Organizational Teamwork Research Articles

Development of design thinking - a modern view on the training of masters of technical specialties on the experience Dnipro University of Technology

The article investigates the use of design thinking techniques with the help of modern technical means to improve the quality of training of masters of technical specialities. The relevance of the study is based on the changes in society, which require a system of training of technical specialities in higher education institutions to respond quickly and flexibly to the changes in the ideology of the consumer "products" of this system, of the developer and manufacturer of the final product.
 Based on WEF's analytical conclusions on the labour market, the authors of the article propose to develop skills in the training of Masters in technical specialities that will allow them to restructure their way of thinking and more effectively integrate into modern production. On the example of consideration of the structure of the educational program of masters "Industrial aesthetics and certification of production equipment" initiated in NTU "Dnipro University of Technology" and comparison with the requirements of the approved Standard of higher education in 132 Materials for Master level, the authors advise to apply and actively develop creativity, originality of thinking, ability to persuade and negotiate, using the method of design thinking of the students. It is this approach that forms for Masters a paradigm of perception and change to the surrounding harmonious subject environment, which allows considering the relationships and interactions within such an environment.
 The approved Standard of higher education in the speciality 132 Materials Science allows forming the content of the educational program, which provides the formation of stages of design thinking. Construction of training considering the methodology of design thinking is associated with the creation of conditions of immersion in the subject area, continuous interaction with the "conditional customer", organization of teamwork, development of students' competencies in presenting solutions in the form of visual images based on information technologies with the use of active teaching methods in all their diversity and complexity.
 This contributes to the formation of students' valuable communication skills, entrepreneurship, public speaking skills, obtained in the process of solving real problems that came from the external environment. As a result, students acquire practical skills, abilities and experience that will be in demand in their further educational and professional activities.

Team Social Media Usage and Team Creativity: The Role of Team Knowledge Sharing and Team-Member Exchange.

Given that work teams have been widely used in a variety of organizations to complete critical tasks and that the use of social media in work teams has been growing, investigating whether and how team social media usage (TSMU) affects team creativity is imperative. However, little research has empirically explored how TSMU affects team creativity. This study divides TSMU into two categories, namely, work-related TSMU and relationship-related TSMU. Basing on communication visibility theory and social exchange theory, this study constructs a moderating mediation model to understand how TSMU affects team creativity. In this model, team knowledge sharing is used as mediating role and team-member exchange (TMX) is used as moderating role. Two-wave research data collected from 641 employees in 102 work teams in Chinese organizations are used for regression analysis. Results show that (1) Work-related TSMU and relationship-related TSMU are positively affect team creativity. (2) Team knowledge sharing plays a partly mediating effect on the relationship between work-related TSMU and team creativity and that between relationship-related TSMU and team creativity. (3) TMX not only positively moderates the indirect effect of work-related TSMU and relationship-related TSMU on team creativity through team knowledge sharing. Theoretical and practical implications are also discussed.

\u2018The best interest of patients, not self-interest\u2019: how clinicians understand altruism

BackgroundAltruism refers to acting in ‘the best interest of patients, not self-interest’. With an observed discordance between the concept and practice of altruism, and increasing attention to ‘pathologic altruism’, the role of altruism is blurred in present day medical care. In this background, the required balance of altruistic attitude which needs to be fostered in medical students needs clarity. This problem may be best addressed by the practicing clinicians. The objectives of this study were to explore clinicians’ understanding of altruism in the clinical context and to identify the key concepts of altruism which they felt, must be included in clinical practice.MethodsIt was an exploratory qualitative study to identify clinicians’ understanding of altruism and the key practice points for altruism. Online semi-structured interviews were conducted from 18 clinicians through Zoom and transcribed using Otter. Open coding of interview transcripts was done using Atlas ti 8 and grouped by commonalities under sub themes and themes.ResultsThe main concepts regarding the clinicians’ understanding of altruism were prioritizing patients’ interest above oneself, favouring patients beyond routine duty and organized team work for practicing altruism. The essential practice areas identified for altruism were finding a balance between altruistic tendency and self/family life, identifying one’s individual capacity for altruism, establishing teamwork for developing a workplace altruistic attitude, and facilitating patients beyond routine duty.ConclusionsAltruism is an important professionalism attribute for clinicians, however prioritizing patients interest requires a balanced approach so that it is effective and sustainable. Workplace altruistic cultures may be better promoted through organized team-based approach rather than individual efforts.

