Organizational Teamwork Research Articles

Scrum teams as a tool to use flexible approaches in managing organizations

Purpose. The aim of the article is substantiation of expediency of using Scrum methodology in organization of team work of enterprise. Methodology of research. The main principles of enterprise management theories, scientific works of national and foreign scientists on team management became the methodological principles of the research. The following research methods are used to substantiate the importance of incorporating flexible approaches into the enterprise management strategy, namely: abstract and logical (to reveal the theoretical foundations of team formation and development); logical (to identify the advantages and disadvantages of using Scrum commands); economics and mathematics (to build charts using Scrum methodology in industries). Findings. The importance of using teamwork and flexible technologies is substantiated. Characteristics of effective teams, the content of stages of development of teams are determined; the essence of managing the processes of relationships in teams is formulated. The main stages of team development and formation are highlighted. The main advantages and disadvantages of using Agile philosophy in management are considered. Recommendations are developed for Ukrainian companies to increase competitiveness, which consists in forming a corporate culture based on the values of people in the company, cooperation with the customer, readiness for change taking into account the peculiarities of the industry in the decision-making process regarding the implementation of Scrum teams and their adaptation to the needs of business. Originality. The theory of team management has been further developed, including conceptual foundations for the expediency of using flexible forms of organization in enterprise management. Practical value. The obtained results may form the basis of further theoretical and applied research related to the use of Agile philosophy in Ukrainian enterprises and the formation of Scrum teams in various business areas. Key words: Agile philosophy; Scrum master; Scrum team; sprint; team; stages of team development.

Conflicts Between Managerial and Medical Authorities and Their Impacts on Hospitals: Applied Study on Aljouf HospitalsAljouf Hospitals

Although teamwork in organizations is proposed to be the norm, but considerable challenges are expected to exist among teamwork. Conflict is a major challenge that may due to the tension between team members as a result of real or perceived differences [1]. However, to deliver healthcare with high quality it is required that various professional groups to work as teams, to share information, and to agree on different work aspects.

Qui prend soin du réseau ? Essai d’actualisation du paradigme de la psychothérapie institutionnelle dans le système de santé mentale français

In this paper, we wish to actualize the French institutional psychotherapy (IP) paradigm in the light of the practices and discourses of today's mental health professionals. Indeed, though IP started in 1952 as a sociology-inspired theory of practice in mental health institutions, it soon became an interdisciplinary theory and method for pluriprofessionnal teams working with people suffering from mental illnesses, using psychoanalytic, political, sociological, phenomenological and mathematical concepts to create an original corpus. Our research unfolds in two different types of results: first, from a document analysis we conducted on the writings of the major authors of the IP movement from the 1950's to the 1980's, eight “operational concepts” or “operators” emerged, which aim to answer the main ethical questions relating to everyday practice with people suffering from mental health disorders. These operators are underlying principles of the organization of care and teamwork: 1° distinguishing between status, role and function; 2° considering daily life as having a therapeutic coefficient; 3° doing things together as the prime relationship structure between users and carers; 4° considering decision-making as a collective function enacted during multiprofessional meetings; 5° freedom of circulation; 6° welcoming the singularity of patients; 7° trying not to further alienate them; 8° and finally “grafting openness” as a way to prevent the withdrawal of patients from their peers, and the withdrawal of the institutions away from the community. Our second corpus has been gathered through a field study we conducted in fourteen sanitary and medico-social institutions, in which we interviewed 85 mental health professionals. We transcribed, anonymized and analysed the semi-directed interviews and compared them to the eight “operators” of the IP movement, which emerged, from our document analysis. Our research first showed the current situation of the French mental health field has created a series of risks and opportunities for the sustainability of the IP paradigm, most notably a growing concern for workers’ Quality of Working Life, the influence of the deinstitutionalization paradigm, and the defiance surrounding the term “institution” itself, despite its rich and plural meaning. Our main results, however, relate to the degree to which the operators are still relevant and useful today. We found most of the operators still represent important questions and problems mental health professionals deal with in their day-to-day practice with people suffering from mental health issues, be it the flattening of hierarchies within teams, the use of day-to-day activities as a means for therapy, the creation of clubs and common projects, the need for team meetings and shared decision-making, the growing respect for freedom of circulation as a constitutional right, the need to welcome users as they are, the questioning of professional ideals of care and recovery or the maintaining of partnerships between different institutions. We therefore affirm the use of the IP paradigm could help professionals reflect on their practices and empower themselves.

