Unit 15: Developing successful business teams

[Name of Student]

[Name of Institute]
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Table of Contents
1.1 Describe the qualities of successful business teams. ................................................................ 3
Team types: ................................................................................................................................. 3
Functional Teams: ...................................................................................................................... 3
Cross-Functional Teams ............................................................................................................. 3
Participative leadership ............................................................................................................... 3
Shared goals and objectives ........................................................................................................ 4
Corporate Aims ........................................................................................................................... 4
Motivation................................................................................................................................... 4
1.2 assess the importance of team roles in successful business teams............................................ 4
Strengths of Myers-Briggs .......................................................................................................... 5
Weaknesses of Myers- Briggs .................................................................................................... 5
1.3 Analyze the value of using theoretical models when building successful teams? .................... 5
McGregors theory X and Y model: ........................................................................................... 5
2.1 explain the stages of team development ................................................................................... 6
Forming: ..................................................................................................................................... 6
Storming: .................................................................................................................................... 6
Norming ...................................................................................................................................... 6
Performing .................................................................................................................................. 6
Adjourning .................................................................................................................................. 7
Herz-berg hygiene factor theory: (1923-2000) ........................................................................... 7
Herzberg hygiene factors disadvantages: ................................................................................... 7
Limitations of Maslow approach: ............................................................................................... 9
2.3 Encourage open communication between team members to support team development ........ 9
2.4 Evaluate ways of resolving conflict between team members ................................................. 10
3.1 Monitor the performance of a team against given objectives ................................................. 10
3.2 Recommend how to improve performance against given objectives ..................................... 11
Advantages of benchmarking: .................................................................................................. 12
Evaluation of benchmarking: .................................................................................................... 12
Leigh and Maynards effective feedback ................................................................................. 12
Importance of acknowledging achievements ............................................................................ 13
References ..................................................................................................................................... 14
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1.1 Describe the qualities of successful business teams.

Tesco, a major supermarket group, in United kingdom, England. It has reduced the asset
value of its global operations by 2.3 billion. This is due to the ending of its venture in the USA
market. It has also reduced the value of its UK property by 804 million as it has decided not to
develop some of the sites it owns into supermarkets. Goodwill has also been reduced on its
accounts by 495 pounds million to take account of much lower demand in countries such as
Turkey and the Czech Republic (Cohen and Sharma, 2016). A team is a collection of people and
shows all the talents of team members. Team working is a merger project in which they have to
work on the units of production to achieve goals.

Team types:
Functional Teams:
This type performs certain functions in an organization. It includes people from the same
department. A manager delegate duties to the subordinates, to ask any query should approach to
them is called functional team. This is permanent team (Cohen and Sharma, 2016).

Cross-Functional Teams

Cross-functional teams in an organization or specializes; it includes people from different

departments work together and sometimes the delegation level is very low that does not ask any
query and made decision without involving any manager. This is called cross functional teams.
This is temporary team. Tesco group is assembling of specific people who synchronize their
specific efforts whereas, Tesco team is a combination of people who share mutual target and a
plenty of require principles (Cushman and Burke, 2014).

Characteristics of successful business teams:

Participative leadership
In Tesco leadership is a fundamental part to be a successful manager because a manager
does things right and leader do right things. It leads setting a clear mission statement and vision
for an organization .A poor leader fail to understand the problems of staff and by doing all things
itself to lower the morale of staff and makes them demotivated. A good leader encourages
participation in decision-making. This type of leaders delegates the duties within the
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organization. The creativity of employees is encouraged because the decisions are taken with
commitment of managers and their workers (Alam, 2013).

Shared goals and objectives

Tesco Company having clear objectives or targets to work towards Tesco Company
These objectives are often not written down or formalized in any way. In partnership
organizations, the key role of partners should lead towards the direction to make the aims higher
towards the consent of business can cause much time to be wasted that would be better spent on
running the business effectively.

Corporate Aims
Tesco Company has long term goals to achieve by a business. The corporate aims has a main
central purpose of business activity is shown in an organization.

