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BELBIN TEAM THEORY AND REFLECTION AS AN INTERN ENGINEER

Student Number: W15032589, Engineering and Environment Department, Northumbria University, Newcastle Upon Tyne, NE18ST, UK

ABSTRACT

This paper presents a critical evaluation of the Belbin Team Role Self Perception Inventory assessment in relation to project group dynamics. Belbin team role theory is widely accepted as a management tool to assist in the formation of effective performing nine essential team roles defined in the behavioural clusters. A Belbin Self Perception inventory, combining four project observer assessments, is utilised to test the validity of Belbin team role theory in context with specific project and project team. It draws upon social aspects of team dynamics and how they ultimately relate to the project vision and motivation of team members. A range of theoretical models have been applied throughout and existing literature was made subject to scrutiny as means to support the study. There are numerous team dynamics which can affect the project outcome, however this study proves that each individual dynamic is interrelated, for instance ineffective leadership results in conflict, leading to demotivation, generation the need for a reward and evaluation system.

KEY WORDS: Project team, Dynamics, Leadership, Power, Social influence, Evaluating and rewarding teams.

INTRODUCTION

Professional and Personal development is one of the vital parts about enhancing the abilities and skills of an individual. There are various aspects of a particular individual which one way or to shape the personality of a particular individual. “if we want to progress and succeed at work we need to understand that it is our behaviour that provides the key”, (Belbin, R.M.,2012). “We will be given opportunities by out employer if we can convivence them of our skills and potentials”, (Judge, 2006). “They must believe that we can come up with appropriate behaviour and excel at what we are required to do”, (Judge, 2006). But what does this mean? Surely, we all know how to behave? Our behaviour is defined by what we do, how we react, how we respond in any particular situation. it is essence how we come across to others. it is the basis of how people interact. Work imposes its own demands and we are not there just to give expression to our own personality. After all, we are well being paid for what we do.“The three key features of team functioning Cohesion, Confrontation and Collaboration”, (KumariS,2016).

“Much research has been undertaken into identifying and defining personality types, personal styles, and behaviour with associated theories and models but none has had more of an impact than Belbin’s team role theory over the last 30 years”, (Bell,2013, p.45). “The effectiveness of a team is described in management literature in terms of two aspects: performance and viability” (Sundstrom, 1990).In this particular report, the focus has been on analysing Belbin team role and dynamics about the operations in a construction team.It is the process of identifying the skills and abilities of an individual as a leader or managing team within a workplace. “There are certain characteristics associated with Belbin team role which one way or the other depicts the behavioural characterises of a particular individual”, (Somerville, J. and Dalziel, S., 1998). This has been described in detail here under.

A BRIEF OF TEAM ROLE

The project that I refer to throughout this study is related to private sector, Krishna Lila Theme park, An initiative of ISKCON Bangalore.and it was a construction project. I was a working as an Intern Engineer which was for a short period of 90 days. I was given responsibility of working with three different departments. Architect, facility department and quantity surveying department. The project is a construction of a theme park and one of the tallest structure in South India.The Krishna Lila Theme Park is a magnificent cultural complex being set up at Vaikuntha Hill, a 28-acre hillock on Kanakapura Road, Bengaluru for the presentation of the message and pastimes from the great epics of India. The project will become yet another important cultural and religious tourism destination in Bengaluru with the characteristics and societal benefits as any other tourism project.

A CRITICAL AND EVALUATIVE REFLECTION REGARDING THE ACCURACY OF YOUR BELBIN SPI REPORT

In order to understand my role in the construction project, a Belbin Team Role Self Perception Report (BTRSPI) was undertaken. It has provided me valuable understanding about my role in construction project environment. It should me my personal strength, weakness and areas of development. The following figure demonstrates my team role from lowest to highest.

