Strengths And Limitations Of The Belbin Modelof Team Roles

Strengths and Limitations of the Belbin Modelof Team Roles
Question; Critically review the ways in which the Belbin model of team roles might be applied to the recruitment and selection of new team members
like the 'John Lewis Partnership '. Consider and outline both its strengths and limitations. Table Of Contents– IntroductionPage 1 – Meredith Belbin's
model of team rolesPage 1 – Applying Belbin's model to the selection processPage 1 – Efficiency of application; the strengths and limitationsPage 1–2
– ConclusionPage 2 Bibliography; – Case Study; John Lewis and Ocado; Distinctly Successful – Text Book; Management and Organisational
Behaviour by Laurie J. Mullins (8th Ed.) – Sue Ridley, 15th November 2010, Groups and Teams Lecture... Show more content on Helpwriting.net ...
Moreover the correct distribution of roles can improve a groups dynamic by reducing phenomenon's such as risky shift (Ridley, 2010), which
frequently occurs with too many creative and risky decisions being made, this could be as a direct result of a team simply having too many of the plant
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The Features of Productive Working Relationships
Developing Working Relationships with Team Members
Report Compiled By: Daniel St. Quintin
Report Compiled For: Claire Tilley
Due Date: 04/01/2011
Word Count:2,548
Contents Page
Summary3
Introduction4
Productive Working Relationships5
Developmental Stages6
Communication7
A Positive Approach8
Conclusion10
Bibliography11
Summary
This report has been compiled at the request of Claire Tilley on Unit 9– Developing working relationships with Team members. A range of sources will
be used and are referenced within the Bibliography.
Introduction

This report is designed to identify the benefits of productive working relationships and how they can be beneficial within any organisation, from Large,
American Companies, such as GAP,... Show more content on Helpwriting.net ...
As well as this, productive working relationships enable consistent messages to be communicated to the shareholders to keep them informed about the
business. Improved customer service can also be seen with working relationships, which is important in the retail industry and no less so when working
in a company such as GAP and according to their training programme, 'Provide exceptional customer service, to meet their customer's requirements.
Developmental Stages
From the early stages of a team forming, to the end when a team complete its goal(s) there are many dis agreements that need to resolved and many
responsibilities to be taken up and these are shown, (albeit with differing opinions), by several theorists.
In 1965, B. Tuckman published his idea of how groups assemble by using his 'Forming, Storming, Norming and Performing model'. You could say that
his theory is a helpful explanation of team development, but they may differ from one individual to another. The model does explain how the team
develops its maturity, through establishing working relationships. It also connotes the leadership style changing; from a directing style, to coaching,
then participating and delegating before almost being detached.
Stage one of his model is the Forming stage, where the leader must be prepared to answer many questions about the team's purpose and objectives.
Usual team processes are often ignored and there is also a high dependence on

The Importance Of Team Communication Essay
Abstract The focus of this paper is to show how communication is a very vital and important factor in a team's success. I will cover how it helps to
identify each individual team member's role. I will discuss how team communication helps everyone in the team to understand the end goal, and I will
also discuss how communication is a vital part of project planning within the team.
The Importance of Team Communication
Team dynamics is the unseen force that pulls and influences a team to act and react in a certain way, according to BusinessKnowledgeSource.com
(2003). A good team is the one very important element that makes any company successful. Not only is this important to the employer, but this is also
important to the success of the ... Show more content on Helpwriting.net ...
A mission statement is a brief statement with the intention of keeping all members informed of their purpose and this also helps to communicate to
the members what steps are involved in reaching that desired goal and why these steps are important in the process to achieve the goals set by the
organization for the team to achieve, without this clearly communicated mission statement it is hard to understand what your purpose is. A team's
mission statement basically establishes the boundaries of your group's work and how they fit into that organization, it just provides a reasonable and
measurable objective for your team's work and lets other groups see what you are responsible for or not responsible for, it should basically state a list
of what is needed to be accomplished and how to accomplish it. (Levinson, 2008)
A common mistake made by team leaders to often is that every member within a team automatically understand their role within the team. One of the
initial tasks of a team leader is to clearly assign individual tasks and responsibilities. In order for every member to understand exactly what their role
within the team is, their must be good, open communication from both parties. If a team member is unclear of their duty, they must communicate with
their team leader by asking questions, this also helps

1.1Explain the Features of Effective Team Performance Essay
The features of effective team performance is set up through positive leadership, this is something which is developed and nurtured. An effective
team will work together, be focused and all the time supporting each other along the way to achieve and reach goals. For a team to be effective,
each team member needs to be clear on their roles and responsibilities relating to their job. Team performance will be more effective if there is
respect for the leader/manager and an understanding towards their job role and responsibility. The leader/manager should also be aware of the skills
or weakness within the team and be able to provide support were necessary and also utilise their strengths. Training and support will enable staff to
improve... Show more content on Helpwriting.net ...
Syer and Connolly 1996 believe that team members need to develop awareness of themselves and each other, and of their differences, through giving
descriptive feedback. This allows appreciation of differences, good contact and improved communication. Trust, respect, team spirit and synergy may
emerge. The notion of a cycle more easily depicts the kind of continuous process that teams go through and need to revisit as members are introduced or
move on. The cycle suggests that skill and attention are required from the manager and from team members. An effective team performance requires:
Leadership– should reflect the team's stage of development. Leaders should motivate, facilitate goal setting, educate and evaluate achievements. Trust–
should be slowly built up across team members, through developing confidence in each other's competence and reliability. Trusting individuals are
willing to share their knowledge and skills without fear of being diminished or exploited. Respect– need to discuss openly any similarities and
differences in their professional values and standards. Respect is incorporated with trust. Commitment– self–knowledge and an ability to trust others
are the building blocks of commitment. Commitment to a joined set of goals and values provides direction and motivation for individuals members.
Flexibility– the ability to maintain an open attitude, accommodate different personal values and be receptive to

Team Roles for Team Effectiveness Essays
The personal style and personalities of each member in a group may be influence their team effectiveness. Individuals will tend to play an important
role in a group and depend on their personality and working group style. To improve a team and effectiveness in project or working, each team
member need to understand the role of every member in a group. With 3 contemporary theories of team roles to use in our group is:
Belbin's Team Roles
FIRO Team Roles
Benne and sheats theory team role Background& Main Idea
Belbin's Team Roles
Belbin's Team Roles are named by who created this team role, British psychologist, Dr Meredith Belbin. In 1969, Dr Belbin was invited to use this
business game as a starting point for a study of team ... Show more content on Helpwriting.net ...
According FIRO theory, team member play roles in team depend on their relationship and communication in a team to the interpersonal need of each
other team member. They have 15 characteristic to identify team member role:
Clarifier
Tension–Reducer
Individualist
Director
Questioner
Rebel
Encourager
Listener
Cautioner
Initiator
Energizer
Opinion–Giver
Harmonizer
Consensus–Tester
Task–Master Benne and sheats theory team role.
This theory is a combined of two influential theories on group behavior, which Kenneth Benne and Paul Sheats have wrote in article of ''Functional

