Tuckman's Team Development Model Analysis

The assignment requires students to analyze and discuss various organisational behaviour models, including Tuckman's team development model, Belbin's theory, and MBTI preferences. It also touches on the role of corporate culture, market orientation, and organisational commitment in organisational performance. The document provides a detailed examination of these theories and their applications, along with references to relevant studies and research papers.

UNIT 12 OB

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1 Description of how an organisation’s culture, politics and power influence individual, team
behaviour and performance....................................................................................................1
M1 Critical analysis of culture politics and power.................................................................2
D1 Evaluation of relations between culture politics and power that enables team to succeed.
................................................................................................................................................3
LO 2.................................................................................................................................................3
P2 Evaluating the content and process theories of motivation and techniques enable to achieve
success....................................................................................................................................3
M2 Critical evaluation to influence the behaviour through theories concepts and models....4
LO 3.................................................................................................................................................5
P3 Effective team opposed to an ineffective team.................................................................5
M3 Analysing theories to support the development of dynamic cooperation........................8
D2 Critical analysis and evaluate the theory that influence behaviour in work place...........9
LO 4.................................................................................................................................................9
P4 Concepts and philosophies of organisational behaviour...................................................9
M4 Evaluate concepts and philosophies for influencing individual behaviour in positive and
negative way.........................................................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisational behaviour is the study of individual who interacts with each other in
groups and knowledge about how they behave in an organisation (Ahmed, Siantonas and
Siantonas, 2017). It is applied in all types of organisation and is directly concerned with the
production and control.
A David & co. produces and distributes fresh fruit, vegetables, ready prepared products
and bakery items and delivers it on daily basis. The main aim of the quoted company is to supply
fresh fruits, vegetables and bakery products as per the customers demand and increase the
productivity.
In the following report, it is described that how the culture, politics and power influences
team, evaluation of content and process theory and team development theories will be critically
analysed. The main objective of the quoted company is to earn profit using management theories
and supply fresh fuits and vegetables to the customers.
LO 1
P1 Description of how an organisation’s culture, politics and power influence individual, team
behaviour and performance.
A David & company's organisational culture, power and politics has influenced the
atmosphere of the organisation. The culture is affected directly by the amount of power and
politics in the organisation. Power has a potential to change others. The term politics is an effort
to sell ideas, increase the powers and to achieve targeted objectives.
Impact of power and politics in organisational productivity-
Power and politics in A David & co. plays a crucial role in the business environment
right from decisions made and how employees react to the particular opinion. The impact of
power depends on the positivity and negativity in the workplace and politics determine the
overall culture of the place and directly influence the employees. Thus, politics and cultures has
significant impact over working of A David & co., its influence over team performance has been
discussed in following context as are-
Positive types of power-
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In David & co., positive power involves taking decisions, motivating employees and
assigning the skilled employee as a leader to supervise the team. This results in building
confidence of employees and motivate them by rewarding so that they perform harder in the
business. Positive power is of four types which includes coercive power, reward power,
legitimate power, referent power and expert power. The rate of employees’ retention is higher to
take the opportunity of expressing ideas and working together in a firm (Baillien and et.al.,
2018).
Negative types of power-
The employees of a particular team have no respect for the leader they are working with.
In this the leader threatens and makes the member to work with fear of losing their job and
concentrate on favourite employees rather than the hard working ones which de motivates the
worker. Negative types of power decreases the quality of work which reduces the goodwill of the
quoted company.
Positive workplace politics-
The navigation of politics of an organisation known by the employees are more
productive rather than others. To increase productivity, political culture must be developed by A
David & co. which is easy to understand and by establishing clear policies, employees find
solutions easily which helps in improving quality work. Hence, positivity reduces conflict and
increase productivity.
Negative workplace politics-
Negativity in an organisation creates negative thinking and conflict among employees.
Hence, A David & co. Is not having a clear policy and chain of command, the time will be
wasted by the employees in searching answers they need to fix problem and complete the work
and which will decrease the productivity which results to loss in business.
M1 Critical analysis of culture politics and power.