Motivation
In Tesco, motivation means to encourage and makes the strength of the work force. It
shows the right path towards their direction and vision to see farsighted things if their morale is
high and vibrant. In organization work force motivation is necessary because in the production of
units on daily basis can be pity much boring for employees involved as this is the important issue
for management (Goffin and Mitchell, 2016).

1.2 assess the importance of team roles in successful business teams

Belbins team approach:

Belbins team approach is about a behavioral test and also known as self-actualization
theory. This test tells us about how specific people behave in a team surroundings and the
feedback from the observer as well as the effectors own judgments of their behavior and in
inverse how they see their behavior and how their staff do. Belbin justify himself that the team
roles are not correspondent to personality kinds and this is opposite to myers-briggs type
indicator which is a psychometric equipment used to order people into one of any personality
kinds, the Belbin team theory measures people on how vividly they show their behavioral
attributes from separate team roles (Wood, Coe and Wrigley, 2016).
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Strengths of Myers-Briggs
- In an organization asking the appropriate questions and it based on the major steps which
are required for applicants by test, interviewing and choosing them for a vacancy in
which he specialized.
- Interviews is the important step of selecting candidates..Interviewers question the
candidates on their experience, ideas and strengths to see if they can attain well and
distinguishes its qualities from the employees.
- A good team needs to organize well by knowing the culture of organization because it is
the code of behavior and attitudes that influence the decision- making style of the
managers and other employees (Dillon, 2015).

Weaknesses of Myers- Briggs

- This personality test is time consuming
- It costs money because this test is hiring managers to take the test of a person and make it
successful.
- This personality test is only beneficial at a specific level because it doesnot give you an
appropriate answer as your personalities are different from each other.

1.3 Analyze the value of using theoretical models when building successful teams?
Theoretical models when building successful business teams i.e. in the Tesco Company.

McGregors theory X and Y model:

Particularly, McGregor theory impacts on the attitude of managers in the 1950.he stated
that managers delegate the duties to their subordinates, to meet the desired goals of an
organization. His approach of theory x and theory y is based on the characteristics of the
managers, He differentiates both the theories x and y i.e. in theory x the managers dislike their
work, feel bored and lazy and not shown any achievement towards their work. On the other
hand, theory y managers like their work and remain vibrant towards their goals to achieve. They
have a very positive frame of mind and ability to handle and assist different functional
departments of a business such as marketing, finance, etc (Storey, Basterretxea and Salaman,
2014).

With the reference of above two approaches, Tesco staff dislikes their work because as
they are treated in an autocratic style of leadership. It shouldnt be a bossy attitude towards
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people so the people contribute their ideas and skills to create their organization higher in a
democratic leadership as theory y managers do (Brannen, Moore and Mughan, 2013).

2.1 explain the stages of team development

Psychologists Bruce Tuckman in 1965 he came up with an idea as forming, norming,
storming and performing in Developmental Sequence In Small Groups. He describes these stages
to their team to follow these stages and aim high.

Forming:
Forming is the stage where team individuals are very optimistic and generous in nature.
Some are apprehensive because they do not get it fully what their team is working while other
team members are fully prepared for their task. In this case leadership style should be dominant
as members of team do not understand their roles and functions (Brannen, Moore and Mughan,
2013).

Storming:
Secondly, storming is the stage where people face contradictions between their
colleagues behavior and wanted to get out of this. Storming usually starts when team members
want to work with their style and this unpredictable problems causes cut off from their team
members. If team members get any task they may experience turmoil because they actually have
no support from their colleagues.

Norming
Thirdly, norming is the stage where team members resolve their conflicts and get
comfortable with each other. They encourage and motivate their colleagues strengths and
weakness and give respect to the managers and leaders. The team members have good
interaction with each other, if they assign any task; they can ask for each others help and
develop a strong bond towards them (Goffin and Mitchell, 2016).

Performing
Lastly, performing is the stage where you push yourself towards hard work, it means
managing, dominating and supervising of staff by assuring them that companys targets and
goals should meet. The important role of attaining that staff should be develop as motivated,
encouraged so then their abilities can express in the organization. At the stage it becomes easy to
build a strong bond with colleagues and team members.
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Adjourning
This stage is only for a specific period, because existing team members even find this
stage difficulty as they have developed their working hours for daily routine and made close
relationship with team members.

