Team Building Process Research Articles

PROJECT TEAM IN PROJECT MANAGEMENT METHODOLOGIES

The specific nature of project management causes that the selection of the right people to join the project team has become crucial to the success of any project. The present study aims at showing the role of a well-chosen project team in the project management regardless of whether the project is run according to traditional or agile methodologies. Special attention has been paid to the decision making process in project team with the use of traditional and agile methodologies. In case of traditional, classical methodologies, more efficient are teams of highly qualified specialists, which are able to make decisions, more often individual ones, as quickly as possible and precisely. Given the fact that in agile methodologies there is greater decisiveness of the team, group decisions are made more often. Management’s confidence in project team is of vital importance in agile methodologies. In order to fulfill the aim of the study, traditional and agile methodologies for project management have been briefly characterized, the process of project team building and the results of scientific research pointing to significant role of the project team in project management have been presented. It has been stressed out that, regardless of the chosen methodology, while selecting project team members it is important to consider not only members’ knowledge or experience, but also relevant personality traits and interpersonal skills (social skills). However, it should be pointed out that given the specific nature of the agile methodologies, social skills of team members become incredibly important, and in many cases more important than professional competences.

How to achieve quality assurance, shared ethics and efficient teambuilding? Lessons learned from interprofessional collaboration during the COVID-19 pandemic.

Objective: Against the background of the current pandemic crisis, this case report presents the experiences made from interprofessional teamwork with group members from different medical qualification levels. Our objectives were to identify areas of shared knowledge regarding efficient collaboration; to improve effective teamwork based on mutual respect; to develop innovative teaching methods tailored to the needs of COVID-19 interprofessional response teams. Methods: Field notes from numerous team discussions and improvised internal training sessions were compiled into a checklist. Each author edited and revised the checklist and a consensus has been reached after an in-person discussion. Feedback from an academic expert in emergency services has been incorporated into the final version of the checklist.Results: Three main topics were identified: the need for quality-assured professional training, the clarification of role expectations including assigned responsibilities, opportunities to contribute and participate in the team building process, and the development of area-related ethical competence in the sense of shared moral public health literacy. Hence, we developed the following ad - hoc teaching methods: use of online teaching videos, practical exercises on intubation models and the collective development of an annotated, detailed checklist for all relevant work processes of the mobile corona unit based on everyday debriefings. Summary: The need for interprofessional team building in the context of the current health crisis provides a beneficial learning environment for all participants. We propose to conceptually refine this approach into a cross-professional, innovative method of teaching.

Group values and standards in management teams

The article examines group values and norms in management teams, reveals the concept of "corporate culture", which is inextricably linked with the general organizational culture of the enterprise, sets a certain system of coordinates, and explains why the organization functions in this way, and not otherwise, allows for the coordination of individual goals and values with the overall goals and values of the organization. It was also noted that values are a key element of team culture. The article provides a theoretical analysis of the main functions of group norms that contribute to the self-preservation of groups and teams. It is emphasized that a team without relationship norms leaves itself open to potential interpersonal problems.
 Group norms are formed based on group values and are a set of rules and requirements developed by each really functioning community and play the role of the most important means of regulating the behaviour of members of this group, the nature of their relationship. Team rules are a set of rules or recommendations that a team sets to form the interaction of team members with each other and with employees who are external to the team. Team rules can be developed at the general meeting of the team.
 Once developed, team rules are used to guide team members' behaviour and to assess how well team members interact. They also allow team members to influence any behaviour that is unfavourable and will negatively affect the success of the team. values are a key element of team culture. And in this case, the analysis and identification of values in the team will make effective the very process of team building at different stages.

ПОВЫШЕНИЕ ЭФФЕКТИВНОСТИ ТРУДА СПЕЦИАЛИСТОВ ПРОИЗВОДСТВЕННОГО ПОДРАЗДЕЛЕНИЯ ПУТЕМ ФОРМИРОВАНИЯ КОМАНДЫ

At the end of the twentieth century, team management became widespread. Based on this approach, the key factor for successful activity is not so much finance and technology as effective teamwork. Achieving this effect is possible on the basis of the team building process, which can be represented as a human resource management process aimed at building a team and improving team efficiency to achieve the goals of the organization. This process is viewed from two main points: on the one hand, as a process of formation and further development of a team; and on the other hand, the ways to build interaction between people in a group to achieve the strategic goals of the unit and the organization as a whole. Creating an efficient and cohesive team takes time, during which the process of its formation and progressive development takes place. The article provides an overview of modern ideas about the team. The authors’ definition of a team is formulated, on the basis of which the advantages of the team are indicated, leading to an increase in the efficiency of its activities. The types of teams and approaches to team building have been studied. On the basis of a survey and testing, the authors carried out a study of the team building process and developed guidelines for forming a team from specialists from the production unit of the state unitary enterprise «Moskollektor». The study used a professional approach, taking into account the distribution of roles according to R.M. Belbin and in accordance with the sociotypes of K.G. Jung. Conclusions are made, the advantages of working in a team are formulated and possible ways of developing a team of a production unit are shown. The article emphasizes the need to apply an integrated approach to team formation, combining professional, role and approach according to the sociotype of the individual, in order to identify ways of its development.

