People in Project Management: Team Dynamics and Self-Evaluation Report

This report presents a comprehensive analysis of a project experience, focusing on team dynamics, self-assessment, and the application of theoretical models. The project, centered around a student's pursuit of a Master's degree, is examined through the lens of Bruce Tuckman's stages of group development (Forming, Storming, Norming, Performing, and Adjourning). The report details each stage of the project, highlighting the challenges and conflicts that arose within the team. Furthermore, the Belbin Model is employed to evaluate team roles and their impact on the project's outcome. The analysis includes a comparison of self and observer perceptions, team role preferences, and an assessment of the team's strengths and weaknesses. The report also incorporates a discussion of the Belbin results, highlighting how the model can be used to determine leadership styles and team roles and how they can affect team dynamics. The report concludes with an overview of the project, the lessons learned, and the factors that contributed to its failure, offering insights into effective project management and team collaboration.

Running head: PEOPLE IN PROJECT MANAGEMENT
People in Project Management
Name of the student:
Name of the university:

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Author Note

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Abstract
The purpose behind this particular section of the assignment is to prepare a final
research paper on the basis of the previous papers submitted to understand the
research that is about to be conducted. With the study of the report related to the
education sector, this is where the report is to head at. The project is to study the skills
of the self that is to follow with the Tuckman’s model an at the same time has to be
assessed and analyzed as well. The entire process would follow through the previous
draft that has been posted in support of the following of the Tuckman’s model. Based on
that the second part of the assessment would follow, where the analysis of the self-
assessment has to be done. This would include the team role composition, the
comparison of self and observer perceptions, the team role preferences, the ability for
maximizing the potentials, the strength and weaknesses of the observed team roles.
This would finally be presented with the list of observer responses and a suggested
workstyle. The presentation of this analysis would represent the results so that it would
be easier to analyze about the strength and weaknesses of the self.

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Table of Contents
Title: ‘Self-evaluation through the Belbin Model for evaluating the Tuckman’s model of
group development’.................................................................................................................
Discussion on the project:...............................................................................................4
Understanding the stages:..............................................................................................5
Analysis of the Belbin results:.................................................................................................
The elements learned from the self-reflection:.......................................................................
References:...........................................................................................................................

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Title: ‘Self-evaluation through the Belbin Model for evaluating the Tuckman’s
model of group development’
The project that is to be presented in this respect is the final evaluation report
based on the research and analysis done before. This was based on the factors where
the different strategies implemented by the Tuckman’s model has been used for the
group development project. Under this impression that the development of the group is
following the process as described in the Tuckman’s model, this would be evaluated
with the help of the Belbin’s Model (Turner 2003). As per the draft prepared before, it
was found that there have been inclusions of the five stages as prepared by the
Tuckman’s model, including the forming, storming, norming, performing and adjourning.
All these stages, as suggested by Bruce Tuckman would be evaluated to find out how
appropriate is the inclusion (Murawiński 2017). The analysis of the same would be done
with the help of the different model of evaluation from the Belbin Model, where each of
the stages would be analyzed as per the detailed description. The development of every
stage would be included in the following section in details.
Discussion on the project:
The stages that is gone through clearly described how the student performed
their study for the group development and implemented the same in the real-life as per
the Tuckman’s model (Lynch, Lynch and Clemens 2018). The different stages that have
been shared in the entire life cycle of the development specifies the Tuckman’s model
and its implementation in the group development. These comprise a total of five stages,
including the forming, storming, norming, performing and adjourning (Tuckman 1965).
All these stages are thought to be absolutely necessary for allowing with the team to
grow up, face challenges, tackle the problems, plan the works to be done and deliver the
results. In the light of the Tuckman’s model following has been the total work done
throughout the group developmental activity:
Forming: In this stage, the decision was made to study masters abroad after
graduation. Thus, the researches about the different universities abroad that were above
and closer to the expectation of the student was researched about and shortlisted. Then,
the processing of each of the shortlisted universities were checked on, only to find that
they were complicated enough to handle (Gutiérrez et al. 2019). It was then strategized
to take advices from the people who are already studying in the university so their help
was taken to follow a consultancy. The consultancy helped in the best possible way so
that the student can perform throughout the process and achieve the goal in getting
enlisted in the desired universities in the USA. Thus, the team of three, that is the
student, the senior expert and the counselor was in action for the sole purpose of getting
the student admitted to the best college possible.

