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Dissertations / Theses on the topic 'Teams in the workplace'

Author: Grafiati

Published: 4 June 2021

Last updated: 31 July 2024

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1

Fitzpatrick, Erin Lillian. "Forming effective teams in a workplace environment." Thesis, The University of Arizona, 2000. http://hdl.handle.net/10150/292015.

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Throughout much of the past century, manufacturing efficiencies were gained by constructing systems from independently designed and optimized tasks. Recent theories and practice have extolled the virtues of team-based practices that rely on human flexibility and empowerment to improve integrated system performance. The formation of teams requires consideration of innate tendencies and interpersonal skills as well as technical skills. In this project we develop and test mathematical models for formation of effective human teams. Team membership is selected to ensure sufficient breadth and depth

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2

Chapman-Blair, Sharon. "Talking about teams within a team building context: a discourse analytic study." Thesis, Rhodes University, 2001. http://hdl.handle.net/10962/d1002456.

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This research initiative responds to some of the issues raised by theoretical challenges leveled at Industrial Psychology (postmodernism), and practical challenges in the workplace (the use of teams) by investigating notions of what a team is via the postmodern methodology of discourse analysis. The research explores “team talk” – repertoires of speech employed by individuals to construct particular versions of “the team” for specific effects, of importance given emphasis placed on shared understanding, expectations and goals in a “team”. A Rhodes University Industrial Psychology Honours class

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3

Sharp, Jason H. Ryan Sherry DeMent. "Globally distributed agile teams an exploratory study of the dimensions contributing to successful team configuration /." [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/permalink/meta-dc-9737.

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4

Smoczyk, Brian E. "Effective development of corporate work teams." Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998smoczykb.pdf.

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5

Thomas, Brian Anthony. "Distal and proximal team processes as mediators on the training outcomes-training transfer relationship." Thesis, Available online, Georgia Institute of Technology, 2004:, 2003. http://etd.gatech.edu/theses/available/etd-04072004-180227/unrestricted/thomas%5Fbrian%5Fa%5F200312%5Fma.pdf.

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6

Mehta, Nikhil Byrd Terry Anthony. "Knowledge integration in software teams an analysis of team, project, and IT-related issues /." Auburn, Ala., 2006. http://repo.lib.auburn.edu/Send%2012-15-07/MEHTA_NIKHIL_1.pdf.

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7

Sharp, Jason H. "Globally Distributed Agile Teams: An Exploratory Study of the Dimensions Contributing to Successful Team Configuration." Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc9737/.

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Drawing upon configurational theory, work group design research, virtualness concepts, and the software agility literature, the purpose of this study was to provide a starting point for theorizing about the successful configuration of globally distributed agile teams by exploring the dimensions of team structure, virtualness, and agility. Due to the complex nature of this topic, the need to examine the phenomenon within its natural setting, and the limited amount of research that has been conducted in this particular area, this study adopted an embedded multiple-case research design. The prim

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8

Roberge, Marie-Élène. "When and how does diversity increase group performance? a theoretical model followed by an experimental study /." Columbus, Ohio : Ohio State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1187203714.

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9

Burress, Mary Ann. "The Relationship between Team Leader Behaviors and Team Performance and Satisfaction." Thesis, University of North Texas, 1996. https://digital.library.unt.edu/ark:/67531/metadc278408/.

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The purpose of this study, a quasi experimental design, was to investigate the relationship between team leader behavior and team performance and satisfaction. This field research tested leader behavior dimensions from two theoretical models of team effectiveness: Hackman's (1992) "expert available coaching," and Cohen's (1994) "encouraging supervisory behaviors." The relationship between coaching behaviors and team performance, employee, and customer satisfaction was assessed. Manager behavior was assessed with the SMT Leader Survey (Burress, 1994), an instrument determined appropriate for te

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10

Giesler, Achmed. "Successful project teams." Thesis, Stellenbosch : University of Stellenbosch, 2007. http://hdl.handle.net/10019.1/4796.

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Mini-research report presented in partial fulfilment of the requirements for the degree of Master of Business Administration at the University of Stellenbosch.<br>Thesis (MBA (Business Management))--University of Stellenbosch, 2007.<br>ENGLISH ABSTRACT: This report is a literature study that focuses on the characteristics of successful project teams in the research and development environment. Successful project teams are becoming an increasingly important factor in business. However, traditional quantitative project management tools no longer give project teams a competitive edge - additional

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11

Craig, Kenneth Bruce. "Investigating teamwork competencies in the value chain of a selected wool brokerage logistics department." Thesis, Nelson Mandela Metropolitan University, 2008. http://hdl.handle.net/10948/936.