Intelligent Cricket Team Selection by Predicting Individual Players’ Performance using Efficient Machine Learning Technique

In any game, selection of best players in a team plays vital role in overall team performance. The team selection in any sport is the key task to ensure good performance of the team. Players are selected based on different criteria. In game of cricket selection of players should consider parameters like players own performance, ground condition, weather forecasting, opposition strength and weakness etc. Machine learning can play vital role in players’ performance prediction. Machine learning uses historical data of team performance and past performance of individual players to predict overall performance of team. Prediction of individual player performance helps in team building process. Recently many researchers proposed model for prediction of player’s performance for a game of cricket. Researchers’ uses machine learning approach for prediction. However existing studies omits some vital features related to ground and weather in their study which have potential to make huge impact on player’s performance. We performed detailed study and literature survey to propose efficient performance prediction of players for game of cricket. Our model will help in best team selection and thus improves overall team performance.

Getting Radical: Using Design thinking to Tackle Collaboration Issues

Design Thinking (DT) has recently been adopted in some higher education disciplines as an effective pedagogical approach to enable students to acquire the skills needed for solving real world problems. As a human-centered, iterative process, design thinking is characterized by working with others to understand, define and solve problems using empathy, creativity, and radical collaboration. Many university courses also stress collaboration as a learning approach. However, not all students function well in collaborative environments. Based on their work in the Design-based Thinking course at the Werklund School of Education, University of Calgary, the authors asked, “could the design thinking process be used to foster collaboration among students and encourage radical collaboration”? In this paper the authors present a brief overview of the literature in this area and propose some parallels between the design thinking and collaborative team building processes.

Beyond the discipline: Nurse practitioner members and leaders of interdisciplinary research teams.

Complex clinical questions and problems require expertise beyond one discipline to answer or resolve. Research teams that include members with different foundational perspectives across various disciplines are needed. In particular, the growing trend toward technological innovations to help patients self-manage health has been the impetus for the development of interdisciplinary research teams. The goal of this study was to provide guidance for nurse practitioners who are interested in developing effective and successful interdisciplinary teams to complete clinical research projects. A case example is used throughout the study to illustrate the process of interdisciplinary team building. The success of interdisciplinary teams requires team members who are fully invested in the project, available and willing to engage and communicate with other members of the team, and able to form relationships of trust and respect for each discipline's unique contributions to the project.

대한민국 럭비 국가대표팀의 팀 빌딩 과정에 대한 실행연구

대한민국 럭비 국가대표팀의 팀 빌딩 과정에 대한 실행연구

Self-leadership and Growth Mindset as Mutually Supportive Determinants of Behaviors

Purpose: This article is focused on checking whether there is an interdependence between the levels of self-leadership and growth mindset presented by an individual and whether these factors affect the functioning of employees. Methodology: The respondents were an open group of 237 participants of different age, job seniority and position. The following questionnaires were used in the study: ASQL by Houghton, Dawley and DiLiello – to measure the level of self-leadership, and NNR by Godlewska-Werner – to measure the level of growth mindset. Findings: The results of the study show that self-leadership and growth mindset are factors that significantly affect each other. However, there are no relationships between the overall level of self-leadership and: age, sex, job seniority or holding managerial positions. Research and practical implications: Research can be important to management practice in team building processes as the level of selfleadership can be a relevant factor which promoted and shared among coworkers allows to create a more balanced, engaging work environment for managers and those they lead. Originality/value: The research conducted so far has focused on the analysis of the connections between growth mindset and leadership. This research shows that growth mindset also affects the level of selfleadership, and thus individuals’ attitude to aspects such as: making the effort, accepting feedback or the success of co-workers. Paper type: research paper

The Process of Team Building Among Content Experts and Methodologists: An Example From an Emergency Medical Services Research Investigation Kick-Off Meeting

Background: Community-engaged research engages the community in a collaborative manner to improve the local setting and has been increasingly applied to health services research. These complex studies require collaboration and team building among clinical experts, methodologists, and community stakeholders, yet few examples of this process have been published. Aim: Through a study of community emergency medical services, our aim was to understand team building among content experts and methodologists to advance the framework for adaptive community-engaged research. Methods: We collected process field notes and transcripts from the project kick-off meetings and analyzed the data using an immersion/crystallization process, which is an exploratory qualitative analysis characterized by continual review of the data collected. All 25 members of the study’s research team, who are both local to Michigan and reside out-of-state, were invited to attend. Results: We describe the process of the kick-off event for this community-engaged study and report major themes: collaborating throughout each stage of the kick-off meeting, building trusting relationships by challenging each other’s perspectives and sharing expertise, and gaining shared experiences of learning and understanding of study content and goals. Conclusion: Team-building in community engaged health research requires thoughtful effort, and planned kick-off meeting can be a useful strategy to build a shared vision among content experts and methodologists.

