OB concepts: Group process in

11/14/2021
Movie “Coach Carter”

Adarsh PS
Arjun Babu
Himansh Sen
Tirtham Mukherjee
 Movie Details

Name: Coach Carter

Year: 2005

Directed By: Thomas Carter

Based on the true story of Mr. Kenny Ray Carter

Team Details:

Serial Name Roll No Mail Id

1 Adarsh PS MBAHR01001 adarshp.mbahr01@iimamritsar.ac.in

2 Arjun Babu MBAHR01003 arjunb.mbahr01@iimamritsar.ac.in

3 Himansh Sen MBAHR01007 himanshs.mbahr01@iimamritsar.ac.in

4 Tirtham Mukherjee MBAHR01014 tirthamm.mbahr01@iimamritsar.ac.in

The idea of collaboration is critical to the achievement of any group. A group can be
characterized as various individuals or items that are thought of or classed together.
Individuals who are in a group have a shared objective and work as one unit. Individuals
inside a group perceive that their achievement is reliant upon the activities of others.
Individuals inside the group know about their particular reason and can add to explicit
abilities. The group functioning as one firm unit is the way into their prosperity.

For instance, one might say that coachs will discuss filling in as a brought-together group
inside a games group. Collaboration and unselfishness make the foundation of an incredible
group; without them, a group can't reasonably contend nor succeed. Anybody can gather
specialists notwithstanding; if they don't function admirably as one unit, they won't be as
viable in arriving at the shared objectives.

A valuable and fruitful group has players that share shared objectives and have some degree
of relationship that requires both verbal and actual cooperation. Groups might shape for
various reasons, yet the goals inside the group are something similar; to accomplish max
operation and experience achievement, to partake in the explanation they met up, their typical
mentality, work, or their side interest. Individual characters inside a group and their thinking
might vary notwithstanding, how one arrives a similar this on a fundamental level is
'collaboration.'

Everybody included necessities to consolidate their endeavours. If Everybody takes care of

their 'task/job' well, it increases the group's achievement. Everybody perceive collaboration
inside the group, and Everybody is learned about the positive results that can occur if people
cooperate as one unit. The message exemplified is that everybody plays their exceptional
part; however every individual's particular job should be perceived and valued by both
themselves and others inside the group.

Cooperation should be a high need and given consistent consideration, corresponding to a

games group from a coach. A coach/coach ought to perceive how significant it is for a
singular player to comprehend their job to work flawlessly together, assuming they need to be
fruitful. Every player should be devoted and act unselfishly. At the point when difficulties
emerge (as they generally do in any climate), a group should have the assets, responsibility,
and obligation to manage them in a valuable and positive way. A feeling of collaboration will
have an indispensable impact on this.
Simply recollect T.E.A.M. - Together Everyone Achieves More!

One might say that collaboration can further develop efficiency inside groups; functioning, in
general, can accomplish better results. Mullins (2010) upholds this when he says,
"cooperation can work on quality and energize development and can work on individuals'
responsibility and inspiration."

"Meeting up is a start. Keeping together is progress. Cooperating is an achievement" - Henry

Ford (1939)

The above saying by Henry Ford features the significance of cooperating in groups.

Social Work and Teamwork

Levin and Herbert express that "The requirement for cooperation is based upon the possibility
that no one discipline or calling has the important abilities as a whole and information to meet
the complicated necessities of clients."(Levin, Herbert, 1997. P.93). Mariano (1989) upholds
this viewpoint when he says: "(human issues) result from the collaboration of various
physical, mental, otherworldly, and natural elements, and subsequently cross the customary
limits of aiding disciplines." (1989, P. 287). He follows on to say that "successful cooperation
tries to serve the entire individual by coordinating the information and abilities of different
expert disciplines." ( Mariano, 1989, P. 287). This would propose that as friendly specialists,
we should work inside a multidisciplinary group to address the issues of our administration
clients. The distributed examination to collaboration, Garner (1994) recommends that by
assisting callings with working autonomously, we can offer substandard types of assistance to
a similar customer because clinical choices are made dependent on inadequate data. The data
is accumulated from just one source and along these lines are dependent on their perspective.
This inconsistency can confound customers and go about as an obstruction to their remedial
objectives, particularly as social work is frequently helping weak individuals.

