Showing papers in "Team Performance Management in 2005"
TL;DR: In this article, a research study was conducted to explore the interrelationship between team diversity and task complexity in terms of its impact on performance, which indicated that there can be benefit in considering the complexity of a task or project before assembling a team.
Abstract: Purpose – The purpose of this paper is to describe a research study which is designed to explore the interrelationship between team diversity and task complexity in terms of its impact on performance.Design/methodology/approach – Team diversity was operationalised using the Belbin Team Role model. Task complexity was assessed through a questionnaire completed by team members and performance was assessed by using a questionnaire completed by the manager to whom the team reported. In total, 28 teams participated in the study. The 28 teams encompassed 270 members.Findings – The results of the study demonstrated a clear relationship between team composition (diversity), complexity of task and team performance. Diversity was found to be positively related to performance for complex tasks and negatively related for straightforward tasks.Research limitations/implications – The findings indicate that there can be benefit in considering the complexity of a task or project before assembling a team. The degree of co...
132 citations
TL;DR: In this article, the authors report on a study testing training methods to improve communications among virtual team members and find that teams receiving training showed more cohesiveness, perceptions of the process and satisfaction.
Abstract: Purpose – To report on a study testing training methods to improve communications among virtual team members.Design/methodology/approach – Training methods for improving virtual team communications were developed and administered to 12 virtual teams. Surveys tracking cohesiveness, perceptions of the process and satisfaction with the outcomes were administered before, during and after teams working on a series of projects. These results were compared with similar teams working on the same projects who did not receive training.Findings – Results indicated that teams receiving training showed more cohesiveness, perceptions of the process and satisfaction. These factors have been shown to increase team members' ability to exchange information and to positively affect the group's performance.Practical implications – Relational link training seems beneficial for virtual teams as the teams in this study that had relational link training showed higher levels of group cohesiveness, satisfaction with their group's ...
101 citations
TL;DR: In this paper, the authors explore a case study example of the decision-making process that occurs within complex organizations and expose a murky "zone" of decision making and action between the strategic vision set by senior management and the work of teams to realise projects.
Abstract: Purpose – This paper aims to explore a case study example of the decision‐making process that occurs within complex organizations. It exposes a murky “zone” of decision making and action between the strategic vision set by senior management and the work of teams to realise projects.Design/methodology/approach – A case study from the experience of one of the authors is used to illustrate the activities in this “zone”. The lessons from the case study are supported by emerging project management and general management literature. The paper is exploratory in nature and the case study used provides a useful vehicle for reflection and sensemaking.Findings – The “zone” is metaphorically described as a highly complex and dynamic organism. Operating in the “zone” requires agility and an understanding of both the project and the organizational environment to cope with the demands of its chaotic nature. The paper's conclusions indicate that the traditional command‐and‐control management style is counter‐productive i...
63 citations
TL;DR: In this article, the concept of social capital at the group level and its role in mentoring the relationship between functional diversity and group performance is discussed, which is supported by prior studies and theoretical development rather than empirical evidence.
Abstract: Purpose – Functional diversity research has resulted in equivocal findings for group performance suggesting the need for theoretical clarification. A review of previous functional diversity research indicates that high quality productive relationships are a key determinant in the performance of cognitively diverse groups. A theoretical framework is provided that demonstrates that assets embedded in the social structure of group member relationships impact group performance. The primary goal of this paper is to consider the concept of social capital at the group level and explain its role in mentoring the relationship between functional diversity and group performanceDesign/methodology/approach – These concepts are supported by prior studies and theoretical development rather than empirical evidence.Findings – Social capital is introduced as a moderator in the group performance model improving the group processes of communication, social integration, and coordination. Enhanced group processes in turn lead ...
60 citations
TL;DR: Five imperatives for teams to observe in order to build skills in collaborative modeling and improve team performance by improving team members’ ability to effect collaborative modeling to accomplish team tasks and goals are offered.
