A Review of Prominent Models of Team Roles and Conceptualizing a New Model

Purpose of the study: This study aims to arrive at a new conceptual model of team roles that minimizes the weaknesses and maximizes the strengths of the prominent existing models. This study attempts to connect the new conceptual model of team roles with the five-factor model of personality. Methodology: Prominent existing models of team roles were compared and contrasted amongst themselves. Each model was carefully studied to identify underlying strengths and weaknesses. A comprehensive list of team roles with definitions from each model was put together. The list was carefully examined to identify team roles that can be merged or eliminated. A new model was conceptualized by merging and eliminating team roles wherever necessary. Main Findings: Each of the prominent existing models reviewed missed some critical aspects when contrasted with each other. There is a duplication of roles in some models while some important roles are missing in other models. A more comprehensive conceptual model has been proposed. Applications of this study: The conceptual model proposed in this study can be further tested and developed to create team role inventories. This model can be useful for team building in organizations of all kinds. The model would help in identifying the right members for a new team as well as in predicting outcomes of intact teams. Novelty/Originality of this study: The new conceptual model of team roles proposed in this study connects with the contemporarily relevant five-factor model of personality. This makes it different from previously existing models. The proposed model encompasses the strengths and avoids the weaknesses of past models.