4

The stages of team development were created by Tuckman and Jensen in 1977. It is an effective strategy
for the organization. At first, there were only four stages: forming, storming, norming, and performing.
Later, they added a fifth stage called adjourning, making it five stages. Our new team organization will
use these five stages to ultimately become effective relationships within and outside the team. In reality,
the planning that goes into development is strategic.

Forming

In the forming stage, people are enthusiastic about getting started. When members get to know for the
first time, they introduce each other and discuss their roles. Therefore, they don’t have to be nervous
about being judged by others.

In our new team, we match a new member with the other member and allow them to introduce each
other. Then, each of the members will tell the other his name, strengths, and responsibilities to get to
know each other quickly. Finally, setting the ground rules, goals, and each member of the role
establishing. Our purpose in forming this stage is to build up trust between the members.

Storming

The storming stage is a bit rocky as well as the most challenging stage to pass through. During storming,
we will face a conflict between members when the individual members of the group assert themselves
and disagreements within the group. So, managing effectively at this stage is important because team
performance may decrease.

In our new team, the members have different work styles as well as ideas, as it takes time to get on the
same stage to work together. Therefore, we carve out time for social interactions together with helping
to resolve conflicts at the beginning in order not to quarrel.

Norming

In norming, the team figures out how to work well together and starts to notice their team members’
strengths. Team members can work without disagreement. Team members frequently interact with one
another to build a closer relationship. This stage leads to established guidelines and norms of acceptable
behaviors.

On research, our team norming stage is usually around six months into the project, when the team
member can accept each other qualities. Our team starts to work more effectively. Moreover, members
have become more comfortable with each other. A few conflicts arise but easily we can resolve them.
Performing

In the performing stage, people are on the same page as well as driving at a fast speed toward the same
goal. The team is focused on problem-solving and performance. The conflicts still emerge but they are
negotiated with constructively.

However, at this point, our team works more effectively together than at the previous stage without
supervision. The leader always asks each team member to accomplish their tasks as well as update the
document regularly. Additionally, the leader encourages members to investigate in person with each
other. Our goal in performing is to drive each other so that the project will wrap up on time.

Adjourning

Adjourning is the last stage of team development. Once a project ends, the team is disbanded. This can
be because team members are moved to other projects or teams completed their projects. Afterward,
we look up this stage the projects are successful or not within the team.

At the final stage of the team, we evaluate two facts. The first one is to review the tasks that we have
completed from the success to the bitterness and then give each member five minutes to share their
thoughts. After all, we will celebrate a party or a closing celebration for the accomplishments of the
team.
Instructions

- Write about how your organization makes social benefits for your team members

- If your team members get satisfaction in the team, how they will make to get the

satisfaction of the customers and community

Five social benefits

Relevant theory

1. Participative system from Likert’s System 4 Management (1967)

 teamwork

 decision making free

 give trust

 participation & consultation

 use two-way communication

 openly discuss

 rewards

 goal setting

2. Maslow’s Hierarchy of Needs (1970)

The organization needs to give the following support to their employees.

 Basic needs/ physiological needs

(Food, water, shelter, clothing, sleep)

 Safety and security needs

(Personal security, employment, health, property)

 Love + Belonging needs

(Friendship, family, sense of connection)

 Esteem

(Respect, self-esteem, recognition, status, freedom, confidence, achievement)

 Self-actualization

(Creativity, problem-solving, morality, self-awareness, desire to success)

Types of social benefits

Organizations need to do to get the following social benefits: (need only 5)

 Create job opportunities

 Getting more money

 Better environment

 Build community identity (park, library)

 Employee’s quality of life

 Social security

 Health

 Satisfaction (emotion)

 Involve with the community (Give decision-making to the community)

 Knowledge sharing and increased skills

 Gym at work

 Free book

 Flexible holidays with paid trips

 Extended maternity and paternity leave

 Environmental protection.

 Energy security protection.

 Equality/Diversity
Social benefits mean the services or physiological needs obtained by the employees of the organization.
It is important because where our customers are, it’s where our employees are. When designing the
social benefit strategy, it is essential to know our employee’s needs. When these are met, there is a
positive impact on our organization. The Samsung organization makes the following to get the social
benefits according to Maslow’s Theory.

Provide food, drink, and shelter - Our most important survival needs are physiological needs such as
food, health, clothing, etc. If this isn’t fulfilled, the human body cannot function actively. Maslow states
that this is the basic before humans move to the next level of fulfillment. Our Samsung organization has
access to a comfortable place to work, essential facilities (snacks, tea, coffee), and a regular monthly
salary at the workplace as soon as possible. Providing food at work is a great way to show the Samsung
organization is willing to invest in their well-being. As a result, it builds engagement between the team
members leading to work more efficiently.

