Assignment Brief (RQF) – Unit 12; Organizational Behaviour

Assignment Brief (RQF)- Assignment Brief 2

Higher National Certificate/Diploma in Business (Management)

Student Name/ID
MUHAMMED MUSTHAFA
Number:

Unit Number and Title: 12: Organizational Behaviour

Academic Year: 2018-2020

Unit Assessor: Nawas K

Assignment Title: Team Dynamics and Organisational Behaviours

Issue Date: 23/10/2019

Submission Date: 13/11/2019

Internal Verifier Name: Abu Thahir

Date:

Submission Format:

A simulated in-class activity, in groups of 3–4, that demonstrates effective teamwork

and co-ordination, followed by an individual self-reflection of the various skills and
theories applied.
A reflective statement that identifies the challenges and obstacles encountered during
the activity, and is contextualised to a specific work environment.
Please also provide a bibliography using the Harvard referencing system.
The recommended word limit is 1,000–1,500 words, although you will not be
penalised for exceeding the total word limit.

*Please note that assignment guidance is for reference only and should be more specific in detail to
meet customised needs.
 Assignment Brief (RQF) – Unit 12; Organizational Behaviour

Unit Learning Outcomes:

LO3 Demonstrate an understanding of how to co-operate effectively with others.
LO4 Apply concepts and philosophies of organizational behavior to a given business
situation.

Assignment Brief and Guidance

*Please note that assignment guidance is for reference only and should be more specific in detail to
meet customised needs.

Scenario
This part of the assignment gives you the opportunity to demonstrate your ability to
work with others, based upon the understanding of group and group dynamics.
In small groups (4 members per group) you are required to participate in an in-class
activity to test group and teamwork theories (for example, Belbin, Tuckman, and
hard and soft skills) and their effectiveness. During this process you are required to
analyses various factors and skills that assist or hinder effective teamwork. You also
have to consider appropriate philosophy regarding team performances and the
impact on behaviors.
After the in-class activity you will individually reflect on the various concepts and
theories in a reflective statement of your team performance, analyzing team
dynamics, team members’ roles and behavior. You should conclude with an
explanation of what factors are instrumental in teams effectively achieving their
objectives and identify those aspects which threaten successful achievement and
cohesive group work.
• Assess the benefits of working in a team: identify the mix of knowledge, skills
and experience necessary for a team to fulfil its functions in an organization.
• Demonstrate and discuss the benefits of working in a team as a leader and
member towards specific goals, dealing with any conflict or difficult situations
to develop roles during team Assignments.
• Review the effectiveness of teamwork in achieving the goals.
• Relate the effectiveness of teamwork to achieving goals in the workplace.
Assignment Brief (RQF) – Unit 12; Organizational Behaviour

Learning Outcomes and Assessment Criteria

Pass Merit Distinction

LO3 Demonstrate an understanding of how to cooperate

effectively with others

P3 Explain what makes an M3 Analyse relevant team

effective team as opposed to and group development LO3 & 4
an ineffective team. theories to support the
D2 Critically analyse and
development of dynamic
evaluate the relevance of
cooperation.
team development
LO4 Apply concepts and philosophies of organisational theories in context of
behaviour to a given business situation organisational behaviour
concepts and philosophies
P4 Apply concepts and M4 Explore and evaluate that influence behaviour
philosophies of organisational how concepts and in the work place.
behaviour within an philosophies of OB inform
organisational context and a and influence behaviour in
given business situation. both a positive and
negative way.
Higher Nationals RQF

STUDENT ASSESSMENT SUBMISSION AND

DECLARATION
When submitting evidence for assessment, each student must sign a declaration confirming that the work is their
own.

Student name: MUHAMMED MUSTHAFA Assessor name: NAWAS K

Issue date: 23/10/2019 Submission date: 13/11/2019 Submitted on: 13/11/2019

Programme: Pearson BTEC level 5 Higher National Diploma

Unit 4: Organisational Behaviour

Assignment number and title: Assignment 2 – Team Dynamics and organisational Behaviour

Plagiarism
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rules, however innocently, may be penalised. It is your responsibility to ensure that you understand correct
referencing practices. As a university level student, you are expected to use appropriate references throughout
and keep carefully detailed notes of all your sources of materials for material you have used in your work,
including any material downloaded from the Internet. Please consult the relevant unit lecturer or your course
tutor if you need any further advice.

