Team Management Profile - Explained
What is the Team Management Profile?
If you still have questions or prefer to get help directly from an agent, please submit a request.
We’ll get back to you as soon as possible.
- Marketing, Advertising, Sales & PR
- Accounting, Taxation, and Reporting
- Professionalism & Career Development
Law, Transactions, & Risk Management
Government, Legal System, Administrative Law, & Constitutional Law Legal Disputes - Civil & Criminal Law Agency Law HR, Employment, Labor, & Discrimination Business Entities, Corporate Governance & Ownership Business Transactions, Antitrust, & Securities Law Real Estate, Personal, & Intellectual Property Commercial Law: Contract, Payments, Security Interests, & Bankruptcy Consumer Protection Insurance & Risk Management Immigration Law Environmental Protection Law Inheritance, Estates, and Trusts
- Business Management & Operations
- Economics, Finance, & Analytics
Table of ContentsWhat is the Team Management Profile? What is the Team Management Profile Questionnaire?What are the Assumptions of the Team Management Profile?What are Essential Team Activities?How are Work Preferences Measured? What are Team Role Preferences?
What is the Team Management Profile?
The Team Management Profile, proposed by Margerison and McCann, is a framework for assessing work preferences in team context, individual, and organizational preferences.
What is the Team Management Profile Questionnaire?
The Team Management Profile Questionnaire is “a 64 item normative, forced-choice instrument which measures work preferences along the four key factors of relationships, information, decisions and organization. The scores on these constructs are then mapped on to the Team Management Wheel resulting in a major role preference and two related roles".
What are the Assumptions of the Team Management Profile?
- Work preferences are important to people.
- People tend to practice what they prefer.
- People perform better in those areas that match their work preference.
- People do their best to ensure that these are satisfied in their jobs (or they will move on elsewhere).
What are Essential Team Activities?
According to the researchers, the 9 essential team activities can be distinguished:
- Advising. Gathering and reporting information.
- Innovating. Creating and experimenting with ideas.
- Promoting. Exploring and presenting opportunities.
- Developing. Assessing and testing the applicability of new approaches.
- Organizing. Establishing and implementing ways of "making things work".
- Producing. Concluding and delivering outputs.
- Inspecting. Controlling and auditing the working of systems.
- Maintaining. Upholding and safeguarding standards and processes.
- Linking. Coordinating and integrating the work of others.
How are Work Preferences Measured?
Work preferences are measured in four main ways.
- extroverted and introverted work.
- practical and creative work.
- the influence of analysis and beliefs in decisions.
- the extent to which you want to work in a structured or flexible way.
These factors influence job choice, job satisfaction, motivation, teamwork, learning and development, and career moves.
What are Team Role Preferences?
Work preferences reflect the psychology of the emotions and desires that you and others bring to the job. This provides 8 team role preferences that people can perform in the Team Management Wheel:
- Reporter / Adviser. Supporter, helper, tolerant; a collector of information; he dislikes being rushed; knowledgeable; flexible.
- Creator / Innovator. Imaginative; future-oriented; enjoys complexity; creative; likes research work.
- Explorer / Promoter. Persuades, "seller"; likes varied, exciting, stimulating work; easily bored; influential and outgoing.
- Assessor / Developer. Analytical and objective; developer of ideas; enjoys prototype or project work; experimenter.
- Thruster / Organizer. Organizes and implements; quick to decide; results-oriented; sets up systems; analytical.
- Concluder / Producer. Practical; production-oriented; likes schedules and plans; pride in reproducing goods and services; values effectiveness and efficiency.
- Controller / Inspector. Strong on control; detail-oriented; low need for people contact; an inspector of standards and procedures.
- Upholder / Maintainer. Conservative, loyal, supportive; personal values important; strong sense of right and wrong; work motivation based on purpose.
The Linking Role is shared by all team members.