Organisations And Behaviour Assignment Discovery

The text covers all areas and Ideas of organizational behavior including aspects of both demographic and cultural diversity, individual differences … read more


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The text covers all areas and Ideas of organizational behavior including aspects of both demographic and cultural diversity, individual differences and perception, individual attitudes and behaviors, and theories of motivation. This text also includes a table of contents.


The content includes accurate, error-free, and unbiased information. For instance, the section on diversity refers to the Age Discrimination Act of 1975, Title VII of the Civil Rights Act of 1964, the 1990 Americans with Disabilities Act and other laws prohibiting discrimination.


The content is up-to-date and can be easily updated with more recent information. There is a photo of Ursula Burns, who became president of Xerox Corporation in 2007. Her photo can be replaced, for instance, by a photo of another black female who becomes president of a corporation.


In general, the text is free from jargon and US colloquialisms. However, the text defines and expatriate as as someone who is temporarily assigned to a position in a foreign country. Some readers may be sensitive to the use of the term "foreign" to describe a country.


The text is consistent is in terms of terminology and framework. The terms culture and society are used interchangeably to describe national culture and some readers may be confused by the use of both terms.


The text is easy to read and divided into sections with headings and subheadings to make it easier for readers to navigate the text.


The topics in the text are presented in a logical, clear fashion. However, organizational culture and organizational structure are near the end of the text and student might benefit from learning about those topics before being asked to understand the design of work environments and individual attitudes and behaviors.


The text is free of interface issues.


There are no obvious grammatical errors in the text.


The text includes examples of successful individuals from a variety of ethnic backgrounds including Guy Kawasaki.


The book includes exercises following each chapter. However, may of the exercises such as those in Section 2.4 are, in fact, discussion questions rather than exercises.



This book does a good job in covering relevant topics related to organizational behavior. The format is user friendly, along with providing … read more


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This book does a good job in covering relevant topics related to organizational behavior. The format is user friendly, along with providing discussion questions, case studies, exercises, and takeaways. There are appropriate graphics/pictures that quickly support and reinforce key concepts. Moreover, I love that there are ongoing references to the importance of ethics with an activity related to an ethical dilemma.


The book overall is accurate. There weren't any major issues identified.


The content is relevant and covers normal organizational behavior topics address in any text.


The writing in this book is rather clear. However, there are opportunities to improve the grammar and sentence structure.


This text is consistent with other text's terminology, structure, and data to support he position offered.


This text is ready to be separated into unique, standalone learning packages.


I like the book's flow. It's logically organized in a way that each chapter builds on the previous one.


No interface issues identified.


There aren't any noticeable grammar issues, but the sentence structure should be reviewed for better clarity


There are opportunities to select pictures that are reflective of a diverse population.


This is the first open textbook I've reviewed. Previously, I had considerations that open source material might not be that good; however, with this book, I was amazingly surprised. I will seriously consider using this text for my organizational behavior class.



This OB textbook covers all major as well as supporting topics related the OB field. The last two chapters are devoted to macro topics (Chapter 14: … read more


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This OB textbook covers all major as well as supporting topics related the OB field. The last two chapters are devoted to macro topics (Chapter 14: Organizational Structure and Change and Chapter 15: Organizational Culture); thus, implying authors’ intent to provide comprehensive coverage. The textbook, though, is dated both in terms of scholarly references and the case studies used to inform the reader about the relevance of OB topics. Also, the textbook is more reliant on applied sources to support concepts. The pdf version of the textbook does not have a list of scholarly references. The HTML version does have these references, but they are included in within the text and, thus, negatively impact the flow and readability. I could not find a subject index or “glossary of terms” at the end of the textbook. Finally, the book lacks instructor’s resource material.


The book reads well and provides good examples to clarify basic concepts. The authors provide unbiased and thoughtful insights from scholarly sources in a very relatable fashion.