Abstract: Purpose – This article aims to examine considerations and strategies for improving team performance in decision‐making by teaching teams to use collaborative modeling based on team mental models.Design/methodology/approach – The article describes the nature of shared mental models and collaborative modeling, the potential effects of collaborative modeling on team performance, and a perspective on communication imperatives that facilitate collaborative modeling. The articles builds upon this information to suggest five imperatives for teams to help them develop collaborative modeling skillsFindings – The article offers strategies in the form of five imperatives for teams to observe in order to build skills in collaborative modeling and improve team performance by improving team members’ ability to effect collaborative modeling to accomplish team tasks and goals.Originality/value – Research over the years in mental modeling and communication has created a powerful argument that effective communication and s...
49 citations
TL;DR: In this article, the authors examine effective and ineffective leader behaviors from direct participant observations in several cases of a large multi-year cross-industry international research project to prove the hypothesis that effective team performance management requires strong transformational leadership.
Abstract: Purpose – Aims to examine effective and ineffective leader behaviors from direct participant observations in several cases of a large multiyear cross‐industry international research project to prove the hypothesis that effective team performance management requires strong transformational leadership.Design/methodology/approach – Transformational and charismatic leadership theories are briefly discussed from management science to explain how their principles can apply to and be analyzed in the project domain and other fields. Several popular and proven group leader behavior measurement constructs are discussed to show how they can be applied for assessing group leader behavior in any field. Two flexible taxonomies are built for assisting in quantitatively and qualitatively explaining stakeholder perceptions of group leader behaviors and team performance. Four theoretically sampled case studies are analyzed. The taxonomies are analyzed quantitatively and the results are qualitatively evaluated.Findings – Th...
47 citations
TL;DR: In this article, a literature review of the major studies performed on emotions and their affects on teams is presented, where the authors explore the relationships between emotions and overall team processes and task performance.
Abstract: Purpose – To explore the relationships between emotions and overall team processes and task performance.Design/methodology/approach – The work begins with a literature review of the major studies performed on emotions and their affects on teams. This study then specifically surveys a group of information technology student teams at various stages of a term‐long project to determine their level of feelings in 15 separate emotions at each stage. Also measured are effects of emotions on attitudes towards team processes. Regression analysis was used to measure the significance of several hypotheses.Findings – Overall findings specifically measured the five hypotheses. It was found that team emotions at the start of the project are more positive than negative. Negative emotions grow more than positive over the life of the project. Emotions show increased intensity over the life of the project. Initial emotions did not significantly affect overall team processes. Final emotions somewhat affected overall team pr...
37 citations
TL;DR: The authors conducted a serious academic study of the Generation X phenomenon and found that issues of trust and independence surface repeatedly in the early stages of the transition from the Baby Boomer generation to Generation X, and interpreted the results as providing evidence that generational differences may exist.
Abstract: Purpose – Seeks to conduct serious academic study of the Generation X phenomenon.Design/methodology/approach – Considers how the literature (primarily the popular press) has viewed the contrast between Generation X and its predecessor, the Baby Boomer generation. Uses Fey's acceptance of others scale to consider what differences may exist between these individuals and those who preceded them.Findings – The popular literature and anecdotal evidence from practicing managers hold that the impact of a new, radically different generation, often referred to as Generation X, is just now beginning to be felt in US organizations as well as in society as a whole. Many observations and informal reports from practicing managers describe how different the “new breed” of employees is and how difficult they are to manage. Finds that issues of trust and independence surface repeatedly. Interprets the results as providing some evidence that generational differences may exist.Research limitations/implications – Considerabl...
35 citations
TL;DR: Organizations who wish for accelerated growth, resilience and change will be introduced to a series of techniques which, when applied, create understanding required for swift action in high velocity, global markets.
Abstract: Purpose – Aims to explore how high performing teams create exponential growth.Design/methodology/approach – Characteristics of the market within which the high‐performance team operated are described as accelerated change (high velocity) and knowledge creation (innovation and research). These characteristics more often than not describe characteristics of firms operating in the global enterprise system. The opinions and experiences expressed are articulated so that others who wish to emulate significant levels of performance have a roadmap to such success.Findings – Conditions for success across a wide range of organizational principles, actions and philosophies are articulated and highlight the systems orientation of high performance. Organizations who wish for accelerated growth, resilience and change will be introduced to a series of techniques which, when applied, create understanding required for swift action in high velocity, global markets. The viewpoint is grounded in actual experience and the und...
