Academic literature on the topic 'Teamwork organization'
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Journal articles on the topic "Teamwork organization"
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Tan, Donny Sutanto, and Eko Harry Susanto. "Pengaruh LMX dan Teamwork terhadap Kinerja Karyawan di PT XYZ." Jurnal Manajemen Bisnis dan Kewirausahaan 1, no. 1 (2019): 17. http://dx.doi.org/10.24912/jmbk.v1i1.4735.
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Organization consists of many or several people. A leader is required to direct, instruct, be a place to ask questions and be examples for subordinates. Leader is an essential-elements in organization. According to LMX theory, a leader shows more inclusive and communicative attitude toward certain members only. The LMX theory emphasizes on the quality of relationships between leaders and members in organization. Organization has variety of processes that require the parties to work together to achieve goals. The company assigns working teams for higher effectiveness can be achieved by teamwork. Teamwork can improve employee performance and has a positive influence in all dimensions of employee performance. This research observes the employees−superiors interaction level, teamwork level and performance based on LMX−teamwork variables. Using quantitative method and likert scale questionnaire unto 82 samples of 103 populations. Result shows that: [1] LMX concepts was applied in the company; [2] the lack of teamwork within the company; [3] The ability of LMX and Teamwork to affect performance is 53.1%; [4] LMX’s coefficient value of 0.730 indicates a positive relationship between LMX and performance. Teamwork’s coefficient value of -0.004 indicates a negative relationship toward Performance. [5] LMX has significant effect for performance; Teamwork has no effect on performance; LMX and Teamwork altogether give a significant influence on Performance.
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Rydenfält, Christofer, Per Odenrick, and Per Anders Larsson. "Organizing for teamwork in healthcare: an alternative to team training?" Journal of Health Organization and Management 31, no. 3 (2017): 347–62. http://dx.doi.org/10.1108/jhom-12-2016-0233.
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Purpose The purpose of this paper is to explore how organizational design could support teamwork and to identify organizational design principles that promote successful teamwork. Design/methodology/approach Since traditional team training sessions take resources away from production, the alternative approach pursued here explores the promotion of teamwork by means of organizational design. A wide and pragmatic definition of teamwork is applied: a team is considered to be a group of people that are set to work together on a task, and teamwork is then what they do in relation to their task. The input – process – output model of teamwork provides structure to the investigation. Findings Six teamwork enablers from the healthcare team literature – cohesion, collaboration, communication, conflict resolution, coordination, and leadership – are discussed, and the organizational design measures required to implement them are identified. Three organizational principles are argued to facilitate the teamwork enablers: team stability, occasions for communication, and a participative and adaptive approach to leadership. Research limitations/implications The findings could be used as a foundation for intervention studies to improve team performance or as a framework for evaluation of existing organizations. Practical implications By implementing these organizational principles, it is possible to achieve many of the organizational traits associated with good teamwork. Thus, thoughtful organization for teamwork can be used as an alternative or complement to the traditional team training approach. Originality/value With regards to the vast literature on team training, this paper offers an alternative perspective on how to improve team performance in healthcare.
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Maharani, Diajeng Puspa Arum, and Firda Nadia Roshandi. "DO TYPES OF ORGANIZATIONAL CULTURE CORRELATE WITH THE JOB SATISFACTION?: A STUDY ON EMPLOYEES’ PERCEPTION." Jurnal Administrasi Kesehatan Indonesia 7, no. 2 (2019): 162. http://dx.doi.org/10.20473/jaki.v7i2.2019.162-169.
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Background: The Orthopaedic and Traumatology Hospital had an increase in employee turnover of 1.39% from January to June 2012. It occurred due to high resignation and employee unsatisfaction. Thus, an organizational culture that consists of clan, hierarchy, market, and adhocracy becomes one of the determinant factors for employee turnover.Aims: This study aims to analyze the correlation between organizational culture and the employees’ job satisfaction.Method: This study used descriptive quantitative with a cross-sectional design, and the data were analyzed with a correlation test. There were 52 employees as the data of this study. The instruments utilized were OCAI and JSS questionnaires.Results: Market-type organization correlated significantly with job satisfaction. Organizational culture type, such as clan-type organization, adhocracy-type organization, and the hierarchy-type organization did not correlate significantly with job satisfaction. The majority of employees perceived that the Orthopedic and Traumatology Hospital adopts a hierarchy-type organization orienting to regulation and leadership. On the other hand, they expected the hospital to apply clan-type organizations that concerned about teamwork and ownership.Conclusion: There is a correlation between the market-type organization and job satisfaction. Meanwhile, there is no correlation between the clan-type organization, adhocracy-type organization, hierarchy-type organization, and job satisfaction. The hospital should increase internal strength, such as teamwork, training, facilities, and policies that support work procedures and staff.Keywords: market, adhocracy, clan, hierarchy, employees’ job satisfaction.
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Debettignies, Charles W. "Improving organization-wide teamwork through gainsharing." National Productivity Review 8, no. 3 (1989): 287–94. http://dx.doi.org/10.1002/npr.4040080308.
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Vlaisavljević, Željko, and Ivan Ranković. "Teamwork in health care organization: Teamwork in the management of nursing services." Zdravstvena zastita 42, no. 6 (2013): 18–22. http://dx.doi.org/10.5937/zz1303018v.
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Farooqi, Rabia, Farzana Ashraf, and Iram Nazeer. "Interpersonal Communication, Teamwork Effectiveness, and Organizational Commitment in Pakistani Nurses." 2020, VOL. 35, NO. 4 35, no. 4 (2020): 675–92. http://dx.doi.org/10.33824/pjpr.2020.35.4.36.
