Team Of Employees Research Articles

Didactic potential of educational VR films (on the example of the film “Electric power industry of Russia”)

The introduction of modern video technologies into pedagogical practice is one of the ways to increase students’ motivation to learn about the world. The article describes in detail the advantages, methodological purpose, and didactic potential of educational VR films on the example of the film in 360° format “Electric power industry of Russia”, created by a team of employees of The Academy of Public Policy Implementation and Professional Development of Educators of the Ministry of Education of the Russian Federation (The Academy of Ministry of Education of the Russian Federation) for free use in Russian educational organizations.The methodology of the study of educational VR films didactic potential presented in the article is based on the activity approach to learning, the principles of systematicity, and interdisciplinarity. The activity approach in the use of VR film is provided by the maximum effect of presence, which is experienced by the viewer, and independence in the choice of the subject of attention. The work of an active and proactive student is complemented by the activity of a teacher who can guide the student and choose objects from an educational VR film to set learning objectives, and formulate questions and tasks. The principles of systematicity and interdisciplinarity are provided by educational content created on the basis of the integration of knowledge from different subject areas, which allows teachers to use the didactic potential of the VR film in different disciplines and age groups.The proposed methodological solutions for the use of VR film are of practical value for the educational process in a modern school: they contribute to the formation of a holistic view of students about the achievements of Russian science and modern professions (in particular, in the electric power industry), the education of patriotism and pride in the Fatherland, the development of skills of independence and self-control in learning activities.The authors see the development of the project as one of the strategic directions in the field of digital transformation of education, aimed at improving the quality of education of modern schoolchildren.

The Effect of Leadership and Teamwork on Employee Turnover and Team Performance

This study aims to investigate the influence of leadership and teamwork on team performance while exploring the potential effects of team turnover. Our methodology involved distributing questionnaires to 60 individuals who met our specific criteria. The data collected was analyzed using the advanced statistical analysis software SPSS 20.0. Our findings indicate that leadership and teamwork are crucial in team performance, with a significant impact observed. Additionally, our research indicates that team turnover does not affect team performance. For a company to achieve optimal success and productivity, it is imperative to thoroughly examine and analyze the influence of leadership and teamwork on team performance and turnover. By doing so, organizations can better understand the underlying factors contributing to these outcomes and make informed decisions to enhance team dynamics and drive positive results.

Точки кипения в университетах – новый инструмент развития инновационного потенциала регионов России

To successfully solve the problem of accelerated development of innovative technological entrepreneurship, new tools and approaches are needed in organizing the training of innovative entrepreneurs, primarily in the fields of digital economy technologies, the development of means of production, and artificial intelligence. The aim of the work is to study the possibilities of entrepreneurial boiling points created at universities for the development of the innovation potential of the regions of Russia. The possibilities of providing the regional economy with professional personnel prepared for specific production infrastructure, equipment and technologies, and teams of employees are considered. Different technologies of professional personnel training are studied in the context of actual operational and tactical tasks of the regional economy, taking into account the strategic vision of future industries and technologies. Various forms of conducting classes and meetings with representatives of science, education, and business have been widely tested, which allow forming an individual track for each participant and determining the optimal trajectory of his development, taking into account individual characteristics and developing knowledge, skills, and abilities in modern science, technology, and production. It is shown that boiling points in regional technical universities open up new opportunities to increase the innovative potential of regions by training young innovators adapted to the regional economy in an unstable environment.

The Durability of The Enterprise Created by Resilience

The aim of the article is to present the results of the project Employee at work of the future implemented in 2022 by a team of employees of the Faculty of Economic Sciences of the Koszalin University of Technology. The article is an attempt to verify the extremely changing realities of employees and assumes better prediction of trends and greater ability to adapt to the dynamically changing labor market.

