Tesis: "Team strategies"

1

Stewart, Robert Carl. "Team Member Selection Strategies". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4178.

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Business teams have been losing millions of dollars every year in cost and schedule over-runs from incomplete or failed projects. The purpose of this single case study was to explore the strategies that business managers use to determine team fit when selecting employees for assignment to cross-functional project teams. The participants for this study were 3 senior management personnel and a 6-member employee focus group, all from midsized, nonprofit organizations located within 200 miles of the tri-state region of Delaware, Maryland, and Virginia. The conceptual framework for this study was Werbel and Gilliland's theory of person-group fit, McCrae's and John's 5-factor model of personality, and Tuckman's theory of personality and group behaviors. Data collection was a triangulation of data from 3 sources: 3 semistructured interviews, a 6-member focus group, and a review of organizational documents. A manual thematic data analysis following the basic principles of Yin's 5-step data analysis process was first used to analyze the data, followed by a second analysis using a qualitative data analysis application. Three primary themes emerged from the data: the use of personality traits, the use of skills or job experience, and the importance of diversity were all evident as factors relating to team member selection strategies. A 4th emergent theme was leadership. The leadership theme was important in creating a positive team environment during the team implementation stage. One of the primary implications of social change could be a reduction in social biases and prejudices. As business managers and other employees learn to accept diversity among team members, they may carry these new social attitudes further into their personal lives.

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2

Waker, Lionel. "Enhancing information systems project team performance : team member selection strategies". Master's thesis, University of Cape Town, 2001. http://hdl.handle.net/11427/8760.

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Bibliography: leaves 104-109.
It is widely acknowledged that the information Systems (IS) industry suffers from a high failure rate with regards to IS development projects. Much of the effort to improve IS project performance has been focussed on technological issues. However, there is an increasing body of evidence that suggests that the nature of the problems facing the teams that are assigned to these projects is more sociological than technological. As the adoption and utilisation of teams becomes more prolific in the IS industry, it is becoming increasingly important to develop team composition methods that take the compatibility of team members into consideration. Many IS team member selection strategies are based primarily on the traditionally measurable skills of individuals. Yet, selecting a team in which the members have the appropriate skills does not guarantee that the individuals in the team will combine to form an effective and cohesive unit. Several team effectiveness models relating to sociological constructs have been developed in past research. These identify variables that have been predicted to inﬂuence the effectiveness of various types of teams. This research proposes a model that demonstrates the extent to which certain variables that have been identiﬁed in the literature inﬂuence the effectiveness of IS project teams. Through this assessment, it is possible to isolate the variables that have a signiﬁcant impact on IS team effectiveness, thereby highlighting some of the sociological issues that should be considered when selecting team members. The relationships in the model were tested through a questionnaire that was distributed amongst 33 Information Systems project teams. Individuals in 4 of the teams submitted incomplete responses, thereby yielding a ﬁnal sample of 29 teams comprising 163 individuals. Where possible, all questions were based on previously validated instruments. Initial construct validity was improved by removing 2 items from the questionnaire. Certain constructs were broken into 2 dimensions, yielding a set of constructs with reasonably high validity. All construct measures in the instrument were shown to be statistically reliable. It was found that certain variables did have a significant impact on the effectiveness of IS project teams. The predicted relationships that were supported were those between skill heterogeneity and IS team effectiveness, and between team role balance and IS team effectiveness. It was shown that individuals are more likely to combine to form an effective team if they are diverse in terms of their skills and abilities. The members should also fulﬁl team roles that combine to provide the team with a team role profile that is balanced. The levels of cohesion within the teams mediated the relationship between skill heterogeneity and IS team effectiveness. A strong correlation between cohesion and IS team effectiveness was demonstrated. One of the relationships in the research model that was not supported was that between background heterogeneity and IS team effectiveness. it was initially predicted that teams in which members displayed a diverse set of backgrounds, expertise, and experience would be more effective than those that did not. The diversity levels of these characteristics within IS project teams were shown to have no inﬂuence on the effectiveness of the teams. Past research in which the impact of background heterogeneity on team effectiveness has been examined has also yielded mixed results. It is recommended that future research examine this relationship more closely as an increasingly migrant global work force will ensure that this issue wilt be one of the key issues facing IS management in the future. It is also suggested that research into the area of IS team composition variables be speciﬁc to both the type of IS project being undertaken, and the lifecycle stage in which the project is operating.

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3

Kwaye, Alphonse Shefa. "Effective Strategies for Building Trust in Virtual Teams". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5740.

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Virtual teams often fail to achieve their objectives because virtual team leaders lack strategies for nurturing trust among dispersed team members. The purpose of this single case study was to explore strategies virtual team leaders in large corporate banks use to build trust among virtual team members. The population of this study included 6 virtual team leaders from a large corporate bank located in the northeast region of the United States. The interpersonal trust theory was the conceptual framework of this study. Data were collected via semistructured telephone interviews and review of company documents. The data analysis process included content analysis and thematic analysis for theme identification. Data analysis revealed four themes related to strategies that leaders of virtual teams can use to build trust among team members: reliable technology, effective communication, teamwork and participation, and respect for people and culture. A fifth theme emerged related to barriers to trust strategies. The implications for positive social change include the potential to improve work environments for virtual team members isolated because of the absence of a social context.

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4

Butchibabu, Abhizna. "Anticipatory communication strategies for human robot team coordination". Thesis, Massachusetts Institute of Technology, 2016. http://hdl.handle.net/1721.1/105597.

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Thesis: Ph. D., Massachusetts Institute of Technology, Department of Aeronautics and Astronautics, 2016.
Cataloged from PDF version of thesis. Page 131 blank.
Includes bibliographical references (pages 112-118).
Increasing prevalence of autonomous systems has generated interest in effective inclusion of robots as team members in many domains, especially where complex and safety-critical tasks must be performed. We envision a world where autonomous systems can be seamlessly integrated into high performing human teams. In order for team members to successfully work in concert to achieve a goal, the team must establish a common understanding of the task expectations and communicate effectively. In this dissertation , we drew inspiration from studies of effective human teamwork, which showed that best performing human teams exploit anticipatory coordination strategies (referred to as implicit coordination) to selectively communicate information based on the perceived needs of the other members in the team instead of requesting for information (referred to as explicit coordination). We elaborated upon prior characterizations of communication as implicit versus explicit by dividing implicit communication into two subtypes: (1) goal-based information (referred to as deliberative-implicit communication) and (2) status updates (referred to as reactive-implicit communication). Based on an empirical study conducted using 13 teams of 4 people working on a collaborative search-and-deliver task, we found that the best performing teams exhibited higher rates of deliberative communication than reactive communication compared to the worst-performing teams (p = 0.039). In other words, the best performing teams proactively shared goal-based information with their teammates. By gaining insight into how high-performing human teams communicate effectively, we developed a computational model using a Maximum Entropy Markov Model (MEMM) that selected the appropriate communication type (i.e., deliberative, reactive, explicit or no communication) for the autonomous agent using human teams' data. We showed that the MEMM model accuracy was high when the model was trained and tested using the best-performing teams' data (73.3%) and all 13 teams' data (92.3%) from the previously studied human-human teams. We further validated this model by assessing team performance in an empirical study where teams consisting of 2 human and 2 autonomous agent worked on a collaborative task. We compared the performance of teams with agents using the MEMM communication model to performance of teams with agents communicating using only deliberative-implicit communications or reactive-implicit communications. Results from this study showed that team performance with agents using the MEMM communication model was statistically better than team performance with agents using reactive-implicit communication model (p < 0.001) and deliberative communication model for the fastest five teams (p <0.001). We also found that mean task completion time for agent using the MEMM model was equivalent to the mean task completion time of human-human teams study within 95% confidence. For these reasons, we recommend that a human inspired communication model be further investigated and implemented in human robot teams meant to work in cooperation with human teammates. This is the first study to empirically demonstrate that teams consisting of humans and autonomous agents, where the agents were designed to emulate communication strategies of human teams, performs equally as well as teams with all humans.
by Abhizna Butchibabu.
Ph. D.

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5

Agbi, Rachel Oludolapo. "Leadership Communications Strategies for Enhancing Virtual Team Performance". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4900.