The culture, power and politics govern the environment in the organisation and influence
day to day operations (Carlos Pinho, Paula Rodrigues and Dibb, 2014). The culture is directly
reflected by the amount of impact power and politics have in A David & co. Power has an ability
that makes the things happen which helps in achieving desired goals. The leader influence others
by thoughts, behaviours to achieve goals. The culture influences the team performance by
communication, trust and creativity which increases the productivity. Politics is the process in
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human nature which involves power and authority. It is a variety of activities that is associated
by using influence tactics and improves organisational goals.
D1 Evaluation of relations between culture politics and power that enables team to succeed.
To succeed in a business culture, power and politics plays an important role in the
environment. Culture is a belief or assumptions of how people work in organisation, having
impact on people to perform their jobs and contribute in unique social environment, which
motivates the employee to work hard that increases efficiency (Corfield and Paton, 2016). Power
makes the things happen by the employees and it is a relation between agent and target(Douglas,
2018). Employee who play politics will have less concentration on work which lowers the output
that affects the productivity of the company. The power helps to achieve the benefits for the
organisation and individuals.
LO 2
P2 Evaluating the content and process theories of motivation and techniques enable to achieve
success.
Motivation in corporate management is the key to achieve something and for best results
in organisation employees should be kept motivated (Elsmore, 2017). Thus, A David & co.
performs various activities to motivate employees. Hence, motivation is further described in two
categories as are-
1. Content theory- It has a great impact on management policy and practice and are also
known as needs theory. Thus, this theory try to identify what they need and fulfilling
them which results to increase in productivity.. Content theory are explained as per the
following context-
 Maslow's - hierarchy of needs- This theory is the most widely known theory of
motivation. It is structured in the pyramid form containing basic needs at the bottom of
the pyramid and complex needs at the top. The pyramid contains physiological, safety
and security, belongingness and love, esteem and self-actualization needs. The basic four
layers contains deficiency in demand and if these needs are not met the individual will
feel anxious and stress. According to the theory the basic needs should meet before the
individual desires strongly.
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 Alderfer's ERG theory- This theory includes existence, relatedness and growth needs.
Existence needs includes individual's physiological and physical safety needs, relatedness
contains Maslow's social requirements and component of esteem includes growth and
advancement.
2. Process theory- Process theory explores the behaviour caused or stopped by motivational
factors and it mainly implies that individual choice is based on preferences and reward
factors. Thus, manager of A David & co. should have knowledge about the process of
motivation. Hence, process theory is classified as per below concept.
 Vroom's expectancy theory- This theory pays attention on the content of process and
motivation as well and coordinates needs and equity theories. The main aim of this theory
is to find the factors needed for the motivation of the employees which leads to the best
performance and to explain the choice of the people from the available actions.
According to this theory motivation is the process to guide our choice among alternative
form.
 Adams equity theory- This theory states that employees should be treated equally and
receive fair awards for their efforts which increase the motivation power and it helps in
increasing productivity. Thus, the inputs and outputs of the employee must be equal
which helps the worker to work hard and increase the efficiency.
M2 Critical evaluation to influence the behaviour through theories concepts and models.
Motivational theory is a desire to achieve certain performance and goals. Motivation
makes person to perform well and put his efforts in the work.
According to the theory, insight is provided which makes the employee perform best as
they are motivated by the managers and even staffs are managed well. It includes key factors like
interdependent decision, personal development and opportunities advancement. Thus, this theory
helps in achieving goals by building friendly relationship among the members. A David & co.
uses the motivation theory so that the employees are motivated to put their efforts into action.
Hence, it plays a crucial role in the life of the employees, quality and speed of work. The benefits
of this theory are that it creates job satisfaction for the employees which will increase
productivity and worker will have a desire to learn new things. Maslow's theory advices that ever
person has level of needs and they are motivated to navigate from fundamental to higher needs
providing personal growth.