The idea of collaboration is critical to the achievement of any group. A group can be
characterized as various individuals or items that are thought of or classed together.
Individuals who are in a group have a shared objective and work as one unit. Individuals
inside a group perceive that their achievement is reliant upon the activities of others.
Individuals inside the group know about their only reason and can add to explicit abilities.
The group filling in as one firm unit is the way into their prosperity.
For instance, one might say that coachs will discuss filling in as a bound together group
inside a games group. Collaboration and unselfishness make the foundation of an
extraordinary group; without them, a group can't practically contend nor succeed. Anybody
can gather specialists; nonetheless, if they don't function admirably as one unit, they won't be
as successful in arriving at the shared objectives.

A valuable and effective group has players who share shared objectives and have some
association that requires both verbal and actual connection. Groups might frame for various
reasons, yet the goals inside the group are very similar; to accomplish max operation and
experience achievement, to partake in the explanation they met up, their common disposition,
work, or their side interest. Individual characters inside a group and their thinking might
contras; nonetheless, how one arrives is a similar this on a fundamental level is
'collaboration.'

Group members should work inside a multidisciplinary group to address the issues of their
administration clients. The distributed exploration regarding collaboration, Garner (1994)
proposes that by assisting callings with working autonomously, we can offer mediocre types
of assistance to a similar customer because clinical choices are made dependent on
inadequate data. The data is accumulated from just one source and, in this manner, is
dependent on their own viewpoint. This abnormality can confound customers and go about as
a hindrance to their remedial objectives, particularly as social work is frequently helping
weak individuals.

The following are the highlights of the four vital stages as characterized by Tuckman (1965);
these cycles of group advancement can be seen inside the film Coach Carter. Albeit the group
had been put all together by a past coach, they were not encountering accomplishment with
just four successes all through their past season. As Coach Carter is acquainted with the team,
it tends to be seen throughout the film that the team experience various stages of making
progress.

Forming - Stage 1

Inside this stage, Tuckman perceives that there would be a high reliance on the group's
named coach for essential direction and course. A model in a games group could identify
with fundamental principles of the game and strategies. Numerous people inside the team
might have various sentiments about what they think the group points ought to be and their
job; the coach will direct them. There may likewise be tiny settlement in these group points
other than got from coach. At this stage, a fruitful coach should be ready to respond to
bunches of inquiries regarding the group's motivation, goals, and external connections. Inside
this essential stage, a coach ought to be clear and compact, mandate and patient, as
individuals from the group, might test the resilience of the new framework and the coach.

The new coach, Coach Carter, is presented for the latest ball season. Coach Carter brings to
the group an agreement he anticipates that the team members should maintain, setting out the
points of the group, which were over the assumption for just ball, including; going to classes,
accomplishing explicit grades, promptness, and discipline. These points were obscure to the
group already, and because of this, many inquiries were posed by the individuals about their
significance towards the group's general achievement. This featured the distinction in
assessments about the available groups' points and values, which prompted three colleagues
to leave because of this conflict in qualities. The individuals proceeded to test the resilience
of the coach to survey his assumptions.

Storming - stage 2

Choices don't come effectively inside the group. Inside games, colleagues seek positions as
they endeavour to lay down a good foundation for themselves according to other colleagues
and the coach; they may get difficulties from other colleagues with a common wish to acquire
a similar position. All through this stage, Tuckman recommended that transparency of the
reason separately inside the group increments a lot of vulnerabilities yet will in any case
continue. For instance, inside a games group, companionship groups and inner circles could
start to frame bringing about a power battle. It is significant for the coach to stay cantered and
keep the group zeroed in on their objectives to avoid becoming occupied by such connections
and intense subject matters (this could incorporate a companion being dropped from the
group.) The coach should ensure that the group knows that compromises might be needed to
empower progress.

