KB7036: Belbin Team Role Theory and Reflection for Intern Engineer

This report critically evaluates the Belbin Team Role Self Perception Inventory in relation to project group dynamics, specifically within the context of an intern engineer's experience. It utilizes the Belbin team role theory as a tool to assess the effectiveness of nine essential team roles based on behavioral clusters. The research incorporates a self-perception inventory alongside assessments from project observers to validate the theoretical tool against different projects and team members. The study emphasizes the importance of social aspects in team dynamics to improve personal and professional development through enhanced team member motivation. Theoretical models are applied to support the study, highlighting the critical role of leadership in mitigating workplace conflicts through recognition, rewards, and appropriate evaluation. The report also includes an analysis of the intern's self-perception of their team roles (Plant, Complete Finisher, Shaper, etc.) and compares them with the perceptions of project observers, identifying strengths, weaknesses, and areas for improvement. The report concludes with a reflection on the application of Belbin's theory within a specific construction project and its implications for effective teamwork.

BELBIN TEAM THEORY AND REFLECTION AS AN
INTERN ENGINEER

Abstract
This present paper is a research report aimed to critically identify and evaluate the Belbin
team role against different types of a project group dynamic. Moreover, Belbin team theory is
applied in the research report as a tool to measure effectiveness of 9 essential team roles
according to the behavioural culture by Belbin. In addition to that self-perception inventory
along with 4, project observer assessment are used in the current research report to evaluate
validity of the theoretical tool against different projects and involved team members.
Additionally, the current research is able to focus on different social aspects and hence it can
help to improve personal and professional development through a high level of motivation of
project team members. Simultaneously different theoretical models are applied to cross check
the literature and support the study. Furthermore, research has identified that role of leader in
the project is very important to reduce conflicts in workplace by improving recognition,
reward, and appropriate evaluation.
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Table of Contents
Introduction:...............................................................................................................................4
A BRIEF ON TEAM ROLE......................................................................................................4
CRITICAL EVALUATION OF ACCURACY OF SPI REPORT OF BELBIN......................5
PROJECT TEAM DYNAMICS..............................................................................................12
An evaluative and critical reflection of team dynamics/ Perceived group...............................15
CONCLUSION........................................................................................................................16
Reference list............................................................................................................................17
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Introduction:
The proficiency and abilities of an individual can be enhanced through personal and
professional development. The trait or personality of a particular individual can be molded or
altered in various contexts. In order to achieve success and progress in professional world, it
is necessary to understand that behaviour is the principal factor in this. Employees will be
offered opportunities when a particular candidate can convince their potentials and abilities.
The employers need to perceive that employees possess appropriate attitude and Excellency
in which they are needed to do. Hence, the definition of behaviour can be drawn from this as
behaviour is how one responds, how one reacts and what one do in a particular condition. In
other words, it can be commented that behaviour is the essence in which one represents
oneself to others. On the basis of this behaviour, individuals make their perceptions about
others. The three principal characteristics of team functioning are collaboration,
confrontation, and cohesion. Most of the researches have included theories relevant to
defining and identifying behaviour, personal styles, and personality types. In spite of that,
there are very few that have had a powerful and impactful influence like the theory of
Belbin's team role. There are two important aspects such as viability and performance on
which team effectiveness is assessed in the management literature. The report has highlighted
dynamics and Belbin’s team role that gives an overview of behavioural characteristics of a
particular person.
A BRIEF ON TEAM ROLE
The project which I want to refer throughout this assignment is about Vinci construction. A
significant work related to the French Embassy of Jakarta. It was under a construction project
by the Vinci construction company. I was recruited as an inter4n engineer for a very shorter
span of time which is for about 110 days. I got the fortunate opportunity to work with three
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different departments. These departments are quantity surveying department, facility and
architect department. This building can be3 found in the midst of Jakarta. It is situated in the
main thoroughfares of the city. The particular building was erected with the purpose of
availing optimal access and reception to the common public. In reference to the opinion of
Sousa et al. (2018, p 870), this is the place where about 3500 French expats can be
accommodated in Jakarta. This building also provides utmost security and comfort under the
roof of a single institution which represents French abroad.