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As every positivity has negative aspects (Ferreira and Caetano, 2017), so in this theory
employees needs are not clearly identified which decreases the effeciency. This theory might not
work in certain places and the employees efforts may gets wasted and it leads to decrease in
productivity and can cause decline in goodwill or reputation of the firm.
LO 3
P3 Effective team opposed to an ineffective team.
The Effective team will be helpful to have clear goals and motivates team
members to perform their best. The team should consist of right number of member, having good
knowledge and competency to carry out activities in cooperative manner. Thus, to make team
effective A David & co. is implementing Tuckman's teamwork theory that helps to establish
relationship between team and leader. It is origin for successful team building. With help of
stages as forming, storming, norming and performing works as to form effective team. Thus, it is
defined in following manner as are-
 Forming- It is done after team members meet each other and introduce themselves with
backgrounds interest and experiences. In this stage, it is important for the leader to be
clear towards the goals and guide the employees with clear direction as team is depended
on leader. Hence, the leader should ensure that all members have established clear vision
about the goals and work accordingly. The members of the team have no idea about the
tasks and what has been expected from them and due to this members of tem feel
insecure. In order to create a good team it becomes important for team leader to trust the
members and discuss about the expectations they have.
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Illustration 1: Tuckman's theory
Source:( Tuckman’s Team-Development Model, 2013)
 Storming- In this stage, the team members compete in the group for the acceptance of
ideas and this can cause conflict within the team. Thus, with guidance of the team leader
the members learn to solve problems and avoid conflicts and function accordingly. This
stage teaches the members to listen each other and accept the differences and idea.
Hence, to make the team members free to speak about the views the leader must
encourage them to be open minded. In addition to this, it becomes important for the
workers in A David & co. to solve the problems themselves and they are proceeded to the
next stage.
 Norming- In this stage the members work more effectively as a team and are focused on
team goal rather than individual goals. The members of team trust each other and respect
their opinions and differences. The members of team trust each other and respect their
opinions and differences. Thus, it creates efficiency to work of the team and develops its
own identity and the members are given autonomy to work independently in a team.
 Performing- The focus of team in this stage is to reach the goal as a group. Thus, team is
motivated highly which results in making decisions and solving problem more effectively
and quickly. Thus, A David & co. enables member to work as team and achieve common
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goals and objectives. Hence, the team performs in excellent manner and make decisions
independently without any misunderstanding between the members.
 Adjourning- This stage come with the addition of the four phases of Tuckman's theory. In
this stage the team can get dissolved after completing the task. The members experience
frustration and stress so they may distance themselves from other members so that they
can bear the sense of loss easily.
Belbin team roles:
In this theory, it is discovered that there are nine roles of behaviour that are used in
workplace (Kitchin, 2017). However, it does not mean to have nine members in a team but most
people will have two to three team roles they are comfortable with. Hence, Belbin's helps to
understand strength of themselves which further leads to strong communication between
managers and members which makes them feel that they are making difference in workplace.
Thus, roles included in team are as below-
 Resource investigator- This role indicates to have the nature of finding the relevant ideas
which helps the team to achieve success.
 Team-worker- The employee who has versatility to identify the work required in team
and complete the work on behalf of the team.
 Coordinator- It indicates that the employee needs to focus on team's objectives and
perform work accordingly. The coordinator gives clarified decision and makes the
employees focus on particular task.
 Plant- The member is creative in generating ideas and solves difficult problem in
unconventional ways. Thus, multiple plants in a single team creates misunderstandings as
many ideas are generated.
 Monitor evaluator- In this type of role the member examines and takes judgement
accurately by seeing all options with a logical eye.
 Specialist- The employee of such role provides specialised knowledge and skills which
helps in increasing the productivity. They have the passion to learn things about their
particular field.
 Shaper- The member shapes has the ability to face challenge and overcome obstacles and
helps the team to keep moving without loosing focus and momentum. Thus, they are task
focused they have tremendous energy to effective team, leadership the desired needs.
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 Implementer- The employee having this role has an ability to organise work that needs to
be done in effective manner and turns ideas into action. Hence, their loyalty towards the
team motivates the employees to be efficient and self disciplined.
