Organisational Behaviour Essay Example

Organisational Behaviour Essay Example Organisational Behaviour Essay Organisational Behaviour Essay Tein, M. , Matthews. G. , and Martin, D, Management: A pacific rim focus, 4th edition, pp366, The McGraw-Hill Companies, Australia Answers. com, 2008, Ability, ; answers. com/Ability; QANTAS, (2008, Feburuary 5), ITS NATURAL TO FLY CARBON NEUTRAL WITH THE QANTAS GROUP, OURhotel, 44-45 Johnson. C, (2008, Feburuary 14), Refillable packaging saves consumers and the environment, Packaging, 22 OURhotel, (2008, Feburuary 5), Climate change, the future in our hand, OURhotel, 40-42 McShane. S. Travaglione. T, Organisational Behaviour on the Pacific Rim, Enhanced edition, p38-41 The McGraw-Hill Companies, Australia Gibson. J. L. , Ivancevich. J. M. , Donnelly. J. H. And Konopaske. R, Organiszations, Behaviour, Structure, Processes, 12th edition, The McGraw-Hill Companies, Americas, New York.

Farewell My Concubine essays

Farewell My Concubine essays There are many themes that permeate Chen Kaiges film, Farewell My Concubine. Fore the purposes of this paper they will be presented in three parts: historical perspective, sexual identity and relationships, and social commentary/criticism. Although some critics of the film make the argument that the film is not about a historical perspective, but rather on sexual identity and human relationships, it is not possible to altogether excuse the historical elements of the film, because there are few and the ones shown are extremely critical to the other themes the movie presents. So then one must question not whether these historical scenes are important in analyzing the film, but why was each historical event selected to be used, and how does it add to the other themes of sexual identity, relationship interaction, and social commentary and criticism? While the films main plot follows the relationship between two Beijing Opera stars, Duan Xiaolou and Cheng Dieyi, from their childhood to old age, there are also many subplots, such as the fragmentation of their relationship as a result of Duans marriage to Juxian and the historical events that challenged their loyalty to each other in the face of physical and emotional torture. It is the combination of all of these plots in the context of the three thematic approaches presented in this paper that the full effect of Chen Kaiges film may be realized. Historically, Farewell My Concubine covers the time period from the late Qing dynasty to the post-Mao era, mainly focusing on two key events in Chinese history, the Japanese invasion and the Cultural Revolution. The Japanese invaded China and entered the capital of Beijing in 1937. This invasion launched the pacific front of the Second World War whose fighting didnt end until 1945 with the Americans atomic bombing of Japan. The atrocities committed by the Japanese are shown in the scenes following Duan ...

Critically examine the progress made in the equitable employees since Essay - 2

Critically examine the progress made in the equitable employees since 1968 makes links to the business and organisation - Essay Example Many industrialists then started realizing that satisfied workers are more efficient than the employees who are unsatisfied with the working conditions (Bratton and Gold, 2003). As a result, employers stated introducing voluntary programmes for the employees in order to provide them with a comfortable environment. Moreover, government started introducing basic human rights laws to protect the interests of the workers. The industries need to implement the laws regarding the safety of worker in the work places (Bratton and Gold, 2003). The factories introduced basic skills training programs to enhance the capability to work, schools at the workplaces to educate them sufficiently and also introduce voluntary social programmes for them (Kelly, 2012). Human Resource Management started as a social care within an organization and developed as a personnel management function in the 20th century. Towards the end of the 20th century, personnel management emerged as a strategy to compete in the market (Kelly, 2012). Competition in the market increased intensely and employers started reducing the number of employees and concentrated more on enhancing their efficiency through successful human resource management. Thus, the organizations changed their approach towards human resource management to gain competitive advantage in the age of rising competitors. In the first half of the 20th century, organizations started prioritizing human resource management as personnel management departments where introduced within the enterprises. Trade Unions emerged in the companies and strict work safety laws were implemented. The focus of the employers changed from the number of working hours of the employees to the productivity of workers and they concentrated on hard skills training. Industrial relations were highly criticized during the 1960’s on both employers as well as

Horticultural plant or invasive species Essay Example | Topics and Well Written Essays - 750 words

Horticultural plant or invasive species - Essay Example Description of Invasive Plant and Horticultural Plant Executive Order 13112 signed by President Clinton in 1999 provides the official perspective of what an invasive species is. The official view is that an invasive species is an alien species, which when introduced poses economic and environmental harm or poses a threat to human health. From the perspective of a lay man an invasive species can be taken as a species that does not occur naturally in a specified region, and the introduction of which leads to economic and environmental harm or is a threat to human health (Definition of Invasive Species). Invasive plants are a component of the invasive species and are considered those plants that are introduced into new habitats from other places and pose economic or environmental problems in their new habitats (Beaulieu, 2008). Horticultural plants on the other hand are those plants that are grown for fruits, vegetables, flowers or as ornamental plants to increase the beauty and ambience (Beaulieu, 2008).