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The current study was focused on identifying how interpersonal communication affects teamwork effectiveness and organizational commitment in nurses. The sample of (N = 150) nurses were recruited through purposive sampling technique from a public hospital of Lahore. To test the study assumptions, Socio- Communicative Orientation Scale (Richmond & McCroskey, 1990), Teamwork Effectiveness Self-Assessment Questionnaire (Sterling & Selesnick, 1988), and Organization Commitment Scale (Allen & Meyer, 1990) were used. Results showed that interpersonal communication was directly proportionate to teamwork effectiveness and all measures of organizational commitment. Whereas, team effectiveness was partially linked with dimensions of organizational commitment. Furthermore, findings showed that organizational commitment (affective commitment and normative commitment) was predicted by measures of interpersonal communication that is assertiveness and responsiveness. Interpersonal communication may play a leading role in developing organization commitment, therefore, efforts should be made to improve and enhance the interpersonal communication skills of nurses in Pakistan.
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Twomey, Karen, and Brian H. Kleiner. "Teamwork: the essence of the successful organization." Team Performance Management: An International Journal 2, no. 1 (1996): 6–8. http://dx.doi.org/10.1108/13527599610105475.
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Fenton, Kathleen N., Sergio Hernandez Castillo, Carlos Duarte Claro, and William M. Novick. "Teamwork and Program Organization in Developing Countries." World Journal for Pediatric and Congenital Heart Surgery 2, no. 2 (2011): 219–24. http://dx.doi.org/10.1177/2150135110395334.
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Zakaria, Zainuddin, Nik Fakrulhazri Nik Hassan, Nazlin Emieza Ngah, Nurmuslimah Kamilah Abdullah, Rusnah Ismail, and Elisabet Siahaan. "A Review of Organizational Relationship Quality, Trust, Commitment and Lecturers’ Perceived Performance in Institution of Higher Learning." Jurnal Intelek 16, no. 2 (2021): 70–78. http://dx.doi.org/10.24191/ji.v16i2.402.
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As a result of globalization and the influence of working remotely, it has become more important to develop high-quality relationships in the organization for more cohesive teamwork among employees. High cohesiveness and synergy among employees will help organizations to achieve their goals. Management needs to understand how to interact with employees in ways that boost job satisfaction and engagement as perceived by employees. Many scholars agree that organizational performance is an indicator of how well an organization attains its desired goals. In addition to the roles played by the managers and superiors, organizational performance is also dependent upon the synergy of each individual employee's performance and their teamwork. Whether it is private or government agencies, service or manufacturing, employee performance is very important. In this paper, we hope to discuss and describe the relationship between three elements of Organizational Relationship Quality with the lecturer's performance. The dimensions of Organizational Relationship Quality include Organizational Trust, Organizational Commitment and Organizational Relational Norms. In addition, we hope to better understand the relationship and how the dimensions of relational norms are associated with a lecturer’s performance in institutions of higher learning.
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Gračner, Tjaša. "Prednosti in slabosti timskega dela na daljavo." Revija za univerzalno odličnost 10, no. 2 (2021): 180–94. http://dx.doi.org/10.37886/ruo.2021.035.
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Research Question (RQ): What are the advantages and disadvantages of teamwork at distance? Purpose: To explore the advantages and disadvantages of teamwork at a distance and to find the reasons for successful or unsuccessful work at a distance. Method: With the help of an integrative review of the literature or already done research in this field and with the collection of data, we investigated the advantages and disadvantages of teamwork at a distance. To obtain data, we used a qualitative method, a compilation method with which we summarized the results of other authors on this topic, a comparative method for comparing the advantages and disadvantages of teamwork at a distance and a deductive method with which we infer individual cases in general. Results: The results of all surveys do not differ significantly, as the advantages and disadvantages of teamwork at a distance of employees depend on similar parameters: working hours, age, position in the company, infrastructure, possibilities of combining work and family. Organization: The impact on the organization is strong as it allows the organization to achieve better employee productivity, they can have a flexible work schedule, the organization does not have high costs with physical offices and with the cost of transporting employees to work. It is also important that organizations are aware of the importance of the benefits of teleworking and encourage productivity, innovation, and that the leader rewards them accordingly. Society: Theoretical part starting points guide society to the use of telework and teamwork, as more people together can do much more, improve, innovate. Teleworking has a positive effect on employees. Originality: The originality of the research is reflected in the breakdown of the advantages and disadvantages of teamwork at a distance. The topic focused on highlighting the benefits of teamwork at a distance, which greatly contributes to the development of the company. Limitations/Future Research: To get a broader view of the advantages and disadvantages of teamwork at a distance, more literature would need to be examined. For further research, we should explore the various costs that threaten companies in terms of introducing telework and ways to help companies and employees work remotely in a team.
Dissertations / Theses on the topic "Teamwork organization"
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Sabaliūnaitė, Neringa. "Darbuotojų konfliktų valdymas dirbant komandoje." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2014. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2010~D_20140626_195405-16175.
