Good teamwork performs an essential role in implementing and gratifying common goal quicker and better in a team task. Every team member takes on his or her particular role and takes on different obligations which combined along can make the team function well and achieve common goal. In different periods of teamwork, issues or arguments may occur as members have different standpoints which you need to harmonized within the team. The key to effective teamwork is to exploit each team role's unique capabilities to stimulate them play up strengths and prevent their weaknesses with a proper balance. Through teamwork, I evidently understand my role characteristics, figure out how to develop my strong points and circumvent weaknesses in the team, and get lessons and reflections on how to cope with emergencies happened in teamwork.
Every member in a team will have his / her role different from others. Based on the Team Role Theory that Dr Meredit identified and developed, different individuals action different team assignments to varying diplomas which he grouped into nine general sorts (Belbin D. M. , 2007). By determining characteristics of different kind of roles, we can ensure to help make the the majority of every member and manage weaknesses to prevent them.
There are four assignments in my own team. Pupil A is a shaper; College student B and university student C are team-workers; Pupil D is an implementer; and I am a completer finisher. Completer finishers, in the same way its name means, are painstaking, conscientious and used most effectively by the end of an activity worked well as quality controller, to search out problems and omissions, modify and polish them, and finally make sure the duty delivers promptly (Belbin D. M. , 2007). But on the other side, completer finishers are inclined to worry unduly for their perfectionism and have difficulty making go and delegating work (Western world M, 1994).
My role is important to teamwork guaranteeing task finished as planned and enhancing team performance to high quality. As completer finishers are always perfectionists with conscientious and disciplined characteristics, I have the capability for follow-through and focus on detail, to spot errors and spaces and alter them for better. I really do not allow any delay in job completing and think highly of punctuality. Buying to my role characteristics, I always monitor the team customers' work process to identify if activity is performed as scheduled timetable and done per our conclusion requirements. This works effectively and efficiently to make we goal completed and standardized. But I also need confess i am easily irritable and apprehensive unduly, which might bring pointless air of pressure to the associates and will affect their personal thoughts and slightly derail the task efficiency. For example, when student A didn't finish the scheduled task promptly, I am going to think it was quite an irresponsible function and get quite fussed.
During the teamwork experience, I noticed teamwork is not a simple job. In the evolve of team building, Tuckman's teamwork theory of Four Phases of Group Development can help me better understand and deal with various problems or sudden circumstances that might happen at different periods of team development (Miller DL, 2003). Corresponding to Tuchman, there are four phrases in team evolve: creating, storming, norming and executing (Tuckman, online). During my experience from this teamwork, in the four different stages of group development, both positive and negative circumstances occurred and need be looked after.
The initial level of team development is creating. In this stage, individuals are not united quite nicely yet and it'll be difficult to reach contract. Each member is wanting to find their place and rarely can feel a feeling of owed within the team (Scott D. J. , 2000). As people are almost strangers, they don't know clearly about their goal and strongly desire a leader's guidance to inform them why they are really together. To get over the problems caused for the forming stage and plan the following team task, we opened some conferences in the collection to generate trust within each other. But some surprising thing happened in our first meeting. Scholar A did not arrive when every person else were looking forward to his appearance. He was not in Preston and travelled outing at that time. He didn't check email as the notice of getting together with was spread within the team by email only even as we usually use email for connection rather than thought for the accident somebody might not check email sometimes. This was an miserable accident and we learnt to recheck for a few unconfirmed uncertainties to avoid such accidents taking place again.
Through meetings, my innovator illustrated the team task and general plan and legislation for task completion. Duties were divided and allotted to each individual concerned. This stage is important as it paves the way to next team levels' soft development. Each member's talents and weaknesses need be identified and so can make sure each one play up durability and be arranged to finish the most likely part. If we can allocate different duties to the right person, efficiency of teamwork will be raised greatly that will do easier to individual motivation and steer clear of less conflicts or complaints within the team.