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department of BKB Ltd. The research aimed at addressing the team balance, the environment and culture in which the team operates and teamwork competencies of the value chain. Thus, creating a high performance value chain team will add to the success of the team, and hence the company as a whole. Research to establish the degree of teamwork within the value chain was undertaken. A survey which included a structured self-administered questionnaire was used to elicit information from all eight value chain team members (four section heads and their four supervisors), who represented the entire cro

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12

Hass, Nicolette P. "The power of teams: Do self-managing work teams influence managers' perceptions of potency?" Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4961/.

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The present study examined the perceptions of teams and managers on team potency levels as a function of stage of team development. Drawing from the power and influence literature, potency was established as a means by which to assess team's internal dynamics. Stage of team development was separated into four categories including pseudo, potential, real and high performance teams. Archival data included 45 teams and managers gathered from the manufacturing and service industries. Results indicated a significant linear relationship between team perceptions of team potency and stage of team deve

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13

Huang, Yu. "Critical analysis of related research on characteristics of high performance virtual teams." Menomonie, WI : University of Wisconsin--Stout, 2007. http://www.uwstout.edu/lib/thesis/2007/2007huangy.pdf.

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14

Victor, Johan. "The development of the team effectiveness measure (TEM) : an assessment instrument for use in identifying and developing team effectiveness." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52514.

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Thesis (MBA)--Stellenbosch University, 2001.<br>ENGLISH ABSTRACT: Team effectiveness will be crucial to the success of managers and their organisations in the twenty first century. Managers will have to determine the effectiveness of their teams with the help of valid and reliable measurement instruments. This study project was undertaken to design and develop a team effectiveness assessment instrument that has been proven to be internally valid and reliable, for use by managers in order to identify and develop team effectiveness in their work teams. The construction of the Team Effecti

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15

Bhayroo, Hiran. "Building high performance teams in virtual organisations." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/97311.

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Thesis (MBA)--Stellenbosch University, 2015.<br>ENGLISH ABSTRACT: The research assignment was conducted to evaluate the influential dimensions for building high performing teams in virtual organisations. The new business unit, Middle East and Africa has the challenge of operating globally for the first time. The leadership has the daunting task of getting the virtual team to become a high performance team. An intensive literature review was conducted to draw on the knowledge of previous theory for both high performance teams as well as virtual organisations. A representative sample of the orga

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16

Jenner, Mark Steven. "Designing high performance teams for projects : a study of 49 project teams in the UK construction industry." n.p, 1996. http://ethos.bl.uk/.

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17

Ali, Irena. "Does team training make a difference? a comparison of early MEAO and AMTG voices on predeployment training and team issues - sub-task report for the human dimensions of NCW /." Canberra : Defence Science and Technology Organisation, 2008. http://nla.gov.au/nla.arc-24764.

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Mode of access: Internet via World Wide Web. Available at http://hdl.handle.net/1947/9667.<br>"September 2008" Title from PDF cover (viewed on 25 September, 2009) Includes bibliographical references.

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18

Root, Dawn G. (Dawn Gaignat). "Relationship of Team Design and Maintenance on Performance and Satisfaction for Self-Directed Work Teams." Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc277802/.

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Five models for designing work teams from the Work Group Design Measure (Campion & Medsker, 1992b) and the models7 relationships to effectiveness criteria were compared using 30 self-directed work teams (SDWTs) in a manufacturing/production setting of a large defense contractor. The models which are from social psychology, socio-technical systems theory, industrial engineering, and organizational psychology include Job Design, Composition, Context/Resources, Potency/Interdependence, and Process. The study also examined distinguishing demographics, team characteristics, and interpersonal proces

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19

Kimura, Shinko. "Influence of teamwork aptitude and personal characteristics of team members on team effectiveness: How should we form effective teams?" CSUSB ScholarWorks, 2007. https://scholarworks.lib.csusb.edu/etd-project/3286.

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This study examines the factors that are important for team success by exploring the best possible criteria for selecting members for teamwork. Two models of team composition were proposed, productivty and synergy. The findings are discussed for their implications for team satisfaction and productivity.

