Belbins Theory Of Team Dynamics - Essay Example

Belbin’s Theory Of Team Dynamics It is a common phenomenon in a group dynamics that group members suffer a sense of loss or even feel demotivated when a group member, leader leaves or a when the group itself adjourn. This phenomenon and process is explicated in Belbin’s theory of team dynamics whereby groups typically undergo a process which are forming storming, norming, performing and adjourning, and the last process which is adjourning does not always end smoothly (Aritzeta et al 2007) especially if the team has already bonded or has formed emotional attachment.

The phenomenon of groups not ending smoothly can be found anywhere and is not limited only in the workplace. In the context of the university, student often felt sad when a classmate can no longer continue his or her studies. Or, student often feel desolate when they have to end their group and go in their own separate ways after working on a very long project. This separation can often affect their performance in the new group or the task that they are working as they are still attached with their former groups.

Thus, the new group that they are with suffers performance deficit and or the process of group formation as inscribed by Belbin undergoes a tougher transition than it should. This brings to mind the valid concern on how to avoid the separation distress or separation dysfunction of group members after the adjournment process of their former group. How can this be effectively dealt with? An equally important consideration is the notion on how can we form groups that would perform but does not necessarily end in a stressful manner.

On the first concern on how to avoid separation distress in the adjournment process of a group, it would be realistic to admit that group attachment cannot be avoided because it is an integral component of the group that made it effective in the first place. Team work and cooperation is founded on a good relationship and this good relationship is bonded by attachment whose degree may differ and thus, cannot be totally eliminated in a group. It does not mean however that team must end in a stressful manner.

The stress associated in Belbin’s adjournment process can be mitigated by setting the expectations of the group members in the forming stage. This way, group members are aware that separation could be difficult and thereupon can make measures to mitigate its impact such as saying good byes early, noting each other’s contact information and other measures intended to make the adjournment less stressful. It is also suggested to adopt Higgs findings to have a mix of group members in the early stage of the grouping process to confront this issue.

This serves two purposes. First, the diversity of group members in terms of diversity of personalities and a mix of skills is a predominant factor in group performance (Higgs 2006). Second, there is a greater likelihood that emotional attachment would be less in a highly diverse group. This could minimize the effect of the adjournment process making the separation of group members less stressful.BibliographyAritzeta, Aitor; Swailes, Stephen; Senior, Barbara (2007). Belbin's Team Role Model: Development, Validity and Applications for Team Building.

Journal of Management Studies, 44(1):96-118. DOI: 10.1111/j.1467-6486.2007.00666.x.Higgs, Malcolm (2006). What Makes for Top Team Success? A Study to Identify Factors Associated with Successful Performance of Senior Management Teams. . Irish Journal of Management, 27(2):161-188.