Belbin Team Theory Analysis

Team theories

By

AGBANIYAKA OLAJIDE

(AGBOSP1403)

Team theories analysis

Introduction

Various scholars have come up with theories that relate team performance with various elements. Many of the theories are very independent and thus; quote different factors and their relationship to team performance. Others define the nature through which the groups survive and the factors that determine group success or failure. Despite that there are many grounds through which the teams are formed, the performance of the team is dependent on the nature of management and relationship (Kelley, 1992, p. 78). The nature of team performance has been defined and described in many theories as will be

While making his numerous studies of different disciplines, he identified the roles of different people and their contribution to the team's success. The theory tries to identify the behavior of every person when subjected to a group environment. The assessment comprises of a 360-degree feedback mechanism from the observers. It also includes the responses from the individuals who own evaluation of their behavior (Utley, 2011, p. 175). The responders may contrast on how they see their behavior with the way their colleagues do. According to Belbin, the roles within the team are never equivalent to personality types. Belbin theory scores people on how strongly they express their behavioral traits from the nine roles defined by Belbin. A person may be able to demonstrate different behaviors when undertaking different roles in the team (Kelley, 1992, p.

Every individual desire is driven by the motive to be accepted by others. There are very few controversies. Many people are serious and feelings are rare. Everyone tends to be busy with the team routines like team organization. The team meets and learns about the opportunities at hand and the challenges facing the performance of the team. The members are learning about each other (Maples, 1988, p. 45).

Storming- this is the second stage of the team. The team members now have different ideas that are competing. Conflicts are obvious. Their team develops the nature of the leadership model to follow. There are many solutions created to solve the problems that the team is facing. Team members have leant about each other and were free to interact. Any idea raised by any of the team member is confronted squarely by others before been accepted or rejected. In the case of poor leadership, the team may never leave this stage (W Gibb Dyer, et al., 2013, p. 12).

Norming- this is the stage where all the differences are harmonized and the team members can agree on the way to go. The stage is very cool and every team member is determined to make the team goals achieved.

Performing- after settling, the team is now on the wheel to act on the set goals. This stage is labeled with numerous actions and activities that adhere to the team’s primary