Individual differences and team and teamwork

Assignment Sample On BMG735 Individual differences and team and teamwork


The business development strategy refers to the documentation that has described the strategy for executing the business goal. The accumulation of innovative principles and policies would help the authority to prevent the issues raised from the business operations. Individual differences between the employees in the workplace would cause complexity whereas following a disciplined approach has enabled them to complete the work functions(Reio Jr & Shuck, 2015). The conflict between the employees arose due to the factors of heredity, demography, social position, and recognition which are interpreted by the management for ensuring value-added service to the consumers. The particular report addresses the interpretation of policies integrated by insight Consultancy for preventing operational inefficiency.

Overview of individual differences

Implicit and explicit theory

The implicit theory has determined the basic assumption of people along with surroundings that have encompassed them. The senior consultant of ‘Insights Consultancy’ must learn the explicit assumption about themselves along with the exterior environment that has surrounded them. So, the behavioral aspects have been guided upon for impacting on the society perception made by other individuals. On the other hand, the explicit theory has justified the scientific knowledge of idea articulation(Poutsma, et al., 2016). It comprises the cognitive or intelligence capability and personality. Intelligence refers to the mental capability which consists of the capability for reasoning, planning, solving problems after thinking abstractly, comprehending complex ideas, and learning from previous experience. The management of Insights Consultancy has made use of the scope for the completion of regular business processes with gaining proper experience or knowledge associated with the system with the help of theory. So, the management of the firm has become capable of developing the new winning opportunity to connect with the stakeholders. Thus, integrating both theories would assist the company management to flourish their business processes.

Ability Test

Ability test refers to the standard method which is applied for assessing the individual performance in a diversified range of tasks that are interrelated in nature(Fallatah & Syed, 2018). The particular potential measurement has lied in the academic performance due to being applied as the indicators for performing in the work setting. Based on the case of Insights Consultants, it has been interpreted that the ability test has been applied for recruiting the consultants to fulfill the selection process. For improving the consultants’ capacity level along with retention rate, the development rate has been applied for framing recruits along with bringing an efficient approach within the business. The employee capability would determine the production rate of the firm with maintaining the standards of quality.

Binet – Simon scale

In 1905, the Binet-Simon scale is considered the first intelligence test which includes a diversified range of tasks that are included as recalling numbers, completion of sentence, and practice tests. It is included as the tool which is integrated for evaluating the mental capability of the individual. It is also recognized as an intelligence test which is useful for the case company also(Marlow, et al., 2017). The management of Insights Consultants must need to focus on the collaboration between executives that has been led by senior staff of the company. It has also enabled to minimize the issue of conflict between the staff which justifies the completion of work without facing any concern. The higher workload of the staff and limited communication between themselves would induce issues in the work process of the consultancy. Developing connections between executives has also enabled the management to explore the demand and expectation of the staff which justifies the continuous execution of the work process.

Big five model

The big five theory or model of behavior has been included five factors of personality that have directed the individual to ensure success in their respective work process. The fie factors are considered extraversion, openness, agreeableness, conscientiousness, and neuroticism. Extraversion refers to the individual’s social behavior along with the extent to which the individual act like an extrovert and introvert in social groups. In the context of the consultancy firm, extraversion is appreciated in Insight Consultancy as it has supported better communication and preventing conflict between the team members. So, the teamwork would be supported through the factor. The team members would also require to be self-aware as they would express themselves along with identifying the strengths and weaknesses of the individual(Obiwulu, et al., 2019). The openness factor has played a crucial role in ensuring the success of the employee job role. The capability of the audience for gaining new experiences reflects the openness where new development programs would require to be arranged for the executives through delivering proper training program. Moreover, the staff needs to be open-minded for gaining relevant knowledge and theories. The agreeableness has justified the nature of being agreed with the decision taken by management or group. The employees must be impulsive for performing the regular work processes without facing any concern(Poutsma, et al., 2016). The communication between lower-level executives and higher management would assist them to address the concern of motivation and recognition that has ensured consistency in the work processes. The disorganization of higher management would result from a serious threat for the authority which is needed to be evaluated.

Trait theory of personality

The implementation of the trait theory of personality has reflected that the team members’ elevation denoted the distinctive opinion of the team members. Self-awareness is considered as the factor where all of the staff are aware of the strengths and weaknesses that are needed to be improved(Rafferty & Jimmieson, 2017). The regular tasks and responsibilities are allocated based on the skills and attributes of the staff. Insight Consultancy had faced the issue of employee retention where executives had started leaving their job. The demands, needs, and expectations of the employees are required to be evaluated for inclining the service delivery pattern in that direction. The future carrier of the professionals is also needed to be focused on by the authority where growth opportunities and employee recognition are highlighted as the important concern. Moreover, the communication between the staff of all departments is required to be established for adding value to the business stakeholder.

Role of the environment on behavior

The influence of both internal and external business environments is reflected in the behavior of the executives along with the approaches of completing the regular work function(Lăzăroiu, 2015). For Insights Consultancy, the internal environment has impacted employee behavior mostly. Moreover, limited managerial efficacy has driven the results of limited trust, conflict attitude along understanding differences of each other. The responsibility of human resource management includes ensuring effective communication within the teams for a better understanding of differences which drives mitigation of conflict. Lack of dedication and loyalty towards completing the work processes is required to be managed effectively along with establishing proper teamwork(Reio Jr & Shuck, 2015). The talent management and retention of the experienced employees would provide advantages to the management in terms of raising the efficiency of the staff. So, the turnover rate is higher for the company as the concern of motivation and trust is not properly justified.


Based on the above study, it has been concluded that the management of Insight Consultancy must focus on the employees concern for completing the regular work functions. It has also enabled to minimize the issue of conflict between the staff which justifies the completion of work without facing any concern. The regular tasks and responsibilities are allocated based on the skills and attributes of the staff. Insight Consultancy had faced the issue of employee retention where executives had started leaving their job.


Fallatah, R. & Syed, J., 2018. A critical review of Maslow’s hierarchy of needs. Employee Motivation in Saudi Arabia, 1(1), pp. 19-59.

Lăzăroiu, G., 2015. Employee motivation and job performance. Linguistic and Philosophical Investigations, 1(14), pp. 97-102.

Marlow, S., Lacerenza, C. & Salas, E., 2017. Human Resource Management Review. Communication in virtual teams: A conceptual framework and research agenda, 27(4), pp. 575-589.

Obiwulu, S., Yunus, E., Ibrahim, F. & Zuruzi, A., 2019. Sustaining innovation: Creativity among employees of small and medium-sized enterprises and students in higher education institutions in Brunei Darussalam. Journal of Open Innovation: Technology, Market, and Complexity, 5(2), p. 25.

Poutsma, F., Peters, P., Poutsma, E. & Bardoel, A., 2016. Cross-cultural variance and task-control explanations in organizations’ decisions to adopt a telework Strategy: a multi-level perspective. International Journal of Human Resource Management, 1(27), pp. 2582-2603.

Rafferty, A. & Jimmieson, N., 2017. Subjective perceptions of organizational change and employee resistance to change: direct and mediated relationships with employee well‐being. British Journal of Management, 28(2), pp. 248-264.

Reio Jr, T. & Shuck, B., 2015. Exploratory factor analysis: implications for theory, research, and practice. Advances in Developing Human Resources, 17(1), pp. 12-25.


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