Build a Healthy work environment - Feeling unsafe at work can affect mental health and physical hurt
because of chemical, and noise pollution, dangers of falling, etc. In our Samsung organization, we
provide safety for the environment for the employees to effectively do their job. There is also Human
Resource Department which ensures the workplace is safe or not. All the employees are required to
understand safety policies. Moreover, if the employee found any unsafe conditions, they can notice to
the department right away. When the employee is happy in our workplace, we will see an improvement
in performance as well as higher quality output.

Offer a mental health service - In general, when it comes to working on big projects, the outcomes are
associated with our employee efforts. As we all know, it is essential to look after the psychological
health of our organization’s employees. Emotional intimacy is ranging from friendships to romantic
relationships. If they fail to meet these needs, they may feel depressed at work leading to low output. As
for this, we have an HR department, offering a mental health service according to their needs. The
service includes one on one consultations with a psychologist who specialized to help you.

Give a reward to satisfy the employee’s esteem - This esteem can be divided into two parts: self-esteem
and esteem for oneself. It is also considered to be interrelated with the others such as feelings of
belonging and safety. If the employee’s esteem needs are not satisfied, there will be a conflict such as
negative thoughts. Our organization rewards the employees to satisfy their esteem. These rewards are
meant to be self-respect and ensure confidence in all the employees’ abilities. Everyone has a chance to
gain the rewards to maintain a sense of fairness.
Involvement with the community or Openly Discuss – Firstly, the employees are free to talk about any
problems with their leader. If the level of communication is high, the team is easily cooperative without
any other conflicts between the members. To provide this, our organization holds team activities to get
to know well with each other. This will help them to feel satisfied with the roles and reduce any other
conflicts.

In addition, offer the employees to use their skills at work depending on their individual talents. We
have career discussions with the employee along with encouraging feedback in the organization. The
benefits are increased in the company engagement and improved productivity.

Self-actualization (Problem-Solving, Creativity, Self-Fulfillment)

This stage is the fulfillment of your needs as a person and also the highest spot in Maslow’s pyramid.
Self-actualization includes skill development such as problem-solving according to their goal. Therefore,
it is automatically satisfied when the other four foundations are met. We provide employees with
opportunities to use their skills at work depending on their individual talents. Additionally, we have
career discussions with the employee along with encouraging feedback in the organization.

Participative system from Likert’s System 4 Management (1967)

In order to achieve great results, participative play an important role. According to this theory, the
individual employee has a responsibility to make in the success of the organization. They are free to talk
about any problems with their leader. If the level of communication is high, the team is easily
cooperative without any other conflicts between the members. Secondly, our team holds team activities
to get to know well with each other. This will help them to feel satisfied with the roles. The benefits of
participative may include such as increased company engagement and improved productivity.

The Samsung Organization gives the following to get social benefits according to Maslow’s Theory.

Physiological needs - Our most important survival needs are physiological needs such as food, health,
clothing, etc. If this isn’t fulfilled, the human body cannot function actively. For this, our organization
has access to a comfortable place to work, essential facilities (snacks, tea, coffee), and a regular monthly
salary.

Safety Needs - Feeling unsafe at work can affect mental health and physical hurt. In Samsung’s
organization, we provide safety for the environment for the employees to effectively do their job. There
is also Human Resource Department which ensures the workplace is safe or not. Moreover, if the
employee found any unsafe conditions, they can notice to the department right away.
Feelings of belonging - As we all know, it is essential to look after the psychological health of the
employees. Emotional intimacy is ranging from friendships to romantic relationships. Our organization
has an HR department, offering a mental health service according to their needs. The service includes
one on one consultations with a psychologist who specialized to help you.

Esteem - This esteem can be divided into self-esteem and esteem for oneself. If the employee’s esteem
needs are not satisfied, there will be a conflict such as negative thoughts. Our organization rewards the
employees to satisfy their esteem. These rewards are meant to be self-respect and ensure confidence in
all the employees’ abilities. Everyone has a chance to gain the rewards to maintain a sense of fairness.

Self-actualization - This stage is the highest spot in Maslow’s pyramid. Therefore, it is automatically
satisfied when the other four foundations are met. Our organization provides employees with
opportunities to use their skills at work depending on their talents. Additionally, we have career
discussions with the employee along with encouraging feedback in the organization.