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The fast-growing trend of using virtual teams comes with challenges including the lack of knowledge by some virtual team leaders for managing virtual teams. The purpose of this single case study was to explore the communication strategies that leaders use to manage virtual teams in real time to enhance team performance. The sample was composed of 4 successful virtual team leaders of a multinational accounting firm whose headquarters is in the northeastern region of the United States of America. The conceptual framework that guided this study was Tuckman's small group developmental model. Data consisted of semistructured interviews and the review of archival company documents. The interview protocol, interview transcription, member checking, and methodological triangulation allowed for data reliability and validity. Five themes emerged regarding completion of the 4 stages (comprehension, synthesizing, theorizing, and recontextualizing) of data analysis: time synchronization, face-to-face interaction, continuous training, communication tools and frequency, and leadership training and development. The findings of this study could contribute to social change enhancing communication strategies used in virtual teams, which could result in higher employee satisfaction, which in turn could benefit the organizations and virtual employees, their families, and communities.

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6

Agbi, Rachel O. "Leadership Communications Strategies for Enhancing Virtual Team Performance". Thesis, Walden University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10748206.

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The fast-growing trend of using virtual teams comes with challenges including the lack of knowledge by some virtual team leaders for managing virtual teams. The purpose of this single case study was to explore the communication strategies that leaders use to manage virtual teams in real time to enhance team performance. The sample was composed of 4 successful virtual team leaders of a multinational accounting firm whose headquarters is in the northeastern region of the United States of America. The conceptual framework that guided this study was Tuckman’s small group developmental model. Data consisted of semistructured interviews and the review of archival company documents. The interview protocol, interview transcription, member checking, and methodological triangulation allowed for data reliability and validity. Five themes emerged regarding completion of the 4 stages (comprehension, synthesizing, theorizing, and recontextualizing) of data analysis: time synchronization, face-to-face interaction, continuous training, communication tools and frequency, and leadership training and development. The findings of this study could contribute to social change enhancing communication strategies used in virtual teams, which could result in higher employee satisfaction, which in turn could benefit the organizations and virtual employees, their families, and communities.

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7

Kuehn, Susan. "Exploring U.S. Business Leaders' Strategies for Enhancing Team Communication". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2410.

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Many senior project managers (PMs) and other business leaders lack effective strategies for enhancing communication among their team members, thereby reducing profitability and organizational cohesion. The purpose of this exploratory case study was to explore communication strategies used by 22 PMs who were members of a project manager professional (PMP) association in Colorado, with 5 or more years of relevant experience and who worked at a leading technology company recognized for its effective PM communication strategy for enhancing business-team communication. The conceptual framework for this study was built on interpersonal, mass communication and profound leadership theories. PMs were interviewed, and those interviews were audio taped and transcribed. Transcripts were then analyzed based on a process of theory development and emergent themes comparison and combination. Member checking and review of interview transcripts strengthened the dependability and reliability of the final interpretations. Several emergent themes were identified, relating to standardized project communication strategy, project team building, and emotional intelligence (EI). The findings from this study may influence positive social change by helping managers promote more efficient communication strategies within their business organizations. Implications may include an increase in jobs, capital investments, vibrant economic sustainability, and new business opportunities. By implementing a standardized project communication strategy, team building, and EI, PMs can enhance project communication.

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8

Bloom, Gordon. "Characteristics, knowledge, and strategies of expert team sport coaches". Thesis, University of Ottawa (Canada), 1997. http://hdl.handle.net/10393/9903.

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In-depth, open-ended interviews were conducted with 16 expert Canadian coaches from the team sports of basketball, volleyball, field hockey, and ice hockey. The purpose of the interviews was to better understand the perceptions of expert team sport coaches regarding the characteristics, knowledge, and strategies that operate within their profession, and then to conceptualize the relationships between these various elements. Interviews were transcribed verbatim, and the unstructured qualitative data were analyzed inductively following the procedures and techniques outlined by Cote, Salmela and Russell (1995b). This process allowed the meaning units of the interview transcripts to be grouped into 79 tags and then regrouped into 22 properties. Six categories emerged from the analysis: coach-centered processes, organization, training, competition, athlete-centered processes, and contextual factors. The coach-centered processes category included the coaches' characteristics, knowledge, and strategies about personal growth and development, and ways of nurturing this process through continuous learning. The tasks of organization, training, and competition were central to their profession, with organization representing the point of departure of the other two categories since it was the foundation for training competition. These coaches were more than just efficient organizers, they were also highly motivated individuals who understood the magnitude of effectively outlining a global perspective to their team and then having the players comply with this mission. Training was based upon coaches' characteristics, knowledge, and strategies in physical, tactical, and technical training. Competition was a continuation and testing of the training process and the coaches played an active, integral role during each component of pre-, during-, and post-competition. Athlete-centered processes related to how the coaches perceived and dealt with athletes in such areas as empowerment and personal development, and how they chose athletes whose characteristics were compatible with the team mission. Contextual factors, such as level of competition and job conditions, also altered the organization, training, and competition categories of coaching. This research shed insight on the pedagogical strategies of expert teachers in sport by demonstrating how their characteristics, knowledge, and strategies drove the other processes of coaching.

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9

Sperling, Brian Keith. "Information Sharing Strategies To Improve Team Mental Models In Complex Systems". Diss., Georgia Institute of Technology, 2005. http://hdl.handle.net/1853/6975.

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This thesis hypothesizes that providing task specific information to individual team members will improve coordination and decision-making, and therefore team performance, at time critical tasks. Major themes addressed in this research include teams and team processes, mental models, team mental models, work domain analysis, and hierarchical task analysis. Furthermore, the theory behind the development of complementary models is introduced. A unique method to identify the information sources and requirements in a complex team environment is first discussed in general and then specifically applied in two domains. The findings are presented of two experiments examining the effects of imposing different information distribution strategies that range from no complementariness to full complementariness of information. Team communication, team and individual task performance, workload, and timeliness and effectiveness of team decision making were assessed in nominal and off-nominal conditions. The first experiment used an automobile simulator and examined team navigation while driving. A second experiment was designed to incorporate additional measures to more specifically investigate individual performance, team workload, and clarity of information requirements using a UH-60 Black Hawk helicopter simulator. The procedures used for both experiments provided for dynamic yet controlled environments through which critical factors that influence team process and performance could be evaluated accurately. Results of these experiments provide empirical evidence that providing task relevant information to individual team members in a time critical environment, while limiting their access to non-relevant information, improves individual and team performance. Furthermore, there is evidence of increased individual performance that indicates this method of distributing information among team members may provide individual crewmembers with a more accurate task relevant mental model of their own environment. This research provides new insight into how the distribution of information among team members effects the development of mental models, information requirements, team and individual performance, and communications, and highlights several directions for future research. The information distribution design principles presented in this thesis address the heterogeneity of teams; teams cannot be thought of as groups of identical individuals. The results concerning the communication, workload, performance and team of mental models were consistent across the domains in this research.

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10

Wade, Kristina Nicole. "Communication Strategies to Motivate Virtual Team Members in the Banking Industry". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7347.

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Frontline managers in the banking industry support geographically dispersed employees and face significant obstacles in communicating effectively to motivate their virtual team members. The purpose of this multiple case study was to explore communication strategies frontline managers in the banking industry used to motivate virtual team members. Vroom's expectancy theory was the conceptual framework for the study. Participants consisted of 5 frontline banking managers in Michigan who had successfully implemented communication strategies to motivate virtual team members. Data were collected using face-to-face semistructured interviews, a review of company documents, and a review of company websites. Data were analyzed using thematic analysis following Yin's 5-step process of compiling, disassembling, reassembling, interpreting, and concluding the data. The 3 emergent themes were a clarification strategy, a technology strategy, and a motivation strategy. Frontline banking managers leading virtual teams might use the findings from this study to improve the clarity of their communications with team members, make effective use of technology in their communication strategy, motivate team members through consistent messaging, and offer adequate rewards and facilitating peer competition among team members. The implications of this study for positive social change include the potential for frontline banking managers to improve job satisfaction and motivation among virtual team members, resulting in higher employment rates, improved local economic stability, and enhanced rapport and volunteerism within their local communities.

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11

Stauble, Diane Franz. "Mental preparation strategies of team-sport athletes: A preliminary investigation". CSUSB ScholarWorks, 1986. https://scholarworks.lib.csusb.edu/etd-project/384.

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12

Hurley, Jeb Stephen. "Engagement Strategies for Catalyzing IT Sales Team Performance in Asia". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3784.