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Storming: This phase was to evaluate the applications sent to the universities by
the student. Surprisingly, none of the universities responded to the application of the
student. The team was even then waiting for one more week for the responses. Then
the team decided to change the credentials of the course and the agency tie ups so that
the student could have another chance at this as there still had been no response.
Based on these, an argument followed, as the first conflict between the team. The
differences in opinion within the team prevailed and the harmony was lost. The flexible
coordination and cooperation were lost due to the dispute.
Norming: Days were wasted due to the lack of a solid solution to the problems.
The tie ups finally worked and an offer letter from a university was later received within
the expected time. Followed by this, the goal of studying masters in mechanical
engineering was set, just no in the expected university.
Performing: The payment was proceeded, although the conformational was
conditional. It was based on the fact that the student had to clear the GRE exam. Then,
another day, it was found that the GRE test was not at all necessary and instead, IELTS
must be given. The student was agitated.
Adjourning: The final assessment brought about that the IELTS was to be given,
but at this short notice, it was impossible for the student to prepare and appear at the
exam. Therefore, it was ultimately a failed group project, where the master’s goal was
dropped off.
Understanding the stages:
With the analysis of the entire project as the team work, there are several
understandings gathered about the total team project (Cesta et al. 2017). This would be
described in details in the next phase with the detailed study according to the Tuckman’s
Model analyzed by the Belbin model to analyze the failure as the following:
TEAM ROLE COMPOSITION: The team comprised of the student, the senior
expert and the student counsellor. The role of the student was to research and analyze
the best possible help to achieve the goal of being enrolled as a student in a university
of USA following the courses of masters in mechanical engineering (Drury 2018). The
senior expert was to advice about the resources required and the counsellor was to
provide information to the student about the available course, universities and be the
contact bridge between the student and the university.
COMPARING SELF & OBSERVER PERCEPTIONS: As a self-observer, the
conflict between the team was never solved, resulting in more fallouts (Twardochleb
2017).

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TEAM ROLE PREFERENCES: The role of every person was to advice for the
better, so the senior executive and the counsellor could have advised for available
resources and information (Omar et al. 2016).
TEAM ROLE FEEDBACK: No feedback was taken by any member of the team
to analyze if the team was having problem while working together (Quiñones 2018).
MAXIMISING THE POTENTIAL: Taking feedbacks could have maximized the
potential of the team, which was not done (Simeunovic and Landelius 2017).
FEEDBACK & DEVELOPMENT STAGES: The development stages would begin
once the team would provide information about the issues and challenges that the team
was facing, which is why, the development was not followed as a team resulting to the
failure of the team in reaching the goal (Wallace and Becker 2018).
OBSERVED TEAM ROLE STRENGTH AND WEAKNESS: The team role was
not followed properly (Flores-Parra et al. 2018). The strength was the constant
communication, but with time and arguments, the communication became weak
between the team members, which ultimately resulted to the failure of the entire task.
Analysis of the Belbin results:
There are various Belbin applications. The reason is that Belbin can determine
the way the leadership styles and team roles can affect the teams. This there as the
diagnostic tool for the individuals and individuals for achieving better teamwork
(McCormack et al. 2018). Thus, the project leaders are able to utilize Belbin from the
beginning of the project such that team members can understand each other. The
project leaders have been Belbin as the project goes on for determining and
demonstrating the weakness and strengths in the team’s working style or as there is any
miscommunication (LI et al. 2018). This can be evaluated with the clashing type of team
roles. Here, the project leaders utilize Belbin for identifying the way the best lead the
coach and team with distinct team members that is customized for team roles,
requirements and behaviors. The project leaders have been using Belbin for deciding
how the candidates can fit best with team roles already in the project team. The human
resources and line managers have been using Belbin for consulting the staff who like to
advise for future career improvements. Again, the human resources have been using
Belbin for hiring staff fitting to the organizational necessities (Abdulrahman 2016). The
Belbin is a type of self-diagnostic tool supporting the team members for rising personal
efficiencies and self-awareness. In this research, the outcomes are utilized of 730-
Research and development employees having to finish the Belbin Tam Role Self-View
Point for seven years. At this place, the inventories are done primarily by the research
and development teams in UL and Netherlands. The maximum of the teams has been
proved to be cross-functional that also involves activities such as supply chain,

