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COVENTRY UNIVERSITY LONDON CAMPUS

M013LON INTERNATIONAL
ORGANIZATIONAL DEVELOPMENT




INDIVIDUAL REPORT


Student Name: Trang Nguyen
Student ID: 5298059
Module Coordinator: Dr. Andrew Boocock
Submission date: 06/07/2014





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Contents
1. Introduction ................................................................................................................................... 3
2. Team development process and OD Intervention used ............................................................. 3
2.1 Step 1: I nitiating the Team Development Meeting ............................................................... 4
2.2 Step 2: Setting Objectives ....................................................................................................... 5
2.3 Step 3: Collecting data ........................................................................................................... 5
2.4 Step 4: Planning the Meeting ................................................................................................ 6
2.5 Step 5: Conducting the Meeting ............................................................................................ 6
2.6 Step 6: Evaluating the Team Development Process ............................................................. 7
3. Critical evaluation of personal and team experiences ............................................................... 7
4. Conclusion and professional development plan ......................................................................... 8
5. References ...................................................................................................................................... 8
6. Appendix ........................................................................................................................................ 9
Appendix 1: Group team roles based on Myers-Griggss personality and Belbins team roles ......... 9
Appendix 2: Team role summary description (Belbin, 2011) ............................................................ 9
Appendix 3: ....................................................................................................................................... 11
Appendix 4: Our groups ground rules ............................................................................................. 12
Appendix 5: Our groups strengths and areas for development ........................................................ 12
Appendix 6: Professional development plan .................................................................................... 13
Appendix 7: Group diary .................................................................................................................. 13
Appendix 8: Group working declaration .......................................................................................... 14










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1. Introduction
Nowadays, team working is a vital part in every organisation (Miller, 2011).
Many researches have shown that more and more organisations see team
working as a way to create a professional working environment (Brown, 2014).
According to Smith (cited in Adair, 2009), team is a group in which all
members have the same goals and have a fit job and skills with those of each
member. In reference with Amstrongs definition of a team, there are four types
of teams which are organisational teams, work teams, project teams and ad hoc
teams (Amstrong, 2009:241). Based on that definition, our group can be seen
as a project team which are people brought to work together with different
functions to complete a task for a period of time.

Team development (can be seen as team building) is a major OD technique
which helps to increase teams effectiveness and productivity based on their
aims, culture, structure, relationships and so on (Brown, 2014). This report
reflects the development of our team during the process of working together on
producing the group report about how organisation development supports
organisations in the issues which they are facing as well as the challenges of
organisational development in the evolution of globalisation nowadays. This
report will critically identify and evaluate the challenges which our group had
to face and overcome both in the groups view and my point of view based on
what we have experienced. Besides, our strengths and weakness and how they
influenced the success of the report will be discussed in detail based on the
evidences which are the tests that we conducted about personality such as
Belbins Team roles and Myers Briggs personality types.

2. Team development process and OD Intervention used
In conducting the group report, the team development which is one of the most
organisation development intervention was used to develop our team
performance (Brown, 2014). There are six steps of team development
intervention process which can be seen as a figure below:

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2.1 Step 1: I nitiating the Team Development Meeting
In this stage, the team members will discuss about what they can contribute
for the team work and how they support team building (Brown, 2014). OD
intervention methods can be used in this stage to identify the roles for each
member and set the ground rules for the team working time.

Belbins team roles exercise was used to define the roles for members in
our group. According to Belbin (2014), by identifying the team roles, the
team can use advantages from the strengths and control and limit their
weakness as best as possible. Besides, there are nine team roles which are
co-ordinator, shaper, plant, monitor-evaluator, implementer, team worker,
resource investigator, completer and specialist (Belbin, 2014). Based on the
result of the test, my roles in our group were identified as plant and resource
investigator as I had the highest marks for the roles compared to the other
teammates (Appendix 1).

In reference with Belbins summary descriptions of team roles (Appendix
2), the strength of plant are creative, free thinking and ability to generate
ideas and find solutions to solve problems; however, the weaknesses are
that I may sometimes ignore incidentals and communicate ineffectively.
Also, for resource investigator, the strengths can be enthusiastic, out-going,
ability to develop contact and get opportunities; but this role is easy to lose
interest once the enthusiasm passes (Belbin, 2014). Our detailed team map
which included our team members strengths, weakness and area for
development has been presented in Appendix 3.