Jewels in the crown: Exploring the motivations and team building processes of employee entrepreneurs

AbstractResearch SummaryThis study examines motivations and team building processes of employee entrepreneurs in the disk‐drive industry. Our inductive, grounded theory building approach uncovers that ringleaders—founders who spearhead spinout creation—are driven by a nonpecuniary desire to create in a fertile environment, when they encounter frictions within the parent firm. Cofounders share the desire to create, but ensure departure on good terms to retain the option of returning to paid employment as a safeguard against entrepreneurial risk. We uncover an endogenous team building process in which more successful founding teams engage in “workplace instrumentality”—creating workplaces through deliberate selection of cofounders who have complementary functional knowledge, but are similar in that they possess superior problem‐solving abilities, best‐in‐class talent, and common workplace values.Managerial SummaryThe paper examines the motivations and founding team building processes of individuals who leave existing firms to create new ventures. In contrast to conventional wisdom that suggests preformed teams working on innovation projects leave together, we find founding teams are created when a “ringleader” chooses to venture out and subsequently seeks out cofounders. Ringleaders and cofounders alike are motivated by a desire to create given fertile opportunities and care deeply about equity, but ringleaders additionally experience at least one organizational push factor. Almost all founding teams are created to ensure the presence of complementary, functional knowledge. However, more successful spinouts also select cofounders who are hands on problem‐solvers, best‐in‐class talent, and who share common workplace values.

THE POTENTIAL OF KNOWLEDGE MANAGEMENT ON CONSTRUCTION SITES

Knowledge management is the process of creating, sharing, using, and managing knowledge, one of the most valuable organizational resources. This approach is well-known in Austria's industrial sector, but applied only in major construction companies. It is mainly used to share knowledge between different departments, but it is not commonly found on construction sites. During the construction phase a variety of separate firms build a temporary multidisciplinary organization, to produce investment goods. To show the potential of knowledge management on building sites in Austria, 78 interviews were conducted. Construction sites of different types (new construction and refurbishment of buildings) were taken into account in order to guarantee a representative outcome. The highest cost-benefit ratio for knowledge management can be seen in knowledge intensive processes. The execution phase is characterized by craftwork which often includes many routine steps. But the survey shows that almost a quarter of the daily business is about knowledge intensive processes while the amount doesn't correlate with the working experience. Furthermore, on construction sites with many trades the lack of information and knowledge transfer is the cause of nearly a quarter of the problems faced. The findings indicate the need for knowledge management on construction sites and the potential grows with the number of trades. The teambuilding process can be seen as the most important step for an efficient knowledge management during the execution phase.

Interdisciplinarity of Ph.D. students across the Atlantic. A Case of Interdisciplinary Research Team Building at the Student Level

This research explores the process of building an interdisciplinary design research team at the doctorate student level across institutions and disciplines. This study aims to establish a case addressing how to: 1) define aligned research goals, 2) outline overlapped approaches, such as methodologies, to achieve the research goals, and 3) organize a research team to conduct an interdisciplinary research project addressing overarching characteristics and research interests of members. This study was conducted in four phases: 1) understanding context, 2) framing inputs, 3) discussing processes (repeatable), and 4) analyzing outputs (products). Framed by Action Research, five data collection methods were used within the interdisciplinary team (participants) over two weeks. The interdisciplinary team building process, the benefits and shortcomings of the methods used, and the resulting research study with aligned research goals are presented in this paper.

Communication and Conflict Resolution in the Workplace

Good communication is required to build and maintain mutual relationship in project teams. This is because effective communication can enable a work team to achieve their goals. This stems from the fact that when the employees understand the management expectations and target goals, they will be able to do their work task based on the required standard. Also, effective communication is critical to the success of team work because the ability to work together without issues is determined by conveying the right information at the right. However, despite the crucial role played by effective communication in a productive work environment, it was found that Matrix Coating Resource Sdn Bhd (MCR) often experience communication issues among the workforce and this result to workplace conflict and employee relationship issues. It was on this note that this consultancy project critically examined the communications and employee relationships practices of MCR in order to determine key areas required to improve project tasks completion. A sample of 50 respondents were chosen from the workforce using both interview and questionnaire instruments. The study found that the staff of Matrix often experience communication issues and this leads to disagreements and misunderstanding among the workforce. This is because proper communication using appropriate channel can help to ease both the number and severity of workplace conflicts. Driven by this, it was proposed that the management of Matrix should do well to employ people with solid communication skills because this will allow them to work together cohesively and professionally, address the issue through training exercises and behaviour modeling. It should conduct constant training programmes especially for the new staff so as to improve their ability to communicate clearly and concisely with colleagues and work team members, include communication skills in the appraisal of employees’ performance and tie the organization’s objectives into performance appraisal so as to achieve the goals of the company and develop team building exercises to strengthen intra-office relationship. This is because high performance teams often become more cohesive overtime as they gain experiences working and communicating with other teams in the workplace. Therefore, exciting activities such as informal networking groups, team exercises and others so as to enable the staff to work together in a cohesive way. The team building process will allow the team members to learn the best ways to work together through team experience without issues.

