Roles in teams: different kinds of team require different kinds of members. For example, a team may require a leader to monitor team member’s progress and achieve the targets. Experts within a team are also necessary, because they can share their expertise and knowledge with others. Finally the team needs team players so they can mutually agree on tasks and new ideas. There are several well known research studies on team roles such as those carried out by Bruce Tuckman, Peter Honey, and Meredith Belbin.

Table 1: Belbin’s definition of research.

Team role: summary of role

Coordinator	Clarifies group objectives, sets the agenda, establishes priorities, select problems, sums up and is decisive, but does not dominate discussions.
Shaper	Gives shapes to team effort, looks for patterns in discussions and practical considerations regarding the feasibility of the project. Can steamroller the team but gets results.
Plant	The source of the original ideas, suggestions and proposals those are usually original and radical.
Monitor evaluator	Contributes a measured and dispassionate analysis and, through objectivity, stops the team committing itself to a misguiding task.
Implementer	Turns decisions and strategies into defined and manageable tasks, sorting out objectives and pursuing them logically.
Recourse investigator	Goes outside the team to bring in ideas, information and developments – they are team’s salesperson, diplomat, liaison officer and explorer.
Team worker	Operates against division and disruption in the team, like cement, particularly in times of stress and presser.
Finisher	Maintains a permanent sense of urgency with relentless follow –through.

Team building: everybody who works in the team needs to know the various growth stages of a developing team. They should know how best to move the team through these stages. Part of the team building process knows that the team will face challenge on the way so as to help understand and participate. Some of the key factors in team building are:

Recruitment: is recruiting right individuals who have the right mix of abilities and social skills. There can be no way of knowing if they will be right choice until they are already in the post.

Induction: Is the process by which the leaders in the public services try to get new members of the team become familiar with their new work place. It is important that the new team members will be aware of the full range of different tasks in service.

Motivation: The role for each leader is to motivate new members of the team same as already existing ones. The properly motivated team will be good self-confidence and all team members will work better within each other. This will increase the self-believe and the members will work more effectively.

Training/coaching: A key role for a leader in the public service is to make sure that his or hers staff is fully trained. Many of the tasks within public services are highly specialized and require extensive training and knowledge to complete the tasks that they will be doing. The training could get changed if the new laws, equipments or training methods will get involved to the training program.

Monitoring: Most of the teams in the public services have mentors to help their leaders and members, because the mentors are experienced people and they can help by sharing they experience.

The role of mentor have person who usually has similar job to the members of the team. The mentor shouldn’t interrupt the leader because it causes the conflict between them two. Some of the teams in the public services don’t have mentors and they are requiring to working on their own.

Team knowledge: is understanding any strengths and weaknesses that are in the team and using this knowledge to get better performance so the team will progress even more. By knowing each of the team members you can give them tasks and responsibilities they know and able to do. This will avoid the missing deadlines and from staying behind.

They need to go through team development process to work more effectively to make better progress. One of the better known models of team developments is the model developed by Bruce Tuckam.

Team performance.

Performance indicators: the indicators are provided by the government to monitor the progress of the service for example the police service and the National Policing Plan. The indicators by the monitoring they are making an reports which is based on the service progress and it will be send back to the government to inform if the service is progressing or not developing any further.

Target setting: the target setting is used in public services for example police department. The targets that have being settled are increasing the public and teams that are in this service motivation and making them to progress and reach the targets within better effort and speed.

The performance is being monitored to check if the service is progressing. If the targets are reached they would show realistic improvements in service and public over a period of some time e.q. fighting crime.

Monitoring & reviewing performance against targets: the monitoring and reviewing the performance in the team will let the supervisors or leaders of a team or group to keep up to date with records. This will give a properly information if everything goes smoothly and also if the any troubles will get detected early enough. Then they could get resolved before time of finishing the targets.

All members of a team should be in possession of all the facts about team performance and also how the team doing, any troubles, missing deadlines etc. That information will give to team the message that they have to catch up if they are behind or finish of when the deadline is coming up. When the leaders of a team or group giving a report to the members about e.q. progress they should be honest, not destructive or sarcastic because this could cause a problem like the members can lose their motivation to work and the progressing could stuck in the place.

Support & development of team members:

When the all team members are working form each single team member is expected to behave to each others within respect and being friendly. It doesn’t matter if the member is foreign or different sex they should be treated within same respect as everyone.

Team cohesion:

The team cohesion is really important because if the team have cohesion then they will work as one, not in the separated groups. The teams are having settled goals that they want to achieve to complete them they have to work smoothly without getting into conflicts. Good example could be a royal marines group; they have to work in the team to complete given mission.

If in the group the conflict showed up the role a leader or other team members is to stop it and avoid before getting into another conflict. Is the conflict will show up the team could get slower in work; example can be police investigation when everyone has to work in the team if someone wont be happy it would cause that the investigation will get ruined.

All of the team members are responsible for the team progression. If someone in the team is not working as one it cause problems with progress and team could get into the troubles. There are different people in the team and a good leader should know how to make them progress and develop. If the leader wont be strong the team mates could not work as one and they wont have proper motivation to complete the work.