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Organizacija - gyvas organizmas, kuris gali augti, klestėti arba nykti, nes čia susiduria skirtingi žmonės, turintys savus interesus, poreikius, norus ir vertybes. Čia yra skatinama konkurencijos atmosfera, tvyroja atleidimo iš darbo galimybė, egzistuoja nuolatinė darbuotojų kova dėl savo pozicijų, todėl organizaciją galima įvardinti, kaip „konfliktų kalvę“ ir visa tai dėl to, kad žmonės yra skirtingi, turintys tam tikras ydas ir tikslus. Konfliktai ne tik kuria neigiamą mikroklimatą, apsunkina vidinę komunikaciją, bet trukdo ir komandiniam darbui, nuo kurio priklauso organizacijos veiklos produktyvumas ir kokybė. Šiuolaikiniame pasaulyje komandinio darbo organizavimas suprantamas kaip efektyvesnės veiklos užtikrinimas, sėkmę lemiantis veiksnys. Organizacija, kuri darbą grindžia komandomis sudaro sąlygas sparčiau vystytis, efektyviau mokosi ir panaudoja išmoktas žinias, taupo laiką, ieško naujovių ir jas įgyvendina. Taip atliekamas darbas leidžia darbuotojams integruoti ir susieti informaciją tokiais būdais, kurių atskiras asmuo nepajėgtų įgyvendinti. Tinkamai surinktos ir efektyviai dirbančios komandos vertė akivaizdi ir neįkainojama. Deja, komandose taip pat kyla konfliktai, kurių priežastys gali būti tiek socialinės (skirtingos vertybės, įsitikinimai, išsilavinimai), tiek darbinės (kylančios dėl gautos užduoties įvykdymo). Akivaizdu, kad konfliktai įtakoja komandinį darbą. Dėl to reikia numatyti, kokia strategija kilus konfliktui yra tinkamiausia. Siekiant, kad... [toliau žr. visą tekstą]<br>Organization – is an alive system, which can grow, prosper and vanish, because different people meet in this system, which have their own interests, demands, wishes and valuables. Conflicts are not only the reason of a negative microclimate, conflicts are responsible for the internal communication, conflicts disturb the team work, and the team work is responsible for the organization activity’s productivity and quality. In the modern world the planning of the team work is understood as a factor which warrants the more effective activity and success. The organization which grounds its activity on team work creates conditions to develop more quickly, to learn more effectively, to use knowledge which is learned, to save time, to look for innovations and to implement them. Such manner of activity lets employees to integrate and to link the information by the means, which would be impracticable for the individual employee. The value of properly collected and effectively working team is obvious and invaluable. Unfortunately, conflicts arise in the teams too, and the reasons of these conflicts can be social (different valuables, creeds and education), and working (which appear because of the implementation of given task). It is obvious that conflicts have impact on team work. This is why it is necessary to foresee what strategy will be the most appropriate when the conflict will arise. It is necessary to solve arising conflicts quickly, effectively and correctly, seeking that... [to full text]
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Benezra, Susan Horner. "Interdisciplinary team organization: the distribution, structure, and important components of implementation in Virginia high schools." Diss., Virginia Tech, 1995. http://hdl.handle.net/10919/40160.
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The purpose of this study was to determine the distribution of interdisciplinary
team organization in Virginia high schools, to identify common elements of
implementation, to assess the importance of those elements as perceived by team members, and to assess the relationship of these factors to school demographics. In this study, an interdisciplinary team was two or more teachers of different disciplines (one of which is a core subject), who share the same students and have a common planning period.
A stratified sampling was used to select 123 Virginia high schools of which 67
consented to participate in the study. All core subject teachers in each school were surveyed. The survey used Erb and Doda's (1989) model of four hierarchical developmental areas of interdisciplinary team organization as the research base.<br>Ed. D.
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Jokinen, T. (Tauno). "Managing quality inside a high-technology project organization." Doctoral thesis, University of Oulu, 2004. http://urn.fi/urn:isbn:951427301X.
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This action research addresses the deployment of Total Quality Management (TQM) principles in a high-technology new product development organisation. During the period of study, the organisation grew fast. High-technology product development and hypergrowth provided a unique combination of extreme conditions for the study.
The existing concepts of TQM are presented as an organised map enabling strategic analysis for an implementation plan. The history of TQM dates back to the manufacturing industry. The key differences between product development as an operating environment and the industrial manufacturing environment are described. The deployment of TQM is described from the perspective of learning theories, leadership theories, studies of organisational culture and studies of teamwork. Based on the learning, a psychodynamic model of organisation is presented for better understanding the challenges of implementation.
The results show that, in these specific conditions, organisational culture and leadership are of essential importance for the implementation of TQM. The study also shows that, in the given conditions, TQM is specifically a learning challenge. The results of this study are presented as a framework supporting the selection of TQM implementation objectives and the planning of a strategy for organisational learning.
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Suntharanont, Vatinee. "Talented People in Today's Organization; in Particular How to Support and Stimulate Them to Work in Team." Thesis, University of Kalmar, Baltic Business School, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hik:diva-1790.
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<p><p>An issue of ‘talented people’ has been discussed for many years. Many companies consider talented employees to be the main factor of gaining competitive advantage over their competitors. This is mostly due to the fact that talented people are perceived as those who are of great value for an organization.</p><p>Nowadays, behaviors such as cooperation and teamwork play an important role, not only among members of an organization but also between organizations. The purpose of my research is to study the characteristics of talented people and their working style in today’s business world. Furthermore, the other aim is to present the method applied with a view to support and stimulate talents to collaborate with others.</p>To answer the research question: ‘Talented people in a today’s organization; in particular, how to support and stimulate them to work in team’, qualitative approach has been adopted. I have collected and analyzed data by having interviews, doing surveys, and gaining knowledge from literature. Most of participants had management positions and supervised an executive team, in particular, from the field of environmental companies. The research has proved that nowadays talented people have specific characteristics and handle matters their own way. In order to support and stimulate them to work in a team, trust and creating motivation are necessary. To some extent, leaders should stimulate talents to collaborate together, but, on the other hand, they ought to allow them to work on their own, depending on their professions and personality. Nevertheless, in my study I focused on the area of team work. A suggestion of team dynamic developing process for talented people to perform successful team work has been concluded in the last part of the thesis.</p>
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Račkauskaitė, Liuda. "Komandinio darbo organizavimas gamybinėje organizacijoje (AB “neaustinių medžiagų fabrikas”)." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2013. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2013~D_20131106_083619-47680.
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Tyrimo darbo tikslas: išnagrinėjus teorinius komandinio darbo organizavimo aspektus, numatyti komandinio darbo tobulinimo galimybes AB “Neaustinių medžiagų fabrike”. Pirmojoje darbo dalyje apibrėžiama komandinio darbo sąvoka, apžvelgiamas komandinio darbo organizavimas ir jo principai, išskiriami efektyvaus komandinio darbo veiksniai bei pateikiama šiuolaikinių organizacijų tyrimų tendencijų analizė įgyvendinant komandinį darbą.Antroje dalyje pateikiama komandinio darbo organizavimo tyrimo metodika. Darbe panaudotas kiekybinis tyrimas, buvo parengtos anoniminės anketos. Anketą sudaro dešimt klausimų blokų. Trečioje darbo dalyje apžvelgiami išsamūs komandinio darbo organizavimo ir tobulinimo galimybių “Neaustinių medžiagų fabrikas” rezultatai. Anketinės apklausos būdu surinkti empirinio tyrimo duomenys leido nustatyti, kokius komandinio darbo organizavimo principus organizacija taiko, taip pat leido nustatyti komandinio darbo tobulinimo galimybes.