P3351The new organizational scheme for research on rare and interesting clinical cases in cardiology

Abstract Introduction There is a challenge to study rare and unusual diseases in cardiology. Patients with such cases often concentrate in large scientific medical centers, where implementation of new organizational research approaches may be useful to overcome this challenge. Purpose To develop and approbate new organizational scheme to study of rare and interesting clinical cases in cardiology. Methods The new organizational scheme for research on rare and interesting clinical cases in cardiology is based on three main interconnected teams: clinical cardiologists, scientific researchers, and biobanking specialists. In 2016 the joint team of experts in these areas developed: 1) criteria for selection of patients with rare and interesting clinical cases, 2) requirements for collection of biomaterial and data, 3) ethical rules, 4) logistics of all processes, 5) organization of teamwork of all participants from different departments, 6) promotion of the project and involvement of all clinicians of the medical scientific center. Results The teamwork of cardiologists, scientific researchers and biobanking specialists was organized. Cardiologists are responsible for selection of patients; scientific researchers - for formation and analysis of database; biobanking specialists - for standardization of biospecimens' collection, preparation and safe responsible storage, partly - for database formation. Special training for all participants of the project was conducted. It included issues of selection of patients; the procedure of informed consent signing and information encoding; logistics of interaction of clinical, scientific, and biobank's personnel; proper documentation etc. As a result since the start of the project from June 2016 to January 2019, biomaterial and depersonalized data were collected from 753 patients, including: early (<45 y.o. in men, <50 y.o. in women) development of coronary artery disease – 167, early (<50 y.o.) development of atrial fibrillation – 197, morbid obesity (BMI>40 kg/m2) - 71, primary electric heart diseases - 42, cardiomyopathies - 272, other rare diseases – 96 patients. The project is currently ongoing. This approach allows collecting and preserving valuable biomaterial and data for research in present and future. To date these materials have been already used for several research initiatives such as investigation of hypertrophic and non-compact cardiomyopathies, familial hypercholesterolemia; identification of novel genetic markers of type 2 diabetes and obesity; reports and publications about rare clinical cases. Conclusion The integrated teamwork of clinical cardiologists, scientific researchers and biobanking specialists in large scientific medical center gives qualitatively new opportunities: increase of the dynamicity, efficiency, standardization, and as a result, quality of present and future research on rare and interesting clinical cases in cardiology.

The Effect of Managers’ Good Character on the Effectiveness of Team Work with Mediating Role of Organizational Trust

Background and Aim: Despite the many undeniable benefits of teamwork, this is still not favorable in many organizations. Therefore, identifying the factors that influence the effectiveness of teamwork is important. The purpose of this study was to investigate the effect of managers' moral character on the effectiveness of teamwork with mediating role of organizational trust. Materials and Methods: In this correlation study target population consisted of all secondary school teachers in district 2 of Zahedan city in the academic year 2018-19. The sample size was estimated 265 persons using Cochran formula. Sampling was done in a random-stratified proportional method. Nasr Esfahani's managers' good character (2011), Kanawattanachai and Yoo's organizational trust (2002) questionnaires and teamwork effectiveness questionnaire adapted from Fredman and Yarbrough (1985) used to data collection. Correlation test and structural equation modeling were used for data analysis using SPSS and LISREL softwares. Findings: The direct effect of managers' good character on teamwork effectiveness (β=5.61 , t=0.42) and organizational trust (t=8.26 , β=0.73) and also direct effect of organizational trust on teamwork effectiveness was significant (t=0.56 , β=6.55). The indirect effect of managers' good character on the effectiveness of teamwork with the mediating role of organizational trust (β=0.408) was also significant. Conclusion: Managers who adhere to the ethical principles of commitment, fairness, compassion, good will, availability and empaty can increase organizational trust and consequently the effectiveness of teamwork. Please cite this article as: Pirzahi M, Nastiezaie N. The Effect of Managers’ Good Character on the Effectiveness of Team Work with Mediating Role of Organizational Trust. Bioethics Journal 2019; 9(31): 21-33.