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I certify that the assignment submission is entirely my own work and I fully understand the consequences of
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Student signature: Date: 13th Nov 2019

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Unit Title 12: Organisational Behaviour

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 1

LO3

P3 – Explain what makes an effective team as opposed to an effective team.

M3 – Analyze relevant team and group development theories to support the development
of dynamic cooperation.

There different types of teams present in an organization to achieve a particular task or tasks.
They are implied to get better outcome from the people combined. These are the few important
teams that are introduced by different big organizations. Teamwork is used across many
different industries to increase performance, employee unity and company culture. Companies
that must frequently develop new ideas or products using a project-based approach assemble
teams in order to diffuse responsibility. Team members use teamwork to bounce ideas off of
one another before deciding on a development path for a project. Furthermore, teamwork help
improve productivity as work can be accomplished more quickly and more efficiently and
effectively. Through teamwork different information and knowledge can be derived which
would not have been identified by an individual therefore leading to a greater sense of
accomplishment. Teamwork helps individuals raise their self-esteem. Team work leads to a
higher quality output, some times more than desired level of output.

Scenario

Hadi, Ameen, Sajjad, Musthafa and Mirfad consisting team formed to collect details about
marketing in a textile industry. We formed not only to collect but also to work together as a
group. Hadi was good at planning while also he knows how to lead a team too. He is the one
in the group who made the full schedule before visiting the company. Ameen also made the
plan on how we should collect the data. He made an entire chart regarding. But for a visit like
that, appointment is necessary and Sajjad done it by taking appropriate time for appointment
which suits each and every one of our group. We planned to go by the end of the working day
as it will be convenient for them too from those busy day. Our goal was to fetch maximum
details we can, so can implement on reports and the plan was literally successful. It was Hadi
who combined all the data to a perfect resolution.

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Problem-solving team

This team consists of 5-12 people with having same objective to fulfill. They meet for few
hours in a week to discuss the pro and cons of recent work. It mainly focusses on to improve
the efficiency, quality, and the work environment too. This team really focus on the problems
they are facing and finding a solution for them. In problem solving teams, members share idea
or offer suggestions to bring a better and better outcome. In our group, when we went to enquire
about the marketing department we formed as a problem-solving team after the task, in that
task we shared ideas and made assumptions for each outcome. Members had done well in
sharing unique ideas and it also made a better output after combining all those ideas thoroughly.
There are cons too in forming a team, whatever it is, everyone must be concerned about each
of the opinions.

Functional team.

These types of teams are usually appeared in corporate companies but recently most of the
organizations these days are adopting functional team to achieve their task. the type
of leadership exerted on functional teams usually autocratic and its leaders are typically experts
within the function or in the company. But the thing about functional team is that they have
limitations to expose their own skill as they have to focus on the goal itself. There wasn’t any
situation for us to form as a functional team as we were focusing on retrieving relevant
information as well.

Project teams

It’s about having a role in same project. Team members can be grouped but each individual
has a certain role and function and thus can be assigned certain tasks. Project team usually fulfil
their task responsibly and finish within their deadline. As far as we know project works towards
their goal without time concern, they may have to work till the task is done. We’ve been a
project team since the time we know we have a goal to do so. Project team usually has a project
manager and project stakeholder, in our case, only the project manager is needed and Hadi
fulfilled that by leading the team to its extent, from his performance we can blindly say that he
utilised all of his skill through his own way.

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Self-managed teams

A self-managed team is a group of employees that's responsible and accountable for all or most
aspects of producing a product or delivering a service. This type of team is necessary for the
projects’ clarity output. Usually, traditional organisational structures assign employees
depending on their performance or the skill they have, but in here it’s all self-managed. We do
had situations to form as each of the individuals in the team were assigned to do projects in
their own idea so that team members have a better idea on what all they are doing. But it was
only for a little of time. Everyone did a better job regarding but few had some trouble as they
are not much aware of how to fetch information.

