Tuckman Team Development Model Analysis

This assignment delves into the concept of team development, specifically focusing on Tuckman's model and Belbin team roles. It discusses the four stages of team development - forming, storming, norming, and performing - and how they relate to team effectiveness. Additionally, it touches upon the importance of group development in organizational settings and provides examples from various studies and publications. The assignment aims to provide a comprehensive understanding of team development theories and models, enabling readers to apply them in real-world scenarios.

ORGANISATION
BEHAVIOUR

Table of Contents
LO 1 ................................................................................................................................................4
P1 Description on how an organization culture, politics and power influence individual, and
team behaviour and performance................................................................................................4
LO 2 ................................................................................................................................................6
P2 Evaluation on content and process theories of motivation and its techniques that enables
effective achievement of goals. ..................................................................................................6
LO 3 ................................................................................................................................................9
P3 Define what makes effective team as opposed to ineffective team. .....................................9
LO 4 ..............................................................................................................................................12
P4 Description on concepts and philosophies of organization behaviour within the
organization context. ................................................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCE.................................................................................................................................14

INTRODUCTION
Organisation behaviour termed out as human behaviour in organisational setting, the
interface between the behaviour of individuals and enterprise itself. This is process that is
directly concerned with the understanding, assumptions, control of behavioural activities of
human in entities (Allen and et.al., 2018). It is most effective principles that aids to operate
business functions more effectively. Thus, this process can be defined as the application of
knowledge that how people act within the enterprise.
The present report is based on the business activities of A David & co Ltd works as to
deliver the production and distribution of fruit. It is one of the trusted firm that offers quality
food and beverages to customers.
Furthermore, present assignment will look over the following topic as influence of
culture, politics and power on behaviour of other in organisation, motivates individual to achieve
team goals, demonstrating the understanding about effective team as to opposed to an ineffective
team, Lastly, concepts and philosophies of behaviour of organisation will be discussed.
LO 1
P1 Description on how an organization culture, politics and power influence individual, and team
behaviour and performance.
Organization culture is a system that works as to share assumption, values and beliefs that
aids to govern the behave in the enterprise (Burnes, Hughes and By, 2018). This kind of shared
values has strong influence on the individual within enterprise. Thus, culture, politics and power
plays crucial role over team behavior and performance as-
Culture-
The culture of the enterprise can be termed out as underlying beliefs, assumption, values
that aids to have contribution to unique and psychological environment of an organization
( Christian, Brown, and Portrie-Bethke, 2019). The organization culture is comprised of clan,
adhocracy, market and hierarchy culture. In this, it can be stated that the job performance of
enterprise has strong and huge impact on organization culture. Therefore, it leads to have
enhancement in productivity. The norms and values related with entity that based on different
culture can also work as to influence the work force management.
As per the Charles handy, the culture of the organization has divided in following manner
as-

Power- There are some enterprises in which power remains in the hand of few people and they
are also authorized in term to take decision ( Barbaranelli and et.al., 2018). Thus, A David & co
Ltd also has given the authority to take the decision to few people. In addition to it, employees in
enterprise judged by what they achieve and how they perform the things. Furthermore, only few
people are govern the power to take the decision and they are generally works as the high level
authority. The participation of employees at this is at very minimal level.
Role- The working of business environment is based on the rules and regulation framed by
higher authorities. There is existence of strict and rigid rules and these are to be followed by
people working within enterprise. Under it, employer allot works to employees based on roles
and responsibilities (Burnes, Hughes and By, 2018).
Task culture- The employees are responsible to build their team effectively and to take
initiatives in order to enhance continue growth within firm. Thus, this kind of team are mainly
formed on the basis of skills, interest and experience.
Person culture- The employers of the A David & co Ltd are more concerned about the
employees. Under it, managers and employers within the enterprise are responsible to ensure that
employees have to perform their task within the stipulated period of time (The Impact of Culture
on Group Behaviour, 2019). Therefore, this kind of culture positively supports the continual
growth and development.
Power of Organization- This term is termed out as individual agendas and self interest in the
organization. Thus, political behavior of individuals in the enterprise is influenced by the variety
of the factors as are-
Individual factor- There are number of individuals within the enterprise and they all play
crucial role in order to satisfy the personal needs of person ( Christian, Brown, and Portrie-
Bethke, 2019). These personal needs are to gain the power for control and to influence decision
making process within enterprise.
Organization factor- the some of the organization factors works as to influence the person to
play politics in following manner-
 Limited resource in the enterprise- At time of limited resource within the enterprise
the every individual within the enterprise get engaged in politics to get the maximum
advantage.

