Organizational Teamwork Research Articles

Přidělovaná ošetřovatelská péče jako jeden z indikátorů výskytu medikačního pochybení

The aim was to analyze selected studies on rationed nursing care as one of the indicators that influence the occurrence of medication errors.A descriptive review study. Articles and studies were searched in the following selected electronic databases: EBSCO (Academic Search Ultimate, Academic Search Complete), CINAHL Plus with Full Text, MEDLINE Complete, ScienceDirect and Central & Eastern European Academic Source. The search for relevant sources was based on the following English keywords: unfinished care, omitted care, rationing care, missed care, nursing care, medication errors.Total of 86 contributions found. After duplicit and irrelevant publications were the analysis comprised 8 primary studies and 2 systematic reviews. The studies were concerned with rationed or otherwise defined non-standard nursing care not merely related to medication errors. Each study described selected activities most frequently omitted by nurses with respect to medication: assessment of drug efficacy, medication errors, administration of incorrect drugs or doses, wrong time of administration, high-risk drug protocols and adhering to rules with each administration. The most frequently reported factor influencing the occurrence of missed care was understaffing and the related number of patients per nurse, resulting in a lack of time for selected patient activities.Despite difference in methods, all studies consistently claimed that rationed, unfinished, missed or omitted nursing care has or may have a negative impact on both patients and nurses. Some of the recommendations were increasing the number of nurses, improving team collaboration and work organization including setting systemic and preventive measures.

Team Management, Diversity, and Performance as Key Influencing Factors of Organizational Sustainable Performance

This paper examines the effects of management functions on the performance of diverse teams working on projects in the Information Technology (IT) industry, as well as the impact of their performance on organizational sustainable performance. Grounded on organizational management and work team management specific empirical studies and literature, we clarified the content of management functions in the framework of teamwork and acknowledged manners to express the performance of teams distinguished through diversity, as well the most relevant positive effects of team results on organizational performance. On the above basis, we built the online questionnaire. The study involved 189 respondents, who work either in Romania or in the Czech Republic on IT field specific projects. Empirical results show that, individually, some management functions are connected with co-workers’ and teams’ performance, while others are not, but considered together, in interdependence with joint effects, they influence the team’s performance and the organization’s performance from the perspective of its sustainable strategic competencies.

Enfermagem em unidade de internação psiquiátrica

Objetivo: Conhecer a opinião de trabalhadores da enfermagem e portadores de transtornos mentais sobre a assistência de enfermagem em unidade de internação psiquiátrica. Método: Estudo exploratório com 27/84 pacientes, 10/14 auxiliares de enfermagem e 6/6 enfermeiros de uma unidade psiquiátrica de hospital geral. Entrevistas individuais baseadas em questões norteadoras. Análise temática de conteúdo. Resultados: Pacientes: mulheres (66,7%); média etária 41,9 anos; primeira internação (44%). Profissionais: 68,8% mulheres, em média, formados há 9,8 anos. A enfermagem enfrenta dificuldades relacionadas aos pacientes (alucinações/delírios, crianças, isolamento, risco de suicídio, sintomas maníacos) e à rotina de trabalho (burocracia, omissão perante condutas inadequadas dos colegas, número insuficiente de profissionais, organização vertical do trabalho em equipe). Conclusão: Apesar da evolução da reforma psiquiátrica e dos avanços profissionais, a enfermagem ainda enfrenta dificuldades no cuidado aos pacientes internados. Identificálas, ajuda a refletir e aprimorar a prática profissional.

Teamwork, Leadership and Gender in Organizations

[ ]team members tend to elaborate more work-related information when teams are more learning-orientated Analysis of a sample of 75 CEO succession events in an emerging economy, the author shows that new CEO outsiderness, without managerial discretion context influences, has no direct effect on post-succession performance [ ]market complexity, but not munificence, provides CEOs with more discretion in the Turkish context, thus strengthening the positive relationship between CEO origin and firm performance Analysis of data from a sample of 356 Gen Y employees (born between 1980–2000) from IT industry in Delhi (NCR, India) reveals that organizational learning has a direct influence on affective commitment of Gen Y employees while competency development mediates the relationship between them [ ]strategic leadership positively moderates the link between organizational learning and competency development In the paper, “Authentic Leadership Outcomes in Detail Orientated Occupations: Commitment, Role-Stress and Intentions to Leave”, the authors Kalay, Brender-Ilan and Kantor employ the Certified Public Accounting (CPA) as a context to examine if CPA managers exhibiting an authentic leadership style are capable of strengthening the commitment of their subordinates and, at the same time, reducing role-stress and intentions to leave