Virtual team. (technology) on Teams

This is a bit interesting as it connects with the technology that’s going through in our era of
life, the 21st centuries’ technology is a big factor for forming a virtual team and it do well help
a lot better now as the communications got easier by the time. Managers are challenged to
develop strategically flexible organizations in response to increasingly competitive
marketplaces. Virtual teams are linked to advanced computer and telecommunications. Even
forming as a virtual team helped us in all way. Its super easy to handover collected data to each
of the team member without any risk. Recently, it is said that there are systems to protect
confidential files when they are communicating through a virtual aspect. Taking our case
forming a virtual team is necessary as we are students who lives far to each other. WhatsApp
was our main element to contact and share ideas through. It is a very well encrypted messaging
service. We can even send visual information through it. With virtual teams, organizations can
build teams with optimum membership while retaining the advantages of flat organizational
structure. Additionally, firms benefit from virtual teams through access to previously
unavailable expertise, enhanced cross-functional interaction, and the use of systems that
improve the quality of the virtual team's work. There is also pros and cons of being a virtual
team as well. It very well helps us to cut costs as we don’t have to travel everyday to the
workplace to gather and discuss. They also can eliminate the need for more infrastructure.
Virtual team also helps to handpick who is most suitable one too. Talking about the cons, trust
can be a huge factor for working as a virtual team. It can also reduce the team collaboration
due to individuals doing their own job separately. Somehow for us, forming as a virtual team
was best, it helped us to get through almost anything as everyone was very active leading one.
Hadi led the team very well in a very supportive way too.

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Group

It is a collection of individuals who work together in competing a task. Usually a group has
only one leader in it and the members are entirely independent ones. In group, they discuss,
decide and delegate their goals, individual goals to be precise.

Team

A group of persons having collective identity joined together, to accomplish a goal. The leaders
are more than one having different type of skills. Members are quietly interdepended. What
they do is discuss, decide and do the task given in time. In team, accountability can be
individual or can be mutual.

Tuckman’s Model

There are 4 stages in Tuckman’s model as they are

Forming

Storming

Norming

Performing

Forming

In this stage of forming like the word suggests, some people are optimistic, some people are
anxious about what to do as they’re not at all aware of what they’re actually doing as a team.
As leader, we have to make decisions according to our members as they should have a clear
vision of what they’re doing without any confusion. This stage can last for some time as it takes
time to get to know their colleagues.

In our case of forming, we didn’t take time because we already know each other as we are
working together before too in different case and the communication is also smooth in between
us. We also know each other’s skill too like in what they’re good at and all.

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Storming

From forming, team moves to the next stage called storming. This is a bit of negative a stage.
This a stage where many teams get failed. Storming starts when there is a conflict between
team members regarding of what they’re doing. It also affects the good working conditions of
individuals in a team.

While we were on this stage, members had misunderstanding about the task and it really took
time to get resolved as so many opinions arose regarding of it but at last things and solutions
for the problem paved its way and got better of us.

Norming

After the stage of storming, the team gradually moves towards the stage called norming. This
actually the time when people or individuals in a team starts to resolve the problems they had.
In this time appreciation and respect of the authority take place. It’s a better time to get to know
the colleagues. They are free to ask help in between. But if some problems arise again, the team
can go back to the previous stage as storming and norming is an overlapping stage.

In this time of our norming, team members really helped a lot each other for their goals. Our
team leader Hadi appreciated well enough to motivate others as well as Sajjad too. They’re
also able to provide enough support without concerning the time too.

Performing

Finally, the team reaches to final stage called performing. It is the time when the maximised
utilisation of team power comes. Also, we can say how the hard work leads, practical without
friction in between members to the assigned goal or task. There won’t be any difference in
performance even if someone joins or leave the team as the team has already reached its full
potential. Our team worked to the extent to give the outstanding output for the goal, and it is
really a confident to be one of a good team.

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Belbin’s Typology

Belbin identified nine team roles and categorized into three groups called action oriented,
people oriented, and thought oriented. each team has its own specific behaviour.

Action oriented roles

Shaper – they are the people who make challenges to improve the team potential. Shapers are
the one who see almost all obstacles as a challenge and work towards. but there exist cons too.
Their potential weaknesses may be that they're argumentative, and that they may offend
people's feelings. In our team, Sajjad is a good example for this as he is not aware of the
consequences but do the task without any hesitation. As the theory suggests, he also doesn’t
care about others feelings.

Implementer – as the name speaks, they are the one who do the task or get things done
accordingly. They turn team ideas and team concepts into practical actions. They are also well
organized. On the downside, Implementers may be inflexible and can be somewhat resistant to
change. In our team we can take Mirfad as an example for as he practically does everything
accordingly to team ideas. He also makes communications even in uneven times to get things
done without getting any late.

