1.1 Outline models of team working
There are several models of team working that have been developed and studied over the years. These models provide a framework for understanding the dynamics of team collaboration and can help teams to identify ways to improve their effectiveness. Here are a few of the most commonly cited models of team working:
Tuckman’s stages of group development: This model, also known as the “forming-storming-norming-performing” model, proposes that teams go through four stages of development: forming, storming, norming, and performing. In the forming stage, team members get to know each other and establish their roles and responsibilities. The storming stage is characterised by conflict and disagreement as team members work to define their relationships and establish ground rules. In the norming stage, team members begin to work together more effectively, and conflicts are resolved. Finally, in the performing stage, the team is able to work smoothly and effectively together.
Belbin’s Team Role Theory: This model proposes that effective teams are made up of individuals who have different roles and responsibilities and that the most effective teams have a balance of different roles. Belbin identified nine different roles that team members can play, including the coordinator, the shaper, and the implementer.
The Five Dysfunctions of a Team: This model, developed by Patrick Lencioni, identifies five common dysfunctions that can hinder team performance: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. The model suggests that by addressing these dysfunctions, teams can improve their effectiveness.
The Team Leadership Model: This model proposes that effective teams have leaders who are able to adapt their leadership style to the needs of the team and the situation. The model identifies four different leadership styles: directive, supportive, participative, and achievement-oriented.
The Group Dynamics Model: This model focuses on the various factors that influence group dynamics, including group size, cohesiveness, communication patterns, and group norms. The model suggests that understanding these factors can help teams to identify ways to improve their effectiveness.
These are just a few examples of the many models of team working that have been developed. Each model has its own strengths and limitations, and it is important for teams to consider which model might be most applicable to their specific situation.
Other answers in the full document:
- 1.2 Explain the process of team development
- 1.3 Analyse how shared goals can lead to team cohesion
- 2.1 Explain principle objectives underpinning team working
- 2.2 Explain why mutual respect and support promotes effective teamwork
- 2.3 Explain how the values of own organisation influences the working of your team
- 2.4 Explain how teams manage change
- 2.5 Explain the benefits of effective team performance
- 3.1 Identify own role and responsibility in the team
- 3.7 Explain lines of reporting and responsibility in the team
- 3.8 Analyse the strengths and contributions of other team members to the work of the team