Table 1: Team roles in order from highest to lowest

From the Belbin Team Role Self Perception Report, the above graph shows that my key roles are Completer finisher, Plant and Implementer at highest percentile. Therefore, as a complete finisher, “I possess the great capability for follow through and consider every detail of the project”, (Morgan, C. and Neil, P., 2004). “A completer finisher is one who cannot start anything which seems that he will be unable to complete”, (Belbin, R.M., 2012.). “Completer finisher has a great capacity for flow through and attend detail and are unlikely to start anything that they cannot finish”,(Belbin, R.M., 2012.). I am also influenced by inner concern. Basically, I am reticent person in nature and I need some little external motivation in order to act. I like to handle my job myself with least support.

My second preferred role in a construction project plants. It signifies that I am quite innovative in nature.“Plant are those individuals who provide seeds and ideas from which major developments spring”, (Belbin, R.M., 2012). “They are independent, clever and original and may be weak in communication with other people on a different wave length”, (Belbin, R.M., 2012). I can give new ideas for the project improvement. One key weakness I found in myself is, I am quite exposed to be mentally emotional towards criticism. My thoughts might be far-reaching, but it lacks practical construction.

My third important role in the construction project is implementer. Implementer on a wider front is a typically a person whose loyalty and interest lie with the company and who is less concerned with the pursuit of self-interest, however“Implementers may lack spontaneity and shows sing of rigidity”, (Belbin, R.M., 2012.).I prefer to deal with problems methodically and by working harder. I am also loyal and not concerned with by self-desire. Nevertheless, one key weakness of me is I’m somewhat impulsive. Slow to respond to new possibilities.

The three least important roles in a construction project areteam worker, specialist, and coordinator. That means I cannot perform effectively within a team. I am incapableof adjusting with different culture,circumstances and people. I am also shy in nature and less sociable (Tennant, 2001). This characteristic at times hinders me to perform towards mutual objectives. I’m unable to recognise and utilise individual talents inside a group. I also have average technical abilities and specialized knowledge.

It is believed that the perception of team member and their role has a certain influence on the performance of team. Every team member including myself has certain roles. Combining this role has helped me to identify the key positivestrengths and weaknesses in me. The BTRSPI is combined with four observer assessments as being representative of ISKCON construction team. “Belbin theory clusters behaviour in to nine preferred team roles and identifies the strength of these roles by collective observers”.((Belbin, 2017).

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Table 2 : Team role contribututions in conparsion to my observor’s view and the table shows percentile scores for Self- Perception and Observers

The Belbin team role report contains a team role over view of assessments, a comparison of self and observer perceptions ( Table 2 ); an analysis of team role composition ( Table 2); a team role preference identifying “ least preferred”, manageable role” and “ preferred roles” ; team role feedback advising on managing behaviour within a team; team role strengths and possible weakness assessments; feedback and development suggestions; and suggested work styles combining behavioural traits of the top three team roles. Combining the response from them has provided the overall team composition of me which is demonstrated below:

Table 3 : Overview of team role as seen by me and my observers.

“The behavioural analysis contained within the report is the basis for the critical self-reflection and self-evaluation of behaviour and team role contribution”,(Watt, A., 2013) with in the ISKCON project.

From the (Table 2 & 3), it can be observed that there exist certain differences between own views and observer views with regards to Completer finisher, Plant, Team worker, Implementer which ultimately lead to evenly weighted strengths. With respect to the role of complete finisher, my percentile rank is 100 while observers’ percentile rank is 70. A significant difference can be observed with respect to the role of plants, between me and the observers where my assessment percentile is 23, while the percentile given by observer on this role is only 87. However, a certain level of similarity has been observed in the role of Implementer. As a result of these observers I have a tendency “to behave in a particular way when part of a team as a result of my personality and critical thinking ability”, (Dulewics,1995, p.81). I would agree with this statement, willingly affirm that my behaviour coincides the role of Completer finisher, plant and implementer especially in relation to the allowable weakness, which in my case are ignoring incidentals, showing inflexibility, lack of inability to inspire others and slow to respond to new possibilities. There exist considerable differences between my personal opinions and opinions of my observers with respect to teamwork, where my percentile score is 83, but observers’ percentile score is only 14. “Team work is focused on internal relations, whereas Plant concentrates on external environment, (Rajendran, 2005). “There are of two types of social support; emotion and instrumental”, (Inoue et al, 2015; Norris et al,2001); which refers “emotion to the comfort and acceptance provided when trying to help reduce psychological stress events and instrumental which is related to the tangible assistance provided during problem solving”. (Inoue et al, 2015; Norris et al,2001).