Bringing Home Adam Essay Example for Free

Bringing Home Adam Essay Adam Walsh in his book â€Å"Bringing Adam Home† conveys different important information concerning people and the society they dwell. This book is based on Mathew Joe’s experience in his investigation for the murder and abduction. The book suddenly reveals the cases of abduction and murder that the world at large gets to be no longer innocent wit. Bring Adam Home is a definitive story about a six year old Adam Walsh who was kidnapped, raped, and murdered in 1981. It explains how Adam stopped by the local store to get some new lamps. He was captivated by a video game at the entrance of the store and begged his mother, Reve, to allow him try it out while she shopped. However, his mother never found him when she returned a few minutes later. His body was later found mutilated in a drainage canal. The book details the botched investigations conducted by the police that prevented discovery of the killer for nearly twenty seven years. The book is one of the finest true-crime stories that can be related to Thomas Thompson’s Blood and Money of 1976. Les Standiford is the author of the story that exposes notoriety of the case. He has authored other nonfiction books and novels such as The Man Who Invented Christmas that was released in 2008. Bring Adam Home tells the story of the young boy’s abduction with the help of detective Joe Matthews, who eventually solved the case. The detective was working for John Walsh’s TV show, America’s Most Wanted, while investigating the case. The book gives a meticulous recount of the events leading up to the kidnapping of Adam from a Sears store at the Hollywood Mall in Hollywood, Florida. It illustrates the unsuccessful search for the missing boy leading to the subsequent location of his severed head bobbing in a canal miles away. The shock of Adam’s abduction and murder, as well as failure by the police to find the killer, was the most consequential in American history. Efforts of the parents of the young boy, John and Reve Walsh, revolutionized the justice system on crimes involving missing and murdered children. It influenced the way local, state and federal authorities investigate such cases. During the time of Adam’s abduction and murder, there were no Amber Alerts and the National Center for Missing and Exploited Children was nonexistent. In addition, the federal government did not have the pedophile registry or a database for crimes against children. It was a time when children received little attention as they played outside all day. Before his abduction, Adam was playing video game in a departmental store. The report of Adam’s abduction and eventual death led to investigations conducted by detectives from Hollywood Police Department. Detective Matthews joined the investigation team from Miami Beach Police department. Two years after the death of the boy, an illiterate arsonist, Ottis Toole, admitted to kidnapping and killing Adam. The police got this revelation during questioning about several unresolved murders. Toole was later convicted as a serial killer, but Adam’s case was not included among the crimes he had committed. There was a time Toole recanted his confession. However, he admitted to committing the crime several times later. In his confession, Toole explained that he took Adam to raise him as his own child. He only killed him when he found out that Adam could identify him. There are several reasons that resulted in failure by the police to issue charges against Ottis Toole. More prominently, the police failed in their work in correctly documenting the findings. This led to their eventual failure in the gathering of the physical evidence. Therefore, a warrant of arrest was never issued against Ottis Toole leading to dismissal of his confession. Several other facts clearly demonstrated that Toole was the culprit. Firstly, he was the only person who gave twenty five independent confessions connecting him to the crime. Secondly, Toole had detailed information concerning the crime scene that would only be known by the killer. Thirdly, scores of eyewitnesses identified Toole as the killer. The book outlines the tireless work done by the bereaved parents in search for justice on behalf of other missing children. The main attraction of the book is the investigation of the Hollywood Police Department that exposes the bulging of the investigators that had previously worked on the case. Standiford and Matthews carefully builds the case against the police. They provide details that contain numerous leads that were disregarded during the initial investigation. These included some obvious questions that were never asked, a number of crucial witnesses that were ignored, and details concerning incomplete or falsified reports. In addition, the fresh investigation of the investigators exposed evidence that was never examined and a number of vital evidence that got lost. The book exposes the most damning revelation concerning ignorance of the Hollywood police on repeated confessions by a serial killer. The killer had detailed information concerning the crime that was never made public. However, he was never tried for the crime despite confessing to the boy’s murder. The author does not bend facts to show his artistic skills. He details factual information and is not self-consciously literary. The spilling of the narrative follows a matter-of-fact style. This is an excellent choice for a narrative laced with so much mistrust, heartbreak, perversion, and gore. The authors also exposed names of several people that were never mentioned in the initial investigation. The