...Contents SECTION A - ANALYSIS OF YOUR TEAM BEHAVIOUR 3 Belbin team roles 3 Introduction 3 Analysis of outlined team behaviour on the hotel performance 4 SECTION B - MOPS OR KPIS 5 TGI Friday’s 5 Introduction 5 First operational measurement 5 Second operational measurement 6 Conclusion 7 References 7 References 8 Section A - Analysis of your team behaviour Belbin team roles Introduction Dr. R. M. Belbin said: “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” (BELBIN Associates, 2012). Belbin team roles were created in order to make group work more effective and understand positives and negatives of each team member. According to the Belbin theory there is 9 roles which members can be named by, which are: plant, monitor evaluator, co-ordinator, resource investigator, completer finisher, implementer, shaper, team worker and specialist. This table is going to show the roles of each member in our group and will point some advantages and disadvantages which could affect group work and productivity in the future and influence our hotel. Team Members | Main Role | Second Role | Positive | Negative | Member 1 | Implementer | Coordinator | M1 is the member who was sure about ideas which were discussed properly in the team, so that turns them to the action...
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...Creating More Balanced Teams Belbin suggests that, by understanding your role within a particular team, you can develop your strengths and manage your weaknesses as a team member, and so improve how you contribute to the team. Team leaders and team development practitioners often use the Belbin model to help create more balanced teams. Teams can become unbalanced if all team members have similar styles of behavior or team roles. If team members have similar weakness, the team as a whole may tend to have that weakness. If team members have similar team-work strengths, they may tend to compete (rather than co-operate) for the team tasks and responsibilities that best suit their natural styles. Knowing this, you can use the model with your team to help ensure that necessary team roles are covered, and that potential behavioral tensions or weaknesses among the team member are addressed. Tip: Belbin's "team roles" are based on observed behavior and interpersonal styles. Whilst Belbin suggests that people tend to adopt a particular team-role, bear in mind that your behavior and interpersonal style within a team is to some extent dependent on the situation: it relates not only to your own natural working style, but also to your interrelationships with others, and the work being done. Be careful: you, and the people you work with, may behave and interact quite differently in different teams or when the membership or work of the team changes. Also, be aware that there are other...
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...| | |0rganisations Behaviour | |Google’s Chaotic-Management Style Assignment | | | | | | | | | GOOGLE Management Style 1.1 The Organisational Structure and Culture at Google, its Pros and Cons with supporting theories of Management In today’s competitive business world, close relationship within an organisation is essential in meeting clients need and promoting the level of customer satisfaction. Organization literally means “a group of people who make up a body for the purpose of administering something”. Carter McNamara (2013) defined an organisation as group...
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...Analysing Self and Organisation HR837 Self Analysis Assignment John Hall Student Number: 05020550 January 2007 Word Count: 3220 Tutor: Gillian Forster Contents Introduction: p 3 Application of Honey and Mumford Theory: p 3 Analysis of Kolb’s Learning Styles: p 6 Application of Belbin analysis: p 10 Personal SWOT Analysis: p 12 Rationale behind Personal Development Objectives: p 14 Conclusion: p 15 Bibliography: p 16 Appendix: p 17 Introduction In this assignment it is my intention to analyse a range of learning style models and relate them to a personal analysis in order to determine strengths and weaknesses and demonstrate a process of critical evaluation. These strengths and weaknesses will tie in to a personal SWOT analysis which will combine to highlight the rationale behind the Personal Development Objectives outlined towards the end of the assignment. Telford states that ‘It’s hard to imagine that our self improvement efforts will be successful without considering what is this “self” we want to improve’ Telford (2005) p9. And it is this concept which is sometimes difficult for us to embrace. The notion of looking closely at oneself and carrying out a critical analysis can at times be quite uncomfortable but as demonstrated above it is necessary in order to embark upon the process of self improvement. Honey and Mumford The dictionary definition of learning is ‘to obtain knowledge or awareness of...
