Fellow Team Members Research Articles

Adaptation Through Communication: Assessing Human–Artificial Intelligence Partnership for the Design of Complex Engineering Systems

Abstract Exploring the opportunities for incorporating Artificial Intelligence (AI) to support team problem-solving has been the focus of intensive ongoing research. However, while the incorporation of such AI tools into human team problem-solving can improve team performance, it is still unclear what modality of AI integration will lead to a genuine human–AI partnership capable of mimicking the dynamic adaptability of humans. This work unites human designers with AI Partners as fellow team members who can both reactively and proactively collaborate in real-time toward solving a complex and evolving engineering problem. Team performance and problem-solving behaviors are examined using the HyForm collaborative research platform, which uses an online collaborative design environment that simulates a complex interdisciplinary design problem. The problem constraints are unexpectedly changed midway through problem-solving to simulate the nature of dynamically evolving engineering problems. This work shows that after the unexpected design constraints change, or shock, is introduced, human–AI hybrid teams perform similarly to human teams, demonstrating the capability of AI Partners to adapt to unexpected events. Nonetheless, hybrid teams do struggle more with coordination and communication after the shock is introduced. Overall, this work demonstrates that these AI design partners can participate as active partners within human teams during a large, complex task, showing promise for future integration in practice.

When routine becomes stressful: A qualitative study into resuscitation team members’ perception of stress and performance

ABSTRACT Interprofessional teamwork is of high importance during stressful situations such as CPR. Stress can potentially influence team performance. This study explores the perception of stress and its stressors during performance under pressure, to be able to further adjust or develop training. Healthcare professionals, who are part of the resuscitation team in a large Dutch university medical center, discussed their experiences in homogeneous focus groups. Nine focus groups and one individual interview were conducted and analyzed thematically, in order to deepen our understanding of their experiences. Thematic analysis resulted in two scenarios, routine and stress and an analysis of accompanying team processes. Routine refers to a setting perceived as straightforward. Stress develops in the presence of a combination of stressors such as a lack of clarity in roles and a lack of knowledge on fellow team members. Participants reported that stress affects the team, specifically through an altering of communication, a decrease in situational awareness, and formation of subgroups. This may lead to a further increase in stress, and potentially result in a vicious cycle. Team processes in a stressful situation like CPR can be disrupted by different stressors, and might affect the team and their performance. Improved knowledge about the stressors and their effects might be used to design a training environment representative for the performance setting healthcare professionals work in. Further research on the impact of representative training with team-level stressors and the development of a “team brain” might be worthwhile.

Reciprocal Influence between Digital Emotional Intelligence and Agile Mindset in an Agile Environment

In today’s digital era, where communication is primarily conducted using computers and other technological devices, an agile mindset is not enough to be sustainable. Given the significant influence of human behaviour in agile environments, it is common for emotions to come into play among team members, particularly when they seek to assert their opinions or perspectives. Having digital emotional intelligence (DEQ) is crucial for agile team members in the current digital age, as it allows them to comprehend the emotions of their fellow team members using digital tools and technologies. This study focused on determining the reciprocal influence for team members between DEQ and an agile mindset in an agile environment. Qualitative research was implemented using semi-structured interviews. The identified participants were industry agnostic and were the team members working in agile projects, transitioning to agile and working in hybrid projects. The findings revealed that the intersection of agile mindset and DEQ is self-awareness. Self-awareness includes psychological empowerment, communication and collaboration, and respect. Possessing an agile mindset and DEQ in an agile environment has advantages, including improved virtual collaboration, faster adaptation to new technologies, better management of digital distractions, enhanced customer focus in digital channels, and improved data literacy.