33 citations
TL;DR: In this paper, a survey was conducted that involved 1,421 oil-drilling workers in 54 work teams in Nigeria, drawn from five major oil drilling companies in Nigeria and participants were drawn from different work groups.
Abstract: Purpose – To examine how psychological diversity among work team members affects team interaction processes. Psychological diversity is described in terms of personality attributes (emotional stability, extraversion, conscientiousness, openness to experience, and agreeableness), need for achievement (nAch), and emotional intelligence. Team interaction processes include workload sharing, team communication, member flexibility, social cohesion, team viability.Design/methodology/approach – A survey research was conducted that involved 1,421 oil‐drilling workers in 54 work teams. The participants were drawn from five major oil drilling companies in Nigeria. Standardized measures were used to collect data on each of the variables examined.Findings – It was found that each of the measures of team interaction processes is predicted by different psychological diversity measures. However, emotional stability, extraversion, agreeableness and emotional intelligence are significant in predicting overall team interact...
29 citations
TL;DR: In this article, the authors identify various organizational level factors influencing support for cross-functional new product development (NPD) teams, including the quality of communication between the functional disciplines involved in NPD activities, perceived risks and complexity of using crossfunctional NPD teams, and the complexity of the organization's NPD activity.
Abstract: Purpose – This research aims to identify various organizational‐level factors influencing support for cross‐functional new product development (NPD) teams. Design/methodology/approach – A total of 2,500 questionnaires where mailed in 2003 to managers of product development from Canadian and US manufacturing organizations operating in the machinery, computer, electronic product, electrical equipment, and transportation equipment manufacturing industrial sectors. A total of 269 usable questionnaires were returned for a response rate of 11.1 percent. Findings – Results of performing regression analysis indicate that the quality of communication between the functional disciplines involved in NPD activities, perceived risks and complexity of using cross‐functional NPD teams, and the complexity of the organization's NPD activities all influence organizational support for cross‐functional NPD teams. Based on the qualitative data, additional reasons why cross‐functional NPD teams may not be supported in organizat...
TL;DR: This research presents a means by which human resource managers, hiring personnel, and team leaders can easily determine essential skills needed on the IT teams of the organization, thereby deriving a “wish list” for IT team performance issues.
Abstract: Purpose – This paper seeks to explore how repertory grids can be used to address IT team performance issues. The technique is introduced along with the process of creating and analyzing repertory grid data.Design/methodology/approach – To explore the application of the repertory grid technique to team performance issues. An example focused on eliciting the essential soft skills needed by programmers to effectively interact with IT team members is illustrated.Research limitations/implications – To researchers, the main benefit of this paper is that it introduces a technique that is easy to use, enables the researcher to easily determine the relationship between constructs, is free from researcher bias, and can be applied to a wide variety of team‐related research studies.Practical implications – This research presents a means by which human resource managers, hiring personnel, and team leaders can easily determine essential skills needed on the IT teams of the organization, thereby deriving a “wish list” f...
TL;DR: In this paper, a conceptual and theoretical perspective of a multilevel approach to teamwork; measurement issues; the analytical side of a multi-level approach is discussed. And two examples of shared and global constructs are distinguished.
Abstract: Purpose – Teams are often introduced with the objective of improving the effectiveness of the organization, as well as the quality of working life for employees. This immediately makes clear that constructs in teamwork research may refer to completely different variables depending on the level that is considered (e.g. organizational effectiveness vs quality of working life). This paper aims to highlight the multilevel nature of team research.Design/methodology/approach – In this paper three related multilevel issues are discussed: a conceptual and theoretical perspective of a multilevel approach to teamwork; measurement issues; the analytical side of a multilevel approach. The paper ends with two examples.Findings – Following Klein and Kozlowski, three types of constructs are distinguished. Global constructs characterize the entire team (e.g. team size). Shared constructs are attributes that stem from individual workers but it is supposed that team members share these perceptions (e.g. interpersonal trust...
TL;DR: In this article, the authors study the governance of smart/intelligent community projects through an analysis of the level of team effectiveness of collaborative telecommunication networks and find that teams, in highly innovative and transformational environments, and involving a variety of community stakeholders, face more challenges in their ability to perform as a high-performance team.