Complete finisher – these kinds of people is good to exist as they take car of the errors if
anything present. The look through the project thoroughly to make sure that there are no any
kinds of errors present. They are also very concerned about the project deadlines as they give
pressure to every other team member to complete the project. Sajjad is a main example for this,
he also helps the colleagues to get things done.

People oriented roles

Coordinator – its team leader role in a team where one individual give instructions and guide
the team. They can also refer as chairmen. They are often good listeners and is able to recognize
the value each team member brings to the circle. They’re also calm in nature too. Ameen is
good coordinator in our team as we can see from his actions how we led the team in correct
way without any issues as far.

Team worker – these are the people who provide support to each other in the team within the
line. These people fill the role of negotiators within the team and they are flexible, diplomatic
and perceptive. As they have pros, they also have cons as well. Their weakness is that they can

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maybe indecisive, and to maintain uncommitted positions during discussions and decision-
making.

Resource investigator – these type of peoples in a group are innovative and yet curious too.
They have the tendency to explore out of the box. We can also say that they are enthusiastic
team members. On the downside, they may lose enthusiasm quickly, and are often overly
optimistic. Unfortunately, in our team we can really feel the absence of a resource investigator
as there weren’t such innovative ideas brought to.

Thought oriented roles

Plant - The Plant is the creative innovator who comes up with new ideas and approaches. They
are often introverted individuals. They also work apart from the team for team success. In the
weak side they can be very poor communicator. Communications is essential for a better team
potential. Hadi is sometimes a plant and sometimes vice versa, his presence can be noticed in
team from the beginning itself as he is and attention seeker due to his ideas and concepts.

Monitor evaluator – as the name suggests, they are the best analysing and evaluating people in
a team. They also come up with new ideas indeed. These people are shrewd and objective, and
they carefully weigh the pros and cons of all the options before coming to a decision. They are
also unemotional people. as of now we don’t have a member like that and that can be seen in
our report as well.

Specialist – these people are the one who has knowledge in specific task. They do their task
very well as they are pride of what they are doing. Their job within the team is to be an expert
in the area, and they commit themselves fully to their field of expertise. Sajjad is a good
example for being a specialist as he knows every topic even before we discuss on. He also
researches well enough to provide relevant information to the team and team project.

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Soft communication (skill)

It’s a combination of people skills, social skills, emotional intelligence, personality traits and
mainly communication skills that make it easy to get along with the people in it. It relevant in
team or group as it can influence the team outcome at last. In our team, there is a transparency
in communication. Individuals are concerned about one each other to bring out the best in them.
Communication Skills are very important to everyone and it is the most important soft skill
that needs to be taken care of. It tells about how one sends and receives information, ideas,
opinion and how one conveys their own thought process. It is very important to communicate
with others so that they rightly understand what we are trying to tell them and also understand
what others want to say or communicate to us.

Example

Interpersonal Skills
Communication
Collaboration
Problem Solving
Leadership

Hard communication (skill)

Hard skill can be defined as a practical knowledge or we can say technical abilities. It can
include problem-solving, risk management etc. so particularly, it is relevant to achieve hard
skills especially in communication to result a better or best outcome. In our team Hadi and
Ameen showed us how to make a suitable decision according to the corresponding situation
and it resulted well. This is a small example for hard skill and they really did showcased well.

Example

Gathering Software Requirements

Problem solving
Mathematical problems
Phlebotomy
Shelf Stocking

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Advantages and risks of team

For every good thing there’s always a bad side like a coin. Even forming a team can affect
them the way they won’t even expect. Teams have become very prominent in almost every
workplace. Everyone at least relies on small teams to bring a better result. But challenges exist
as in every workplace does.

The main advantage that organization sees forming a team is to derive better quality and more
thorough, even more creative. By having employees with different backgrounds and
perspectives discussing the pros and cons of alternative solutions, the best possible solution
tends to win out. Moreover, team members can have a better understanding in personal. Not
only that, teams can increase productivity with quality in much way. By setting individual
goals to go along with team goals, the employees within work teams can create some friendly
competition and use the peer-pressure influence to keep each other motivated to reach quotas
or objectives.