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...Introduction to Belbin Team Roles WHAT ARE BELBIN TEAM ROLES? Team Roles are the unique contributions a person makes to the success of a business team. For example, one person may be very good at coming up with ideas, whereas another might be skilled at checking for errors. There are nine Team Roles, each making a different contribution to a team’s success. Individuals typically have multiple strong Team Roles. Knowing the balance of roles on your team will help you understand potential conflicts, set ground rules to deal with them and use your resources most effectively. Using Belbin Team Roles enables team members to use their unique strengths to achieve results. THE NINE TEAM ROLES CONTRIBUTIONS ALLOWABLE WEAKNESSES PLANT Creative, imaginative, unorthodox. Solves difficult problems. Ignores incidentals. Too preoccupied to communicate effectively. RESOURCE INVESTIGATOR Extrovert, enthusiastic, communicative. Explores opportunities. Develops contacts. Over-optimistic. Loses interest once initial enthusiasm has passed. CO-ORDINATOR Mature, confident, a good chairperson. Clarifies goals, promotes decision-making, delegates well. Can be seen as manipulative. Offloads personal work. SHAPER Challenging, dynamic, thrives on pressure. The drive and courage to overcome obstacles. Prone to provocation. Offends people’s feelings. WHAT MAKES BELBIN TEAM ROLES DIFFERENT FROM OTHER ASSESSMENTS? The Belbin Team Role analysis is...
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...Successful team If you want to go fast, go alone. If you want to go far, go together. -African Proverb, (George, 2008, p. 142). Most people who are working in the retail know how busy Christmas period is for everyone. There are company deadlines, campaigns to be promoted and products to be merchandised according to store plans. Last year was challenging for myself and my team. We are all experienced store operators, some of us are deputy managers and people like myself who are training to become successful leaders. As a team we managed to exchange our experience and knowledge between us, which helped a lot in distributing the workload evenly. We managed to merchandise 32 products throughout the store in 2 hours, which was beyond every expectation. Usually this type of job requires 6 to 8 hours’ dedication and a team of 8 people. This was a team of 4 people, myself as a team leader and 3 store assistants. I selected specific role for every team member based on their skills and attitudes. I appreciate every individual and their contribution in the team. As a team we focused on managing our time as best as possible. We help each other with tips and ideas throughout the process of building the Christmas specials. As a team leader my focus was mainly towards the goal, finishing the job on time and effective. Motivating and supporting the staff and sorting any challenges on the way. Meredith Belbin, well known author on a subject for a team work and team roles explains that...
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...Many projects in a workplace may be too large for one individual to handle, or complete to a high standard against the time frame targeted. Organisations employ teams into their structure to distribute tasks to all members to ensure achievable workload. Teams are a group of people with a variety of skills who all work together to serve a focused purpose but need varied inputs to achieve overall tasks. Further defined, “a team is a small number of people with complementary skills who are committed to a common purpose, performance goals and approach for which they are mutually accountable” (SMITH,J. 1993. Teams and leadership (8th November 2011). An organization benefits from this array of minds, skills, views, tactical approaches and problem solving from a team oppose to one individual carrying out the task. A team helps productivity of the tasks completion and improves time taken to complete task aims because individuals have manageable workload. A team caries out tasks that contribute to the organisation overall purpose and aims, therefor leadership is needed to be implemented in order for the teams direction and output to be accurate towards the organisation, of standard and completed in time frame needed. “ Leadership is the art to influencing and directing people in such a way that will win their obedience, confidence, respect and loyal cooperation in achieving common objectives” JOHNSON, M. 2003 Business Dictionary (8th November 2011). Leadership is carried out by a leader...