Abstract: Purpose – The purpose of this research paper is to study the governance of smart/intelligent community projects through an analysis of the level of team effectiveness of collaborative telecommunication networks.Design/methodology/approach – The research is based on a census of all Canadian smart community projects. A high‐performance team effectiveness instrument identified, through a performance score, whether smart community teams (board of directors or steering committees) are functioning as high‐performance teams. A total of 76 networks were found and 28 responded. Each network is managed by three to nine board members and therefore the researcher received 72 valid questionnaires.Findings – Teams, in highly innovative and transformational environments, and involving a variety of community stakeholders, face more challenges in their ability to perform as a high‐performance team. They tend to perform reasonably well in assigning roles and goals, but are having more difficulty managing feedback, establis...
TL;DR: In this paper, the authors highlight the value of collaborative problem solving among knowledge workers, i.e., experts whose job requires a high level of formal education, symbolic skills and the use of information technology (IT) in supporting their decision-making process.
Abstract: Purpose – The paper aims to serve as a reminder of the fact that informal organizational culture remains the foundation of healthy and productive work environments.Design/methodology/approach – First, Elton Mayo's classic contribution to organization studies is brought to the reader's attention. Mayo was among the first scholars to assess empirically the importance of teamworking. Second, more recent studies are reviewed. The review highlights the value of collaborative problem solving among knowledge workers, i.e. experts whose job requires a high level of formal education, symbolic skills and the use of information technology (IT) in supporting their decision‐making process.Findings – The review indicates that, contrary to an all‐too‐common belief, IT bears little direct relevance to knowledge workers' performance. However, if used properly, it can indirectly contribute to creating more space for interpersonal interaction by eliminating routine communication. In its essence, modern IT simply continues t...
TL;DR: In this paper, the authors provide an alternative paradigm to traditional group development research in understanding how group performance is constructed through conversation by its members, and propose that during the performing stage of work group talk, a unique type of describable verbal behavior, termed concrescent conversation, is present which enables group member's ability to "contribute to task success" -being a more productive group.
Abstract: Purpose – To provide an alternative paradigm to traditional group development research in understanding how group performance is constructed through conversation by its members.Design/methodology/approach – In this qualitative field study, empirical data was collected on the performing stage of two work groups. Searle's speech act categories were used to analyze the conversation of group members. Using grounded theory a model is inductively constructed by examining the individual communication pieces (i.e. speech acts) and putting those pieces back together into a coherent frame.Findings – This study proposes that during the performing stage of work group talk, a unique type of describable verbal behavior, termed concrescent conversation, is present which enables group member's ability to “contribute to task success” – being a more productive group.Practical implications – How productive groups are is a highly relevant issue to managers in complex organizations. In the new workplace, groups are the primar...
TL;DR: In this paper, the authors developed a model of organizational factors that influence the extent that concurrent engineering teams are used when developing new products and found that an innovative organizational climate and complex NPD activities both influence the degree of functional integration on NPD teams, and this support, in turn, influences the extent of organizations use CE teams.
Abstract: Purpose – This article is the first in a two‐part discussion of the determinants and performance consequences of concurrent engineering (CE) team usage in organizations. The purpose of this first article is to develop a model of the organizational factors that influence the extent that CE teams are used when developing new products.Design/methodology/approach – To test the model, 2,500 questionnaires were mailed to new product development (NPD) managers from the machinery, computer product, electrical equipment, and transportation equipment manufacturing industries, of which 189 usable questionnaires were returned, for a usable response rate of 7.5 percent. The data were analyzed using structural equation modeling with partial least squares.Findings – Results indicate that an innovative organizational climate and complex NPD activities both influence the extent that organizations support functional integration on NPD teams, and this support, in turn, influences the extent that organizations use CE teams. ...
TL;DR: The authors of Coaching across cultures as mentioned in this paper discuss the importance of purpose and meaning, the growing pressure on traditional hierarchical structures; parenting skills and the changing characteristics of a good coach.
