Major source of these interdependence conflict was ineffective, unclear or incomplete communication from one member to another during activity transfer, which Shapiro (2004) called communication breakdown conflict. Also Rahim (2011) described competitive conflict when a team member considers himself better than others and tries to prove it by finding his own way through the process. Despite all these, project was a great effort to understand the team development process and practical significance of different concepts and theories. Reflection Role of team leader is crucial to keep members focused towards common goal and improve team performance.
According to Stewart and Manz (1995), lack of supervision and ineffective management are main causes of self-management team failures. To select a team leader, members decided to cast vote so that member with highest votes would be team leader, a process called cumulative voting method using majority criterion by Nitzan and Paroush (1985). During the fourth meeting, secret balloting was held and I was selected as the team leader. I was not confident enough to justify the responsibility, as I am shy and non-aggressive to persuade ideas and actions.
However, members thought of me as responsible, effective in communication, and exhibiting a rational approach towards decision making, which Kemp (2012) strongly advocates. Belbin’s Team Role Descriptions of implementer, team worker, coordinator and evaluator to achieve group’s objectives in different group stages (Belbin 2010). According to Belbin (2010), implementer is disciplined, efficient, dedicated, reliable, knows practical implementation of ideas to achieve strategic goals; coordinator keeps team focused on objectives, and delegates to other team members for effective participation. Belbin’s (2010) evaluator makes logical, unbiased and effective decisions in a composed manner.
He views team member as cooperative, perceptive and responsive in all situations. An implementer may possess some acceptable weaknesses like inflexibility and gradualness in responding to opportunities (Belbin 2010), while Fraser and Neville (2003) advocate high organizing and problem solving abilities making him most suitable for senior positions. As a group initiative, group under took behavioral style questionnaire to develop understanding and increase interaction in team members. From the exercise, I learnt that my behavioral style is spontaneous, which enabled me to improve my leadership style.
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