Swiss Hospitality Excellence

BY JORGE D. PEIGNAND M.

COURSE WORK 1
 AIM

To get a greater self-understanding of the strengths,

weaknesses and behavior of me and my team, to get a better
communication and to get a more comfortable work-
environment.
 Objectives

To created individuals who can adapt their behaviors

according to the situation and the need of the business.
Confidence when making decisions involving people.
Belbin Team Roles

 During many years of studying team-work Dr. Meredith Belbin observed that
people in teams tend to use or assume different behaviors while working together.
Belbin define this as a tendency to behave, contributed and interrelate with others
in a particular way. During his investigation he identify nine team roles
characteristic, he categorized those roles into three groups: Action Oriented,
People Oriented and Thought Oriented. He also defined the weaknesses that tend
to accompany each team behavior or role.
The shaper could be a
challenging person,
extrovertive, thrives on
pressure. The shaper feel
motivated with the obstacle.
But not always the shaper is a
good option to make things
done because it ca be easily
provoked and
May offend people’s feelings.
The Implementer is the one
that is Efficient, he now how
to invest the time. The
implementer have the ability
to turn ideas into actions,
organize the work and do the
work that needs to be done.
Sometimes the implementer is
not flexible and is slow to
respond to new options.
The Complete Finisher worry
to much about perfection, is
the one that’s is perfect to
check the finished work and
give the finals touch, they can
be accused of taking the
perfectionism to high levels.
The Plant role it’s a The monitor evaluator is a The Specialist could have a
creative, freethinking discerning with an single-minded personality,
behavior that help the accurate judgment even if they are dedicate workers
team on solving difficult he takes a long time to providing crucial and
problems and creates take decisions. Sometimes important knowledge. The
new ideas. Plants can be monitor evaluators have specialist need to be aware
very forgetful or mind- the ability to inspire of not overloading with to
absent. others. much information
The Resource Investigator is an
outgoing, enthusiastic
personality, that some times lose
the interest when the enthusiasm
has passed and can be very
optimistic.
The TeamWorker it’s the type of
behavior or personality were
people are co-operative and very
perceptive, they are really good
listener. Team workers avoid the
confrontation with others and are
really indecisive in tough
situations.
Co-ordinators have a mature
and confident personality.
They can be seen as
manipulative and might over
delegate to do less work than
the others.
 Belbin Concept Lab Team Roles

5%
18%

23%
Shaper 1
Coordinator 5
Plant 0
Reacher Investigator 2
9%
32% Monitor Evaluator 2
Implementer 1
9%
5% Team Worker 7
Completer finisher 4
Analysis #1

According to Dr. Belbin tools my team is balance in a way,

because our team is diverse its almost one person for each
personality but looking at the size of the team of 16 persons is
not balanced well. The team is 32% just of team workers, 23%
of coordinators and 18% of completer finisher , then all the
others are lower than 9%.
Belbin C.O.U. Team Roles

Shaper                    Coordinator           Plant                        Reacher Investigator  

Monitor Evaluator  Implementer          Team Worker         Completer finisher
 Analysis #2

According to Belbin team roles investigation we can infer

that our team is unbalanced , because almost all of us are
coordinator or team work. The team is missing plant to solve
to hard problems, complete finisher to give the finals touch
to the project and implementer for the ideas.
 Evaluation

 Belbin team roles investigation is the best way for leaders to create
and form the teams for the project. Belbin investigation is not 100%
accurate, because using Belbin does not guarantee that the
effectiveness of the team will increase. COU team is going to face up
challenges when starting projects, every single member must play
with the roles a manage to use the one that are absent
 Conclusion

 If companies and managers don’t implement the nine roles of the

Belbin Investigation, in the future they could be facing a lot of
challenges and problems that others would not have because they
implemented or maybe they just based their team formation on that
investigation. Belbin team roles is not an accurate science but it works
and people feel in a better work-environment when they have a good
balance in their team.
REFERENCES

 Belbin.com. (2019). Home. [online] Available at: https://www.belbin.com/

 https://www.imperial.ac.uk/media/imperial-college/administration-and-support-services/staff-
development/public/impex/Belbin-Team-Roles.pdf
 Macrosson, W. and Hemphill, D. (2001), "Machiavellianism in Belbin team roles", Journal of Managerial
Psychology, Vol. 16 No. 5, pp. 355-364.
 Maxwell, J. (2001). The 17 indisputable laws of teamwork. 1st ed. Nashville, Tenessee: T. Nelson, pp. 5-14.
 Partington, D. and Harris, H. (1999), "Team role balance and team performance: an empirical study", Journal
of Management Development, Vol. 18 No. 8, pp. 694-705.
REFERENCES