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Дисертації з теми "Self-managed teams"

Автор: Grafiati

Опубліковано: 4 червня 2021

Оновлено: 25 липня 2025

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1

Mathur, Praveen S. M. Massachusetts Institute of Technology. "Managing projects utilizing self-managed teams and managerial toolkits." Thesis, Massachusetts Institute of Technology, 2009. http://hdl.handle.net/1721.1/55222.

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Анотація:

Thesis (S.M.)--Massachusetts Institute of Technology, System Design and Management Program, 2009.<br>Cataloged from PDF version of thesis.<br>Includes bibliographical references (p. 77-78).<br>Project Management is an essential function in most software companies today. With increasing complexity and inter connectivity between software projects, it is not surprising that managing such large scale development projects can be expensive and extremely time consuming for the sponsoring organization. In large scale complex software projects the project manager has to ensure that enough resources are

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2

Barnes, Deborah M. (Deborah Manning). "Information Use Environment of Self-managed Teams : A Case Study." Thesis, University of North Texas, 1996. https://digital.library.unt.edu/ark:/67531/metadc277880/.

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Анотація:

This research investigated how self-managed teams get the information they need to perform their job tasks. Two important factors prompted this study: the growing importance of self-managed teams in the workplace and the impact of the information system on team performance.

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3

Flax, Stacey L. (Stacey Lynn). "Impact of Interpersonal Skills Training on the Effectiveness of Self-Managed Work Teams." Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc500516/.

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Анотація:

The purpose of this study was to determine whether the teams that received interpersonal training would function more effectively as a team than the teams that did not receive training. Individuals from a large division of a major defense contractor in the southern part of the United States served as subjects. Data were collected using the Team Effectiveness Profile designed to measure team effectiveness. This survey measures the overall score as well as five sub-scores. It was hypothesized that the teams that received training would function more effectively than the teams that did not receiv

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4

Cyphers, Amy E. (Amy Elizabeth). "Isomorphism as a Paradigm for Examining Self-Managed Work Teams and Work Spillover." Thesis, University of North Texas, 1993. https://digital.library.unt.edu/ark:/67531/metadc501273/.

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This study investigates the effects of a participative-type management approach termed self-managed work teams (SMWTs) and work spillover into the family environment. The perspective of isomorphism by Aldous (1969), and Rapoport and Rapoport (1965), was used as a paradigm to examine both positive and negative effects of the work-family relationship. A total of 76 employees from the Department of Defense's Quality Division was used in the regression analysis, due to recent transitions into SMWTs. Results reported overwhelming support for the perspective of isomorphism: over 40% of the variation

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5

Gidlund, Maja. "Measuring feature team characteristics of software development teams." Thesis, KTH, Skolan för datavetenskap och kommunikation (CSC), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-192371.

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This report evaluates the team-structure of three software maintenance teams in order to decide their level of featureness (a term that defines to what extent a team has the quality (the set of characteristics) of being a feature team). Simulations of changes that are expressed as beneficial in an agile environment and that could increase the teams‘ level of featureness within the team structure are performed. The results show that each team‘s level of featureness is affected differently by each change. Partly, this underlines the importance of understanding the current team-structure before i

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6

Burress, Mary Ann. "Development of a Model of Leadership for Self-Managed Teams in a Greenfield Environment." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc504541/.

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This study identified and defined leader behaviors with two levels of leadership in a self-managed team organization. Job analysis methodology was used. A comparison of task importance values was made within groups and between hierarchical levels in the organization. Identified leader behaviors were compared with effective, traditional leader performance. Qualitative data collected throughout the investigation clarified an integrative model for effective organizations developed from the literature. The model included leader characteristics and team member behaviors when using self-managed team

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7

Martins-Crane, Lolin. "The Self-Managed Work Team Environment: Perceptions of Men and Women." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc500806/.

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Анотація:

The present study empirically examined working behaviors of men and women within a self-managed working environment. Three models of women and work were studied. Results indicated women exhibited higher levels of job meaning and continuance commitment. The more self-managed production team exhibited higher levels of growth need strength, support from co-workers, continuance commitment, task significance and lower levels of role conflicts. Support teams exhibited higher levels of autonomy and satisfaction with pay. Path analysis, testing a model based on Astin's sociopsychological model indicat

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8

Hawkins, Beverley. "Recruitment agents : how to self-managed teams of recruitment consultants negotiate gendered organizational culture." Thesis, Keele University, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.496329.