authors recount how detective Matthews was, on numerous occasions, stonewalled by other detectives and superiors from the Hollywood police department. This occurred when he was on loan from Miami Beach Police department as a detective to assist in investigating the case. He was further frustrated when he accepted to assist the desperate parents in investigating the case afresh. It seems the Hollywood detectives and their superiors had ulterior motives of frustrating the cause of justice for the case. Moreover, the disappearance of the boy had attracted national attention with the media being at the fore front. Joe Matthews was a topnotch homicide detective who was entrusted the responsibility of unraveling who had killed the boy. However, his concerns on disorganization witnessed at the station handling the case went ignored. There was a time he was excused from the case after suffering a nasty road accident. The case was further groped by new revelations on shotgun accusations and lack of any tangible leads. This was until Ottis Toole, a convicted serial killer admitted to the murder. The investigations dragged for two decades before Matthews got access to all information on the case files. On scrutinizing the information, the detective found out what he had long suspected. The case files showed that there had been sufficient evidence to prosecute the killer of the young boy. Unfortunately, the said killer, Ottis Toole, had died in prison in 1996. He died of liver failure at the age of forty nine. He had confessed earlier to the killings and other grisly crimes. It was hurting for a country that has arguably the best justice system to allow the grieving parents of a murdered child to lead investigations that would culminate to the deserved justice. One may wonder why the case took that long without finding justice. There are several reasons that may have jeopardized the quality of investigations into convicting the actual culprit. During the time period when the crime occurred, DNA forensic technology was still rudimental. This could have been the reason why Toole was not charged for the murder despite loads of evidence linking him to the crime scene. The Hollywood Police Department was highly respected at the time of the crime. Failure by the department to effectively solve Adam’s case may have been caused by assigning wrong detectives to work on the case. The lead investigator failed to perform his duty as the investigation was marred with claims of laxity and lack of proper supervision. The assigned leader of the investigation team was very territorial. This is evidenced by his refusal to consider inputs made by other detectives, especially Joe Matthews. The case would have been closed twenty five years earlier had he put into consideration all the findings. Though nothing could have been done to prevent the abduction, the lead investigator should have solved the Adam Walsh case at the time it occurred. Adam’s father, John, later became a steadfast advocate for missing and exploited children. He was the host of America’s Most Wanted. Through his program, he championed for the transformation of law enforcement on matters pertaining to handling similar cases. The activism of the Adam’s father influenced Congress to pass the Missing Children Act in 1982. Two years later, the National Center for Missing and Exploited Children was launched. John reunited with Joe Matthews, the decorated Miami Beach homicide detective, after twenty five years of Adam’s death. It was in February, 2006, when the parents requested the detective to re-investigate the case involving their son. The investigator, armed with an arsenal of forensic tools and heartfelt intent, reopened the case and went through all the case files that contained all information pertaining to the initial investigation. After two years and nine months, Joe Matthews emerged with a 10,000 page report that exposed evidence that was never recorded or looked at by the original investigators. The findings had enough evidence to indict Ottis Toole with the abduction and murder. Bring Adam Home is an account of a crime that captured public attention. It is a story of dedication, tragedy, love, and faith. The author reveals the pain and persistence of a family determined to find justice. It reveals how police failed in their work and allowed a criminal remain without being indicted. The story shows how a determined police officer was capable of accomplishing what an entire legal system failed to achieve. It is a testimony of love shown by distraught parents who took up the cause of finding justice over twenty five years after the death of their son. Their struggle and that of detective Matthews has helped the nation develop programs dealing with the exploitation of missing children. Moreover, Adams abduction and death has had an impact on how mothers watch over their children. The themes in the book is much convincing in that, it has a lot of elements of brutality in the form of thriller. But it gets concern most on the unsympathetic characters as the lead officer could term. Also, it was portrayed as bumbling brute which was much discouraging. However, the book is made more attractive when Matthews’s works of detectives get started almost in the middle of the book. This also makes the author to recount in great details. For instance Toole confesses for the various ways of killings he made in his life and the tough readings of parents. The book is much unique in to the fact that, it confronts the readers through various horrifying natures of the world relating to the crime situations that comes to pass. However, with