 Performance evaluation- In this, individuals are tends to play the politics at time when
performance evaluation and outcome are subjective, qualitative and unclear.
Influence of power- It means the ability to influence other people within the enterprise. Thus,
there are some common power as-
 Legitimate power- It is power that also termed out as positional power. It means the
position a person hold in an organization hierarchy.
 Expert power- This mean an individual in the enterprise is expert in particular area. These
kind of people are highly valued by the enterprise for their problem solving skills.
 Referent power- It is power that derived from the interpersonal relationship that people
within the enterprise can cultivates with other people in enterprise.
 Reward power- It is power that arises in the situation when the ability of the person
influence the allocation of incentives within the enterprise (Gander and et.al., 2018).
Thus, it may be inclusive of salary increments, positive appraisals and promotions. It is
one of the effective power that aids to motivate the employees so that they perform at
their best level.
Hence, it can be concluded that culture, power and politics have major influence over the
workers within the enterprise. This all leads to impact the performance of the individuals also
helps to achieve team performance within A David & co Ltd.
Organization politics- The politics in enterprise is the process and behavior of human
interaction that is inclusive of power and authority. This affect the working of the individuals as
they start to feel demotivated and this affects the working of enterprise at greater extent.
LO 2
P2 Evaluation on content and process theories of motivation and its techniques that enables
effective achievement of goals.
The motivation is one of the effective factor that helps to individual to work in certain
way. This is term that termed out as to perform certain action and behavior that call intrinsic
motivation. The use of motivation aspects aids to A David & co Ltd to enhance in productivity
and with help of it firm can achieve higher level of output. Thus, process and content theories of
motivation as-

Content theory of motivation- This theory of motivation put their consideration over internal
factors that actuate the behavior of human (Purwanto, Zuiderwijk and Janssen, 2018.).. Thus, the
most common content theory of motivation defined in the below context manner as are-
Maslow's hierarchy of needs- It is theory that is based of five categories as safety, belonging,
love, esteem and self actualization. It helps to motivates the employees in order to get the desire
needs.
 Psychological needs- This is inclusive of basic needs as human, air, water and food &
shelter. If this kind of need are not satisfied then human body cannot perform their
function optimally (Haines, Scamell and Shah, 2018). It is one of crucial need as all
other needs become secondary until these needs met.
 Safety needs- These are the needs that is inclusive of physical, environmental and
emotional safety. At this, mainly individuals starts to think about the job security,
financial security, health security and family security etc.
 Social needs- The social needs will be inclusive of the factors as need for love, affection,
care and belonging. Thus, the desire as interpersonal relationship motivates the behavior
of the individuals.
 Esteem needs- This is the need that indicates that respect and reputation is most
important in order to feel self dignity and esteem. Thus, there are two types of self esteem
needs as internal in which self-respect, confidence, competence and achievement etc. The
external needs as recognition, power, status, attention and admiration.
 Self actualization- This is the need that is inclusive of need for growth and self
contentment. It is inclusive of desire for achieving more knowledge, social service and to
be creative so that individual can able to realize potential, self fulfillment and seeking
personal growth and peak experience.
Herzberg theory of motivation- With help of this employee can able to feel motivated with
help of identifying and satisfying needs of individual, desire and aims pursues to satisfy these
desires. Furthermore, this theory of motivation c an be termed out as two factor content theory.
Hygiene factors- These are those factor that are essential for existence of motivation at the
workplace. It do not lead to positive satisfaction for long term.
 Pay- In this, pay and salary structure must be appropriate and reasonable.