CRITICAL EVALUATION OF ACCURACY OF SPI REPORT OF BELBIN
BTRSPI or Belbin team role self-perception report has been undertaken by the researcher to
better understand self-role in the team project. Self-role can be better analysed through this
evaluation procedure. The analysis is subjected to evaluation of personal areas of
improvement, weaknesses, and strength. Team role can be distinctly illustrated in the
following diagram (Bradley, 2016, p 33). There are different key roles can be depicted such
as completer finisher, plant, implementer, monitor evaluator, shaper, resource investigator,
team worker, specialist, and coordinator.
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Table 1: Team role in hierarchical preference
From the analysis of the above graph, it can be opined that plant, complete finisher and
shaper are at highest percentile. Utmost preference of the researcher is the plant. The role of a
plant is much innovative in nature. Plants are kinds of people who provide idea or concept as
a seed from which plants of further development spring. These type individuals are
commonly seemed to be poor in holding communication with people who have a varied
wavelength. In addition to that, they are generally original, clever and independent. Wherever
the project needs improvement, I have the potentiality to offer new innovative ideas
(Ganderet al.,2018, p 277). The key drawback that one can find in myself is that I become
very mentally emotio9nalo and se3nsitive towards criticism. My thoughts and opinions are
far-reaching but they need a base of pragmatism.
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The role that has acquired the second position in the graph is a complete finisher. The role of
complete finisher demonstrates a person who does not initiate any work that seems to be
unable to complete. In other words, complete finisher is those who possess an immense
capacity for completing a job with meticulous attention. They are unlikely to take such a job
that they think they will not be able to complete. As per the view of Vukasinovicet al. (2017,
p145), inner concern influences my thoughts many times. Everyone around me knows me as
a reticent person by nature. In order to perform any difficult work, I also need a touch of
motivation. Even in minimal support, I can accomp0lish my work strategically.
The third highest position in the graph has been shown by shaper. Shapers are those
individuals who always remain motivated but backed by enormous nervous energy and a
requirement for achievement (Buchan and Taylor2016, p39). Typically shapers are extrovert
by nature and also possess stronger drive. Their nature makes them stimulate other people to
get engaged in work. In case of any obstacles, they like to find a suitable strategy that is
appropriate for that situation. Shapers normally appear as headstrong and assertive (Salgado,
2017, p235). In case of any frustration or disappointment, shapers like to showcase strong
and emotional responses. I am generally a person of determination and I can perform well
even under pressure.
The least important roles have been graphically represented by a specialist, resource
investigator and monitor evaluator. As per Walkiewiczet al. (2018, p 75), it indicates that I
am a little bit less pragmatic tend to be bounded by specialism. I am the kind of person who
seeks knowledge only for own self. I am also proved to be less social and impotent to adjust
in various cultures, people or circumstances. This type of drawbacks sometimes burdens my
capability to act mutual objectives. Inside a team, I am unable to utilize and recognize
individual talent. I also lack ability to motivate others and sometimes appear as a pessimist
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(Cumminget al.,2015, p999). There is also a possibility in me to lose interest or enthusiasm at
a time when the initial eagerness has already passed.
It is true to believe that role and perceptions of team members can influentially impact on the
team’s performance (Kašíkand šnapka2015, p36). Each and every member of the team
possess certain roles to perform. Through the assessment of these roles have eventually
helped me to identify my strengths as well as weaknesses. The BTRSPI is associated with the
assessment of four observers who were representatives of the construction team of the French
Embassy of Jakarta. Belbin's team role theory explains a cluster of nine preferred roles of a
team (Roca et al. 2015, p33). It also allows collective observers to identify the strength of
those aforementioned roles.
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Table 2: percentile scores for observers and self-perceptions and contribution of team
role compared to the observer's view
As mentioned in table 2, the report provides a statistical view of assessments. It also provides
an overview of the comparison between the perspectives of the observer and the self. Table 2
also depicts an evaluation of the composition of the team roles. The chart regarding team role
preferences provides identification of the preferred roles, manageable roles and least
preferred roles (Rozalin. and Saat2018, p12015). This also depicts team role feedback and
regulation of behaviours in a particular team. It also demonstrates possible team role
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weaknesses and strengths. Suggested work styles, development suggestions, and feedback in
addition to behavioural traits or characters of the highest three team roles. In the below
figure, team responses of the other team members in combination with my viewpoint have
been discussed.
