INTRODUCTION

Opening and managing an organisation in this competitive world is a difficult task. As this modern business era is changing day by day organisation

TEAM DYNAMICS
Teams play a vital role in achieving targets. Good team dynamics is the back bone of every successful team. Team dynamics is defined to be a functional process, which involves leadership, sharing of ideas, development within the team, decision making, to and fro communication etc. Team dynamics is more over the interaction between the members of a team and the performance of the team. The productivity and the efficiency of the team can be seen through effective team dynamics. To analyse this case study two theories on Team dynamics are going to use, which are Tuckmans Four Stage Model and Belbins Team Role Theory.

TUCKMANS MODEL OF TEAM DYNAMICS

Dr Bruce Tuckman officially published this model in the year 1965. At that time there were only four steps called Forming, Storming, Norming and Performing. But in the year 1970, this he revaluated this theory and added one more step to this model, which is Adjourning. This method holds its value in explaining team development, behaviour and culture. The five steps in this model are explained below: 1. Forming: This is the initial stage were people are coming together and forming groups. At this stage people are categorised into different level according to their potential. In this stage team members will be busy with planning of their tasks, goals, strategies etc. At this stage, they will be focusing more about themselves and this is the best stage to identify the potential of each team member on dealing with the tasks. 2. Storming: This is the second stage in this model. In this stage team members will share their ideas on the topic and will help each other in solving the problems of other members. This is an important stage in the development of a team. 3. Norming: This is the step where the team will gather ideas of team and then will design a common goal. In this stage some members have to negotiate with decision of the team. All team members will have the same responsibility to bring the team to success by achieving the goal. 4. Performing: Only some of the teams will be able to enter into this stage smoothly. Once they enter into this stage then there will not be any trouble in doing the pre-set task as the team will be in its peak performance. Even though during some situations, some teams will repeat the cycle from the second step. That might be of the changing circumstances or something else. 5. Adjourning: This is the final stage were people will split after the successful completion of the given tasks. The members will feel good and will get motivated by this. This will make them do things again in the future by forming teams. 1|Page

BELBINS TEAM ROLE THEORY

ORGANISATIONAL CHANGE
As managing change is not an easy task in an organisation, change management becomes a vital part of organisations. Managing change in simple words means making changes in a planned and organised manner. The process of organisational change can be initiated from within the company or from outside the company. For example if a successful product in a market may undergo further changes which the competing product has. The above mentioned example shows the influence of external factors that can bring changes to an organisation. Bringing these changes to organisation is the ultimate process and this is the time where management of change comes into action. Change is inevitable and most of us project managers deal with more than our share of it on our projects. Most of us tend to think of change in terms of problems or negative consequences. Although its true that change can be bad. It can also be good Baca C.M. (2005, pg: 1). Different people have different views and prospective on change management and it varies from situation to situation.

REASON FOR CHANGE

When analysing the situation of MM Supplies, it is clear that there are no proper rules and regulations in the company. For example an employee didnt turn up one day and she didnt let the manager know that she is not coming. We can also see that the company is structured in an improper manner so that a proper controlling and communication is not possible. When considering the culture of the company, we can see that the owner Matt hesitate to discuss the future plans and the about the working of the company and so on. We can also see that Matt is following scientific management to manage his employees. For example, he was telling Bert that people come to work to earn money, not to have these silly competitions. We can see that this kind of management will not work in this competitive world especially in this company. The quality of their work will be low if employees start to work only for money. But in some fields it will probably work for example sales, marketing etc. (Kirkwood & Pangarkar, 2003).

SWOT ANALYSIS
SWOT analysis is an extremely important tool for analysing and understanding any kind of business. The word SWOT is an abbreviation for Strengths, Weakness, Opportunity and Threats. SOWT analysis will also help to understand the position of an organisation and will also help when taking decisions. SWOT analysis of MM Supplies is given below; 2|Page

 STRENGTHS: We can see that when Bert clearly divided the employees into administration, sale and warehouse teams, they developed team spirit and competition arise between the teams. This can be considered as strength and can be converted to make the employees to more things for the company as a team. WEAKNESS: There is no proper communication with in the staff and they are playing tricks on one another and having chit chats during the free time rather than tidying up. There is no progression for employees in the company. For example because of that only warehouse assistant Ross wants to leave the company. THREATS: When analysing the threats, we can see that Mr Tim is misdirecting staff and he even had troubles with Bert when Bert came to the company. As Matt is not disclosing anything about the company to his employees, there are rumours that the company is going to shut and employee are at risk. This will badly affect companys performance. OPPURTUNITIES: As it is a small company and a reconstruction of its organisational structure will help Bert to manage more effectively.