Tyrimo metu paaiškėjo, kad “Neaustinių medžiagų fabrikas” yra realizuojami komandinio darbo organizavimo principai, taip pat vyrauja tam tikros organizavimo problemos. Rezultatai parodė, kad organizacijoje yra galimybė tobulinti komandinį darbą.
Remiantis tyrimo metu gautais rezultatais patvirtintos magistro darbe iškeltos hipotezės: darbuotojai pirmenybę atiduoda komandiniams tikslams, egzistuoja komandinio darbo realizavimo sunkumai bei darbuotojų pasiskirstymas pagal pareigas lemia skirtingą požiūrį į komandinio darbo savybes... [toliau žr. visą tekstą]<br>The aim of the study: after analyze of the theoretical aspects of the teamwork organization, provide teamwork improvement opportunities in AB "Nonwoven factory". The first part defines the concept of teamwork, reviewed teamwork organization and it's principles, secreted factors of effective teamwork and presents contemporary research trends in implementing teamwork.The second part discusses about the teamwork organization research methods. It is used quantitative analysis in this work, where were prepared anonymous questionnaires. The questionnaire consists of ten questions blocks. The third part gives an overview of the detailed organization of teamwork and development opportunities for AB "Nonwovens factory" results. Carrying out a survey to collect empirical data allowed to determine what teamwork organization principles use mention organization, also it allowed to identify opportunities for improvement teamwork. The study showed that in AB "Nonwoven Factory" is realized teamwork organization principles, also prevalent some organization problems. The results showed, that in this organization is the ability to improve teamwork.Based on the test results, certified master hypothesis: employees give priority to the objectives of the team, there is a difficulties of the teamwork realization and staff by positions lead to different approaches to teamwork qualities. Also here are presented the findings and recommendations, which are useful to improve teamwork organization.
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Valentine, Anthony G. "Transforming public spaces through performance." [Tampa, Fla.] : University of South Florida, 2005. http://purl.fcla.edu/fcla/etd/SFE0001207.
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Simonetti, Paulo Eduardo. "Equipes de trabalho com autonomia no Brasil: um estudo baseado em survey." Universidade de São Paulo, 2007. http://www.teses.usp.br/teses/disponiveis/3/3136/tde-13072007-160718/.
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O tema desta dissertação é o trabalho em equipes com autonomia no Brasil. Percebe-se um ressurgimento do interesse pelo assunto a partir da década de 1990, no país e no exterior, movimento acompanhado pela produção científica nacional, em caráter qualitativo. Esta pesquisa adota uma abordagem quantitativa, do tipo survey, aplicada a uma amostra não-aleatória, intersetorial, de 49 empresas que reconhecem adotar o conceito de trabalho em equipes com autonomia. A partir da revisão da literatura foram desenvolvidas algumas questões de pesquisa e hipóteses, as quais estruturaram o questionário da pesquisa. Utilizando um instrumento já testado em estudos de caso, o questionário tem a capacidade de medir a abrangência e profundidade da autonomia das equipes, bem como: resultados obtidos, caracterização das empresas respondentes, iniciativa para adotar o conceito de autonomia e outras condições de contorno. O questionário foi concebido para ser enviado tanto pelo correio como por meio eletrônico e preenchido sem a presença do pesquisador. A partir da avaliação dos dados coletados, com auxílio de estatística descritiva e testes estatísticos indutivos, percebe-se equipes com grande autonomia, como no modelo Sociotécnico. A condição predominante, no entanto, é a transferência parcial de prerrogativas e responsabilidades às equipes, como no modelo Toyotista/Ohnoísta. Algumas evidências objetivas confirmam elementos da teoria, como a correlação positiva entre o grau de autonomia das equipes e resultados associados à capacidade superior de aprendizado e resposta a variações no ambiente. Informações relevantes sobre as características da amostra foram reveladas: a predominância de empresas de manufatura em grande escala, a significativa presença de empresas de capital nacional, a pequena participação do sindicato nos processos de implementação de equipes com autonomia, o crescente interesse pelo conceito, com demonstrado pelo perfil de \"idade\" dos projetos. As informações obtidas por meio desta pesquisa, bem como a experiência metodológica, podem servir de subsídio para futuros trabalhos sobre o tema, ou mesmo para outros temas, mas em pesquisas que utilizem o survey como método.<br>The subject of this dissertation is teamwork in Brazil. There has been a growing interest for the issue since the 1990 decade, in this country and abroad, followed by the national scientific production, of qualitative approach. This research project assumes survey-based approach, applied to a non-random, inter-sectorial sample, composed of 49 firms that recognize to adopt the concept oh teamwork. Some research questions and hypotesis were proposed, based on the literature review, as structure to the questionnaire. Making use of an instrument that was already tested by former case study, the questionnaire has the capacity to measure the deepness and the span of teams\' autonomy , as well as: results achieved, characteristics of the firms in the sample, initiative for the introduction of teamwork, and other surrounding conditions. The questionnaire was designed to be sent either by mail or by e-mail, and filled in the absence of the researcher. From the data evaluation, using descriptive statistics and also inductive statistics tests, are found some cases of teams with high degree of autonomy, in the fashion of Sociotechnical systems. The prevailing condition, nevertheless, is the partial transference of power and responsibilities to the work teams, like in the Toyota Production System. Some evidence were found that confirm theoretic elements, like the positive correlation between the degree of autonomy of work teams and specific results associated to the superior ability of learning and answering to variations of process or business conditions. Relevant information regarding the characteristics of the sample were also shown: the prevalence of large scale manufacturing companies, the significant incidence of national capital firms, the timid role that unions play on the introduction of teamwork, and the growing interest for the concept, as demonstrates the \"age\" profile of the teamwork initiatives. The information obtained by this research project, as well as the methodological experience, may serve as foundation to future projects regarding the subject \"teamwork\", or even to others that aim to use the survey approach.