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Sales leaders who can foster sales team engagement drive an organization's sales performance. Some information technology sales leaders lack team engagement strategies that support revenue results above market growth rates. The purpose of this qualitative, single-case study was to explore the team engagement strategies of 6 sales leaders, in various offices in the Asia-Pacific region of a single, public information technology company, who demonstrated the ability to support year-on-year revenue results above market growth rates. Participants demonstrated the ability to foster team engagement and consistently deliver year-on-year revenue results above market growth rates. The conceptual framework for this study was self-determination theory, a macro theory of motivation. Data collection included semistructured interviews with the sales leaders and a review of company documents, including sales plans, sales results by country, and training and recognition programs. Data analysis included keyword coding, category development, and theme identification. Three themes emerged: using extrinsic motivators, activating intrinsic motivators, and catalyzing team engagement. Extrinsic motivators included both tangible and intangible rewards. Intrinsic motivators included encouraging sales team autonomy, developing sales team competence, and fostering sales team relatedness. Implications for positive social change include providing organizations with engagement strategies that sales leaders could use to offer better employee work-life experiences. When sales leaders improve sales team engagement, team members experience psychological benefits, which may enhance the quality of their personal lives as well as the quality of life for members of their families and communities.

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13

Wani, John Rubena. "Project Managers’ Communication Strategies for Team Collaboration in Software Development". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7769.

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Effective communication among team members in software development projects is increasingly significant for the success of the project. Successful software projects are the catalyst for achieving profitability objectives and creating shareholder value in organizations. The purpose of this single case study was to investigate communication strategies information technology (IT) project managers used for successful team collaboration in software development. The population for this study comprised senior IT project managers. The project managers had supervision responsibilities from a midsized IT company in Alberta, Canada. The sociotechnical theory guided this study as the conceptual framework. Data were collected from semistructured interviews with 13 senior IT project managers on their experiences using effective communication strategies for team collaboration. A review of 11 company documents was conducted. Using methodological triangulation and member checking of original interview transcripts served to establish the trustworthiness of final interpretations. Through thematic analysis, 4 significant themes emerged from the study: effective communication, attributes of communication, the importance of social and emotional intelligence, and the impact of postwork activities for team collaboration. The findings of this study might bring about positive change by supporting senior project managers use of communication strategies for team collaborations in midsize IT companies to increase job satisfaction and project completion.

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14

Haley, Roderick A. "Traits and Management Strategies Attributed to the Success of Virtual-team Leaders". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5713.

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Abstract The rapid advances in technology and the globalization of the economy have led corporate leaders to invest heavily in virtual teams to increase their global coverage. The problem in this phenomenological study was that many organizational leaders do not understand the extent to which they need to manage virtual teams differently from traditional, face-to-face teams. This is significant, because due to geographical differences and possibly cultural differences, virtual teams require various modes of communication. The purpose of this study was to explore and describe the lived experiences of effective virtual-team leaders and the operational strategies employed to lead them. The answer to the research questions included strategies that virtual-team leaders applied to make their teams successful. The conceptual framework was comprised of the theories of transformational leadership and leader-member exchange. Data collection took place through open-ended interviews with 20 virtual-team leaders. Moustakas' modified version of the van Kaam analysis method was used to code and organize the data. The interview data were classified into common themes to provide a better understanding of the participants' perceptions and experiences. The results indicated that the primary virtual team challenges were communication and face-to-face connections. The strategies for managing these challenges included more open and scheduled communication, making sure the team members know their roles and responsibilities, and clear and concise goals and objectives from the virtual-team leaders. The implication for positive social change is that the effectiveness of virtual-team leaders may improve thus benefiting management, employees, and customers.

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15

Duruk, Mert y Ekin Topcu. "The Hidden Ingredients of Team Performance : A conceptual model for emotional intelligence, self-leadership and team performance". Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-84464.

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Due to globalization and increasing complexity within the business environment, teams have become a way of life for many organizations in order to generate higher performance and sustain competitive advantage. Organizations, however, may fail to fully benefit from teams despite all the investment and efforts that they make. Herein, we believe that a possible way to cope with these failures might be establishing an understanding that individuals’, particularly team members’ need for autonomy within teams through accomplishing self-discipline and managing their emotions and behaviors. Therefore, our purpose in this study is to investigate the relationship between individuals’ emotional intelligence and their self-leadership ability in the context of team performance. In line with this purpose, we find plausible to employ conceptual research approach in order to build an integrated and logical model, with proposed hypotheses, which could be used as a departure point for the researchers and their empirical studies in the future. Through this model, we argue that individuals’ emotional intelligence has a positive impact on the self-leadership ability and its three strategies, which are behavior focus strategy, natural reward strategy, and constructive thought patterns strategy, by managing and regulating one’s own and other’s emotions. Hence, as suggested, the association of emotional intelligence and self-leadership can influence team communication, team trust, team learning and team creativity positively thus it may enhance the overall team performance.

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16

Winsberg, Max. "Player Compensation and Team Performance: Salary Cap Allocation Strategies across the NFL". Scholarship @ Claremont, 2015. http://scholarship.claremont.edu/cmc_theses/1006.

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The National Football League’s salary cap constrains the available resources each franchise is allotted to spend on player personnel. I examine the effects of executive management’s compensation allocation strategies on team performance from 2006 to 2013. The findings suggest that spending more than the league-average on offensive lineman hurts overall team performance. Spending above the league average on both the offensive line and quarterback positions negatively affects offensive performance as well. This supports previous research stating that taking a superstar-approach to cap distribution negatively affects team performance. Furthermore, I find evidence of increased compensation inequality among players under the Collective Bargaining Agreement of 2011 compared to that of 1993.

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17

Walker, Raquel Maria. "Improving Perinatal Team Communication to Decrease Patient Harm With Team Strategies and Tools to Enhance Performance and Patient Safety Training". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3265.

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During childbirth, multiple providers deliver care at the bedside that requires optimal teamwork and communication to prevent patient harm. The complexity of caring for obstetrical patient demands a well-coordinated team to relay information and respond to conditions that can change quickly during childbirth. A patient safety strategy to prevent perinatal harm is Team Strategies and Tools to Enhance Performance and Patient Safety (TeamSTEPPS) training. TeamSTEPPS is an evidence-based program based on crew resource management (CRM) principles developed in the aviation and military industries. This process improvement project used the Plan-Do-Study-Act framework and Kotter's change theory to implement TeamSTEPPS training after an increase in patient safety events from 2014 to 2016. A convenience sample of 200 physicians, nurses, respiratory therapists, scrub techs, and patient care techs from perinatal units completed the training in a community hospital setting. The Teamwork Perceptions Questionnaire administered pre- and posttraining show a statistical improvement in teamwork, communication, and situational awareness among nursing staff that correlated with a decrease in safety events. Project limitations include lack of a control group for comparison and lack of physician involvement with training. The positive social impact of TeamSTEPPS training is the decrease in maternal and newborn adverse events surrounding childbirth due to perinatal teams using CRM principles. Over the long term, TeamSTEPPs training may become the standard team training method to improve birth outcomes and support the establishment of a patient safety culture, which may be replicated in perinatal centers around the world.

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18

Mims, Tina C. "Innovation Teams: an Empirical Examination of the Relationship of Team Climate and Development Strategies in Consumer Packaged Goods Industries". Thesis, University of North Texas, 2013. https://digital.library.unt.edu/ark:/67531/metadc500039/.

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Companies’ new primary source for sustainable revenue growth comes from creating new innovations, rather than from mergers and acquisitions. Companies are finding it difficult to align internal support for the innovative creativity of teams with standard operating procedures. This research aims to discover how innovative teams contribute to forming development strategies that CPG firms use to create new products. Dimensions of the Theory of Team Climate in Innovation (TTCI) offer insight on the dimensions of development strategy. Specifically, by integrating the theories, a proposed model identifies the innovation team’s impact on the firm’s development strategies. Such understanding has the potential to increase firm profits, lower innovation costs, increase innovation speed, and support innovation training. To empirically test this model, employees responsible for product development in the consumer packaged goods (CPG) industries were surveyed. Structural modeling techniques were used to analyze the data. Findings indicate support for using TTCI to explain the compressed development strategy. Theoretical contributions include: 1) extending TTCI and its associated measures into tangible products industries, 2) refining and adding to TTCI measures, 3) extending the development strategies theory into tangible products industries, and 4) adding to the measures for development strategy. Future research appears fertile for methods and measures used in this study, and managers in CPG will benefit from an enhanced understanding of how to better structure innovation teams in alignment with a firm’s development strategy.