the clear and thorough understanding of the book, it reveals why the investigations took long in solving the crime and also where the investigation horribly went off target. Readers also come to admire the determinations of Walshes and Mathews for not giving up at an early stage until when the book comes to an end. The book is not so much perfect to some extend. This is evident when the police officer reports of the author’s quotes and even some of the information found in it, seem nauseam. After clearing the book, well, the tone is better placed. However since that period; 1981, there have been many rumors and doubts about the murder of Adam Walsh. The book leaves the reader in full world of doubt about the perpetration of the investigated crime. The book also puts the reader in a bad mood in that it disturbs the mind set of a person. The book is much graphic in its illustrations on what befallen the poor Adam. It imposes too much information on the person who was suspected to be behind the murder which is much uncalled for. For instance, if the story was about how the US handles cases of child abduction, it would stick on the issue other than giving more details of different murder, rape and other horrified acts which happened long time ago.

Divorce by Ivan Klima :: Divorce Ivan Klima Short Stories Essays

Divorce by Ivan Klima In the short story entitled â€Å"Divorce† by Ivan Klima a judge makes an important decision that will affect him for the rest of his life. The decision maybe by this man, a Judge named Martin Vacek was for the better. Loyalty and dedication is more important than lust and romance. Judge Martin Vacek displayed true honorability when he decided to stay with his wife rather than go off with a younger, more attractive, recently divorced woman. His decision completely ignored his inner most feelings. Love didn’t overcome him. This was extremely unusual. Society has showed most of the time that love can prevail over anything. According to Martin that wasn’t the case. He proves that being loyal is number one to him. The Judge proves to be a noble man and I think the choice he made was the right one. A man who has been with married for 30 years show great loyalty. When the judge has a passionate and erotic night with a slim, finely built, smooth skinned, who has not one wrinkle one her skin, and who is twenty years old you would think that he found the perfect woman. In his eyes he has but chooses not to be with her. He finds her attractive and just feels an electric impulse when he is with her and when he speaks his soft words he actually makes this woman melt like butter. Martin hasn’t experienced this reaction towards him in a long time so this woman is main him feel outrageously special. So considering all the things he displayed what would Judge Martin Vacek do when she asks him â€Å"what’s the point of such a marriage Martin?† He answers with the absolute opposite of what she wanted to hear. She was waiting for Martin to say something to let her know that she is more special than his wife, but that wasn’t the case. Due to his decision Judge Vacek loses out on an amazingly gorgeous twenty year old girl but keeps his wife of thirty years who he has no feelings for. Martin had a chance to change his mind and make her still

Understand How Groups Develop and Function

How groups develop and function This essay examines and explains how groups develop and function. Groups are a fundamental part of our lives from social to professional, from large to small, depending on their particular environment. Theories and models on group work practice There are different theories that help us understand how group works. Tuckman’s theory Dr Bruce Tuckman published his Forming Storming Norming Performing model in 1965. He added a fifth stage, Adjourning, in the 1970s.Tuckman’s theory does work in new and small groups rather than big, as it is easier to follow, observe and evaluate individual members. The facilitator can easily identify the stages the group is at, and from here he/she can lead the group to the next stage. I would associate Tuckman’s theory more with the Co-operative style of leadership, because when the group comes together, everyone has the chance to share their ideas and responsibilities. Team members’ behaviour tow ards each other is more open and supportive and working practice more fully reflects true teamwork.Trust and motivation is built between team members. Everyone agrees on methods and plans which will lead to achieving the set goals. Team roles are been formed too. Douglas Theory Douglas McGregor is the creator of the theory X and theory Y. The two theories are opposite to each other. Theory X being the pessimistic as the employee does not like work and tries to escape it whenever possible and has little or no ambition of achieving the company goals. Employee needs a directive leader. Theory X leader is results-driven, intolerant, distant, poor listener, demands, etc.Companies with Theory X leadership will usually have poor results. Theory Y is described as the optimistic model because the employee is more relaxed and can use own initiative. He/she is committed and loyal to the company and can take on responsibilities. Theory Y gives the opportunity of more leaders to be created. On t he other side, Theory Y might be difficult to be put in practice in big mass productions where more control is needed. From the both theories we can conclude that staff will contribute more to the organisation if they are treated as responsible and valued employees.Belbin Team Role Theory â€Å"A team is not a bunch of people with job titles, but