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Reflective Account of Teamwork’



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In this reflective report, I
will be covering my experience of working within a team. I will be looking at
how my team worked efficiently and inefficiently in different areas of a team
based system. I will also be looking at relevant theorists who relate to my
experiences within this team whilst lastly, I will be concluding on my
reflective report by stating how I could do better in the future of team-based


Main Body


A theorist who relates to my team experience is Meredith
Belbin. A quote from him was: “A team is not a bunch of people with job titles,
but a congregation of individuals, each of whom has a role that is understood
by other members.” (Jones et al., 2007) I believe this quote relates to my
experience as in one of our first meetings as a group, me and my team members
recognised each other’s strengths and weaknesses, which allowed us to give each
group member an optimal team role. This allowed us to have confidence and
belief in each other and a belief that we would all provide a high standard of
work individually.


In my team, I was appointed the role of creating the
questionnaire for the presentation. In relation to Meredith Belbin and his
‘nine Belbin team roles’, I was the ‘team worker’ in the group. This was
present through my role within the team as during our team meetings, the
identification of each other’s strengths and weaknesses allowed me to see which
roles would be more efficiently filled by my team members. This allowed me to see
what work was left and required to be done on the behalf of the team, leading
to me designing the questionnaire. (Belbin, 2015)


In terms of my team, there were two advantages of us working
together. They were:

Similar personalities

High diversity of skills


The similar personalities within the team allowed us to
communicate effectively between each other about the strengths and weaknesses
of each other’s work production towards the main task. The high diversity of
skills allowed us to make better decisions on which team member should do a
certain role, leading to better work being created within those roles.



Also in my team, there were a couple of disadvantages when I
was working with them. They were:

Unequal Participation

Team meeting up


Unequal Participation was a problem as due to our individual
personalities, my team mates would only do their work in their role and would
not do anything else. This meant that team mates with less work contributed
less than some team mates who had more work. Due to this, it led to a lower
standard of work. Meeting up with the team was also an issue. Due to my team’s
busy individual schedules, my team found it hard to find a good time to meet up
each week. I believe this had an impact on our work as well as our communication,
which meant that were less able to talk to each other about our individual
contributions towards the main task.


Overall, there was not too much conflict within our team. However,
due to unequal participation within our team, one of my team mates took up the
‘Plant’ team role and discussed this small issue in one of our team meetings to
resolve it.

A quote that Dr Meredith Belbin once said was: ‘one starting
strategy, especially applicable when dealing with those who have not yet learnt
to find and manage their own best team role effectively, is to seek positive
possibilities from what may seem an unwelcome trait.’ (Belbin, 2010, p.75). This
relates to my experience as a team member recognized laziness as a trait within
the team. To deal with this, my team mate took up the ‘Shaper’ role and tried
to seek positive possibilities from my team mates, through motivating them to
contribute more work towards the main task. I believe that this worked as it not
only led to a higher standard of work but it led to more work being created
after the meeting.


In terms of managing conflict in the future, I will need to be
able to identify my team mates in regard to ‘Belbin’s nine team roles.’ This is
important as some team roles could lead to conflict with each other, depending
on the individual’s personality within those roles. For example, an individual
in a ‘Shaper’ role could upset an individual in a ‘co-ordinator’ role, which
would lead to conflict between the two. To avoid this in the future, it can be
dealt with in different ways such as, preparing a resolution beforehand, or asking
each member to have respect at all times for each other.




In general, the presentation was well presented and my team
were effective in their roles. Whilst my team mates portrayed unwanted traits
such as laziness, motivation and encouragement got the best out of them.
Motivation is a factor that I will use in the future if I’m put into a similar
situation. What I could improve on though in the future is becoming more of a
team leader. Team leaders are very important for delegating roles whilst also
in situations such as conflict between team members, I would have more control
over them. An important quote that relates to this experience is: “A person who
feels appreciated will always do more than what is expected.” (LinkedIn 2014)
Due to our general personalities, we appreciated each other and understood each
other more which led to a high standard of work being created.













Jones, A., Reed, R., Weyers, J. and Weyers, J D.B. (2007)
Practical Skills in Biology. 4th edn. Harlow, Essex, pp.12


Belbin, M. (2010) Team Roles at Work. 2nd edn.
New York: Routledge. pp.75


Belbin (2015) The nine Belbin Team Roles. Available at:
(Accessed: 2 December 2017)


LinkedIn (2014) A person who feels appreciated will always
do more than what is expected. Available at:–a-person-who-feels-appreciated-will-always-do-more-than-what-is-expected/
(Accessed: 5 December 2017)

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