Envy climate and group performance in full-service hotels: the roles of intragroup relationship conflict and competitive climate

PurposeThe extant literature mainly focuses on the antecedents and outcomes of envy at the individual level. Workgroups have become ideal units for research on envy given the ubiquitous teamwork in organizations. This study aims to examine whether, how and when envy climate can influence group performance.Design/methodology/approachThe authors analyzed data collected in three waves from a sample of 72 groups with 475 team members in full-service hotels in China.FindingsEnvy climate was negatively associated with group performance via intragroup relationship conflict. Furthermore, competitive climate moderated the effect of envy climate on intragroup relationship conflict and the indirect effect of envy climate on group performance through intragroup relationship conflict.Practical implicationsThe present research offers organizations valuable insights into how to minimize the climate of envy and competition within a group and relieve the relationship conflict that may damage group performance.Originality/valueDrawing on a social functional perspective of emotions, this study enriches the envy research by conceptualizing envy climate as a collective perception and clarifying its effect on group performance. The authors extend the understanding of envy climate by showing how a climate of envy embedded in a group influences group performance and also explain when group members may be more likely to act in a destructive way to respond to such a climate.

Prospects for the application of active learning methods in modern education

The article examines the prospects for the application of active learning methods in modern education. The survey shows that the prospects for the application of active learning methods in modern education are conditioned by the influence of different factors. These factors can be divided into several groups: comprehensive organization of teaching, building adequate communication, the use of new learning technologies, organization of personality-oriented education and teamwork. The survey showed that there are real and potential barriers for teachers to use innovative teaching methods, but there is no serious paradox. There is no doubt that there is an intensive interest in the prospects and future of the application of active learning methods in modern education and their application in education. When choosing a teaching method, teachers' ability to use this method and local conditions should be considered.

Trabajo de equipo en las organizaciones. Tres intervenciones

Three interventions are presented to promote teamwork in organizations: Team Development, Team Building, and Team Training. This study is motivated by the need to specify the differencesbetween these interventions. It is aimed mainly at Psychology students. The document includes essential aspects from a practical perspective and intends to encourage students to continue learning on the subject, which is currently experiencing extraordinary development.

Obstetric Care Made High Reliabile: Perception of Staff on Factors Associated with Practice of High Reliability Organization Principles in a Selected Tertiary Care Maternity Hospital

Introduction: Patient safety and high reliability related to obstetric care has become a global concern especially during this COVID-19 pandemic period.Aim of this study is to assess the components of Socio Technical system as the factors affecting while adopting High-Reliability Organization (HRO) Principles as perceived by staff. Methodology: This is a hospital based descriptive cross-sectional study conducted using a self-administered questionnaire.Results: Out of the five factors affecting HRO practices as perceived by staff, "Organizational Safety Culture" (Mean- 4.25., SD-0.454 Significant at <0.01 level), Communication (SD-4.15, SD-0.579), and Teamwork (Mean:3.95, SD:0.499). are having a statistically significant (p <0.05 corresponding to Spearman’s correlation Coefficient positive association with the practice of HRO principles. According to Multiple linear regression model explains 29% of the variability of the HRO practices (dependent variable) can be explained by the factors affecting HRO practices (independent variables) if all the factors operate together. Gender, age, educational level, designation and working experience act as moderating variables to Organizational Safety Culture. There is a significant (p <0.05) difference of HRO practices among female gender, nursing category of staff which is better than other categories.Conclusion: Organizational safety culture, communication and Teamwork and work environment show significant effect on determining HRO practices which is important for policy makers and administrators to pay attention on above three factors to improve reliability. But these five factors (including leadership and working environment) explains only one third of variability of HRO practices), hence need to study other factors affecting reliability of performance.

Vertical and horizontal trust and team learning: the role of organizational climate