Roles of Group Members'' in 1940. This theory worked in some teams that are effective in some but for some it isn't. Their work influenced other
earlier research and thinking about the function of group. The have researched more recently and have refined many ideas. Group roles are
extremely useful and interesting in the way of looking at the behavior of the team. 26 different group role have been defined which can be played by
one or more people within a group depends on that person's skill.
In this 26 types will also be divided in 3 different part such as:
Task Roles
Initiator
Informationseeker
Information giver
Opinion seeker
Opinion giver
Elaborator
Co–ordinator
Orienter
Evaluator

Developing the Work Team Essay
M2.04 Developing the Work Team Reflective Review Understand the nature of teams and the features of team roles and responsibilities including the
advantages and disadvantages Q1. How does a team differ from a group? Give 3 examples of the differences. A team and a group are often classed as
the same, but they are in fact completely different entities. Three of the main differences are Trust Leadership Working towards a shared common goal
Trust – In a team there are high levels of trust which enables members to express ideas and opinions freely and confidently. This allows feelings to
be discussed and also will conflict can be resolved due to this. In a group there is usually a lower level of trust between... Show more content on
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With no established leader objectives will not be made clear. п‚§Stage 2 : Storming During this stage open conflict between members can be
commonplace. There will be challenges to original objectives and rules. Through this targets can become more realistic and trust is created throughout
the team members, which is beneficial in the long run. There may be disagreements over issues within the team, with some members agreeing with
one view point and while others agree with a differing view, causing a split within the team. Conflict can also manifest over leadership of the team.
п‚§Stage 3 : Norming This can be classed as a settling–in period, where some agreement has been reached and trust has started to develop. People have
started to think of themselves as a team, and new procedures and roles have been implemented and accepted, enabling the team to function and
members to work together. Ideas are exchanged freely and members are willing to listen and accept other member's points of view. п‚§Stage 4 :
Performing At this stage the team will be harmoniously and they will have resolved any task or personal issues. Inner related roles will be
established, and any issues between members will have been resolved so all their energy can be put into resolving the task. When problems arise a
solution is found and the team constructively puts all their efforts to perform its task effectively. Q4. Briefly describe

Reflection Paper On Team Work
Team work is at the nucleus of clinical practice in radiography. It is the core structure that allows the efficient flow of work whilst still providing
patient–centred care. There must be an understanding that a team is not merely a group of people working in proximity to each other; but it is a
group of people who use the division of labour and an apprehension of each other's role in the team to work in a rational and proficient manner. This
essay will reflect on the team building I participated in and its correlation to my Belbin personality team roles. I will also explore the value of this in
practice, in terms of patient centred care and legislation. Using other personality questionnaires, I will consider Belbin's ability to reflect my own roles
and question if another method would be more accurate in doing this.
In the 1970's Meredith Belbin devised the Belbin team inventory behavioural test. It was aimed to assess how an individual behaves and interacts in a
team environment before placing these people into 9 categories. A person may be spread across multiple categories–not defining them to a single
possibility. Using the Belbin test has been shown to may improve work in a team. One piece of research used 84 teams to find that "forming groups
based on Belbin role balance assumption might enhance group performance" (Curseu & Meslec, 2015, para 36). This means that having a full array of
team roles and understanding each other's strengths and weaknesses can exert positive influence on team performance.
Knowing your own Belbin team role allows you to acknowledge your strengths and weaknesses thus helping you focus on what you need to do to
improve. From doing the personality questionnaire I was identified as an implementer and a shaper at similar high scores, however the rest of my
scores were evenly spread across the remaining 6 roles. I interpret this as in a group I would fit into the role of planning and carrying out strategies in
a resourceful way, whilst providing drive to the team to keep the momentum. I may also be able to slot into any missing roles. Belbin (2009) states that
implementers are happy to carry out the less appealing tasks in the team –those that other members do not want to do or

What Happened At The Rec Center On Campus
Hanni Egal Journal 3 1. What Happened This group work day occurred on April 12th. We met up at the Rec center on campus. It's not an unfamiliar
location, we met at this location several times to discuss our group projects over the semester. Everyone was in attendance aside from Isabel. Isabel
was having car issues and couldn't make it so she alerted the group via GroupMe. The rest of the group met up around 5:30 and the meeting
continued until about 6:30. At the previous meeting we had already discussed the roles that we would take on in order to successfully complete the
final project. So this meeting was more so a get together to make sure everyone understood their roles and if they had any questions, they were free to
ask the group.... Show more content on Helpwriting.net ...
2. Analysis First I'd like to say, this group project is a little more difficult than the other group projects because while those depended more on a
certain topic (Coachella, Streaming services), this one is focusing on our own group history. It's easier to focus on one topic with your group, it is
more difficult to work on a group project about your group. In the meeting we spent a majority of the time working on the different questions we
would have to ask and how we wanted to go forward with our project for presentation day. There was personal responsibility. Everyone had tasks
assigned to them and what would be required to get the project done. It wasn't forced, we decided on what topics we wanted to focus on
collectively. Once we knew our roles and requirements, it was easier because then we had a partnership. There was a promised task and a
commitment to the goal. Tasks would need to be completed in order to finish the project successful and be prepared for the presentation. We spent
some time talking about our personal lives. We got a little carried away and started talking about drunken experiences and teenage rebellion. It
established trust. We were able to let loose and get to know each other better. It helped because we got more comfortable with one another. And not to
mention, some of the stories were actually quite hilarious. However, shenanigans put aside, I actually noticed that there were

Cultural Awareness And A Global Mindset
'Cultural Awareness and a Global Mindset' Management in Practice is a very special module for me because it provides me a chance to study with
international friends and study in a diverse environment. After studying for two semesters, I have gradually established cultural awareness and a
global mindset which are extremely important when I graduate and start working. In today's modern society we have to work with people from
diverse background such as personality, nationality and culture thus it is essential to understand these differences and Belbin test is very helpful in
this situation. Knowing your Belbin's team roles and others make it a lot easier to get along with each members and lead to a better performance
Belbin (1981) and this is why our group in MIP class developed significantly. Besides Belbin test, I also learned about psychometric test from MIP
class. A psychometric test is a method to assess aptitudes, personality, or ability which consisting of verbal, numerical and diagrammatic reasoning
tests (practiceaptitudetests). It is very crucial when applying for jobs. Apart from making me know myself, this module allowed me to be a leader as
a coordinator of a group. According to Bennis (1989), "...leaders do not seek to lead. Instead, they seek to express themselves fully. They embrace
risks and mistakes, learning from adversity. They reflect on all of their experiences. With these skills, they inspire others to follow them". Although, I
may not inspire others