This is one of the significant weakness of this textbook. The scholarly sources are dated. Case studies are also old, though still useful. Some of the in-text online links do not work. In short, this textbook is due for a major revision and would require the authors to revise all aspects of the textbook considerably. This revision would be a major undertaking and a challenge for the authors.


Each chapter is divided into several sub-sections. Each sub-section covers a major OB topic. The authors have done an excellent job of providing a logical and clear description of topics within each chapter. However, there is no overall framework that can easily connect topics across all 15 chapters. This may explain a somewhat random sequence of topics of 15 chapters. For example, “emotions,” “communication” or “decision-making” topics are useful in the understanding of concepts of motivation and teamwork. However, these topics are not covered prior to the coverage of motivation.


The coverage of each topic within a chapter by the authors is consistent. The formatting and style are also highly consistent throughout the textbook. An addition of an overall framework and an integrative case study would help provide consistency of topics across chapters.


The textbook is very modular. Specifically, the HTML format of this textbook allows each sub-section to act as a module. Any instructor, interested in adopting this textbook should look into HTML format based modules (sub-sections) as a way to customize the textbook. This may be this textbook’s significant strength.


Organization/structure of this textbook is clear within a chapter. As I have stated in my review in another section, the textbook can be improved by connecting topics across chapters using a broad framework as well as by incorporating an integrated case study.


The pdf version of the textbook is difficult to navigate. Even though I found the HTML version to be more user-friendly, this format did have some weaknesses as well. The scholarly references in the HTML version are included within the text and negatively impact readability. I could not find a subject-index or “glossary of terms” at the end of the textbook. Many online links do not work anymore. Since the textbook does not include a subject index or glossary of key terms, it would make it difficult for students to find definitions easily. Overall, the textbook can significantly benefit from a much-improved interface.


The textbook is free of any grammatical errors.


Chapter 2 of the textbook offers a comprehensive coverage about the relevance and importance of demographic and cultural diversity. In addition, each chapter contains a sub-section “The Role of Ethics and National Culture” to ensure that students understand cultural relevance of OB concepts. This issue is clearly a strength of this textbook.


Overall, this textbook is a good option for those instructors that already have a good portfolio of instructional resources. The textbook does not appear to provide PowerPoint slides or a Test Bank. However, if an instructor is looking for a good OB textbook for an introductory OB course; s/he might wish to take a look at this textbook as a possible option because it is well-written and provides a comprehensive coverage of major OB topics. It also provides students with several useful applied examples, though these examples are somewhat dated. This textbook may not work for those instructors that wish to use an OB textbook based on current examples or an OB textbook that cites current scholarly references. To conclude, with significant interface improvements and a major revision, this could become an excellent option for both students and instructors.



The major areas of OB are covered comprehensively. The textbook goes into an appropriate amount of depth for each of the expected topics. It … read more


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The major areas of OB are covered comprehensively. The textbook goes into an appropriate amount of depth for each of the expected topics. It discusses each of the topics through both an ethics and national culture lens at the end of each chapter which represents a major strength of the textbook. The PDF version did not include a table of contents, index, or glossary which would further add to the comprehensiveness of the textbook.


The content was accurate and unbiased. The information was presented in a straight-forward way and cited published work from a wide variety of sources.


The topics covered are relevant and timely-- however, many of the citations are a bit dated. The case studies still are largely relevant even though there may exist better, more recent examples to discuss. I really appreciate the extent to which the authors integrate real-life examples of companies/leaders but the downside of this is that it limits the time the textbook can remain highly relevant without being updated. Additionally, there were several broken weblinks that need to be updated.


The writing is clear, easy to understand, and flows well. The authors do a good job of making concepts and ideas accessible for students. Authors avoided use of jargon without first defining it well and establishing the context.


The structure is easy to follow, straight-forward, and consistent.