PurposeThis study examines the relationship between trust, organizational climate and team learning among project team members (PTM). In recent years, many companies have come to recognize the important role team learning plays in achieving competitive advantage.Design/methodology/approachData were collected through a survey questionnaire, and responses from 86 PTM provide support for the research model and demonstrate that how organizational climate mediates the relationship between trust and team learning.FindingsThe structural equation analysis of the data collected from 86 project team members indicate that both vertical and horizontal trust influences organizational climate, which, in turn, is a determinant of team learning. In addition, although both types of trust contributed to organizational climate, the results indicated that horizontal trust had a greater influence on organizational climate and team learning.Research limitations/implicationsThe study employed the survey method and is not without limitations. The first limitation concerns our sample size, which was selected from one global company. Second, the survey data were all collected at a single point in time. Therefore, the authors cannot unambiguously infer causality. To attempt to do so, it would be useful to investigate the model in the context of organizational and development change. Despite these limitations, the results of the study have implications for theory and practice.Practical implicationsThe implication for theory is that the results provide empirical support for the view that organization climates mediate the relationship between trust and team learning. On the practical side, the organizations should also pay more attention to increasing trust at the work place, especially among PTM that may contribute to favorable organizational climate, which is vital for team learning.Originality/valueThis paper addresses the simultaneous role of vertical and horizontal trust on organizational climate and how it contributes to team learning. The results indicate that organizations emphasis on horizontal trust can plays a vital role in team learning, which is a contribution to enhancing teamwork and performance in organizations.

Implementation of Authentic Leadership Attitudes to Tutors at Community Learning Center (CLC)

Current research intends to explore authentic leadership's role in the classroom's learning management process and motivation. The object of this research is PKBM An-Nur in Sukamakmur Bogor. The research instrument used interviews and direct observation. The results showed that authentic leadership affects work involvement and affective well-being related to management in PKBM An-Nur. Authentic leadership shows results in the expected direction, namely tutor awareness in teaching and building teamwork in PKBM organizations. Fatigue negatively affects performance and well-being, whereas engagement predicts well-being positively. Quantitative excess is positively associated with attention and burnout. Authentic leadership shows an indirect effect on all outcomes. Quantitative advantages also mediate the relationship between Authentic leadership and engagement and fatigue and sincerity of being a PKBM tutor.

Cost Optimization and Risk Minimization During Teamwork Organization

Abstract In the paper the problem of personnel allocation under threat was presented. The possibilities of undertaking optimization measures in the process of workers’ health and safety and expenses incurred were emphasized. A mathematical model for this issue has been formulated. An algorithm solving the problem of staff allocation was presented. The evaluation criterion for this assignment was the minimization of worker safety risks. Simultaneous optimization of expenses incurred in the implementation of production tasks was taken into account. The productivity of the staff and all existing jobs with the skills of the employees also was considered. This problem was solved using GNU Octave. The example presented in the paper shows that in case of the most unfavorable allocation of tasks to employees, it will lead to a significant reduction in profits and may increase the risk of undesirable situations. The proposed analysis is the starting point for determining the risk in case of multi-position work.

Working together: Factors affecting the relationship between leadership and job satisfaction in Iranian HR departments

Implementation of human resource management (HRM) practices in Iran has been patchy and unenthusiastic despite them having been found to be beneficial in Western countries. To investigate this problem, survey data were gathered from 63 private sector organizations in Iran, producing 325 usable responses, and were analysed using structural equation modelling. Our findings unexpectedly show that transactional leadership had a similar impact on balanced organizational culture to transformational leadership. Also, no relationship was found between balanced organizational culture and team working, or between team working and job satisfaction, which contradicts previous research. We argue that, in HR departments in Iran, culturally generated attitudes towards aspects of HRM itself may produce low job satisfaction, and thus may compromise the implementation of HRM practices. We also argue that, since the cultural conditions that create these anomalies are common to other Middle Eastern and Southern Asian countries, our results can be generalized to these regions. Based on these findings, recommendations are made for practitioners.

IMPLEMENTING PEDAGOGICAL CONDITIONS OF FORMATION OF FUTURE PILOTS’ READINESS TO INTERCULTURAL INTERACTION

The need to prepare future pilots for intercultural interaction is related to globalization and integration processes, the requirements of international organizations and the factor of flight safety. It is stated that in flying institutions of higher education insufficient attention is paid to preparation for intercultural interaction, therefore it is necessary to develop purposeful pedagogical measures on formation of future pilots’ readiness to intercultural interaction. This article reveals the problem of preparing future pilots for intercultural interaction. The aim of the research is to define various methods of implementing pedagogical conditions of formation future pilots’ readiness to intercultural interaction. To achieve the purpose of the researching we have used the methods of analysis, synthesis, comparison and generalization of native and foreign psychological and pedagogical sources on the problem of forming future pilots’ readiness to intercultural interaction. The theoretical analysis of scientific research made it possible to identify the following pedagogical conditions for the formation of readiness of future pilots for intercultural interaction: the formation of value orientations through the creation of a positive psychological climate; team work organization in the process of learning professionally oriented disciplines; integration of the culturological aspect into professionally oriented disciplines; stimulating of reflexive attitude to the process of formation of intercultural interaction qualities. To implement the pedagogical conditions of future pilots’ readiness to intercultural interaction, we offer the introduction of various methods, such as: interactive methods, projects, video games, ice-breaking exercises, training, case study, role-playing games, brainstorming.