Examining employee experiences of hybrid work: an ecological approach

PurposeThe purpose of this paper is to explore the various forms of organizational and team-level actions that were perceived to be helpful or not helpful by employees as they navigate the hybrid work arrangements and how these had an impact on their work behaviors and experiences. This research utilized Bronfenbrenner's ecological systems theory as framework.Design/methodology/approachThe exploratory study used a qualitative approach in gathering data via online survey from a total of 45 Filipino employees working in a hybrid work arrangement for at least three months. The analysis utilized both inductive and deductive methodologies in examining the data. Inductive thematic analysis was used in coding the data based on the participants' responses, while the deductive approach ensured that the themes are aligned with the research questions and reflect the different systems within Bronfenbrenner's EST (1986).FindingsResults surfaced helpful organizational (e.g. provision of work tools, financial assistance, supportive policies and engagement and wellness initiatives) and team level actions (i.e. use of technology-based communication tools, open virtual door policy, effective performance management system, employee care practices and team engagement activities). Actions that were perceived as not helpful include inadequate technological infrastructure, poor communication, insufficient training, punitive policies/practices and leadership issues at the organizational level as well as unresponsive colleagues and ineffective implementation of policies/processes at the level of teams. Employees reported being able to build on savings, becoming more productive and having greater work–life balance amid hybrid work. However, they continue to be challenged by blurred boundaries and inability to disconnect from work similar to when work was done remotely and now with sustaining momentum given the shifts on where they do their work.Practical implicationsThe findings of this study may guide programs and initiatives of human resource management practitioners and organizational leaders as they support employees in navigating through hybrid work.Originality/valueThe research expands extant knowledge on practices and experiences in hybrid work (Gifford, 2022). It also contributes to studies on human resource management that are nuanced based on where work is performed (Ng and Stanton, 2023) or with emerging work arrangements.

Research on the Relationship between Leadership and Innovation

The research aims to explore the relationship between leadership and employee innovation, team innovation and organizational innovation by reviewing the previous literature so that it can provide a systematic understanding of the relationship. Most of the current researchers pays more attention to the relationship between one type of leadership and innovation, while this study reviews the literatureof different leadership styles and innovation and provides concepts of them and shows empirical findings.

The Impact of Socio-Economic Environment on Artificial Intelligence and Technology Adoption: Mediation Moderation of Employee Team Collaboration and Technological Innovation

The goal of this study is to determine how the socioeconomic environment affects the adoption of artificial intelligence (AI) and technology in Chinese IT organizations while taking into account the mediating effects of employee teamwork and technological innovation. There are 350 employees from different Chinese IT organizations are surveyed online as part of the research's cross-sectional methodology. The study proposes that the adoption of AI and technology is greatly influenced by the socioeconomic situation. It also suggests that the relationship between the socioeconomic environment and the adoption of AI and technology is mediated through employee team collaboration. The relationship between employee team collaboration, AI adoption, and technological innovation is also anticipated to be moderated by technological innovation. The researchers use SPSS (Statistical Package for the Social Sciences) to analyse the data. Descriptive statistics, correlation analysis, mediation analysis, and moderation analysis are some of the statistical approaches used. The findings will offer useful information about how the socioeconomic setting, employee teamwork, and technological advancement affect the adoption of AI and technology across Chinese IT organizations. By presenting actual data on the interactions between the socioeconomic environment, employee collaboration, technological innovation, and the adoption of AI and technology, this study adds to the body of existing work. Organizations will be able to better integrate AI by using the findings to better understand the factors driving technology adoption. The study can help policymakers by providing them with information on the socioeconomic aspects that encourage the use of AI and technology in the IT industry.

Managers’ Interference with Employees’ Lifestyles While Working Remotely during COVID-19 Pandemic

The purpose of this article is to identify what factors influence employees’ opinions on supervisors’ interference with their lifestyles in remote working conditions during COVID-19. Our sample included 1000 participants, both managers and non-managers. Outcomes variables included the following: managerial interference with the lifestyle of employees, acceptance of different lifestyles, and unequal treatment of employees in relation to their lifestyle. Explanatory variables related to employees’ characteristics included sex, age, education and seniority and the position in the company (managers/workers), size of the team of employees, size of the organization, characteristics of work (individual/teamwork), as well as the degree of formality in employees’ behaviors. Analysis was conducted using logistic regression in a multivariate analysis of individual (employee-side) and organizational determinants. Our research has shown that lifestyle acceptance, lifestyle interference when working remotely, and unequal treatment of employees based on lifestyle are determined as follows: the organization’s characteristics, the nature of the work, and the social characteristics of the employees. Our findings contribute to understanding how remote work is perceived in relation to employees’ lifestyles. These insights can help organizations develop effective policies and practices regarding, for example, health interventions to support and not unreasonably interfere with their privacy.