But like a said, there’s a different side for every good side. There comes a time when personal
issues conflict. It can lead to inter team conflicts. At times, work teams often experience more
conflict than individual employees working in the same office. The problems from the
employees can be sometimes from their own personal life but is going to affect the team as
well and that’s why for better team most of the people suggests a smooth communication
among co-workers. When employees have more natural disagreement, tension and personal
frustration can enter the mix, causing team members to experience interpersonal conflict.
Sometimes team members can propose something worse in times like members may work
towards their own personal gains and appreciations and that will affect their overall team goal
as well. Inter-team conflict is especially problematic when teams have to collaborate on
important work tasks or projects.

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To avoid these kinds of issues in teams or groups, company leader should provide sufficient
rewards or promotions according to their deeds. In case of giving rewards, leaders should also
be aware of the consequences like giving a small reward can only make their effort exist a little
and motivation can fade away quickly.

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LO4. P4 apply concepts and philosophies of organisational behaviour within an

organisational context and a given business situation.

M4 Explore and evaluate how concepts and philosophies of OB inform and

influence behaviour in both a positive and negative way.

Now we can discuss about the concepts and philosophies of organisational behaviour to a given
business situation

Path goal theory

There are different situations exists in business scenarios, so it is necessary to lead the
organization to the correct level according to the situations. Path goal theory leadership
suggests that there are different types of leadership styles to be approached in different
situations to achieve the ultimate goal. It is also somewhat mentioning in vrooms theory as
well. They choose the leadership style by first determining the employee and environmental
characteristics and select a leadership style so can focus on motivational factors that will help
the employee succeed. There are four path goal types of behaviours.

Directive - The leader informs her followers on what is expected of them, such as telling them
what to do, how to perform a task, and scheduling and coordinating work. It is most effective
when people are unsure about the task or when there is a lot of uncertainty within the
environment.

Supportive - The leader makes work pleasant for the workers by showing concern for them and
by being friendly and approachable. It is most effective in situations in which tasks and
relationships are physically or psychologically challenging.

Participative - The leader consults with his followers before making a decision on how to
proceed. It is most effective when subordinates are highly trained and involved in their work.

Achievement - The leader sets challenging goals for their followers, expects them to perform
at their highest level, and shows confidence in their ability to meet this expectation. It is most
effective in professional work environments, such as technical, scientific; or achievement
environments, such as sales.

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Moreover, path goal theory suggests that the leadership style must be suited to the company’s’
need. as we can say, similarly there are advantages and disadvantages to the said above content.
If we classify the advantages, it can be used as a suitable leadership style in case of any
emergencies and it’s also flexible comparatively. The ideas included are also easy to
understand for new workers in the organization. Coming to the disadvantages side we can
definitely say that it is much undemocratic in nature and also the performance is highly
connected with the leader so if the leader has any flaws, it can affect them badly in case like
for example, if the team have too much dependence on the leader, the entire team can collapse.
We never really have to implement path goal theories as we were enough to cope up and it
wasn’t much complicated but in times there were situations when we should’ve taken the steps
but luckily everything went with ease.

Contingency theory and its application.

In contingency theory it states that there is no universal or one best way to manage an
organization. It also says that the culture or the design within the organization must fit and also
should be suitable with the sub systems of it. Fielders theory is the most researched theory of
all time in case of contingency. He says that group performance is based on three things and
they are group atmosphere, task structure, and leaders power position. These factors are known
as leadership style and situational favourableness. In this theory, leadership effectiveness is the
result of interaction between the style of the leader and the characteristics of the environment
in which the leader works. In the case of our team and leadership, the environment was good
for working as the work place is user friendly with almost every individual. But there will come
time when we should bring this theory into practical and from the records, we can also see that
approaching contingency theory can bring a lot of changes into organization to the outmost.

Not only that it does say, maturity can also become a factor for a better leadership, that is it
depends on how much knowledge and performance are there in the leadership style. Hersey

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and Blanchard’s theory suggests the important situational factors regarding. It says that leaders
need to consider the relationship between leaders and team members of the group. Social and
interpersonal factors can play a role in determining which approach is best. The leader also
needs to consider the task itself its own, they must be also aware of what task they’re doing
too. Better don’t have too much control over team members as they can grow personal issues
in between. If a leader can notice issues and solutions of each employees can help the leaders
to have a suitable approach to them.

If we take this theory into our team case, we can surely see the contingency in different cases
as when members weren’t cooperating, from this itself we can see why contingency approach
says that there is no universal leadership style to suit for all. So, it depends on the nature of the
environment where the team is in. likewise Hadi couldn’t implement the leadership styles,
suitable ones, at times and caused some minor difficulties interacting, but due to good
communication and better understanding he changed his way of approach to team members as
soon as he can and made the group to act accordingly to the task.

