Effective teamwork involves not only professional preparation for its implementation, but also the ability to interdisciplinary interaction with other participants. There is a need for conceptual tools to understand the uniqueness of the contribution of each team member to its activities. To determine the effectiveness of each team member one needs to determine the socio-psychological role that a person plays in the team, his/her system of functions in the team environment. The role, according to Belbin (2013), is a collection of purposeful and interrelated behavioral acts of a person in a particular situation. Team roles are the main features of a group united by the implementation of a common activity and a fundamental component of its effectiveness. Knowledge and skills for optimal structure of the team is a strong and effective tool for achieving the goals and management of human resources set by the organization (Mostert 2015). Working in a team is important in every workplace and I have now experienced this in the university environment. Teamwork is a specific type of implementation of the tasks since the way to implement them depends on each participant.
Reflective Account on Group Presentation and Teamwork
The concept of team roles by R. Belbin is one of the most popular models of team building. The basis for creating an effective team is the idea of presenting team members with the required set of team roles. Nine team roles, proposed by Belbin (2010), are used in the work. The author divides nine team roles into three groups: effective, social interaction, and thinking. The generator of ideas, Plant, is a creative person, endowed with rich imagination, he/she is unusual, and solves complex problems. Resource investigator is an extrovert, full of enthusiasm, he/she is communicative, analyzes opportunities, and develops contacts. Coordinator is a mature and self-confident person, a good leader. This team member defines common goals, manages the decision-making process, and skillfully distributes powers. Shaper is a dynamic person, stimulates others, and does not lose the ability to control oneself even in tense situations. Monitor evaluator is an intelligent person, who thinks strategically, considers all the options, and makes unmistakable conclusions. Team-worker is calm and diplomatic, will always help others. He/she is able to listen to others, to prevent conflicts, and to calm people. Completer is a diligent and honest person that searches for errors and omission, performs the entrusted work in time. Implementer is a disciplined, reliable, predictable member that converts ideas into practical work. Specialist is a candid, independent person, committed to his/her cause, and has special knowledge and skills. During my work in a team, I had a possibility to observe all these roles in practice as each member of our team really implemented not only one certain role but could demonstrate a combination of several roles according to the task or the goal set.
When selecting a team, it should include people whose personal characteristics cover the range of qualities needed to enable all the mentioned roles to be realized. According to my university experience, this does not mean that the group must necessarily consist of nine people, as one of the team members can combine several psychological roles; it is most importantly to ensure that all functions are performed. The full role structure creates the preconditions for effective partnership interaction, which ensures the results of work activities in the interests of the project team (Belbin 2000). In the future, I will take into consideration that if the group works ineffectively, it is useful to analyze its composition in the light of the roles considered.
According to Belbin (2012), the team needs the executors of the most roles, but the principle of creating an effective team can be ensured by the fact that each team member takes more than one role. I share the opinion that the key to effective teamwork is the balance of roles in a particular situation because the features of the role behavior of all team members are different; this may be the cause of conflict situations. Therefore, the key issue for my future work in a team is the understanding of team members that differ in their behavioral strategies, do not act as an obstacle to effective joint activities, but on the contrary, they are a feature, a prerequisite for the team to succeed. Another interesting aspect I have learned is the possibility to combine the roles and make one person perform several functions.
I have found a reflection of my experience in the studied literature. The application of a team approach in management is not possible without creating an effective team that will realize the goals and objectives of the organization. The analysis of the basic theoretical and practical approaches to the problem of command formation allows distinguishing the main place for the role structure of the team in the system of measures to improve the effectiveness of team activities. The repertoire of team roles is a fundamental component of the team’s performance since knowledge of the role structure of the team and of the situations, governing its use is crucial in order to be an effective member of the team. First of all, I will think about the team’s balance before the start of the project and use to develop a team player. The Belbin model is a guide for the future to develop the strengths and overcome the weaknesses of the team, as well as the strengths and weaknesses of each member of the team that performs a role.
About the author: Sharlotte Scott is a master in Literature at Maryland University. She is currently working as one of the best writers at concept map writing service She also studies male psychology.