Situational Factors

Situational Factors influencing the team development. 1.Personal Factors: There are a lot of personal factors influencing a team development. One can have a complete different view to another’s on certain issues and this may result in the team closeness. Similarity in commitments, ability, attitudes and goals are all positively associated with team unity however individual satisfaction is most important factor in the team development. In our case we had lots of clashes may be because of being from different cultures.

2.Size of the team: The size of the team is another factor. Small teams ( 10 or fewer members) will make the team effective. If there are many members then it is difficult fo cooperate and meet regularly as well. Our team consisted of members and that was an ideal size for the project 3.Cultural Factors: Increased awareness about the nature and effects of cultural differences can overcome barriers to adjustment and peak performance within the team. The participants analyze their own cultural profile.

The group members in our case were from different cultures but we were aware of their cultures and that is why we didn’t had to suffer a lot.

Situational Factors Psychology

4.Team Factor: Team cooperation is very important. A team cooperation will result in the success of the project of it will be a failure. It includes several factors like location, resources, Task uncertainty, task interdependence. Members need to volunteer to serve the team and in our case everyone volunteered to do so. 5.Objective: Every team needs a clear mission.

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Determination of the purpose of the organization or division results from the negotiation process between ‘What we want to do’ and ‘What we have to do’. Goals of the team and purpose of the organization or organizational units could also require some adjustment. This was very clear in our case.

6.Rewards/Motivational factors: Although there are rewards when the project is completed, there should be extra reward system to motivate the staff .Formal or informal rewards should satisfy team members’ needs, i.e. professional growth, esteem, acceptance, safety. Motivational or hygienic factors should also be considered, such as achievement, responsibility, team recognition and working climate. In our case there was a big common reward, certificate which motivated everyone.

7.Structure :It is important to analyze the organizational structure and its impact on group work and team performance. Structure is supposed to solve division of labor problems, not create them. An assessment should be carried out to determine the fit of team members’ roles within the organizational structure. In our case the work was divided equally to the members at the start of the project.

8.Relationships : The relationship among people, peers or manager- subordinate, between organisational units and tasks performed, and between systems and technology all needs to be good. It is important to explore how these relationships affect team performance. The relationship between our group members was quite good. 9.Location: Location of the team members is another factor in team development. How far are they located, how long does it take them to gather and how often do they meet.

These all contribute towards the development of the team and in our case all of us were located on London so it was quite helpful. 10.Leadership Factors: The type of leadership and its effectiveness needs to be examined, which includes leadership within the team and within the organization and leadership styles which contribute to effective or ineffective management practices because leadership affects the team proformance. But in our case this wasn’t a problem because we had no leader.

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