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19

Guerra, Nichole. "E-leadership and Leader-Member Exchange Strategies for Increasing Nonprofit Virtual Team Productivity". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4447.

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Nonprofit leaders often place new employees with little experience in challenging virtual team settings, where they are expected to meet increased service demands. Productivity failures reported in the 2015 State of the Nonprofit Sector survey revealed that 76% of U.S. nonprofit agencies experienced increased demand for services in 2014, while 52% were unable to meet those demands. Based on the e-leadership and leader-member exchange (LMX) theories, the purpose of this descriptive, single case study was to identify the leadership strategies used by nonprofit midlevel supervisors to increase productivity of virtual teams containing new employees in Colorado. A purposeful sampling method facilitated identification of participants who had experience using successful leadership strategies to increase virtual team productivity. Data were collected through face-to-face semistructured interviews with 6 virtual team leaders and the review of organizational documents that contained weekly, executive leadership minutes over a period of 25 months. Data were analyzed using thematic analysis and word frequency searches. Three themes emerged related to increasing virtual team productivity: formal and informal staff support improved productivity, cohesive team dynamics improved productivity, and effective virtual staff mobility facilitated fieldwork. Human service nonprofit leaders who are proficient with virtual team leadership strategies could increase team productivity and meaningfully advance the use of virtual teams across the industry. Increasing nonprofit, virtual team productivity contributes to social change by meeting increased service demands in underserved communities and enhancing nonprofit employees' work experiences for continued support of the nonprofit mission.

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20

Tolliver, Matthew, Jodi Polaha, Gayatri Jaishankar, Freda Campbell y Lauren Selzer. "Be a Champion! Practical Strategies to Improve Your Practice Using Implementation Science". Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/8855.

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This presentation will feature real world implementation examples from a seasoned interprofessional team working in a high needs primary care clinic. In Part 1 of our session (approx. 30 minutes), we will define implementation science and familiarize the audience with the EPIS framework (Aarons, Hurlburt, & Horwitz, 2011). We will also describe champion teams as a practical and efficient way to conduct implementation science on the clinic level. Part 2 of our session (approx. 30 min) will be dedicated to translating concepts learned in Part 1 to audience members' personal work via individual worksheets, small and large group discussion, and a question and answer period. Additionally, participants will gain access to an electronic toolkit with relevant articles, worksheets and materials to and build on ideas generated during the session and support their project implementation after the conference.

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21

Finch, Susan. "Comparison of team and individuals, male and female athletes' potential for burnout, and coping strategies". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape8/PQDD_0020/MQ54988.pdf.

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22

Bussey, Jennifer Amy. "The Implications of National Culture on American Knowledge Work Teams: A Model of a Collaborative Corporate Culture to Support Team Functioning". Thesis, University of North Texas, 1999. https://digital.library.unt.edu/ark:/67531/metadc2257/.

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In order to remain competitive, many American businesses implement team-based work strategies. In many cases, however, teams fail in American organizations, which may be in part due to a conflict between American culture and the cooperative environment necessary for teams to function effectively. By comparing the literature regarding American culture, challenges faced by teams, and then corporate culture, it becomes evident that there are aspects of American culture that pose challenges but also that an appropriate corporate culture can mediate some areas of incompatibility. A collaborative corporate culture can induce cooperation among employees without asking employees to work in a manner that is counterintuitive, thus gaining the benefits of teams.

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23

Brizay, Stephany. "Creation of a Team Brand with Individual Athletes on Social Media: An Exploratory Case Study of the FAB_IV". Thesis, Université d'Ottawa / University of Ottawa, 2018. http://hdl.handle.net/10393/37704.

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The purpose of this research was to understand the creation of a brand composed of four individual elite athletes and how stakeholders involved used social media to co-create the brand. The study examined the unique context of the FAB_IV; four individuals divers branded as a team. Semi-structured interviews were performed with participants from Diving Canada, its athletes, member of the COC and sponsors. The sample was built through a purposeful and snowball sampling method that added to stakeholders identified from the literature. Archival data of organizational documents, FAB_IV microsite, social media accounts, news outlet content and online content were also gathered in order to complement the data from the interviews. The deductive and inductive data analysis highlighted four main themes: brand strategies and implementation - sponsorship and sponsorship activation - media and fan interest - stakeholder’s relationship. Specifically regarding social media, the research showed that in order to use social media as a brand co-creation tool, organizations and athletes need to have a strategy in place, use them with consistency and be creative in what they publish. Additionally, fostering relationships with followers was identified as a key contributor of building a brand on social media. Researchers and future researches should focus on organizations who, along with their stakeholders, are using social media as the main tool to co-create their brand. Moreover, having the fan or follower perspective, when doing a research pertaining to brand and value co-creation on social media, would also be a possible avenue for future researches.

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Gilbert, Wade D. "Connected cycles of reflection, the experiential learning process used by youth team sport coaches to develop coaching strategies". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0017/NQ46551.pdf.

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Nonkonana, Thulisa Gloria. "Strategies used by the School Management Team in managing learners’ late coming in a Cape Town high school". Thesis, Cape Peninsula University of Technology, 2020. http://hdl.handle.net/20.500.11838/3039.

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Thesis (MEd (Education))--Cape Peninsula University of Technology, 2020
This study explored the strategies used by the School Management Team (SMT) in managing the late coming of learners in a Cape Town school in relation to the Department of Education policy on late coming of learners. The need for this study has its origin in the current difficulties the school is experiencing in managing late coming of learners despite the existence of the Department of Education’s policy on late coming. The data was collected from 7 members of the School Management Team, 3 parents and 3 learners from the school, and was collected using semi-structured interviews. Results firstly confirmed some of the findings from the literature concerning the causes of learners’ late coming which include transport, gangsterism, parents leaving their homes very early for work and child headed homes. The SMT members, learners and parents had limited knowledge of the Education Department’s policy on late coming and, more particularly, the circular on late coming, and this was found to be the main barrier for the school in managing the late coming of learners. The SMT was inadequately capacitated in dealing with the challenges of late coming. Poor communication between the parents and the teachers was also evident in the study. Finally, the study made a number of recommendations regarding how the school could manage its challenges on late coming of learners.

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26

Gilbert, Wade. "Connected cycles of reflection: The experiential learning process used by youth team sport coaches to develop coaching strategies". Thesis, University of Ottawa (Canada), 1999. http://hdl.handle.net/10393/8674.

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The purpose of the present study was to describe the process of how youth team sport coaches develop knowledge for coaching through experience. Schon's (1983; 1987) experiential learning theory of reflective practice was used as a conceptual guide. The research design included two focus groups (a pre-study) and multiple-case studies (Yin, 1994). Six coaches of competitive youth team sport comprised the case studies; three in soccer and three in ice hockey. Case study sources of evidence included background interviews, documents, observations combined with video and audio recording, on-site interviews, interval summary interviews, and member check interviews. Data were collected over an entire playing season with each coach. Guided by the case study analytic strategy of relying on theoretical propositions, five methods of qualitative data analysis were used: memos, coding, data displays, interim case summaries, and electronic text searches (Kelle, 1995; Maxwell, 1996; Miles & Huberman, 1994; Yin, 1994). The experiential learning process found in the case studies comprised six components: (a) coaching issues, (b) role frames, (c) issue setting, (d) strategy generation, (e) experimentation, and (d) evaluation. The latter four components comprised a cycle of reflection, referred to as a reflective conversation. Each coach's personal role frame, or approach to coaching, bracketed the reflective conversation, and coaching issues provided the impetus for reflection. The process of identifying an issue, and deciding why it was an issue, is referred to as issue setting. Issue setting included three options: other, peer, and self. Issue setting was proceeded by the strategy generation stage. Six options for generating coaching strategies were found. Three were dependent on coaching peers: advice seeking, joint construction, and reflective transformation. The other three were independent of coaching peers: coaching materials, creative thought, and coaching repertoire. After one or more strategies were generated, an experiment was conducted (real world and/or virtual world). An experiment's effectiveness at resolving a coaching issue was then evaluated. Three options were found at the evaluation stage: other, peer, and self. Once an experiment was evaluated, a coach would either exit the reflective conversation because the issue was resolved or considered unworthy of further reflection, or return immediately to the strategy generation stage to continue the reflective conversation. The selection of options at each stage in a reflective conversation was influenced by four conditions: (a) access to peers, (b) stage of learning, (c) issue characteristics, and (d) environment. The present study provides a first step towards unpacking the frequently cited conclusion that coaches learn through experience. Perhaps the study's most notable contribution to the field of coaching is not the empirically based confirmation that coaches do indeed learn through experience, but an explanation of how coaches learn through experience. Furthermore, when the findings are used to examine other coaching studies, the reflective conversation appears to be valid in other coaching contexts. However, additional research is needed to explore the transferability of the results, and the validity of an experiential learning theory for coaches.