Importance Of Self Reflection
Research has been increasingly done on learning and self–reflect and its effectiveness, one of the first researchers' john Dewey stated, 'we do not learn
from experience... We learn from reflecting on experience.' John believed that deep learning comes from array of experience, reflection, abstraction,
and active testing. James Zull's (2002) fascinating book on the biology of learning, points out evidence that the learning cycles arises naturally from
the structure of the brain. Donald Schon also amongst the first to write about reflective practice with his exploration of experience, interaction and
reflection with his book 'the reflective practitioner' in 1983, Donald defines reflective practice as the practice by which professionals become receptive
of the implicit knowledge base and learn from their experience. 'The practitioners allowed Donald to experience puzzlement, surprise or confusion in a
situation which is found uncertain or unique. Self–reflection is like considering a mirror and describing what you see. The term refers to an activity or
process in which an experience is recalled, considered and evaluated to gain insight on oneself, ones valued or knowledge gained. The ability to reflect
on experience encourages insight and complex learning. In contrast, self–reflection is a process used to study one's own performance in order to
improve it. In order for one to succeed, it is vital to have knowledge of what each strengths and weaknesses are for self–development

Characteristics Of The DISC Model Of Human Behavior
The DISC model of human behavior is a simple key to understand how people behave and how they are motivated. Twenty–four hundred years ago,
scientists and philosophers, most notably Hippocrates, began to recognize and categorize differences in behavior that seemed to follow a pattern.
Since then, many psychologists and scientists have explored behavioral patterns. The initial DISC model comes from Dr. William Marston, a
physiological psychologist, in a book entitled Emotions of Normal People, published in 1928. He did not create an instrument from his theory, but
others did. DISC is the leading personal assessment tool used by over 1 million people every year to improve work productivity, teamwork and
communication. I believe the public sector must adopt this DISC test before recruitments in order to avoid social loafing (Max Ringelmann',1913),
the phenomenon of people exerting less effort to achieve a goal when they work in a group than when they work alone. The DISC model is the
universal language of observable human behavior. Each letter has its own meaning. D (Dominance) is how people respond to problems and challenges. I
... Show more content on Helpwriting.net ...
Many times I was confronted with angry and frustrated citizens who come to learn about their affairs . I am always willing to help as I can , and
while they are annoyed shouting, I try politely to calm them and hear them and at the end I emphasize their interest and they leave satisfied and happy.
According to the D personality type, people think about big picture goals and tangible results. They are bottom–line organizers that can lead an entire
group in one direction. They place great value on time frames and seeing results. The D may challenge the status quo and think in a very innovative
way . I totally agree with this

The Tuckman Model Of Group Development Essay
The Tuckman Model of Group Development has 5 stages: Forming, Storming, Norming, and Adjourning (Maples, 2008). During the first session of
MOP, everyone was tasked with forming their own small project team. The very first class workshop activity involved meeting two new people and
introducing one of them to the entire class. The aim of the activity was to indirectly assess who we would want to be in a team with, based on our
perceptions of a person's behaviour, values, and work ethic. Most people would want to be in a team with people similar to them on a surface level
(age, gender, ethnicity) and on a deeper level (personality, attitudes, believes, values) (Liang, Shih, & Chiang, 2015). We were free to choose whoever
we wanted in our team under the condition that the team we form is diverse.
My team members are Sara, Wei, Rijuta, Rohit, and Craig. We are one of the more, if not most, culturally diverse groups in the class because we
hail from China, India, New Zealand and the Philippines. When looking at our majors, there was not much diversity because five of us are in
Marketing and only Rohit is in Global Business. Only four of us in Marketing have been classmates in the previous term and prior to this term, we
never experienced working together as a team. Sara told us she wanted to be in a team where everyone would pull their own weight, and she said that
it looked that each of us wanted the same thing. The six of us agreed to form a team because we all valued

Essay on Ilm M3.11 Building the Team
Unit M3.11 – Building the Team The purpose of this assignment requires consideration of how to develop and maintain trust at work, as well as how
teams are built within the workplace and what effects and concerns a manager needs to be aware of. Teams are more than just groups of people
assembled in the same area, they are a collection of individuals dedicated to a common purpose and with a series of detailed performance targets,
working together with complementary skills. Teams of people are encountered in various scenarios, not just in the workplace, but also throughout life,
such as sports, associations, charities and voluntary services. Effective teams are built on trust and are developed and maintained by the manager's...
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All with differing skills and levels of experience, to allow a service to be provided efficiently and effectively. Each member of the team has a purpose
and a function within that team, so the overall success depends on a functional interdependency. There is usually not as much room for conflict when
working as a team. The team also does not rely on groupthink to arrive at its conclusions. There are many theories on the ways that group form and
become efficient and effective teams. One of the best–known team development theories was first developed by Bruce Tuckman in 1965 and has
formed the basis of many further ideas since its conception. Tuckman's theory focuses on the way in which a team tackles a task from the initial
formation of the team through to the completion of the project. Tuckman's theory is particularly relevant to team building challenges as the phases are
relevant to the completion of any task undertaken by a team but also the development of a team in the grander scheme. The Model and stages are
described below in the order that Tuckman identified: Forming The team is assembled and the task is allocated. Team members behave independently,
with anxieties about inclusion and exclusion. Their time is spent planning, collecting information and bonding, with an apparent willingness to
conform. This can happen whenever new circumstances occur within a group, or when new challenges or projects are set within established

Organizing A Fundraising Event At The South And City...
Introduction
This report evaluates my own experience working within a team to organise a fundraising event at the South and City College Enterprise Day. We
were aimed to raise money for Teenager Cancer Trust by selling handmade crafts. Below, I am going to reflect about my own experience and about
how the team worked together to achieve our goals. Team roles and problem solving techniques will be evaluated and suggestions for improvement
will be given as we have now learned from this experience.
1. Team roles
Everyone in the team adopted different roles according to their skills and personalities. The roles we played were not agreed by them team but just
came according to each one 's abilities. The team had functional diversity, that is, different skills that put together allowed the team to achieve its goals
(West, 2012). This also provided the team with different ideas to share and achieve the best outcomes (Sohmen, 2013). One member of the team was a
resource investigator (Belbin, 1991–2006). She creates contacts during the fair and explored new selling opportunities, engaging people to come to the
table. Another team member was more teamwork (Belbin, 1991–2006) being diplomatic and finding ways to make people agree to each other. The
team also had a sharper member (Belbin, 1991–2006) that challenged the team ideas. She was helpful to improve and polish the team decisions,
however it lead into some arguments with other team members. One team member played the role of

