At any time in everyday life, people will have to work in teams and groups. These might be for formal reasons, informal, they may be temporary or permanent. Whatever the circumstance, it is vital for the group of work well together in order to achieve the set goal.
The aim of the team is to support one another and help achieve the desired target. This is done by helping one another and doing individual roles as well as group roles in order to achieve what is necessary. The group will share a common sense of purpose which will provide the individual with a feeling of stability, protection, security and a sense of self satisfaction.
I recall a time when I had to work in a team at ‘Hilston Park’, an activity centre based in South Wales. As it was a school trip we were divided into groups with our friends who were of the same age and set about our tasks.
Looking back on the experience, I can see exactly how Beblin’s Team Roles 1993 took form within the group. Each team member fitting into a certain role and the team worked together to challenge the obstacles and cross difficult paths until the end was reached.
There were five of us within the team and the roles that took shape were; A Co-Ordinator (chairperson), a shaper, two team workers and a plant.
I feel looking back that this was a fantastic mix as the team workers were given direction by the chair person (the leader) and the plant was producing a lot of great ideas. Although the plant did not get involved as much as the team workers, the plant produced most of the main ideas as how to best avoid and complete the difficult tasks.
From this experience, I can also see how Gersicks Model For Temporary Group With Deadlines took place. We began with lots of time, delaying decision making and sitting our aims and plans. Then as the realisation kicked in that we were losing time, we built up momentum and focused on problem solving. However once we knew how to solve the problem there was another period of inertia before actually starting the task. Although we achieved the targets set for us, this could have been something we improved on.
We also witnessed the study of Tuckman’s theory of ‘The Stages of Team Development’. In his analysis we can view the key stages of team development.
The stages ‘Forming, Storming, Norming, Performing and Adjourning’ are the typical steps through which the individual and the team will progress.
During the first stage of ‘Forming’, we see the individuals as being polite and quite impersonal with one another. However, as we progress through the stages onto ‘Norming and Storming’, we see some team members begin to control the situation, confront people and difficult situations, lay down the rules and start to tackle the issues and assessments that need to take place. Throughout the ‘performing’ stage, the team members form a group identity and custom a bond and closeness with one another.
Reflecting on the team assignment for People And Organisations, I see that the group had tolerance for each other and felt a sense of supportive nature for one another. This is why during the ‘Adjourning’ stage; the team members may feel a certain amount of anxiety about leaving the group and dislike no longer feeling part of a supportive team. As a group we worked well together and achieved the desire goals.
From this I think the group learnt vital things such as :
- How to increase motivation
- Increase Work satisfaction
- Increased quality output
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When working in a company, sometimes team work and motivation for team work can be lost however this does not happen at ‘P3’. After analysing ‘The Times Top 100 Companies To Work For’ list, it can be seen that the best company to work for is the social inclusion charity.
The Chief Executive of the company said "People who come to work for us do not want to make a million pounds or be the next X Factor winner but to do something to make a difference."
The company provide activities such as, “Team-building days, training and access to bosses at all levels means employees don't lack the support they need from managers”. They feel as though the departments do work well together and that the people feel like they could make a difference.
When surveying the company the eight factors are they look out for is:
· Leadership: analysis how staff feel about the people in charge.
· Wellbeing: stress levels, pressure, how circumstances are reflected upon.
· “My Manager”: How the staff feel towards their boss or manager.
· “My Team”: Analysis on the team the individual is working with.
· Fair Deal: Analysis on pay and benefits.
· Giving Something Back: How does the company help the local community.
· My Company: How the individual feels about the company.
· Personal Growth: A reflection on the individuals job, whether they feel challenged etc.
The second company which is rated 3rd best to work for is “Beaver brooks”. The aim of the company is simple, to make the staff feel motivated in their job and “inspired” to work at the company. 90% of staff claim to be “inspired” by their managing director. And the company gives 20% of the profit it makes to charity. The staff are also allocated two days leave absence to do charity work. This makes the staff feel as though they are giving something back to the community and feel as though they are working for a company that has good policies and are determined and motived to help others.
Team work has been a vital part in both of these companies success and more businesses should model their structure on the way these two companies shape their success.
Referencing:
Schein, 1988
The Stages Of Team Development - Tuckman 1973
Model For Temporary Group With Deadlines - Gersick, 1988
Team Roles- Belbin (1993)
http://business.timesonline.co.uk/tol/business/career_and_jobs/best_100_companies/
Laurie J. Mullins – Management & Organisational Behaviour
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