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Dourado, Luciana Oliveira Cascaes. "Predição do sucesso da cirurgia de revascularização miocárdica em pacientes com coronariopatia difusa: a contribuição do heart team". Universidade de São Paulo, 2015. http://www.teses.usp.br/teses/disponiveis/5/5131/tde-11082015-162321/.

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Introdução: O papel do heart team tem se tornado importante na avaliação e estratégia terapêutica de pacientes portadores de cardiopatias complexas, como a doença arterial coronariana (DAC) difusa. Nos pacientes com indicação de cirurgia de revascularização miocárdica (CRM), não existem, até o momento, dados que avaliem o papel do heart team na definição da melhor estratégia cirúrgica em pacientes com DAC difusa. Objetivo: O objetivo primário foi determinar a contribuição do heart team na predição do sucesso da CRM em pacientes com DAC difusa grave. Os objetivos secundários foram determinar o grau de concordância entre as avaliações dos examinadores quanto à estratégia de CRM, determinar a sensibilidade e a especificidade do heart team na predição de sucesso da CRM comparada à avaliação dos especialistas individualmente e determinar a taxa de oclusão dos enxertos arteriais e venosos em cada território coronariano. Métodos: Análise retrospectiva de dados coletados prospectivamente no \"Estudo multicêntrico randomizado de terapia celular em cardiopatias - doença isquêmica do coração\", no qual pacientes com portadores de DAC grave e difusa submetidos à CRM foram incluídos. A chance de sucesso da CRM em cada território coronariano com indicação anatômica de intervenção foi determinada por meio de uma escala proposta pelos autores com base na coronariografia pré-operatória. Definiu-se sucesso cirúrgico como a presença de pelo menos um enxerto pérvio por território coronariano nas coronariografias realizadas um ano após a CRM. As taxas de sucesso antecipadas pelo heart team e seus componentes separadamente foram comparadas com as taxas de sucesso observadas. Resultados: Incluíramse 57 pacientes (89,5% com padrão obstrutivo triarterial). Foram realizados 131 enxertos com taxa de oclusão geral de 19,1%, independentemente do tipo ou local implantado. A taxa de oclusão no território do ramo interventricular anterior (RIVA) foi observada em 13,7% dos casos vs. 25,9% no território não RIVA (P=0,08). Houve significativa menor oclusão dos enxertos arteriais (8,0%) quando comparados aos enxertos venosos (25,9%; P=0,01). Foi observada uma tendência à menor taxa de oclusão dos enxertos arteriais (7,0%) no território do RIVA em relação aos venosos (23,3%) no mesmo território (P=0,05); por outro lado, não houve diferença significativa entre as taxas de oclusão de enxertos arteriais (14,3%) e venosos (27,5%) no território não RIVA (P=0,5). O uso de enxerto venoso foi o único fator preditor independente para oclusão de enxerto (razão de chance = 4,02). Foram avaliados pelos examinadores 154 territórios, dentre os quais 53 no território RIVA, 48 no território do ramo circunflexo (CX) e 53 no território da artéria coronária direita (ACD). Dos 100 territórios tratados com enxerto vascular, 85 estavam protegidos um ano após a CRM, sendo 43 no território do RIVA, 23 no território do RCX e 19 no território da ACD. O grau de concordância entre os examinadores foi de razoável a moderado (? variando de 0,20 a 0,46). O heart team apresentou acurácia na predição de xix sucesso da CRM de 74,9%, sensibilidade de 63,6%, especificidade de 75,8%, valor preditivo positivo (VPP) de 75,6% e valor preditivo negativo (VPN) de 62,7%. Conclusão: O heart team contribuiu com boa acurácia, bom VPP e razoável VPN na predição de sucesso da CRM em pacientes com DAC difusa. O grau de concordância entre os examinadores para a estratégia de revascularização miocárdica foi de razoável a moderado. O heart team apresentou maior especificidade e menor sensibilidade na predição de sucesso da CRM quando comparado aos especialistas. A taxa de oclusão de enxertos arteriais em um ano foi significativamente menor que a dos venosos, entretanto, não houve diferença significativa entre a taxa de oclusão de enxertos em geral entre os territórios RIVA e não RIVA, e entre a taxa de oclusão de enxertos arteriais e venosos nos territórios RIVA e não
Introduction: The role of the heart team has become important in the assessment and therapeutic strategy of patients with complex cardiovascular conditions, such as diffuse coronary artery disease (CAD). In patients referred for coronary artery bypass grafting (CABG), there are no data evaluating the role of the heart team to define the best surgical strategy in patients with diffuse CAD. Objective: The primary objective was to determine the contribution of the heart team in predicting the success of CABG in patients with severe diffuse CAD. Secondary objectives were to determine the degree of agreement between the evaluations of the examiners on the CABG strategy, determine the sensitivity and specificity of the heart team evaluation in the prediction of CABG success compared to the experts´ individually and determine the rate of occlusion of arterial grafts and vein in each coronary territory. Methods: Retrospective analysis of prospectively collected data on \"Randomized multicenter study of cell therapy in heart diseases - ischemic heart disease,\" in which patients suffering from severe and diffuse CAD undergoing CABG were included. The chance of CABG success in each coronary territory with anatomical indication of intervention was determined by a scale proposed by the authors, based on preoperative coronary angiography. Surgical success was defined as the presence of at least one graft patency in coronary territory documented by coronary angiography performed one year after CABG. The anticipated heart team\'s and the experts\' success rates were compared with the success rates observed. Results: The study comprised 57 patients (89.5% with three-vessel obstructive pattern). 131 grafts were performed under general occlusion rate of 19.1%, regardless of the graft type or its location. The occlusion rate in the the left anterior descending artery (LAD) territory was observed in 13.7% of cases vs. 25.9% in the non-LAD territory (P = 0.08). There was a significant lower occlusion rate of arterial grafts (8.0%) when compared to venous grafts (25.9%; P = 0.01). A tendency to lower occlusion rate of arterial grafts was observed (7.0%) in the LAD territory compared to venous (23.3%) in the same territory (P = 0.05); on the other hand, there was no significant difference between arterial grafts occlusion rates (14.3%) and venous (27.5%) in the non-LAD territory (P = 0.5). The use of venous graft was the only independent predictor of graft occlusion (odds ratio = 4.02). The examiners evaluated 154 territories, of which 53 in the LAD territory, 48 in the left circumflex coronary artery (LCX) territory and 53 in the right coronary artery (RCA) territory. Among the 100 territories that were grafted, 85 were protected one year after CABG (43 in the territory of RIVA, 23 in the territory of the LCX and 19 within the ACD). The degree of agreement between the examiners was reasonable to moderate (k ranging from 0.20 to 0.46). The heart team presented 74.9% of accuracy in predicting CABG success, 63.6% of sensibility, 75.8% of specificity, 75.6% of positive predictive value (PPV) and 62.7% of negative predictive value (NPV). Conclusion: The heart team contributed with good accuracy, good PPV and reasonable NPV in the prediction of CABG success in patients with diffuse CAD. The degree of agreement between the examiners for myocardial revascularization strategy was reasonable to moderate. The heart team presented higher specificity and lower sensitivity in the prediction of CABG success when compared to experts separately. The arterial grafts occlusion rate in one year was significantly lower than the venous\' rate, however, there was no significant difference between the overall graft occlusion rate between LAD and non-LAD territories, and between the arterial and venous graft occlusion rate in the LAD and non-LAD territories

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McCarthy, John Matthew. "How do master football coaches develop team confidence?: a study of strategies and conceptualizations in the psychology of collective-efficacy". Thesis, Boston University, 2004. https://hdl.handle.net/2144/32797.