Collective emotional labor and subgroup dynamics in global virtual teams: a dramaturgical perspective

Emotional labor is a performance of job-required emotions, staged before an audience. Typically, this performance is not only individual but also collective in nature: it is an emotional display put on jointly by teams of employees. And yet, research into emotional labor has tended to neglect its collective aspects, analyzing it primarily as an individual rather than as a group act. This study aims to redress this gap. Drawing on Goffman’s dramaturgical analysis of social groups as “performance teams,” we reframe emotional labor as a collaborative performance at the group level. We then apply this framework to examine the intricacies of collective emotional labor between national subgroups in global virtual teams (GVTs), which communicate both cross-culturally and virtually. Based on semi-structured interviews with members of Indian-Israeli virtual teams in high-tech organizations, we show that each national subgroup in GVTs acts as an “emotional performance team” in front of the other subgroup/s as an audience; that this emotional labor tends to be suppressive rather than expressive and shallow rather than deep; and that the collective, suppressive, and shallow character of this emotional labor might fuel a paradoxical vicious cycle that exacerbates ethnocentrism and estrangement between national subgroups in GVTs rather than alleviating them.

КОУЧИНГОВЕ КОНСУЛЬТУВАННЯ МЕНЕДЖЕРІВ В УМОВАХ ПРОФЕСІЙНОЇ КРИЗИ

The article highlights the essence of the professional crisis of managers in the current circumstances of the war in Ukraine. The general causes of professional crises are described (dissatisfaction with one's position and status; dissatisfaction with socio-economic conditions; age and psychological changes of a specialist; professional deformation; life situation problems). The coaching process related to the career difficulties of managers is considered. The effects that can be achieved in the process of coaching counseling are described, namely: get rid of uncertainty in actions, remove internal blocks and work out existing explicit and implicit contradictions; objectively assess the situation and one's capabilities; be realized in professional activity; find internal motivation to achieve career goals; get rid of illusions and pseudo-goals; identify your strengths and weaknesses, unlock your potential; to realize their own true professional values. Here is an approximate list of questions, the answers to which will help the manager to better understand the specifics of the current situation, his capabilities and prospects as a specialist. This is a question about the level of professional competence; questions about the team of employees and the manager's place in it; questions regarding a possible change of job to another and possible problems that may arise in this case, and others. The expected results of career coaching are highlighted: a new career goal is formed; finding new resources and opportunities for career growth in new conditions; strengthening of personal motivation in achieving career goals; action plan for solving strategic and tactical career problems; found individual tools for solving current professional tasks; determined development of the manager's set of competencies in the changed conditions.

АМБАССАДОРЫ КОРПОРАТИВНЫХ ЦЕННОСТЕЙ КАК ИНСТРУМЕНТ УПРАВЛЕНИЯ ВОВЛЕЧЕННОСТЬЮ ПЕРСОНАЛА

The article deals with the issues concerning one of the urgent tasks for a modern employer, who seeks to comply with management trends — management of employee engagement. As one of the effective tools used to increase the level of employee engagement, it is proposed to form a team of employees who transmit the values of the organization and who have gained the trust of their colleagues, i.e. the ambassadors. The article pays special attention to the description of the Ambassador activities, their communications at different levels of the organizational structure, the role of such employees’ influence on the involvement of the team, the development of the employer’s brand and the increase of corporate culture’s influence. The article also proposes ways of selecting candidates for the role of Ambassador and the requirements for them. Especially interesting is the novelty of this solution among Russian organizations.

Strategi Peningkatan Kualitas Produk Dan Keputusan Pembelian Pada PT. Chang Shin Indonesia

This study aims to describe how product quality can influence purchasing decisions and how the working atmosphere at PT. Chang Shin Indonesia. This study used the observation method by directly observing the situation in the field and interviewing several employees. In the world of work, there are often problems related to the products we create, as well as those involving product quality at PT. Chang Shin Indonesia, which after the end of last year was at the peak of instability in running production. PT. Chang Shin Indonesia itself is a company that produces footwear with the “Nike” brand, by producing footwear for the company PT. Chang Shin Indonesia is very focused on the quality of the products it creates. Problems found in PT. Chang Shin Indonesia, namely the reduction of a purchase decision or order from a customer, one of which causes employees to stay at home on Saturdays, which basically work normally on Saturdays as usual. Reduced orders greatly impact the company, especially on employees. One of the factors that affected the decline in orders was in terms of product quality. For example, many long threads are still attached to finished shoes and also the size label where there are many repairs, one of which is that the label does not match the tally sheet. This problem is often found in the sewing or stitching department. Based on the results of these observations, it is necessary to pay attention again regarding product quality, both by the company and its own team of employees who are required to maintain product quality, because whether or not orders enter the company depends on quality.

