Organisational Behaviour: Groups, Teams, and Team Development Report

This report provides an analysis of organizational behaviour, focusing on the distinction between groups and teams. It highlights the characteristics of effective and ineffective teams, emphasizing the importance of shared goals and mutual commitment. The report explores Tuckman's team development theory, detailing the forming, storming, norming, performing, and adjourning stages, and how it can be applied to build effective teams. Additionally, it examines Belbin's team role theory, outlining various team roles such as implementer, shaper, and coordinator. The conclusion summarizes the key differences between groups and teams, and the significance of team development theories in achieving organizational objectives. The report uses several academic sources to support its claims.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 3............................................................................................................................................1
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Organisational behaviour is the part of the management activity That refers to the
influencing, understanding and predicting the individual behaviour in the organisation.
This report will include the difference between group and team. This will also explain the
characteristics of effective team as opposed to ineffective team. Further more it will include the
Tuck man's team development theory to build an effective team that can work toward to
achieving the organisational goal.
TASK 3
Difference between group and team
A group is the collection of individuals with having common characteristics. On the
other hand a team is group of individuals who shares the some common goal and purpose.
Whereas groups do not share common goal. Member of a team committed toward common goals
as well as committed to each others. This mutual commitment creates joint accountability that
helps to build a strong bond and a strong motivation to perform (Elsmore, 2017).
Within any group conflict arises very easily and when is arise member of a group do not
take time to point the finger on each other and expect from manager to resolve it. Whereas within
a team members established a strong bond with each other and take responsibility for the
collaboration instead of pointing finger on each other talking about each other.
Within any group a manager or a leader manages all the little things. Members always
ask to their manager what task have to be done, how it would be perform , when the task have to
be perform. They reduce the leading a hand. On the other hand team's manger or leader attention
is focused on gaining commitment to goals. Team membe4r make the strategies own their own
and take opinion to each others on the goal and how they think they can be achieved (Kitchin,
2017).
Effective team and Ineffective team
Effective team is made up with the small number of individuals with different skills and
strengths and all are committed to accomplishing the common goal.
Ineffective team is where there is no set of goals and there is no mutual understanding to
achieving the target and they suffer from the lack of purpose (Chumg and et.al, 2016).
Importance of the Effective team work in the organisation
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 Effective team brings the new and fresh ideas in the business and organisation to be
success.
 Effective team work helps to solve the problems in the business.
 Effective team support and motivate each other in the organisation and encourage them
toA team is group of individuals who shares the some common goal and purpose.
 Team share the common objective or cause.
 In the team specific tasks or role are being assigns to all the members.
 All the members of the team are interdependent.
 Members of the team aware of the strength and weakness of the each other.
 The structure of the team is usually formal (Kitchin, 2017). work.
 Working in an effective team enables individuals to learn from the another's mistakes that
they can avoid such mistakes in the future.
 Effective team respect each other's views, ideas and thoughts. Listen to them that build
the trust in the organisation (Raley and et.al, 2017).
Effective team as opposed to an ineffective team
Effective team have the common goal and clarity of the purpose to achieve it. Whereas
Ineffective team always suffer from the lack of the common goal. Effective team members
participate and contribution in the team discussion and Ineffective team members do not take any
interest to participate in the discussion. Effective team construct the formal structure. On the
other hand Ineffective team construct the informal team structure. Effective members work for
common organisational objective (Organizational Behaviour: Definition, Characteristics and
Nature,2019). Ineffective team members have their individual goals.
Effective team members are open to make changes to improve their performance in order
to achieve the common goal. But Ineffective team members usually not flexible to allow changes
in their plan and strategies to improve the performance. Members of the effective team are
interdependent on the leader, There is single leader who lead the team towards to achieve the
target. On the other hand All the members of the ineffective team think they are the leader and
try to control the team, this creates the conflicts and disputes in the team.
Members of the effective team always listen to each other and other team's views and
ideas, respect and appreciate them. Members of the ineffective team do not listen to each other's
views always try to put themselves first (Organizational Behaviour: Definition, Characteristics
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and Nature,2019). Effective team always motivate each other members or the other employees in
the organisation to work effectively. Ineffective team members always try to demotivate each
other and try to pull them down.
Tuck man's team development theory
This Tuck man's team development theory helps to develop the effective team in the
IBM. It has included 5 stages that will help IBM in developing a effective team.