a congregation of individuals, each of whom has a role which is understood by other members. Members of a team seek out certain roles and they perform most effectively in the ones that are most natural to them. † Dr. R. M. Belbin Belbin identifies nine team roles. Each team role is associated with typical behavioural and interpersonal strengths, allowable and non-allowable weaknesses that also accompany the team roles.The nine team roles are: plant, resource investigator, co-ordinator, shaper, monitor evaluator, team worker, implementer, complete finisher and specialist. Belbin’s Team Role Models are very useful in forming, ma intaining and developing a group. For example we can use it to think about team balance before recruitment starts; we can use it to highlight and so manage interpersonal differences within an existing team; and we can use it to develop ourselves as a team players. Sometimes however, despite clear roles and responsibilities, a team can still fall short of its full potential.This is when Belbin’s Team Role Models come into use to develop the team’s strengths and manage its weaknesses. To maintain strong team it is important over period of time to observe individual members, and see how they behave and contribute within the team. Then for each person we write down the key strengths and observed weaknesses. Using Belbin’s descriptions of team roles, we note the one that most accurately describes the person. After we do it for each member of the team, we need to consider which team roles are we missing from the team and which strengths.Once we are clear about the out come of our research, we then consider whether an existing team member could compensate by adopting different team role, or whether new skills need to be brought onto the team to cover weaknesses. Adair Team Theory â€Å"Leadership is the most studied subject in the world and the least understood† John Adair (2003) Adair has developed so called Action-Centred Leadership model which consist of three circles Task, Team and Individual, which overlap. The three circles overlap because: 1. To be completed the task needs a team, one person cannot achieve it. . If the team needs are not met, then the task won’t be completed and the individuals won’t be satisfied. 3. If the individuals are not satisfied, then the team will suffer and the task won’t be completed again. The conclusion is that for the team to be functioning to its high standard and to be able to achieve its goals it is important all the individuals to be satisfied, rewarded and the team to be motiva ted to reach its full potentials. Forming and maintaining a cohesive and effective group Group cohesion is a phenomenon that determines how well a group holds together.When cohesion is strong, a group will remain stable and effective, but when it is weak, the group may fall apart. To build strong group cohesion is important for the leader to be able to get to know the group members individually so that he/she can tailor an appreciation message to each individual as needed. The next important attribute is for the leader to be sincere with his employees. He needs to praise his employees, one way or another – that could be done in private or in public, and not just once or twice, has to be consistent and more frequent.At the beginning of the forming of the group the leader has to set clear goals to his employees and to make sure that these goals don’t change somewhere half way through to the group work as it may derail the team. Once the goals are set, it is important to communicate with the team not through email or memos, but verbally where the leader can ask for feedback from the team members, exchange ideas in how to achieve the set goals. Here is the stage when the team roles are being set and clarified. For the team to continue its effectiveness, the employees will need the support from their leader.The leader needs to be approachable and supportive so the group members don’t feel alone. Providing a connection between the group goals and the company’s goal will make the group members accountable, they will feel more appreciated and important in the bigger picture not only as group members, but as individuals too. All the above factors are in the core of forming and maintaining a cohesive and effective group. A team that feels comfortable working together can have an energy that creates a positive environment and work ethic that can lift a team, making it more effective.This positive environment can make team members work harder, more efficiently and more productively. The influence of the different facilitation styles At heart facilitation is about the process of helping people to explore, learn and change. Our role, when facilitating, and as facilitators, is to help groups to work together respectfully and truthfully and to help them to explore and respond to certain issues and questions. The leader's success depends on many factors, including the kind  of person he/she is,  his/hers values of management, his/hers self-confidence and competence, his/hers trust in  the team and how he/she copes with  stress.The manager's chosen facilitation style depends on such factors. Many managers feel they are  expected to make the decisions, others feel they must get their teams involved. Some have confidence in their team; others mistrust them. Particular style of facilitation will work effectively when dealing with some people rather than others. There are three styles of facilitation: directive, co-operat ive and autonomous. Directive Style When leaders tell people what to do through a series of directives, they are using a directive