Customer Support Emails by RPA Methodology

Abstract: In today’s internet era electronic mail (Email) is a widely used communication channel commonly used to control customer inquiries such as complaints, feedbacks, reviews, and suggestions. With an increase in the number of customers, there is a significant increase in the emails being received daily, which needs to be segregated, to ensure that a proper reply is sent to all the senders in an organization and to prevent overwhelming and messy email accumulation. And the problem with the traditional method is that a manual workforce team cannot sit and segregate every email as the humongous number of emails get generated daily. apart from that it is quite a tiresome job and cannot be done by a single employee or a team of employees. So, the businesses industry and other industries can simply automate the email processing task of segregating common emails into specified folders as per the organization’s requirements, by Introducing a Robotic Process Automation (RPA) system which can generate and send customer support email. The work facilitates the process which is done by a robot without human intervention by using UiPath studio.S

Impact of leader aggressive humor on employee extra-role behaviors: opposite moderating effects of team identification and professional identification

PurposeThe purpose of this paper is to investigate the relationship of leader aggressive humor on employee extra-role behaviors of proactivity and creativity by probing feeling ostracized as a mediator and team identification and professional identification as boundary conditions.Design/methodology/approachA survey sample of 347 employees was collected from three technology companies in Sichuan and Guizhou, China. Hierarchical regression analysis and PROCESS macro in SPSS were used to test the hypotheses.FindingsThe results indicate that leader aggressive humor is negatively related to employee extra-role behaviors. Feeling ostracized is an important mechanism linking leader aggressive humor and employee extra-role behaviors and team identification and professional identification moderate the relationship.Practical implicationsOrganizations should make rules to prevent leaders from using aggressive humorous behaviors and encourage coworkers to show more affiliative funny behaviors during breaks to reduce employees' sense of ostracism.Originality/valueBuilding on sociometer theory, this research demonstrates the opposite moderating effects of team identification and professional identification in the effects of leader aggressive humor on feeling ostracized and consequently employee extra-role behaviors.

Evaluation of an artificial intelligence project in the software industry based on fuzzy analytic hierarchy process and complex adaptive systems

PurposeArtificial intelligence (AI) is the most progressive commodity among current information system applications. In-house development and sales of beneficial products are difficult for many software development and service companies (SDSCs). SDSCs have some implicit concerns about implementing AI software development due to the complexity of AI technology; they require an evaluation framework to avoid development failure. To fill the void, this study identified the factors influencing SDSCs when developing AI software development.Design/methodology/approachBased on complex adaptive systems theory, three aspects were developed as the main factors of hierarchy, namely, employees' capabilities, environmental resources and team capabilities. Fuzzy analytic hierarchy process (FAHP) was used to assess the SDSCs' attitude. Based on SDSCs, attitudes toward implementing AI software projects were collected to calculate the hierarchy of factors.FindingsThe outcome of FAHP is used as understanding the key factors of SDSCs for selecting an AI software project, toward the improvement of overall project planning. Employees' stress resistance was considered as a priority for the project, although professional AI skills and resources were also important.Originality/valueThis study suggested three variables developed using complex adaptive systems. This study contributes to a better understanding of the critical aspects of developing AI software projects in SDSCs. The study's findings have practical and academic implications for SDSCs and subsequent academic development, broadening the scope of AI software development research.

Human resource management practices and employee performance in tea factories in Nyamira County, Kenya

This paper is an investigation into the relationship between human resource management (HRM) practices and performance of employees in tea factories in Nyamira County, Kenya. The study covered the aspects of employee welfare programs, team working, training, involvement and performance of workers. The study adopted a quantitative research approach using descriptive statistical model to analyze and present data. A sample of 202 was drawn from 425 employees from all the six factories in Nyamira County. Primary data gathering was by use of selfadministered questionnaire. Quantitative data was analyzed by use of descriptive and inferential statistics with multiple regression analysis and content analysis for qualitative data. The findings were presented using means and frequency tables. The findings indicated that a good number of employees were familiar with various HRM practices and that there is a great relationship between human resource management practices and employee performance in tea factories. Majority of the factories have few welfare programs leading to dissatisfaction among employees. Team work is adopted by all the six tea factories and is seen as an important practice in improving employee performance. Performance of workers can be increased by providing employees continuous training and organizing seminars as they face challenges from time to time. Finally, the study concludes that employee involvement is deficient in tea factories. The main reason to this deficiency is lack of appropriate policies and goodwill from the management of the tea factories.