Participative system from Likert’s System 4 Management (1967)

To achieve great results, participative play an important role. According to this theory, the individual
employee has a responsibility to make in the success of the organization.
Compare two different theoretical approaches to the management of teams within your chosen
organization.

The owner of our organization Samsung uses different management theories which influence the
organization's activities and performance2. Here are the two different theoretical approaches: Scientific
Management and the Bureaucratic Approach to the management of teams that are used within our
organization.

Scientific Management

The scientific management theory started at the beginning of the twentieth-century mechanical
engineering Henry Ford. He added the idea of the assembly line to his theory. In this method, the
workers in our organization were selected and trained to fit specific requirements to complete a task in
the workplace. The main goal of this theory is to increase efficiency and profits. For instance, if everyone
in our workplace is working efficiently, they would be produced a variety of high-quality products for the
company. Optimizing efficiency will maximize profits.

The Bureaucratic Approach

The bureaucratic approach theory was a segment of society as a whole which is characterized by many
laws and standardized procedures developed by German sociologist Weber (1974). In a bureaucracy,
everyone in our company is treated equally and should have to be trained in certain roles. Each
department is overseen by a specialist so can focus on their task toward a common goal. The leader
delegates their duties along with a distribution of activities. Additionally, the guidelines are written that
are enforced by our organization.

Differences between the Scientific Management and the Bureaucratic Approach

Scientific Management in our workplace is based on our human strengths to increase output whereas
the bureaucracy is organized into levels according to authority. Both management helps to enhance an
efficient workplace for us. Our same goal attempt to minimize costs while maximizing the output. The
two of them are common in the Samsung manufacturing industry where the output is efficiently
monitored. Ultimately, our management styles are constructed by using a straightforward approach
without relying on human feelings. The further difference between them is that scientific management
is on low-level management although the bureaucratic approach is more emphasis on top management.
Besides, the Scientific method allows social conversations between us whereas the bureaucratic method
is just looking down head and down according to their specific roles. I think the scientific method is
better than the bureaucratic method because scientific management is designed to lower costs along
with the maximum output for our organization’s benefits and the bureaucratic approach is required to
take time for every solution to a superior. We can change the processes in the scientific method since
the bureaucratic way is very rigid principles and a strict set of guidelines with no flexibility.

Advantages and Disadvantages of Scientific Management

The main advantage of using the scientific management theory is the increased productivity of our firm.
Moreover, the task is divided according to their skills which promote specialization and increased the
efficiency of labor. The other fact is the right type of people is selected for the right type of job when we
are choosing. On the other hand, since this management involves huge expenses, the small firm cannot
afford to afford it. From our employee’s point of view, it is undemocratic in nature as it aims to speed up
the workers not considering the worker’s feeling or their health which is leading to unemployment.

Advantages and Disadvantages of the Bureaucratic Approaches

Our bureaucratic method is a little related to the government administration. Because there have many
rules and regulations made by the political executive, this will create for our job security and keep the
employees working within a set of guidelines within the organization. If a worker obeys the regulations
typically, he gets a steady salary and benefits. In our bureaucracy, there is less competition within the
organization, have limitations that can result in inefficiency. Furthermore, because of the regulations
and strict rules, there is freedom of a person leading to passive. If the employee doesn’t follow, the
person may face penalties or consequences.

Differences between scientific management and the bureaucratic approach

compare 2 theories for your team

- Advantages & disadvantages of two theories

Theories for management of the team

 Scientific Management (Taylor 1917)

 Bureaucratic approach (Weber 1947)

 Fayol’s 14 Principles of Management (1949)

 Functional approach (Adair 1997)

 Different team management approaches

Collaborative working is rather better than individual working, increasing more ideas for solving the
issues. They are mutually two or more people working together for the same purpose. All of the positive
results are based on that whether the team members can work well together or not. Nowadays, modern
advanced technology such as Zoom meetings, file sharing, and email make us easier to collaborate.
These are the major stumbling blocks that break down within our organization :

Absence of Trust

Trust is the foundation of our organization and when broken it is very difficult to repair it. It is necessary
to build trust from the start while we are working. There are three directions of trust that our
organization needs to be known the leader, the employee, and the team. Trust shouldn’t be one-sided
either. For instance, the leader has to trust the team, the team has to trust the member and the
employee must trust each other. Lack of trust in our team leads to feeling afraid to make decisions
without talking to the team leader and a lack of willingness to learn from others.