style of leadership.Directive leaders are focused on outcomes and productivity. They are task-oriented and driven by the need to get things done. Directive leaders are not as concerned with the feelings and emotions of their followers as they are about meeting deadlines, hitting quota and reaching goals. There is not great deal of relationship-building found with directive facilitation style. With the directive style present the employees will not feel motivated and appreciated. Employees will feel pressured and soon will lose enthusiasm. The group will not have strong cohesion and will be less effective.If we look at the Douglas’ X and Y theory, we’ll see that the directive style would be more suitable for the X employees, but it won’t be effective for Y employees as they won’t respond. The directive style does not develop fu ture leaders. Co-operative style Here the facilitator shares responsibilities with the group: the leader guides the group to become more self-directing in the various forms of learning by conferring with them. The leader prompts and helps group members to make a decision, to give meaning to experiences, to do their own confrontation, and so on.In this process, the leader shares own view which, though influential, is not final but one among many. Outcomes are always negotiated. The leader collaborates with the members of the group in devising the learning process: facilitation is co-operative. When the leader/manager uses the co-operative style the employees will feel valued and appreciated. They will want to make suggestions because they know that they will be listened to by the manager, hence they will be very motivated to perform to a high standard. The type of groups with a co-operative style leader will have very strong cohesion and will be highly effective.Team roles will be ve ry clear within such groups which will lead to achieving the set goals. Future leaders will grow in such groups. When the goals are achieved and the group is no longer needed, there will be sadness of breaking the group. Autonomous style Here the leader/manager respects the total autonomy of the group: they do not do things for them, or with them, but give them freedom to find their own way, exercising their own judgment without any intervention on the leader’s part. This does not mean the abdication of responsibility; the leader just gives the individuals a space to determine their own learning.Unfortunately, such groups will feel that they are being left and will lack direction. The autonomous style grows future leaders, but can also suffer if group members are unqualified. Why it is important to be clear about the purpose and desired outcomes for the group? When group is formed, it is important that the leader clarifies the purpose and desired outcomes for the group. The e mployees will know what is to be expected from them. Then the group can engage openly and effectively discussing how the goals will be achieved. It is also the stage when the team roles are being created.At the end of the meeting we should have clear accomplishment. Analyse the importance of participant engagement in achieving group outcomes The most important thing is what the participants in the meeting have to say. The leader has to focus on how the meeting is structured and run to make sure that everyone can participate. The leader needs to make sure that everyone feels comfortable in participating, to allow everyone to be heard, to make sure that the members feel good about their contribution, to support everyone’s ideas and not criticising.If the leader follows the steps above the group members will feel empowered about their own ideas and participation. They will stay loyal to the company and will take on responsibilities and ownership. Conclusion From this brief overv iew we can see the significance of groups and why it is important to continuously develop them –from one side, to strengthen their potential and from the other, to help the development of their individual members.They are a fundamental part of human experience and  play a crucial role both in shaping and influencing individual lives and society itself. We saw how an effective group brings humans together and how an effective group gives birth to successful leaders. Humans always will be, as groups will be too. That makes the groups one of the most important factors of our lives. The more effective the group is, the more the quality of our lives will grow. Understand How Groups Develop and Function How groups develop and function This essay examines and explains how groups develop and function. Groups are a fundamental part of our lives from social to professional, from large to small, depending on their particular environment. Theories and models on group work practice There are different theories that help us understand how group works. Tuckman’s theory Dr Bruce Tuckman published his Forming Storming Norming Performing model in 1965. He added a fifth stage, Adjourning, in the 1970s.Tuckman’s theory does work in new and small groups rather than big, as it is easier to follow, observe and evaluate individual members. The facilitator can easily identify the stages the group is at, and from here he/she can lead the group to the next stage. I would associate Tuckman’s theory more with the Co-operative style of leadership, because when the group comes together, everyone has the chance to share their ideas and responsibilities. Team members’ behaviour tow ards each other is more open and supportive and working practice more fully reflects true teamwork.Trust and motivation is built between team members. Everyone