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Thesis (Ed.D.)--Boston University
PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you.
Bandura (1986,1997) asserts that a group's belief in its members' co-joint abilities, or its collective-efficacy, influences the degree to which that group seeks challenging goals, puts forth effort, and persists in the face of adversity. Group leaders serve important functions in the development of successful groups (Yalom, 1995). Since successful coaches are able to consistently demonstrate the ability to mold a group of individuals into a winning team, it is important to understand what methods coaches employ to develop team confidence. The purpose of this study was to understand how master football coaches develop team confidence. The participants for this interview-based, qualitative study included twenty "master" football coaches (6 professional and 14 collegiate). Criteria for inclusion were as follows: each participant had been a head football coach for at least ten years, and had a consistent record of success. Seventeen of the twenty had achieved success with three or more different teams. The findings reveal that these coaches employ a wealth of psychological strategies in different situations to enhance the development of team confidence. Their selective deployment of these strategies takes place throughout a series of developmental tasks, here described as the "Team Confidence Cycle." This includes seven key tasks: 1. Set the Course, 2. Create a Confidence Environment, 3. Promote Mastery, 4. Get Them to Perform, 5. Assess Performance, 6. Stay the Course and 7. Maintain High Performance. In the interviews the coaches revealed that team confidence was essential to their view of how teams achieve success. The constructs of team confidence and success were considered closely intertwined. Promoting mastery experiences, therefore, was primary among those strategies used by the master coaches to build team confidence. A second key strategy was that they pointed out successful experiences to their team(s). These coaches thus placed the greatest importance on "demonstrating ability" and then ensuring that improvement was noted. These findings are in accordance with Bandura (1997). Implications for coaches, especially of youth sport, are outlined in the final chapter.
2031-01-01

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Grande, Pardo Carmen. "Using Converging Methods to Reveal Hidden Systems-based Coaching Decisions and Interventions in Sports to Improve Team Performance". The Ohio State University, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=osu1593447278453819.

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Madden, Jennifer R. "The Collaboration Blueprint: Designing and Building Effective Strategies for Innovation and Rejuvenative Collaboration". Case Western Reserve University School of Graduate Studies / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=case1427799769.

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31

Ahiafor, Akorfa. "Strategies for Mitigating the Effects of Crisis in Microfinance Institutions in Ghana". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7362.

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Ghana has experienced an unprecedented failure of microfinance institutions. Within a period of 8 years from 2011 to 2019, the Bank of Ghana has revoked the license of over 489 microfinance institutions. The purpose of the exploratory multiple case study was to explore strategies that microfinance managers apply to mitigate the effects of crisis to remain sustainable. The targeted population was composed of owner-managers from 6 microfinance companies in Ghana and 6 consultants who overcame the microfinance crisis and remained in practice. The situational crisis communication theory and the team leadership model were the conceptual frameworks for this study. Methodological triangulation was used to support the review and analysis of data from structured interviews, focus group discussions, and relevant company documents. Data were analyzed using NVivo to provide alphanumeric coding, and thematic analysis was used to support the identification of themes and subthemes, which were organized and linked to the crisis phenomenon to identify the 5 emerged themes: governance, communication, fundraising, cost reduction, and business model strategies. The study findings may contribute to social change by building confidence in the financial system, making microfinance services available to the lower end market. There may be more historical crisis effect mitigation strategies and evidence available to practitioners, entrepreneurs leading to job creation and sustainable businesses globally. These findings could provide insights for business leaders, owners-managers, the board of directors, practitioners and regulatory bodies to develop strategies to help their institutions survive in crises.

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32

Panyam, Sinta. "The Adoption of Social Media in Nonprofit Organizations : The Case Study of the United Nations Country Team in Thailand". Thesis, Uppsala universitet, Medier och kommunikation, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-233748.

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The study examines the role of social media in non-profit organizations using the case study from the United Nations Development Programme (UNDP) in Thailand Country office. As Social media become a significant channel to raise the visibility and promote the work of the organization. The focus of this research examines what drives organizations adopting social media through a model built round four key factors, 1.) The importance of social media, 2.) The impact to image of the organization, 3.) Communication strategies and, 4.) Characteristics of content on social media channels. The research aims to analyze mediums that affect the behavioral transformation of the four factors by integrated with the existing theoretical perspectives. The research was conducted in the UNDP country office social media channels mainly on Facebook from December 2013 to February 2014, using content analysis and interviewing as main methods. With the adoption of social media, the main conclusion of the study: gradually impact of social media in the enhancement of NGOs images, the changes in the construction of the content, the popularity of the themes in social media influenced by the domestic environments in the country and yet a substantial potential of social media in organizational advocacy.

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Saiz, Carolina Del Carmen. "Opportunities for Conversion to More Sustainable Practices by Houses of Worship through Team Performance Enhancing Strategies that Include Leadership with Facilitative Skills". Antioch University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1471352747.

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Morin, Lucie. "Mental practice and goal-setting as transfer of training strategies, their influence on self-efficacy and task performance of team leaders in an organizational setting". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp03/NQ35259.pdf.

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Xoxo, Thabo Daniel. "A study of psychological intervention strategies used by national soccer coaches for male teams in South Africa". Thesis, University of Fort Hare, 2013. http://hdl.handle.net/10353/d1006883.

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The purpose of the current study was to examine the Psychological Intervention Strategies (PIS) that are used by coaches for male soccer teams in South Africa to enhance the performance of the national soccer teams. National soccer coaches for male teams (n = 4) completed a questionnaire and attended in-depth interview. Results from both the questionnaire and in-depth interview revealed a lack of knowledge of PIS which was further supported by the data from the analysis. While some of the coaches did not utilise goal setting and relaxation in their coaching responsibilities, the current results further show that these soccer coaches do not utilise mental imagery as well. These results suggest that the SAFA soccer coaches could not integrate PIS in the coaching. Although the results cannot be generalised there is evidence that the SAFA trained soccer coaches demonstrate inadequacy in using PIS in their soccer coaching. The study finds that soccer coaches are psychologically under-prepared for their arduous task of soccer coaching. By implication the players are also mentally under-prepared that they cannot face their peers competitively. Current studies point to this psychological preparedness as the psychological momentum.

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36

Kerivel, Thibault. "Une analyse longitudinale et multiniveau de la construction de la coordination interpersonnelle : le cas d'un centre de formation de football professionnel". Thesis, Brest, 2019. http://www.theses.fr/2019BRES0035/document.

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En cherchant à répondre à la question centrale de la différence entre les équipes d’experts et les équipes expertes (Fiore et Salas, 2006), la recherche en sciences du travail et en sciences du sport a montré que la simple association d’individus experts ne suffisait pas à produire des performances collectives (Sève, Bourbousson, Poizat et Saury, 2009). Toutefois les études engagées sur ce thème ne permettent pas de répondre directement à la problématique de la construction de l’expertise collective (Bourbousson et al., 2008 ; Bourbousson et Sève, 2010 ; Eccles et Tenenbaum, 2004). Notre travail de thèse a pour objectif de répondre à cette problématique par l’analyse de la construction de la coordination interpersonnelle entre des footballeurs d’une même équipe, au sein d’un centre de formation professionnel. En respectant une démarche naturaliste, nous avons mis en place une méthodologie qualitative (non invasive à partir d’entretiens d’autoconfrontation et semi-directifs, et de notes ethnographiques), longitudinale (22 mois de suivi) et multiniveau (une analyse du dispositif de formation, de l’activité des formateurs et une analyse de l’activité des joueurs en situation). Les résultats sont présentés en trois chapitres : 1) l’étude de l’évolution des consciences collectives de la situation (Endsely, 1995), 2) les différents processus d’apprentissage collectif mobilisés par les joueurs au cours des 6 sessions de formation ; 3) l’influence du dispositif de formation et de l’activité des formateurs sur l’activité des joueurs en situation. Nos résultats ont été discutés au regard de la littérature des sciences du sport et de la psychologie ergonomique. Finalement notre travail de thèse propose des avancées méthodologiques, conceptuelles et pratiques
In order to answer the main question about the difference between a team of experts and an expert team (Fiore et Salas, 2006), research in work sciences and sport sciences showed that the association of expert individuals was not sufficient to produce collective performances (Sève, Bourbousson, Poizat et Saury, 2009). However, the present studies on this theme do not allow to answer directly the question of collective expertise construction (Bourbousson et al., 2008; Bourbousson et Sève, 2010; Eccles et Tenenbaum, 2004). Our thesis work aims to answer this question through the analysis of interpersonal coordination construction between football players in a team, within a professional training center. With a naturalist approach, we created a methodology which is qualitative (non-invasive with autoconfrontation semi-guided interviews, and ethnographic notes), longitudinal (22 months followup) and multi-level (analysis of the training plan, of trainers’ activity and analysis of players activity).Results are exposed in three chapters: 1) study of the evolution of the group awareness regarding thesituation (Endsely, 1995), 2) the different collective training processes mobilized by players during the 6 training sessions; 3) the influence of training plan and trainers’ activity on players activity in situation.Our results have been discussed in relation with literature in sport sciences and ergonomic psychology. Finally, our thesis work offers methodologic, conceptual and practical advances

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Zoogah, Baniyelme David. "Alliance mental models and strategic alliance team effectiveness". The Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc_num=osu1148569488.