This can be seen later in the film as the struggle is caught between the colleagues; a few
individuals attempted to meet the group's points by maintaining excellent school grades and
participation, while others neglected to meet these assumptions. This brought about the entire
group being restricted from preparing or playing any other games until these points were met
by all colleagues. The contention happened as it was felt by specific individuals that, albeit
just some were neglecting to meet these points, all individuals were being compelled to
experience the ill effects of prevailing in b-ball.
The struggle was additionally seen between the colleagues and the coach, Coach Carter. This
was because of a developing worth inside the group that he was not indeed part of the group
and that the achievement they had accomplished so far was down to the cooperative
individuals rather than the coach. This contention was overwhelmed by the coach featuring
the points of the group again with accentuation after making a 'superior life' for the players by
setting them up for school and a profession, rather than simply playing ball. He acquainted a
drawn-out point with the group, gone against to simply that year's ball season.

Norming - Stage 3

Groups who react well to enablement by the coach regularly do this by understanding,
acknowledgment, and agreement. Individual and group jobs and obligations are
straightforward and acknowledged. Critical choices are settled on by bunch arrangement, not
simply by the coach or coach. Tuckman perceived that more modest options might be given
to people or little groups inside bunch for them to figure out. Inside this stage, the group
ought to be focused on the objectives and obligations, and solidarity is solid. The group might
participate for entertainment only and social exercises out of their ordinary workplace.
During this third stage, a coach works with and empowers.

Following Coach Carter underlining the intends to the colleagues once more, solidarity was
seen by the colleagues who concurred collectively to stop playing until their school grades
were sufficient. During this time of the film, ordinary qualities across the group could be
seen. The individuals who had accomplished their rates embraced an alternate job inside the
group than they had recently taken on to help the individuals who were battling.

Following the accomplishment of grades, the group got back to their point of winning that
year's b-ball season. Responsibilities to practice and foster their group strategies returned, yet
another accentuation joined after filling in collectively.

Performing - stage 4

During this stage, the group is deliberately mindful; the group knows unmistakably why it is
doing what it is doing and ideally with effective results. In case this isn't accomplished
anyway, the group will comprehend and understand about these ruins. The group presently
has a 'shared vision' and can remain alone with no obstruction or support from the coach. The
coach's job requires designating undertakings and ventures to the group. Individual
colleagues may request help from the coach with an individual and relational turn of events.
In any case, principally, the coach assigns and regulates the group's operations all in all.
There is an emphasis on over-accomplishing objectives, pushing, and improving the group in
general. The group has a severe level of independence. Conflicts might happen, yet presently,
they are settled inside the group decidedly, and the group makes essential changes to cycles
and construction.

- A shared vision of the group's points and qualities can be seen across all colleagues. In the
last ball match, it tends to be seen that the colleagues arrange to fill in collectively, with every
part satisfying their job/position. This was underscored following an inspirational discourse
by Coach Carter about the significance of playing their own game with the strategies that
they had set up and not falling into playing the game their rivals wished them to play.

Bruce Tuckman refined his hypothesis around 1975 and added a fifth stage called
"Dismissing." Dismissing is seen more as an individual collaborator of the first model, not
augmentation. This stage is hugely applicable to individuals in the group and their prosperity,
however not to the entire undertaking of overseeing and fostering a group, which is key to the
first four phases above.

Adjorning – Stage 5

Tuckman's fifth stage, Adjourning, is the separation of the group, in the model when a games
group no longer plays together, for example, a school group completing the academic year,
its motivation satisfied and the group has arrived at the finish of their time playing the game
together. Everybody will continue to new things, ideally having a decent outlook on what's
been accomplished. According to a hierarchical point of view, acknowledging and
affectability to individuals' weaknesses in Tuckman's fifth stage is helpful, significantly if
individuals from the group have been firmly fortified and feel uncertain or danger from this
change. Sensations of uncertainty would be expected for individuals with high 'unfaltering
quality' credits and a solid daily schedule and sympathy style.

