Create an effective team

The team tool created by Meredith Belbin

Is purchased by many organisations because of its ability to predict team performance

Is psychometrically unsound, which means that the test should only be used with caution by qualified psychologists

Is reliable and has good evidence supporting it

None of the other answers is correct

Given that diversity of skills within a team does not in the main affect team performance, which of the following statements is most likely correct?

Initiatives to improve cultural diversity should be of less benefit to the organisation than initiatives to improve gender and racial diversity

It is not possible to predict the impact of cultural, gender and racial diversity on team performance from the evidence presented within the article

Initiatives to improve gender, racial and cultural diversity are a waste of time

The impact of gender, racial and cultural diversity will have a smaller effect on team performance than the mix of skills possessed by team members

Which of the following statements on a questionnaire would be the most likely to measure the extent to which a team engages in equal workload sharing?

Most members of this team get the opportunity to acquire new skills

Other members of the team frequently share information with me

Individuals within this team cooperate well in order to get work done

No one in my team relies on other team members to do the work for them

Which of the following statements on a questionnaire would be the most likely to measure the extent to which members of a team communicate well with each other?

Teams within this organisation communicate well and cooperate with each other in order to get work done

Members of this team do not often voice contradictory opinions as they fear being judged

There is often conflict within the team as members of the team feel very confident about challenging each other

Members of my team cooperate with each other in order to get work done

Which of the following factors is most likely to increase a team’s overall performance?

Members of a team have shared goals and targets, ie the performance of the team matters more than the performance of each individual

The team has a belief that their work is important and has positive social consequences

It is not possible to say in the absence of further data

Members have significant autonomy to choose how they should go about their work

The fact that social support boosts team performance suggests that

Social support is a stronger determinant of team performance than communication

Performance-related bonuses in the main will not benefit team performance

The feelings and emotions experienced by team members can affect the performance of a team

Team performance will likely be higher in smaller teams, as smaller teams allow team members to get to know each other on a social level more effectively

The best way to assess the likely effectiveness of a team is to

Ask all team members as well as other stakeholders that interact with the team to complete psychological questionnaires on the strengths and limitations of the team

Ask only the team’s manager to evaluate the strengths and weaknesses of the team

Ask the team manager to nominate a proportion of the team members who should then complete psychological questionnaires on the strengths and limitations of the team

Ask all team members to complete psychological questionnaires on the strengths and weaknesses of the team

Team managers who are keen to develop greater role clarity should

Give team members the opportunity to debate and negotiate their duties and responsibilities with each other

Speak to managers from other organisations with a view to understanding how other managers enhance role clarity

All of the other answers may be correct

Write clearer job descriptions so that all team members understand their individual duties and responsibilities

Team managers who repeatedly tell their direct reports about the importance of performing well may inadvertently reduce the performance of their teams because

Team members may deliberately reduce the effort they put into their work in order to spite their managers

Team members may change their behaviour in ways that somehow reduce the performance of the team

Team members may choose to reduce the level of their performance because they become frustrated that they are not being given enough training

Team members may get bored of hearing about the importance of team performance

An effective team debriefing should

Aim to identify the one or several individuals who performed the greatest number of positive behaviours that ultimately benefited the success of the team

Aim to identify behaviours that affected the performance of the team in a guided discussion on a specific project

Aim to identify the individuals who were responsible for the failure or relative underperformance of a team

Always be run by an external facilitator or consultant who was not a part of the team

Create an effective team

The team tool created by Meredith Belbin

Given that diversity of skills within a team does not in the main affect team performance, which of the following statements is most likely correct?

Which of the following statements on a questionnaire would be the most likely to measure the extent to which a team engages in equal workload sharing?

Which of the following statements on a questionnaire would be the most likely to measure the extent to which members of a team communicate well with each other?

Which of the following factors is most likely to increase a team’s overall performance?

The fact that social support boosts team performance suggests that

The best way to assess the likely effectiveness of a team is to

Team managers who are keen to develop greater role clarity should

Team managers who repeatedly tell their direct reports about the importance of performing well may inadvertently reduce the performance of their teams because

An effective team debriefing should

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