agrees on methods and plans which will lead to achieving the set goals. Team roles are been formed too. Douglas Theory Douglas McGregor is the creator of the theory X and theory Y. The two theories are opposite to each other. Theory X being the pessimistic as the employee does not like work and tries to escape it whenever possible and has little or no ambition of achieving the company goals. Employee needs a directive leader. Theory X leader is results-driven, intolerant, distant, poor listener, demands, etc.Companies with Theory X leadership will usually have poor results. Theory Y is described as the optimistic model because the employee is more relaxed and can use own initiative. He/she is committed and loyal to the company and can take on responsibilities. Theory Y gives the opportunity of more leaders to be created. On t he other side, Theory Y might be difficult to be put in practice in big mass productions where more control is needed. From the both theories we can conclude that staff will contribute more to the organisation if they are treated as responsible and valued employees.Belbin Team Role Theory â€Å"A team is not a bunch of people with job titles, but a congregation of individuals, each of whom has a role which is understood by other members. Members of a team seek out certain roles and they perform most effectively in the ones that are most natural to them. † Dr. R. M. Belbin Belbin identifies nine team roles. Each team role is associated with typical behavioural and interpersonal strengths, allowable and non-allowable weaknesses that also accompany the team roles.The nine team roles are: plant, resource investigator, co-ordinator, shaper, monitor evaluator, team worker, implementer, complete finisher and specialist. Belbin’s Team Role Models are very useful in forming, ma intaining and developing a group. For example we can use it to think about team balance before recruitment starts; we can use it to highlight and so manage interpersonal differences within an existing team; and we can use it to develop ourselves as a team players. Sometimes however, despite clear roles and responsibilities, a team can still fall short of its full potential.This is when Belbin’s Team Role Models come into use to develop the team’s strengths and manage its weaknesses. To maintain strong team it is important over period of time to observe individual members, and see how they behave and contribute within the team. Then for each person we write down the key strengths and observed weaknesses. Using Belbin’s descriptions of team roles, we note the one that most accurately describes the person. After we do it for each member of the team, we need to consider which team roles are we missing from the team and which strengths.Once we are clear about the out come of our research, we then consider whether an existing team member could compensate by adopting different team role, or whether new skills need to be brought onto the team to cover weaknesses. Adair Team Theory â€Å"Leadership is the most studied subject in the world and the least understood† John Adair (2003) Adair has developed so called Action-Centred Leadership model which consist of three circles Task, Team and Individual, which overlap. The three circles overlap because: 1. To be completed the task needs a team, one person cannot achieve it. . If the team needs are not met, then the task won’t be completed and the individuals won’t be satisfied. 3. If the individuals are not satisfied, then the team will suffer and the task won’t be completed again. The conclusion is that for the team to be functioning to its high standard and to be able to achieve its goals it is important all the individuals to be satisfied, rewarded and the team to be motiva ted to reach its full potentials. Forming and maintaining a cohesive and effective group Group cohesion is a phenomenon that determines how well a group holds together.When cohesion is strong, a group will remain stable and effective, but when it is weak, the group may fall apart. To build strong group cohesion is important for the leader to be able to get to know the group members individually so that he/she can tailor an appreciation message to each individual as needed. The next important attribute is for the leader to be sincere with his employees. He needs to praise his employees, one way or another – that could be done in private or in public, and not just once or twice, has to be consistent and more frequent.At the beginning of the forming of the group the leader has to set clear goals to his employees and to make sure that these goals don’t change somewhere half way through to the group work as it may derail the team. Once the goals are set, it is important to communicate with the team not through email or memos, but verbally where the leader can ask for feedback from the team members, exchange ideas in how to achieve the set goals. Here is the stage when the team roles are being set and clarified. For the team to continue its effectiveness, the employees will need the support from their leader.The leader needs to be approachable and supportive so the group members don’t feel alone. Providing a connection between the group goals and the company’s goal will make the group members accountable, they will feel more appreciated and important in the bigger picture not only as group members, but as individuals too. All the above factors are in the core of forming and maintaining a cohesive and effective group. A team that feels comfortable working together can have an energy that creates a positive environment and work ethic that can lift a team, making it more effective.This