The definition of termination is relatively straightforward, meaning the end of the group activity or otherwise disentanglement from its work. In this case, this group’s work is limited by time or by the degree of the project’s accomplishment. In other words, the termination of the group may relate strictly to the certain agreed-upon date or to the exhaustion of its work’s scope. The most common arrangement is the latter or the combination of the two. Therefore, often less attention is paid to the event of termination compared to the rush of needing to finish the project. On the other hand, in open-ended and not limited groups, the event of termination might be avoided regardless of its need. Despite these issues, there exist multiple responsibilities for the team’s members, especially the leader, connected to the termination process.
In this rush to complete the work, the important aspects of reviewing the contribution are often overlooked. Thus, the leader’s duty is not only to ensure a seamless end to the group’s activity but facilitate team members to analyze the conclusion of their work (Erford, 2018). This facilitation consists of a range of responsibilities, including a reinforcement of the completed work and providing feedback and follow-up on the work. Moreover, aside from the work-related issues, the leader must prepare the group for the termination emotionally by encouraging the members to speak up and reflect, sharing their feelings. Especially regarding open-ended groups, the leader must balance the ongoing work and the above-mentioned responsibilities of the termination. Despite this pressure, the proper leader still needs to not be afraid of termination and push for it if it is needed.
Overall, termination is often an overlooked but necessary stage of every group. Therefore, it is crucial for a leader to carry out their duties properly and to the fullest extent, starting from the need to have a termination in the first place in open-ended groups. Moreover, the leader must provide emotional and work-related support to the members, helping them reflect and conclude their work successfully.
References
Erford, B. T. (2018). Group work: Processes and applications. Routledge. Web.