Drug evaluation is also a clinical activity

The addition of a fourth year to the hospital pharmacy residency program has allowed trainees to rotate through various inpatient clinical units where they can, under the supervision of a specialist pharmacist, work shoulder to shoulder with other healthcare providers to ensure that patients receive the care they need. In addition to sharing their pharmacotherapeutic and pharmacokinetic knowledge (among others) with their colleagues, hospital pharmacists can and should contribute with their expertise in the areas of drug evaluation, selection and positioning. As no other healthcare professional masters like a pharmacist the intricacies of treatment efficacy or effectiveness, or of therapeutic safety, conveying this knowledge is yet another of the many clinical activities a hospital pharmacist must perform as a member of a multidisciplinary team, while assisting fellow-team members in deciding what medications are best suited to each patient. Both the public authorities and the pharmaceutical profession as a whole should make sure the pharmacist's role is rightfully valued and given the recognition it deserves.

Interpersonal Challenges Faced By Community Health Officers at Health and Wellness Centres in Delivery of Comprehensive Primary Health Care in Tribal Setting of Gujarat: A Mixed Methods Study

Introduction: Multi skilling and expansion of the team members involved in operationalizing Sub-Health Centres (SHCs) to Sub-health Centres-Health and Wellness Centres (SHC-HWCs) in India tends to be a challenge. New roles are being assigned to Community Health Officer (CHO) in an exponential manner. Objective: To identify the team-based interpersonal challenges encountered by Community Health Officers (CHOs)in terms of human relations in professional forefront and extract probable solutions from them for overcoming these challenges. Method: It was a sequential type of mixed method done in two-step process, quantitative survey of the defined indicators at SHC-HWCs followed by group discussion among CHOs for qualitative data. Quantitative survey was aimed at finding utilization of services. (Triangulation of both the data) whereas qualitative survey was aimed at finding out interpersonal challenges faced for adequate service delivery. Authors targeted to collect data from all the SHC-HWCs (N=53) in Dahod block for quantitative and qualitative survey. Results: The service utilization related to Maternal health and child health; childhood and adolescent health were found in range of 90-95%, followed by community participation (70%). The qualitative analysis of data revealed that CHOs were overburdened by their superiors and perceived lack of co-operation, dedication, and accountability from fellow team members. Conclusion: Utilization of certain services like non-communicable diseases (NCD), palliative care, mental health was found to be suboptimal. Significant lack of motivation and coordination were possibly some of the contributors.

OTHR-06. NARRATIVE MEDICINE AND THE PRACTICE OF PEDIATRIC NEURO-ONCOLOGY: GRAPPLING WITH THE UNTHINKABLE

Abstract As pediatric neuro-oncology team members work with patients, they engage in life and death struggles on behalf of children. Among patients who survive, many are left with intellectual decline, psychological difficulties, inability to take on daily life skills, and an overall decrease in health-related quality of life (Castellino et al., 2014). Absorbing the weight of these stories of illness and complex survival leads to risk of burnout and moral distress. This research sought to understand how pediatric neuro-oncology team members at a U.S. hospital interact with, interpret, and make meaning of the illnesses, complex recoveries, and deaths of patients as a result of participating in a series of narrative medicine workshops. In the workshops, team members encountered fictional stories of loss and longing for restoration as they engaged in close reading and discussion of a text. Writing about the text after participating in discussion helped members connect more deeply to their own formative stories. Further, it enlarged their capacity to connect to the stories of fellow team members and the narratives of patients and their families. Those who practice narrative medicine seek “to recognize, absorb, interpret, and be moved to action by the stories of others” (Charon et al., 2017, p. 1). Its methods harness creativity and insight to equip those in healthcare not only to diagnose and treat their patients but to bear witness to what patients undergo (Charon et al., 2017). If team members train themselves to see the beauty, pain, complexity, and ambiguity in a work of art, they may in turn see their patients and one another as works of art. The act of engaging in narrative medicine practice as a healthcare team in and of itself alleviates distress and fosters collaborative relationships among team members as they grapple with unthinkable loss in their work.