In accordance Belbin theory with the self-perception evaluation and role preferences within a team , three key roles can be identified which are least preferred roles, manageable roles, and preferred roles. “The preferred roles are regarded as such behaviors which are often and naturally demonstrated by me”, “The manageable roles are those roles, which are not my natural activities, but I can perform them if necessary and can also develop”, Finally, “the least preferred role is those roles which are not commenced by me and are totally my opposite type”, (Earley&Bubb, 2004).

Table 4: Percentile scores of each team role

From the above table 4, it can be observed that my two preferred roles are a team worker and complete finisher. The report is based on self-perception. Therefore, it can be stated that my role is invaluable in those tasks of the construction project which necessitate close concentration and high level of accuracy, such as designing, creating budget, facility managing, etc.

PROJECT TEAM DYNAMICS

“Projects occur on many occasions whether it is in education or in professional life”, (Bortolotti,2006). “Projects come in a range of different shapes and sizes, and can vary from the simple and straight forward to the highly complex”, (Wellington,2012). “Team approaches that can work for a set of people,may not work for others”, (Miriam Schwarz,1999). Unable to identify team dynamics in the project can restrict the team performance and may lead to failure.

“Stage theories, Project development theories and cyclic theories are the three main perspectives of team development”, (Abudi, G., 2010). Tuckman & Jensen (1965) group development model included four stages. They later added the 5th stage. “Forming, Storming, Norming, Performing and Adjourning are the stage group development models developed by Tuckman and Jensen. Our construction project team has also gone through these five phases. These developed modelsexplain out how each member will fit into the group by exposing the strengths and weakness of each group member. This phase is characterized by anxiety and excitement. The next stage is storming which relates to disagreement as the initial politeness disolves: inner group conflicts; resolution of which paves way for norming (Fall & Wejnert,2005). In this phase, the members begin to push against the limitations established in the storming phase.The 3rd phase, Norming where the team members are able to better comprehend each other and start to socialize. They are able to request for assistance freely and give a positive response. Norming leads to next phase performing, where the group members focus on completing the task. Since team members are able to better comprehend each other, they also start to socialize, able to request for assistance freely and give a positive response. After the 4th phase is completed,Adjourning the is the final phase, which allows for the dissolution of the group. I believe that group development plays a vital role for groupefficiency and productivity.

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FIG 1.1 Stages of group development

Creating effective team comprise describing clear objectives, dependencies, and responsibilities. During my course of work, I observed that projects got a better outcome when it has informal environment and is inspired by every individual to involve in team discussions, describe apparent goals, concerning the viewpoints of others, reached decisions through consensus, permissible difference and made proper tasks. When teams act cohesively, they are not preoccupied with small arguments. Team dynamics necessitate more commitment. When a team member feels worthy his morale and self-confidence increases. Therefore, the senses more commitment to the project and is probably to contribute more discussions, task achievement, and other project functions. An optimistic team environment basically results in making the members empowered. They become much comfortable to take planned risks and finding creative solutions to complex issues.

Proper team dynamics necessitate a low level of conflict.” Team members who disregard each other tend to concentrate on differences rather than unites”,(Tanapan Lapluea,2015).Different cultural backgrounds and experiences can result in making judgments and jumping into inaccurate assumptions. “Creating an atmosphere where employees can flourish without disagreements involves enhancing the team dynamics so that team members attend to each other, give value to individual knowledge and consider other viewpoints before making a decision”. (Resolving Team Conflict: Building Stronger Teams by Facing Your Differences, 2017). Team creating functions allow team members to understand each other. These enhances communication inside a team. This creates a platform for less team conflicts and more effective performance.Trust is another vital factor for team dynamics. Creation of trust necessitates time. Team members can resist to reveal their drawbacks and hide defects.

