Belbin Team Roles _ Theory and Practice (GC0532)

Table of Contents

Introduction.

My experience.

Teams and elements to build up an effective team.

Belbin’s Team Roles theory.

How my manager builds up an effective team following Belbin’s Team Role Theory.

My role and responsibility.

My feeling and contributions.

My experiences with the team working.

The difficulties we faced in team working.

How we addressed these difficulties.

Conclusion.

References.

Introduction

I mainly describe my team working experience in my job place in this article. I worked in the Greggs Plc and did several teamwork mainly emphasize on the definite purposes. In this workplace, there were definite works for everyone and tried to work together for gaining personal and business success. Our manager distributed the work of the whole team members according to their skills and experiences.

My experience

Teams and elements to build up an effective team

Mullins (2015) states that a team defines as a group of people among the entire set of fulfilling abilities needed to finish a work, job otherwise project.

According to Briton and Gold (2016) for making a proper and suitable team, there are several types of equipment are required. Team members should manage with one another with interdependence, sharing right as well as responsibilities in case of self-management, being liable for the collective activities, and also perform together to gain their same purposes and sharing their awards.

Belbin’s Team Roles theory

Belbin’s Team Roles theory states that a team has to be realized nine several activities for gaining success and effectiveness. So, the manager selects the perfects person who will able to maintain the entire nine activities to create the most suitable and effective team that can gain the desire targets. Belbin’s Team Roles theory is divided into three various behaviors as as- 1) action-oriented 2) people-oriented and 3) thought-oriented. Belbin Team Roles are explained as given below:

Our Recommended Resources:

EMPL4007 Employability Skills Assignment
Level 7 Diploma in Human Resource Management Task 1

Figure: Belbin’s Team Roles Theory Source: Tools 4 Management (2016)

Action-oriented roles:

Shaper: this role mainly takes action to resolve problems and challenges. This is role is also committed to organizational goals (Tools 4 Management, 2016).
Completer: this role contributes to sorting out the problems and errors and report to the line managers on a regular basis (Tools 4 Management, 2016).
Implementer: this role plays a significant role to turn new and innovative ideas into action in practical and realistic ways to meet the organizational goals and objectives (Tools 4 Management, 2016).

People-oriented:

Resource investigator: This role contributes a lot to find out new resources and builds up a relationship with the business. They are good negotiators (Tools 4 Management, 2016).
Co-coordinator: The coordinator is appositive thinkers who support target achievement and attempts in others. They clarify desire purposes and delegate well.
Team worker: this role contributes to the performance of teamwork by cooperating and helping the team members and other roles in the group (Tools 4 Management, 2016).

Thought oriented roles

Plant Innovator: These roles play a significant role to bring new ideas, creativity and innovation in team works, and to sort out the challenges and problems of the team.
Monitor- evaluator: this role contributes to monitor and evaluate the performance of teamwork from time to time and take actions as required and report to the line managers (Tools 4 Management, 2016).
Specialist: Specialist takes dedication and initiative. They provide required information and technical ideas.

How my manager build up an effective team following Belbin’s Team Role Theory

My managers build up an effective team by several stages following Belbin’s Team Role Theory. These stages are described as given below:

Firstly, the managers assessed the ability and disability of the entire team members and describe them to their definite activities.
Secondly, the manager noticed the analysis of the contacts skill and attitude of the whole team members.
Then, the managers wanted to identify the lacks and difficulties of their team members and tried to complete their lacking by Belbin’s Team Role Theory.
Next, the managers assured the activities and responsibilities of the entire team members.
Then, the manager analyzed the activities of the whole team member and talked with them to develop.
At last, the manager accepted several steps and activities to the whole team members for developing their knowledge, expertness and experiences.

Torrington et al. (2015) state that for inspiring the entire team members Maslow’s Hierarchy of Needs theory is very effective and used. This theory related to the five requirements. These are described as given below:

Figure: Maslow’s Hierarchy of Needs Theory Source: jordandetmers.com (2016)

According to Maslow’s Hierarchy of Needs Theory, the manager emphasized the five several kinds of needs for inspiring their team members. These five needs are as follows:

Physiological needs: people at the workplace first look for physiological needs that are related to breathing, food, water, shelter, clothing, sleep (jordandetmers.com, 2014).
Safety needs: after fulfilling the basic or physiological needs people at the workplace look for safety needs that are related to the security of employment, body, resources, morality, family, property and health (jordandetmers.com, 2014).
Love/belonging needs: after fulfilling the safety needs people at the workplace look for love and belonging that are related to family, friendship, sexual intimacy (jordandetmers.com, 2014).
Esteem needs: after fulfilling the love and belonging needs people at the workplace look for esteem needs that are related to respect from others, achievement and confidence at the workplace (jordandetmers.com, 2014).
Self-actualization needs: in the final stages, people at the workplace look for self-actualization that is related to creating and new innovation, morality, being superior, and achieving positions at the workplace (jordandetmers.com, 2014).

My role and responsibility

My job was resource investigator in this teamwork. My activity was to perform a probability study on the shop activities as well as identify the causes of poor sales and tried to solve this problem and increase sales. I have also discussed the current market and other competitors’ situations and gave the entire results to the managers and other team members.

My feeling and contribution

I believe my manager completed his duty appropriately. My manager distributed the work to the team members properly. We worked together and sharing our difficulties and problem and try to solve these. I had pleased with my job and tried to contribute strongly. From the study, I provide effective outcomes that were most suitable and supportive to my managers for gaining desire targets………

Human Resource Management

Belbin Team Roles _ Theory and Practice (GC0532)