Team perceived virtuality: an emergent state perspective

ABSTRACT The rapid changes of work, the ease of mobility, and ubiquitous use of virtual tools have fundamentally changed the way that teamwork in modern organizations is accomplished. Although these developments have elicited a broad range of studies focusing on the phenomenon of team virtuality, the construct itself is still tied to conceptual ambiguities, opposing theoretical underpinnings, and inconsistent findings. The present paper synthesizes the structural and social-constructivist elements of team virtuality in order to introduce the novel concept of team perceived virtuality (TPV), embedded within a theoretical model of its team-level emergence. We define TPV as a cognitive-affective team emergent state which is grounded in collectively experienced feelings of distance and perceptions of information deficits. We further describe how TPV emerges as a function of team members’ collectively developed co-constructions and identify antecedents that contribute towards this emergence. By disentangling perceptions from structural properties, the present paper conceptually advances our understanding of team virtuality beyond its structural characteristics. Ultimately, this conceptual work serves as a starting point for future research on team virtuality as a collectively constructed, team-level emergent construct.

Diverse Methodological Approaches to Understanding Novel Work-Life Interface Questions

Decades of research have indicated that work and family are inextricably intertwined (e.g., Amstad, Meier, Fasel, Elfering, & Semmer, 2011). Despite numerous lessons learned from the robust work-life literature, there are surprisingly many neglected areas and questions left to be answered. Much of the work-life research fails to examine or account for theoretical paradigms as they apply to shifting workplace characteristics (e.g., globalization, team-based flat organizations, technology) and how this may be related to under-explored factors in the work-life sphere such as job overqualification and corresponding multi-level influences such as public policy (e.g., state law mandating paid family leave). The purpose of this symposium is to highlight work that utilizes novel theoretical lenses and advanced analytic approaches in order to further theoretical understanding of the dynamic interplay between work and non- work. Given that advancement in work-life theory can be achieved more readily by relying on multi-source, multi-level, and longitudinal or time-lagged data analyses, this symposium draws on two time-lagged studies, one examining the effects of the quality of home life relationships on work with consideration to job over qualification, and the other on the synergistic effects of bi-directional work-family enrichment on job outcomes that are increasingly relevant due to a shifting focus on team work in organizations (OCBs). Another study examines the multi-level influence of public policy on the link between work-life conflict and individual job and well-being outcomes. The final paper examines the within-person day level effects of family supportive supervision on job satisfaction via the effect it has on employee perceptions of supervisor responsiveness. The Link Between Overqualification and Family-to-Work Cross-Domain Effects Presenter: Nicholas Anthony Smith; Oregon Health & Science U. and Quinnipiac U. Presenter: Leslie Hammer; Portland State U. Presenter: Cynthia Mohr; Portland State U. Positive Spillover Between Family & Work: Impacts on Work Outcomes Through Job Affective Well-Being Presenter: Hyun Jung Lee; Washington State U. Vancouver Presenter: Tahira M. Probst; Washington State U. Vancouver National Work-Family Policies: Multilevel Effects on Employee Reactions to Work/Family Conflict Presenter: Erica Bettac; Washington State U. Vancouver Presenter: Tahira M. Probst; Washington State U. Vancouver Daily Supervisor Support for Work and Non-Work, Supervisor Responsiveness, and Job Satisfaction Presenter: Luke Mahoney; Portland State U. Presenter: Leslie Hammer; Portland State U. Presenter: Todd Bodner; Portland State U. Presenter: Cynthia Mohr; Portland State U.

