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Teamwork Reflection Case Study Sample

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Reflection

Reflection is an essential exercise in learning and development as it increases the mental ability to learn and apply knowledge in practical situations.  In the review, a person analyses the past experiences and concerns and derives meaningful conclusions. It is essential to identify different aspects and use them in personal growth. In the present, a reflection is taken for the case group study assignment. We were five people, and the assignment was to analyse a case study, given by the tutor.  Working in a group can be challenging, as there can be conflicts at different instances regarding the case’s direction, personal responsibilities, and individual contribution. In the present reflection, the teamwork in the case study assignment will be analysed with Belbin’s team role model. In end, an action plan such that the vulnerabilities found may be solved.

Belbin’s team model states that when a team is performing as per the expectations or best, the teamwork as an alliance. In this alliance, each group member has a particular or specific duty. Also, this group member is dedicated to his responsibility or role towards the task. These responsibilities are clear, and every part required for the proper fulfillment of the team’s role is performed thoroughly.  It can be reflected from the experience that there are no individual strengths and weaknesses when teamwork together, but the weakness persists at the team level. It means that personal liability can affect the team significantly. Therefore, a person can support the team by understanding his involvement with the team better and managing the weaknesses and the strength at the team level.

Belbin’s model is focused on developing more balanced teams. The balanced teams refer to the types of units in which each member has a different contribution. However, if more than a single person demonstrates a similar behavior, it can negatively affect the team. If the team members have a parallel king of weakness, then that weakness will emerge. Therefore, different team members must have a different contributing role to the team.  Moreover, if the team members have similar strengths, they will compete with each other rather than complementing one another and contributing to the common goals. The team leader needs to assure that the team members have different roles and responsibilities, which best suits their styles (Mathieu, Tannenbaum, Kukenberger, Donsbach, and Alliger, 2015).

The team roles defined in Belbin’s model are based on personal observation and the individual communication style of the individual participant of the teams. In most of the teams, an individual tends to attend a particular team role, which depends on the behavior and the personal style of that individual. Certain other factors, such as the individual’s natural working style, interrelationships with other working people, and the task at hand.  According to this model, the members of the team also affect the behavior of the team participants. According to this model, there are no team positions that can be divided into action-oriented, human-oriented and thought-oriented classes. Each group role is characterized by different behavior and personal strength of the team member.  According to this model, each part also has some associated weakness with the team roles. The action-oriented roles are shaper, implementer and completer-finisher. People-oriented positions are coordinators, teamwork and resource inspectors. The thought oriented roles refers to the plant, monitor-evaluate and specialist. In the action-oriented roles, the shaper challenges the team’s performance and motivates it to innovate. The implementer strategizes to put the ideas into action, and the finisher ensures that the tasks are completed on time (Eubanks, Palanski, Olabisi, Joinson, and Dove, 2016). 

The coordinator acts as the team’s chairperson and the tram workers promotes cooperation between the team members. The resource investigator handles and explores all the resources inside the team. In the thought oriented roles, the plant is the designated person, who presents new ideas and approaches within the team members, the evaluator analysed different roles and the specialists provides special or technical skills for the assigned task (Ruch, Gander, Platt, and Hofmann, 2018).

In the present task of case study analysis, I worked as a coordinator. I found there were a lot of problems, as various groups came together to work together. There have been some issues in which there have been disagreements among team members. A few participants were always quarrelling as their approach to the case study was quite different. It was a great struggle to hold all sides satisfied in the problem-solving process. I realized that pointing out the mistakes of other is never a good idea. Moreover, it is important to understand the problem from every one’ perspective and hear every person out (Platt, Ruch, Gander, and Hofmann, 2017). The solution proposed must be positive for each team member. There was one situation in which two team members clashed during a case study solution. It was because both of the people were interpreting the case study differently. They didn’t back off, instead they began calling each other names. In this situation, it was important to intervene, so that the matter does not heat up more. I listened to all the citizens and performed a survey to affirm their opinion. It was a just action in the present case.

Being the team coordinator, I took on the team leader’s traditional role or the chairperson of the team. The duty given to the team was to do that solve a particular management case study within a specific time frame. As a coordinator, I guided the group regarding their specific objectives. I have also identified responsibilities and duties for each specific member of the team. I realized that to be an effective coordinator, or the team leader, I need to have excellent listening skills. I also need to realize the specific value that each team member is bringing to the team.  It is important to be calm and good-natured irrespective of the team members (Meslec and Curşeu, 2015). The delegation of duties is often an essential function for the organiser. I realized that it is important to delegate tasks according to each team member’s personal strength and interest. It is necessary so that each task can be competed with efficiency and highest productivity. People tend to be more dedicated towards the task which appeals their interest.

It can be reflected that good communication skills are essential in being the team leader. The team leader must be willing to discuss various solutions, establish contacts and compromise on behalf of the whole team. They must be able to work with the external stakeholders to accomplish the objectives of the group. Therefore, it is essential to communicate the ideas to different people in a healthy manner and be receptive to others’ innovative and beneficial ideas. The project coordinator can still have the potential to inspire others. There are several instances in teamwork in which the team members cannot work as per their expectations. It reduces their confidence and weakens their motivation. Lack of motivation is harmful as it affects the overall productivity of the team.

It can be concluded that there are several team roles and each function should be adequately fulfilled so that the team’s objectives are fulfilled. I worked as the team coordinator and fulfilled various responsibilities as the decision-maker, negotiator, representative, and motivator. I realized that in order to become an effective communicator, a person requires good communication skills and extroversion ability. They are also helpful in making contacts. I perceive that I lack these qualities and need to work on them. I ‘m trying to attend engagement workshops to accomplish the goals. Other than that, I will also take part in debates and extempore. I’m trying to read self-help books and watch videos that will help improve my communication skills. In this action plan, I have produced a timetable of two months, and I will keep track of my results.

References;
  • Eubanks, D. L., Palanski, M., Olabisi, J., Joinson, A., and Dove, J., 2016. Team dynamics in virtual, partially distributed teams: Optimal role fulfillment. Computers in human behavior61, 556-568.
  • Mathieu, J. E., Tannenbaum, S. I., Kukenberger, M. R., Donsbach, J. S., and Alliger, G. M., 2015. Team role experience and orientation: A measure and tests of construct validity. Group & Organization Management40(1), 6-34.
  • Meslec, N. and Curşeu, P. L., 2015. Are balanced groups better? Belbin roles in collaborative learning groups. Learning and Individual Differences39, 81-88.
  • Platt, T., Ruch, W., Gander, F. and Hofmann, J., 2017. Team Roles: Their Relationships to Character Strengths and Job Satisfaction. Journal of Positive Psychology.
  • Ruch, W., Gander, F., Platt, T. and Hofmann, J., 2018. Team roles: Their relationships to character strengths and job satisfaction. The Journal of Positive Psychology13(2), 190-199.

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