Research on team roles is a crucial element of management sciences and organizational psychology, providing valuable insights into how workgroups function and their impact on organizational performance.
Fundamental Concepts of Team Roles
Systematic psychological studies on the nature and impact of workgroups date back at least to the Hawthorne studies of the 1920s and 1930s. However, from the 1990s onward, the number of studies and discussions on team roles has significantly increased. J. Richard Hackman, a professor of social and organizational psychology at Harvard University and a leading expert on teams, revealed in an interview with Harvard Business Review how weak teamwork skills often are. His research shows that team members frequently disagree on what their team should be doing. Defining this is the leader’s task, requiring a willingness to take significant personal and professional risks to set the team’s direction.
The Evolution of Conceptual Frameworks for Team Roles
Several conceptual frameworks for team roles have been proposed in the scientific literature, with the most influential being Belbin’s model (1981, 2010, 2012). His framework identifies nine informal roles: Plant, Resource Investigator, Coordinator, Shaper, Monitor Evaluator, Teamworker, Implementer, Completer Finisher, and Specialist. Each of these roles comes with specific strengths and weaknesses. Based on this nine-role model, Belbin (2010) suggested that teams should be balanced in terms of team roles, meaning all key roles should be present, none should be missing, and roles should not be overrepresented (e.g., duplicated) within the team.
Newer Approaches to Team Roles
More recent studies use a different framework for assessing team roles—the VIA Team Roles Model (VIA Institute on Character, 2013). It defines seven key roles:
1) **Idea Creator** – thinks of unconventional ways to find solutions and generate big ideas,
2) **Information Gatherer** – seeks information on best practices, new trends, potential suppliers, competitors, etc.,
3) **Decision Maker** – processes and integrates available information, makes decisions, and clarifies goals,
4) **Implementer** – monitors the current status and takes action to achieve objectives,
5) **Influencer** – presents the product for internal and/or external approval,
6) **Energizer** – brings energy to their work and the team,
7) **Relationship Manager** – helps maintain smooth relationships and resolve conflicts.
The Impact of Role Diversity on Team Performance
Empirical studies confirm a link between team roles and individual outcomes such as performance and job satisfaction. Findings suggest that teams with a broader representation of team roles report higher performance and teamwork quality. Additionally, teams with higher levels of teamwork characteristics and fairness, as well as those with more members scoring high in fairness and prudence, report better teamwork quality.
Team Dynamics and Effectiveness
MIT Sloan Management Review highlights the role of a constructive devil’s advocate in team meetings. Research has shown that assigning someone the role of a critical reviewer can improve meeting effectiveness and lead to better decision-making. Furthermore, studies consistently demonstrate a shift from focusing on individuals within teams or comparing individuals to teams, to focusing on teams themselves and larger team systems.
Organizational Behavior and Team Functioning
Organizational behavior refers to the study of individual and group behaviors within an organization. It examines how people interact, communicate, and collaborate to achieve organizational goals. Organizational behavior can significantly impact decision-making processes in teams by influencing perception, attitudes, motivation, decision-making styles, and group decision-making.
The Role of Leadership in Team Functioning
Studies indicate that a leader’s behavior and personality can shape organizational behavior, either positively or negatively affecting organizational performance. Hackman emphasizes that if a leader is not disciplined in managing who is on the team and how the team is organized, the chances of the team doing good work are minimal.
The Importance of Motivational Quotes in Teamwork
Regardless of the nature of the work, objectives, or industry, motivational quotes can play an essential role in daily teamwork. Finding inspiration in them can help team members strengthen their engagement, creativity, and focus, allowing them to push past their limits and achieve better results. One example is Michael Jordan’s quote: *”Talent wins games, but teamwork and intelligence win championships.”*
Conclusions
Scientific research unequivocally indicates that understanding and properly applying team roles is crucial for organizational effectiveness. Balanced teams, where diverse roles are represented, achieve better performance and higher teamwork quality. At the same time, a leader’s role in managing team composition and structure is invaluable for success. Further exploration of this research area can lead to a deeper understanding of team dynamics and provide practical guidance for managers and team leaders.
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