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Danielsson, Charlotta, and Malin Gustavsson. "Faktorer som kan försvåra möjligheten för sjuksköterskor att ge personcentrerad vård – en litteraturöversikt." Thesis, Högskolan Dalarna, Omvårdnad, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:du-25233.
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Bakgrund: Enligt den nya patientlagen ska patientens delaktighet i sin egen vård utökas och förstärkas ytterligare. Som en del i detta arbete så har personcentrerad vård införts i flera svenska regioner och landsting. Positiva effekter av personcentrerad vård har kunnat bevisas både hos patienter och vårdgivare. Syfte: Att beskriva vilka faktorer som kan försvåra möjligheterna för sjuksköterskor att ge personcentrerad vård. Metod: Examensarbetet genomfördes som en litteraturöversikt. Tio vetenskapliga artiklar publicerade mellan 2010-2016 ingick i studien. Artiklarna söktes i databaserna CINAHL och PubMed samt genom fritextsökning i Google Scholar. Resultat: Det visade sig finnas flera teman med tillhörande faktorer som kunde försvåra möjligheten för sjuksköterskor att ge en personcentrerad vård. Framträdande faktorer var bland andra sjuksköterskans förhållningssätt och syn på sin profession och på patienten, bristande patientdelaktighet, bristande teamarbete och kommunikation, svagt stöd från organisation och ledning, undermålig miljö och utbildning samt hög arbetsbelastning. Slutsats: Flera faktorer som kunde försvåra för sjuksköterskan att ge personcentrerad vård framkom, där vissa upplevdes som mer avgörande än andra. För att sjuksköterskor ska kunna ge patienten en vård baserad på patientdelaktighet så är det av stor betydelse att medvetenheten om dessa försvårande faktorer ökar. Genom att redan under sjuksköterskeutbildningen arbeta med ett personcentrerat förhållningssätt så ökar sannolikheten för att implementeringen av personcentrerad vård inom svensk hälso- och sjukvård skall lyckas.<br>Background: According to the new patient law, patients' involvement in their own care will be expanded and strengthened further. As part of this work, personcentred care has been introduced in several Swedish regions and county councils. Positive effects of person-centred care have been proven to exist for both patients and healthcare providers. Aim: To describe factors that can complicate the ability for nurses to provide person-centred care. Methods: The thesis project was conducted as a literature review. Ten scientific articles published between 2010-2016 were included in the study. The articles were searched in the CINAHL and PubMed databases, as well as through Google Scholar free text search. Results: There were several themes with associated factors that could complicate the possibility for nurses to provide a person-centred care. Prominent factors include the attitude of the nurse and his or her view of the profession and the patient, lack of patient participation, lack of teamwork and communication, weak support from organization and management, poor environment and education, and high workload. Conclusion: Several factors that could make it difficult for the nurse to provide person-centred care were discovered, some of which were perceived to be more crucial than others. In order for nurses to be able to provide care based on patient participation, it is very important that awareness of these aggravating factors is increased. By working with a person-centred approach already during nursing education, the likelihood of successful implementation of person-centred care in Swedish healthcare increases
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Pušinskienė, Ernesta. "Komandinio darbo raiškos identifikavimas specialiojo ugdymo organizacijoje." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2011. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20110803_093750-07200.
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Magistro darbe išanalizuota įvairių autorių komandinio darbo teoriniai aspektai, atsižvelgiant į specialiojo ugdymo organizacijų darbo specifiką. Remiantis teorijos analize, atliktas tyrimas specialiojo ugdymo organizacijose, siekiant identifikuoti komandinio darbo raišką. Tyrimo metu analizuota specialiojo ugdymo organizacijų darbuotojų nuomonė apie komandinį darbą jų darbe, aiškintasi kokios darbuotojų žinios ir įgūdžiai, patirtis dirbant komandose, aiškintasi darbuotojų nuomonė apie komandinio darbo ateities perspektyvas specialiojo ugdymo įstaigose, kaip šiuolaikinėse organizacijose. Patvirtinta autoriaus suformuluota tyrimo hipotezė, kad specialiojo ugdymo organizacijų darbuotojų komandinis bendradarbiavimas nėra išvystytas, darbuotojų komandinio darbo įgūdžiai tik formuojami.<br>Theoretical aspects of teamwork of various authors have been analysed in this Master‘s work, considering the working features of the organizations of special education. Based on the theoretical analysis, the research in the organizations of special education has been carried out to identify the expression of teamwork. During the research, the staff‘s opinion of organizations of special education about teamwork at their working place has been analysed, explaining the staff‘s knowledge and skills, their experience of working in teams and the staff‘s opinion about the future prospects of teamwork in institutions of special education as in contemporary organizations. It approves the formulated hypothesis of the research‘s author, that the staff‘s teamwork of the organization of the special education is not developed and that the teamwork‘s skills are still in development stage.
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Hedin, Madeleine, Hanna Norman, and Emelie Olsson. "Arbetsplatsens dynamiska karaktär : medarbetares perspektiv på attraktiva, hållbara och lärande arbetsplatser." Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-43708.