The textbook does a good job of re-introducing ideas later in the text hat may have been covered earlier in the text which adds to the modularity of the textbook. I would not hesitate to assign specific chapters and/or assign chapters out of order for this reason.


The topic order makes logical sense and the topics build well off of each other. In the first chapter, the authors discuss levels of analysis (individual, team, and organizational) and they could perhaps return to this framework more frequently in order to guide the reader.


For the most part, the figures and tables are clear and easy to understand. There are some figures that appear a bit distorted and/or difficult to read due to color choices. Bolding concepts or words that are defined in the text and adding a definition of the word in the margin would aid students in studying and easily identifying new concepts/concepts to study. In the PDF, there were several instances in which chapters did not start on a new page (and instead started mid-page) which was distracting.


Grammar was strong throughout the text.


This text's chapter on diversity as well as the reference to diversity issues throughout the text is a major strength. Ending each chapter with a discussion of how national culture and ethics is relevant to the topic was a powerful way to discuss diversity and continually challenge students to consider the topics from diverse perspectives.


This textbook is well-written, comprehensive, and is an excellent resource for students and faculty. The material is presented in an effective, accessible way and the integration of the "OB Toolbox" is especially useful for students to understand how to practically apply the concepts they are learning. I especially appreciated the attention to detail and comprehensiveness of the diversity chapter as well as the discussion of diversity topics throughout each chapter. The questions at the end of each chapter for reflection could push students a bit further in engaging with the material, and I would like to see some updates to the textbook when it comes to topics that should be covered (such as mindfulness and presenteeism) as well as case studies and examples from the last 3-5 years. A glossary, works cited, table of contents, and index would all be useful additions to the PDF version of the textbook, and it would be helpful if concept words defined in the text were also defined in the margins of the text in order to facilitate student recognition of topics they need understand and be able to define. Overall, this textbook is solid and I would not hesitate to use it for an undergraduate class in Organizational Behavior (although I would supplement it with readings and material from other sources as I would with any other textbook).



The text was comprehensive, covering areas that are important when teaching organizational behavior. Some of the topic areas, such as diversity and … read more


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The text was comprehensive, covering areas that are important when teaching organizational behavior. Some of the topic areas, such as diversity and ethics, are more comprehensive than others, but all topics are covered well enough for entry-level students. The text included a comprehensive table of contents, but no index or glossary.


The textbook was accurate and covered a number of important topics in an interesting manner. I thought the advertised experiential approach was evident and well done.


The concepts described in the text can survive over time, but the cases quickly date the contents. Since the concepts in the cases are integrated into the text, updating could be time consuming. I tried the text in both the .pdf and online formats, and found difficulties with the links in both. I had the best luck with the online format, although many of the links were no longer valid. When I copied and pasted the links from the .pdf version, I got many errors, some indicating I needed login information to access the site.


I liked this text. The information was presented in way that made it easy to understand and apply. Jargon and terms were well explained.


This text was well written and consistent throughout.


This text is well organized. The subheadings in the chapters create appropriate modules to support teachers as they create assignments, and students as they complete them.


The text is well organized and structured. The content flow is great, but, as previously mentioned, there are a number of links, some of which no longer lead anywhere.


Navigating the text by using the online Table of Contents was straightforward, although I did want to simply scroll to the next page instead of having to use a "next section" link, but that was minor. The .pdf format of the text was convenient if one wants to print the pages, but navigation of the .pdf format online required scrolling through the text. It would have been helpful to have a "bookmark" or similar feature to easily highlight important concepts or see where I stopped reading.


I noted no errors.


I especially appreciated the way this text discussed sensitive topics associated with gender, race, ethnicity, perception, etc.


I liked this textbook. I thought the exercises were generally good, as were the "Key Takeaway" and "OB Toolbox" sections. The text was dated, which tends to be noted by students and can lead to lost credibility. I appreciate the work that went into writing this text and could use portions of it, but would need to check the links before each course, or provide others for my students. Overall, this is a great text, but I recommend checking the details before adoption.



