B (Q7): Explain the stages of group development.

Groups are dynamic, living entities that go through predictable stages of development. The most widely accepted framework is Bruce Tuckman's model (Forming, Storming, Norming, Performing, Adjourning).

1. Forming (The Orientation Stage)

• Dynamics: This is the initial stage where members first come together. There is high anxiety, uncertainty about the group's purpose, and polite, cautious behavior. Members are looking to the worker for direction and structure.
• Worker's Role: The worker must act as an active host, facilitating introductions, breaking the ice, clarifying the group's purpose, and establishing basic ground rules to make members feel safe.

2. Storming (The Conflict Stage)

• Dynamics: As members become more comfortable, the polite facade drops. Personalities clash, subgroups form, and members begin to challenge the leader and each other for power and influence. It is a period of high emotional tension.
• Worker's Role: This stage is crucial and normal. The worker must not suppress the conflict but rather help the group navigate it constructively. The worker models active listening and helps members learn how to disagree without being destructive.

3. Norming (The Cohesion Stage)

• Dynamics: Having survived the conflict, the group establishes unwritten rules (norms) regarding acceptable behavior. Roles solidify, trust deepens, and a strong sense of group identity ("we-feeling") emerges.
• Worker's Role: The worker steps back slightly, encouraging members to take on more leadership roles. The worker praises the group's newfound unity and helps them focus on their goals.

4. Performing (The Working Stage)

• Dynamics: The group is now a highly functional unit. Conflict still occurs but is resolved quickly and maturely. The group's energy is entirely focused on achieving its task or therapeutic goals.
• Worker's Role: The worker acts as a consultant or facilitator, intervening only when the group gets stuck. The members are largely running the group themselves.

5. Adjourning (The Termination Stage)

• Dynamics: The group's work is done, and it is time to disband. Members may feel a mix of pride in their accomplishments and deep sadness or anxiety about losing the support system. Some may even regress to earlier bad behaviors to avoid termination.
• Worker's Role: The worker must manage the termination process carefully. They help members review their progress, express their feelings of loss, and plan for how to apply their new skills in the outside world.