Leader interpersonal emotion regulation and innovation in teams

Interpersonal emotion regulation is an important psychological function in social behaviour. However, this construct has still been scantly explored in work psychology and organizational settings, meaning that the effects of interpersonal emotion regulation on core aspects of work performance are as yet unknown. Thus, our article seeks to provide insight into how, in the context of teamwork in organizations, leaders can enhance team effectiveness by using interpersonal emotion regulation to capitalize on the important role that affects plays in team innovation. Using a multisource field study, we tested and supported a mediation model in which leaders’ attempts to improve their team members’ emotions were positively related to team innovation via team positive affective tone. Conversely, leader affect‐worsening regulation was negatively related to team innovation via team negative affective tone. As such, we contribute to the work and organizational psychology literature by applying the notion of interpersonal emotion regulation in the teamwork setting, identifying specific behaviours of leaders that influence the development of novel ideas through shared affective experiences.Practitioner points Leader interpersonal emotion regulation increases or decreases innovation by means of team affect. Leader affect‐improving interpersonal emotion regulation is positively related to team innovation, whereas leader affect‐worsening interpersonal emotion regulation has the opposite effect. Interventions for leader development should include training on interpersonal emotion regulation to benefit teamwork.

Transformational Leadership, Organizational Climate and Job Satisfaction in Work Teams

Purpose: The purpose of this paper is to analyze the role of transformational leadership and its relationship with organizational climate, job satisfaction and work team performance. Design/Methodology/Approach: An empirical study was conducted with questionnaires applied to a sample of 185 leaders and work team collaborators from Colombian companies belonging to the construction sector. The hypotheses were tested using Structural Equation Modeling (SEM). Findings: The results showed that transformational leadership positively influences job satisfaction and organizational climate in work teams. It was also found that job satisfaction has a positive influence on organizational climate, and that both constructs positively influence teamwork performance. Practical Implications: This study analyzes the strategic role transformational leadership plays in organizational results stemming from work teams, to the extent that such leadership style promotes a positive organizational climate and high employee satisfaction levels. Organizations could enhance their performance through practices that promote this leadership style in their managers. Originality/Value: This research expands the literature on transformational leadership by presenting empirical evidences on the relationship between this leadership style, organizational climate, job satisfaction, and team performance in the particular context of an emerging economy such as Colombia.

How Leader-Member Exchange (LMX) Differentiation Reduces the Benefit of LMX on Work Stress in Teams

Stress in teams is gaining more and more attention due to the huge costs caused by stress and the increasing importance of teamwork in many organizations. Although research has examined stress in t...

TWO CASE REPORTS OF SUCCESSFUL CONSERVATIVE TREATMENT OF DISSECTING AORTIC ANEURYSM

The relevance of this topic is due to the difficulties of diagnosis and management of patients with aortic dissection and the need for the interaction between doctors of different specialties whereas exact algorithm with clearly defined time frame for surgical treatment and overall criteria for choosing between conservative and surgical tactics of treatment in these patients are not currently available. This article presents two clinical cases illustrating the differences in clinical and anamnestic parameters and complexity of treatment of patients with aortic dissection as well as the organization of team work of specialists for the purpose of personalized approach to management of patients with extremely high cardiovascular risk.

The Effect of Organization Culture, Team Work, and Professionalism to Organizational Citizenship Behavior of Teachers at Madrasah Aliyah Negeri in Surakarta Central Java

The objective of this research was to studies the effect of organization culture, team work, and professionalism to organization behavior citizenship of teacher’s Madrasah Aliyah Negeri in Surakarta Central Java. The research was conducted by using survey method with path analysis applied on testing hypothesis. The target population size of this research is 579 of teachers. Research samples selected as much as 237 teachers using simple random sampling technique. Based on this research of data obtained the following conclusions: (1) the organization culture has positive direct effect to organization behavior citizenship of teacher’s, (2) the team work as positive direct effect to organization behavior citizenship of teacher’s, (3) professionalism has positive direct effect to organization behavior citizenship of teacher’s, (4) the organization culture has positive direct effect to professionalism,(5) team work have positive direct effect to professionalism. The conclusion is that the teacher’s organization behavior citizenship is effected by the organization culture, team work, and teacher’s professionalism.. Keywords: Organization Behavior Citizenship, Team work, Professionalism and Organization Culture DOI : 10.7176/JEP/10-29-12 Publication date :October 31 st 2019