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Komplexitet och flexibilitet är två faktorer som präglar dagens arbetsplatser, gamla etablerade mönster ersätts med nya och ständigt föränderliga organisations - och anställningsformer. Arbetet är en essentiell del av individens tillvaro som bidrar till inkomsttrygghet såväl som social samhörighet och känsla av identitet. Likaså som förändringar utmanar organisationers och anställdas trygghet skapas också möjlighet för nya infallsvinklar samt strukturella åtgärder. För att hantera dessa förutsättningar är det betydelsefullt att identifiera de områden som lägger grund och främjar arbetsplatsens hållbarhet. Syftet med studien var att utifrån en hälsofrämjande ansats analysera och beskriva medarbetares upplevelser av lärande inom organisationen, samt identifiera faktorer som skapar en hållbar och attraktiv arbetsplats. Den teoretiska referensramen består av teorierna; Senges fem discipliner, Empowerment och WHO- modellen Healthy Workplace. Studien utgår ifrån ett hermeneutiskt förhållningssätt och en abduktiv ansats. Empirin har samlats in genom åtta semistrukturerade intervjuer och analyserades genom en kvalitativ innehållsanalys som resulterade i två huvudkategorier och sex subkategorier. Resultatet redogör för hälsofrämjande faktorer i form av ett starkt medarbetarskap som utgörs av en trygg och stabil arbetsmiljö där sammanhållningen stärker både den inre- och yttre kvaliteten. Kompetensutveckling sker formellt som informellt, där arbetsplatslärande som sker mellan medarbetare lyfts fram som mest framträdande. Det förutsätter vidare en öppen dialog, struktur och ett positivt arbetsklimat. Slutligen visade studiens fynd att medarbetarskapet är kärnan i att utveckla starka attraktionsattribut och är avgörande för vad som håller medarbetarna kvar på arbetsplatsen. Vidare konstaterades att ledarskapet ger förutsättningar för att medarbetare tillsammans arbetar i hållbart samt trivsamt arbetsklimat, med fokus på medarbetarnas välmående och arbetstillfredsställelse.<br>Complexity and flexibility are two factors that characterize today's labor market; old established patterns are replaced with new and ever-changing forms of organization and employment. Work is an essential part of the individual's existence that consists of income security as well as social affiliation and sense of identity. Just as changes challenge the security of organizations and employees, opportunities for new approaches and structural measures are also created. In order to deal with these conditions, it is important to identify the areas that lay the groundwork and promote the sustainability of the workplace. The aim of the study was to analyze and describe employees' experiences of learning within the organization, as well as identify factors that create a sustainable and attractive workplace based on a health promotion approach. The theoretical frame consists of the theories; Senge's five disciplines, Empowerment and WHO- model Healthy Workplace. The study is based on a hermeneutic and abductive approach. The empirical data was collected through eight semi-structured interviews and analyzed through a qualitative content analysis that resulted in two main categories and six subcategories. The result showed that health-promoting factors in form of a strong co-workership that consists of a safe and stable work environment where good companionship strengthens both the internal and external quality. Competence development takes place formally as informally, where workplace learning that occurs between employees is highlighted as most prominent. It also requires an open dialogue, structure and a positive working climate. Finally, the study's findings demonstrate that the co-workership is the core of developing strong attraction attributes and is crucial to what keeps employees in the workplace. Furthermore, it was found that the leadership provides the conditions for employees to work together in a sustainable and pleasant working climate, focusing on the employees' well-being and job satisfaction.
Books on the topic "Teamwork organization"
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Shaeffer, Ruth G. Building global teamwork for growth and survival. Conference Board, 1989.
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J, Doyle Robert. GainManagement: A process for building teamwork, productivity & profitability throughout your organization. AMACOM, 1992.
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Parry, Graham, and Wight Matt, eds. Making teamwork meaningful: Leading progress-driven collaboration in a PLC. Solution Tree Press, 2013.
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Garner, Howard G. Helping others through teamwork: A handbook for professionals. Child Welfare League of America, 1988.
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Howard, Bronstein, ed. Teaming up: Making the transition to a self-directed, team-based organization. McGraw-Hill, 1995.
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Ray, Darrel. Teaming up: Making the transition to a self-directed team-based organization. McGraw-Hill, 1995.
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Inc, Joint Commission Resources. Care delivery and the environment of care: A teamwork approach. Joint Commission on Accrediation of Healthcare Organizations, 2003.
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Fletcher, D. S. Management control in today's teamwork organization: How to get things done without exercising direct authority. Kendall/Hunt Pub. Co., 1991.
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Graham, Morris A. The horizontal revolution: Reengineering your organization through teams. Jossey-Bass, 1994.
Find full textBook chapters on the topic "Teamwork organization"
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Tjosvold, Dean, and Mary Tjosvold. "Leadership for Teamwork, Teamwork for Leadership." In Building the Team Organization. Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137479938_5.
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Tjosvold, Dean, and Mary Tjosvold. "Teamwork with Customers." In Building the Team Organization. Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137479938_9.
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Agarwal, Ritu. "Teamwork in the Netcentric Organization." In International Handbook of Organizational Teamwork and Cooperative Working. John Wiley & Sons Ltd, 2008. http://dx.doi.org/10.1002/9780470696712.ch21.
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Reader, Tom W., and Brian H. Cuthbertson. "Teamwork and Leadership in the Critical Care Unit." In The Organization of Critical Care. Springer New York, 2014. http://dx.doi.org/10.1007/978-1-4939-0811-0_9.
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Harris, Cheryl L., and Michael M. Beyerlein. "Team-Based Organization Creating an Environment for Team Success." In International Handbook of Organizational Teamwork and Cooperative Working. John Wiley & Sons Ltd, 2008. http://dx.doi.org/10.1002/9780470696712.ch10.
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Ásgeirsson, Áskell Heiðar. "Events management and organization: the execution of Landsmót, Reykjavík 2018." In Humans, horses and events management. CABI, 2021. http://dx.doi.org/10.1079/9781789242751.0067.
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Abstract Planning a large sport event that includes animals is a complicated task and very challenging for an event manager. This short chapter is written by the Managing Director of Landsmót (the National Championship of the Icelandic horse) in Hólar in 2016 and Reykjavík in 2018. The chapter focuses predominantly on the second of these events and addresses some of the main issues that faced the team that made this event happen. It highlights the importance of teamwork and having skilled staff with broad knowledge who are ready to work on plans and structure, but also ready to solve issues quickly during the event.
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Kowch, Eugene. "Leading Transformation with Digital Innovations in Schools and Universities: Beyond Adoption." In Digital Transformation of Learning Organizations. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-55878-9_9.