Besides Belbins Team role, we also used Myers Briggss MBTI test
which was developed in 1940s by Isabel Briggs Myers
(www.myersbriggs.org, 2014) to identify our personality type. It helped us

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to understand about our characteristics so we could make sure that we have
been assigned in the right roles as well as develop our performance as much
as we can.


(Source: Google, 2014)

According to the test, I was listed as ISFP which is a trouble shooter. The
detailed result for all members in our group was presented in Appendix 1.

2.2 Step 2: Setting Objectives
In this stage of Team Development Process, the team needs to decide the
abroad objectives which should be achieved at the meeting to evaluate the
working process and enhance teams effectiveness (Brown, 2014).

Our objectives in this stage were setting common goals and ground rules for
our team. Our common goal was completing the group report with good
quality one week before the submission deadline and the ground rules were
listed as in Appendix 4.

2.3 Step 3: Collecting data

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Data needs to be collected as much as possible before the meeting (Brown,
2014). The helpfulness of this data will be evaluated based on the extent to
which it is able to be identified particularly with the team. Questionnaire
and interviews can be used in this stage to gather information. Actually, we
missed this stage during the process of working on our group report because
we already gained all data which we need in the first step of the team
development process.

2.4 Step 4: Planning the Meeting
This step takes place when the data have been already analysed to restate
our team goals and objectives as appropriate as possible and it will be
attended by the OD practitioner, leader and some team members (Brown,
2014). This process will help to ensure that the meeting will take place
easily and logically and meet the requirements of participants.

With the role of a plant and resource investigator (as mentioned above), I
was with the team coordinators had discussed and decided the time for and
place for the meeting, also we informed every member that they needed to
attend on the meeting as well as prepared all the resources which could be
helpful for the group work. Based on that, we could make sure the
availability of both personnel and resources.

2.5 Step 5: Conducting the Meeting
In the meeting, the data will be presented to the whole team so that all
members can consider and find out the problems and issues which the team
has been facing (Brown, 2014). This step is an opportunity for the team
members to express their feelings openly and honestly so the leader of team
can consider and make changes to help the teamwork be more efficient in
the future. This also the last step of the team development intervention
process so the team should make a list of the items which needs to be dealt
with.

In this stage, after collecting all the data for the group work and combining
them together, we found out that there were some problems in our group
work. The first problem was there were some parts conducted without
following the structure which we had discussed and agreed before. The
second problem was that we did not have any model and theory to apply in
the course work. Therefore, we had a discussion in the meeting to find the
solutions for the problems, make a list of actions which need to be taken to

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improve our group work as well as decide when would be the next meeting
to evaluate our progress of solving those problems.

2.6 Step 6: Evaluating the Team Development Process
This is the last stage of the Team Development Process. At this meeting, the
team will evaluate the effectiveness of the intervention, explore what have
been carried out and those that are not working (Neuman et al, 1989). Also,
the team will also look forward to the solutions for ongoing problems and
how to continuously improve team performance in the future (Brown,
2014). In this last step, we already explored our strengths such as diverse
team, clear vision, self-motivation, good leadership and so on; also the areas
for development such as time management, critical thinking,
communication skills and so on (Appendix 5).

3. Critical evaluation of personal and team experiences
From what our team have experienced during the time working together on the
group report, our team can be evaluated as an effective team based on the equal
contribution of each member to our team work and all of our team members
have satisfied with the final group work. The team development process had a
significant impact on how we changed to be more effective in working
together. However, there are still some limitations in our group work which are
the resistance to change in contents and roles of some members when we
already finished our parts. Also, due to the limitation of time, we could not use
more sources to support our group report.

360-degree feedback is used to help each individual in our group to understand
more about the behaviours required to improve individual and organisational
performance (Torrington et al, 2011).


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(Source: Google)

Based on the 360 feedback, I can reflect the feedbacks from my teammates to
improve my performance in the future. From my own experience in this team
working, I did follow the steps of the team building process to be efficient in
delivering the group work. All members were willing to help each other and
improve each others work; however, as mentioned above, MBTI test has
identified myself as a trouble shooter and my weakness is always do everything
in the last minute. To improve my performance, not only individually but also
in team working, time management is a really vital factor which can help me
perform better and more productive and efficient in the future.

4. Conclusion and professional development plan
In conclusion, based on what our group has implemented to conduct the group
report, I have achieved the experiences of applying OD interventions in
improving team performance. For my professional development plan, I really
need to improve my skills in time management, communication and listening to
be more efficient and have a better performance in the future. My detailed
professional development plan is also presented in appendix 6.