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marketing and maximum of teams are around cultural employees. Again, the
participants have been finishing the Inventory of Belbin on-line (Paulamäki 2018). Here,
they have been considering fifteen to thirty minutes to finish the inventory. As the study
gets completed, the respondents get their individual Belbin report through email. Here,
the reports of Belbin utilized are the individual reports, analysis results of the team roles
in rank orders, self-perceptions team role profiles, counseling reports, personal working
style, character profiles and the working relationship of the candidates and the team
report (Aguilar et al. 2018).
The research results:
Having 730 respondents, the Research and Development results for the various
respondents with scores having “preferred roles” highlights the following outcomes.
Row 1 PL SH CO ME CF TW RI IMP SP
Row 2 167 175 212 218 219 226 229 235 267
Row 3 23% 24% 29% 30% 30% 31 31% 32% 37%
Row 4 30%
 Row 1: Indicates to Belbin Team Roles
 Row 2: Number of candidates having the role as the preferred role where N=730.
 Row 3: The percentage of candidates having the role as the preferred role or
N=730.
 Row 4: This the average percentage of every preferred role.
For instance, there are 167 respondents scoring pants as the preferred role. It is
23% of N=23 respondents which is indicated form the above table. It is clearly seen that
23% of the reactants have been planting as the preferred role and 24% have the shaper
scores that are near to 30% for monitor evaluator, compete finisher coordinator, team
workers and implementer and resource investigators. Again, 37% of the reactants have
specialists are the preferred role. Thus, on average every preferred role comprises of
the scores of 30%. The roles on the averages have been preferred by near to 30% of
respondents. The fact is that every preferred lie has been scored through near to 30% of
respondents indicate that there a smart admixture of people and the organization never
recruit particular characters. Here, the highest score of the specialist is intended to be
the research and development scenario.
Apart from that, a third score that is related to the resource investigator denotes
that researchers lack to look inward. However, the scouting for the possibilities and new
options external to the teams has been working in the area. The research is done on the
R&D scenario of the quick moving company of consumer goods having various
competitors and various launches of the latest products in market. For these quick

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decisions can be asked with the styles of visionary leadership with a huge amount of
energy. It is the reason why maximum of teams of product innovation is performed in
Belbin Inventory. They have the project leaders scoring Shaper in the preferred role.
Besides, the shapers at the maximum time are the largely energetic ones moving across
for finding the foal and sense of urgency. At the R&D scenario, they fight the windmills
as the speed of action and making the decision at the scenario that is much slower for
them. Here, the cause they have opted as the project leaders is for obvious reason that
R&D requires to provide science for putting the products in market very fast, though
scene could never be pushed. Apart from that, the teams of scientists are able to seen
these kinds of leaders stimulating though the point to stay amusing. Nonetheless, one
must begin to be irritating as the shaper has been much pushy at the contents and
behaving such that it cud be accepted socially. Here, a smart cooperation is helpful
since the coordinator is able to determine the effective manner for instructing the group
to get the tasks done. Here, the coordinator is the gatekeeper placed between the paper
and team. Here, the coordinator is able to translate the bursts of energy of Shaper of the
team. This is through saying what she or he can need to saying that as one performs
that, do would be okay. This is a perfect match. Thus, it can be concluded that the
shaper is a bad guy and coordinator is good guy. Further, various functions of the team
could be done well such that coordinator is seen as the shade of the team. As no good
coordinator is present, the non-verbal and verbal messages of that Shaper could never
seem to be coming from the team.
The elements learned from the self-reflection:
It is also recognized that the significance of the group works as per HE as per the
skill developments. Here, tutors and students must be equipped with the tools for
helping students in teamwork (Moon 2009). It is observed that the work of the group is
core to various sectors of personal and academic development tasks of Belbin. This
starts from the joint activities of problem-solving and critique. This is to manage the
concerns of the self in the learning course. The flexibility in the case of Belbin can be
understood from the Johari Window, this gains strengths that it is able to act on itself or
the assimilation with other models. For example, the team role identification of Belbin
and process of Group Development. It was designed by Harry Ingham and Joseph Luft
or American psychologists during 155 as the measure to analyzing of self-awareness,
group development, personal development and knowing relationships (Cruz 2019). This
model is useful and simple tool to illustrate and develop the self-awareness and the
mutual understanding resent between members of the team. This can also be utilized for
improving and analyzing the relationship of the group with other teams. At the present
day, the model is particularly relevant for Belbin because its focus and effects on soft
skills, empathy, behavior, cooperation, interpersonal development and inter-group
development (Tran 2018). The window present within the mode is never fixed and could