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...Meetings are the place where any one person can find out where they fit in when the meeting is being conducted (Hattersley, 2008). Meaning, what role do they play within this meeting ahead? Many people when hearing the word roles they assume you are referencing a play or production (Bressen, 2011). But, roles in the meeting sense are the many parts that we each play in the meeting within a group or individually. All roles serve a purpose for the individual or the group in the meeting. There is someone who is going to be rough, straight forward, detail oriented, someone who is going to want something completed yesterday. Also, there is someone from the group who is a risk taker, someone who is cautious. You will also have someone who needs to be directed step by step and maybe someone who needs to feel like they can say anything at anytime with no fear (Bressen, 2011). The groups that prosper usually will create the best ways to incorporate the diversity amongst each person that is there by creating a balance for all involved in the group (Bressen, 2011). There are several different types of roles that are used when going into a meeting. Think about what role you might play prior to heading into a meeting. Everyone that we know will put us into the category or character that they type cast us as but, we can decide on what role we want to play within the meeting depending on the specific occasion (Hattersley, 2008). “A little conscious planning can...
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...companies. Although some of them were talented and professional, there was a consensus among us: we do not need a leader in my team. As we worked under a fair position, we could identify other members’ merits and drawbacks directly without hesitation. In my team, each member played their own role very well in tasks which were assigned on course, such as motivation case study, observation task, role play case study and managing change case study. My assignment will focus on team roles and communication. Team roles Adair (1986: 127) claims that team is a group in which the contributions of individuals are regarded as reciprocal rather than just a group with the same objective. Cole (2002: 84) suggests that a role should be differentiated from a position, which is principally a remark of the duties and individual has been distributed. Therefore, our team discussed each member’s role and job at the beginning of the term. According to Belbin (2010: 22), there are nine distinct team-roles that provided us with enough distinctive attributes to see the range of roles that can be performed in a team, and they are Plant, Resource investigator, Co-ordinator, Shaper, Monitor evaluator, Teamworker, Implementer, Completer, Specialist. In the next several paragraphs, I will present their definitions and who played these roles in my team respectively. Plant Belbin (2010: 43) highlights...
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...views about Belbin |The Belbin Team Roles | |The Belbin Model is a robust and highly effective concept on teamwork that is the product of many years of research. British psychologist Dr Meredith Belbin has | |worked to achieve a coherent and accurate system that explains individual behaviour and its influence on team success. These behavioural patterns are called "Team | |Roles" and these nine roles cover the types of individual behaviour at work in a team. | |1. Plant (PL) | |Advancing new ideas and strategies with special attention to major issues and looking for possible breaks in approach to the problem that the group is confronting.| | | |2. Resource Investigator (RI) | |Exploring and reporting on ideas, developments and resources outside the group, creating external contacts that may be useful to the team and conducting...
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...The Belbin Team Role -Self Perception Inventory Instructions There are seven sections to this questionnaire. Each section starts with a statement e.g. in Section One the statement reads “What I believe I can contribute to a team is…”. Within each section there are nine further sentences. You should read the first statement and then read the nine further sentences - noting which of those sentences you think apply to you. I.e. those that describe your behaviour when working with other people. Note the sentences by ticking the left hand box against each sentence. You should do this fairly quickly - what we are seeking is your instinctive responses. If you think too much about each statement you may see yourself in every one. Typically you should tick (() between two and four statements in each section. In extreme cases you might identify all the sentences or you might tick only one. For each section you take a total of 10 (ten) points and distribute it between the selected sentences - in proportion to the “strength” that you feel that particular sentence applies to you. e.g. In Section One you might tick sentences 10, 11 and 12. However if you feel that sentence 10 applied to you much more than the other two, you could award 6 points to sentence 10 and share the other 4 between sentences 11 and 12. |Section i |what i believe i can contribute to a team is: | | ...