5. References
Adair, J. (2009) Effective Teambuilding: How to make a winning team, 2
nd
ed,
Pan Macmillan, London
Amstrong, M. (2012) Amstrongs Handbook of Performance Management An
efidence-based guide to delivering high performance, 4
th
ed, Kogan Page
Belbin (2014), Belbin Team Roles [online] Available at:
http://www.belbin.com/rte.asp?id=8 . Last accessed: 05/07/2014

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Brown, D. (2014) Experiential Approach to Organization Development, 8
th
ed,
Pearson, Great Britain
Miller, D. (2011) Brilliant Teams, 2
nd
ed, Pearson Education
www.myersbriggs.org (2014) MBTI Basics [online] Available at:
http://www.myersbriggs.org/my-mbti-personality-type/mbti-basics/ Last
accessed: 05/07/2014
Torrington, D. & Hall, L. (2011) Human Resource Management, 8
th
ed,
Prentice Hall, London

6. Appendix
Appendix 1: Group team roles based on Myers-Griggss personality and
Belbins team roles
Myers -
Briggs
BELBIN TEAM ROLES
Name Email 1 2 3
Mike
(ESFJ)
huangwei19912013@gmail.com Co-
coordinator
Shaper Team
worker
Eugene
(ISTJ
ruweko2@yahoo.com Implementer Shaper Monitor-
evaluator
Majed
(INFP)
Mayed.999@hotmai1l.com Monitor
evaluator
Completer Shaper
Manea
(INFP)
4444896@gmail.com Coordinator Implemente
r
Complete
r
Trang
(ISFP)
Npqtrang.2808@gmail.com Plant Resource
investigator
Team
worker

Appendix 2: Team role summary description (Belbin, 2011)

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(www.belbin.com)















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Appendix 3:







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Appendix 4: Our groups ground rules


Appendix 5: Our groups strengths and areas for development

Strengths Areas for development
1. We are diverse team and have talent
to manage multiple tasks and
challenges
2. We can easily adapt to situations
3. We are a high performance team
4. We have clear defined roles
5. We have clear vision
6. We have clear line of
communication
7. Good leadership
8. We are all self-motivated
9. We are confident and have positive
attitudes
10. We are open and constructive
1. Use of Technology
2. Develop our communication skills
3. Time management skills
4. Critical thinking and use of theories
and models to support our arguments
5. Report writing skills and improve
the structure of our work







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Appendix 6: Professional development plan
What
are my
develop
ment
Objectiv
es?
What activities do I need
to undertake to achieve
my objectives?
What
support/resources do I
need to achieve my
objectives
Target date
for
achieving
my
objectives
Time
manage
ment
skill


Make a detailed schedule
for everything which I
need to do and follow it
strictly
By increasing self-
conscious to follow the
plan
By
Octorber,
2014
Listenin
g skill
Listen to people, my
teammates more to get
their ideas before
responding
Learn more how to listen
to other, be more patient
By October
2014

Commun
ication
skills



Try to express my thought
and feelings while
working in a team as well
as learn how to persuade
people and explain my
ideas clearly

Universitys society,
social networking
events

By October
2014

Appendix 7: Group diary

Group report diary
Date Purpose or Stage of
group work
Individuals present and
contributions
Any other actions
agreed
Monday,
16/06/2014
Set the ground rules
Discuss the content of
Everyone attended and
contributed to the work
We agreed with the
structure and decided

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CW 2
Divide the work to each
member of group
Set the deadline for the
first draft
Decide the next meeting
on Monday, 23/06/2014
the deadline for our
first draft of the group
work.
Monday,
23/06/2014
Combine the work
Define the problems
Set the deadline for the
second draft
Next meeting on
All group member
attended and finished their
part

Manea, Majed and
Trang still need to
adjust their part
Monday,
June
30/06/2014
To review the final group
work and find the area to
improve.
Add some theories and
models in the work.
Through the
brainstorming, every team
member gave his or her
opinions and suggestions
of the final work.
We decided the final
deadline of the
submission and decide
submitted by our team
leader.

Appendix 8: Group working declaration
Team Declaration

As the leader of the team, I, Eugene
Ogagaoghene Kokoruwe, can confirm that each
member has contributed equally to the research,
creation and delivery of this presentation

Team
Leader
Eugene Kokoruwe - 5204083
Member 1
Trang Nguyen 5298059
Member 2
WEI HUANG 4929231
Member 3
Majed Alshehhi 5219892
Member 4
Manea Almulla 5187649