Critically Discuss the Factors Which Contribute to...
Critically discuss the factors which contribute to building cohesive groups/teams.
The purpose of the essay is to discuss what factors can contribute to building cohesive groups. There are many factors which can be useful in
developing perfectionism within a group. These factors are as follow: membership and work environment factors, organisational factors and group
development and maturity. Meredith Belbin's nine team roles also determine the degree to which cohesiveness is maintained. In order to discuss
these factors, this essay will define what a group team is and present two different kinds of groups. Second, some of these factors contributing to
success of group work will be described. Next, this essay will also focus on the role of ... Show more content on Helpwriting.net ...
A team can be successful if the members know each other for a reasonable time. Moreover, they can build trust within such a group and as a result it
can help them in building confidence to perform tasks better (Mullins, 2010). Thus the time, individuals' skills, and the size of the group are significant
aspects in building successful teams.
Work environment is another factor which can help build and maintain perfectionism among team members. Nature of the task can contribute to the
task and the degree of task difficulty should be moderated because too difficult tasks can cause conflicts, too easy one however boredom.
Communication is also very important and tasks should be communicated clearly which can lead to cohesiveness. Technology is another aspect worth
considering as the resources available in the workplace can contribute to developing successful teams (Mullins, 2010). Therefore, the manager should
organise work according to the sources they have.
Organisational factor can also play an important part in maintaining successful teams. Successful team work depends on management and leadership
styles. Encouragement and understanding of individual's problems should be maintained. Human Resource policies and procedures should also be
applied fairly and there should not be any act of discrimination towards people. Success is another key element bringing success in a team (Mullins,
2010). Thus a manager should take an active part in

Reflective Writing on Team Work Essay
A Reflective Paper On The Importance On Teamwork Nursing Essay What is a team work? Team work can be defined as when actions of
individuals are brought together for the purpose of a common goal. Each person in a team puts his efforts to achieve the objectives of large group.
Teams make efforts to achieve the success but not necessarily the success is achieved every time. Within a team every member plays a role to achieve
the team's objectives. These roles add new and important dimensions to interactions of team members. Bruce Tuckman's team development theory
provides a way to tackle the tasks of making a team through the completion of the project. On the part of the team every member played an important
role to achieve the success at... Show more content on Helpwriting.net ...
When the project is completed the roles of implementers and completer have their own place in a team. The Belbin theory allows every role to
play a secondary role in a team. The secondary role possesses the second higher skills in results. In this way a role can perform more than one
function to become a secondary role player in a team. In this work I want to reflect the situation taken place during the last semester to develop
and utilize my personal skills needed to maintain the relationships with other team members. Gibbs (1988) Reflective cycle is used to reflect in an
effective way. I am using this model because it is a recognized framework for my reflection. Gibbs (1988) contains six stages to complete the cycle
which improves my personal skills continuously and learning for the best practices in future. As Gibbs cycle moves forward the first stage describes
the situation where the team members work together, next stage looks the feelings of members about the work and third stage involves the analysis
of the feelings of team members. The fourth stage is the analysis to make the sense of experience, 5th stage includes the outcome of team work and
the final stage involves the action plan for the situation if it arose again. This kind of reflection generated the practice knowledge which assisted me to
work with my team members and adapt the new situation during the work. The team work generated a sense of satisfaction and developed professional
practices. My team

The Proposition That ' Different Personalities Contribute...
The purpose of this assignment is to explore the Proposition that 'Different Personalities contribute to Effective Teams'. Learning styles is defined as
the process that learners use to sort and process information (Cano, Garton & Raven, 1992). Eysenck (1978) who developed the personality theories of
Extraversion (E), Neuroticism (N) and Psychoticism (P), noted that personality and learning are closely related. Furthermore it was also found that there
is a large overlap between personality and learning styles (Jackson & Lawty–Jones, 1996) and Duff, Boyle, Dunleavy and Ferguson (2004) state that an
individuals learning orientation and approach to learning, is partially determined by their personality. There is a lot of research (Duff & Duffy, 2002;
Lhori–Posey, 2003; Coffield et al., 2004; Reynold & Vince, 2007; Welsh et al., 2007; Hornyak et al., 2007; Herbert & Stenfors, 2007; Sievers,
2007; Hyde, 2007; Kayes, 2007; Garcia et al., 2007; Demirbas & Demirkan, 2007; Armstrong & Mahmud, 2008; Li et al., 2008) that shows people
have a dominant learning style but can also have a mixture of others. In this assignment I will provide evidence off different theories which support
learning styles and investigate different learning models such as Kolbs (1984) and Honey and Mumford (1986). Different personalities can depict
suitable team roles but in order to decide if these contribute to effective teams I will examine team theories such as Meredith Belbins Team roles (1981,
1993) and

Strengths Of Group Work
Team role was once defined by Belbin as "A tendency to behave, contribute and interrelate with others in a particular way".
Group work can bring about mixed learning and allows for the conveyance in new ideas which may not have materialised if I was working as an
individual. According to Landsberger (2005):
"Group learning, or working in groups, involves shared and/or learned values, resources, and ways of doing things. Effective groups learn to succeed
by combining these factors. However, each group, and each individual, will only be as effective as they are willing to embrace and/or respect
differences within the group".
Initially working individually, I felt more at ease because there was only myself to consider and a cause for concern was due to the possibility of some
friction between group members when it comes to different approaches.
However, despite the initial apprehension I have been able to see a rise in my confidence levels and make drastic improvements in my weaker areas
such as presentation skills, I have been able to see the levels of my communication skills increase, I have accomplished personal achievements in this
short period of time and learned how to further conduct myself in a professional manner and liaise with a variety of different people. These enhanced
socialising skills will allow me to further succeed with my career aspirations. By working alongside a range of colleagues who specialise in different
sectors I have been able to pick relevant

School Of Engineering And Digital Arts
School of Engineering and Digital Arts
EL671 Production Technology
Assignment 1 – 2014
Navisen Naigum (NN92) Thursday Week 7, 13th November 2014
Contents
Product Specification and Design3
3rd Year project brief overview3
Flight Controller3
Frames3
Motors3
Power Management3
Draft Technical Specification and summary of Project4
Flight Controller Programming4
Voltage and Current4
Cost4
Time4
Key Design Metrics5
New Products Introductions (NPI)5
Overall Equipment Effectiveness (OEE)5
On time and complete shipments (OTCS)5
Percentage of Products in Compliance5
Cost of Quality (COQ)5
Primary Belbin Team Role5
Co–ordinator5
Why team dynamics are important in a design environment6
Product Qualification Testing7

Contrast and Comparison of Domestic and Military Product7
Manufacturing Technologies8
Objectives for PCB design process8
Documentation and Data8
Assembly8
Testing8
Surface Mount Reflow soldering process8
Product Specification and Design
3rd Year project brief overview
This project aims to develop a quadcopter able to autonomously fly while avoiding fixed and moving obstacles using ultrasonic and infrared proximity
sensors. A quadcopter is an unmanned flying vehicle with four motors in a cross arrangement. It is expected that the corresponding controller unit,
integrating motor control, based on an Inertia Measurement Unit (IMU), as well as the sensor modules, will be developed using the Atmega–based
Arduino platform.

