Teamwork makes a dream work Essay Example | Topics and Well Written Essays - 1000 words

Teamwork makes a dream work - Essay Example This study aims towards conducting a in-depth analysis of teamwork. The nine roles of Belbin Implementer Implementer is a person who works for the benefits and interests of the company rather than being motivated via self-interest. The key qualities that acts as the strength for this role is self-discipline, attitude for working hard, common sense and the ability to organize. On the other hand the key weaknesses of this role include lack of flexibility and the inability to accept new concepts and ideas (BELBIN Associates, 2012). Co-ordinator Coordinator is the leader who is confident and self-controlled. The key strengths of this team role are that they have the ability to welcome all the team members on the basis of their merits and at the same time they also understand the objectives of the team. But they have an average ability in terms of creativity and intellectuality, which serves as a major weakness. Shaper Shaper is the team leader who activates the team and is highly dynamic and strong. The major qualities of this role are strong willingness and drive to challenge self-deception, inertia, complacency and ineffectiveness. Weaknesses include impatience and can be easily irritated and provoked. Plant Plan is an unorthodox type of team leader who works on his or her own wish. The key strengths are intelligence, in-depth knowledge and creativity. Weaknesses include the tendency to ignore rules and impracticality. Resource Investigator This kind of leaders works by forming a network of individuals who can produce ideas and is enthusiastic and extrovert. The main strengths of this kind of leader is willingness to accept anything which is new and the ability to respond to the challenges. The weakness includes the tendency of losing interest once the newness has gone away. Monitor-Evaluator This team leader is characterised by making up his mind and finally reaching to a decision which is shrewd. They are cautious and unemotional and have strong sense of discre tion and judgement. Weaknesses include the inability to motivate other people. Team Worker Team worker is the person who has the skill and patience to listen to others and avoid any type of conflict that is occurring between the other members. The key qualities include awareness regarding the team spirit and sensitivity to other situations and people. Indecisiveness during a situation of crisis is a major weakness. Completer-finisher This person is conscious, painstaking and has the ability to complete anything that has been started. This person is bestowed with the ability to follow things and is perfectionist in whatever is done. Weaknesses include reluctance to let things go and worrying about small things. Specialists Specialists are persons who provide skills and knowledge that are rare. This person is highly dedicated towards his/her work, self-starting and single-minded. The major weakness of this person is the inability to see the larger picture. They only contribute to the team within their specialist field (Keen, 2003; Anon., n.d.). Tuckman’s Team Development Model In the year 1965 Bruce Tuckman has identifies the four stages of team development that has been described below: Forming In this stage the members are assembled to form a team and understand the task to be performed. Storming In this stage the members of a team becomes comfortable to each other and often engages into

The subject is in HRD Essay Example | Topics and Well Written Essays - 2500 words

The subject is in HRD - Essay Example Previously, human resources have not given importance to how companies assess the effectiveness of trainings and what the employees’ attitude towards training effectiveness is (Santos and Stuart, 2003). It is necessary to ensure that every training proves to be effective because of the high level of investment involved. To make sure that training is effective, it is also important to adopt a systematic approach to training that would include various phases such as identifying training needs, planning, delivery and evaluation (Keep, 1989). As Marching and Wilkinson put it, the evaluation of training is one of the most critical stages in the training process. The results of the evaluation are important because it can help in understanding the missing links and improving the program. For the employees, training would work to be effective only if it provides a high level of motivation, increased potential to perform their role and positivity towards their work (Wexley and Latham, 1991). The attitudes towards training get influenced by various factors, such as experience of previous trainings, reputation of the trainer, the effectiveness of the session, the content of the training, the style of training and so on. All these factors, in turn influence the trainees’ perspectives about the evaluation of training (Rigg, 1989). According to Noe, ‘the attitudes, interests, values, and expectations of trainees may attenuate or enhance the effectiveness of training’ (Noe, 1986). Hence, it is often a tough task to estimate the effectiveness of training from the perspective of employee attitude. The challenge is even higher when the trainees possess very different attitudes because of either cultural differences or geographical differences. As the employees would belong to diverse groups, their approach towards training would differ considerably. This study aims to explore the attitude that the employees have with regard to training and its effectiv eness, and how it varies in India and in the United Kingdom. This would help in understanding how the cultural as well as geographical backgrounds shape up the employee attitude with regard to training, as that will help to make the training programs customized and suitable for different groups of employees. The main parameters that would be considered in this study to see the employee attitude towards training effectiveness would be reaction to the training modules, the learning environment, noticeable behaviour change in the trainees and employee perceived training outcomes. Training for improvement job ability One of the key reasons why training is necessary is that it improves an individual’s capacity to perform his or her work more efficiently. In some cases, training empowers a person to develop the ability to perform the concerned work. While the criticality of this factor is understood worldwide, there is a significant difference in attitude in the way in which employ ees in the UK and employees in India perceive this. For example, according to Whitelock (2003), the employees of UK’s largest retail chain Tesco look at training from a very open perspective and consider it important as it helps to improve and do well in the long term. For them, training is not just a session to gather skills; instead, it