 Completer Finisher- The member who searches out error and polishes it at the end of the
task and subject it to the highest standard of quality control. Thus, employee make sure
that everything is just right and the things are double checked.
Thus, this team has a common goal which is achieved by putting efforts of each member
commonly and the performance or progress is appraised personally and make necessary changes
to meet the goals of the company and there are equal contributions of the members in group
which helps in listening to each others ideas which reduces the conflict among the followers and
market reaches the boost.
Effective team members understands and accepts the task of objective as there is open
discussion in the team and it becomes difficult for the ineffective team to understand the task. Ijn
order to complete the mission or take decisions, effective members listens and contributes their
attention towards the attention more rather han ineffective team. Labour division is done very
effectively in effective team so the assignments are clear and accepted by them.
M3 Analysing theories to support the development of dynamic cooperation.
The Tuckman's teamwork theory helps to study that it is important to follow the four
phases for developing a team (Willcocks, 2018). The phases like forming, storming, norming and
performing is a process to select the appropriate members for the group. Thus, the theory
presents a systematic way to understand behaviours, events and situation and it is a set of such
concepts and definitions that predicts situations. Teamwork improves the projects and the
bondings among the members. Hence, team building helps in improving the productivity by
increasing the motivation among the members of the team. Thus, this phases of Tuckman's
creates respect and positive attitude among members which helps in creating good relations and
understanding between the workers. This theory will help to increase the efficiency and to have
the ability to focus on the different problems and mutual support. Due to these four phases it is
easy to make the employees work according to the situation. In addition to this, Belbin's helps in
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determining roles of the team member which helps the member to work as per the skills they
acquire.
D2 Critical analysis and evaluate the theory that influence behaviour in work place.
Team work plays a very crucial role in success of business. Team development theory
helps in forming and development of groups and reaching the goals and also helps in analysing
the difference between team and groups. (Twardochleb, 2017). This theory helps in
understanding the steps involved in group formation and the conversion of team.
Team development helps in building businesses. The phases of Tuckman's and the roles of
Beblin's helps the members of the group to perform according to the skills and knowledge they
have about the business.
To form a team it is a challenging task for A David & co. the team should be created carefully as
not every member is suited for a team work. Some feels uncomfortable to work in a team which
can leads to conflict among the members.
LO 4
P4 Concepts and philosophies of organisational behaviour.
A David & company's organisational behaviour helps to study the impact of individuals
and groups on the enterprise and is concerned with what people are doing in a firm and how
behaviour affect the performance of organisation (Springer, Cham and Romanova, 2018). The
concepts and philosophies are based on the five models that helps in increasing the predictive
ability as are-
 Autocratic model- This model gives the power to owner or manager of A David & co. to
dictate decisions and employees obey their choice . Thus, this model states that the
managers do all the thinking and employees are instructed as well as motivated to
perform the work. The employees earn fewer wages because of limited skills and
performance is also reduced.
 Custodial model- This model depends on providing economic securities which the
quoted company offers as remuneration in the form of health benefits. Hence, it
motivates the employees to work by putting their efforts in achieving competitive
advantage. Hence, this activates the employees to show their loyalty towards the
company rather than the boss or managers.
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I
llustration 2: Organisational behaviour model
Source: (MODELS OF ORGANISATIONAL BEHAVIOUR, 2017)
 Supportive model- The model gives attention on motivating and aspiring the leader.
This model is totally based on motivation towards the employee, the relationship and
treatment given to them on daily basis rather than the control, authority power, incentives
and rewards (Kiweewa and et.al., 2018). Thus, employees are given the space to develop
and form their own thinking and taking initiative to work accordingly which helps the
workers to take responsibility and improve themselves.
 Collegial model- This model is a structure where all members of A David & co. work as
a team and there is no boss nor subordinates but all are colleagues. Thus, efforts used to
achieve goals are equal from all the employees. Hence, the manager guides the team to
perform by creating positive working environment. The success depends on the ability of
management to grow the feeling of partnership between the employees and there are no
boss and subordinate relation and all the employees work together which decreases the
distance between the manager and worker. Hence, this creates comfortability in members
which helps them to work more effectively.