Concepts

Individual differences – like the word suggests everyone is different in their own way and each
member has their own idea of perception. In our team Hadi has the skill of leading the team
while Sajjad has the skill of solving critical questions and tasks with ease. Mirfad also has some
serious skill in technical area as he a bit of tech enthusiastic. But it can also bring a personal
conflict between team members and can cause trouble too.

Perception – perception is not unique but difference, like when three people sees a thing, two
of them has the same opinion while the other one has different. In our team perception has a
lot of connection as it can bring different type of ideas too because of the perception itself. But
if the perception is in a negative way so is the output of their task too

Motivation behaviour – an individual always has many needs and for that needs they have to
work hard enough to achieve them, to fulfil them so motivation is necessary to enrich the
quality of the performance. Sajjad can be taken as a main example for the motivational
behaviour as we can see his hard work on sorting the analysis. It doesn’t mean others are less
motivated but Sajjad is just working harder and harder for his future and that is a motivation.

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Ethics – they are moral principle on what is good and bad, moral principles or values include
respect, honesty, and good attitude toward. These days we are concerned about ethics not only
in life but also on business too. In other words, ethics are equally applicable for the employers
and the employees.

Mutual interest –any subject where 2 or more people are interested in. It can seriously bring a
good output to the last. Our team were mutually interested in to bring good grades to our paper
and we really did worked hard for it. If the mutual interest conflict each other’s perception,
there can rise problems and slow in progress too.

Empowerment – it means teach or enabling individuals to adapt new skill or behaviours and
develop them which can contribute to the organization as well. It also means build trust and
understanding and it is also necessary to implement these too for a healthy organization.

So, it is necessary to bring the fundamentals of philosophy of organization to the work as it can
really affect the team performance and productivity too. Each and every fundamental are one
or another, connected to the performance individually.

For a better performance it’s a lot better to come up with the plan of contingency theory as it
says one how to cope up with the leadership accordingly to the situation. Even if we apply this
on our team and yet we have applied already cause of the misinterpretation of other leadership
theories. But we should also see the disadvantages as well. Contingency approach has a
complex approach. The suggestion of the approach is very simple but when it comes to practical
it becomes more complex, not only that, this approach is basically reactive in nature but when
coming to practical things may get a little complicated. There can come a situation where
Individual managers may not be sufficiently skilled to change decision and leadership styles to
match different situations and that can cause a real trouble if you don’t look into so.

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D2. Critically analyse and evaluate relevance of team development theories in context of
organisational behaviour concepts and philosophies that influence behaviour in the work
place.

Now we can discuss and analyse how team development theories relating with OB concepts
and philosophies.

Team building generally sits within the theory and practice of Models of Team Behaviour
Organizational development. The related field of Team management refers to techniques,
processes and tools for organizing and coordinating a team towards a common goal - as well
as the inhibitors to teamwork and ways to remove, mitigate or overcome them. The Forming-
Storming-Norming-Performing model posits four stages of new team development to reach
high performance. Some team activities are designed to speed up this process in the safe team
development environment. Belbin Team Types can be assessed to gain insight into an
individual’s natural behavioural tendencies in a team context, and can be used to create and
develop better functioning teams. Team Sociomapping is a visual approach to team process
and structure modelling. This model is based on Social networks approach and improves the
team performance by improvement of specific cooperation ties between the people. In the
organizational development context, a team may embark on a process of self-assessment to
gauge its effectiveness and improve its performance. To assess itself, a team seeks feedback
from group members to find out both its current strengths and weakness. To improve its current
performance, feedback from the team assessment can be used to identify gaps between the
desired state and the current state, and to design a gap-closure strategy. Team development can
be the greater term containing this assessment and improvement actions, or as a component of
organizational development.

An effective team is one that achieves high level of task performance, member satisfaction,
and team viability. Effective team are composed of members that have adequate levels of
complementary skill and shared organisational culture, well defined goals, positive attitude and
cooperative spirit. Furthermore, to have team effectiveness we need to have mutual respect
among team members and a common vision where team is going. There are a number of factors
that are required to develop effective team work

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Factors that may promote teamwork effectiveness.