Pengintegrasian Penyimpanan Google Drive Pada Pembangunan Aplikasi Monitoring Project Menggunakan pyDrive

In a company that works on many projects, a system that can be used to monitor progress is needed. Monitoring is an assessment activity that is carried out continuously to see the progress of a task. Monitoring is important to make sure the project that is being carried out can run well. In this research, a Monitoring Project application was built using the Agile Software Development method. The application is made to make data managing and progress monitoring easier. In addition, a feature will be added to store and share project file access rights to the team members so that the files related to the project can be properly centralized. The application is built using the Python Flask and Webix Javascript framework. The application will be integrated with Google Drive storage using Google Drive API. The integration will be done with the help of the pyDrive library which can simplify Google's OAuth 2.0 authentication. pyDrive also warps the functions of the Google Drive API so the program code becomes more object-oriented. Applications then will be tested using the black box method which focuses on testing the application functions. Based on the testing results, the application can be used to do monitoring projects and help users in sharing project files with fellow team members. The Monitoring Project Application from this research can be used to monitor project progress and share project drive with team members

The Effect of Community Support for Far-Right Political Parties on Immigrant Employee’s Absenteeism

Both international migration and political polarization have seen widespread increases over the last decade. As immigration increases, community support for far-right political parties (and their xenophobic platforms) grows, begging the question of how a community’s support for far-right political parties affects immigrant workers who serve these communities. Integrating macro-level research from economics and political science with stereotype threat theory at the individual-level, we argue that far-right political support in the community makes negative immigrant-related stereotypes salient, affecting immigrant workers’ short-term absenteeism behavior. However, we predict that similarity to their team leader or coworkers (in terms of immigrant status) is associated with decreased short-term absenteeism because it lowers immigrant workers’ perceptions of stereotype threat. Using both field and experimental designs, we demonstrate the interplay between subordinate’s immigrant status, their similarity to fellow team members, and the political context in which they work.

From empowering leadership to innovative work behavior: the role of working engagement and knowledge sharing

PurposeThis paper aims to review the latest management developments across the globe and pinpoint practical implication from cutting-edge research and case studies.DesignThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsEmpowering leadership improves innovative work behavior. However, if employees are able to engage enthusiastically and productively in their work and they are encouraged to share knowledge with fellow team members then innovative work behavior is further improved.OriginalityThis briefing saves busy executives, strategists, and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

공유리더십, 변화자기효능감, 집단주의와 변화지향 조직시민행동과의 관계

Recently, environment change is more complex, dynamic and ambiguity, the increased use of teams in organizations more and more important for competitive advantage. However, the question naturally arises regarding what forms of leadership are best suited for these structures and will promote the attainment of performance?. At this point, early leadership researchers argued that the importance of leadership being shared among team members. Shared leadership as results from the distribution of leadership influence across all of team members and mutual influence embedded in the interactions among team members that can significantly improve team and organizational performance. That is shared leadership occurs when all members of a team are fully engaged in the leadership of the team and are not hesitant to influence and guide their fellow team members in an effort to maximize the potential of the team as a whole. This study purpose to investigate relationship between shared leadership, change self-efficacy, collectivistic orientation and change-oriented organizational citizenship behavior (OCB) at team level analysis that show clear the process and context of shared leadership influences. More detalied, examined the effect of shared leadership foster employees’ change-oriented OCB and reflected mediating effect of change self-efficacy, the moderating effect of collectivistic value orientation was regarded as a contextual factor. After literature review, we set the direct hypothesis, mediate hypothesis, moderate hypothesis and moderated mediation hypothesis. For test of hypothesis, we conducted survey method and to removed the common method bias problem, questionnaires are collected by multi-source(team leader, team member) and check the aggregation of individual responds to using team level(rwg, ICC(1), ICC(2)). Total 416 team members and 98 teams used for final analysis. The results show that shared leadership have positive impacts on change-oriented OCB and change self-efficacy. Change self-efficacy has a positive impact on change-oriented OCB. Also, change self-efficacy mediate between shared leadership and change-oriented OCB. Collectivistic value orientation moderate between shared leadership and change self-efficacy. If high on collectivistic value orientation, the those of relationship are more increased. Finally, moderated mediations are significant that change self-efficacy mediation of effect are more strong under high on collectivistic value orientation, reflected of conditional indirect effect. Based on the results, organizations can enhance shared leadership by encouraging team members when teams foster interact team member and all of team members as leaders and to involve in shared, mutual leadership for extra-role behavior such as change-oriented OCB. Also managers should ensure that all of team members has shared direction and purpose, promote and establish norms of participation and input into the team’s activities and strategies, and seek to foster a positive environment where team members encourage one another and actively recognize each others’ contributions.