The dismissing of the group came toward the finish of the b-ball season and the finish of their
school scholastic year when the group would presently don't keep on playing together. The
reason for the group to win the ball season for that year was not accomplished after losing a
match against the favourite group. Notwithstanding, this didn't keep the group and coach
from having a good outlook on what had been achieved across the season.
Different points of the group Coach Carter presented by which the colleagues could proceed
into additional instruction and at last have a vocation were satisfied with 6 of the colleagues
going onto school; Lyle, Cruz, Kenyon, and Damien Carter. Just as this, Junior and Worm
accomplished school grants to keep on playing b-ball at school.

Even though Tuckman proposes that through his model of group improvement, the coach will
adjust his initiative style, to suit the group's elements and characters, it tends to be found in
the film that this isn't true. The truth be told, keeps on taking on the Transformational
administration style.

This might be the situation for different coachs; however, Coach Carter adheres firm to his
qualities encompassing instructing.

This table shows every job in Belbin's group job hypothesis (1981). It shows each group job
there explicit commitment and the shortcoming of that job, along these lines featuring the
positive and negative elements of that job.

The people each assume an alternate part inside the group; they include an alternate situation
inside the b-ball group; however, they each play a role and method of acting inside the group
off the court to add to its viability.

•Coach Carter - The Co-Ordinator - Coach Carter is the head of the group and coordinates
what every individual colleague should finish errands. He also directed the group's points and
what esteems will impact the group's strategies for working.

•Kenyon Stone - The Resource Investigator-Kenyon had the option to get his mom's
agreement to concur with the coach's points and strategies. His mom proceeded to be a
powerful component in his accomplishment in leftover inside the group, and eventually his
group's prosperity.

•Damien Carter - The Implementer-Damien is the child of Coach Carter and has
consistently known about his dad's qualities and points in training. He impacts the group's
thoughts into training to meet the Coach's points and eventually make progress.

•Timo Cruz - The Shaper – Cruz seems to have the most noteworthy economic wellbeing
among the colleagues. Because of this, the other colleagues esteem his choices in regards to
the group
•Junior Battle - The Completer-Junior was one of a handful of the individuals who kept to
the agreement by going to classes and accomplishing passing marks; he proceeded to rouse
and coach the other colleagues to permit them to achieve the grades before the finish of the
period.

•Worm - The Team specialist – Worm is a critical cooperative person; he offers help and
humour to different individuals when suitable.

•Jason Lyle - The Plant-Lyle was behind the choices that have implied that colleagues meet
up to help each other. For instance, actuating that the group should study and build their
grades before playing b-ball.

The 'Coach' is the part inside the group that guarantees precise destinations set out and
ensures. Everybody is involved and submitted.

The 'Challenger' will scrutinize the adequacy of the group and press for development and
results, which will add to the accomplishment of the group.

The 'Practitioner' will encourage the group to wrap up jobs viably and within time limits.

The 'Mastermind' presents painstakingly thought about thoughts and weighs up thoughts from
other colleagues.

The 'Ally' facilitates any strain inside the group and guarantees that amicability remains.

Checking out the proposed jobs set forward by Honey, these can be applied to the
fundamental characters in Coach Carter and which part they play inside the group and its
viability.

The Leader - > This job is satisfied by Coach Carter, who is the group's coach and sets out
the points and qualities through the method for an agreement by which he anticipates that his
teams should adjust.

The Challenger - Junior Battle is one of only a handful of exceptional individuals who
maintained the agreement presented by Coach Carter. On revelation that not all individuals
had done likewise, he scrutinized different individuals on why this had not been the situation
and tutored and roused them until these points had been finished.

The 'Practitioner' - Lyle was behind the choices to cooperate, for instance, helping Cruz finish
his objective before he could get back to the group, just as prompting that the group should
keep concentrating instead of playing. He acquired arrangements from other colleagues and
asked that these undertakings be finished within the set period.

The Thinker-Damien Carter is the child of Coach Carter, which implies he has a complete
comprehension of his points and qualities when training. Because of this information, he gave
the group thoughts and formed their ideas to meet his dad's points.

The Supporter - Worm is the ally of the group; he furnishes the group with humour when
pressures and stress are intense.