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Анотація:

This thesis contributes to scholarship by providing an account of what it is like to work in the private recruitment industry, a sector which has previously been neglected by researchers. I offer a series of ethnographically-derived insights which explore the frenetic efforts of those working in two self-managed teams, a branch of an international recruitment organization here given the pseudonym 'Strongstaff'.

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9

Miller, Carolyn. "Relationship Between Employee Age and Perceptions of Work in Self-Managed Work Groups." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc501011/.

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Анотація:

Derived from sociotechnical systems theory, autonomous or self-managed work groups are a form of work design in which employees are multi-skilled, take responsibility for the group's tasks, and have discretion over the decisions which impact group performance. Previously collected survey data from 602 employees of a southwestern manufacturing firm were examined via factor analyses and multivariate analysis of variance. Significant differences were found for self-managed work group members versus traditional job holders regarding enhanced organizational involvement and enhanced work responsibil

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10

Viehhauser, Andreas. "Self-managed teams as company structure and its effect on motivation,job satisfaction, empowerment and perceived performance." Thesis, Linnaeus University, Linnaeus School of Business and Economics, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-5922.

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11

Swart, Jacques. "Leveraging shop floor management to create an organization of self managed people at SA canopy." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1013753.

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Анотація:

All world class manufacturing organizations have shop floor management in place. Shop floor management principles and tools are utilised to plan and to react in out of control conditions. Shop floor management is also utilised to involve people in decision making and to encourage continuous improvement. Various shop floor management principles exist and are applied differently depending on the nature of the business, however all these principles are present in all the companies researched. SA Canopy currently applies very little or no shop floor management principles. To be able to achieve its

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12

Bergman, Amanda, and Mastaneh Mashouri. "Influencing Change : Organizational Change and the Implementation of Self-Managing Teams." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-326340.

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Анотація:

Organizational changes are inevitable, yet up to 70% fail. Technological development and competition in a volatile environment require more flexible organizations. As such, implementing self-managed teams (SMTs) has become a more common approach. The fact that SMTs ought to be self-managed has further raised a debate, since it is argued that some form of manager still is required. Therefore, the following research question was proposed; How does the interplay of influences unfold between the manager and the organizational context when implementing SMTs? The purpose of the study is to increase

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13

Houglan, Gary D. "The impact of matrix structure and self-managed teams at the Naval Air Warfare Center, Aircraft Division, Indianapolis." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1993. http://handle.dtic.mil/100.2/ADA276937.

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Thesis (M.S. in Management) Naval Postgraduate School, December 1993.<br>Thesis advisor(s): Susan P. Hocevar ; Gail Fann Thomas ; Frank J. Barrett. "December 1993." Bibliography: p. 122-125. Also available online.

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14

Knupfer, James. "Increased adoption and efficiency of self-managed teams,through the fulfilment of basic psychological needs (autonomy,competence and relatedness." Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/52424.

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Анотація:

Organisational agility is growing more prominent within the banking sector. Performance of self-managed teams is specified as a component critical to better organisational agility. The contributing factors, which make self-managed teams, perform so well, are still not clearly understood. The high rate of failures in organisational change, brought on by employee resistance to change can also deter the adoption of these teams. The main objective of this research was to determine whether fulfilling the intrinsic motivators of autonomy, competence and relatedness described in self-determinat

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15

Leonard, Robert Alan. "The Role of Followership During Periods of Absent Leadership." ScholarWorks, 2014. https://scholarworks.waldenu.edu/dissertations/120.

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Анотація:

With a culture focused on leadership, the purpose in this study was to explore untested assumptions about followers and their being ignored as independent productive actors in the workplace. The lived experience of followers and their impact on the success or failure of organizations during periods of absent leadership was explored via 4 independent situations. A qualitative, phenomenological research design based primarily on the theoretical framework of Moustakas and the research design of Patton guided the study. The 3 key research questions were explored with regard to followers during per

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16

Brolin, Madeleine, Sandra Permerud, and Mattias Vall. "”Det är bara narcissister och diktatorer som inte gillar platta organisationer” : En fallstudie om arbetsmiljö i en medarbetarstyrd organisation." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-64672.