Nationality biases in peer evaluations: The country-of-origin effect in global virtual teams

In a post-COVID-19 world, due to the increasing reliance on virtual work, global virtual teams (GVTs) are critical for the international success of firms. A fundamental challenge that firms face in this new remote work context is the need to measure the performance of individuals in GVTs. Peer evaluations are advocated as a way to improve the validity of performance appraisals. Peers work closely with one another and, presumably, are better positioned to observe and evaluate fellow team members’ performance. Even when completed in good faith, however, a fair evaluation of individual contributions and performance in GVTs could be distorted by subjectivity, bias, cultural and institutional differences, and the limitations of online communication tools. Based on a sample of 6634 GVTs comprised of 33,271 people in 79 countries that worked on an international business (IB) project, we tested the country-of-origin (COO) effect in peer evaluations within the context of GVTs. Results indicate that the nationality of the team member is a source of significant bias in peer evaluations. Our tests show that the prestige and the level of economic development of the country that a team member is from is a better predictor of peer evaluations received than objective measures of individual skills and competencies, including English proficiency, technical ability, and cultural intelligence, or national per-capita spending on education, suggesting that a COO effect based on personal bias may affect performance ratings more than actual contributions. We conclude that the COO effect in peer evaluations in GVTs has to be taken into account when designing evaluation systems and discuss implications for theory, practice and future research.

A novel trust architecture integrating differentiated trust and response strategies for a team of agents

Trust has been widely recognized as particularly significant among the factors influencing team performance. Trust directly impacts team performance as it plays a pivotal role in the decisions that each team member (each agent) makes regarding their own actions and their interactions with fellow team members (other agents). Hence, determining the appropriate actions of each agent in the team based on perceived trust information is critical to ensure optimal team performance. However, there is no generic mechanism dedicated to such a problem. This paper addresses this problem by proposing a novel trust architecture which integrates differentiated trust with response strategies. Differentiated trust is multidimensional trust with each trust dimension representing trust in an agent's abilities to perform the task associated with that dimension. With differentiated trust, an agent can differentiate the trustworthiness of another agent in performing different subtasks (a secondary task or a portion of the primary task). To further fulfill the transition from perceptual trust to practical actions, responses strategies are introduced. Each response strategy associates trust levels with the available actions through a distinct deterministic strategy. The high dimensional trust enabled by the differentiated trust is used as the input of a response strategy for more nuanced manipulation of the interactions. The impact of the proposed trust architecture is demonstrated through an experimental investigation. A platform simulating team performance is built based on a food foraging task. Scenarios embodying different types and proportions of a priori flawed agents are introduced to enable the system to distinguish between agents in terms of trust; thus, providing a potential to optimize team performance through the trust architecture. It is demonstrated that the proposed trust architecture enables optimized team performance in various scenarios involving agents with different trustworthiness by the appropriate determination of each agent's actions in the interactive teamwork.

The Effects of Team Context on Peer Ratings of Task and Citizenship Performance

Recent trends indicate that organizations will continue their strategic pursuit of teamwork for the foreseeable future, which will create a need for accurate assessments of individuals’ performance in teams. Although individual behaviors can be perceived and assessed by fellow team members (i.e., peers), the extent to which the team shapes perceivers’ judgments versus the target’s behavior is unclear. We conducted two studies to understand how and why team context influences peer ratings of individual performance. In study 1, we conducted cross-classified modeling on a sample of 7160 performance observations of 568 targets made by 567 perceivers, who were each members of four separate teams. Results indicated that team membership accounted for a substantially higher proportion of perceiver, relative to target, variance. In study 2, we conducted social relations modeling with a sample of 679 performance observations collected from 217 individuals nested in 46 teams to test the effects of psychological safety on perceiver, target, and team variance components. Perceptions of psychological safety accounted for proportionally larger perceiver, relative to target, variance in OCB, and task performance ratings. Altogether, team context appears to affect perceivers’ judgments of behavior more than the target’s behavior itself, implying that peer ratings sourced from different teams may not be comparable. We consider the implications for the collection and interpretation of peer performance ratings in teams and the potential implications for social cognitive theory, such that certain aspects of the team context, including psychological safety, may act as a cognitive heuristic by molding perceiver judgments of targets.

