Members recognise the extent of the task demands and respond emotionally to the perceived requirements for self-change. Activity Together with the members of your group brain storm as many ways as you can think of to respond to conflict, eg walk away, fight, compromise . . . Discuss your responses and identify the advantages and disadvantages of each solution. As a group, see if you can agree on a set of mutually satisfying responses for dealing with conflicts that may arise within your group. During this stage of group development, members accept the team, the team norms, their own roles and the idiosyncrasies of fellow group members.
Emotional conflict is reduced by patching up previously conflicting relationships.
Now that the team has established its interpersonal norms, it becomes an entity capable of diagnosing and solving problems, and making decisions. This stage is not always reached by teams. This final stage of group development applies more to temporary teams like task groups or committees. However these days, with reorganisations occurring frequently this stage is not uncommon. Because the forming, storming and norming stages of group development result in minimal output, it is tempting to try to rush through or short circuit these stages and to hope that the group can thereby achieve peak productivity.