ORGANISATIONAL CLIMATE AND JOB SATISFACTION OF FACULTY MEMBERS IN HIGHER EDUCATION:A STUDY ON BODOLAND UNIVERSITY, ASSAM, INDIA

Organisational climate is a process of quantifying the culture of an organisation. The word climate usually describes the practices involved in communication, conflict, leadership and rewards. Job satisfaction is the level of gratification a person feels regarding his or her job. This feeling is mainly based on an individuals perception of satisfaction. Organisational climate and job satisfaction are distinct but related constructs, and both appear to influence employees understanding of the work environment and their level of job satisfaction. The present study is undertaken with a view to study the relationship between Organisational climate and Job satisfaction of faculty members and also to examine different dimensions of Organisational climate and Job satisfaction in Bodoland University. For the study, an established assessment instrument on organisational climate is used as organisational climate survey instrument which includes organisational design, communication, leadership, teamwork, decision-Making, culture, job satisfaction and motivation (Instrument development by Allen and Mayer, 1991). The survey questionnaire consisted of a series of 35 items which was administrated to selected respondents. The respondents were required to indicate based on a 7 – point scale from strongly disagree to strongly agree. The findings indicate that there is moderate level of relationship between organisational climate and Job satisfaction.

Readiness For The Organization Of Team Work In The Pedagogical Team For The Development Of A Preschool Educational Organization

The article covers issues such as preparation for the organization of work in the pedagogical team in the development of the organization of preschool education, its content and implementation in practice.

Anaesthesia for Reconstruction Surgery Post Mandibulectomy in a Patient with a Predicted Difficult Airway: A Case Report

Introduction: Mandibular surgeries, edentulous mandible, use of dentures, and aging all predispose to residual mandibular ridge resorption and thinning. The edentulous state of the mandible makes the tongue occlude the upper airway. All these, contribute to difficulty in managing the airway. An adequate pre-operative review helped classify this index patient as high risk for difficult airway and adequate steps were taken to facilitate optimal airway management.Case report: We present a 53 years old woman with mandibular deformity, anterior neck mass and inadequate mouth opening who has had a segmental mandibulectomy and a soft tissue closure of reconstruction plate. She was scheduled for mandibular reconstruction.She was successfully intubated using a size 4.5 Intubating Laryngeal Mask Airway (ILMA) through which a size 6.0 ID classic endotracheal tube was introduced for ventilation. A gum elastic bougie was then inserted through the endotracheal tube, both the ILMA and classic endotracheal tube were withdrawn. An armored tube size 6.5 ID was then rail roaded.Conclusion: The successful anaesthetic management of this difficult airway patient was facilitated by a thorough pre-anaesthetic plan, concise and skilled anaesthetic management strategy with a well organized team work.

Impact of the Rapid Prevalence of Telework during the COVID-19 Pandemic on Teamwork in Corporate Organizations: A Comparison Before and After the Spread of the Infection

Impact of the Rapid Prevalence of Telework during the COVID-19 Pandemic on Teamwork in Corporate Organizations: A Comparison Before and After the Spread of the Infection

ДО ПИТАННЯ СУТНОСТІ ТА ЗМІСТУ МОТИВАЦІЇ НОВИХ ЧЛЕНІВ ПРОФЕСІЙНОЇ ГРУПИ: ТЕОРЕТИЧНИЙ ОГЛЯД

The concept of motivation is considered as a process of complex influence on personality behavior in order to achieve the set goals. It was established that the promising direction of motivation of new members of the professional group is the organization and development of teamwork and the formation of teamtargeted motivation. In this regard, the content of the definitions of the team, team work, professional group is disclosed, based on the analysis in which the main stages of team development are revealed. The prerequisites for effective teamwork are defined. Motivation as a driving force and one of the priority functions of management is considered. It is proved that peculiarities of professional group development determine ways and directions of motivation of its members. The peculiarities of the motivational process of the team were clarified and the problem of the ratio of motivation and goals was revealed. A generalized understanding of the phenomenon of synergistic effect, which consists in increasing the efficiency of activities as a result of integration, is presented. The main theories of motivation in groups are analyzed: meaningful theories of motivation, which are based on the identification of internal motives that force a person to act like this and not otherwise (twofactor theory by F. Herzberg, theory of acquired needs by D. Mack Clelland, theory of Maslow hierarchy of needs, theory of needs by ERG K. Alderfer) and procedural theories that analyze people’s behavior regarding the distribution of effort to achieve different goals and choose a specific type of behavior aimed at meeting needs (justice theory by J. Adams, expectation theory by V. Vrum, Porter-Lawler model, theory X, Y D. McGregor, theory Z (participative management) by V. Ouchi).

