...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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...IN WEEKS 2 TO 7 8 3.1 Teamwork (Activity 3) 8 3.1.1 Definition 8 3.1.2 Self Review & Learning Outcomes 8 3.1.3 Football Team 11 3.1.4 Conclusion 12 3.2 Communication (Activity 4) 13 3.2.1 Definition 13 3.2.2 Self Review & Learning Outcomes 13 3.2.3 Conclusion 15 References 16 Appendices 19 4.0 DEVELOP AN ACTION PLAN FOR FUTURE DEVELOPMENT 29 4.1 Five Year Action Plan 29 4.2 Ten Year Action Plan 35 4.3 Contingency Plan 42 4.4 Future Plan 44 Conclusion 45 References 46 PROFESSIONAL REFLECTIVE JOURNAL 1.0 INTRODUCTION Personal development can be defined as “activities that improve self-knowledge and identity, develop talents and potential, build human capital and employability, enhance quality of life and contribute to the realization of dreams and aspirations” (Aubrey, cited in Bernelo et al. 2011). Everyone have their perspectives, goals and vision. Thus, some of them develop a plan to follow and review the progress from time to time. For me, personal development can’t develop within overnight, it is a lifelong learning process, I believed education and personal growth is never-ending process. 2.0 ANALYSE PERCEIVED DEVELOPMENT NEEDS AT THE BEGINNING OF THE MODULE 3.1 VISION STATEMENT My vision is to become a Sales and Marketing Manager in the hospitality industry. I want to be a professional and respected leader in the team to help my organization move towards better profit and market share; and give our clients the...
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...need for skills, knowledge or competence. It also helps me to define the appropriate development to meet those perceived needs. In this report, I am going to focusing on what my strengths are and where my weaknesses are, also how to use my strengths in the field I will work into in the future, and how to develop my weaknesses to be my strengths as well. 2. EVALUATION OF SKILLS AND KNOWLEDGE Evaluation is the key stage to the self-development cycle because it enables me to discover whether that development activity was worthwhile, applicable, and if and how my skills or working behaviour as a result. (Kolb argued 1984 -76) 2.1. Technical - course-related Characteristics of learning styles Experiential leaning theorists have hypothesized four basic modes in the learning process. a. Concrete experience (feeling) b. Reflective observation (watching) c. Abstract conceptualization - formation of concepts and generalizations (thinking) d. Active experimentation - testing implications of concepts in new situation (doing) There are eighty of...
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...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 to explain interpersonal effectiveness...
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...Contents Page 1. Identifying two environmental and two individuals’ factors. 2. Identifying two environmental and two individuals’ factors. 3. Positive learning environment. 4. Positive learning environment. 5. Aims and objectives 6. a) Objectives b) Theoretical background 7. Feedback and comments 8. Reflective Report 9. References 10. References Reflective Report Training and Development Module 1. Students should identify at least two environmental and two individual factors and explain their impact. Individual Factors This factor is when trainee refers to features on how they deliver training programme and what personality and ability factors they have been identified with. ( Baldwin & Ford, 1988). Personality is defined as portraying in terms of appearance and character of an individual and ability is the efficiency they apply as well as transferring what is obtained from the programmes they encountered to be like. Ability trainees acquired the knowledge, fundamental knowledge and experience. (Tasse & Hrimech, 2002). Trainee characteristic relate to personality or to motivation which influences training outcomes to greater extent than others. Training programme has led me to find out some individuals factors which I choose to attribute in order to impact training outcomes. Learning Goal Orientation I work according to prepared set plan in order to demonstrate competence and having strong desire to impress others. My personality towards...
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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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...Assessment Criteria 3.1 Analyze team dynamic, discussing the roles people play in a team and how they can work together to achieve shared goals. Team dynamic is a communicational relationship between groups of members in a group which is assigned for connected tasks for a company. Dynamics are affected by member’s activities and their responsibilities and they all have direct result on company’s productivity. Team dynamic means companies members behavior how they are working together to achieve a common goal in their company. Team consists of different types of people in a company, their opinion and views can be different but their goals must have to be same. Various factors can influence team dynamic such as member’s personalities, behavior and how that team operates. In a team dynamic something’s must have to be include such as friendship, Office layout, Organizational culture, Processes, Tools and communication as well. Because some people should like to work be their own, some should like to help from technology, and some needs inspiration some people needs cheers. But basic thing is that in a group communication plays a big role. That means communication and team goals they are inextricably involved. In BIBBY Company’s case study it has been seen that they are using similar applications for both research and personal use. But here if teams people use different types of applications for their research and personal use it will be easier for them to use low bandwidth within...
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...ALLEMAN ILM LEVEL 3 FIRST LINE MANAGEMENT (M3.11)-BUILDING THE TEAM. Developing and maintaining trust in the workplace. Developing trust in my workplace is a two-way-duty, responsibility of the management, as well as the employees. Trust begets trust. If I am not capable of keeping my team members trust, then I have no right to expect them to trust me, and even more so within my work place. Workplace ethics at Sirus Automotive demands that I be absolutely honest in my dealings within the company and to my team members. Earning Trust- When I had to start building and maintaining trust with my team members I needed to understand that by me making tall claims about having transparent administration, was not enough. My team members were hired at Sirus because of their skill set and educational qualifications, I had to remember that they were not born yesterday. They are all intelligent enough to understand if something is not quite right. So I had to give them credit and not insult their intelligence. I had to keep the functioning of the section running as smooth and efficient as I told them it would be and to keep them as stress free as possible as to making their job easier through efficiency. If this would not have been the case they would have felt exploited and the feeling of mistrust and discontent would have begun to set in. Confidentiality- Of paramount importance to me in the building of trust within my team and all other employees. With the company aside it is also...