Has chapters on the major themes such as diversity, decision making, motivation, ethics, and leadership to name a few; goes over the major theories. … read more


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Has chapters on the major themes such as diversity, decision making, motivation, ethics, and leadership to name a few; goes over the major theories. It does not go particularly deeply into any one area, but provides a solid look at a wide variety of topics, concepts, and theories.


In terms of editing and proofing, this book does quite well. Writing is unbiased and reports materials that are accurate.


This is an area in which the text needs improvement. Few if any examples are from 2009 or later. The book is a good one, but cases need updating. Updating may be difficult for instructors to implemenet, due to the imbedding of cases into so many areas of the text. In addition, nearly half of the links provided in the text no longer work.


Text is very clear. I am impressed with the writing. In particular they did a good job of describing relatively complex theories with simple and understandable language.


The books is highly consistent in terms of formatting and style--as soon as Chapter 1 is complete, students should have a clear vision of what to expect for upcoming chapters.


This text is highly modular. In particular, the use of objectives for each section of each chapter allows for picking and choosing by instructors.


This book is well-organized and clear. Because OB is generally a set of very inter-related concepts, organization/flow is not perfect, but this book is as good as others I have seen in this area.


This is an area of improvement for this text. In particular links to outside web sites are out of date and many link to dead web sites. In addition, of the few images that are included in the text, several flow over 2 pages making them difficult to read.


Good grammar used throughout the text--few issues detected.


This text includes a good deal of discussion related to diversity, ethnicity, gender, and other issues culture in this text. I found the discussion in these areas to be both relevant and thoughtful.


There are several things about this text that I like. In particular, I think this would be a great book to use within an introductory OB course; it is well-written and thorough in terms of the breadth and depth of topics covered. The "OB Toolbox" sections give students many tips on getting, keeping, and succeeding their first professional job--that is great. However, there are a few areas of concern, as well. In particular, many links do not work and the cases are somewhat out of date (which poses a particular challenge due to the major economic changes that have taken place for several companies referred to in the text and cases). Before implementing this text, I would take time to review any potential overlap with other courses. But overall, this is a solid intro OB text.



Web-based Assignments

A series of web-based assignments for each chapter of the book. These can be used to help develop your research skills and apply the knowledge you have learned. Click on the links below to jump to each chapter.

Part 1: Work and organizational behaviour

Part 2: Individuals and workPart 3: Groups and social interactionPart 4: Organizational change, processes and performance

Additional online web-based assignment
This exercise can be used to support Chapter 9, alongside the section on group structure on page 249. It is also relevant to the section on personality testing in Chapter 4, beginning on page 121, and the OB in focus box on page 115. Click on the link below to jump to the additional assignment.

Chapter 1: Capitalism and organizational behaviour

To help you develop your understanding of the subject, we have developed an activity that requires you to maintain a learning journal or log. A learning journal is a simple and straightforward way to help you integrate content, process, personal thoughts and personal work experience of organizational behaviour. Learning logs operate from the stance that people learn from reflection and through writing.

We suggest you make an entry in your log after each completed week of class time. Properly understood and used learning journals assist the learning process by becoming a vehicle for understanding the complex nature of human behaviour in the workplace. Visit the website for information on the value of learning journals.

Learning journals are concise, objective, factual and impersonal in tone. The following questions could be used to guide you in making thoughtful entries in your learning journal about organizational behaviour:

  • What did I learn in class this week?
  • What did I find interesting?
  • How well does the material connect with my work experience?
  • How well does the organizational behaviour material connect with my other management courses?
  • What questions do I have for the instructor about what I learned?

You can also use your completed learning journal to help evaluate your studies of organizational behaviour.

