The Personal Representation Of Team Management

Progress over time will follow learning curves Learning is a lifelong and ongoing building of skills and knowledge throughout the complete life of a person. It occurs through encounters encountered throughout our life span, or in simple words it is because habituation as observed in many pet animal species, or therefore of sophisticated activities such as play which may be observed in relatively intelligent animals. It may be characterized as formal such as training, counselling, mentorship, apprenticeship etc. or casual such as experience, situation etc. Learning might occur in a present-day mind-set i. e. conscious recognition or unconsciously.

As soon as I acquired admitted to the M. B. A. component, I thought its heading to be the same boring business kind of module which will be shown more to theoretical concepts. But to my shock it is more about molding an individual into getting prepared to a management career. Here 'Management' is often considered as "whatever need to be done merely to keep things afloat" Fundamentally Go away overlaps the professional and academic skills that are needed by individual to strive in this interdependent world. It gave me a program to totally explore my management skills and knowledge. Cross component provides us an system that would pave our way to the future into the highways of success and glory. The component provides us an intellectual way about many other management skills as well.


Team management is recognized as the foremost built-in designed system of work-based, research proven examination and feedback instrument worldwide - supporting individuals that are designed to effect and lasting change and achieve higher performance in the workplace.

Several profound and well known approaches arrived to play to achieve excellence in academic work. The next models are shown as below

Tuckman's model

Belbin's model


The model was devised by Bruce Tuckman, and laid the foundational explanation of the levels that undergoes four steps in a pattern. These are labeled as Forming, Storming, Norming, Undertaking.


In the first level, the forming of the team takes place. Individual jobs and duties are unclear. The individual's frame of mind is powered by need to be accepted by others and steer clear of issues etc. There can be an high reliance on the team leader for direction and direction. The first choice must be fully prepared to answer lots of question about the reason, objective and external relationships. The team members learned about the opportunites and difficulties and then agrees on goals and starts to handle them. Processes tend to be ignored. Team members tend to behave independently. This stage is important for every associates to tune themselves with each other and then for future coordination in the team.


The next stage is storming where every individual sets up his/her suggestions to compete for awareness. The members feel themselves as a part of the team and are recognized with different powers, resources that should be used up later on. Clearness of purpose increases but almost all uncertainties persists. The team must be centered on their excellent goal to avoid becoming distracted by human relationships and psychological issues.


Agreement and consensus is basically forms one of the team. The team strives for their leading goal my shared planning. Smaller decision may be delegated to the individuals. The team laid stress on growing its process and working life-style. A general respect to the team innovator is highly prioritized.


The vision of the team is clear and is able to stood up on its own foot without the disturbance from the leader. The team has a high degree of autonomy. The team makes almost all of its decision against conditions agreed with the first choice. Leader delegates and oversees, while the team is more strategically aware and centered on reaching its goal.

As every person has its notion and its own specialty. Sometimes due to lack of active planning a status of controversy may occur and may leed to catastrophic implications. To inculcate the condition we used belbin's theory to made better decision while working as a team


The theory was devised by Dr. Meredith Belbin to get the insight of a person's behavioral propensity while working in a team environment.

Belbin's theory specifies nine characteristics by which we can identify our assignments in a team-

Planter - an associate whose strength lies in problem resolving and out-of-the-box thinking.

Evaluator - an associate who helps to keep an vision, makes neutral decisions and weighs the team ideas in dispassionate way.

Co-ordinator - An optimistic thinker who approves goal attainment, struggle and work in others.

Investigator - a member characterized by sociability and enthusiasm and are good at exploring resources beyond your group.

Implementer - a member whose strength is based on translating the team's decision into fruitful tasks.

Finisher - A perfectionist who has the capacity to meet deadlines.

Team worker - An excellent listener, very cooperative, collaborative, easy going and tactful, who makes an social relationship with the team.

Shaper - A strong and energetic individual who boldly challenges others during discussions, are designed for work loads also to defeat from various road blocks.

Specialist - A passionate and focused specific likes to dip in the depth and for that reason a good learning resource for contributing information and knowledge in a team situation.

According if you ask me belbin's theory is an excellent option as it was predicated on certain patterns of behavior that people exhibit in a team. When people become aware of their talents and talents they have a tendency to work more and form a better team.