"It's Not Always Possible to Live Your Life Openly or Honestly in the Same Way" - Workplace Inclusion of Lesbian and Gay Humanitarian Aid Workers in Doctors Without Borders.

In this exploratory study, we present findings from semi-structured interviews with 11 self-identified lesbian and gay (LG) humanitarian aid workers of Doctors without Borders (MSF). We investigate their perceptions of workplace inclusion in terms of perceived satisfaction of their needs for authenticity and belonging within two organizational settings, namely office and field. Through our combined deductive and inductive approach, based on grounded theory, we find that perceptions of their colleagues’ and supervisors’ attitudes and behaviors, as well as organizational inclusiveness practices play a role in LGs’ perceived authenticity, but not belonging, in the workplace. However, these organization-level characteristics do not account for between-participant differences in perceived authenticity. Therefore, we inductively construct a typology of three groups, which we coined conscious first-missioners, authentic realists, and idealistic activists, based on how LG humanitarian aid workers assess and deal with not being able to be their authentic selves when they are in the field, because homosexuality is illegal in many project countries. Conscious first-missioners are separated from the other two groups based on having gone to the field once, whereby they felt in control over the decision on how to manage their sexuality. Alternatively, authentic realists and idealistic activists alike felt they did not really have a choice in how to manage their sexuality, but handled that differently. We find the importance of one’s sexuality as well as adherence to the overarching organizational mission relevant individual-level factors herein. Furthermore, we find disclosure of sexual identity to be strongly context-dependent, as participants are ‘out of the closet’ in the office, but go back into the closet when they enter the field, with different country contexts even leading to different decisions concerning self-disclosure, thus demonstrating the importance of careful sexual identity management. This so-called disclosure dilemma, we find, may not be merely an individual choice, but rather a shared dilemma involving multiple stakeholders, such as the organization and fellow team members. We discuss the findings’ contributions to existing literature on LGs’ workplace experiences and implications for future research on inclusion of sexual and other invisible minorities in the workplace.

Results of a nationwide hospice and palliative care social work job analysis

The role of the hospice and palliative social worker is often ambiguous and misunderstood by colleagues and fellow team members. One reason for this is the lack of identified, clearly delineated roles, skills, and tasks employed by these specialty social workers in their daily work. This article summarizes the first nationwide job analysis of hospice and palliative social workers. A contextual, cross-sectional survey design was used to identify current and relevant job tasks from practicing hospice and palliative social workers. A sample of 482 social workers representing 46 states responded to a survey that included demographic questions and ranking of 152 tasks and importance to the position. Tasks were categorized into four broad categories: assessment and reevaluation; planning and intervention; death, grief, and bereavement; and professionalism; which includes subcategories consisting of multiple tasks and skills. Respondents identified performing a psychosocial assessment from a patient/family centered care perspective, assessment of the patient’s current and desired quality of life and of coping skills as the tasks most important to their role. This outline of the role of the hospice and palliative social worker was then used in the development of an evidence-based certification exam that may be required of those who want to receive specialty certification in the field.

Massively Multi-Agent Simulations of Religion

AbstractMassively multiplayer online (MMO) games are not merely electronic communication systems based on computational databases, but also include artificial intelligence that possesses complex, dynamic structure. Each visible action taken by a component of the multi-agent system appears simple, but is supported by vastly more sophisticated invisible processes. A rough outline of the typical hierarchy has four levels: (1) interaction between two individuals, each either human or artificial, (2) conflict between teams of agents who cooperate with fellow team members, (3) enduring social-cultural groups that seek to accomplish shared goals, and (4) large-scale cultural traditions, often separated into virtual geographic regions. In many MMOs, both magic and religion are represented, in ways that harmonize with a social-scientific theory that defines them in terms of specific versus general psychological compensators. This article draws empirical examples from five diverse MMOs: Dark Age of Camelot, Dungeons and Dragons Online, World of Warcraft, A Tale in the Desert and Gods and Heroes.