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Chapter 2: The social nature of work

Central to the advance of organizational behaviour as a field of critical inquiry is an openness to expanding our understanding of both work and the ‘workplace’. We believe it is important to understand that work expands beyond the boundaries of ‘paid work’, and importantly, the place where work is performed extends beyond the formal organization. The notion of work–life pattern has increasing relevance to workers, particularly to women, in the early twenty-first century.

On an individual basis, or working in a small group, visit the following websites and write a brief report of the research and practical issues associated with (a) home-working, and (b) work–life balance:

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Chapter 3: Studying work and organizations

How are we to make sense of the competing assortment of theoretical approaches to organizational behaviour? We address this question here with reference to the classical accounts of sociology and contemporary approaches to studying formal organizations. Our collective experience in teaching and researching aspects of organizational behaviour has made it clear that the contemporary student of organizational behaviour cannot understand the discipline without an appreciation of the works of Marx, Weber and Durkheim. In their own way, each addressed the following two fundamental questions:

  • What is the source of societal and organizational conflict?
  • What is the relationship between consciousness (the ‘self’ or ‘inside’) and society or social structure (the ‘outside’)?
On an individual basis, or working in a small group, visit the following websites and write a brief summary of how Marx, Weber and Durkheim have fundamentally shaped the modern debate about work and organizations:

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Chapter 4: Personality and identity

Form a group of three to five people, and visit the websites of any of the following organizations:

What personality attributes are these organizations seeking when they recruit new employees?

Go to and (search for psychometrics) and examine the psychometric tests. Some of these you may take yourself without applying for a job. How accurate, in your view, is your personality profile as revealed by any of the psychometric tests? Do your close friends agree with the assessment? Which kind of psychometric tests do you suppose would be more effective in revealing the more important aspects of your personality? Why? How much weight should organizations give to psychometric test results in employment selection? Explain your reasoning. Write a report detailing your findings.

Click here to jump to an additional web-based assignment for Chapter 4 on personality testing.

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Chapter 5: Perception and emotion

What attracts you to some organizations and not others? Get a copy of the recruitment pages of a national newspaper or a professional publication, such as People Management or The Economist. From the advertisements, identify a selection of the recruiting organizations that differ from each other and provide details of their websites. Browse each of the sites, particularly looking at the pages aimed at potential job applicants. It would be ideal if you could do this with a colleague or friend so you can have a discussion about it.

Consider these questions:

  • What are your perceptions of each organization as a potential employer? Are they your kind of place?
  • Try to identify what perceptual cues from the advertisement and websites captured your attention, and the prior knowledge and expectations that led you to your conclusions.
To what extent can you apply social categorization theory to explain your attraction or aversion to each organization?

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Chapter 6: Learning and innovation

There are competing views on the purpose of work-related learning. One school of thought believes that creativity and innovation are more likely to be fostered in organizations where learning is valued and of high quality. In this sense, workplace learning has an instrumental purpose: to ‘unfreeze’ employee work attitudes and practices to bring about change. Learning can also enhance an organization’s performance and increase a nation’s productivity. (See OB in Focus on ‘The Learning Age’, page 164)

Specifically, this assignment requires you to critically evaluate these assumptions. First, go to the following websites for more information on life-long learning:

Second, choose two companies, enter their websites, and evaluate how each company provides for continuous work-related learning:
  • What are the company’s objectives with regard to work-related learning?
  • How does the company’s learning strategy relate, if at all, to its business strategy?
  • Is there any evidence that work-related learning benefits both individual employees and the company?
  • What role should work-related learning play in the workplace?

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Chapter 7: Motivation at work

Form a study group of three to five people, and go to the website of any of the following organizations, or a similar one that interests members of the group:

When there, go to the ‘Company overview’ and the human resource management section of the site, and look at the language, assumptions and espoused values. Evaluate the organization’s dominant culture in the light of our discussion in this chapter. Write a report that draws out the common features.