Belbin's Theory
A team is not a bunch of people with job titles, but a congregation of individuals, each of whom has a role which is understood by other members.
Members of a team seek out certain roles and they perform most effectively in the ones that are most natural to them. Dr. R. M. Belbin Belbin Team
Roles are used to identify people's behavioural strengths and weaknesses in the workplace. This information can be used to: Build productive working
relationships Select and develop high–performing teams Raise self–awareness and personal effectiveness Build mutual trust and understanding Aid
recruitment processes Belbin Team Roles measure behaviour, not personality, and so can be defined as: A tendency to behave,
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Almost always people have a mix of roles and will have dominant and sub–dominant roles. Co–ordinator Resource Investigator Team Worker Shaper
Company Worker/ Implementer Completer finisher Plant Monitor/Evaluator Specialist Co–ordinator The co–ordinator is a person–oriented leader.
This person is trusting, accepting, dominant and is committed to team goals and objectives. The co–ordinator is a positive thinker who approves of
goal attainment, struggle and effort in others. The co–ordinator is someone tolerant enough always to listen to others, but strong enough to reject their
advice. The co–ordinator may not stand out in a team and usually does not have a sharp intellect. Shaper The shaper is a task–focused leader who
abounds in nervous energy, who has a high motivation to achieve

Reflections on Syndicate Group Work
Reflections about syndicate group work
"I always had a different opinion to our group leader, but he always made me give in, even when I was not at all persuaded by his arguments, I can 't
explain how that happened". This statement made by one of my group members is quite revealing. While she recognizes the dominance of our
leaderВґ, she is perplexed because she fails to understand how she was manipulated.
How did he do it? Was it only his dominance or were there perhaps Machiavellic elements in his behaviour who made his opinion prevail? And was it
beneficial to our groups ' effectiveness? I will try to solve this question in the main part of the essay.
First, I will give a short overview of our groups ' development and then ... Show more content on Helpwriting.net ...
The groups ' last meeting, Sunday night before the presentation is characterized by a high level of motivation, since there is only one more night left
until the deadline. It was only then when we start filming the interview and make the final adjustments.
I will use Vroom 's (1964) "expectancy theory "in order to analyse the level of motivation by our group members. According to Mento, Cartledge and
Locke (1980), Expectancy theory emphasises that the motivation to perform is dependent on "the strength of the expectancy that the act will be
followed by a certain outcome (reward)". It focuses on three relationships: Effort–performance, performance–reward and reward–personal goal.
(Reinharth, Leon, Wahba, Mahmoud, 1975) In order for the motivation to be maximized, these relationships must be positive. According to a non
directive qualitative interview of 10 minutes with each group member, I found the first relationship to be strongly positive, i.e. all of the members
admitted that their effort would lead to a certain performance.
The second relationship, namely the fact that my group members thought that their performance would lead to a desired outcome, was significantly
weak, i.e. there was no contingency between contributing and achieving. Every single team member argued that the statistical probability of having the
desired outcome, i.e. winning the price, was low, given the fact that there would be more than 15 groups

My Internship With An Economic And Trade Office Essay
Description – During my internship with an Economic and Trade office, I was engaged in various investments projects, cultural events, and HR
administration duties. Part of my HR duty was managing four different personalities to organise a cultural promotional event, with a supervisor
monitoring our progress. Even through we were supposed to work as a team, I did not maximise on the strengths of each member, but took most of
the responsibility myself. Consequently, the team became demotivated and less efficient. We were not able to find much sponsorship for the event.
The director was displeased and blamed us for this failure. I became disappointed and wished that I had engaged the team more by listening to their
views, and allowing them to contribute where the could. Feeling – As I took it upon myself to perform most of the tasks meant for the team, I felt as if
I was doing the right thing because it would help avoid mistakes. At the time, I thought that the team members were not competent enough to offer
better solutions for undertaking the project. I worried much about what might go wrong and was unwilling to take the risk. I also wanted to prove
my abilities and good judgment skills to the supervisor. I now realize that I was trying to avoid a situation where I would take the responsibility if the
team failed to deliver. Even after completing the task, I still felt that everything would be okay since I was in charge of everything and I rarely make
mistakes. But the

Difference Between Belsbin And Belbin Model
A group dynamic force is the organizer that encirclements employee and organizations self–possessed. Deprived of them, there would be situated
commotion surrounded by the framework of planned utility. In this view, the theories and model is elevated is specific morals essential used for a
group to be operative which is given by "Tuckman and Belbin model". This broadside temporarily inspects the idea that principled problems in groups
can challenge the efficacy of the group. In view of the influence that beliefs has on group dynamics which is needed that this aptitude be make a speech.
Giving to the Tuckman model which is refers to the four stages for making the team work properly. Dr BruceTuckman is founded this model on 1965
for understand the teamwork. The stages are of this model such as forming, storming, norming and performing. And the last stage is ... Show more
content on Helpwriting.net ...
Belbin discussed the structure about the team and how the workers work in a team. For this reasons, Belbin give a model for playing some on the
group work by dividing into three sectors those are stated below: Figure: Belbin Models on team roles
Source:
п‚§Shaper: Shaper refers in a team always gives the first oriented of the action policy which will be done and finished by team workers and its helps to
guide the team members activity.
п‚§Implementer: In this role, it helps to the task get modify ad certify by well organizers or actual performers. The main perform is getting start in this
role.
п‚§Completer: Some persons is settled for giving the finishing of the task. The completer get the task from the implementer after that he finished the
task successfully.
The above playing roles are for actionable works in the tasks. All the roles are getting known and well actions policy to do well with the task. These
action roles are oriented for investigate the factors and also discussed

Belbin Team Roles
Teams are a key component of modern work practice. This has highlighted the importance of theories relating to the operation and effectiveness of
team work (Buchanan, 2004). Much work has been devoted to seeking a formula for success. (Pritchard, 1999). One of the best known and widely
used methods is Meredith Belbin's work on team roles which is based on research commenced in the 1970's and was published in 1981. Belbin put
forward that management teams require a mix of individual characteristics working together to be most effective. His roles numbered 8, this was
revised to 9 later with the addition of the specialist role.(Belbin,1981) The growing commercial success of Belbin's original book and increasing
adoption of the work in... Show more content on Helpwriting.net ...
Belbin responded to this criticism directly and stated "the BTRSPI as a self standing psychometric test does not exist" (Belbin, 1993b) He argues that
Team Roles relate to observable behaviours not personality types, as such they are not fixed .Further preferences could change over time given other
circumstances and situations. He also indicated that Furnham had utilised an outdated version of the inventory and that the developed model
"interplace" was