 Company policies- There are to be made in fair and clear manner to each employee. It is
need to be equivalent to competitors.
 Relationship- In order to carry out the business activities effectively. There is need to
have healthy, amiable and appropriate relation between the superiors, peers and
subordinates.
 Work conditions- The environment of the enterprise must be in safe, fit and hygiene
manner (Lynch, Lynch, and Clemens, 2018).
 Salary- The employers to the enterprise should provide fair and reasonable package and
it need to be competitive with other organisation in same kind of industry.
Motivational factors- Under this, there are those factor that aids to motivate the employees for
their superior performance. These kind of factor can be termed out as satisfiers. Thus,
motivational factors includes as-
 Recognition- The employees within he enterprise must be praised and recognized for
their accomplishment by the managers.
 Sense of achievement- The employees within the enterprise must have sense of
achievement and also perform the activities towards effectively so that organisational
goals can be achieved.
 Growth and promotional opportunities- It is essential to have growth and advancement in
order to encourage the individuals to motivate the employees to perform at their best
levels ( McCaffery, 2018).
 Responsibility- The employees within the enterprise must hold themselves responsible
for the work. Thus, manager in the enterprise must offer ownership of the work.
Hence, it can be said that process and content theories aids to motivate the employees so that
they are able to perform their role effectively. These leads to get the things achieved. Thus, it is
essential to motivate the employees so that they can feel encouraged. The A David & co Ltd uses
the this techniques so that satisfied employees can perform their best to get organisational
objectives. Employees within the enterprise are regarded as backbone to the enterprise. Thus,
motivated employees to the firm plays crucial role in order to get the organizational goals and
objectives (Barbaranelli and et.al., 2018). By working in team assists employees in order to
improvise the overall performance of the enterprise by getting effectiveness among the

operational working within the enterprise. Furthermore, it can be stated that the better efficiency
within the team is totally dependent on the employee motivation.
Process theory of motivation- The psychological and behavioral processes aids to motivates the
person to act in particular manner and this termed out as process theory of motivation. Thus,
these as are-
 Adam Equity theory- This is theory that defined as people maintain a fair relationship
between the performance and rewards in comparison to others. Employees within the
enterprise are to be treated in fairly and equally manner (Adams' Equity Theory on Job
Motivation, 2018). The equality should be maintain in order to create an effective culture
of company and in these employees are encouraged to carry out work with conviction and
passion. In terms to process the organization activities effectively, the employer to the
enterprise needs to maintain the fairness among the employees so that they are able to
feel motivated and perform their best.
 Vroom expectancy theory- This theory stated that the performance of employees is
totally based on the individual factors such as personality, knowledge, skills, experience
and abilities. It is theory that stated that people to the enterprise should feel motivated so
that they perform activities towards to achieve common goals to the enterprise. The
employers of A David & co Ltd uses this approach in order to maximize the pleasure
and minimize the pain. It is theory that stated that individual to the enterprise behave or
act in certain way and that aids to motivates the specific behavior of the person.
Hereby, it can be concluded that the enterprise has skilled employees but they are not
performing their job role effectively, in order to enhance the productivity A David & co Ltd
should have the Maslow hierarchy content theory so that at each stage employee can get
motivates and perform towards to achieve them.
In order to create the smooth working within the enterprise, the enterprise as A David &
co Ltd could have use of Adams-equity-theory-on-job-motivation so that employees within the
enterprise can be treated with fairness.
Motivational techniques- It is effective method to keep motivated the employees at work with
help of compensation and benefits. Thus, there are two techniques as-