Dysfunctions that groups need to stay away from (Lencioni, 2002) Patrick Lencioni
distributed the Five Dysfunctions of a Team in 2002. As indicated by Patrick Lencioni, five
regular traps make up a group's brokenness. These dysfunctions interconnect and work off
one another and can either support the accomplishment of a group or ruin accomplishing
shared objectives. The five negative qualities of a group incorporate; Nonattendance of trust,
Dread of contention, Absence of responsibility, Evasion of responsibility, Distractedness to
results, Nonappearance of trust.

The dread to be open to colleagues forestalls the structure of trust inside the group.

Groups require trust for collaboration to be viable. The shortfall of faith starts when
colleagues are reluctant to be helpless inside the group (being open about their triumphs and
disappointments to expand upon and structure trust). When colleagues can get away from
being guarded and show acknowledgment and eagerness to need to learn, the group will turn
out to be more compelling in accomplishing their underlying points. If only one individual
from the group objects to believe, it influences the entire group.

When building trust, the job of the coach is the primary job inside the group. The coach
should have the option to exhibit weakness to ensure that the colleagues feel good in doing
this. If trust is absent, the group will probably not struggle as expected.

Corresponding to Coach Carter, he shows his weakness when his chose to close the exercise
centre is upset by the head instructor as she contradicts his choice. Because of this, Coach
Cater chooses to leave. Anyway, as he goes to illuminate the group, he discovers that they
will continue working on their grades. The group start to assemble trust inside Coach Carter
and have confidence in his qualities.
Dread of contention:

When trust inside a group has been set up, the colleagues can productively and consciously
participate in the struggle. For viable cooperation, individuals should feel good to voice their
viewpoints and realize they have been paid attention to and regarded. The battle is
fundamental to accomplish responsibility with the group.

The job of the coach is to be an excellent positive example in the practical struggle to issues,
viewpoints, and sentiments being open rather than hidden problems that don't get settled. The
coach plays the part of guaranteeing that educated choices are made that the colleagues will
uphold.

Not including struggle inside a group can be useless. Cruz rises to Coach Carter during the
film and voices his viewpoint 'most unimaginable dread discourse'. Coach Carter pays
attention to Cruz's discourse and shows that he has paid attention to and regarded what he has
said. In this manner, issues are done fundamentally and in the open. The group then, at that
point, feels good to be transparent with Coach Carter.

Absence of responsibility:

Having trust and sound clash permits compromise inside the group. The absence of
transparency or dread of being off-base keeps colleagues from simply deciding.

Choices are made, and this recognizes jobs inside the group. Following Cruz's 'most profound
dread discourse' advances clearness inside the group and shows that contention can empower
a group to push ahead. The group presently doesn't dread rising to Coach Carter, and Coach
Carter is available to pay attention to the struggle inside the group to move forward and
simply decide. The group creates and comprehension of where they fit inside the group.

Evasion of responsibility:

At this stage, responsibility isn't just with regards to the head of the group being responsible.
Yet, it is also about the colleagues considering each other accountable by helping each other
remember responsibilities that were consented to and when they agreed to their
consummation.

To the start of the film Coach, Carter gives each colleague an agreement of his assumptions
for the group. This exhibits that Coach carter is being responsible for the group and the
objectives where they wish to accomplish yet, in addition, empowers the group to help one
another and elevates inspiration to colleagues to urge their partners to agree with the
agreements.

Mindlessness to Result:

Two things that impede accomplishing results are personal responsibility and self-protection.
Colleagues who put their particular necessities over the shared objectives make it hard to
achieve better general outcomes. The public group execution should start things out.

It is not necessarily the case that people ought not to pay special attention to themselves, yet
there should be an association between personal responsibility and results.

The job of the coach should set the attention on outcomes. On the off chance that colleagues
sense that the coach esteems something besides results, they will accept that as authorization
to do likewise for themselves.

Cruz leaves the gym in the film as he can't help contradicting Coach Cater and doesn't wish to
agree with his severe discipline. This affects the entire group as he has placed his viewpoints
and requirements over the group and the shared objectives. Coach Carter needs to propel the
group to consent to his qualities and discipline to accomplish.

This way, when groups fabricate trust and participate in the valuable struggle, there is the
potential to build responsibility. When these are formed the team can focus on meeting the
goals.