Cambios producidos por la adaptación al EEES en la carga de trabajo de estudiantes de Psicología

Alignment with the European Higher Education Area (EHEA) has involved changes in teaching methodology and in the learning process, which have led to a change in student workload. The main aim of this study is to evaluate and compare the perception of the workload of undergraduate and graduate psychology students and to analyse the nature of the changes produced by this adaptation. The sample comprised 845 students (497 readings for the licentiate’s degree and 348 for the bachelor’s degree). To measure perceived workload, the NASA-TLX scale was used. This evaluates the following dimensions: mental demand, physical demand, temporal demand, performance, and frustration/dissatisfaction; these variables were evaluated for the following academic activities: attending theoretical classes, attending practical classes, conducting group work outside the classroom, searching for material and bibliography, studying and personal work, attending tutorials, and other activities (seminars, conferences, etc.). The results show a significant increase in the perceived load of attendance in practical classes, in the performance of group work outside the classroom and in total perceived workload for bachelor’s degree students. It is concluded that adjusting to the EHEA has involved an increase in perceived workload for students. This points to a need to work in the classroom on developing interpersonal skills and planning and organization of teamwork, as well as greater coordination between teachers in the evaluation systems.

The need to pay attention to teamwork in pre-hospital emergency

Background: The importance of teamwork to improve the quality of care and overcome the complexity of health system is clear to everyone. Therefore the current study aimed to review the studies in the field of team-work assessment in hospital and pre-hospital emergency. Methods: In this review study, scientific texts with the key-words of teamwork, paramedic, emergency medical technician, emergency department and inter-professional practice were searched in Google scholar, PubMed, scientific information database(SID), and Magiran. Results: Several studies have been found on the training and evaluation of teamwork in different parts, particularly in the treatment section. The results show that training and promotion of teamwork in health care lead to better performance and results, reducing clinical errors and reducing patient long length of stay In wards especially in the emergency department. Studies indicate that organizational support and teamwork training has the greatest impact in teamwork facilitate. In the pre-hospital emergency, there was a wide variety of teammates and less familiarity with teammates in EMS is associated with more occupational injuries. Conclusion: According to the aid team of pre-hospital emergency and their interaction with the hospital emergency department and other relief teams, training and evaluation of teamwork is important in EMS. However, there are few studies on teamwork in pre-hospital emergency especially in Iran. According to the importance of pre-hospital emergency mission, it is necessary to pay attention to teamwork in the emergency training curriculum and evaluation of teamwork in pre-hospital EMT.

Pengaruh Budaya Organisasi, Tim Kerja dan Motivasi Intrinsik terhadap Komitmen Normatif Guru Sekolah Dasar Negeri di Batang Kuis

<h1>This study aimed to determine (1) the effect of organizational culture to intrinsic motivation, (2) the effect of work team to intrinsic motivation, (3) the effect of organizational culture to normative commitment, (4) the effect of work team to normative commitment (5) the effect of intrinsic motivation to normative commitment and (6) the undirect effect who organizational culture and work team to normative commitment weather intrinsic motivation. The result showed that: (1) There is a significant direct possitive of effect between organizational culture and work team, individually to intrinsic motivation with significance level of 0,399 and 0,414. (2) There is a significant direct possitive of effect between organizational culture, work team and intrinsic motivation, individually to normative commitment with significance level of 0,324, 0,181 and 0,169. (3) There is a indirect effect between organizational culture and work team, individually to normative commitment with the significance level of 0,210 and 0,229 weather intrinsic motivation. The study concluded: (1) Organizational culture and work team has a direct effect, individually to intrinsic motivation by 16% and 17%. (2) Organizational culture, work team and intrinsic motivation, individually has a direct effect to normative commitment by 10%, 3,3% and 2,8%. Thus suggested to improve the normative commitment should be increased organizational culture, work team and intrinsic motivation of teacher.</h1>