2.2 Plan how to motivate team members to achieve given objectives

To motivate team members to achieve given objectives by

Herz-berg hygiene factor theory: (1923-2000)

The nature of work if it presents it motivates and if it absents it demotivates. While, in the
hygiene factor if it presents it shows no effect and if it absents it gets demotivated.herzberg states
that money can be a main motivator, if employees work more, they paid more. Work is being
done by different methods to increase the unit of production as the employee is paid more and
goals get achieved (Wood, Coe and Wrigley, 2016).

Herzberg hygiene factors disadvantages:

- When workers reached to an output the quality suffers
- Humans are treated like machines and it can be made to work as long as they are paid
more. Therefore, the non financial considerations which is ofcourse motivate the
workforce are disregard.
- Increasing level of output will not necessarily increase the productivity of workforce as
well and wastages might rise

A business offers higher pay to the workforce to stimuli their stamina as they improve the
working conditions if the work is interesting. It gets time so the workforce demotivated whatever
the pay organization is offering. In Tesco, a researcher has just move on the conclusions but it
does not give him the clear vision that the idea they got from the work is purposeful or not for an
organization (Dillon, 2015).

Second theory, Vroom (1932) and belief theory:

Vroom states that specific people choose to maintain their life as they wish to because they know
the value of their career and this career gives the outcome for the bright future. It leads people to
remain steadfast and have clear mind set of their goals and aims if they have a believe on that; i.e
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- Determination to achieve something by effort and hardwork.

- Favorable achievement will show an enticing appreciation.
- Essential needs are satisfied.
- If the needs are satisfied then it is necessary to make the task effective.

His belief theory has three assumptions:

Valence: needs and wants of an employee by rewarding them with money and satisfaction.

Beliefs: the level of achievement shows you the right path by putting effort and hard work on the
level of accomplishments.

Instrumentality: the self motivation and endeavor of workforce they get whatever they desire
for and make it happen.

In Tesco, it should be noted that the research method are not description they are very
brief theories to explain and the relevant data should be keep aside. The mangers that have the
duty to motivate the employees and set the goals to achieve, these theories are for motivation,
skills and the capabilities to found difficult in unpredictable cases which contribute in a
successful manner (Storey, Basterretxea and Salaman, 2014).

Third theory, Maslow (1908-1970) and the hierarchy of human needs:

Maslows research was not mainly about the team members / individuals of a company,
though his research have fundamental role for candidates of psychology and sociology.
Maslows research is significant for managers of business because our needs always become
satisfied when managers keep motivating and delegating tasks having a democratic style of
leadership determine our action and satisfaction is increased.

- Security work place

- Security job
- Physical need of a workforce.
- Acceptance is social needs implies getting adjusted within an organization, becoming part
of an entity to be gelled with each other which of course gives you a lot of confidence
and acceptance within business.
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- Self- esteem
- Self -actualization

Limitations of Maslow approach:

- During reversal or recession or merger reversal is possible but has not been taken by
Maslow.
- Not everyone starts from the basic order i.e. the physical needs

2.3 Encourage open communication between team members to support team development
Open communication is adequate between workforce to strengthen team courage and to have
a purpose of smooth coordination between departments. It helps in coordination, synchronization
of activities; to evitable or diffuse conflicts and contradictions between workforce and
departments.

- Motivation of team members: the urge to perform and a physical transformation of

energy to motivate team members.
- The satisfaction and quality of communication should be higher.
- Decision-making of team members: autocratic leaders does quick decision making
because as they spontaneously make changes without asking any of the member.
- Communication between consumers and market leaders is a huge disruption because if
the consumer panel takes longer time so the market leader decision becomes slow and
business will have problems by respond with other products.
In team development synergy works i.e. it states that when two separate businesses work
separate they make low profits as their company is operating with similar dimensions so
synergy reflects the idea that two firms make up the mind together and create one firm
with the work force (Millar and Rigby, 2015).