Linking professional capital with facilitating in school teams

PurposeThe project “Public schools in change – collaboration as a resource” was aimed to strengthen professional capital (social- human- and decision-capital) in public schools and as a part of this to strengthen collaboration within teams. The purpose of this paper is to focus on the approach of linking development of professional capital to the development of team competence through facilitating and discuss the adequacy of the methods used to fulfil the purpose.Design/methodology/approachThis study was designed as a multiple case intervention implemented at four worksites. It was organized as a course consisting of four sessions among 15–20 team coordinators from each school unit. The research group provided insights and methods to increase the team’s ability to manage tasks and cooperate.FindingsBased on observations of team meetings, the study provides a discussion on the usefulness of the approach of linking team competence and professional capital. Both at theoretical and practical levels, the study finds it is meaningful to combine facilitating as methods to ensure the creation of value in organizational teamwork, in general, with the concept of professional capital pointing on the quality of the core task and particularly developed within an educational context.Research limitations/implicationsThe study provide a presentation of two theoretical frameworks and a discussion of the adequacy of linking these frameworks to the development of team competences in a school context.Practical implicationsThe study suggests that organizations and educational institutions (of teachers, physicians, and social workers) may benefit from linking professional capital and facilitating and thereby provide employees and students training in professional collaboration.Social implicationsIn a still more complex society, collaboration is crucial. The study suggests ways to improve collaboration, quality of the core task along with the relational dimensions in the psychosocial work environment.Originality/valueDevelopment of professional capital through increased team competences and facilitating skills represents a new and promising approach with theoretical as well as practical implications within a school context. Indeed, not only school teams but also teams in other organizations dealing with social- task- and contextual complexity can benefit from the insights and experiences of this study.

Theoretical aspects of prototyping

The evolution of programming began at a time when most programs were developed by a single developer. As the complexity of the programs increased, the complexity of their development, debugging and the number of participants in the process also increased, which led to the development of automation systems for programming and organization of teamwork, and later to the development of tools and methods for software design (CASE-tools).

Örgütlerde Kirpi İkilemi: İşyeri Arkadaşlıklarının Olumlu ve Olumsuz Yönleri

There are numerous studies about the benefits of workplace friendship in organizations. Therefore, it may be assumed that well-established friendships in organizations promote effective information sharing, communication skills, increase teamwork and workplace morale among employees at work. Additionally, workplace friendships have positive effects for the organizations such as lower turnover rates, employee burnout and lower levels of intention to leave. On the other hand, just like experiencing the hedgehog’s dilemma, higher levels of workplace friendship or intimacy among group of individuals in organizations may lead to negative consequences such as the supervisor/subordinate friendship may raise the anger or feelings of unfair treatment by other individuals or may lead to untrue performance assessments. Besides, workplace friendships may cause failures to report misfits and counterproductive work behaviors accurately in the organizations. So, workflow might deteriorate and it may lead to conflicts in teamwork in organizations. In sum, in this conceptual paper, workplace friendship will be focused on and the advantages and the disadvantages of it will be outlined. Then, in the conclusion section, the recommendations will be made about how to reduce the negative effects of workplace friendships in organizations.

Y VE Z KUŞAKLARININ İŞ HAYATINDAN BEKLENTİLERİNİN KARŞILAŞTIRILMASI

Bu araştırmanın ana amacı, Y ve Z kuşaklarının iş hayatından beklentilerinin ortaya konulması, bu kuşakların iş hayatından beklentilerinin karşılaştırılması ve bu beklentilerin kuşak yöneticilerine ışık tutması amacı ile aktarılmasıdır. Araştırmanın ilk bölümünde kuşaklar hakkında bilgi verilmiştir. İkinci bölümünde ise Y kuşağı ile 21. yüzyıl iş hayatı için önem teşkil eden Z kuşağının iş hayatından beklentileri üzerine bir araştırma yapılmıştır. Araştırmada kullanılan anket formu Gümüşhane Üniversitesi öğrencilerine uygulanmış ve anket sonucu elde edilen ver ilerden faydalanılmıştır. Araştırma kapsamında bağımsız gruplar t testi analizi uygulanmıştır. Araştırmada Y ve Z kuşaklarının iş hayatından iletişim ve karar verme konularında aynı beklentilere; örgüt kültürü, lider, takım çalışması, motivasyon ve gelişme konularında ise farklı beklentilere sahip olduğu sonucuna ulaşılmıştır.

Organization of multi-professional teamwork in technology-mediated work environments

Multi-professional collaboration is assumed to tackle ambiguous and difficult challenges with innovative teamwork. First, expertise from many fields is needed for solving difficult problems in society and organisations, which emerge from a complicated reality. Second, tasks in working life encompass many fields, meaning that multi-professional expertise is needed. Third, the expertise has to be organised as interactive teamwork for approaching ambiguous questions. However, multi-professional collaboration is challenging, due to different knowledge bases and related working methods of each professional grouping involved, but, with digitalization, multi-professional collaboration could become more commonplace, as the technology-mediated work environment is shared by all professional groupings in the workplace. Technology tends to mainstream working patterns and practices, which could be assumed to reshape professional work and multi-professional collaboration. The article studies how multi-professional teamwork is organised in firms with an advanced technology-mediated work environment in the new media and high-technology industry. The methodological approach is qualitative and three case studies are presented. The outcome of the analysis reveals variations in the patterns of organising multi-professional teamwork, which is related to the function and position of the teams and the rationality of the firm.