Table 3: Team role overview according to observers and me
Based on the behavioural analysis that can be observed in the report, critical self-evaluation
and self-reflection of team role contributions and behaviours can be done relevant to the
French embassy project.
It can be distinctly observed from table 2 and 3 that there persist certain oppositions between
observer's views and self-view in regard to plants, complete finisher, and shaper. It5 finally
leads towards the evenly weighted strengths. As observed in the topmost team role plant,
according to the percentiles of an observer it is marked as 85. On contrary to that, there is a
huge difference in the percentile of self-perception which is given as 49. A little difference
persists in the perception between self and observers in case of a complete finisher
(Siakasand Siakas2015, p68). Shaper and coordinators also show greater variation in the
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perception of both observers and self. According to my perspective, I am a good coordinator
up to mark of 87. While other observers think that I still need improvement in this sector.
Hence they have given me only 38 in that sector. Implementers manage to initiate a task
systematically. Implementer works for the entire team rather working only for self. In my
perspective, I am a good implementer while according to the observer, I am a moderate level
of implementer. According to Born, W., and Schmidt, (2016, p27), teamwork is highlights
the internal relations while plant emphasizes an external environment. As a team worker,
there is a mere differentiation between the view of the observers and self-perceptions
(Channon et al.,2017, p39). In the role of specialists and resource investigators, both the
observer and I have given similar demarcation to myself. There are two different types of
social supports can be mentioned in this case which is instrumental and emotion.
As per the Belbin's team, role theory role preferences and self-perception evaluation in a team
can be done. As per the comments by Abdulrahman, (2016, p 19), there are three principal
roles in the Belbin's team role theory such as preferred roles, preferred roles, and manageable
roles. In this case, the term preferred roles refers to such behaviours that are naturally and
often depicted by me. On the other hands, manageable roles refer to those behaviours which
are out of my natural activities. But this type of behaviours can be performed by me
whenever necessary and also can be honed up. At last, least preferred roles can be defined as
certain behaviours that are least committed by me and entirely expresses opposite features
than me.
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Table 4: percentile score of different team roles
In table 4, it can be distinctly observed that I have mostly preferred complete finisher,
implementer, and coordinator role among the nine team roles of Belbin's theory. The entire
assessment is made on the basis of self-perception (Mathieu et al., 2015, p33). Hence, it can
be opined that the construction project of the French assembly required a high level of
concentration, accuracy in facility managing, creating budget and designing. As observed in
this above assessments, my role seems to be invaluable.
PROJECT TEAM DYNAMICS
Projects can occur on different occasions such as in professional or educational life. It also
can appear in a varied range of sizes and shapes. Projects can also vary from straight forward
and simple to the complicated one. As per the opinion of Eubanks et al. (2016, p560),
approaches by a team that can be effective for a range of individuals may not be effective for
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other individuals. The performances of the particular team can be hindered if the team
dynamics is not suitable for a team and eventually it could bring failure. Team development
is based on three important theories (Ruszkowski and Wardaszko2016, p43). These are cyclic
theories, project development theories, and stage theories. Two other theories were added
later. These five theories are adjourning, performing, norming, storming and forming.
Figure 1: Steps of group formation
The construction project on the French embassy has gone through all of these five phases.
This Belbin’s team role model explains how each and every nine specific roles of a team can
be incorporated into a team providing required strength and weakness to the team. The next
stage can be named as storming or power struggle phase. In this stage, competition and
disputes remain at their greatest level. This phase has included workers who have a better
understanding of the work and they feel more belonging and attached to the group. Norming
stage indicates the phase of integration and cooperation. Group interaction or communication
has become easier than previous in this stage. Next stage is the performing stage or synergy.
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According to Alberolaet al. (2016, p13), this is the phase where the whole team becomes
actually united as a team. The final phase is the adjourning phase demarcating the phase of
completion of the work. This phase depicts termination of the whole project. In this stage,
team members move off in varied directions. According to my point of view, team
development plays a crucial role in providing group productivity and proficiency.