A Critical and Evaluative Reflection of Perceived Group/Team Dynamics.

Personally, I have worked within a particular team dynamics within the construction industry for a short period. It was a quite a learning experience for me both for my academics and my professional level together. It has been noted that,In order to ensure proper establishment of one’s own personal depiction is mainly characterised by the manner one gets exposed to the practical oriented learning environment. My association with ISKCON’s Krishna Lila Theme park was one of the key experience of my personal goals.I as an individual was quite appreciative towards making sure that there is a wider range of understanding gained from particular work or profession at large. This aspect can further be justified from the fact that when there is a willpower towards a particular profession, one needs to make sure all might and support need to be attained towards assuring that the individual is focusing on meeting all the requirement of the profession indeed. For me as an individual working in team during my internship gave me a larger exposure to work in teams, as “team members is required to play their roles dynamically in order to supplant the roles and functions of the missing members … this phenomenon can be designated as team dynamics”, (Leung, Chan and Lee, 2003, p84) gave me opportunity to think spontaneously in absence of team members. In this process of working as an intern engineer, I was able to note that my association with the team was a learning experience especially in terms of getting practical experience from a industry oriented practices. There has been a wide range of individualistic approach and leadership scope from the end of an individual indeed. These skills I have further attributed from this particular study can further be linked with the overall results of my Belbin team role altogether. Therefore,it can be understood that in process of working in a team, there is a scope for an individual to get wider understanding of his/her own roles and responsibilities.It must also be mentioned that similar to that of various goals along with team roles associated with a particular work process of the workplace, Belbin team roles are also provided or allotted to an individual on the basis of key skills and abilities especially working in a team. In terms of my association with the construction team for the 90 days in concern, I can be able to determine that there needs to be a wide range of physical and financial attributes that needs to be considered by an individual in the process of working within a particular team altogether. The abilities of an individual with in a team acts as a major role in meeting towards long and short term goals of the company.

Pritchard and Stanton (1999, p652), citing Torrington et al (1985) suggest both task oriented and social/emotional oriented behaviours are needed for a team to be effective, identifying certain behaviours as disruptive demonstrated by shutting others out or blocking which reflects the behaviour.

This attributes of me while working as an intern engineer in ISKCON, within in the team can be compared with Belbin report I have received. There are certain key roles of Belbin that can be linked to my personal skills and abilities as an individual altogether. Some of the key roles as per Belbin results that match me individually comprise of Completer finisher, Plant and implementer. As depicted earlier my association with the team of the ISKCON was mainly comprised of allocating resources for facility managing and delegating roles and responsibilities to the other team members. I must also have mentioned that during the course of my association with the team I was quite efficient in my role of Plant and Implementer as I was quite efficient in terms of understating and identifying the skills and abilities of the team altogether. This further helped me to be extremely efficient in understanding the responsibilities to a considerable extent altogether to both my academics as well as professional carrier. Apart from that my Belbin team role also comprise of a Completer Finisher where I was quite efficient in understanding my key roles and likewise operating in a manner where I could be able to work for the best interest of the overall project altogether. Hence, I can be able to affirm that there are indeed certain Belbin team roles that certainly links with me individually.

CONCLUSION

From the overall analysis, the certain key conclusion can be made with regard to the topic of the study, which will further certainly enable me to make sure that I can present my learning and reflection my experience in a comprehensive manner altogether. In this regard, I must be able to mention that there has been a wide range of studies conducted in terms of how personal and professional development is necessary for the development of an individual indeed. I have widely discussed in this reflection report about I have personally and professionally developed myself when I worked for the construction company. In this regard, for this particular study, I have also mentioned how some of the key Belbin roles suits me with regard to my association with the construction company in this particular study altogether. Hence, I can be able to conclude in this reflection report that Team worker and resource allocator are among the key attributes that influence me on a personal level altogether with regard to the Belbin results obtained at large.

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