There are many instances in which people are involved in tasks, and they are required to work in groups while in other, they have to work individually. Both of these cases may be very fruitful but has been observed that with proper coordination, working in groups may have more benefits, and this means a better outcome for the work.
It is imperative that all the steps of team formation are conducted well in order to achieve the desired outcomes as described in Tuckman’s theory (Forsyth, 2010). Formation of the group is the first thing that comes in the case where one wants to carry out their task in a group. In this stage different individuals are assembled and planning for the activities is done as well as a collection of the data that will be required for the work. The next thing is sharing of ideas on how the operations within the group could be carried out to arrive at the best of what is expected (Halverson & Tirmizi, 2008).
Setting rules are also crucial so that the members are bound by a set of rules, and with this, they will be able to work harmoniously without having too much supervision. After all, this has been done then the next thing is getting to work, and this has been observed to have many positive outcomes. Groups are rather characterized by many dynamics which affects the way in which the final output of the group comes out.
When the team has been formed, different people assume different roles and at their levels, whatever they do is what determines the performance. The key roles according to belbin’s theory on team dynamics include; a person responsible for the collection of the necessary information and bringing on board any relevant opportunities. There is the party that is there to check the unity of the team members and ensures that time is keeping in in check and this is the team worker. There is also the person responsible for ensuring that the team sticks to its objectives and this is through coordinating all the members as it is required (Levi, 2011).
There is also the person responsible for solving problems and even generating ideas that may be necessary for the project. Another person is also given the responsibility for weighing out the options on behalf of the team. This will help them pick up on the best option that will give them the best results. There is also another party that is very knowledgeable on the matter at hand and is the one that helps the team with understanding anything that may not be clear on in deepening their understanding on the topic of discussion. They could be professionally qualified in the same, or they could be having a special attraction towards the project (Westergaard, 2009).
There is also the person that has the role of ensuring that the group is focused and the momentum is at its best throughout the time they are carrying out their work. This is the shaper of the team. There is the implementer and is responsible who plans the strategy on behalf of the team and implements it. Finally, the team also has the person who is given the role of finishing up the work, and this is done through checking and correcting mistakes that might have been made when doing the work. These are simply the nine roles in a team .(Widder, Blaivas, & Karakitsos, 2016).
Working as a team has many issues that may come up and disorient the way in which the team is working and therefore making the outcome a fail. Some of these matters include having some of the team members withdraw and leaving up everything for some of the members to do. In some other cases, some people will want to outlook the rest, and this may bring conflicts and make the work impossible. In other cases people may lose a sense of direction, forgetting what the main objectives are and this means not achieving what they were meant to.
In some cases, they may not have keenness in the decisions they arrive at because they may not have adequate knowledge on the matter. Sometimes the team may lose the motivation to keep working, and this may make them not to complete the project at all. In other cases, the team may plan on something only to realize later on that the plan is unrealistic and it’s not possible to achieve it, and this will mean they are not able to arrive at their objectives. The team may also make some mistakes which lower the quality of their work and when they do not have someone in charge they are unable to deliver good quality since it is no one’s responsibility. The issues only arise when team formation is not systematically done or even team roles no assigned to the members (Bennis, 2009)
Having these roles gives each and every person a chance to be actively involved. The allocation of these tasks is based on what each can do best, and for that reason, the output is at its best. Work can also be done harmoniously and in the right time frame. To make the work productive, we formed the team and then identified what each of the members was best at then assigned the group roles. Then carried out the work as it was desired.
The reasons why we were able to arrive at the best outcome as it is evident is because having a resource person, gave the team an opportunity to collect as much information as possible, and this made the whole task very easy to carry on. Having a team leader also helped with ensuring that the work required was well identified and done accordingly. Where necessary, the leader would ensure that he does the work on behalf of the team. There was also the coordinator who made sure that the members had their roles and that they did it to their bests. This brought about harmony and success for the team.
With the input of the problem solver, the team will be cooperative during the whole time that they are carrying out the work. The person who is meant to evaluate the options on behalf of the team also helps them get to the best decision and therefore, the best output. Sometimes, the team may not be able to comprehend issues well as they carry on with their work. This may be a barrier to their work or even cause them to do the wrong thing. To solve this, a specialist is required, and this is a very significant role. When somebody is doing that, then it means the team will be able to perform (Grange, 2008).
Some of these mistakes are inevitable but doing your best to ensure that the team follows all the prescribed instructions increases the chances of being successful as we work as a team (Conyne, 2013). The steps are ensuring that team formation is done to the best of their knowledge, observing all the steps to their level best. Selecting the area of specialization of each of the members is also very important before allocation of roles. When they do that they can ensure that they give each member the motivation to take part in the project. It also boosts the team spirit, and the focus is maintained. The team, therefore, is able to do their work as it is supposed to. Time management is a big issue when doing team work but when members are continually motivated to do their work then they can keep time, and this is one of the factors that determines the success of a team. It is very important therefore to ensure that while working as a team you are careful to follow the appropriate procedure for success (Franz, 2012).
Conclusion
When doing the tasks, sometime the team loses focus and momentum when faced with challenges and this may make them not to accomplish their tasks as it may be required. In such cases, a shaper is required. There is also need for a strategy on how to carry out the activities, and it must be a realistic one that is achievable. That can only be done by a passionate implementer. There are times when mistakes occur, and they need to be corrected. As a group, they may be unnoticeable, and a careful individual is required to do that. When all these roles are conveniently allocated, the team has the highest of probabilities to deliver work which is of high quality. This is what we applied as a team and ended up with the good results (Tavana, 2012).
References.
Bennis, W. G. (2009). On Becoming A Leader. New York, Basic Books.
Conyne, R. K. (2013). Group Work Leadership: An Introduction For Helpers. Https://Nls.Ldls.Org.Uk/Welcome.Html?Ark:/81055/Vdc_100025421758.0x000001.
Forsyth, D. R. (2010). Group Dynamics. Belmont, Calif, Wadsworth Cengage Learning.
Halverson, C. B., & Tirmizi, S. A. (2008). Effective Multicultural Teams: Theory And Practice. [Dordrecht], Springer.
Tavana, M. (2012). Decision Making Theories And Practices From Analysis To Strategy. Hershey, Pa, Business Science Reference.
Westergaard, J. (2009). Effective Group Work With Young People. Maidenhead, England, Open University Press.
Levi, D. (2011). Group dynamics for teams. Los Angeles, SAGE.
Gillman, L. M., Widder, S., Blaivas, M., & Karakitsos, D. (2016). Trauma team dynamics: a trauma crisis resource management manual. https://search.ebscohost.com/login.aspx?direct=true&scope=site&db=nlebk&db=nlabk&AN=1091961.
Grange, G. C. (2008). Effectiveness of interdisciplinary team dynamics on treatments in a behavioral health environment. [Place of publication not identified], Dissertation Com.
Franz, T. M. (2012). Group dynamics and team interventions: understanding and improving team performance. Hoboken, John Wiley & Sons. https://public.eblib.com/choice/publicfullrecord.aspx?p=875438.
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