Managing Organisations- Roehampton University

Team is a group of people which have different skills and different efficiency, who work together to achieve a common goal and complete same project in an organisation. In every organization there are team must be there to complete the tasks. In this essay an organization is chosen that is glaxosmithkline company which is UK based company and operating in the pharmaceutical industry. There are some benefits of team development in firm. Team is beneficial for the company in increase the productivity as well as effectiveness of the company performance. Team is translates the goal of organization into outcomes of the team (Gunasekaran, Jabbour and Jabbour, 2014). Company is benefited from team in terms of achieving proper goal before or within time, because more skills together will give better output to the company.The team can be support performance of individuals which provides mentoring and allow other members to increase the self confidence which also beneficial to the organization in increase the productivity. Conflicts are always arisen in organization, employees come from various backgrounds, various behaviour, different habits and work style which lead to decrease the conflicts in firm and increase the efficiency at workplace. The team have a range of various personalities such as workers, leaders, thinkers etc. who contribute the right balance of skills necessary to achieve the high performance and goal (Clegg, Kornberger and Pitsis, 2015). The team can generate the wider range of ideas as well as innovations in comparison to an individual which help to achieve the goal effectively and efficiently. Hence, these all are benefits of team development which helps to an organisation.

In team development there are many theories which helps to all organizations. There are two team development theories which applying in the glaxosmithkline company of pharmaceutical sector. In this company there are many projects are assigned and for complete particular project the team is build up in the firm. The Tuckman's five stage team development model is applying in most organisations and in glaxosmithkline firm. The model or theory of team development is applying in selected organisation to complete the particular project and achieve the goal. In this model there are five stages are including for team development such as forming, storming, norming, performing and adjourning. Forming is the very first stage of team development where the GSK company build the team for complete the particular project (Martin and Siebert, 2016). In this company prepare team of employees and the team members are try to explore and understand behaviour of each others. At this stage team members are behaved politely and try to fit in the team. Storming is the second stage where the team members of relevant company are starts to competing for status, leaderships as well as control in the team or group. In this stage there are individuals are understood activity and verify their role in team. Here inter personal conflicts are start to arise between members. The team members are try to resolve the obstacles and issues related to the working relations and related to the task and project for which the team is build up. Norming is third stage of team development where members are had better relation with each other in the firm (Tjosvold, Wong and Feng Chen, 2014). They establish balance between different conflicting forces. All members are developed the group norms and consensus for complete the task and achieve the goal of the team or group.

In this stage, between the group members there are cooperative feelings are developed. Performing is the fourth stage of five stages team development model where the team members are gives effort to complete the task. In the stage the team members makes effort for increase the performance of the work and accomplishment of the particular project or particular objective. At this stage pattern is established for improving correlation between members. Adjourning is the fifth and last stage of team development. The glaxosmithkline business entity made the team earlier to complete a project or task or for some purpose (Scott and Davis, 2015). When this particular project and purpose has been completed and fulfilled then the group may or may not be adjourned in the mentioned firm. Here the group can be break down after complete the project because for another project there are different people are may be require. Hence, the breaking up of the group or team is referred to adjournment.

There is second and another team development theory is applying in the mentioned company for the essay. The another theory is Kormanski & Mozenter (1987) Stages of Team Development which used by the company to develop the team and achieve the goal. The model consisting five stage of team development and complete the task of the firm. The five stages are such as awareness, conflict, cooperation, productivity and separation. Awareness is the first stage of develop the team for complete the project of glaxosmithkline organisation. In this very first stage the group is on prepares and make by the firm. Here the group members are try to know each others as well as get to know the goal which they have to achieve. After knowing the purpose of the team, the members commit themselves to that particular goal (Theories of team development, 2013). Here the individuals are get to know and accept to complete the task together for achieve goal. The second stage of team development is conflict.At this second stage the members are search about the task and start to ask questions. As a result various matters are clarified among the team but with this there are many conflicts are arising in the mentioned company. The members are fight each other of interaction resolve in this stage. At this level of team development the conflicts are arises among the group members. Cooperation is third stage of the team development which helps to the selected company in resolve the conflicts which arisen in above stage among group members. The members are own the group goals and then get involved in the project which they have to complete (Kuipers and et.al., 2014). In the third stage all the members are support to each other. Productivity is the fourth stage of team development where the task is completed of the team. This stage is of real achievement of the particular project or purpose or goals which achieved by the group members. The team members feel proud on the team because they achieve the objectives of the group. Here the productivity is increases because the whole team is working together instead of working individual. Separation is the last stage of the team development.