positive environment can make team members work harder, more efficiently and more productively. The influence of the different facilitation styles At heart facilitation is about the process of helping people to explore, learn and change. Our role, when facilitating, and as facilitators, is to help groups to work together respectfully and truthfully and to help them to explore and respond to certain issues and questions. The leader's success depends on many factors, including the kind  of person he/she is,  his/hers values of management, his/hers self-confidence and competence, his/hers trust in  the team and how he/she copes with  stress.The manager's chosen facilitation style depends on such factors. Many managers feel they are  expected to make the decisions, others feel they must get their teams involved. Some have confidence in their team; others mistrust them. Particular style of facilitation will work effectively when dealing with some people rather than others. There are three styles of facilitation: directive, co-operat ive and autonomous. Directive Style When leaders tell people what to do through a series of directives, they are using a directive style of leadership.Directive leaders are focused on outcomes and productivity. They are task-oriented and driven by the need to get things done. Directive leaders are not as concerned with the feelings and emotions of their followers as they are about meeting deadlines, hitting quota and reaching goals. There is not great deal of relationship-building found with directive facilitation style. With the directive style present the employees will not feel motivated and appreciated. Employees will feel pressured and soon will lose enthusiasm. The group will not have strong cohesion and will be less effective.If we look at the Douglas’ X and Y theory, we’ll see that the directive style would be more suitable for the X employees, but it won’t be effective for Y employees as they won’t respond. The directive style does not develop fu ture leaders. Co-operative style Here the facilitator shares responsibilities with the group: the leader guides the group to become more self-directing in the various forms of learning by conferring with them. The leader prompts and helps group members to make a decision, to give meaning to experiences, to do their own confrontation, and so on.In this process, the leader shares own view which, though influential, is not final but one among many. Outcomes are always negotiated. The leader collaborates with the members of the group in devising the learning process: facilitation is co-operative. When the leader/manager uses the co-operative style the employees will feel valued and appreciated. They will want to make suggestions because they know that they will be listened to by the manager, hence they will be very motivated to perform to a high standard. The type of groups with a co-operative style leader will have very strong cohesion and will be highly effective.Team roles will be ve ry clear within such groups which will lead to achieving the set goals. Future leaders will grow in such groups. When the goals are achieved and the group is no longer needed, there will be sadness of breaking the group. Autonomous style Here the leader/manager respects the total autonomy of the group: they do not do things for them, or with them, but give them freedom to find their own way, exercising their own judgment without any intervention on the leader’s part. This does not mean the abdication of responsibility; the leader just gives the individuals a space to determine their own learning.Unfortunately, such groups will feel that they are being left and will lack direction. The autonomous style grows future leaders, but can also suffer if group members are unqualified. Why it is important to be clear about the purpose and desired outcomes for the group? When group is formed, it is important that the leader clarifies the purpose and desired outcomes for the group. The e mployees will know what is to be expected from them. Then the group can engage openly and effectively discussing how the goals will be achieved. It is also the stage when the team roles are being created.At the end of the meeting we should have clear accomplishment. Analyse the importance of participant engagement in achieving group outcomes The most important thing is what the participants in the meeting have to say. The leader has to focus on how the meeting is structured and run to make sure that everyone can participate. The leader needs to make sure that everyone feels comfortable in participating, to allow everyone to be heard, to make sure that the members feel good about their contribution, to support everyone’s ideas and not criticising.If the leader follows the steps above the group members will feel empowered about their own ideas and participation. They will stay loyal to the company and will take on responsibilities and ownership. Conclusion From this brief overv iew we can see the significance of groups and why it is important to continuously develop them –from one side, to strengthen their potential and from the other, to help the development of their individual members.They are a fundamental part of human experience and  play a crucial role both in shaping and influencing individual lives and society itself. We saw how an effective group brings humans together and how an effective group gives birth to successful leaders. Humans always will be, as groups will be too. That makes the groups one of the most important factors of our lives. The more effective the group is, the more the quality of our lives will grow.