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be changing the size on the basis of activities from individuals following the feedbacks,
individual self-evaluation, self-disclosures and observations from others. It can also be
utilized with various other contexts (Schoss, Mauer and Brettel 2017).
It can be definitely said that BTRSPI has comprised effective credibility at the
area. The capability of changing the method of thoughts can also be admired. It is seen
that Belbin and the role of its teams has been categorizing individuals to what they are
perceived as per the outcome of their behaviors and characteristics. That previously
could have entered the mind of the researcher at any level. It has been remarkable
accurate particularly relate to the permitted weakness. Moreover, the BTRSPI has
supplied the in-detailed thinking to understand the team dynamic and the different type
of behavioral characteristics. Here, for example, as anyone is silent never means that
they perform to comprehend. Rather this s because they can adopt the role of Monitor
Evaluator. The loud group member that can be interpreted as authorities and
overbearing is the role of the Shaper. The research has also been helpful in opening the
mind towards the internal activities of the groups and cause beyond the issues arising.
Hence, it can be definitely said that as per BTRSPI, individual is able to take the offence
simply due to the roles preferred and misunderstand the analysis. They believe the roles
preferred for real roles. It can be also thought that finishing the BTRSPI is able to eave
few to feel deflated as they make an attempt for changing the character since they never
agree with the outcomes. At this situation, the probable drawbacks are the team of the
project is never altered the views from other projects interfered with opinions while
seeing the behavioral type of traits. This is complicated for a various distinct project. As
per the research the demography of the team is able to affect the process of the team
like social integration and communication. This in return is able to influence the
organizational results. This never denote that as one is present in a distinct team; the
social grouping is able to change the tact. This is interesting to go through further
analysis of the area to understand as the preferred roles can drastically alter the change
as per the situation of the project. Further, the assessment of Belbin of the behavior of
CEO at the recent project of NEAMA has been supporting and validating the theory of
the Belbin of the team roles and the related behaviors. Nonetheless, here is evidence
that supports the behavioral characteristics of the roles that are preferred least. This is
albeit to a lesser extent differentiating and focusing on the relationship between the
team role preferred and the capability of performing the role at the team. The theory of
Belbin is on the basis of premise of the distinct team members chosen for performing
the nine-team roles preferred. On the other hand, the NEAMA project has been self-
selecting in nature as per the virtue of the position at the company. This comprised of
less than nine number of team members. The theory of Belbin has been limiting in
nature, especially as per the team members at the NEAMA project is needed to be done
from minim roles preferred as per the Belbin theory. Again, providing the
accommodation of the missing roles as the situations dictated with that success has

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been dependent equally on the ideas like “team role dynamics” and “balanced teams”.
Lastly, it is also recommended that the creative problem-solving workshops are been set
up such that more introvert specialist and plants can join and have the totally creative
efficiency within them and every participant are to be used.
It can be concluded from the research that the Research and Development
environment has effectively sued Belbin with the teams of innovations intending to
accelerate the process of innovation with smarter teamwork. This has provided
instances of individuals and teams having the respect towards leadership styles,
creativities, developing mixed teams and other cases displaying the benefits and issues
to use Belbin Team Roles. The anecdotes and cases are demonstrated in the above
study to investigate the insights to the Belbin tool’s power. The dynamics of the NEAMA
project team have already played a vital role in the failure of project. This took place as
the team members were seen to be coming together despite any shared evaluation of
common goal or purpose. Again, the team members have been seen to harbor the
secret agendas for the case of MD. This is the destructive secret agenda that has been
underpinned through the necessity of social and power influences. Further, development
of NEAMA team has been demonstrated to be dysfunctional. The norms of the groups
were never implemented which has led to the lack of trust and the reality that is shared
which is dominated by the behavior of tasks at that cost of positive emotional and social
behaviors. The unsuccessful storming and forming stages are assimilated with the
necessity of MD for exploiting the legitimate and information power supporting secret
agenda leading to the NEAMA project failure.

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