Intrinsic motivation- It relates with the types of motivation in which individual in the enterprise
is being motivated by internal desires as person strive towards a goal for his own personal
satisfaction.
Extrinsic motivation- In this individual can get motivated by the external desires. Thus, these as
are demand, obligation, reward that aids achieve a goal.
LO 3
P3 Define what makes effective team as opposed to ineffective team.
A team is made up of two or more people that works together in order to achieve the one
common goal. Team effectiveness is the capacity that helps to accomplish the goals and
objectives within the enterprise. In this, it can be stated that team work is collaborative effort that
aids to achieve common goals and to take initiative to complete the task. The main object of
creating the team is to take effective participation in planning, problem solving and decision to
better serve to customers (Purwanto, Zuiderwijk and Janssen, 2018.). The firm as A David & co
Ltd is taking various initiative in order to enhance the participation of the workers so that there
can be better understanding of the decision.
The effective team means in which member work towards get the job done proper by putting
focus over as to meet deadlines, keep their word and to do their job with quality. Characteristics
as are-
 Team member has emotional intelligence.
 Proactive communication
 the strong and effective leadership etc.
The ineffective team means their member cannot able to perform work as per the instruction and
deadline. There characteristics as are-
 Inequality of group members
 Negativity of lack of cohesion
 Poor leadership etc.
Thus, quoted firm are using various team developmental model so that each things can be done
in systematic mode. Theses as are-
Tucuman stages of group development- It relates with group of development that aids to put
depth insights into the development of team over the period of time. Tucuman stages of team
development is one of social emotional task that aids to perform the business activities

effectively. Under it, there are stages that are inevitable for the team and perform their functions
effectively in terms to deliver the high quality result. The Five stages of team development of
this model has defined as-
Stage 1: Forming- At this stage, the team of the enterprise meets with each other. The high
dependence on leader for the guidance and direction. At this, individual roles and responsibilities
are unclear. Therefore, it is the initial stage of the team growth so it is important for team leader
to be clear about the team goals and provide clear direction with regard to work. Thus, team
leader should ensure that all members are must be involved in determining team roles and
responsibilities so that activities within the enterprise can be performed in better and efficient
mode.
Stage 2 : Storming- At this stage, team begins to work together and they are gaining each others
trust. This is level at which employees within the enterprise performs as compete with each other
in order to have the status and acceptance of their ideas. In firm, there are people who comes
from different places and their ideas can also be varied. It is essential for leader to understand
that team will experience conflicts ( The Five Stages of Team Development: A Case Study,
2019.). The leaders are needed to be effective he must handle the situation in the proper manner.
Thus, it can be stated that once the people are start to share their view and ideas with one another
the issues and dispute among the enterprise tends to enhance.

Illustration 1: Tuckman team development model
(Source: The Five Stages of Team Development: A Case Study, 2019)
Stage 3: Norming- At this stage, team starts to work with one another in more reasonable
manner. The employees do not keep longer focus over individual goals and they mainly focused
on developing a way of working together. Thus, team starts to establishing rules, values,
standards and methods. This all aids to enhance the identity of the team. In addition to this, the

team leader gives the team more autonomy so that team can perform their role in more
independent manner.
Stage 4: Performing- The team is performing their functions at very high level. Thus, there
main consideration must be over reaching the group goal. At this level, all team member must
have ideas that what is need to be expected from them and how to they need to perform their
work in terms to achieve common goals and objectives (Tudor and Dutra, 2018). At this stage,
the team member must get involved in decision making and problem solving activities so that the
all can able to perform, their day top day activities in effective manner. At this stage leader are
start performing their activities.
Stage 4: Adjourning- At this stage, the aim is coming to an end. The all team members are
moving towards the different directions. The team leader within the enterprise should look over
the perspective of the well being of team. In order to get the success at this stage, the individuals
in the enterprise should discuss their views and ideas with one another and they can collectively
perform functions and maintain the performance in better manner.
Belbin team Roles- The effective team is one of way that aids to enhance the strength and
weakness of a team. It aids to team to enhance to understanding so that overall performance
within the enterprise can be improvise (Allen and et.al., 2018 ). Thus, Belbin nine possible team
roles are categorized into three groups as:
Action oriented roles- At this, there is needs to put their major focus over improving the
performance of team. Thus, they perform as to putting the ideas into action and to meet
deadlines. These as are-
 Shaper- There are number of questions of assumption.
 Implementer- They work as to bring self discipline to the team.
 Completer finisher- They works as to pay major focus over the smallest details so that
things can be done in right approach.
People oriented roles- This helps to bring people and ideas together. Thus, there are three
oriented roles as are-
 Coordinator- They works as to bring order into team.
 Team worker- They provide supports to the team in a diplomatic mode.
 Resource investigator- They are the person who works as to develop the outside contacts.

