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Team Dynamics - Case Study Example

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This essay deals with the psychology of teams and shows the dynamics of team management and changes in team behaviour when an experienced member of the team leaves and is replaced by a new member who has to be given training and get accustomed to the working of the team…
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Team Dynamics
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Team Dynamics

Download file to see previous pages... The behaviour of the team as a whole may in certain cases change with the inclusion or exclusion of a member and this essay will suggest how the leaving of an experienced member and induction of a new member brings about considerable changes in group dynamics. The essay uses theories of Belbin and Tuckman as well as other models to show the changes in team behaviour with the induction of new team members of leaving of old more experienced members.
Group or team dynamics focuses on the constantly changing relationships and influences between people within a team and it is usually seen that group dynamics change rapidly along with changing objectives of the team and change or replacement of team members. A team that fails to achieve objectives is considered dysfunctional and this may be due to external or internal factors. Beddoes-Jones has cited Belbin's team roles theory to understand how team roles could be applicable in learning and training. It is important to understand team dynamics and team roles when there is a team and training given or when the team gets dysfunctional or when a group forms a team and the team is in its first stages.
According to Tuckman's (1965) process model of group dynamics, when people come together to work for same objectives, they form a team and this is called the Forming Stage of a team. When people in a team interact, there is a general identification of team roles, as well as identification of people's strengths, weaknesses and this would be the Storming Stage. When people in a team start establishing boundaries, they feel comfortable and their behaviours become more Normalized which is the third stage. When the group begins to perform according to its objectives, this is the fourth Performance stage as the team spirit gets stronger. The final stage is disintegration or disruption in the team and this happens when team composition changes and the members enter a state of Mourning when there is a sense of loss about previous group dynamics or group members. Whenever there is a set of new objectives or when the team becomes dysfunctional or fails to perform or when tasks or roles within the team change, there is a shift in team dynamics. Boddoes-Jones mentions that team dynamics will change frequently due to changes in team objectives or focus or simply due to change in attitudes or tasks, team roles, etc and even if the members remain the same there will be change in team dynamics.
However the psychological changes in team behaviour and change in team dynamics would be the greatest when there is a change in composition or replacement of team members. When one or more team members leave and are replaced by new members, not only do the new members take time to learn and adjust to the team rules and working pattern but the old team members also feel a sense of loss for the members who left and may even have difficulties adjusting to the new team members. Some groups retain their old team members and are stuck at the Performance stage and do not move on to the fifth Mourning stage as they do not have replacement of old team members. However the Mourning stage of loss is inevitable once objectives of the team are achieved and the team is dispersed. Certain ...Download file to see next pagesRead More
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