Tesco refers, blinkered approach often created by hierarchical and functional

organizations that there is a lack of sympathy with the needs of other sections. This is a team
based project which is formed for a time period or for a project only. Once a task is achieved the
matrix is resolved.
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2.4 Evaluate ways of resolving conflict between team members

In tesco, the methods of diluting contradictions between workforce:
- Managers or leaders have to deal with and motivating staff at all levels in a workplace.
- The importance of managers to maintain the workplace with harmony and most
importantly for the motivation of workforce.
- Managers must hear and understood conflicts of both sides and then give a final verdict.
- Managers should resolve the conflicts between team members and managed with direct
and spontaneously.

Conflicts can be prolonged as team members are making it should be resolved and make their
workplace environment peaceful and healthy. If the team members will thinks from others point
of view life opens different things and leads them into new and innovative solutions.

3.1 Monitor the performance of a team against given objectives

In Tesco Company, the setting of objectives is what a business wants to achieve, its final
destination, goals. The team functions are planning tool what has to be done, sense of direction
and identification of how a business can achieve its objective, coordination between workforce in
order to avoid any conflicts and contradictions or any other discrepancies / wastage between
departments, appraisal i.e. check and balance of performance like comparing the actual
performance of target required, and control device is to measure the performance (Kukreja and
Gupta, 2016).

For any target to qualify an objective SMART should be fulfilled

S-specific: industry related it implies the objective should be industry related it must also
simultaneously s increase the specified that what exactly a business is able to achieve. 75%
space in restaurants / airlines. To ensure the academic excellence the passing criteria should
accede at least 80% of the students they must go well in A*, A and B

M-measurable: target should be expressed in quantify / qualitative team term.

A-Agreed: there has to be mutual understanding between the staff and managers so that everyone
should be on a same page and working on common goals. Sales are a back bone.
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R-Realistic: business can be achieved on the detail in pressure groups. (Target should be
humanly possible to achieve that to with the consent of staff and managers.
T-Time specific: target should be time bound for e.g.: cutting the cost by 10% for next 2 years
till 2018 increase the market share to 35% and become a market leader by 2017.

Qualitative methods to measure the attainment of a workforce against objectives:

Sampling: it is an extract of small groups which has been selected from the population in order
to conduct an experiment. So that results can be projected on the entire population like census
statistics (longitudinal survey).

Customer feedback: it is also known as focused- groups. They selected a group of 15- 20
people and showed them a product and asked about what they feel of its taste, colour, design, and
packaging depending on what the product is.

3.2 Recommend how to improve performance against given objectives

Tesco improves fulfillment of given objectives by setting objectives by organizing
resources and coordinate team members by making and meet goals to distribute the
organizations overall aim into specific targets for each division, department and individual.
Individual targets for performance would be established during the annual appraisal process and
these should be agreed with each worker for maximum effect, not just established without the
workers agreement (Sullivan and Gouldson, 2016).

Workforce is a combination of team who knows their capabilities and potential to meet
the targets and goal achieved successfully. Particularly, the managers choose the workers by
identifying their aptitude and effectiveness that they are fully able to fit for this post and make
companys profit high and then it can be ploughed back in the business. The process of selecting
and discriminate others from that post is the main achievement to hire for a vacant post is called
recruitment.

Bench marking: is also termed as best practice bench marking. Whereby, the leading
firms in an industry will be identified after weak areas of a business have been established.
Standards of these firms are the adopted or adhered in order to improve the overall performance.
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However, the availability of information will always be subjected to doubt (Samantara and
Sharma, 2015).

Advantages of benchmarking:
- Weak areas of the business to be identified.
- Identification of the best performing business
- The system or practices are adopted by research parties and supplier.
- Implementing those standards and then performances are measured.

Evaluation of benchmarking:
Benchmarking is the process which saves time and cost. It also helps businesses to adopt,
quickly measures instantly without spending/ allocating funds on research and development.
Businesses can also become competitor very quickly. However, continue to copy other
businesses, no innovation, unethical, lacks creativity, kills motivation of staff, and me too
followers/intermediaries (Malik, Fearne and Wu, 2015).