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Witsø, Steinar Bukve. "International Networking Strategies in Academic Spin-off Companies : A study of international network building processes and the roles of the top management team and board in influencing internationalization speed and international network range". Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for industriell økonomi og teknologiledelse, 2014. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-26134.

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AbstractPurpose – International Entrepreneurship (IE) is a new field of multi-disciplinary enquiry that has its roots in studying the fascinating phenomenon of the emergence of born globals. These small- and medium sized firms internationalize at or near their founding and represent a growing number of entrepreneurial firms. A considerable number of born globals are spin-offs which utilize technology originally developed in academic institutions. Academic spin-offs (ASOs) have been studied from different angles (e.g. spin-off formation rates, technology transfer offices, university systems), but the research on teams and boards in ASOs has so far been limited, and the research on internationalization issues in these firms is almost absent. This study addresses the understudied phenomenon of ASO's international network building, and the roles of the top management team and the board of directors in the internationalization of small academic spin-offs.Theory – The dynamic capability view (DCV) suggests that firms need to develop new capabilities to identify opportunities and respond quickly to them. The DCV can be used as a framework to analyze internal capabilities and how these change over time as networks are built, reconfigured, added and split up. The resource dependence view (RDV) suggests that the long-term survival and success of a firm is dependent on its abilities to link the firm with its external environment. In this respect various organizational goals can be reached by building international relationships and by recruiting “outside” members to the team and board that can help link the firm and its environment by providing legitimacy and network resources.Research problem – How and why do born global ASOs build international network relationships? The research problem guiding this study tries to deepen our understanding of ASO's international network building and what the respective roles of the top management team (TMT) and board of directors are in these processes. Methodology/approach - The thesis draws on seven case studies that are high-technology ASOs from Norwegian academic institutions. The multiple case study is confirmatory, in the sense that earlier theories are reviewed, and at the same time inductive from the observation of the non-expected details and deeds of the cases. Data was collected through semi-structured in-depth face-to-face interviews with the company Chief Executive Officers (CEOs) in the spring semester of 2014. Tentative propositions for future research is presented.Findings – In most cases the firms have needed to build new international networks over a long period of time to acquire limited resources and build legitimacy. Useful behavioral characteristics of managers are those of innovativeness, proactiveness and risk-willingness (as earlier described in the literature), but also capabilities like trustworthiness, flexibility and determination seem to be important. The findings indicate that the CEO's entrepreneurial mind-set is an important determinant for internationalization speed. But the companies that use the TMT and board as a resource and make use of their international social networks achieve a higher success rate in terms of network range. Thus the CEO as the sole driving force behind internationalization can lead to early internationalization, but this does not necessarily lead to a broad network range and long-term success. Originality/value - The study makes several contributions to the literature on international entrepreneurship, academic entrepreneurship and corporate governance by identifying the impact of dynamic networking capabilities and resource dependence, and arguing how the CEO, TMT, and board play varying but important roles in the context of born global ASOs. Future research directions and practical implications for those who are thinking of starting new international businesses are presented.Keywords – Internationalization, Networks, born globals, Academic spin-offs, Team and Board roles

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39

Philo, Joel Richard. "An examination of team reactions to negative performance feedback and their relationship to team performance". Texas A&M University, 2004. http://hdl.handle.net/1969.1/1555.

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Despite the abundant research regarding individual-level feedback, few studies examine team feedback, particularly the relationship between team feedback reactions and organizational performance. Through a field study and a lab study, this paper examines two reactions to team feedback, specifically blaming and strategizing, and their relationship to team performance. Study 1 showed that both blaming and strategizing occur in about 1/3 of team feedback meetings in an international sample of teams. Blaming was found to negatively correlate with productivity improvement (r = -.59), whereas strategizing was found to positively correlate with productivity improvement (r = .33). Study 2 was a lab study conducted to addresses several of the limitations from Study 1. The results from Study 2 were mixed. Although the manipulation failed to differentiate the experimental conditions in Study 2, post hoc correlational analyses showed a positive relationship between strategizing and viability, and a negative relationship between excuse making and viability. Correlational analyses also revealed a negative relationship between blaming or excuse making and team cohesion. These results suggest further research is warranted in this area.

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40

Catelan, Daniele. "Absenteísmo no serviço ambulatorial do SUS: estratégias e perspectivas das equipes de saúde na rede pública no Departamento Regional de Saúde II - Araçatuba-SP 2011-2017". Universidade de São Paulo, 2018. http://www.teses.usp.br/teses/disponiveis/108/108131/tde-17082018-122200/.

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O absenteísmo, ou seja, a falha no atendimento (FA) ou não atendimento (NA) dos usuários nos serviços de saúde do Sistema Único de Saúde (SUS) é um assunto de crescente interesse devido ao grande número de pessoas aguardando atendimento e ao contexto econômico atual. A problemática acarreta prejuízos a todos envolvidos, pois prolonga a conclusão diagnóstica, prejudica o tratamento, diminui a produtividade do prestador, causa aumento de tempo na espera por atendimento dos demais usuários e desperdício de recursos públicos. Portanto, o objetivo deste estudo foi compreender os motivos do absenteísmo nos serviços de saúde e as estratégias praticadas para a redução de falhas no atendimento. Trata-se de pesquisa qualitativa, com desenho de estudo de caso descritivo-exploratório, baseado em entrevistas semi-estruturadas e grupo focal. A coleta de dados visou a identificar diferentes opiniões e explicações para o absenteísmo, as estratégias e perspectivas utilizadas pelas equipes de saúde da AME e das secretarias de saúde de quatro municípios. Foram selecionados quatro casos traçadores para evidenciar experiências típicas, ou seja, dois municípios que pudessem demonstrar uma dinâmica mais exitosa no controle do absenteísmo e outros dois representantes de experiências menos exitosas. A análise permitiu representar o perfil dos serviços locais \"em situação\", discutindo estratégias, processos de trabalho, facilidades e dificuldades. Foi possível evidenciar as diferentes características e fluxos nos quatro municípios estudados, bem como a pequena ou inexistente discussão sobre o absenteísmo. Durante as entrevistas, nenhum dos entrevistados sabia ao certo a taxa de falha de atendimento e demonstraram-se surpresos quando informados de que são em média 560 consultas especializadas perdidas por mês. Todos concordaram que devem ser adotadas estratégias de prevenção ao absenteísmo, e, principalmente, esses dados devem ser divulgados à população. Concordaram ainda que outros setores podem e devem ser copartícipes na efetivação de uma rede local de atenção à saúde, no registro do fluxo dos usuários, utilizando diferentes espaços para a promoção da frequência ao atendimento e educação em saúde. Foram compartilhadas várias estratégias e propostas de mudança para reorganização municipal e alteração nos fluxos de trabalho, bem como comunicação entre os serviços e os usuários. Este estudo proporcionou a oportunidade de discussão entre os envolvidos no processo de acesso aos serviços de saúde do AME Araçatuba. Permitiu a reflexão sobre responsabilidades e papéis dos atores no processo. O folder produzido a partir desta pesquisa e apoiado pela revisão bibliográfica será utilizado na capacitação de profissionais, com a finalidade de subsidiar o planejamento em saúde e melhorar a assistência proposta ao usuário do SUS.
Absenteeism, that is, the non-attendance of users in health services of Unified Health System is a subject of growing interest due to large number of people waiting for care and current economic context. The problem entails damages to all involved, since it prolongs the diagnostic conclusion, impairs the treatment, decreases the provider\'s productivity, causes an increase in waiting time for other users\' attention, and wastage of public resources. Therefore, the aim in this study was to understand the reasons for absenteeism in health services and the strategies used to reduce service failures. It is qualitative research, in the design of the case study, descriptive-exploratory based on interstructure interviews and focal group. The interview is a technique of collecting data through group interactions, mediated by a facilitator, to encourage the formation of opinions on the absenteeism, strategies and perspectives of the health teams. Four tracer cases were selected to show typical experiences, that is, two municipalities that could demonstrate the most successful dynamics in control of absenteeism and two other less successful representatives of the same. The analysis allowed to represent the profile of local services \"in situation\", discussing strategies, work processes, facilities, and difficulties. It was possible to show the different characteristics and flows between the four municipalities studied and how little or no discussion about absenteeism is available. During the interview, none of municipalities interviewed knew for certain that the rate of service failure was surprising when informed that they are on average 560 specialized consultations lost per month. All agreed that strategies should be taken, and especially, these data should be made public. They also agree that other sectors can and should be partners in the implementation of the local health care network, in execution of flow users, use of other spaces for awareness, and education in health. Several strategies and proposals for change have been shared for municipal reorganization and changes in workflows and communication between services and users. This study provided the opportunity for discussion among those involved in the process of access to the health services of Ambulatory Care of Araçatuba. It allowed for reflection on the responsibilities and roles of actors in the process. The folder produced from this research and supported by bibliographic review will be used to train professionals, with the purpose of subsidizing health planning and improving the proposed assistance to Unified Health System users.