Employee Engagement in the Education Industry in Klang Valley, Malaysia

In this study, five variables; team and co-worker relationships, work environment, leadership, training and career development, and organizational culture were examined, to examine the influence on employee engagement in Klang Valley, Malaysia. Using quantitative approach, data was collected using an online survey. The findings revealed that three hypotheses were supported; employee engagement and team and co-worker (? = 0.377, t = 5.380, p < 0.05); employee engagement and work environment ((? = 0.179, t =2.035, p < 0.05) and employee engagement and training and career development ((? = 0.304, t = 3.887, p < 0.05). The result also revealed two hypotheses were not supported: employee engagement and leadership (? = 0.008, t = 0.107, p > 0.05) and employee engagement and organizational culture (? = 0.038, t = 0.492, p > 0.05). Based on the results of the study, it was found that team and co-worker relationships, work environment, and training and career development are significantly related to employee engagement. On the other hand, leadership and organizational culture have no significant relationship to the employee engagement.

METHODS AND INDICATORS OF ASSESSING MANAGEMENT PERFORMANCE IN THE ORGANIZATION

At the current stage of society's development, during the greatest scientific-technical and socio-economic period. To be a successful organization for a long time, to survive and achieve its goal, the organization must be both efficient and effective. Performance management combines methodologies, indicators, processes, software, and systems for managing the organization's activities. The essence of performance management is to make the right decisions, the correctness of which will be confirmed and ultimately measured by the results of actions. Performance management increases the predictability of outcomes, clarifies the connections between strategic, operational, and financial goals, and makes them clear to managers and groups of employees, which allows them to act instead of waiting for instructions from superiors. Performance management allows quantifying the effectiveness of cost planning using key performance indicators derived from strategic maps and balanced scorecards. Knowing these strategic goals and their relative importance, managers and employee teams select appropriate tools from the entire performance management suite. It has been established that several different types of organizational results can be viewed and compared. It is emphasized that the assessment of management performance is a complex task and a necessary preliminary stage of improving the management system. Therefore there are many criteria for such an assessment that consider various factors affecting performance and allow a comprehensive evaluation of the company's implemented strategy. Effectiveness is not only a question of what is done but also how. Excellent results are made possible by appropriate behavior, especially voluntary behavior, and the effective application of the necessary knowledge, skills, and competencies. Performance management allows us to understand precisely how results are achieved, as it allows us to understand what activities are needed for the organization's further growth. Managers must be ready, willing, and able to identify and address improvement needs as soon as they arise. It is necessary to strive for the maximum possible integration of knowledge and professional practice. This means encouraging managers in every possible way to learn from successful examples, difficulties, and problems. Keywords: productivity, assessment, management, organization, indicators.

Building More Accurate Shared Leadership Theory: The Double Threshold Effect of Shared Leadership on Multilevel Creativity

ABSTRACT Although shared leadership is typically considered a beneficial leadership approach, findings reporting its effectiveness are mixed. By integrating implicit theory and the “Too-Much-of-a-Good-Thing” (TMGT) effect, this study hypothesizes that both too little and too much shared leadership restrict team creativity and employee creativity. We test such double threshold logic across three independent studies. Study 1 results reveal that shared leadership can promote team creativity, but only within a certain range. Results from Study 2 suggest that shared leadership is positively related to employee creativity, but again only within a certain range. Study 3 replicates the findings of Study 1 and Study 2, and reveals that shared leadership is unrelated to employee creativity when team collectivism is high. Together, these findings suggest that there is a double-threshold effect of shared leadership on employee creativity and team creativity, and that the double-threshold effect of shared leadership on employee creativity is moderated by team collectivism.

Mechanisms involved in regulation of blood coagulation: history of research and perspectives

Blood clotting is the most important physiological response in the body to disruption to vascular structure or vessel wall abnormalities. This process is non-stationary, involving many not fully established mechanisms of spatial regulation, and an understanding of this process is essential for the prevention of a large number of life-threatening conditions. This review is focused on investigations into the research of blood clotting processes by a team of biophysicists, alumni and employees of the Biophysics Department of the Faculty of Physics, Lomonosov Moscow State University, who created one of the leading Russian scientific schools for experimental and theoretical approaches to the study of the hemostasis system. The review describes the main directions of research, which included many diverse aspects of the problem - from the development of theoretical models of blood coagulation to the development and clinical studies of new methods for assessing the state of the hemostasis system.