Leigh and Maynards effective feedback

The feedback is really important in market oriented culture that is asking from consumer
panels because they first pre-launch and tested from group or individuals, if they have a positive
comments about the product they got the feedback. The launch of the product has taken to the
post launch in which they give the consumers as a sample if they like the product feedback then
consumer will purchase the product (Little, 2016). Companies have feedback about the employees.
As the team members need to show their work hard and strength that he or she has capabilities
and potential to remain in this company and to increase the sales of Tesco organization.
Workforce has their feedback about how they behave, how many presents; maintain the
workload and dedication to meet the targets and achievements towards work (Jones, 2015).

Leigh and Maynard give appropriate feedback that how peoples skills, their ideas and
experiences to become universal to professional in the business environment. Tesco represents
that the restaurant and transports have feedback numbers or give feedback brief description.
People used to go to restaurants after supper they get a feedback letter to rate their restaurant
with numbers like hygiene, waiters behavior, cost environment, they have some open -ended
questions and some have close- ended questions (Jones, Hillier and Comfort, 2014).
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In open ended questions customers have to give brief description about restaurants and
food feedback or anything which likes or unlike you. Where as in close ended questions the
customers need to tick the questions like, their food was good or not, about hygiene, etc.
feedback in transports are becoming a major part as nowadays people want to go anywhere they
call the car and car will here in minutes and after that car driver wants passenger to give
feedback that how was the ride and rate drivers. Feedback strengthens your abilities and makes
you focus on goals to accomplish (Jones, 2015).

Importance of acknowledging achievements

Tesco Company describes that there are ample of reasons to acknowledge your
achievements by developing, creating, guiding, leading and overseeing the dynamism in an
organization and in ourselves as well. Firstly, your dedication towards work and giving full
concentration makes you a wise person to achieve its desire goals. Secondly, the attainment of
having good grades is the achievement in your career and wanted to have a fixed grip on the
grades and remain in that pace. Thirdly, the positive frame of mind makes you vision statement
and you mission makes clear to achieve your objectives in future and make it happen (Malik et.al,
2015).

Fourthly, at your workplace the achievements get recognized by managers and the
leaders that their staff should have the employees of the year and the reward other employee with
the bonus as he done the project in overtime. These are the main achievements in which team
members have done well by progressing and reconciling their accomplishments to get reward in
a company Tesco. In the conclusion team working is a dream working and all mangers and
leaders should support members and build a strong bond between each other.
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References
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TESCO PLC, UK.

Brannen, M. Y., Moore, F., & Mughan, T. (2013, September). Strategic ethnography and
reinvigorating Tesco Plc: Leveraging inside/out bicultural bridging in multicultural
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pp. 282-299).

Cohen, A., & Sharma, P. (2016). Entrepreneurs in Every Generation: How Successful Family
Businesses Develop Their Next Leaders. Berrett-Koehler Publishers.

Cushman, D., & Burke, J. (2014). Introduction: Tesco PLCan Open Business. In The 10
Principles of Open Business (pp. 10-23). Palgrave Macmillan UK.

Dillon, N. (2015). From market trader to global player: oral history and corporate culture in
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Goffin, K., & Mitchell, R. (2016). Innovation Management: Effective Strategy and
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corporate social responsibility/sustainability reports. Corporate Governance, 14(1), 130-
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Kukreja, G., & Gupta, S. (2016). Tesco Accounting Misstatements: Myopic Ideologies
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9-18.

Little, B. (2016). Benchmark report reveals trends in corporate learning and

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Malik, S. A., Fearne, A., & Wu, S. (2015). Optimising supermarket promotions of fast moving
consumer goods using disaggregated sales data: A case study of Tesco and their small
and medium sized suppliers (Doctoral dissertation, University of Kent,).

Samantara, R., & Sharma, N. (2015). Talent Management at Tesco: A Case Study. Parikalpana:
KIIT Journal of Management, 11(2), 95.

Storey, J., Basterretxea, I., & Salaman, G. (2014). Managing and resisting degenerationin
employee-owned businesses: A comparative study of two large retailers in Spain and the
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Sullivan, R., & Gouldson, A. (2016). Comparing the climate change actions, targets and
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