Interdisciplinary teamwork for chest tube insertion and management: an integrative review.

Thoracostomy requires interdisciplinary teamwork. Even though thoracic drainage is a technical surgical procedure, nurses play an important role with major responsibilities during the procedure. This literature review aimed to identify articles related to the interdisciplinary management of thoracostomy. An integrative literature analysis between 2012 and 2019 with a qualitative approach was conducted. An analysis of articles written in English, French, Portuguese, and Spanish was conducted. A search of the PubMed and SCIELO databases was performed using combinations of the terms "Chest Tube; Nursing; Care; Drainage; Insertion". The search terms were included in 11,277 articles. After excluding articles that did not meet the objective of our study, 475 abstracts were analysed. Finally, 19 articles were selected with content focused on nursing care, content related to surgical procedures, and interdisciplinary content. Themes included the following: description of the procedure, interdisciplinary action, quality of the procedure, use of protocols for patient safety, and new technologies. In conclusion, interdisciplinary courses should be encouraged to improve interprofessional teamwork organization. Notwithstanding all these publications, the literature was fragmented into disciplines and isolated analyses. Each medical or nursing discipline addressed the aspects that pertain to its own responsibilities in the execution of the procedure. This review highlighted the need to develop interdisciplinary research and brought a source of rich information that can instrumentalize the creation of optimized processes for the interdisciplinary chest tube insertion.

To Share or Hide? A Social Network Approach to Understanding Knowledge Sharing and Hiding in Organizational Work Teams

Although knowledge sharing is almost ubiquitously promoted in today’s organizations, knowledge hiding is still prevalent. Extending transactive memory systems (TMS) theory and the dialectical tension model, this study employs a social network approach to empirically examine how knowledge sharing is related to knowledge hiding, and how work and social relationships are related to knowledge sharing and hiding in organizational work teams. Whole-network survey data were collected from 200 employees in 31 organizational work teams across the U.S. and China. Exponential random graph modeling (ERGM) analyses of these network data show that knowledge sharing is not significantly related to knowledge hiding. Moreover, while work relationships such as work-related communication and task interdependence are positively related to knowledge sharing, social relationships such as interpersonal justice, social communication, and trust are negatively related to knowledge hiding. These findings validate the dialectical tension model by revealing a co-existent relationship between knowledge sharing and hiding, and endorse the critical role of work-related and social communication in TMS development.

A Survey on Cardiovascular Nursing Occupational Standard: Meeting the Needs of Employers.

Occupational standard is the result of the agreement between relevant stakeholders in the labor market and education on optimal content for a particular occupation. While drafting occupational standard, the primary instrument for researching competencies at a workplace is a survey on occupational standard. This study identifies key competencies, roles, and responsibilities that are deemed necessary by employers of cardiovascular nurses. The survey addressed the responses of 41 organizations from 11 out of 21 counties in Croatia which were represented by the head nurses of cardiology departments in the hospitals. The survey consisted of 24 questions that covered the main responsibilities, competencies, generic skills, and psychometric abilities. Descriptive statistics were used to analyze the data. Conducting diagnostic and therapeutic procedures, health care, education, administration of medications, monitoring, and documentation were listed as the main responsibilities of cardiovascular nurses. The most common skills included assessment, monitoring patient's condition, knowledge of the diagnostic or therapeutic procedures and cardiovascular diseases, interpreting the electrocardiograms, preparing patients for checkups, conducting patient's education, and following practice guidelines. Generic skills included communication and organizational skills, teamwork, and responsibility. Reaction time and attention span were the most assessed psychomotor abilities. Artificial lighting and radiation were the most important environmental risk factors. The most appropriate level of education for cardiovascular nursing was specialist graduate studies. The results of the study could be used to develop occupational standards for cardiovascular nursing and to guide the curriculum for the educational program development.