Organizational Behaviour: Group Formation, Teamwork, and Technology

This report delves into organizational behaviour, focusing on group formation and teamwork. It begins by defining groups and teams, differentiating between formal and informal groups, and outlining the purposes of team preparation. The report then details the steps involved in selecting team members, followed by an explanation of Belbin’s theory, which identifies nine team roles. Tuckman's team development stages (forming, storming, norming, performing, and adjourning) are also discussed. Furthermore, the report explores factors promoting effective teamwork, such as collaborative decision-making, cohesiveness, diversity, and the importance of team building activities. The impact of technology on team functioning within Tesco and J Sainsbury PLC is examined, highlighting the role of technology in improving customer services through Wi-Fi, CRM systems, and other tools. The report concludes by referencing key sources on organizational behaviour.

Organizational Behaviour

Process of group formation
Group can be defined as a collection of individuals whose main aim is to achieve
goal and objectives. On the other hand, individuals with different complementory
skills which are helpful in completing the task is called a team.
There are mainly two types of groups, which are as follows:
Formal group: This type of groups are formed by the organization in order to
achieve desired goals and objectives of the firm. These groups are regulated by
rules and regulations of the organization.
Informal group: This type of group are formed for the personal benefit of the
employees.
Following are the purpose for preparing a team:
 In understanding the decisions more effectively.
 For better participation and contribution of implementation of plan.
 Better contribution for decision making and problem solving.

Cont...
Following are the step involved in selecting team members:
 Understanding the task and identifying the skilld required to
complete the task.
 Talk with the employees or the head staff regarding the workers who
possess the relevent skills.
 Employees should be rated according to their abilities and
communication skills by the supervisors.
 Listing out the employees who possess required skills in completing
the task effectively.
 Make sure to the team members that they have members with detail
and innovative peoplewho are inspirational and who know how to
implement plan.
 Personal clashes should be avoided.

Cont...
Belbin’s theory: According to Belbin there are nine types of behaviours which an
individual displays on the working environment. Following are the nine types of
roles which according to Belbin defined:
Resource investigators: These individuals are the one who provide insight knowledge. In
simple words, they put plan into action.
Teamworker: These individuals use versatility for identifying the required work.
Coordinator: They focus on objectives set by the team and delegate work in order to
complete the task on time.
Plant: These employees are highly creative and solve problems easily.
Monitor evaluator: Make impartial judgements.
Specialist: They have vast knowledge of every thing.
Shaper: They motivate the employees so that they do not loose focus.
Implementer: They think logically and list out the favorable ways in achieving the goals.
Completer Finisher: They mainly focus on delivering high quality services in what ever
they do.

Cont...
Tuckman's team development stages:
Forming: This is the first stage in which the all the members in a team have positive
energy filled with in. Few of the anxious as they are not fully aware of the work
which have to be performed.
Storming: In this stage the individual push themselves to show others what they are
capable of and this results in conflict.
Norming: In this stage members start to understand their roles and responsibilities.
In addition to this, the get to know what other member in the group are really
capable of like their abilities and skills.
Performing: According to this stage the members have a good connection between
them. Member know what all are the skills and abilities of each individual in the
team.
Adjourning: This is the last stage of tuckmans model. After achieving the desired
goals, the group gets separated.

Factors which promotes the effectiveness of
teamwork
Team dynamics: These are the psychological or unconscious forces which affects the
team performance and behaviour.
There are many external and internal factors which separate the ineffectiveness and
effectiveness of a team. This may results in making the team strong, fills the
members with high level energy or develops competitiveness. Following are the few
factors which promotes the effectiveness of teamwork in the organization:
Collaborative decision making: Team is highly influenced by the open and clear
communication. All the mambers should be involved in decision making. It is very
helpful in knowing the different solutions for a particular problem given by the team
member. There should be effective communication so that all members feel free to
ask questions and should be able to share their issues and problems with each other.

Cont...
Cohesiveness: It bonds link between the members. Group which has high
Cohesiveness will be able to work more effectively and efficiently. On the
other hand the firm with low Cohesiveness will be marked as absenteeism
and the attainment will be low.
Dysfunctional Teams: The team will lack commitment towards the work or
they task they want to achieve. Member of the team will not have trust
among each other as a result the coordination among them will not be there.
The conflicts among the member will be high. Thus, the desired goals and
objectives will remain unattained.
Diversity: All the team is constituted by diversity of talents, personalities and
cultures. It is very helpful in developing innovation, creativity, respect
and develops awareness which are very helpful in effective team
work.

Cont...
Exercises for team building: Activities should be conducted so that
member may have interactions and could know each other. Team
should conduct activities which focus on improving areas like
creativity, communication or problem solving. In addition to this,
these types of activities will be helpful for boosting moral, building
up relationships and in understanding the strengths and weaknesses
of team members.

The impact of technology on team functioning within Tesco and
J Sainsbury PLC
Technology plays a major role in retail industry to transform the buying
behaviour of customers. Use of information technology in retail will be helpful
in providing competitive improvement sales. Both the organizations should
always update their technology so that they could provide better services to their
customers.
Improved services: Better business is only possible is customers are satisfied.
Improved technology has helped in improving the services to customers. It has
reduced the waiting time and has made the delivery of product fast. Moreover, it
is helpful in boosting up customer's loyalty and has made change in purchasing
pattern of customers. With the help of internet all the services of retail has
reached to the door steps of customers. There are many techologies which has
helped in improving services which are: e-mail, mobile phones, groupware,
computers, cloud computing.

Cont...
Wi-Fi: It is an inexpensive way through which retailers attract customers.
It has proved to be helpful in developing application like item's lookup,
inventory audits, pricing and labour scheduling, etc.
CRM system: This has proved to be increasing the customer's loyalty
through various loyalty programs, sending emails and providing
customers with all the information regarding the new schemes or offers
developed by retail stores. CRM has helped them to have data regarding
their customers which are very helpful in developing relationship with
their customers. In addition to this it helps to have a detailed
understanding regarding the purchase behaviour of the customers and in
increasing the value of customer's in the organization.

REFERENCES
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Schermerhorn, J. R. and et.al., 2011. Organizational Behavior. John Wiley &
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Shahnawaz, M. G. and Jafri, M. H., 2009. Psychological capital as predictors of
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