Shared leadership - When leadership is shared, it means that there is a formal leader, but the
leadership functions are shifting from time to time. Every member of the team is willing to take
ownership and participates in active decision making, which helps in abiding team norms and
achieving desired output effectively. For example, considering our team, we have good
leadership and this helps us to motivate and even inspire the team members to get involved in
creating a positive working environment, along with high levels of obligation.

Clear purpose - It is very necessary to have a clear purpose because when team members know
the vision, mission and goals of their team; their roles become clearer and they have a focused
approach towards achieving the targeted goal. Open communication during team building helps
in avoiding hidden conflicts since members are able to freely express their views. It also enables
members of the team to expressive their feelings, plans and shares their ideas, and understands
each other's viewpoints.

A group is people working towards goal whose work is coordinated by someone else and a
team is people working towards a common goal who coordinate their work amongst
themselves. “he term group can be defined as two or more persons interacting and working
together for a common purpose. When people work in groups rather than as individuals, the
goals of the organisation can be easily achieved. However, working in a group is a complex
task. Group dynamics refers to the interactions among the members of a group. A work group
of an organisation is the most important base for the social identity of employees in that
organisation. Therefore, performance at work and relationships outside the organisation are
influenced by the nature of groups in the organisation.

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Positive impact of technology on teams.

Information Technology has led to an increasingly mobile workforce. We are no longer tied to
our desk in order to stay in the information loop. We can take our office with us wherever we
go. Cellular phones allow us to be reached almost anywhere. Blackberries and Ultramobile PCs
permit to access e-mail and other data products at a wide range of locations. A wide range of
new technologies have given businesses access to faster communication, Email allows staff to
communication with each other from different places. Furthermore, technological advances
can reduce the cost of travelling and accommodation. There is no need to wait for a particular
time, date and place to meet physically; also, the duration of the meeting is no longer limited.
Technology can also promote on going feedback on the progress of particular task especially
about critical task that is task where we cannot waste time but should be well done.

Negative impact of Technology on teams.

Technical breakdown-Unreliability in the network connectivity may cause teamwork to be

ineffective during important meetings. Critical activities necessitating instant communication
and feedback may not take place and this can go against the project and effective teamwork.
Different countries have different platform of technological operation. In developing countries
like Mauritius connectivity and broadband access usually have low connectivity access and it
can inhibit effective teamwork. Phishing attacks can occur and messages can be leaked to third
party. Therefore, secrecy and privacy of information may not exist. Thus, important meeting
may not take place on internet for security reasons. Team members would prefer to meet
physically in office thus defeating the purpose of having technological facilities. Overall, one
can say that technology is a complementing factor in place for the organisation to benefit from
the various advantages. As technology is now emerging globally in every sphere of the business
world, any organisation should consider different degree of automation at any level to benefit
and manage cost control as well. Technology, if properly implemented, has proved to be
beneficial for any organisation. Also, for an organisation to grow and ensuring sustainability,
technology is a key partner to invest in the long run.

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Bibliography

Book reference.

• Laurie J. Mullins. (2005) Management and Organisational Behaviour. 7th Edition.

Pearson Education Limited. Edinburgh Gate.
• Stephen P. Robbins, Timothy A. Judge. (2013) Organizational Behaviour. 15th
Edition. Pearson Education, Inc. Prentice Hall
• Robbins, Stephan P., & Timothy A. Judge (1996). Organizational Behaviour (13th
edition). Pearson Education International

Websites.

• Focus. (2020). 6 Simple Tips for Effective Team Management. [online]

Available at: https://www.meistertask.com/blog/6-simple-tips-effective-team-
management/
• Www1.udel.edu. (2020). [online] Available at:
http://www1.udel.edu/pbl/yzu/improving-student-team-performance.pdf
• Mindtools.com. (2020). Team Management Skills: The Core Skills Needed to
Manage Your Team. [online] Available at:
https://www.mindtools.com/pages/article/newTMM_92.html
• Business dictionary (2019). Motivation. Available
from: http://www.businessdictionary.com/definition/motivation.html

• Hygger (2018). Effective Team 11 Characteristics. Available

from: https://hygger.io/blog/11-characteristics-of-effective-team/
• Iedunote (2017). Team: Definition, Characteristics, Types and Ingredients of
Effective Team. Available from: https://iedunote.com/team

Muhammed Musthafa Organisational Behaviour 13.11.2019