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...Test of belbin team role: 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. http://www.belbin.com/rte.asp?id=8 I can see all my classmates are being seriously in doing their personal team role test, Belbin Self-Perception Inventories. This is a test to identify the role that you play in a team. They can be divided into nine roles. The strengths and allowable weaknesses of each role will incorporate in a team. A team will become success when the members’ characteristics are balance. This test will give us a clear understanding of ourselves. However, the test is not easy; the questions are difficult to understand. Most of us were trying to get a brief explanation through asking from the lecturer. We took about 30 minutes to finish the test and are excited for the results. We had been categorized into different group of role based on the results of us. We are surprised that we can’t find the role of shaper from a sample of ….. students. Then, we tried to match up the characteristics of each role in response to the introduction and explanation of role from lecturer. This gets us to know that why each role become important and how the roles will be worked in a team. Moreover, we can verify whether the role’s characteristic is consistent with your personal behavioral...
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...Title: Lord Ashcroft International Business School Effective Team and Performance Management Department: HRM, Organisational Behaviour and Tourism Module Code: MOD003554 Academic Year: 2012/13 Semester/Trimester: 2 Table of Contents 1. Introduction 3 2. Exclusive summary 3 3. Company's Background 3 4. Main Body 4 Nature of the Teams 4 Why do we join them? 5 What are teams, groups? 5 Formation 5 Personality 6 Social exchange theory 7 Belbin 7 Team cohesion 8 Concertive Control 9 Performance 10 Emotional Intelligence 12 Conflict 14 5. Conclusion 15 6. Recommendations 15 The List of References 17 The List of Bibliography 20 1. Introduction This report is designed to critically analyse positive and negative issues surrounding team dynamics and team formation that has occurred in the provided case study using appropriate theories and concepts such as team cohesion, structure, team norms/values and stages of group development. Furthermore, report will also evaluate the critical factors such as social loafing, team size, emotional intelligence and will summarise them introducing with the main ones which impacts effective team environment most. Moreover, recommendations will be proposed for change to occur in the team according to decision-making, leadership style and will explain...
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...of this assignment is to reflect on how the team presentation went, what the advantages and disadvantages were and how they were overcome. Also to look and compare different organisation techniques to the Greenwich Market and a fast-food restaurant and see what changes or suggestions could be made to the next academic year. Theorist’s Positive Teachings According to Gustafson and Kleiner (1994) “High performance teams work in organisations where staffs are just as responsible as managers for the performance of the team.” Belbin’s team role theory states: “A team role is “a tendency to behave, contribute and interrelate with others in a particular way.” Looking at these theories, it clearly states that working within a team, helps get the job done easier and quicker and you will be able to see different skills from the team members as you go along in the group exercise. To see the progress of the team, Belbin organised different team roles to describe the pattern of behaviour that characterises one person’s behaviour in relationship to another in facilitating the progress of a team. These are comprised of: * Action – oriented roles: Shaper, Implementer and Completer-Finisher * People – oriented roles: Coordinator, Team Worker and Resource Investigator * Cerebral – oriented roles: Plant, Monitor Evaluator and Specialist During the tutorial, we were asked to sort these behavioural patterns into the likeliness of our team mates. These are what we came up with. Emmanuel...
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...9 roles within a team, some of these roles include the plant, resource investigator, shaper, co-ordinator, monitor evaluator and more, I will be going into greater detail on each role throughout this task. Each one of these roles is essential to a working team and according to Belbin, every one of these characters are required for concentrated effectiveness and productivity. For example, in my football club some of these roles and personalities are often used to successfully win our upcoming games. Plant: The first team role to be identified was the plant; the role was called that because one such individual was “planted” in each team. They tended to be highly creative and good at solving problems in unconventional ways. For example, in my football team we do have such an individual, Raj, however he tends to solve problems in a more straightforward fashion rather than unconventional. Monitor evaluator: One by one, the other Team Roles began to emerge. The Monitor Evaluator was needed to provide a logical eye, make unbiased judgements where required and to weigh up the team’s options in an unemotional, calm way. For example, in my football club the club captain makes tough decisions by drawing up a formation for who plays in the upcoming game and unemotionally telling people they aren’t playing. Co-ordinators: Co-ordinators were needed to focus on the team’s objectives, draw out team members and delegate work appropriately. For example, in my football team, the club coach...
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...Putting the Puzzle Together Malaika Isley COM105-A01 – Organizational Communication February 16, 2012 Heading a meeting and being included in meetings are two parts of a manager’s job that is the toughest to do. Meetings can be conducted with two people or in groups. They are conducted in order to ensure that all acts of communication are bought out in order to achieve the goal that lies ahead. 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...
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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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...Tutorial 1: Classroom Assignment Participation 1 (2.5%) After the completion of Belbin Test, I found that each of the behaviors were essential in getting the team successfully from start and finish. During the test, I discovered myself as an action-oriented role. This is because I scored pretty high on team implementer and also completer-finisher for the test. As I always used to be the one who decides everything, I always get the chance to become the leader in the class when I was in my high school. I prefer to turn decisions and strategies into defined and manageable tasks that people can actually get on with. I will make sure everyone have the same agreement before making changes on the decision. Besides that, the test also reflected me as a perfectionist, because I used to request all my work has been done perfectly and nothing has been overlooked. I will make sure everything in the right track and perfect. This indicated the test suited with my personality and scores as much as I thought of myself. On the other hand, I found out this test was relevant to my future career, as this contribute information regarding me and how can it be my best contribute in a team next time. From here, I can observe that I might be best suited to give confidence or motivation to others, engage with others in decision-making and organize ability. I will be comfortable in adopting a leading position in the future. Therefore, I will be study hard to get every possible chance...
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