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Анотація:

Sammanfattning Titel: ”Det är bara narcissister och diktatorer som inte gillar platta organisationer”- En fallstudie om arbetsmiljö i en medarbetarstyrd organisation Författare: Madeleine Brolin, Mattias Vall och Sandra Permerud Institution: Ekonomihögskolan vid Linnéuniversitetet Kurs: Företagsekonomi III - organisation, examensarbete 15 hp Handledare: Hans Wessblad Examinator: Mikael Lundgren Syfte: Syftet med vår uppsats är att inventera på vilka sätt arbetsmiljön påverkas av medarbetarstyrning. Metod och teoretisk referensram: Studien är en fallstudie av en medarbetarstyrd organisation. St

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17

Mealor, Tony UNSW. "Catalysts, Continuity and Change: Workplace Restructuring in the Chemical Industry." Awarded by:University of New South Wales, 1999. http://handle.unsw.edu.au/1959.4/17030.

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Анотація:

The thesis describes and analyses a long-term transformative change program conducted at ICI (Australia) Botany Site between the years 1987 - 1997. The change program is unusual in that, after a massive and destructive confrontation between management and the unions, a new collaborative approach to change was developed which led to significant organisational renewal. Change interventions developed in the program have diffused through Australian industry over the decade. The program is analysed within the framework of a theoretical model which describes a path taken towards achieving a capable

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18

Tapsell, Jane. "Change processes and team implementation : strategic and operational issues." Thesis, University of Sheffield, 2001. http://etheses.whiterose.ac.uk/14467/.

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Анотація:

This is a study of the organisational change to self-managed team working in UK-based manufacturing organisations. There are few models to guide research into the organisational change to team working and this study focuses on the under-researched area of the implementation process. Descriptions of team development models imply a smooth, linear change process. Yet this strategic change involves major restructuring at an operational level and in reality is a complex and political transition process that unfolds in unpredictable directions. This research proposes a processual framework to explor

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19

Dwyer, Michael Edward. "Impact of implementing a self-managed work team on high sales force turnover and low productivity : a field experiment." Thesis, Swansea University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.607454.

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20

Yazid, Zaleha Binti. "Exploring the effects of conflict towards the social dynamics of the self-managed project team (SMPT) in small and medium sized knowledge intensive firms (KIFs)." Thesis, University of Strathclyde, 2012. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=17008.

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Анотація:

This study focuses on exploring the effect of conflict towards the social dynamics of the self-managed project team (SMPT) in small and medium sized knowledgeintensive firms (KIFs). Literature suggests that the implementation of SMPTs not only increases productivity in organisations but also contributes towards increasing employees’ involvement as the team is being managed by the team members rather than a formal leader who exists within the team. The team process involves people in different areas of expertise working together resulting in different opinions and views that are likely to cause

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21

Skinner, Matthew Charles 1980. "Self-managed team implementation : deploying team based work design concepts in a unionized organization." Thesis, 2010. http://hdl.handle.net/2152/ETD-UT-2010-08-1670.

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The twentieth century shift from the industrial society to the knowledge society must be met by a transition in management of human capital. This thesis seeks to design an implementation method based on goal-setting theory and other team based work designs that can be deployed by anyone in the company. The model accounts for the two largest barriers to successful implementation, management and labor unions. The new model is strengthened by a bottoms-up approach, on-the-job development of teaming skills, and inclusion of the labor union at the earliest stage possible.<br>text

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22

Chen, Hsien-chang, and 陳憲昌. "A stuy of factors affecting self-managed work teams performance." Thesis, 2002. http://ndltd.ncl.edu.tw/handle/12685513926786358836.

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碩士<br>國立政治大學<br>行政管理碩士學程<br>90<br>二、英文摘要 On the influence of the fast-growing technology and the quick-moving globalization in the recent years, most of organizations have faced many a challenges. The traditional vertical hierarchical system no more lead the organizations to the expected stability as used to be; on the contrary, it has brought out the need of the organizational change. The traditional organization structure has been made up of functionally specialized in stability and strict system. It regarded individual as a tiny screw to the huge machine. Such a struc

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23

Huang, De-Jhong, and 黃德仲. "The effects of profit sharing, organization, and leadership on self managed work teams - Case study on Company A." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/20947585306974478531.