Through depicting distinct objectives, responsibilities, and dependencies an effective team
can be prepared. It is generally observed that a team performs exceeding than its true
potential when the team builds up in an informal environment and when every member of the
team inspiringly self-motivated to form a team. They also get self-motivated and involve in
describing apparent goals and objectives, team discussion (Ruchet al.,2018, p193). They also
try to reach a decision through the implication of group conscience. It indirectly aids the
entire team to work properly. Small alterations can easily be avoided when a particular team
performs cohesively. More commitments need to be established to create team dynamics. In
order to gain self-confidence and morale, every team members have to feel valuable in the
team (Dlugoborskytėet al.,2015, p33). Together a team can exponentially multiply their
strength as well as nullify their weaknesses of each other. When the team members of a team
feel empowered, optimistic team environment can be created. Binding into a team provides
efficiency to take planned risks and move forward to the achievements of the tasks. It
becomes easier to find solutions to critical issues when working as a team.
Another feature that is required to regulate while working as a team is reducing the level of
conflict or mitigate confronting issues as soon as possible. In reference to the opinion of (El-
Sakran2017, p89), when team members engage in possessing disregard to each other, the
team tend to fall apart rather being united. Generation of inaccurate assumptions or wrong
judgments can appear from different ethnic or cultural backgrounds. If the team dynamics can
be improved by increasing attention of the team members, employees can flourish better in
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that optimistic environment. In such an environment, every employee can value each other's
opinion and consider others before taking any valuable decisions(Mostert., 2015, p33).
Working in such a progressive team environment make members better understandable to
each other. Communication or interaction greatly influences the binding power of a team.
Giving time to the team is necessary to build trust within a team. Being in a team can be truly
beneficial many times. The reason is that team members can hide each other's limitations or
drawbacks effectively.
An evaluative and critical reflection of team dynamics/ Perceived group
I have personally worked in team dynamics along with Vinci Construction Company for a
shorter period of time. This gave me enormous knowledge in academic life and detailed
experience at the professional level. This project helped me to evaluate my performance in a
team's perspectives. Analysis of the aforementioned reports depicting differences between me
and other supervisors or team members' perspective changed my views entirely. It is very
necessary to understand one's own potential by exposing in the practical environment and
dealing with real situations or complex issues (Liubchenkoand Sulimova2017, p15). My
association with the construction team working in the project of the French Embassy has
added some key experiences to my personal objectives. I was very feeling very appreciative
by making a valuable experience for taking involvement in such a large project. Through the
whole working experience, it can be commented that, when a person works with strong will
power, the work become accomplished with professional perfections. Personally, exposure to
a larger team and working as an active team member gave me a lot of cognition and
experience of working as a part of a team. It also taught me that, being a team member gives
one huge responsibility to play a dynamic role because team often need to supplant functions
or roles of the missing team members. This types of a phenomenon are termed as team
dynamics engaging in a teamwork with such a reputed group of construction team nourishes
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me with learning experiences from the practical field of work. This learning experiences gave
me an example of how leaders use their communication and negotiation skills to understand
better responsibilities and roles of every team members. In this context, it must be opined that
Belbin's team role has always provided me certain knowledge about how a particular team
works. It also guided me in performing a team member in working in the French embassy of
Jakarta. During the time span of my work period extended over a period of 110 days, made
me realize that there is a requirement of wider extent of financial and physical attributes that
necessitate being addressed by the team member. The short and longtime objectives of the
Vinci Construction Company in reconstructing the French embassy of Jakarta was fulfilled
only through the potentiality of an individual to perform a task being an active member of the
team.
CONCLUSION
From the above discussion, it can be concluded that I am enabled to properly represent my
learning and reflect my experience in a mannered way. Additionally, it has helped me to
understand different impacts of personal and professional development over my individual
development as per requirement through a series of studies conducted in the research.
Moreover, the above analysis is able to improve my confidence level and hence has helped
me to make an appropriate conclusion of this current topic. During working under the
construction company I have improved both my personal and professional skills as per self-
expectations and requirements. Additionally, I have already mentioned in the research about
different major Belbin roles that can help me in the development and those roles
appropriately suite me during work under construction company. Hence form the entire
research and analysis it can be concluded that team members and work allocators are the
major role players that have helped to influence me for development at a personal level and
helped me in the process of matching with Belbin role.
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