Challenges to the improvement of obstetric care in maternity hospitals of a large Brazilian city: an exploratory qualitative approach on contextual issues

BackgroundMaternal morbidity and mortality are still serious public health concerns in Brazil, and access to quality obstetric care is one critical point of this problem. Despite efforts, obstetric care quality problems and sub-optimal/poor outcomes persist. The study aimed to identify contextual elements that would potentially affect the implementation of an obstetric care quality improvement intervention.MethodsA qualitative study was conducted in three public maternity hospitals of a large Brazilian city, with high annual volume of births and buy-in from high-level managers. Individual interviews with doctors and nurses were conducted from July to October 2015. Semi-structured interviews sought to explore teamwork, coordination and communication, and leadership, being open to capture other contextual elements that could emerge. Interviews were recorded and transcribed, and the categories of analysis were identified and updated based on the constant comparative method.ResultsTwenty-seven interviews were carried out. Extra-organizational context concerning the dependence of the maternity hospitals on primary care units, responsible for antenatal care, and on other healthcare organizations’ services emerged from interviews, but the main findings of the study centered on intra-organizational context with potential to affect healthcare quality and actions for its improvement, including material resources, work organization design, teamwork, coordination and communication, professional responsibility vis-à-vis the patient, and leadership. A major issue was the divergence of physicians' and nurses' perspectives on care quality, which in turn negatively affected their capacity to work together.ConclusionOverall, the findings suggest that care on the maternity hospitals was fragmented and lacked continuity, putting at risk the quality. Redesigning work organization, promoting conditions for multi-professional teamwork, better communication and coordination, improving more systemic accountability/lines of authority, and investing in team members’ technical competence, and fitness of organizational structures and processes are all imbricated actions that may contribute to obstetric care quality improvement.

Team Learning Processes and Activities in Organization: A Case Study

Abstract Organizations in today’s environment are relied on teams and their learning as key determinants for survival and success. The aim of this paper is to identify the key team learning processes and activities in organizations and to examine how the eventual appearance and growth of the problems in team impact on those processes and activities. Research was conducted in nine teams with 79 members in one public service organization located in Belgrade, Serbia, using interview and questionnaire techniques. Descriptive analysis, linear regression and Pearson correlation coefficient were used for processing and interpreting collected data. The results show that undefined roles of team members, a lack of trust among them, inadequate rewards, inadequate leadership and team management, will cause a moderate decrease in team learning processes and activities. The value of this research is that growing reliance on teamwork in organizations put pressure on leaders and managers to understand the factors that enable and stimulate team learning processes and activities, but also to identify and overcome all problems that may arise in teams and slow down the learning in teams as one of the most important processes.

A STUDY OF THE RELATION BETWEEN THE CHANGES OF WORKING STYLE WITH IT USE AND THE EMPLOYEE'S WORK-LIFE BALANCE

The purpose of this study is to observe how the change of employee’s working style with using IT and other work environmental factors affect their work-life balance. In recent Japan, many companies have introduced some HRM (Human Resource Management) programs that support employee’s work-life balance since their working style has been diversified in these years. However, not few Japanese employees still think that those HRM programs (for example maternity leave, childcare leave, discretionary labor system etc.) are difficult to take or they feel awkward to take it as a right or they think those supportive HRM systems are useless since their workplace are still strongly based on very tight team work organization and too busy to leave their team for their private matter. They often feel as if they are guilty to leave the workplace for their personal circumstances. There are some reasons why it is difficult for Japanese employees to maintain their balance of work and private life. It is caused by Japanese unique situations, for example, a yet strong division of labor by gender role, very long working hours, relatively ambiguous job boundaries etc.) Some Japanese companies have been trying to redesign their jobs and their working styles with using IT systems. Other factors to be considered are their work environment circumstances such as the office atmosphere and relationships with colleagues. The paper focuses on the effects of changing Japanese employees working styles using IT, work environmental factors and employee’s comfortability to take HRM programs for their work-life balance. A survey research was used to confirm the correlations between the working style changes, work environmental factors and employee’s comfortability of taking HRM programs. The finding is that there are positive correlations between the changes of working style by using IT, relationship with colleagues, office atmosphere and employee’s comfortability to take HRM programs for their work-life balance.