SAĞLIK ÇALIŞANLARINDA EKİP ÇALIŞMASI TUTUMLARININ İNCELENMESİ

Bu çalışma, sağlık çalışanlarının ekip çalışmasına ilişkin tutumlarını belirlemek ve sağlık çalışanlarının ekip çalışması tutumlarının sosyo-demografik değişkenlere göre farklılık oluşturup oluşturmadığını incelemek amacıyla yürütülmüştür. Araştırma, Kırıkkale Üniversitesi Tıp Fakültesi Hastanesi’nde görev yapmakta olan 321 sağlık çalışanı ile anket yöntemi kullanılarak gerçekleştirilmiştir. Veriler, SPSS programı ile analiz edilmiştir. Çalışmadan elde edilen sonuçlara göre, ekip çalışması alt boyutları arasında en yüksek ortalamanın, liderlik (4,25±0,62) alt boyutunda ve en düşük ortalamanın ise karşılıklı destek alt boyutunda (3,38±0,65) olduğu belirlenmiştir. Çalışmada katılımcıların karşılıklı destek alt boyutundan almış oldukları puanlarının yaşlarına, cinsiyetlerine, eğitim durumuna, görev unvanına ve birimde çalışma süresine göre istatistiksel olarak anlamlı farklılıklar gösterdiği tespit edilmiştir. Ayrıca katılımcıların ekip yapısı alt boyutundan almış oldukları puanlarının görev unvanına göre; kurumsal iletişim alt boyutundan almış oldukları puanlarının ise yaşlarına göre istatistiksel olarak anlamlı farklılıklar gösterdiği saptanmıştır. Araştırma sonucunda sağlık kurumlarında ekip çalışmasını oluşturan temel bileşenlerin (ekip yapısı, liderlik, durum izleme, karşılıklı destek ve kurumsal iletişim), sağlık çalışanlarının sosyo-demografik özelliklerinden ne düzeyde etkilendiği ortaya çıkarılmıştır. Sağlık hizmetleri yöneticilerinin sağladığı bireysel, kurumsal ve hastaya yönelik faydaları nedeniyle, ekip çalışmasını destekleyici bir örgüt kültürü oluşturmaları ve meslekler arası ekip çalışmasının önemi konusunda çalışanların farkındalıklarını artırmaları önerilebilir.

FORMATION OF THE ABILITY OF UNDERGRADUATES OF TEACHER EDUCATION TO TEAMWORK IN THE PROCESS OF DESIGNING AN EDUCATIONAL PRODUCT

Introduction. The article presents various approaches to the definition of the term “educational product”, shows the features of the construction of the educational module, which serves as a substantive basis for the formation of the universal competence of the student in organizing and managing the work of the team to achieve the goal. The article discloses the stages of designing a collective educational product for the formation of students' ability to team work. Materials and methods. The study is based on systemic and activity-based approaches that ensure targeted interaction between the subjects of the educational process; Personally oriented, technological and competency-based approaches, on the basis of which the technology of project training is being built in collaboration. The results of the research. It was found that the organization of team work to create the first collective educational product serves as the basis for achieving educational results. The requirements to the organization of the educational process for the formation of universal competence are formulated, which discloses the need to use the learning technology in collaboration, substantiates the need for the transition from work in microgroups and pairs to team work, estimates the degree of participation of undergraduates in the creation of a collective educational product. Discussion and Conclusions. The article discusses the stages of forming the competence of a student in organizing the work of a team, the characteristic of each stage is given with examples of questions for discussion and developing a team strategy to achieve the goal of creating a collective educational product. The conclusion formulated in the article is that in the process of preparing graduate students of teacher education, it is necessary to carry out the transition from group and pair forms of work to teamwork and back, which will provide a condition for preparing students for the implementation of the master's thesis and the use of teamwork skills in professional activities.