 System model- It is the developing model in today's corporate world. This model states
that the employees expect value against their efforts rather than salary and incentives or
security and the expectations of managers is to be sensitive towards workforce rather than
making work done by employees (Lepak, Jiang and Ployhart, 2017). Hence, the members
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feel part of the project emotionally and psychologically which helps them to increase
their efficiency and become more responsible towards the work.
M4 Evaluate concepts and philosophies for influencing individual behaviour in positive and
negative way.
The models of organisational behaviour helps the manager of A David & co. to face
challenges and take valid actions accordingly. This model characterises the guess that they make
about the people and influences the interpretation. Thus, organisational behaviour model has
positive as well as negative aspects as explained in following-
The model helps the organisation to reach the boost of the market environment and the
employees are motivated in different ways. Thus, the relationship is maintained between the
members as there are no boss and subordinates so the employees feel free and comfortable to
work by taking initiative to give creative ideas to the firm. This helps to increase the efficiency
and productivity which leads to success and achieve desired goals.
There are also the negative aspects of this model. It means that if there are no boss and
heads there will be no discipline in case of work and the employees will be fearless about the
completion of work on time (Purwanto, Zuiderwijk and Janssen, 2018).
CONCLUSION
From the above report, it is concluded that A David & co. concentrates on making
effective teamthat helps to maximise profit and increase productivity which helps in expansion
and diversification of the enterprise. Thus, this report is based on various concepts and
philosophies that A David & co uses in terms of helping to produce quality commodities and
attracting customers by delivering the right product at correct place on exact time.it is also
concluded that effective teams help to achieve goals and succeed in the task more accurately than
ineffective teams. Further, this report also highlights on the positivity and negativity of various
concepts.
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REFERENCES
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Ahmed, A., Siantonas, G. and Siantonas, N., 2017. The 13 key performance indicators for highly
effective teams. Routledge.
Baillien, E and et.al., 2018. The relationship between organisational change and being a
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20.
Carlos Pinho, J., Paula Rodrigues, A. and Dibb, S., 2014. The role of corporate culture, market
orientation and organisational commitment in organisational performance: the case of non-
profit organisations. Journal of Management Development. 33(4). pp.374-398.
Corfield, A. and Paton, R., 2016. Investigating knowledge management: can KM really change
organisational culture?. Journal of Knowledge Management. 20(1). pp.88-103.
Douglas, C., 2018. Adapting to Organisational Culture: a Staged Adaptation Model.
Elsmore, P., 2017. Organisational Culture: Organisational Change?: Organisational Change?.
Routledge.
Ferreira, D.J. and Caetano, S.S., 2017. An Automatic Group Formation Method to Foster
Innovation in Collaborative Learning at Workplace. International Journal for Innovation
Education and Research. 5(4). pp.28-43.
Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers: A
group and multicultural approach. Routledge.
Kiweewa and et.al., 2018. Tracking Growth Factors in Experiential Training Groups Through
Tuckman’s Conceptual Model. The Journal for Specialists in Group Work. 43(3). pp.274-
296.
Lepak, D.P., Jiang, K. and Ployhart, R., 2017. HR strategy, structure, and architecture. A
research agenda for human resource management, pp.23-38.
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Purwanto, A., Zuiderwijk, A. and Janssen, M., 2018, September. Group Development Stages in
Open Government Data Engagement Initiatives: A Comparative Case Studies Analysis.
In International Conference on Electronic Government.
Springer, Cham.Romanova, A., 2018. Personal Belbin types and MBTI preferences combination
in group work assuring success.
Twardochleb, M., 2017. Optimal selection of team members according to Belbin’s
theory. Zeszyty Naukowe Akademii Morskiej w Szczecinie.
Willcocks, S.G., 2018. Exploring team working in dentistry using a ‘process’ model of team
effectiveness. British Journal of Healthcare Management. 24(2). pp.77-82.
Online
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Behaviour>.
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development-model/>.
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