Communication is actually is derived from the word latin term 'communico' this means 'to share'. It's the activity of conveying information. Communication requires a sender, a note and an intended recipient. The communication process is complete once the receiver has realized the sender.

For more simplification we can keep in mind it as I3

I: to instruct

I: to inform

I: to influence

Communication plays a vital role in a team to ensure group associates interact effectively. In our group, we could well familiar with one another but never have we run into the opportunity to interact as a team. The terminology barrier is completely restricted as all of our associates have good demand over English. Our negotiations are generally done via internet messengers i. e. "yahoo! messenger", "gtalk", by building discussion categories. Sometimes there is a divergent thinking in or team on certain issues but we managed to change and centered on a specific process. Instances arise when some participants have a tendency to show

Diplomatic attitude towards a particular post which results in fatal. These kind of situations are a similar example to 'Aristotle model' where the sender sends the data to group/receiver which is not been taken into account. I think that the best possible way to reduce this problem is by using Berlo's model. It really is a simple and fashionable way to talk and show information directly between your sender and receiver. It is vital for the sender to know about his/her designation and whom he/she sending the message. The communications that are delivered should be clear, polite rather than intimidating.


Learning and development is one of the very most happening activity in the Value Labs. Learning is the process of increasing knowledge. Most companies transmits their employees to speak to the modified technology and learn soft skills. In this manner, organizations gain extra benefits in this competitive era. We were presented to Honey Mumford learning style which requires home assessment to check ourselves for the training category. After executing the group activity on self evaluation, I find most are activists and pragmatists.

After knowing our learning style we could actually conclude that self applied. Development is the process of growing and learning, leading to positive change or advancement. In our group some development techniques were required the most. After importing these needs, our team was much developed.


Self-management is defined as "a treatment that combines natural, psychological, and cultural treatment techniques, with a goal of maximal performing of regulatory functions"(Nalagawa-Kogan, Garber, Jarrett, Egan, & Hendershot, 1988). This often means different things to different people - and sometimes various things at differing times even to the same people. One of the most recurrent concerns and issues of men and women in taking care of process that they do not have enough time to deal up with their daily work.


It can be an interactive art of arranging, scheduling one's time for the results of effective work and production. Time management is conceivably most essential for the person who is the owner of his or who operates a business from the home. Controlling work and other home tasks under the same roof covering requires a special time management.

A better time management has proved to be a great setback in a lot of people life and also to team as well. Though many time management books varies in recommendations but most agree that step one for time management is to well organize the workplace. Even as we got nearer to the end of this module, I recognized that people were actually trained how to make use of the resources to be a better administrator.


It is essential to note that I had started as a little or nothing with no any previous knowledge without knowing the users of the group and don't have any idea about our goal. Cooperation is to gather a number of different skills among team members and use them to ensure the success of the project. After few days we have started to interact with each other in our group and strive to achieve our goal and also to work as a team. Additionally it is of great importance that the learner can choose from anyone suitable learning solution to achieve its goal. We are trying to become unconsciously competence which originates from observation, experience and practice.

REFLECTION (Word count Screenshot)


References and Bibliography:


HUNSAKER, P. L. , (2004). Training in Management Skills. 2nd model. Prentice Hall. Great britain.

Argyle, M. (1994) The Psychology of Interpersonal Behaviour, London: Penguin.

Goffman, E. (1990) The Demonstration of Personal in EVERYDAY ROUTINE, NY: Doubleday.

Goleman, D. (2007) Friendly Cleverness, London: Arrow.

Handy, C. (1984) The Future of Work, Oxford: Blackwell.

Hofstede, G. (2002) Culture's outcomes, London: Sage.

Hymes, D. (1971) On Communicative Competence, Philadelphia: School of Pennsylvania

Honey, P. & Mumford, A. (2000). The learning styles helper's guide. Maidenhead: Peter Honey Publications Ltd.

Internet Websites

http://managementhelp. org/fp_progs/mng_mod/mng_ldr. htm

http://www. tms. com. au/

http://www. businessballs. com/tuckmanformingstormingnormingperforming. htm

http://www. coag. uvic. ca/cdsmp/downloads/What_is_Self-Management. pdf

http://www. ncbi. nlm. nih. gov/pubmed/12867348

http://www. vilanswebwinkel. nl/Site_chronisch_zieken/docs/pdf/Self-management%20educationLorig2003. pdf

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