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Brodská, Olga. "Marketingová strategie firmy Team Trackers v mezinárodním leteckém průmyslu". Master's thesis, Vysoká škola ekonomická v Praze, 2006. http://www.nusl.cz/ntk/nusl-182.

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Tato diplomová práce se zabývá zhodnocením marketingové strategie společnosti Team Trackers. Společnost Team Trackers poskytuje asistenční služby leteckým společnostem. Tyto služby zahrnují péči o pasažéry leteckých společností od prvního telefonického kontaktu s cestujícím až po výpočet a vyplacení odškodnění pasažérovi. První část této diplomové práce obsahuje informace o společnosti Team Trackers, zhodnocení výběru umístění společnosti a okolnosti založení. Dále jsou zde informace o strategických leteckých aliancích. Další část se zabývá organizační strukturou, marketingovým mixem společnosti a SWOT analýzou firmy Team Trackers. Následuje krátké zhodnocení výzkumu potenciálu trhu a strategie v oblasti informačních technologií.

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Waldeck, Tanja. "The effect of team composition on strategic sensemaking". Wiesbaden : Dt. Univ.-Verl, 2006. https://www.lib.umn.edu/slog.phtml?url=http://www.myilibrary.com?id=134431.

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Oğraş, Ümit Yusuf. "Cooperative search strategies for multi-vehicle teams /". Connect to resource, 2002. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1144694557.

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Thesis (M.S.)--Ohio State University, 2002.
Advisor: Ümit Özgüner, Dept. of Electrical Engineering. Includes bibliographical references (leaves 98-102). Available online via OhioLINK's ETD Center

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Bresman, Henrik M. "Learning strategies and performance in organizational teams". Thesis, Massachusetts Institute of Technology, 2004. http://hdl.handle.net/1721.1/28830.

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Thesis (Ph. D.)--Massachusetts Institute of Technology, Sloan School of Management, February 2005.
Includes bibliographical references (leaves 97-103).
(cont.) shows that vicarious learning is positively associated with performance. I argue that vicarious team learning is an under-explored dimension of what makes teams and organizations competitive. The chapter concludes by pointing toward a contingency theory of team learning in which the effectiveness of a team learning strategy depends on characteristics in the team's task environment.
This dissertation addresses the subject of team learning strategies and their performance effects in three independent but related chapters. A common theme is the notion that theorizing about team learning as constituted by a set of distinct strategies can improve our understanding of how teams learn, and how it influences performance. The first chapter explores team learning in an inductive study of six teams in one large pharmaceutical firm. I find that many of these teams engage in vicarious team learning--the activities by which a team learns key aspects of its task from the similar experiences of others outside the team--rather than experiential team learning. I detail the nature of vicarious team learning in a model including three component processes: identification, translation, and application. The second chapter reviews the literature on team learning and concludes that it has largely been treated as a uniform construct. Drawing on organizational learning theory, social learning theory, and the literature on the management of innovation and entrepreneurship, I propose that teams learn by deploying at least three different strategies: experiential learning, contextual learning, and vicarious learning. I use the example of a team facing a particularly difficult learning environment to illustrate the significance of viewing team learning as a multi-dimensional construct. The final chapter examines different team learning strategies, and vicarious learning in particular, as a means to understanding learning and performance differences across teams. Vicarious learning is conceptualized as an integral part of how teams learn. A field study of 43 teams in the pharmaceutical industry is used to develop and test the construct and
by P. Henrik M. Bresman.
Ph.D.

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Oğraş, Ümit Yusuf. "Cooperative search strategies for multi-vehicle teams". The Ohio State University, 2002. http://rave.ohiolink.edu/etdc/view?acc_num=osu1144694557.

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Kisfalvi, Veronika J. "The top manager and his team : opening the black box of top management team dynamics in strategic issue diagnosis". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape16/PQDD_0008/NQ36994.pdf.

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Freeman, Catherine Muir. "Leadership Strategies to Create Success in Virtual Teams". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3524.

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There has been a rise in remote and virtual employees over the last 10 years with roughly 20-30 million Americans working remotely at least 1 day each week. This growth in virtual employees increases business and organizations' dependency on technology and on effective strategies to lead virtual teams. Grounded in transformational leadership theory, the purpose of this explanatory case study was to explore strategies e-leaders use in leading virtual teams effectively. The study population comprised a virtual company headquartered in the United States. The data included semistructured interviews with e-leaders with at least 1 year of experience in leading successful virtual teams, an analysis of technological tools, and a review of company documentation. Thematic analysis was conducted on the data collected via tool analysis. Three themes emerged from the analysis: focusing on results-based performance, enabling communications and collaborations through the right technologies, and investing in building and modeling the company's culture. The study's implications for positive social change include the potential to provide similar organizations with effective strategies to train their e-leaders in developing and leading more successful virtual teams. Additionally, using virtual teams can enable firms to lower direct and indirect green gashouse emissions by using fewer resources at worksites and to reduce carbon dioxide through decreased travel.

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Halse, Sissel Schjølberg. "Spørsmål og dempere som diskursive strategier i fasilitering av IO-team". Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for språk- og kommunikasjonsstudier, 2011. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-13080.

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The need for improvement in the petroleum industry has been met through changes in work practices, called Integrated Operations (IO). Changes in the organizations also mean changes in communication practices, for example seen through extended use of cross-professional teams and collaborative technologies. Changes in where we interact, who we interact with, and not least, what purpose the interaction has, create the need for changes in how we interact. With an increasing number of multidisciplinary and distributed teams, there is an increasing need for interactional management in order for the new teams to reach their full potential. This Master’s thesis examines interactional management of group processes, a practice often referred to as facilitation. Facilitation is seen as the activities a facilitator performs before, during, and after a meeting to help a team achieve its outcomes. The empirical data on which the study is based, is collected from an international oil and gas operator. The primary data consists of video recordings of daily meetings, the secondary data of an interview with the facilitator, ethnographic data, observations and field notes. Most of the literature on facilitation distinguishes between process facilitation and content facilitation. This study shows that the facilitator role must be seen as more complex and as constituted in a combination of interactional, technical/professional and organizational expertise. The different modes of expertise are visible at the interactional level. Existing literature on facilitation focuses primarily on the "external", third party facilitator, whereas this study provides insights into "internal" facilitation of teams, executed by an in-house member of the organization with a given mandate. The interactional analysis of the study focuses on discursive devices employed by the facilitator, more specifically, how the facilitator utilizes questions and hedges in facilitating the cross-professional and virtual team. Questions are used to clarify and to elicit information, which is important in a decision making process, but, questions are also useful devices in ensuring meeting progression. The use of hedging is functional for the facilitator role because it gives room for the other participants to express their expertise and to give input to the discussion. One can say that the facilitator keeps the discussion open and thus facilitates joint decision-making. Both hedges and questions are important discourse devices for the facilitator in this setting for marking the boundaries of her technical/professional expertise, and for ensuring that the expertise of the entire team is put to use. In addition, hedges and questions are important discourse devices in the demarcation of the facilitator’s, as well as the team’s, decision-making authority. The boundaries are marked on an interactional level, but require organizational expertise.

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Zoogah, David Baniyelme. "Alliance mental models and strategic alliance team effectiveness". Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1148569488.

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Waldeck, Tanja zu. "The effect of team composition on strategic sensemaking". Wiesbaden Dt. Univ.-Verl, 2006. http://dx.doi.org/10.1007/978-3-8350-5402-8.

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