Alternatively, go to the websites of a number of universities, and compare and contrast your own university with others in the UK or abroad. As a guide to your search, ask the following questions:

  • What artefacts are displayed that expresses the institution’s culture? (Hint: do departments display the publications of the teaching faculty?)
  • In the advertising material, does the institution emphasize teaching excellence, research or both?
  • What are the President’s espoused values?
  • What rituals and ceremonies dramatize the institution’s culture?
  • What practices shape the university’s culture? (Hint: ask your lecturer what is the most important criterion for promotion – excellence in teaching or the number of articles/books published.)
  • Do the visible artefacts and processes provide a guideline for behaviour at the university? If so, why?

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Chapter 8: Gender, race, disability and class

This chapter covered many areas of inequity in organizations, but it certainly did not cover them all. Issues of ageism (discrimination based on age) and discrimination based on sexual orientation are two of the key ones that were not explored. The latter forms the basis of this case study. With over 75,000 employees worldwide and 16 billion in revenue, one of the leading corporations in the area of support for employees who are lesbian, gay, bisexual and transgender (LGBT) is Raytheon.

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Chapter 9: Work groups and teams

Work groups and teams is one of the most important topics of organizational behaviour, and given that many students have experienced group working and will be called upon to work in groups in organizations, it is important to reflect on how groups influence human behaviour.

For this assignment, we would like you to gain more information on work teams by visiting and In addition, you are asked to explore examples of team working in European and North American companies by visiting the following websites:

What main principles can be identified as ‘good’ job design when applied to work teams? Looking at the companies that have introduced teams, what behaviours or ‘norms’ are expected of employees? How does the team-based model impact on other aspects of management such as human resource management? Discuss your findings with other students on your course.

Click here to jump to an additional web-based assignment for Chapter 9 on group structure.

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Chapter 10: Organizational design

This chapter discusses the different types of organizational design, and the interconnectedness between structure and restructuring, and organizational behaviour. Organizations can adopt a large number of structures to match their strategy, size, technology and profit-making imperative. Restructuring affects job design and individual workers’ perception of the employer and work motivation.

This web-based assignment requires you to explore the web to find a site that displays an organizational chart, or that discusses a method of managing its structure. For example, enter the website of Dell Computers (, Canadian TV and media company Globalmedia ( or car manufacturer Saturn ( for an example of a ‘flatter’ organizational structure.

Consider these questions:

  • What kind of organizational structure does the company have (for example, in terms of decision making, is it centralized or decentralized)?
  • In what ways is the organizational structure appropriate for the company?

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Chapter 11: Technology in work organizations

There are few words that appear as often as the word ‘technology’ on the Internet today. In many ways computers, the Internet and technology are thought of as synonymous with one another. However, one of the goals of this chapter is build a more ‘social’ analysis of technology, and to encourage you to think carefully about what technology really means. Building a basic historical awareness of different sorts of tools, devices, machines and so on can be helpful in this respect.

Visit, which does not present a definitive historical account of the origins of different technologies (in the broader sense), but is worth exploring to begin to gain a sense of how technology developed. Based on this, you can then build a deeper and more critical appreciation for how and why specific forms of technology emerged, and in turn, why they affect organizations in the way that they do.

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Chapter 12: Organizational culture

This chapter discusses the significance of culture in work organizations and the interconnectedness between national culture, and organizational culture and behaviour in organizations and businesses. The mainstream or managerialist perspective tends to focus on changing organizational culture to match business strategy and improve efficiency and profitability. This perspective focuses on achieving an organizational culture in which all members subscribe to one set of values and beliefs, normally decided by senior management. Critical perspectives tend to focus on how multiple viewpoints, values and beliefs are controlled or ignored by senior managers.

This web-based assignment requires you to explore the Internet to find a website that provides insight into different cultures in organizations. For example, visit the websites of:

1. What kind of organizational culture do these organizations have (for example, what are their espoused values)?
2. What would critical theorists make of the cultures at these companies (or any others you have found)?

