Analysing Teamwork: XS4007 Organisational Behaviour Red Arrows

This case study solution examines the organisational behaviour of the Red Arrows, a Royal Air Force Aerobatic Team, focusing on the differences between teams and groups using the Belbin model, various network communication models, the concept of a Virtuoso team, and the importance of group cohesiveness. It analyses Belbin's team roles within the context of the Red Arrows, highlighting action-oriented, people-oriented, and thought-oriented roles. The report concludes by emphasizing the significance of understanding organisational behaviour patterns and communication networks for effective teamwork and performance, providing a comprehensive overview of the Red Arrows' organisational dynamics.

Xs4007 Organisational
Behaviour

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
QUESTION 1..................................................................................................................................3
Difference between a team and a group stated by Belbin model................................................3
QUESTION 2..................................................................................................................................4
Network communication.............................................................................................................4
QUESTION 3..................................................................................................................................5
Concept of Virtuoso team............................................................................................................5
QUESTION 4..................................................................................................................................5
The importance of group cohesiveness to the red arrows............................................................5
QUESTION 5..................................................................................................................................6
Belbin's team roles.......................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................1

INTRODUCTION
Organisational behaviour is regarded to be one of the entity that is in regard to every
organisation where the definite set of activities like that of operational policies as well as the
management and employee co-ordination everything will fall in regard to identify the behaviour
of organisation. Organisational behaviour will stand as an identity for the organisation and that
with regard to every market is said to be one of the important criteria (Aswathappa and Reddy,
2009). The report entirely deals with of the organisational behaviour will represent upon the
decision making criteria of the organisation along with the principle that are included in it. The
organisation that is more than in this regard is Red arrow. The organisation is a retailing
company and the organisational behaviour of this particular entity is brought about by different
certain days that are in regard to the standardization of product.
MAIN BODY
QUESTION 1
Difference between a team and a group stated by Belbin model
Effective team beneficial for improvement in quality of organization performance and
team is group of so many people who work for the common task. A group is collection of people
where individual coordinate the other and develop efforts. Red Arrow company has multiple
store, and they provide multiple products with uses of online and offline services. Belbin model
useful for understanding about individual behaviour influence the work culture and it can
improve the business performance are as follows,
Action oriented roles
Companies consider this strategy for the expansion of effective team development,
analysis that which challenges affect the team improvement, and prepare strategy for them,
completion of this strategy implement prepare strategy. It’s essential because people effectively
perform in team and provide better result. Red arrow company implement this strategy because
of their multiple sections effectiveness improvement.
People oriented roles
This is traditional method where individual team leader refers as a chairman, they provide
information and guidance to team for particular goal achievement. Team leader develop
efficiency in their communication and provide effective information training for the team work

culture management. Encourage people and resource investigator explore the outside
opportunities for powerful management of organization behaviour. Almost every large size of
business applies strategy for team building.
QUESTION 2
Network communication
Certain types of network communications that will fall in regard to maintaining a proper
communication channel in the organisation. This is necessary because it is not until when all the
ideologies are properly and handstand are communicated that they get to understand the
ideologies which are to be included. In this regard the certain models that will fall as the
communication networks for the organisation are as follows:
Y network: the Y network is when all the superiors as well as the subordinate can easily
communicate with each other (Wood and et.al, 2019). An individual that is taking a project or
dealing with certain entity of work in the organisation can easily go and communicate their ideas
and ideologies to their superiors as well as a subordinate such that it gets clarified and there will
be no misinterpretation with regard to the work. This is the type of work where the transfer of
data can be easily carry forwarded and there is no objection with respect to the hierarchy.
Wheel network: wheel network communication model is said to be one of the formal
organisational model where the employee is more oriented with the type of approaches that are
usually dealt with aiming towards the task. This is mostly preferred by those professional
companies where the leadership is usually at most priority. In this particular communication only
the senior employer will communicate the ideas from the hierarchy to the team and he will be the
in charge among themselves.
Chain network: the shared network is a considerable communication network where there will be
a structure which is maintained by people to communicate with each other (Balwant, 2018). In
this regard a manager as well as an employee will communicate with each other along with the
chain of command that is being followed by different hierarchy of the organisation. This
communication as a likely to consume required network within no time.
Circle network: in this type of network a typical processes carry forward at where the higher
position employee as well as the lowest position employee gets the communicate with each other
with respect to the work prospect.