First Impressions, Team Satisfaction and Work-Related Flow: A Multilevel Analysis

First impressions of fellow team members, as well as individual satisfaction with one’s team, are each related to work-related flow experiences but they are rarely studied in combination. To address this gap we collected measures of all three in a laboratory study of dyadic teams (N=55). First impressions were assessed prior to the start of a management simulation task, and both team satisfaction and work-related flow were assessed afterwards. Hierarchical linear modeling revealed that measures of team satisfaction at both the individual and team levels were predictive of work-related flow experiences; an interaction between the discrepancy in first impression ratings within each team and individual ratings of team satisfaction was also found. Findings suggest that discrepancies in first impressions interact with team satisfaction in ways that may negatively impact work-related flow experiences, which in turn has the potential to impair team formation and performance effectiveness of ad hoc teams.

Team personal-life inclusion in socially- versus task-oriented countries: A cross-cultural study of Chinese versus German teams

Team personal-life inclusion (Team PLI) refers to socialization with fellow team members in the private domain. While PLI is an expected behavior in the socially oriented Chinese work context, it is generally seen as unfavorable in task-oriented contexts like Germany. We investigate the relative impact of Team PLI on the performance of Chinese and German teams. Based on data from 130 Chinese and 124 German teams, we show that Team PLI has opposing consequences in China and Germany. While it increases German teams’ performance, the reverse relationship was observed for Chinese teams.

Passing Decisions in Football: Introducing an Empirical Approach to Estimating the Effects of Perceptual Information and Associative Knowledge

The importance of various information sources in decision-making in interactive team sports is debated. While some highlight the role of the perceptual information provided by the current game context, others point to the role of knowledge-based information that athletes have regarding their team environment. Recently, an integrative perspective considering the simultaneous involvement of both of these information sources in decision-making in interactive team sports has been presented. In a theoretical example concerning passing decisions, the simultaneous involvement of perceptual and knowledge-based information has been illustrated. However, no precast method of determining the contribution of these two information sources empirically has been provided. The aim of this article is to bridge this gap and present a statistical approach to estimating the effects of perceptual information and associative knowledge on passing decisions. To this end, a sample dataset of scenario-based passing decisions is analyzed. This article shows how the effects of perceivable team positionings and athletes' knowledge about their fellow team members on passing decisions can be estimated. Ways of transfering this approach to real-world situations and implications for future research using more representative designs are presented.

An Evaluation of a New Debriefing Framework: REFLECT.

Postresuscitation debriefing (PRD) is recommended by the American Heart Association guidelines but is infrequently performed. Prior studies have identified barriers for pediatric emergency medicine (PEM) fellows including lack of a standardized curriculum. Our objective was to create and assess the feasibility of a time-limited, structured PRD framework entitled REFLECT: Review the event, Encourage team participation, Focused feedback, Listen to each other, Emphasize key points, Communicate clearly, and Transform the future. Each PEM fellow (n = 9) at a single center was a team leader of a pre-intervention and post-intervention videotaped, simulated resuscitation followed by a facilitated team PRD. Our intervention was a 2-hour interactive, educational workshop on debriefing and the use of the REFLECT debriefing aid. Videos of the pre-intervention and post-intervention debriefings were blindly analyzed by video reviewers to assess for the presence of debriefing characteristics contained in the REFLECT debriefing aid. PEM fellow and team member assessments of the debriefings were completed after each pre-intervention and post-intervention simulation, and written evaluations by PEM fellows and team members were analyzed. All 9 PEM fellows completed the study. There was an improvement in the pre-intervention and post-intervention assessment of the REFLECT debriefing characteristics as determined by fellow perception (63% to 83%, P < 0.01) and team member perception (63% to 82%, P < 0.001). All debriefings lasted less than 5 minutes. There was no statistical difference between pre-intervention and post-intervention debriefing time (P = 1.00). REFLECT is a feasible debriefing aid designed to incorporate evidence-based characteristics into a PRD.