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碩士<br>國立成功大學<br>經營管理碩士學位學程<br>97<br>It is over 20 years since Taiwan developed the industry of LCD. Yet, it sees its boom just in recent years; more specifically, it prospers in 1997 when it was the year of Asia financial crisis and in 1998, Taiwan starts investing enormous money into the trans- century industry. Seven factories announced that they would involve themselves in the production of large- type TFT-LCD; simultaneously, the components and other TFT-LCD supply chain will follow suit, making Taiwan TFT-LCD market prosperous. As far as the case is concerned, it does not lay emphasis on

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24

Yang, Seung-Bum Guy Mary E. "The diffusion and effectiveness of self-managed work teams (SMWTs) in municipal management a combined model of institutional and behavioral approaches /." Diss., 2006. http://etd.lib.fsu.edu/theses/available/etd-04072006-180934.

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Thesis (Ph. D.)--Florida State University, 2006.<br>Advisor: Mary E. Guy, Florida State University, College of Social Sciences, Reubin O'D. Askew School of Public Administration and Policy. Title and description from dissertation home page (viewed June 15, 2006). Document formatted into pages; contains xiv, 196 pages. Includes bibliographical references.

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25

La, Porta Louisa Carlotta. "Why some teams work better than others: An investigation of voice, TMS and leadership on team performance." Master's thesis, 2020. http://hdl.handle.net/10071/20694.

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Анотація:

Teams have become the standard way of working in organizations and therefore the question of what differentiates highly performing units from other teams has attracted much research attention. Especially the utilization of knowledge such as team members sharing their knowledge and the awareness of other members’ expertise can be decisive for team performance. Looking into the relationship between team member’s behaviors, team cognition and self-management encouraged by the leader, this study connects three streams of literature, namely voice, TMS and leadership, to reach a better underst

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26

ČERMÁK, Jan. "Vztah vývojových fází podniku a změn organizační struktury ve vybraném podnikatelském subjektu." Master's thesis, 2008. http://www.nusl.cz/ntk/nusl-48291.

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The theoretical part of the dissertation focuses on the describtion of the modern trends in the development of the organizational structure of the company and specific evolutionary phases of the entrepreneurial subject. The practical part is based on the application of the skills obtained in the theoretical part on the particular entrepreneurial subject, the ASECCO company.

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27

Chen, Ying-Tsung, and 陳穎聰. "A Case Study on The Implementation of Indicators for The Self-managed Team." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/89730338648284274328.

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碩士<br>國立臺灣科技大學<br>工業管理系<br>93<br>Recently, the self-managed team has been recognized as the most flexible and high performance organization in the rapid chaning competition environment. Comparing to the traditional multi-level and multi-functional organizations, self-managed team gives employees a coplace cooperation opportunity, to have employees from different necessary disciplines, to motivate employees by empowerment, commitment, and involvement. Thus, it can employ the ideas of parallel, concurrent or synchronous operations, to gain trenmendous flexible and speed competition advantages.

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28

Joubert, Christiaan Gerhardus. "Tracing the impact of self-directed team learning in an air traffic control environment." Thesis, 2007. http://hdl.handle.net/2263/26145.

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The aim of self-directed team learning initiatives is to provide a further level of defence against an eventuality by ensuring that air traffic controllers are aware of the sources of human fallibility, and by developing in the individual controllers and air traffic control teams the knowledge, skills and attitudes that will result in the successful management and containment of inadvertent error. To gain a deeper understanding of self-directed team learning, I investigated the role and contribution of self-directed team learning principles and strategies that were present in the South African

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29

Bruyns, Hennie 1959. "Organisasievernuwing : 'n penologiese perspektief." Diss., 1999. http://hdl.handle.net/10500/18505.

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Summaries in Afrikaans and English<br>Die tradisionele benadering tot bestuur het die Suid-Afrikaanse korrektiewe sisteem sedert sy ontstaan gedomineer. Die vraag wat ontstaan, is of daar enige praktiese, werkbare altematiewe is, veral omdat die huidige strategiese ingesteldheid, argitektuur en menslike hulpbronne onder verdenking is. Hierdie navorsing bevestig die vermoede dat 'n nuwe benadering tot strategie, struktuur, kultuur, bestuursfilosofie, werkspraktyke en mense te voorskyn kom en dat dit alleenlik gemobiliseer kan word deur organisasievernuwing. 'n Penologiese sisteem wat 'n

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