Reflecting on Group Roles

Let’s use the Benne & Sheats group member roles to reflect on our own behavior as a group member and to diagnose the state of a group.
Benne & Sheats group member roles:
First, think of a group to which you belong. The group can be one that meets regularly in a work or social setting, or it can be a smaller group that is part of a larger group or organization. Identify which roles you assume in the group. Explain the reasons for your choices and the influence on group performance.
Next, generate a list of all of the rest of the group members (and include yourself). Again, using the list on pages 132 and 133 in the text or the MindTools website, identify which roles are assumed by each group member. Describe a behavior or behaviors that make you associate them with certain roles. After completing your roles assessment, tell us how this group is doing on a scale of 1-10:
1= Total nightmare, not getting tasks done and can’t stand working with other team members
5= Good enough, getting the job done and working well enough together
10= Too good to be true, no one has ever done this work better than this and we can’t wait to work together again
For your response(s), choose at least one of your classmate’s lists and generate some ideas about the functioning of the group and what it may need to develop.

Please refer to what the classmate wrote and write the paper:

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A group I belong to and closely associate with is my team at my current employer. The talent management team is a group I interact with on a very regular basis and is comprised of four individuals. We have been working together for over a year, allowing me to have a fairly strong understanding of each member’s role and work ethic. Upon reviewing the role types outlined by Gilley & Gilley (2003), I would argue that I assume the task role. Particularly, I hold the role of coordinator, orienter, procedural assistant, and recorder. Five of my largest strengths I bring to my team are organization, attention to detail, process orientation, written communication, and listening skills. During team meetings, I play an active role in capturing notes/ action items, considering individual details when undergoing new tasks, keeping the team organized/ structured, and orienting team members in the right direction. By demonstrating these roles and skills, I believe it helps ensure my team is productive, thorough, and delivering high-quality work to our key stakeholders.
For the remaining members (including myself), I would assign them the following roles:
Member 1 (Myself): Task Role (coordinator, orienter, procedural assistant, and recorder)
Member 2: Task Role (initiator-contributor, information-seeker, opinion-seeker)
This team member is excellent at proposing new ideas, asking for clarification, and reaching out to other members of the organization to gain feedback and collaborate. She is interested in exploring the opinions and thoughts of her colleagues, values each individual’s unique experiences, and takes different feedback into consideration to develop high-quality work products.
Member 3: Socio-emotional Maintenance Role (encourager, standard-setter, follower)
This team member radiates positivity and sees the best of the group. She is easygoing and is always accepting of other’s opinions but also is excellent at recognizing gaps or areas where we need additional support.
Member 4: Task Role/ Dysfunctional Role (initiator-contributor, orienter, help-seeker)
This team member is also great at expressing new and improved ways for performing as a group and helps orient the team toward future strategies and vision of the organization. While these behaviors are beneficial, on occasion, we find our conversation getting derailed as this member attempts to get sympathy from others due to lack of resources or available help. That being said, this issue is something the team as a whole faces and potentially negatively impacts our productivity.
Overall, I would argue my team is very high-performing and that we complement each other’s skill sets. On a scale from 1-10, I feel as though my team falls at an 8. I believe the productivity of our team could be improved by introducing new members that fall within the socio-emotional maintenance role to further empower and motivate the team to perform at a high level.
Gilley, J., & Gilley, A. (2003). Strategically Integrated HRD: A Six- Step Approach To Creating Results-Driven Programs Performance (2nd ed.). Basic Books. For more information on Reflecting on Group Roles visit this:

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