Age as Moderator of the Relationship Between Self-efficacy and Effort in Occupational Teams

Abstract Demographic changes increase the age range in occupational teams, which has potential consequences for collaboration not only at the team level (age diversity) but also at the individual level regarding how much effort workers expend. By integrating a life span perspective into theories on effort expenditure in teams, we assumed that workers’ chronological age moderates the relationship between task-specific self-efficacy beliefs and effort expenditure in organizational teamwork. More specifically, we assumed that task-specific self-efficacy beliefs are more strongly related with effort for older as compared with younger team members. Hypotheses were tested in 2 online studies (N = 209 and 271 workers, respectively) using the event reconstruction method. Participants were instructed to reexperience specific work events from the last few days (Study 1: 2 teamwork events; Study 2: 1 teamwork event and 1 working-alone event) and to indicate their self-efficacy and effort expenditure in each event. Results of both studies showed the expected age moderation of the self-efficacy–effort link in team settings, whereas no such moderation was observed in working-alone settings in Study 2. Finally, Study 2 also showed a stronger age moderation effect in unfamiliar as compared with familiar tasks.

The Key Knowledge Workers in the Process of Sharing Knowledge: Motives and Conditions

Purpose: The purpose of the study is to identify motives and conditions acting as incentives for key knowledge workers to share their individual knowledge with other employees.Methodology: The interviews with key knowledge workers of 50 companies operating in Poland were employed as the main data collection method. In the process of analysis, the interview findings were compared with the results of the questionnaire survey conducted among entrepreneurs and managers representing the companies of the interviewed key knowledge workers. Findings: The motives of knowledge sharing by key knowledge workers are as follows: financial motivation, sense of responsibility for the results of the organization and the results of teamwork, building and consolidating professional authority. The following conditionsare required to be established to support knowledge sharing by key knowledge workers: organic leadership, organization of team work, communication processes, HR processes.Practical implications: Achieving high results in knowledge sharing with the participation of key knowledge workers requires a comprehensive knowledge management system. The knowledge-oriented enterprises have to create the adequate working environment for the key knowledgeworkers. The comfort zone for such employees guarantees that they become aware investors of their own intellectual capital. Their engagement in the knowledge sharing process is the key issue in regard to achieving the long-term, sustainable competitive advantage. Originality/value: The originality of the study derives from the fact that the issue of motives and conditions for key knowledge workers to share their knowledge has not been much studied, especially in the context of the companies operating in Poland. Comparing and contrasting the opinions of the interviewed key knowledge workers with the point of view represented by the entrepreneurs and managers of their companies provides additional value. Paper type: Research paper.

Assessing the Patient Safety Culture in Dentistry.

Medical errors are among the leading causes of death within the United States. Studies have shown that patients can be harmed while receiving care, sometimes resulting in permanent injury or, in extreme cases, death. To reduce the risk of patient safety incidents, it is imperative that a robust culture of safety be established. The primary objective of this study was to evaluate the patient safety culture among providers at 4 US dental institutions, comparing the results with their medical counterparts in 2016. This cross-sectional study uses the Medical Office Survey on Patient Safety Culture that was modified for dentistry and administered at 4 US dental institutions during the 2016 calendar year. All dental team members were invited to complete electronic or paper-based versions of the questionnaire. Among 1,615 invited participants, 656 providers responded (rate, 40.6%). Medical institutions outperformed the dental institutions on 9 of the 10 safety culture dimensions, 6 of the 6 overall quality items, and 8 of the 9 patient safety and quality issues. The surveyed dental institutions reported the strongest average percentage positive scores in organizational learning (85%) and teamwork (79%). These findings suggest that the patient safety culture progressed over time. However, there is still heterogeneity within safety culture among academic dental, private (nonacademic), and medical clinics. Patient safety is the first dimension of quality improvement. Administering the Medical Office Survey on Patient Safety Culture within dental clinics represents a key measure to understand where improvements can be made with respect to patient care safety.