Thought oriented roles- These are the roles that aids to analyze the options and works as to
provide technical expertise. The roles as are-
 Plant- At this, people come with the new innovative idea and ground breaking solutions.
 Monitor evaluator- At this, team perform their team decision analytically and critically.
 Specialist- They are the person who are expert in particular subject matter.
LO 4
P4 Description on concepts and philosophies of organization behaviour within the organization
context.
Organization behavior is the study and application of knowledge that aids to define that
how people should act within the enterprise. The main reason to apply concept and philosophies
within A David & co Ltd is bring improvement in knowledge so that organizational effectiveness
can be enhanced. Thus, concept and philosophies as are-
Path goal theory- This is model that aids to specifying the leaders style and behavior that best
fits the employees in order to achieve the one common goal (Path-Goal’s Four Styles, 2019).
Thus, the main aim of this theory is to enhance the employee motivation, empowerment and
satisfaction so that it can be possible to have oriented, directive, participate and supportive
behavior of the leaders. Thus, the Four style of path goal theory as-
 Directive path goal- It is theory that argues that the behavior is the most positive effect at
time when employees task, roles demands are ambiguous and intrinsically satisfying.
 The achievement oriented leader- It refers to the situation in which leaders sets the
challenges for workers so that they can able to perform at the highest level.
 Participative leader- In this, leader works as to consulting with the employees and asking
suggestion so that one appropriate decision can be taken.
 Supportive leader- In this, they need to show the concern about the employees needs and
preferences. It helps to build the better relation within employees and employers.
Hence, it can be said that the entity as A David & co Ltd focuses more over this leadership as its
aids to leader to improve output of the enterprise with help of influencing and motivating the
individual within enterprise. It stated that leaders are flexible and they will change their style at
the time when situation demands. Thus, this is most effective in order to assist to employees and
to define or reach their goal in an efficient manner.

Social capital theory- It is term that broadly refers to those factors that aids to functioning social
groups and it is also inclusive of interpersonal relationships, shared norms and values, trust and
cooperation (Barbaranelli and et.al., 2018). Thus, it is the theory that suffers more from the
criticism in order to being the poorly defined and conceptualized.
Situational theory- It is the theory that deals with the leader and manager within the A David &
co Ltd and he has to adjust his style in order to fit in development level of the followers and with
help of it the follower within the enterprise can also get influenced (Burnes, Hughes and By,
2018). Thus, situation resistance is an inevitable response to any kind of the major change within
the enterprise.
CONCLUSION
Hereby, it can be concluded that organization behavior aids to study about the both group
and individual performance. It is the term that supports to examine human behaviors in work
environment and determine the impacts on job structure, communication, performance,
motivation and leadership.
The present report is based on the business activities of A David & co Ltd and it deals in
providing food and beverages. Furthermore, assignment has covered the topics as Culture,
politics and power so that it can easy to influence team behavior. Thus, content and process of
theory of motivation has been discussed in order to motive the employees of firm so that better
output can be generated and team development model as Tuckman and Belbin team rolls has
been discussed in order to make effective team.

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