Diversity and Team Performance: Learnings from an Exploration of Different Diversity Dimensions

Previous research has not been able to clarify the impact of diversity on team performance. One potential reason is that the majority of studies to date have considered different diversity dimensions independently. This symposium therefore adds fresh insights to the debate, by bringing together leading scholars who will explore, conceptually and empirically, the relationship between diversity and team performance from five different diversity dimensions (gender, age, sexual orientation, culture, and language). Using the presentations as a starting point, the aim of the symposium is to discuss not only common patterns, but also interesting differences with regards to the implications of different diversity dimensions for teamwork in organizations, in order to identify conditions under which diversity is positively or negatively related to team performance. How Impression Formation Alters Self-reinforcing Gender Role Expectations in Diverse Work Groups Presenter: Hans Van Dijk; Tilburg U. Presenter: Marloes Van Engen; Tilburg U. Future Time Perspectives Moderating Effect on the Leader-Member Exchange-Work Outcomes Relationship Presenter: Joerg Korff; U. of Mannheim LGBT and Team Effectiveness Presenter: Jonathan Edward Booth; London School of Economics Presenter: Alexandra Beauregard; Birkbeck, U. of London Cultural Identity and Team Effectiveness: An Analysis of Multicultural Student Teams Presenter: Kerstin Alfes; ESCP Europe Presenter: Argyro Avgoustaki; ESCP Europe Presenter: Marion Festing; ESCP Europe Presenter: Veronique Tran; ESCP Europe How Language Diversity affects Multinational Team Performance regarding Knowledge Processing Presenter: Markus Pudelko; U. of Tuebingen Presenter: Mary E Zellmer-Bruhn; U. of Minnesota Presenter: Mary M. Maloney; U. of St. Thomas

Perceived Expertise Affirmation in Work Teams: A Multi-level Examination of its Consequences.

Expertise is an important, positive determinant of employees’ work identities. Previous research has shown that reciprocal expertise affirmation - i.e. the mutual recognition by team members that they respect, value, and affirm each other’s expertise - is positively related to team performance. However, in order to leverage positive identity processes for the effective functioning of work teams, it is important to examine all relevant levels of analysis. In this study we replicate earlier team level findings in a field setting, and extend them to the individual level of analysis using multi-source data from 86 organizational work teams. Moreover, we validate a measure in a separate sample of 155 employees from 27 teams. Our findings suggest that it is conceptually and empirically meaningful to distinguish between individual-level and team-level perceptions of expertise affirmation and that each has differential, additional implications for the performance of work teams and their individual members.

Effects of Organizational Communication and Team Work on the Perception of Importance and Activities on Patient Safety in General Hospital Employees

Effects of Organizational Communication and Team Work on the Perception of Importance and Activities on Patient Safety in General Hospital Employees

DIDACTIC POSSIBILITIES OF SOCIAL NETWORKS FOR HIGHER AGRICULTURAL EDUCATIONAL INSTITUTIONS

The article deals with the problem of modern education in higher agricultural educational institutions as the necessity and expediency of using social networks in the educational process. The relevance of the study is due to the need to resolve the contradiction between the fact that social networks are widely used by young people and that they are almost not used in the educational process in higher agricultural institutions of Ukraine. The purpose of this article is to consider, analyze and substantiate the didactic possibilities of social networks for the educational process in higher educational agrarian institutions. Research methods used: analysis of scientific and pedagogical literature and Internet resources, interviews and interviews of university lecturers and students generalizing pedagogical experience. The didactic possibilities of social networks should include the fact that the use of social networks can give the educational process more interactivity, positively affect the results of cognitive activity of students, become an effective means to increase the motivation and quality of learning, the organization of teamwork of students, the implementation of joint project activities, individualized virtual learning student's space. Social networks can also be used as a means of distributing educational material. The article proves the necessity of using social networks in the educational process of higher educational establishments; the pedagogical possibilities, advantages and difficulties of using social networks for educational process in agrarian universities are considered; promising directions of the use of social networks in education are proposed and measures to improve and facilitate the implementation of social networking tools in the educational process in higher agricultural educational institutions.