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Chapter 13: Leadership and change

You can evaluate the extent to which leadership research has influenced management education and training by visiting the following websites:

Select a particular professional group, such as engineers. What leadership competencies do individuals need to display to be effective in the profession? Do ‘leadership competencies’ appear to have a gender bias? If so, why? Report your findings to your seminar group.

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Chapter 14: Communications

We have explained that the nature of the communication process established in the organization reflects the management style, degree of employee participation, culture and efficiency of the workplace. Communication is essential for effective decision making. Ineffective communication is linked to a ‘command and control’ vision of management.

This web-based assignment requires you to investigate the extent of communication processes in workplaces in Britain. Visit the website for the Findings from the 2004 Workplace Survey – – and review the survey findings. What arrangements for direct communications with employees are most popular in (a) the private sector, and (b) the public sector? Based on your understanding of this chapter, what ‘downward’ communications arrangements do you believe are most effective? Explain your answer.

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Chapter 15: Decision making and ethics

Decision making has been acknowledged as the fundamental element in the manager’s job. Yet it is a complex phenomenon because it involves not only technical considerations, but also power struggles. It remains associated to a ‘command and control’ vision of management, as well as to a vision of managers as omnipresent and omnipotent. Decision making can be improved by using group processes that help to minimize the biases and errors.

This web-based assignment requires you to investigate the extent of decentralized decision-making processes. We would like you visit the websites for the findings from the 2004 Workplace Survey:

What type of manager–employee decision-making processes are you likely to find in the workplace? What issues are discussed at these decentralized committees? What appears to be excluded from discussion? Do committees make ‘good’ decisions? Explain your answer.

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Chapter 16: Power, politics and conflict

The discussion in this chapter provided the basis for a comparison of different theories of power. Take some time to obtain (either online or in your library) and read the discussion of power in the special 2002 issue of Journal of Organizational Behavior Management. Further background reading on the concept of power can be found at:

After reviewing the material, do as we began to do in the last section of this chapter: test the assumptions of the conceptualizations of power in this issue against the broader social theories of power we outlined in the first half of the chapter.

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Chapter 17: Human resource management

This chapter has discussed the importance of SHRM and the links between SHRM and organizational performance.

This web-based assignment requires you to explore the research findings from the 2004 Workplace Employment Relations Survey. Visit:, and use its information to consider these questions:

  • In UK workplaces, who is ‘strategic’ about employment relations?
  • In recent years, have workplaces become more strategic in their people management? Try to explain the findings.

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Additional web-based assignment: Belbin’s team roles

This exercise can be used to support Chapter 9, alongside the section on group structure on page 249. It is also relevant to the section on personality testing in Chapter 4, beginning on page 121 and the OB in focus box on psychometric testing on page 115.

Meredith Belbin carried out research into managerial behaviour, from which he identified a range of different team ‘roles’. Go to and answer the following questions:

  1. What are Belbin’s team roles?
  2. How might an understanding of team roles help or hinder team performance?
  3. Referring to Chapter 4 of Work and OB, what could the limitations of the psychometric research testing be, and do you think these are addressed in the Belbin research?
  4. Which of Belbin’s team roles do you think applies most to you? Discuss with your friends – which role is most common amongst you? Would you make a good team according to Belbin’s research?
  5. Though Belbin's work affirms the importance of leadership, team learning, open communication and support for members in effective teams, his typology of team roles has attracted much criticism. See for example, D. Hosking and I. Morely: A Social Psychology of Organizing: People, Processes and Contexts (Hemel Hempstead: Harvester Wheatsheaf, 1991). What are the limitations of Belbin's team role theory?

Further information
Belbin, M: Management Teams: Why They Succeed or Fail, 2nd edition (Butterworth Heinemann, 2004)
D. Hosking and I. Morely: A Social Psychology of Organizing: People, Processes and Contexts (Hemel Hempstead: Harvester Wheatsheaf, 1991)

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