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20

Morgan, Manley G. "Using action research to determine and resolve team issues for courseware developers." [Denver, Colo.] : Regis University, 2005. http://165.236.235.140/lib/MMorgan2005.pdf.

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21

Müthel, Miriam Kahle Egbert. "Erfolgreiche Teamarbeit in deutsch-chinesischen Projekten." Wiesbaden : Deutscher Universitäts-Verlag, 2006. http://site.ebrary.com/id/10223600.

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22

Amelung, Christopher J. "A context-aware notification framework for developers of computer supported collaborative environments." Diss., Columbia, Mo. : University of Missouri-Columbia, 2005. http://hdl.handle.net/10355/4127.

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Thesis (Ph. D.)--University of Missouri-Columbia, 2005.<br>The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file viewed on (May 23, 2006) Vita. Includes bibliographical references.

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23

Erdheim, Jesse Hackman J. Richard. "Positive and negative affect how do they impact Hackman's (1987) model of group effectiveness /." Bowling Green, Ohio : Bowling Green State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1170958005.

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24

Grové, Adri-Susan. "Teamwork in 21st century South African organisations understanding the expectations on multiple levels /." Pretoria : [s.n.], 2008. http://upetd.up.ac.za/thesis/available/etd-06102008-140851.

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25

Less, Adam A. "Teamwork skills." Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998lessa.pdf.

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26

Bennesch, Loren. "Identifying and addressing problem processes cultivating group development in coordinated community response teams /." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999benneschl.pdf.

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27

Chang, Artemis C. F. "Time in groups :\bgroup development, time management, appraised structured use of time, and group effectiveness /." St. Lucia, Qld, 2001. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe16095.pdf.

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28

Robbertze, Ruhan. "The relationship between workplace training, the perceived effectiveness of training and organisational commitment." Diss., University of Pretoria, 2009. http://hdl.handle.net/2263/23239.

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The core objective of this study was to explore the relationship between training method, the perceived effectiveness of workplace training and the three dimensions of organisational commitment namely, affective, normative and continuance commitment. The question that initiated the exploration was the role of learnerships in the workplace and whether or not they, as a different method of workplace training were perceived as effective training methods by learners and if this was related to the three types of organisational commitment, namely; affective, normative and continuance commitment. A q

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29

Morrow, Jeffrey A. "Tracking consensus in product development teams /." Thesis, Connect to this title online; UW restricted, 1998. http://hdl.handle.net/1773/10694.

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30

Ochani, Manju. "Effects of Venture Team Demographic Characteristics on Team Interpersonal Process Effectiveness in Computer Related Venture Teams." Thesis, University of North Texas, 1996. https://digital.library.unt.edu/ark:/67531/metadc278275/.

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In order to remain competitive, firms must be able to merge diverse, differentiated people into teams. In comparison to solo ventures, venture teams not only offer a broader base of physical and financial resources and varying points of view, but also positively influence the profitability, growth, and survivability potential of new ventures. Despite the growing importance and potential benefits offered by venture teams, relatively little is known about assembling and maintaining effective venture teams in the field of entrepreneurship. More specifically, information is needed to understand wh

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31

Mey, Michelle Ruth. "An evaluation of the interventions utilized by manufacturing organizations in the Eastern Cape to ensure the optimal implementation and functioning of self-directed work teams." Thesis, Port Elizabeth Technikon, 2001. http://hdl.handle.net/10948/61.

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Organisations worldwide are attempting to increase individual job satisfaction, productivity and efficiency by implementing work teams. This research study evaluates the interventions considered necessary to optimally implement and maintain self-directed work teams (SDWTs). In order to complete this study it was necessary to address the characteristics associated with SDWTs, problems commonly experienced during implementation and functioning of SDWTs and the identification of the interventions used to promote the successful implementation and maintenance of SDWTs. These objectives were achieve

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32

Leweling, Tara A. "Extending organizational contingency theory to team performance : an information processing and knowledge flows perspective /." Monterey, Calif. : Naval Postgraduate School, 2007. http://bosun.nps.edu/uhtbin/hyperion-image.exe/07Sep%5FLeweling%5FPhD.pdf.

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Thesis (Ph.D. in Information Sciences)--Naval Postgraduate School, September 2007.<br>Dissertation Advisor(s): Nissen, Mark ; Arquilla, John "September 2007." Description based on title screen as viewed on October 22, 2007. Includes bibliographical references (p. 239-277). Also available in print.