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...Table of contents 1.0 Introduction3 2.0 Intrapersonal Effectiveness3 2.1 Theory……………………………………………………………………………..…….3 2.2 Emotional Intelligence…………………………………………………………………..3 2.3 Learning Style Profiler………………………………………………………….……….4 2.4 Development Actions…………………………………………………………….….…..5 2.5 Impact on Organizational Effectiveness………………………………………….……..6 3.0Interpersonal Effectiveness…………………………….…………………………….…..6 3.1 Theory……………………………………………………………………………….…..6 3.2 Spark and MEIS…………………………………………………………………………7 3.3 Belbin Team Roles ……………………………………………………………………..7 3.4 Development Actions……………………………………………………………………8 3.5 social and cultural diversity considerations……………………………………………..9 3.6 Impact on Organizational Effectiveness……………………………………………...…9 4.0 Conclusion………………………………………………………………………………10 Reference list………………………………………………………………………………..11 Appendix…………………………………………………………………………………..…13 Assignment#1 1.0 Introduction Working in business is a unit whose aim is to develop an understanding of the skills which can make efficient works in business environment. In this portfolio, I am going to discuss the theories what I have learned in class, including intrapersonal, interpersonal and organizational effectiveness. I will also discuss my own experience which link to the theories. I will choose to concentrate on my learning style based on the Jackson Learning Style Profiler for intrapersonal effectiveness. In the second part I will choose SPARK feedback and MEIS...
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...Creating Effective Teams An essential process that is required for any business organisation is an effective group development process and managers need to understand how to create effective and productive teams and the roles performed by each of the members. The theory used is the Tuckman’s five stages of group development process that involves forming, storming, and norming, performing and adjourning. Another important aspect of effective teams is the right mix of role categories from Belbin theory, which identifies nine types of people, categorised into three specific skills of action, people and thought orientation roles. This essay will analyse the roles managers undertake to facilitate effective team management that is productive and effective in business organisations. An important aspect of leadership management in any organisation team leaders need to have a good understanding of Tuckmens’ stages of team development to build a cohesive productive workplace and an ability to identify Belbin specific types of people and adapt your approach when dealing with the different types of people. (Manning, 1996, pg. 298-302)(Belbin Team Roles. 2013.) Dr Meredith Belbin (1981) team roles based on the behaviour characteristics and interpersonal skills of the individuals within a team. He determined that there were nine different roles in an effective team who undertook specific tasks. These nine roles classified into three major groups. The three major groups of Belbin are action...
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...Contents Introduction pg. 3 Discussion pg. 5 Organizational Design and Team Structure pg. 5 Why Teams? pg. 6 Team Roles pg. 8 Teamwork Model pg.10 Collaboration; Advantages and Disadvantages pg.12 Conclusion pg.14 References pg.15 The Advantages and Disadvantages of Teamwork Introduction A recent study performed by the Department of Trade and Industry in the UK determined that people are a fundamental building block within any organization and the only point at which true responsibility for quality can lie is with the person or group actually doing a job or carrying out the process (Department of Trade and Industry, 2011). Managers must determine how to group people together in order to perform the work needed done by the organization (Kates & Galbraith, 2007). The five most common approaches managers may take to do so include: * Functional * Divisional * Matrix * Team * Networking The importance of recognizing the structure of an organization may have a direct impact upon the end results of collaboration and the teamwork model and why the organization may well choose teamwork as an approach to meeting its needs. Indeed, workplace collaboration may be an instrumental part of the decision making process within organizations; at the same time, the very act of collaborating and the process of team building and teamwork need to be properly utilized to maximize their benefits while...
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...stages a group of individuals may go through when becoming a team and how conflict can be evident and overcome during the process. Teams go through stages of development. The most known structure for a team’s stages of development was developed by Bruce W. Tuckman. The four stages he described: forming, storming, norming and performing are a helpful structure for recognising a team’s behavioural patterns. Stage 1: forming This is the stage in which the group gets together the team will get to know its goals, directions roles etc., during this stage100 the team members are usually exited to be part of the team at the same time they could feel anxious about if they will fit into the team and where there performance can take them. Bruce W. Tuckman described this stage as; “Groups initially concern themselves with orientation accomplished primarily through testing. Such testing serves to identify the boundaries of both interpersonal and task behaviours.” Stage 2: storming The team will start to move towards its goals, however during this stage disagreements about goals, expectations, roles and responsibilities will be openly expressed. This could then lead to a conflict as members may express frustration about constraints that slow the teams progress, this will lead to further arguments and the team could become critical of the teams original mission or goals. During this process conflict will be evident. The team may need to develop both task related skills and group process...
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