Abstract: Purpose – Philippe Rosinski, author of Coaching across Cultures (Nicholas Brealey, 2003) talks to Bruce Lloyd, Professor of Strategic Management, London South Bank University about the themes of coaching, culture and leadership.Design/methodology/approach – Interview format.Findings – The interview reveals the importance of purpose and meaning; the growing pressure on traditional hierarchical structures; parenting skills and the changing characteristics of a good coach?Originality/value – Discusses ways of optimising coaching potential and proposes methods of practical coaching training.
TL;DR: In this article, it is shown that the outcomes of leadership action are seldom predictable, that individuals may respond quite differently from the expectations of their performance, and that if the occasion so warrants the influence of the leadership role may be replaced by the authority of management.
Abstract: Purpose – With an awareness that the literature is replete with material on leadership, and accepting that the exercise of it is seen as a finger‐post towards personal success, this study aims to establish that one should still recognise that leadership is multi‐faceted, that it is both situational and transient, and that it is only one of the core skills needed by those holding in‐charge positions.Design/methodology/approach – To consider leadership in a variety of positions and to see both the potential and the limitations arising from and imposed by other factors which can and do influence performance.Findings – It is not always recognised that the outcomes of leadership action are seldom predictable, that individuals may respond quite differently from the expectations of their performance, and that if the occasion so warrants the influence of the leadership role may be replaced by the authority of management – with the one in charge demonstrating competency in both roles.Research limitations/implicati...
TL;DR: In this article, the authors illustrate the interesting parallels that exist between the social behavior of farm animals and work-teams as a means of offering a novel point of view from which to understand teams.
Abstract: Purpose – This paper aims to illustrate the interesting parallels that exist between the social behavior of farm animals and work‐teams as a means of offering a novel point of view from which to understand teams.Design/methodology/approach – The empirical literature on the social behavior of farm animals is used as a starting‐point to identify the key factors that generate instability in social relationships and, as a result, demonstrate the existence of a dominance hierarchy. These factors are then analyzed in the context of the equivalent workplace literature in the areas of teamwork, bullying, and democracy.Findings – There may be more of a connection between democracy in a barn and in a workplace than most people think. Both farm animals and humans have a tendency to form fairly stable social structures characterized by a dominance hierarchy in which there is: an established pecking order, differential access to resources; hazing of new members; penalties for non‐conformance; and a lack of personal sp...
TL;DR: In this paper, the authors discuss the implications of three lessons that leaders can learn from Canada geese to leadership and teamwork in organizations, including work as a team and wise leadership.
Abstract: Purpose – The purpose of this article is to discuss the implications of three lessons that leaders can learn from Canada geese to leadership and teamwork in organizations.Design/methodology/approach – Migratory behavior of Canada geese is compared to widespread behavior among leaders and teams in organizations.Findings – The first lesson is: work as a team: Canada Geese migrate long distances flying in V‐formation. This formation results in lesser wind resistance, which allows the whole flock to add around 70 percent greater flying range than if each bird flew alone. Geese find out quickly that it pays handsomely to be team players. Second, wise leadership: when the leader at the apex of the V gets tired, it is relieved by another goose. Leaders rotate, empower, delegate, and even step down when it's in the best interest of the team. How often do we see this taking place among organizational leaders? Wise leaders ensure that their followers are well trained and developed in order to achieve true empowerme...
TL;DR: In this article, a case study was conducted and interviews were carried out with four female owners of small-businesses to see how women who run their own businesses create and hold together teams within their companies.
Abstract: Purpose – The purpose of this article is to see how women who run their own businesses create and hold together teams within their companies.Design/methodology/approach – A case study was conducted and interviews were carried out with four female owners of small‐businesses. Interviews were also conducted with their employees and their customers. The field research resulted in a categorization of the four businesses we studied.Findings – Only one of the companies succeeded in creating a genuine team, the category that we call the “friends”. It took them a long time to achieve, which is rarely mentioned in literature on this topic. Creating mutual concepts is a complicated process. The other categories are called “circle of acquaintances”, the “family” and the “colleagues”. The circle of acquaintances had not succeeded in creating a team amid the turbulence they work within, while the family is not prepared to take the time that is needed to create a team. A process has been started for the staff in the col...