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AbstractDigital innovations in schools and universities matter. New leadership approaches and new organization knowledge are necessary for leaders to realize long-term school and university transformations afforded by important digital innovation experiments. This chapter takes a hard look at leadership and organization theory and practice, along with a critical look at innovation adoption to help digital school and university innovation teams find more sustainable, impactful innovations. First, we examine research and theory on formal leadership and organization to argue that classical, formal leaders separate people from the work of others, limiting innovation teamwork. We also examine formal organizations as “houses,” finding that these over-structure people and power in vertical functional “boxes” in bureaucracies that limit school or university readiness to adapt—even when great digital innovations offer transformation potential. Less formal leadership and organization is then explored with evidence from the author’s research on leading complex adaptive teams as more adaptable organization network forms. We conclude that less formal leadership and less formal organizing structures offer more innovation potential by creating adaptive spaces for digital innovations. We present a new theory and guidelines for leading and participating in high-impact digital innovation networks working to lead learning organization emergence (transformation) via digital innovations.
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Klein, Helen Altman, and Anna Pongonis McHugh. "National Differences in Teamwork." In Organizational Simulation. John Wiley & Sons, Inc., 2005. http://dx.doi.org/10.1002/0471739448.ch8.
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Hughes, Mark. "Groups, teamwork and organizational change." In Managing and Leading Organizational Change. Routledge, 2018. http://dx.doi.org/10.4324/9781351265966-8.
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Clark, Kevin D. "Network Structures and Teamwork." In International Handbook of Organizational Teamwork and Cooperative Working. John Wiley & Sons Ltd, 2008. http://dx.doi.org/10.1002/9780470696712.ch20.
Full textConference papers on the topic "Teamwork organization"
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Polajnar, Jernej, Mojtaba Malek Akhlagh, Narek Nalbandyan, Denish Mumbaiwala, and Desanka Polajnar. "Decentralized reactive adjustment of agent teamwork organization to changing environment." In 2014 IEEE International Conference on Systems, Man and Cybernetics - SMC. IEEE, 2014. http://dx.doi.org/10.1109/smc.2014.6974117.
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Lusena-Ezera, Inese, and Diana Liduma. "TEAMWORK IN MANUFACTURING ENTERPRISE PERFORMANCE ACHIEVEMENT." In Business and Management 2018. VGTU Technika, 2018. http://dx.doi.org/10.3846/bm.2018.13.
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Even though various work organization forms and instruments exist for efficient manufacturing pro-cess and economic efficiency achievement in manufacturing enterprises, the issue is still topical which of the factors in production management – human resources or technologies is the main impellent in performance achievement in manufacturing enterprises. Research aim is to find out whether ap-proach based on teamwork is applied in performance achievement. Different level managers of eight manufacturing enterprises (total 21 managers) from Liepaja City (Latvia) and suburban area were questioned. Research results prove that in manufacturing enterprise performance characteristics of teamwork can be noticed in general. However, size of manufacturing enterprise (number of employ-ees) is the determinant factor to whether employees’ strive for a common goal and believe in team-work in
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Stranzenbach, R., P. Przybysz, S. Mutze-Niewohner, S. Scheel, and C. M. Schlick. "Assessment of the teamwork organization in a production plant of a major German automobile manufacturer." In 2014 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2014. http://dx.doi.org/10.1109/ieem.2014.7058635.
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Egea, Kathy, and Shirley Gregor. "Reflections on Communication Processes and Virtual Teams by Lecturer and Student Cohort: a Case Study." In 2002 Informing Science + IT Education Conference. Informing Science Institute, 2002. http://dx.doi.org/10.28945/2472.
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This paper explores processes and outcomes from virtual teamwork in a university course in Human-Computer Interaction. The course has students both on- and off-campus, with a very wide geographic distribution. The novel approach adopted in the course organized students into both small teams (three students) and into larger units (a group of six teams). Teams worked collaboratively, using a variety of communication channels: email, chat groups, face-to-face, and phone. Each team was responsible for preparing a power-point presentation that incorporated human-computer interaction design principles, that was then critiqued by other teams in their ‘group’. Overall, students’ experiences were extremely positive and recognized learning that contributed to course goals and effective virtual teamwork. Reflections on the processes involved in successful teamwork indicated that important factors included clear goals for the team, good task organization, similar personal achievement goals among team member, reliability and efficiency, open communication styles, and respect and understanding for others in the team.
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Valax, Marc. "TO BE EMPOWERED TO LEAD IN VIETNAM: PERFORMANCE MANAGEMENT & ERP TEAMWORK IN A BOUNDARYLESS ORGANIZATION." In 10th CONTECSI International Conference on Information Systems and Technology Management. TECSI, 2013. http://dx.doi.org/10.5748/9788599693094-10contecsi/ps-483.
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Губанова, Е. В. "The Team Focus of Modern Educational Organisation." In Современное образование: векторы развития. Роль социально-гуманитарного знания в подготовке педагога: материалы V международной конференции (г. Москва, МПГУ, 27 апреля – 25 мая 2020 г.). Crossref, 2020. http://dx.doi.org/10.37492/etno.2020.49.10.032.
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в статье рассматриваются подходы к командному фокусу современной образовательной организации, вопросы использования различных стратегий и методов обучения командной работе в образовательной организации по магистерским программам для подготовки управленческих кадров для системы образования. Выделены признаки (приверженность к успеху команды и общим целям, взаимозависимость, межличностные навыки, открытое общение и рефлексия, состав команды, приверженность командным процессам, лидерству и подотчетности), необходимые для успешной командной работы, и раскрыто их содержание. Сделан акцент на понимании качественных характеристик эффективной управленческой команде образовательной организации, а также выделены и охарактеризованы аспекты (различные «типы» участников команд, разделение труда и ответственность, рабочие процессы, определение цели, календарный график и промежуточные цели, определение и соблюдение правил, информационные каналы, креативность в команде, формирование команды) управления образовательной организации руководителем – лидером команды, который должен учитывать их в зависимости от ситуации при принятии решений. the article deals with the approaches to modern educational organization team focus. The questions of using different strategies and methods of teaching teamwork in educational organization on Masters’ programs for tutoring managers for educational system. The patterns necessary for successful teamwork are determined (commitment to team success and common goals, interdependence, interpersonal skills, open communication and reflection, team composition, commitment to team processes, leadership, and reporting). The content of each pattern is given. The accent is given to understanding quality characteristics of effective management team of educational organization, also such aspects of managing educational organization by a manger – team leader who should take into account all these aspects depending on decision making situation are characterized (different team members’ types, labor and responsibility division, working processes, aiming, scheduling and sub aiming, the code of conduct, informational channels, team creativity, team formation).