CHANGING ORGANIZATIONAL CULTURE BY PROMOTING VALUES THAT ENCOURAGE TEAMWORK

The purpose of this research is to investigate the effect of underlying culture values on teamwork as one of the most important employee behaviors and as a possible explanatory mechanism (means) through which managers affect their organizational effectiveness, such as job satisfaction and commitment. The main focus of the research is directed to the relations between the organizational culture and teamwork in different aspects: currently dominating organizational cultures in the organizations, preferred organizational cultures by the organizational members, as well as the current and preferred mix of the four CVF’s organizational culture types. Macedonian private and state-owned companies and institutions constitute the population of this study. We run a multiple regression and correlation analysis on CVF’s culture types on teamwork level in organizations. The results indicate that only clan culture has a positive correlation with the teamwork level. It means that the clan culture promotes values that encourage teamwork in organizations. The analysis of the results provides input for managers, who can adopt, apply, and promote values of a particular organizational culture type that encourages the teamwork level in the organizations. Keywords: Organizational Culture, Values, Teamwork, Cohesion, Competing Values Framework Journal: Eurasian Journal of Business and Management

Relationship Between Organizational Ethics and Employee Performance in Airlines Industry: Evidence from Nigeria

The need for organizations to achieve set goals and employees’ desire for equity have affected etiquette, integrity, self-discipline and by extension the level of performance within the framework of employment relationship. This study therefore examines the effect of organizational ethics on employee performance in Airlines Industry. A survey research design was used based on population of 23 registered domestic airline carriers in Nigeria. Using purposive sampling technique, the scope was limited to the 6 busiest Airline. Judgmental random was used in administering 96 questionnaires to the employees of the 6 selected airline carriers, i.e. 16 employees from each airline. Multiple regression analysis was used in analyzing the data obtained. The study revealed that Organizational discipline, Commitment, and Work attitude positively affect employee’s performance in the Airline industry. However, the results suggests that Organizational Teamwork has a negative impact on the performance of Employees, signifying that a unit increase in Teamwork on the average lead to a corresponding unit decrease on employee performance by -0.067 units. Though, this impact is negative it is also statistically insignificant at conventional level. This study concludes that ethics serves as organizations guide and encourage employees to practice good behavior for the sake of improving their performance. The study recommends that management of Airline businesses should strive to see the implementation of organizational ethics that can help them to achieve superior performance in terms of Organizational discipline, Commitment and Work attitude.

WOMEN'S SAFETY CULTURE IN CHILDBIRTH AND RELATED INSTITUTIONAL FACTORS

ABSTRACT Objective: to analyze the safety culture of women in childbirth and related institutional factors based on the perceptions of nursing and medical professionals. Methods: a mixed, sequential explanatory study, conducted with nursing technicians, nurses and physicians of the obstetric center of a public maternity hospital in the city of Rio de Janeiro. Data collection took place from May to July 2018. The Hospital Survey on Patient Safety Culture questionnaire and descriptive statistical treatment were applied. Then, 12 semistructured interviews and thematic content analysis were applied and, finally, this data set was integrated. Results: most of the dimensions of the safety culture are weakened, especially in the areas of institutional organization, and the team lacks knowledge about the actions of the Patient Safety Center in the institution, the uniformity of care is deficient and the number of personnel for care is limited. The safety management process and work organization need adaptations. Conclusion: the safety culture of women requires improvements in team training, skilled care, work organization, and commitment of local management to qualified and safe care in hospital births.

ОРГАНИЗАЦИЯ КОМАНДНОЙ РАБОТЫ В УСЛОВИЯХ ДИСТАНЦИОННОГО ОБУЧЕНИЯ КАК ИНСТРУМЕНТ ФОРМИРОВАНИЯ ПРОФЕССИОНАЛЬНЫХ КОМПЕТЕНЦИЙ БУДУЩИХ ИТ-СПЕЦИАЛИСТОВ

The article is devoted to the issues of training future it specialists to work in a team in the conditions of remote employment. The relevance of the topic is due to the fact that the interdisciplinary nature of the activity requires a modern it specialist not only to have developed competencies for conducting project and analytical work, but also to have formed the ability to work remotely as a team in a multiprofessional group. The purpose of this article is to justify the feasibility of implementing distance learning methods in the process of training future it specialists. To achieve this goal the analysis of the research on distance education, the structure and content of professionally-oriented tasks offered to students in different courses, examples of language tasks, and considers methods of distance learning in the problemsolving process. The article focuses on the fact that in the course of training future IT specialists, a fundamental requirement is the organization of team work of students in a group, both in the classroom and in remote mode. It is established that by implementing methods of distance learning, it is possible to organize the learning process so that it has a professionally-oriented character. The research has allowed us to conclude that teamwork in the process of solving professionally-oriented tasks, the use of modern distance learning tools can increase the productivity of the process of training students, contribute to the formation of critical professional competencies for the digital community of it specialists in the design, development and evaluation of socio-economic efficiency of information products and services in a distributed professional activity.