All channel of Star Network: in this particular network anybody can communicate with each
other in the organisation and that will bring about the flow of communication. This is necessary
in order to co-ordinate with each other in regard to the problem and that is brought about by
various formulations. This is also regarded to be one of the proper channel where the managers
as well as the employees will go hand in hand with each other (Miao and et.al).
QUESTION 3
Concept of Virtuoso team
The concept of virtual supreme is such that whoever may be the person in the team they
will gradually give them the space in order to move ahead with a remarkable orientation that is
required to bring about the high performance. That in this regard of the organisation red arrows
is set to be displayed by teamwork which is mounted by different patterns and that can be
brought about by the space which is given to prepare themselves to combat the target
(Majumdar, 2018). The only thing that will have to be entered the traffic to the team red arrows
is to train them accordingly in order to collectively move ahead with the specified as such that
they can perform and a better possible manner. This can involve a different patterns like that of
shaping their entire phenomena by the formulations that will involve proper facilities that are
necessary for training. All the conventional rules that once established will have to be eradicated
and they will have to collaborate in the means of working towards a task and that is what is being
depicted by the virtuoso team.
QUESTION 4
The importance of group cohesiveness to the red arrows
Group cohesiveness defined about the project that coordinated among the three co-
workers and keeping them with high estimation and also make sure for having their more proper
submission. While working in organization red arrows can easily achieved more targeted and can
achieve more estimation about for working with team members. As this could also completed
with having highly impacted over through which the sources and led them with having more
powerful estimation (Külah and Alemdar, 2020). Team members are being highly trained and
developed with their work and also led them with having highly effective manner cost for
working with team. Communication and coordination are must be important for them and that
could also led them with having highly source and try to make sure for taking their decision
making process. As working for the organization in team this could easily to make them

communication about any work and capacity for working with how usually they are dealing with
them.
Alongside, the bonds between the people towards keeping interaction and make sure for
having their working process in effective team members that could easily help them.
Interpersonal attraction have preference or want to interact with each other and also seeking out
for some better estimation. While having such things this could also led them for working with
high effective process and keep their team members for working with many more factors in
organization (Ninomiya and et.al., 2020). Commitment to the work of group this could willing to
work more together and analysis about their system for completing about tasks. When working
in group members trust must be important for knowing about how they can usually work and
keeping them for having their rights in decision. Stages of the group that could also led them for
having their proper completion goals and objective about organization.
QUESTION 5
Belbin's team roles
Belbin's team roles often more about each team members have been clearly
responsibilities in Red Arrows.
Creating more balanced team this could led them with having
more better estimation about those activities which can be performed and also make sure for
having their more effective things. Team leaders and team development help the Belbin's team
while for offering the better team roles and make sure about their working process.
Action
oriented roles this could keep their communication, decision making, complete finisher, shaper,
implementer and so on (Gander, Gaitzsch and Ruch, 2020). Along with this for working with
high effective things in team roles and keeping them with more process that could help them for
knowing about how usually they can deal.
People oriented roles ones who takes more about their
responsibilities towards the traditional team leader role and keeping them with high effective
sources. They guide more about how to ride and bring out pilot for working with their employees
with full succession.
Though oriented roles this could also essential for knowing about how they are dealing
and keeping their proper estimation about for completion over anything in organization. The
creative innovator that could come with more ideas and responsibilities for which the highly
effective terms and condition can work. As they can work with poor communication and also try
to ignore many things. Which might not be mandatory for having their organization among their

team members (Ampuero and Abreu, 2021). This could also keep some of the strength and
weakness for working within team and make sure about their effective terms and bring out more
effective conflict between the co-workers and many other employees in Red Arrows. Learning
more about roles and keeping them with highlights and also make sure about their more
employee roles for which the system can easily take place.
CONCLUSION
The entire report concludes up on identifying all the patterns of organisational behaviour
and how far it was in regard to the given case study. Through this organisation one can easily
understand the differences between team and group and also will bring about the pattern of
network that are necessary to communicate. Also the formulations that are incorporated in order
to bring about the importance of group cohesiveness with regard to red arrows along with the
physically isolated pattern that they are usually following is depicted. The analysis that is
portrayed in regard to supporting of team is also extended on a better possible term.

REFERENCES
Books and journals
Ampuero, M.A. and Abreu, A.L.I., 2021. Developing a Model and a Tool for the Formation of
Project Teams. In Latin American Women and Research Contributions to the IT
Field (pp. 240-262). IGI Global.
Aswathappa and Reddy, 2009. Organisational behaviour (Vol. 20). Mumbai: Himalaya
Publishing House.
Balwant, 2018. The meaning of student engagement and disengagement in the classroom
context: Lessons from organisational behaviour. Journal of Further and Higher
Education. 42(3). pp.389-401.
Gander, F., Gaitzsch, I. and Ruch, W., 2020. The relationships of team role-and character
strengths-balance with individual and team-level satisfaction and performance. Frontiers
in psychology, 11.
Külah, E. and Alemdar, H., 2020. Quantifying the value of sprints in elite football using spatial
cohesive networks. Chaos, Solitons & Fractals. 139. p.110306.
Majumdar, 2018. Organisational Behaviour. Abhigyan. 36(2). pp.74-76.
Miao and et.al, 2020. Ethical leadership and unethical pro‐organisational behaviour: The
mediating mechanism of reflective moral attentiveness. Applied Psychology. 69(3).
pp.834-853.
Ninomiya, T. and et.al., 2020. A causal role for frontal cortico-cortical coordination in social
action monitoring. Nature communications. 11(1). pp.1-15.
Wood and et.al, 2019. Organisational behaviour: Core concepts and applications. John Wiley &
Sons Australia, Ltd..
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