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Aymerich, X., and J. Bausells. "Engineering projects performed under a model of hierarchical organization of students - Expertise and methodological innovation of teamwork." In 2011 Promotion and Innovation with New Technologies in Engineering Education (FINTDI 2011). IEEE, 2011. http://dx.doi.org/10.1109/fintdi.2011.5936413.
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Katans, Edgars, and Irena Katane. "Evaluation of IT Companies as Learning Organizations from the Programmers’ Perspective." In 14th International Scientific Conference "Rural Environment. Education. Personality. (REEP)". Latvia University of Life Sciences and Technologies. Faculty of Engineering. Institute of Education and Home Economics, 2021. http://dx.doi.org/10.22616/reep.2021.14.011.
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The modern social science faces a new synergetic and social-ecological paradigm and the respective approaches in research activity. The synergetic approach allows for the investigation of a learning IT company as a “living” system, a synergic organization notable for its teamwork and team learning to ensure the introduction of innovations in the company and, along with that, a sustainable development and competitiveness of the company in a constantly changing environment. In its turn, the social-ecological approach allows a researcher to focus his attention on a continuous professional development of an individual programmer or a team of programmers by mutual cooperation and interaction with the whole IT company representing the environment of their professional activity and continuous learning. A learning organization has certain traits or indicators, which can be used for the evaluation of IT companies. The authors have developed a methodology for the evaluation of learning IT companies, which has been approved during the experimental research: a case study. 102 programmers working for various Latvian IT companies participated in the study. The aim of the study: to analyse the IT companies where the research participants work, evaluating them as learning organizations, as well as to assess the informational awareness and knowledge of the programmers about the continuous professional development and career growth possibilities at the respective companies. Among the 19 indicators (traits) of evaluation of a learning organization, the following three traits are the most typical ones for the IT companies where the research participants are working: (1) friendly atmosphere and mutual support within a company, cooperation when working as a team, sharing their knowledge, skills, competencies and experience while performing their work duties; (2) a company is trying to ensure its sustainable development and competitive ability; (3) self-education and continuous learning of a company to improve its activity and to diversify the variety of the target groups along with a continuous improvement of its products and services.
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Santiago, Joana, Pedro O. Corda, and Margarida Fardilha. "Male infertility diagnostic laboratories during COVID-19 pandemic: development of a novel teaching/learning strategy." In Seventh International Conference on Higher Education Advances. Universitat Politècnica de València, 2021. http://dx.doi.org/10.4995/head21.2021.12889.
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Objective: To design and implement a laboratory teaching/learning strategy applied to male infertility diagnostic during COVID-19 pandemic. Methods: Seventy-five students attending Module 3 (M3): Male Infertility Diagnostic Laboratories, of curricular unit Laboratories in Biomedicine 5 were divided into 8 groups to reduce students’ number in class. M3 was organized in 2 Wet labs (WL; laboratory training) and 2 Dry labs (DL; theoretical-practical classes). At the end of M3, students completed a satisfaction survey. Results: Results showed that most students were satisfied with topics addressed, time dedicated outside the class, evaluation, and overall organization of WL and DL. The protocols provided and general conditions of WL were considered satisfactory. Only positive classifications were attributed to the learning goals, relevance of knowledge acquired, and opportunities to ask about evaluation. Qualitative data suggested that the dynamics, innovation, and organization of classes, allied to the knowledge and motivation of professors, provided the appropriate learning environment. Conclusions: The methodology implemented in M3 during COVID-19 pandemic represents a valid strategy to encourage and motivate students learning, stimulate teamwork, communication, and autonomy in the laboratory. Preparing dynamic, attractive, and motivating classes increases student's general satisfaction, improving the efficiency of the learning/teaching process.
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Hou VAT, Kam. "Integrating Industrial Practices in Software Development through Scenario-Based Design of PBL Activities: A Pedagogical Re-Organization." In InSITE 2006: Informing Science + IT Education Conference. Informing Science Institute, 2006. http://dx.doi.org/10.28945/2949.
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This paper investigates a pedagogic model appropriate to the integration of the industrial practices in software development into the learning activities of our undergraduate students, especially in the context of group-based project work. Specifically, we are interested in the potentialities of this model enhanced from the problem-based learning context, such that people collaborating in the peculiar scenario of project development, are empowered to be more sensitive and reflective of their learning experiences. Our discussion describes a practical framework of course enactment taking into account the suggestions of the latest curriculum guidelines stipulated in the final draft of the “Computing Curriculum - Software Engineering” created by the Joint Task Force on Computing Curricula of the IEEE Computer Society and the Association for Computing Machinery. Namely, software engineering education in the 21st century needs to move beyond the lecture format, and should consider the incorporation of a variety of teaching and learning approaches, one example of which includes the constructivist model of problem-based learning (PBL) considered as appropriate to supplement or even largely replace the lecture format in certain cases. In the paper, a pedagogical re-organization perspective is presented as a way to conduct teaching in the area of software engineering. In particular, the connotation of problem-based learning in the education of future software practitioners is explored from a teacher-researcher’s position, through the practice of action research. The paper concludes by emphasizing the contextualized learning scenarios involved in PBL, which have been observed to enable our students to experience the real-world practice of software development, and acquire valuable learning through teamwork that should remain with their future careers.