Assessment Feedback Front sheet


(To be completed by the student)


Please complete Section A

Student Number:


numbers of other students in your group


Business Management)


Title:  (e.g. Studying for Business)

People Organisations and

Seminar Group




Word Count




I confirm that no part of
this assignment, except where clearly quoted and referenced, has been copied
from material belonging to any other person e.g. from a book, handout, another
student.  I am aware that it is a breach
of UEL regulations to copy the work of another without clear acknowledgement
and that attempting to do so renders me liable to disciplinary proceedings.


B: (to be completed by the tutor marking assignment)




Please see
in-text comments and detailed rubric feedback

Second marker comments

Tutor’s Name:


Date Received:





The primary task was to compose
and investigate the viability of Volkswagen as an association, which was made
out of fundamental subjects such as leadership, group/teams, social and
rational organisation and the impact on globalisation. I will talk about the
territories where there is potential for development for me as an individual
and the group as entire on the premise of Belbin team roles. This report will
likewise utilize theories such as social loafing, Tuckman, group and teams, leadership.


of contents



3.The Belbin

of team



















The examination bunch that I have worked with on the Volkswagen
report apparently was exceptionally assorted at moving toward the fundamental
assignment. I have worked with six members in a group every one of them had
distinctive thoughts and idea about how to finish a decent report. Having said
that, numerous authoritative speculations and learning styles can be identified
with the way my group has moved toward the assignment, for example, Tuckman’s
theory (Kortext, pg185), Belbin’s group part, and Kolb’s life cycle. In the
reflection I will be fundamentally dissecting the procedure how successfully I
finished the undertaking with the assistance of my group.





In the beginning framing a group was a simple undertaking. My
gathering predominantly was shaped of individuals who were regularly attending
the seminars and lectures. Now just couple of individuals knew each other and
every other person weren’t settled in yet. Keeping in mind the final task and to
get an ideal finish of the assignment we ensured that everyone had a decent
connection with the individuals and know them legitimately, we met in the bistro
for knowing each other well and about everyone’s schedule in order to attend
the meetings.

This wonder could be seen unmistakably in my gathering, where the
work was isolated between us (framing stage) yet when it came to cooperation
(raging stage) the gathering wasn’t cooperating as we should rather move toward
the assignment independently.

At that point each individual from the gathering agreed to the
leader in everything, for example, meeting times, motivation of the gatherings,
inside accommodation due dates (norming stage). In real life (performing stage)
the outcome was not the same as what was normal, the individuals (counting me)
of the gathering couldn’t stay aware of the short due dates gatherings, still
had finished the undertaking with at most individual the end when the
errand was practically done (changing stage), they pulled me off the gathering for not
performing comparable to them but rather after transaction, and illuminating
issues close by they took me over into the gathering. This was the elements of
my gathering which had next to no characteristics which a group required yet at
the same time effectively finished.







When a
team is performing at its best, you’ll usually find that each team member has
clear responsibilities. Just as importantly, you’ll see that every role needed
to achieve the team’s goal is being performed fully and well 1.We as a group had distinctive parts
specifically leader, shaper, grower, Implementer, organizer. Presently I will
examine the individual parts of my colleagues. Member A was exploring substance
about the report (researcher), as experiencing the contextual investigation and
dissecting the information. Part B was gathering the data from Member A and
applying it to the last report (implementer). Going through the draft member C
was altering the work and checking the errors (specialist). D was helping all
the members in the team and supervising the work (co-ordinator). I and E were
doing the final checks on the giving task and finishing it with the ideal references
(complete finisher).





of teams

The initiative in our group was in the great hands as the leader was
exceptionally prompt at work and was controlling and partitioning the work
among the members. Now and then the pioneer made some bossy strides which
prompted some vulnerability in the group and everybody began taking the task
little gently. At that point we arranged a critical meeting to talk about the
issues and to consider our undertaking important.




model explains that as the team develops maturity and ability, relationships
establish, and the leader changes leadership style. 2   This
model includes five stages which are
forming, storming, norming, performing and adjourning. I will discuss this
stages in more details.


the beginning of the forming stage I was looking for the members who were well equipped
with the ideas and the concept about the assignment. Seminar tutor had a chance
to divide us among the groups but he gave us the opportunity to decide our own
group by knowing the fellow students in the class. I made group with the people
whom I know from the orientation day. Members shared information about their backgrounds,
interests and formed first impression to each other.



we started working together we moved ahead to storming stage, during this stage
there were many conflict as many group members’ ideas collided. This led to
delays in our work as everyone had different opinions about the task. We had
some positive and negative suggestions from the members about the progress of
work. Leader started targeting the members who did not attended the meetings. In
order to solve this situation we needed a perfect bond and coordination.




As we were already aware about each other everybody was coming
mingling and displaying their work in the gathering. Individuals requested help
and some of them not had any desire to help the once who were battling with the
work this prompted miscommunication in the gathering. Mutual support was not
shown in the group. I wanted to get feedback about our work and no one was
serious about the work everyone was doing. Leader was giving up in every
meeting. I wanted everyone to help each other in the meeting regarding the work
rather than criticizing others work



 During this stage group
faced lots of difficulties in their task and this was the critical stage I then
started involving in each members task and checking their work even if it was
not my job some members dint showed up in the last meeting but me and leader
did the whole references and gave our best to edit everyone’s work.





This was the end stage of our group work as going through this
task we have learnt many things about working in teams as we completed the task
successfully. Everyone was exited after the submission and we were happy to see
the result of our hard work. We then after met for a lunch and then did a farewell.
By working in this group I came to know about the member which I will be happy
to work in the next term and the members which I will try not to work for the
future tasks. Leader did his job perfectly as he helped everyone unbiasedly which
boosted our performance as a team. As task finished effectively, its motivation
satisfied; everybody proceeded onward to new things.






















References (2017). Belbin’s
Team Roles: How Understanding Team Roles Can Improve Team Performance.
online Available at:
Accessed 17 Dec. 2017.


In-text: (, 2017) (2017). Tuckman
forming storming norming performing model. online Available at:
Accessed 17 Dec. 2017.


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