Poor Communication and Poor Relationships

When the employee in our team works together for the first time, they will be unfamiliar with the other
member’s personalities. Without effective communication, teams can’t function. For example, we have
found the employee is afraid to talk, they can’t express their thoughts. Nearly 60 percent of employees
said that the leader doesn’t provide clear instructions at work. If we fail to build strong relationships
between our team members, it will lead to many misunderstandings and blunt the goal we are trying to
create. Therefore, it is important to hold one on one conversations along with setting the collaboration.

Poor Leadership

Poor leadership is the failure to effectively communicate with the employees, and the failure to own up
to mistakes. Our organizations have leaders however many don’t have many effective leaders. It is
important to know that all of the employees enjoy working with a clear vision together with active
listening to them. If they are ineffective, the whole of our team is damaged. For instance, a bad leader
will not listen to their employee’s opinions which leads to poor employee retention and goals may be
unclear. Additionally causing them to be less productive in the future in return can impact customer
satisfaction.
These are some common ways to re-establish our team that significantly impact our overall
performance.

Acknowledgment of team member contribution

Most of the employees in our organization said that what motivates them is feeling recognized and
encouraged also known as acknowledgment. It refers to the appreciation of their contribution to the
organization. As a consequence, it can be many types such as awards, bonuses, and celebrations which
help to motivate them to perform great work as well as build a sense of security in their mind.
Therefore, our managers must make time to support their skills and achievements to create a dynamic.
To acknowledge effectively, it should be timely to offer a variety of organization methods.

Offer employee learning and training for development

Nowadays, our work requires more learning and training to keep up with the development changes
happening within the companies. The more proficient the employees are, the better for the
organization. But many of our employees don’t realize where to look up skill development
opportunities. For that reason, the manager should tell them about it such as training sessions or
webinars. Moreover, it is now easy to consider what kind of professional development the employees
want. It is essential that the leader has to do some research before the owner invests money and time
in the workplace.

Analyze your skills and traits and how these could be used to contribute to effective team working in a
role within your chosen organization.

The team comes from a variety of people. When the team member is doing the project together, there
can be a lot of disagreements, and different people behave in different ways. Comprehending the team
role helps the leader make sense of their team formation. The researcher Dr. Meredith Belbin
demonstrated nine team roles that individuals adopt when working with a team. The team needs to be
constructed with all nine clusters of different personality types to build a high-performance team. I use
the Belbin theory to determine my skills and how I will contribute to effective team working within my
chosen organization.

1. Resource Investigator (Outgoing, Enthusiastic, Exploring)

The resource investigator is skilled at finding new opportunities and resources for the team as well as
having a talent for networking. They are probably the most friendly type in the team. Without them, the
team is losing track of the marketplace. Sometimes, with this type of personality, they can lose interest
if they prefer to work on their own. As a resource investigator, I am active listening and good
communication skills help me to receive important information. Additionally, I have realized my abilities
are exploring different options and negotiating with others. I can think about information quickly and
search others for information which is convincing others of the benefits of possibility. When finding
important ideas, it is also important to know to conclude the findings. Then, I will discover new
possibilities, extend the range of the team’s useful partnerships, and then subsequently report to the
team.

2. Plant (Creative, Thinking, Problem-Solving)

The plant is the most creative personality type who is proficient at unconventionally tackling
complex problems. They are lateral thinkers to overcome obstacles and thrive well under
pressure. Sometimes their ways can be unconventional because of poor communication and
impractical. Working in a team can be difficult sometimes such as conflict between two
members, it is important to tackle these problems. I am excellent at look problems from
different angles where a project should go, increasing efficiency to develop problems. Firstly, I
find a different connection between the problems along with viewing the task differently.
Different people from the team can expose me to generate new ideas. Secondly, I am willing to
see whether my solutions are working or not. If doesn’t keep working on a matter until I find the
real solution. Sometimes, the solution to a matter is not under your nose of you, but besides.

3. Completer Finisher (Anxious, Find Errors, Painstaking)

Completer Finishers are who are very-detailed organizers of a team and check for errors not to
lose momentum at the end of the task. They tend to be focused on every detail of what they do.
As complete finisher, they are the most concerned with meeting deadlines. Sometimes, they
tend to worry about whether their work is perfect, which can irritate the other team member.
When I took an exam at the stage school, I always check the mistakes at least two times. The
evey organization is deal with errors. Sometimes it is corrected easily, but forgetting to check
may lead to negative consequences. I use step by step strategy to identify sentence errors
strategy. And then I will apply this strategy to the organization to make sure exactly. After
defining the error, I will research that error-related processes along with taking certain tasks to
reduce that impact.