Based On The Mbti Online Test
Based on the MBTI online test, I am the type of ENFJ, which I think it really matches my personality (See Figure 1). ENFJ stands for Extravert,
iNtuitive, Feeling, and Judging. ENFJ is known as "givers" because they have a highly sensitive ability to help others and picking up on another
person's feeling. For example, when there is a problem, ENFJs will try to find the best solution that works for everyone. ENFJs have an excellent
communications skills and personable aura that people want to be around. They also find it natural and easy to communicate with complete strangers.
ENFJs are action–oriented, they want to make sure that everything is planned and organized, and will be the one who getting things done. ENFJs are
not afraid to... Show more content on Helpwriting.net ...
Team Working andPersonality Type
A team is made up of different kinds of people; some people behave as team workers to help and support other members, while some people work as
an individual to solve problems. In order to make the most effective outcomes, it is important to understand which type of team members you are.
Belbin suggested that every team members are unique in nine different characteristics and categorized it into three groups: Action Oriented, People
Oriented, and Thought Oriented (Belbin 1993, 2014) (See Appendix D). However, the questionnaire test assessed only eight team roles by exempt
"Specialist" team role from questionnaire. The result from Belbin's Team Role Testing showed that I am act as Co–coordinator in the team (See
Figure3 and Table 1). According to Belbin (1993), "Co–coordinators are mature, trusting and confident, they are quick to spot individual talents and to
use them to pursue group objectives, and they have a broad and worldly outlook." Nonetheless, the key to work in a team is to have correct balance of
skill and behavior to support and drive each other to connect with a common goal.
Self Analysis
When I picture myself, I like to think of an easy going, independent, and optimistic. Furthermore, I am insanely organized. I like my room to be
clean, neat, and organized all the time. Also, I can be a reliable source to get work done. I will not give up till I accomplish my goal. I believe that
nothing is impossible, if you put your

Strengths And Weaknesses Of Working In A Group
This essay portrays my strength and weaknesses of working in team and things about me I really need to work and perhaps improve. Working in a
group at first was quite strange to be honest but as time progresses it became more intriguing & interesting. At first I was quite bothered on how I
would start to engage with colleagues I don't see physically, with different custom, belief and country .My group experience was one I can never
forget because we bonded swiftly like we've met or known each other for long and even gave nicknames to ourselves within this short time frame. I
am glad that this group assignment was incorporated to course outline because it was really helpful. I am earnestly looking forward to working with
such wonderful and fun people in further modules. We all used the different social medium to communicate every day and keep ourselves posted and
update with current trend as regards to our task. Personally, I now like working in a team because my personal communication abilities was drastically
improved. I had personal anxiety and agitation at inception, but in due course I overcame it and my self–confidence was boosted. The essence... Show
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The forming – storming – norming – performing. My team was formed by our module instructor which obviously gave us a guide to execute our
group task. When it comes to storming, we encountered a hitch because one our group member was inactive all through and that initially hindered our
functionality as tasks were delegated to each member. Our disagreement or hitch in the group was due to unavailability of one group member which
affected us immensely but we handled it by assigning the task to another group member and communicated swiftly to our instructor about the situation.
Our group tasks were already delegated to each member and we knew what was expected of us to perform optimally and score

Importance of Individual Goals Essay
Using my social care work placement (Sense Scotland) as a reference, I have compiled a report which fully covers effective team working in care
settings. The report consists of a three–part structure, which documents: the factors which contribute to good team working, the importance of
interpersonal skills, and the contribution of performance review and goal–setting to the success of any organisation.
PART ONE: Individual, Team, or Group Methods of Working
Within my placement organisation, staff members will generally work as part of a team as well as having an individual role. For the team to be
efficient all members must know their own role within the team, liaise with each other, and look to improve individual strengths and ... Show more
This led to the development of Belbin's Self–Perception Inventory which initially identified eight distinct team roles (the ninth role of 'specialist' was
identified after the initial research). In 1981, Belbin's Self–Perception Inventory was included in his book 'Management Teams: Why they succeed or
fail'. This inventory was derived from past versions. The 9 Belbin Team Roles are:
Completer/Finisher, Chairman/Co–ordinator, Monitor/Evaluator, Implementer, Resource Investigator, Plant, Shaper, Team worker, and Specialist.
Belbin believed individuals have a preferred team role, alongside a secondary team role which would only show itself if the preferred team role was
being played by another staff member or there was a gap in the team in which a role was not being played. Belbin suggested therefore, that the team
role composition of a team may determine if it is successful or if it fails.
Bruce Tuckman, an educational psychologist described a simple, easy to understand theory of group development in 1965. Tuckman argued that in
order to function more effectively teams go through a process of group formation. Initially, this was defined as having four distinct stages although
over a decade later a fifth stage was included. Tuckman explained that all groups will pass through each stage of development before they can achieve
maximum effectiveness, stating this process may be subconscious. The five stages of group development Tuckman proposes are: Forming,

Belbin Project Management Essay
As a professional Civil Engineer, with a dense experience in project management, I would definitely agree with Belbin (Belbin Associates, (2012)
that teamwork is the key to success in any project. As stated by Belbin:" A team is not a bunch of people with job titles, but a congregation of
individuals," The best model of teamwork is what is suggested by Dr. Belbin. Caring for the role requirement and fit in with the organization staff.
Moreover, the successful project manager is the manager who designs the team members from the cream of the cream available in the organization.
As stated by (Prabhakar, G. P. (2008)), the project manager has many responsibilities. Each undertaking has a solitary supervisor. The venture Director
is the individual accused of arranging and booking firm and regular administration of task execution. He or she is additionally the individual with most
prominent responsibility for the attempt 's prosperity. This individual gets power from the patron and assumes a focal part in every period of the
venture 's life cycle, from outline and association to venture close down and assessment and everything in the middle. In Our organization, we adopt the
principle of Project–Oriented Organization POO. As stated by the (Gareis and Huemann 1998), competencies are not only required by individuals, but
also by project teams and by organizations. Further to this point, (Gareis and Huemann 1998) clarifies many things. The PM capabilities of people,
task groups,