In the just above stage the goal is archived or project is completed of the relevant business entity by the group members. Here having accomplished the goal or the outcomes, some work specific groups may decide to get dissolved. Here it is time to comes to a close to the group. The group is for achieving particular goal and for another goal the another group is to be framed by the company (Noble and Murrell, 2014). The team members have a high satisfaction level of working and complete the goal with each other. The stage of team development is of closure of the group, or closure of the one particular task on which the group was working together. At this stage the group is to be close in the organisation.

Apart from these all the theories of team development there are some advantages and some limitations of the Tuckman's five stage team development model. In the advantage side of the model of team development, different necessary sources such as skills, talents, innovations etc. could be like a bridge over to complete the task and achieve the common goal of fulfil the particular project of the company. As mentioned in the initially regarding to the team development which refers that group of people with complementary talents, skills and innovations who are committed to a same task for which members are held mutually accountable, that means there is close tie between the members of group as they are mutually accountable to complete the common project within organisation. From this model the another advantage is that the company is easily and effectively complete the certain task which assigned to the group (Zakarevičius and Župerkienė, 2015). The productivity is increase by this model in the mentioned business entity. The advantage is that the group members are complete the task step by step which give better performance to the company. Advantage of the Tuckman's model of team development is lead to higher than well as improved performance level which mentioned above in the description of the model. The model is beneficial to achieve the goal and increase the profitability of the selected organisation. On the other hand there are some limitations are also of the Tuckman's model of team development. The limitations of the model are that it is not compulsory that every firm is using the stage wise process for team development, some companies use the cyclic process for team development. The nature of the work can be determine that individual based work is more desired instead of the team based one. Some individuals are may not want to do work together and in team so due to that reason the model is not used by some companies (Kannothra and Manning, 2016). If in team a member is more efficient to do research and analysis and other members are not so efficient than the research work have to do by that member alone, it will give the conflict situation in the company. Another limitation is that group processes may not set in stone, and as the model deals with human behaviour, it is sometimes unclear when a group has moved from one stage to another stage. There may be overlap between the stages.

The advantages of another team development theory that it gives the proper and beneficial outcomes to the mentioned firm. The model provide to the company a level of guidance for develop a team for complete the project of glaxosmithkline firm. The another advantage is that it is useful to the company to increase the productivity because when various skills and talents work together than efficiency will increase to do task (Rogan and Mors, 2014). Apart from the advantages there are some drawbacks are also of the theory that it is not compulsory that group members are behaved according to the stages. It is not necessary that individuals will involve in each other to complete the task, may be there are some conflicts are always among some team members. The model is not that much appropriate for the business entity because sometimes the members can go on the wrong track as well. Hence, there are with the advantages some drawbacks are also with the model.

From the above essay of organisational management it can be articulated that the team management is very beneficial for every organisations as well as for the selected firm glaxosmithkline. Team management is beneficial in order to complete the project effectively. It can be concluded that the company is applied the two theories of team development. First one theory is Tuckman's five stage team development model and another one theory of team development is Kormanski & Mozenter (1987) Stages of Team Development. These both theories are help to company in forming the group and complete the task and then group is closure. It can be concluded that some advantages and limitations are there of both team development theories.

You may also like to read: 

• Essay on Entrepreneurship-University of Roehampton

References

Books & Journals

• Clegg S.R., Komberger M. and Pitsis T., 2015. Managing and organizations: An introduction to theory and practice. Sage.
• Gunaseka ran A., Jabbour C.J.C. and Jabbour A.B.L.D.S., 2014. Managing organizations for sustainable development in emerging countries: an introduction. International Journal of Sustainable Development & World Ecology. 21(3). pp.195-197.
• Kannothra C.G. and Manning 5., 2016. Impact Sourcing at Sery Impact: Managing People, Clients and Growth.
• Kuipers B.S. and et.al., 2014. The management of change in public organizations: A literature review. PublicAdministration. 92(1). pp.1-20.
• Martin G. and Siebert 5., 2016. Managing people and organizations in changing contexts. Routledge.
• Noble S.A. and Murrell K.L., 2014. Managing organizations: Experiential MBA course teaches alternatives to the machine model. Developments in Business Simulation and Experiential Learning. 38.
• Rogan M. and Mors M.L., 2014. A network perspective on individual-level ambidexterity in organizations. Organization Science. 25(6). pp.1860-1877.

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