KURT LEWIN MODEL OF CHANGE

Kurt Lewin model of change was proposed in the year 1947. This model is very useful for managing change in an organisation this model consist of three different steps, which are Unfreeze, Change and Refreeze. This model is also known as Kurt Lewin Three phase model. Form the year which the theory was proposed to this present year a lot has been changed in the field of organisation and in its culture but the model is extremely relevant to this current globalised business world. A detailed look into the model is given below: 1. Unfreeze: This is the first stage in this model and in this stage people will be getting ready to leave their comfort level and will be preparing to accept change. In this stage people will be motivated to change and will be looking at the advantages and disadvantages of the new change and will be looking how to lower the number of disadvantages. An existing procedure of doing thing need to be broken down before going to the next level, which is installing the changes. 2. Change: This step is also known as transition stage. According to Lewin change is a process not an event. This is the step where confusions arise as the normal procedures are changing. This is the process where new ideas are being created. 3. Freeze: This is the last step of this model. This step is also known as refreezing as in this step all the new changes will be crystallised. At this stage, employees will adopt all the changes which came in the second step to their regular work. In this competitive world the next change process will happen in another few weeks.

KOTTERS EIGHT STEP MODEL

This theory was proposed by John Kotter in the year 1995. It consists of eight different steps which are interconnected. This model conveys a message that people will make mistakes each time when they make changes. He also added that communication is a barrier during this process. According to Kotter, these people can shatter these barriers by properly following the below listed eight steps, 3|Page

1. Establish a sense of urgency: This is the step where organisation will think about the problem or what all needs to be modified. According to Kotter, this step will fail if the participants dont know the reason why they need change. 2. Form a Powerful Coalition: In this step the organisation needs to put together a group of people who are apt for this. In the book Good to Great, the author Jim Collins said something like, team leaders needs to gather appropriate people and work with them for managing change. 3. Develop a Vision and Strategy: The organisation needs to set a goal or must have a frame of which they are going to achieve. According to Kotter, if they dont have clear picture, then they will not be able to manage the change. 4. Communicate the Change Vision: This step says a method of implementation. He says the organisation needs to convey the message about the change in different channels. The reason for doing this is because the employees must dont have any kind of confusion with the coming changes. 5. Empower Employees for Broad Based Action: While going through this step, employees must be equipped with the tools and techniques which they need to go through the process of change and also to successfully overcome this. 6. Generate Short Term Wins: It is usual that people will lose hope while trying something new. Hard work is very essential in every field to overcome difficult tasks. So motivating people to work properly is the only way to guide them on track without losing the hope. For that the organisation must motivate their employees by creating short term wins. 7. Consolidate Gains and Produce More change: Kotter says that victory will come late only; the one which comes early will not be the proper one. People should work harder for achieving the targeted goal. 8. Anchor the Changes in Corporate Culture: According to Kotter, a quick change to the culture of the company will make a bad impact on the employees. So if one organisation is planning to make changes, they first have to make change the structure, the way they usually do things rather than making changes to the culture. When implementing these two models of change management to the company MM Supplies, we can see that there is plenty of room for them to change and how they can effectively manage change. Reasons for change The company can improve much on this part by the implementation of proper set of rules. Then according to Kotter for bringing up change, communication plays a lead role and we can see that according to the structure of the company there is no proper channel for communicating. Bert has to amend the whole structure to small groups so that it will be easy for Bert to communicate to the employees and for them to communicate back. And we can see that the Matt do not disclose anything with his employees about the future development and strategies. In the 4th and 5th step of Kotters model says that the employee must know about the vision of the company and must be equipped to accept change. Lewin also said the same thing that people will get confused in the stage of change, if they were not given proper 4|Page

directions and details. If proper training is not given, then employees may do things in a wrong manner (Kerka S., 1995). There is no short term or long term wins in MM Supplies when compared to the 6th step in Kotters model. For example we can see Ross the warehouse assistant is about to leave as there is not progression in the organisation.

Reasons SWOT ANALYSIS

Doing a SWOT analysis will help the company to identify its internal Strength, Weakness, Opportunities and Threats within the company. When analysing MM Supplies according to SWOT, we can see that the company has plenty of weakness like there is Coming to the strengths of the company, we can see that the company is a small one so that it is very easy to manage and control. As when Bert split the employees into two, they developed team spirit; this can be considered as a strength and can develop and utilize this for making the employees do something more. When talking about the opportunities of MM Supplies, there are lots of ways through which they can develop their business. As in this globalised world, this particular company dont have a website, developing a website will allow customers to buy online which will dramatically increase the business. Resistance

Implementation

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REFERENCE
Claudia M. Baca, (2005), Project Managers Spotlight on Change Management, Harbour Light Press, 1151 Marina Village Parkway, Alameda, Page 1. Kirkwood, T and Pangarkar, A. (2003) Workplace Learning Beyond The Classroom. CMA Management. Kerka, S. (1995) The learning organization: myths and realities Eric Clearinghouse, Available at: http://www.cete.org/acve/docgen.asp?tbl=archive&ID=A028. Accessed on 12th September 2012.

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