Belbin Personality Group Reflection Paper
Team work is at the centre of clinical practice in radiography. It is the core structure that allows the efficient flow of work whilst still providing
patient–centred care. There must be an understanding that a team is not merely a group of people working in proximity to each other; but it is a
group of people who use the division of labour and an understanding of each other's role in the team to work in a rational and proficient manner. This
essay will reflect on the team building I participated in and its correlation to my Belbin personality team roles. I will also explore the importance of
this in practice, in terms of patient centred care and legislation. Using other personality questionnaires, I will consider Belbin's ability to reflect my own
roles and question if another method would be more accurate in doing this.
In the 1970's Meredith Belbin devised the Belbin team inventory behavioural test. It was aimed to assess how an individual behaves and interacts in a
team environment before placing these people into 9 categories. A person may be spread across multiple categories–not defining them to a single
possibility. Using the Belbin test has been shown to may improve work in a team. One piece of research used 84 teams to find that "forming groups
based on Belbin role balance assumption might enhance group performance" (Curseu & Meslec, 2015, para 36). This means that having a full range of
team roles in the group and understanding each other's strengths and weaknesses can impact team performance.
Knowing your own Belbin team role allows you to acknowledge your strengths and weaknesses thus helping you focus on what you need to do to
improve. From doing the personality questionnaire I was identified as an implementer and a shaper at similar high scores, however the rest of my
scores were evenly spread across the remaining 6 roles. I interpret this as in a group I would fit into the role of planning and carrying out strategies in
a resourceful way, whilst providing drive to the team to keep the momentum. I may also be able to slot into any missing roles. Belbin (2009) states that
implementers are happy to carry out the less appealing tasks in the team –those that other members do not want to do or

Reflection Of A Community Service
The aim of this essay is to reflect on my learning and development primarily during the process of the community service that I have done with my
team at St. Barnabas home, Klang. I will also be writing on the importance my experiences, evaluating my own development and examine the issues
encountered before, during and after October 22nd. Besides, I will be highlighting on my learning styles, role as the Vice Organizing Chairperson in my
team and how have I improved as an individual after this community service project.
Reflection
By the end of this service, I learned that my team and I are mostly action–orientated people. According to the Belbin's nine team roles model, I am a
mixture of the shapers and implementers. I could not decide on which role do I fall the most because throughout this journey, I have been dynamically
stimulating my team to give our best and training them to be both disciplined and organized (Enciso, 2012), when carrying out our individual duties.
For an example, I encouraged my team to bring in more volunteers from their circles of friends and families so that we would have more helping
hands to serve the children at the home. Besides, I also made sure that every meeting minutes are clearly typed and printed out ... Show more content on
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Firstly, my open area is that I am both a disciplined and practical person. Secondly, my hidden area is that I seldom discuss my issues or negative
feelings to other. For example, I tried to solve the issue of compiling the videos for the final report presentation by myself without discussing the
stressful workload on the editing part to my team members. However, I am still unsure of what are my blind and unknown areas. I am still working
on being a more critical and reflective person so that I can discover more of these regions on

Analyse and Evaluate Your SyndicateвЂ™s Development and...
Analyse and evaluate your syndicate's development and functioning as a group or team according to relevant theories and models you encountered in
class or in your reading. Discuss your own roles in the syndicate and consider leadership issues. What would you do differently, given your experience
and this analysis, to enhance the performance of the group and the satisfaction of its members? Being made–up of people teams are both enriched and
impaired by the human activities and deficiencies. According to Larson & La Fasto, 1989 "A team is a unit of two or more people who interact and
coordinate their work to accomplish a specific goal". In our team, relations were very neutral whereas there was no personal and positive relation which
... Show more content on Helpwriting.net ...
Third stage is Norming in which members share acceptance of roles and have a sense of unity; in our team the organization which we have
selected was Tiger Airways in which one of the group partner's friend work, so it's actually his responsibility to have acceptance on that selection
but he did not share information. regarding company and never participate in discussion with us so, I assigned roles to the different members of
the team on the second day after forming a group but the other guy never interact or discuss about the whole report so indirectly their was no
common goal as we were not aware of them that what they he is doing with. Fourth Stage is performing, where the emphasis is on the problem
solving and accomplishing the assigned task so, as we three guys were making presentation and reports. Last stage is Adjourning; which emphasis
is on wrapping and gearing down and as last there was effective team work between three guys and we do have to form a slide also so we started
making the slides and last day one of the free loader said me to send him the slide so that he can make the whole report and the next morning on the
presentation day he said he will

Reflective essay BIDP
–Reflective essay– As part of my Business Innovation Development Project Unit, I had the opportunity to put myself into group with my friends or
people I believed I could work well with. In the first stages of our group we all tried to get to know each other more through analysing personality and
learning types' test that we previously undertook. I realise we were going through the normal stages of the team formation in particular forming and
norming (Tuckman, 1965). In my assignment group we had all Belbin team roles which helped us perform well throughout our project and also helped
us to identify other team members' behavioural strengths and weaknesses. During the initial stages of the group getting together I believed it was...
Unfortunately there was a second thing I did not like, which was that one of our team members decided to drop out of the course in the middle of
our project which made us change some of our workload responsibilities. However looking back, I believe that was the right choice for her at that
time which I cannot change. My assignment group was very fortunate as we didn't face any conflicts within our group. However I am aware that
there could have been many different types of conflicts such as; different personality issue, different point of views or some people just don't get
along which leads to dysfunctional conflict (Huczynski & Buchanan, 2007), this can of course affect the productivity of a team or individual. I
now realised that we all focused on everyone's feelings of how fairly they were treated (Adams' Equity theory) within the team. It is necessary, I
believe, to make everyone treated equally, respected and to feel part of the team because in my opinion that makes a strong relationship between
the team members and it avoids conflicts. Overall if I reflect back on our group work I believe we worked very well as a team and my contribution
to the group was significantly high because I had an aim in my mind which I focused on until the end. As I worked the extra mile for our project, it
resulted that it gave us, as a team, a bit more time in preparation for our presentation and finalizing the app which was crucial at that time for us. This
experience has allowed me

2. 1 Describe The Theory Of How Individuals Interact In...
2.1 Explain theories of how individuals interact in groups in relation to the types of teams that work in health and social care. The most famous theory
of group working is Tuckman's (1965) model. Tuckman (1965) divided the team's interaction into four different phases; forming, storming, norming and
performing. The first step, forming, is where all members are learning about the opportunities and challenges facing the team. Whereas the second step
storming, is where different ideas to tackle problems or issues are developed. The third step, norming, is where the team members fall into agreement
over the solutions for their team. In this step, the team members are able to talk openly about their opinions and have the ability to adjust their
behaviour to avoid conflict. The final step, performing, is where the team fully understands, co–operates and supports one another, thereby working as a
single unit rather than individuals. Teams that have reached this step display high levels of motivation, knowledge, competence and autonomy
(Armstrong, 2006). Dr Meredith Belbin stated that for a team to be effective, it has to have the following nine characteristics: resource investigator,
team worker, coordinator, plant, monitor evaluator, specialist, shaper, implementer, completer finisher. This does not mean that every team requires
nine people. Most people will have two or three Team Roles that they are most comfortable with. There are no good or bad Team Roles. Each Team
Role has

