(A critical analysis of my own and my colleagues’ performance during our class based teamwork)
In my case, human resource management (HRM) was the most interesting subject last term. Although I am the oldest team member in the HRM class and have twelve years of work experience, I learned many things from other young team members. My team in Gerry’s class consisted of seven members, who were four males (A, B, C and D) and three females (E, F and G), who have various nationalities which were Indian, Russian, Thai, Chinese and Korean. At the beginning of this team, all team members were a little disappointed with the negative results of some groups practice due to different organizational culture from members’ various nationalities. However, we made an effort to know each member with a regular meeting and tried to apply various HRM theories such as team role theory (Belbin, 1987), stages of group development (Tuckman, 1965) and learning styles (Honey & Mumford, 1982). As a result, we could understand members’ personalities and respect each member’s diversity, and finally my team has successfully completed many projects in HRM session. In this essay, I will discuss my own and my colleagues’ group activities based on team building and team working with HRM theories such as leadership, team role theory, learning styles and organisational culture.
2. Discussion and Analysis (Based on Tuckman’s Theory)
Adair (1987) suggests that most tasks need a team because one person cannot accomplish the entire task therefore working in a team is the most popular system to achieve common goals in human societies. According to Tuckman (1965), the team development procedure has four stages which are named: forming, storming, norming and performing, and the team interacts with each stage. Moreover, the team will meet at the forming stage and develop each stage again when team members change. In my team’s case, team development procedure was generally in accordance with Tuckman’s stages of group development.
2.1. The Forming Stage
First of all, my team followed the forming stage. Most team members try to avoid conflict and serious tasks in this stage, and each member faithfully discusses their ordinary tasks and tries to identify a team leader (Tuckman, 1965). My team members did not discuss much when the team was formed in HRM class. Although we finished self introduction and making a note of members’ address during the two weeks, we were still quiet and just waited for finishing the class. According to Adair (1987), good teams are made by good leadership, and the main responsibilities of a leader are achieving the task, building the team and developing individuals. In my team’s case, at the beginning of the class we did not have a member as a leadership role and nobody wanted to be a leader. However, in my case I have a work experience as a manager in workplace and I knew how I might solve this problem. Thus, I started to ask other members simple questions about food, hobbies and work experience because having a conversation about simple subject was to help create the team’s safety and the team leader had a responsibility for the making comfortable team at the beginning. As a result, we finally became more familiar with each other and had an interesting conversation. In addition, we earnestly discussed our tasks and became co-operative members of our team. Consequently, if I participate in other new teams such as studying groups in other subject at university or working as part of a team in the workplace, I will participate in the discussion with positive attitudes as having a leadership role at the beginning. 2.2. The Storming Stage
My team naturally moved to the storming stage. Tuckman (1965) argues that each team members try to change and control the team in order to satisfy individual goals in this stage. Thus, conflicts between team members could occur, and...