 Forming – In the forming stage IBM manager's need to take initiate for individuals to
bring them together to form a team. Task is to be allocated to them by the mangers. In
which individuals try to get to know each other and tend to behave independently and
politely and pleasant with each other.
 Storming – In this stage manager of IBM, should address the task to team members, and
suggest different ideas, view. According to the task individuals tend to behave
independently and try to put them first. This stage is very destructive for the members
and IBM mangers as well that make it difficult for them to handle the situation and that
relation between them may break. Personality of each member may clash and may be
disagree with other's views (Peralta and et.al., 2018).
 Norming – During the norming stage team members move towards to harmonious
working practice. As the team moves from the storming phase they start to notice and
appreciate and respect each other's strengths, and everyone is working and contributing as
a unit and begin to trust each other. In this stage mangers of IBM need to motivate their
members and try to teach that must respect each others views and opinion and make
strong bond.
 Performing – In the performing phase team members are confident, familiar enough
with each other and motivated with the team and also regarding the project. They can
now operate the project without the supervision and work towards to achieving the
common goal. In this stage IBM managers need to cooperate with the members and
evaluate their performance and monitor them to get the best result and outcomes.
 Adjourning – This is the last stage, once the task is completed team is breaking up.
Sometime its called mourning stage. Everyone moves to new things, new task or new
group and feeling good about what they have been experienced and achieved.
Belbin Team role theory
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Team roles describe the behaviour that an individual recognize when work together in a
team with others. Belbin has explain the nine different roles of the team.
 Implementer – Implementer are the people who actually get things done in the team and
implement the practical knowledge, experience and all strategies and turn the ideas into
actual plans.
 Shaper – Shaper is passionate and wilful. Shaper maintain the positive mental attitude
and find out the best way to overcome the challenges facing by the team.
 Finisher – Finishers can be referred ass the perfectionist, who detect the errors and strive
to ensure that the team will achieve the goal within deadline (Organizational Behaviour:
Definition, Characteristics and Nature,2019).
 Coordinator – Coordinator plays traditional team role. They are mature and confident
and having great listening skill. They listen to team members and guide their activity.
Coordinator are good at delegating the duties.
 Team worker – Team worker are the people who ensure the unity of the team and
resolve all the conflicts ans issues which is affecting the team dynamic. Team members
are very supportive of the team.
 Resource investigator – Resource investigator are the people who is very enthusiastic in
nature and have great negotiating and networking skills. Through their networking skills
they develop the external contacts and negotiate for resources for their team.
 Evaluator – These are the critical thinker and prefer to analyse the information before
making any conclusion and also motivate others who are slow in decision making
(Senaratne and Gunawardane, 2015).
 Specialist – People who are the expert and experienced in particular area of knowledge
play the role of specialist. They contribute in team when the really need expert in critical
situation.
 Plants – Plants are the innovator of the team and come up with the new 9ideas and
approaches that help the team resolve any kind of problem or challenges.
CONCLUSION
From the above study it has concluded that groups and a team both are different in
possession of the achieving the goal. Team can be effective and ineffective but effective team
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has a set of common goal that helps the organisation to achieving its overall organisational goal.
Tuck man team development theory describes the 5 stages of the developing effective team and
Belbin team roles describe the different roles which is played by the team to lead in a direction to
achieving the organisational goal.
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REFERENCES
Books and Journals
Chumg and et.al., 2016. Factors affecting employees' knowledge-sharing behaviour in the virtual
organisation from the perspectives of well-being and organisational behaviour. Computers
in Human Behavior. 64. pp.432-448.
Elsmore, P., 2017. Organisational Culture: Organisational Change?: Organisational Change?.
Routledge.
Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers: A
group and multicultural approach. Routledge.
Peralta and et.al., 2018. Team development: Definition, measurement and relationships with
team effectiveness. Human Performance. 31(2). pp.97-124.
Raley and et.al., 2017. The role of communication during trauma activations: investigating the
need for team and leader communication training. Journal of surgical education. 74(1).
pp.173-179.
Senaratne, S. and Gunawardane, S., 2015. Application of team role theory to construction design
teams. Architectural Engineering and Design Management. 11(1). pp.1-20.
Online
Difference Between Group and Team.2016.[Online].availabloe
through<http://pediaa.com/difference-between-group-and-team/>
Organizational Behaviour: Definition, Characteristics and Nature.2019.[Online].Available
through<http://www.yourarticlelibrary.com/organization/organizational-behaviour/
organizational-behaviour-definition-characteristics-and-nature/63741>
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