The Great Man Theory Was A Popular 19th Century Idea
Traditionally teams are built by putting a group of people together without considering many traits or characteristics about those people, then expecting
them to work together in a productive manner. Often times this does not work well at all, particularly if the person in charge is unfamiliar with the
team concept themselves. Teams have to be cohesive in their ability to make decisions and handle projects within their organization. Sometimes
cohesiveness causes team members who are not adept at working with others to push back at the team and this causes friction within the team. Team
building models have been developed over the years to make teams work.
The problem of working teams has been something that researcher and theorists have been studying for years. Many of these researchers and
theorists have developed a "standard" way to develop teams and team skills. A plethora of team development books have been written and team
consulting firms have popped up all over the world. The Great Man Theory was a popular 19th century idea according to which history can be
largely explained by the impact of "great men", using their power in a way that had a decisive historical impact. These great men always had
impressive results from their teams because of their leadership qualities. The historian Thomas Carlyle enforced this theory with his statement "The
history of the world is but the biography of great men." According to Carlyle, effective leaders are those gifted with

Young Enterprise M1 Essay
Unit 19: Developing Teams in Business– Young Enterprise M1 Compare the roles of different members of the team When we initially discussed how
we would assign the roles within the business, we all agreed that it would be fair to spread the responsibilities equally and so therefore decided that
each member would be equal in the business and that we would not each have specific roles. At the beginning of starting up WetPhish we decided to
use the Belbin Team roles to assess which areas each individual would be suited towards. Once deciding on which team roles brought out our strengths,
we were appointed different tasks to complete to achieve our first objectives of the business which included market research, starting up our financial...
One other member of the Wetphish team was had the co–ordinate role and therefore had mature and confident qualities and was able to clarify our
business goals and promote decision making. This type of team role would be best suited for the IT director as they were able to outline what we
need for our website design and also held group meetings to discuss the decisions we should make in terms of what we each wanted the site to
look like and what the content should be. One of the other members of our team fit into the 'shaper' team role and was found to be able to thrive on
pressure and challenge themselves and other members of our team. This drive and encouragement meant that we were able to overcome certain
obstacles in the business. This role would best suit the traditional role of a managing director as it is very important for the manager to drive other
team members and be encouraging. However, the allowable weakness off this team role was that she was sometimes blunt with other and had the risk
of offending others but felt that these steps had to be taken in order to get the jobs done. Another member of WetPhish fit into the 'monitor evaluator'
Belbin team role which meant he was able to make strategic decisions and was able to see all options. These qualities would have best suited a HR
role within the business as it is important that the HR director is discerning and judges

Team Work Essay
Introduction
Teamwork is essential to the smooth running of many projects, organisations and companies. Much research has been conducted into the effectiveness
of teams and their contributions to organisational success.
This essay considers one particular team consisting of two student nurses (members A and B) and 4 student radiographers (members C, D, E, and F),
all 3rd year degree–level, whose task was to produce a poster for assessment over a one week period.
Theory and models of teamwork will be used to discuss all aspects of this team including team roles, communication, conflict and decision–making.
Conclusions will then be drawn as to how the team could have been more effective in their completion of the task. ... Show more content on
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Research has shown that teamwork increases efficiency (Thylefors et al, 2005 in Newson, 2006). A team can pool knowledge and skills and, if well
motivated, create energy increasing a team's efficiency beyond that of the individuals.
Modern views on teamwork also consider the satisfaction of the workforce by becoming more autonomous and reducing hierarchical structures
(Ovretveit et al, 1997).
5 Team Development
The most commonly used model to discuss team development is Tuckman's (1965) (in Huczynski & Buchanan, 2001) forming, storming, norming and
performing model. However, the team concerned more closely followed the Cog's ladder model (see appendix 1. for full description) (Walton, 1984).
1. Polite stage (day 1)
The initial introductions of the team members took place during a coffee break, however, the task was not clearly discussed at this stage and so roles
were not yet defined. The members worked at a distance from each other to complete a treasure hunt task.
2. Why are we here? (day 2)
The goals were established and two subgroups (student nurses, A and B and student radiographers, C, D, E and F) emerged.
3. Bid for power (day 2/3)

Conflict and rivalry within the group prevailed. At this stage two members of the group, A and C, became identifiable as leaders.
4. Constructive phase (day 3/4)
The team did eventually reach this stage with activities being divided amongst members and all members participating.

Sa 's The Organisation Contexts Of Projects Essay
SA 2– THE ORGANISATION CONTEXTS OF PROJECTS:
INTRODUCTION:
The success of any organisation or project depends on proper synchronization of different supportive factors ranging from full understanding and
application of general organizational philosophy, proper use of resources, prudent leadership and dependable systems of a particular business set up.
Organizational systems or structures are not static as they are directly linked to the strategies in place at a particular time Media: (50 Lessons, (2004) ).
All these factors are important for effective project execution and realization of organisation goals. With the foregoing dependencies, it is imperative
therefore, that project managers study the mission and vision statements of the organisations that they work in or work for so that they work well while
knowing the kind of organisation culture that surround them and the general expectations thereof. As organization cultures and labour force in place
differ from industry to industry, project managers' decisions on team role composition are therefore influenced by varying contextual situations in
which projects that they lead exist.
ORGANISATION STRUCTURES, CONTEXTS AND PROJECTS RELATIONSHIP TO TEAM ROLE APPLICATION:
Answering the question as to whether different organizational structures, contexts and projects demand different team roles; as I have highlighted I can
affirmatively say that differing organizational structures, contexts and projects demand different

Reflection on Team Work
Reflection on My Self–Performance as a Team Coordinator Reflective Essay – Belbin Team Role Theory in practice To further understand Belbin Team
Role Theory, I, together with four students formed a team and simulated as being authorized by the Songjiang Government Bureau to investigate into
the current situation and the prospect of the higher education industry in Songjiang District. Through unremitting team efforts, we successfully
demonstrated our findings and recommended several ideas via a formal presentation. Reviewing the three–months–long process of cooperation, I really
found this experience of learning meaningful and fruitful. This reflective essay is a conclusion of my sympathetic introspection of the... Show more
In order to better resolve the problems later when similar situations take place again, I have summed up two principles of how coordinators show
respect and trust to their subordinates and accordingly build up team morale and team cohesion. For one thing, it is necessary to impress the equal
importance of all the tasks on my team members – there are no good tasks or bad tasks, but only the most suitable tasks and other less suitable tasks
for you. For another, encouragement and incitement are essential to inspiring members' enthusiasm in their assigned duties. With regard to motivation,
the coordinator should offer the other team members with opportunities to fulfill themselves, as well as enough room for improvement. All in all, I am
going to assist my team members in sharing a tacit notion that "I am designated to undertake this part not because my ability is outstanding or just the
opposite, but because I can better fulfill this role than the other team members do, as far as the task itself is concerned." In retrospect, another
enlightenment I have gained is that, if being well utilized, conflicts and disagreements can also produce positive effects. At the primary stage of the
mission, all of the team members were intentionally trying to keep a concordant relationship with each other as well as to avoid disputes and
differences. However, later on we found it

Strengths And Limitations Of The Belbin Modelof Team Roles

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