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33

Hite, Dwight M. Davis Mark Alan. "Leader emergence and effectiveness in virtual workgroups dispositional and social identity perspectives /." [Denton, Tex.] : University of North Texas, 2009. http://digital.library.unt.edu/permalink/meta-dc-11035.

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34

Adamovic, Mladen. "Fairness in Work Teams : The Integration of Organizational Justice with Workplace Conflict, Workplace Dissimilarity, and National Cultural Values." Thesis, Toulouse 1, 2014. http://www.theses.fr/2014TOU10041.

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Les recherches sur la justice organisationnelle ont prouvé que l’équité était un concept majeur pour appréhender l’expérience de travail des salariés. Pourtant, les chercheurs en ce domaine ont focalisé leur attention sur la relation verticale entre salariés et managers ou entre les salariés et les organisations auxquelles ils appartiennent, au détriment des rapports entre individus de même niveau hiérarchique. Cette thèse a pour but de présenter le concept de justice dans les équipes de travail en analysant la perception des salariés quant au traitement qui leur ait réservé, à titre individue

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35

Horner, Melissa A. (Melissa Amy). "The Process of Sharing Team Leadership : A Study of Key Leadership Behaviors and Who Exhibits Them." Thesis, University of North Texas, 1997. https://digital.library.unt.edu/ark:/67531/metadc278903/.

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Using a manufacturing setting that is organized into self-managed teams, the current study identified and measured key leadership behaviors within the teams. Questions that were asked include: are some team leadership behaviors more critical to a team's level of functioning than other behaviors? and do successful self-managed teams rely on formal leadership to a lesser extent than members of less successful teams? These questions were asked in the context of leadership as a process, not an individual.

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36

Halin, Amy L. "Distributed team collaboration in a computer mediated task." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2004. http://library.nps.navy.mil/uhtbin/hyperion/04Mar%5FHalin.pdf.

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Thesis (M.S. in Modeling, Virtual Environments, and Simulation)--Naval Postgraduate School, March 2004.<br>Thesis advisor(s): Rudolph P. Darken, Susan G. Hutchins. Includes bibliographical references (p. 167-168). Also available online.

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37

Birchmeier, Zachary. "Exploring the conditional benefits of team diversity the interaction of task requirements and team composition on tacit coordination efficiency /." Oxford, Ohio : Miami University, 2004. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=miami1091631663.

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38

Schilpzand, Maria Catharine. "Cognitive diversity and team performance: the roles of team mental models and information processing mechanisms." Diss., Georgia Institute of Technology, 2010. http://hdl.handle.net/1853/37186.

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There are two important trends in organizations today: 1) the increasing use of teams and 2) the increasing diversity in the workforce. The literature is in tune with these organizational trends, evidenced by a dramatic increase in research on team performance and the effects of diversity. However, there are still contradictory findings of the effects of team diversity on team processes and outcomes. To shed light on these inconsistencies, the cognitive construct of team mental model is introduced as a mediator of the relationship between team cognitive diversity and team performance. Team men

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39

Lee, Tze-wan Sabrina. "New banking product development : a study of related intergroup problems and impact of TQM efforts on intergroup behaviour /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B2102036X.

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40

Wax, Amy Martha. "Impact of social and informational faultlines on patterns of trust and coordination in teams." Thesis, Georgia Institute of Technology, 2013. http://hdl.handle.net/1853/47679.

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Although diversity is often thought to improve team performance by expanding the range of ideas available to the group, reported relationships between team diversity and performance have been somewhat weak (e.g., Bowers, Pharmer,&Salas, 2000; Devine&Philips, 2001; Webber&Donahue, 2001). One possible explanation for the lack of findings on team diversity is that past research has largely taken an absolute (i.e., how much diversity) rather than a relative perspective (i.e., what pattern of diversity; Tsui&O'Reilly, 1989; Tsui, Egan,&O'Reilly, 1992). Conceptually and operationally defining team

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41

McGowan, Michael T. "Perceptions of Associates to Embrace Technology Used in Teams in the Workplace." Thesis, University of North Texas, 2019. https://digital.library.unt.edu/ark:/67531/metadc1538780/.