When the forming level finished, individuals began to see themselves within the team and can sense a belonging and determined to work together. The storming stage is arriving as clash of views and collision of all sorts of train of thought slowly but surely gather together which is enough to produce a storm for both brains and teamwork (Tuckman, 1977). Within this stage, team members can easily task each other anticipated to individuals kept different items of view towards the same thing. Using Tuchman's expression to say, issue and contradiction typify this level as differences surface. Actually this happens often inside our team discussion. Each individual had different attitudes towards same question, and all would appreciate others to simply accept and think just how as has advised. For example, whenever we were discussing in another of the meetings, learner D indicated his opinions along with his standpoints which scholar B and me thought good and gave support. But learner A and scholar C had quite different ideas. Therefore issue is unavoidable. If we vote to choose which idea will be implemented, university student A and student C will feel unsatisfied and reduce teamwork initiative. I figured out that college student A and learner C's standpoints experienced some plus points if melted into college student D's ideas, so I tried to persuade both sides to change their ideas and harmonize a generally accepted structure.
For often we experienced the storming level was wasting lots of the time for infinite arguing and lack of focus on the conclusion of common job. But through our work to "polish" one another based on mutual respects, we finally learnt the further so this means of teamwork and became aware in a team the collective pursuits and team performance is above all. That is a level for associates to harmonize their ideas and team head enjoyed important role to organize and help for decision making to the technique of how to get the task done. Besides, each team member should not only learn 3rd party thinking, but also to understand and value other's ideas and views, thus to determine some balance within the team and finish off the team goal in a peaceful and beneficial way.
When experiencing a even transition of the storming stage, the level of norming seems to be overcome more naturally and easily. The norming stage is a level where associates begin to trust more on the other person and unite mutually to process the task with an increase of teamwork with a growing sense of "togetherness" (Gersick, 1988). With all the developing and storming phases' development, our team gradually grew older and teamwork was achieved better and efficiently. Team members now would follow team key points and behave for the best of the team.
The stage of doing is the ultimate stage which centered on task refreshing, utilizing and completing. All teamwork merged to provide synergy for performance is provided through people working effectively collectively (Tuckman, online). With this stage our team had many alterations towards task structure and manifestation. Thus team members can be allotted for new duties or complete for other's tasks as well. We had an accident in this level that was finally settled imminent but no intimidating to last team performance. Process of summary was designated to complete by Scholar A that i emphasized often in our debate. He did not spell any disagreement before but didn't conclude for this part until the deadline for job conclusion. Despite his irresponsibility, I also made a mistake that silence didn't mean agreement. Nonetheless it was urgent and no time to consider who was simply to be blamed, finally team leader took on the duty to finish this part by himself.
Despite this little crash, process executions of our own teamwork were quite soft and efficient. Associates finished their tasks as planned and we performed together to point out each other's mistakes and improve team performance in final presentation.
Through the four stages of group development, I learnt that good marketing communications and discipline are very important to produce a team work more efficient and unity alongside one another more tightly. Besides, shared respects, trusts and understanding are essential to achieve common goal. When people learn to treasured and support each other's work, individual is highly motivated and inspired to improve work efficiency. This is the appeal of teamwork that i enjoy for the most.
From this teamwork experience, I firmly feel the importance of teamwork and the amazement it could bring for quality process conclusion and goal achievements. It teaches me to organize with others so that an individual to place group interest to begin with. Maximizing individual strengths and lessening weaknesses to accomplish a team's common goal and harmonizing team customers' standpoints for some balance is the attraction only teamwork can bring and make each individual have better play.
Reference:
Belbin. D. M, 2007. Belbin Team Role Theory. Online offered by: http://www. belbin. com/rte. asp?id=8
Belbin. D. M, 2007. Belbin's Team Roles:How understanding team tasks can improve team performance. Online offered by: http://www. mindtools. com/pages/article/newLDR_83. htm
Gersick CJG, 1988. Time and transition in work groups: Toward a new style of group development. Academy of management journal.
Miller D. L. , 2003. The Periods of Group Development: A Retrospective Review of Active Team Operations. Canadian Journal of Administrative Sciences, Size 20, Concern 2, webpages 121-134.
Scott D. Johnson et al, 2000. Team development and group operations of digital learning teams. College of Education, College or university of Illinois.
Tuckman BW, 1977. Phases of small group development revisited. Group and organizational studies.
Tcukman, 2001. FAMOUS MODELS, Phases of Group Development. Online available at: http://www. chimaeraconsulting. com/tuckman. htm
Tuckman Theory, "Tuckman's Team Development Model", online available at: www. e3smallschools. org/download/TuckmansTeamDevelopmentModel. pdf
West M, 1994. Effective Teamwork. The English Psychology Culture.
