n contemporary society, group process and team role have been highly valued by
organizations and companies. Additionally, in order to enhance members’ corporative
ability and make more contribution in group work, obviously handle their roles in teams is
significant (Pattison, 2013). Moreover, Belbin (2013) defined a team role as “a tendency to
behave, contribute and interrelate with others in a particular way.” (Belbin 2013, cited in
Pattison 2013 p.4).
According to Belbin (2005), the traditional team was divided into 9 parts which are the
chairman, the plant, the shaper, the monitor-evaluator, the resource investigator, the
implementer, the completer-finisher, the team worker and the specialist (Belbin 1981, cited
in Pattison 2013 p.31). However, Belibin’s model has been criticised by a number of
writers. For instance, Levin (2003) pointed out that different environment and situation
would make the totally different result when testers fill the Belbin questionnaire. As a
consequence, he advised the testers don’t limit themselves to one type of role. For
example, when researcher’s group first met and analyzed our first group assignment for
improving a new product of a brand. We even didn’t know each other personality before,
and we are from diverse cultural and educated by dissimilar educational system. Giving
each member’s a role in team work is a big challenge because we might allocate each role
inappropriately result in group process inefficient.
Furthermore, when the team process activity in unusual and emergency situation, such as
one member get ill and can’t take part in the team work, each member’s role could change