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This study explores employees' desire to embrace both a legacy operating system and a new workflow engine utilized in the workplace. The goal is to better understand the partnership and relationship the users build with the technologies and how that impacts usage behavior. The research is centered on a mixed-method case study using survey and episodic interview techniques of data collection. Models and methodologies providing the foundation for this study include Venkatesh and Davis's technology acceptance model 2 (TAM 2) and Venkatesh, Morris, Davis, and Davis' unified theory of acceptance

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42

Jacobs, Corneluis Theodorus. "The impact of strength-based leadership on high-performance work teams : a Volkswagen case study." Thesis, Nelson Mandela Metropolitan University, 2012.

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In the modern day organisation where the emphasis is largely on teams rather than individuals, it is of critical importance to have teams who can be regarded as high-performing. High performing teams will ensure that companies can achieve more with less in terms of resources required. However the creation of a high performing team remains a consistent challenge due to innate human behaviour and traits. One of the keys that could assist in the creation of a high-performing work team is a strength-based leadership approach. The study compromised of firstly, the philosophy of strength-based leade

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43

Allsop, Jamie S. "Coordination and collective performance : exploring teamwork as an emergent property." Thesis, University of Aberdeen, 2019. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=240757.

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Working in groups is a ubiquitous feature of daily life. For this reason, finding ways to maximise group outputs is of utmost importance. Efforts to enhance group outputs have typically focused on socially relevant interventions, often designed to increase rapport or motivation. Moreover, such interventions are usually implemented and measured at the level of the individual, thereby designating the group to being nothing more than the simple sum of its parts. Although long acknowledged as a key component of group performance, the role of coordination is relatively under-researched. The present

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44

Al-Shammari, Serhan A. "Implementing self-managing teams concept in both Saudi private and governmental organizations challenges and possibilities /." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999alshammaris.pdf.

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45

Clark, Marina. "Die Ontwikkeling van 'n model vir die samestelling van 'n effektiewe bestuurspan binne 'n finansiële instansie (Afrikaans)." Pretoria : [s.n.], 2003. http://upetd.up.ac.za/thesis/available/etd-03112004-094122/.

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46

Marshall, Steven John. "An exploration of effective leadership practice in virtual teams." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/97176.

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Thesis (MBA)--Stellenbosch University, 2014.<br>ENGLISH ABSTRACT: As organisations expand internationally and continue to conduct business across different time zones and geographical boundaries, distributed project and organisational teams have become increasingly prevalent. Rather than meet face-to-face, developments in information and communication technology have made it possible for these team members to interact electronically thereby creating an alternative means for team member collaboration. Teams that collaborate in this manner are called virtual teams. This study explored effe

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Willbanks, Kristi D. "Relationship of Team Training Components to Perceptions of Team Performance." Thesis, University of North Texas, 2003. https://digital.library.unt.edu/ark:/67531/metadc4376/.

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The purpose of this research study was to identify the specific components of team training that contribute most to a team's ability to perform effectively. The analysis conducted involved examining the relationship between the Training Support System Survey (Hall, 1998) along with the Training Strategies and Training Content sub-scales, and the overall measure of team performance from Beyerlein's (1996) Perceptions of Team Performance survey. Results were mostly inconclusive, due to limitations of the research. However, a few interesting findings were found related to team training for differ

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48

Towry, Kristy Lynne. "Control in a teamwork environment : the impact of social ties on the effectiveness of mutual monitoring contracts /." Thesis, Full text (PDF) from UMI/Dissertation Abstracts International, 2002. http://wwwlib.umi.com/cr/utexas/fullcit?p3086719.

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49

Assudani, Rashmi H. "Creating knowledge in a geographically dispersed context : process and moderating variables." Thesis, McGill University, 2005. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=85878.

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Increasingly, knowledge-based tasks such as new product development and market research are being conducted by geographically dispersed teams. Early evidence from knowledge-based view of the firm and geographically dispersed work literatures suggests that at least four kinds of knowledge gaps---transactive memory system, mutual knowledge, categorization and situated knowledge---exist because of the (dispersed) structure of the knowledge management context . Dispersed members therefore cannot take for granted that they have a common context, making dispersed collaboration problematic.<br

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McHale, Carrie L. (Carrie Lynn). "The Effects of a Performance Improvement Strategy in a Work Team Setting: a Case Study." Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc501257/.

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A popular approach to operating organizations in the 1990s is the implementation of work teams. The current literature offers little information on the use of performance management techniques in work team settings. This case study examined the effects of employing a performance improvement strategy on employee performance in a work team environment comprised of part-time graduate students. The performance improvement strategy included composing job descriptions, job aids (e.g., work organization charts), task request logs and posting weekly and monthly performance feedback. Improvements were

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