VOLUNTEERING AS THE PLATFORM FOR CHANGES IN THE SOCIETY

The article discusses the multiple possibilities of volunteering in Ukrainian society today, the need for its active presence in various spheres of life, in different strata of society. The main content of the study is an analysis of state of volunteering, as a type of a platform for promoting changes in problematic areas of life. Volunteer groups (units) are often the initiators of changes, also carriers and conductors of noticeable improvements on different levels, including personal, of an organization, community’s, governmental and international. The author presents the core life values as the basis of volunteering, as well as the fundamental principles of it and its main motivation. Thankfully to volunteer movement`s activists, volunteer activity in Ukraine improves every year and, and currently is supported by the law, is growing, expanding and becoming more diverse. In this paper, the author focuses on the necessity of tight active cooperation of all the participants of volunteer activity, where essential are: a volunteer and a beneficiary, and for better process and results of volunteering are: an engaging organization, the government and a benefactor. With active involvement of all five mentioned sectors the further development and spreading of volunteering is expected. The teambuilding process inevitably occurs, especially when there are clear and unifying goals presented. Willingness and non-profitable nature of volunteering is described in the article, as well as the the multiplicity of volunteer projects and actions, and therefore the importance of its further structuring, development and expansion in all the regions of the country, as well as throughout the world.

Team Building as a Tool to Strengthen the Company's Position in the Market

The article considers the concept of team, team roles according to M. Belbin, factors affecting team building, team building model aimed at improving the quality of professional training of higher school graduates . Also, an analysis of the research of Russian scientists, the content analysis of the search service "Yandex" on request was conducted: team formation, team building tools, team building scenarios, grouping of factors affecting the process of team building. Official statistics, official fertility rates and the liquidation rate of enterprises in the Russian Federation were analyzed. The interaction between the model of organizational behavior and the model of teambuilding is considered. An effective model of teambuilding in educational organizations was developed, which allows developing such qualities among students as: stress-resistance, sociability, creativity, ability to work in a team.

The social team building optimization algorithm

A wolf pack can hunt prey efficiently due to reasonable social team hierarchy and effective team cooperation. Inspired by the collective intelligence of wolf pack, in this paper, a novel swarm algorithm named the social team building optimization (STBO) algorithm is proposed for solving optimization problems. In order to mimic the method of social team building, which is an optimization process in reality, STBO algorithm is in terms of social team hierarchy, team building state and process control. Firstly, the social team model separates individuals of population into different swarms according to the appropriate team hierarchy. In this way, the proposed algorithm not only has fast search speed but also avoids to fall into the local optimum prematurely. Secondly, the team building state model divides the optimization process into three states. In different states, individuals at different levels act diverse social behaviors to make the algorithm maintain population diversity and possess better search capability. Thirdly, the team power model is designed to determine the states of optimization process by means of the team power and the team cohesion. The main aim of this model is to make the algorithm have a good balance between exploration and exploitation, namely to find the optimal solutions as possible as it can. Moreover, the mathematical models of STBO are educed by the swarm theory, the state evolution theory and the energy–entropy theory. Meanwhile, the convergence property of the presented algorithm has been analyzed theoretically in this paper. And STBO was compared to three classical nature-inspired algorithms on 11 basic standard benchmark functions and also three state-of-the-art evolutionary methods on CEC2016 competition on learning-based single-objective optimization. Some simulation results have shown the effectiveness and high performance of the proposed approach.

COLLABORATIVE RESEARCH, CAPACITY BUILDING AND KNOWLEDGE TRANSLATION DEVELOPMENT FOR RESEARCH ON ADVERSE BIRTH OUTCOMES AND THE ENVIRONMENT

Abstract BACKGROUND The DoMiNO (Data mining & Neonatal outcomes) project explores the relationship between the environment and adverse birth outcomes. The project applies Integrated Knowledge Translation; a collaborative approach that builds on the participation, expertise and perspectives of interdisciplinary researchers, clinicians and knowledge-users, to ground and enhance the depth and breadth of research and to facilitate knowledge translation. Understanding the components that impact team building processes can contribute to supporting collaborative efforts. OBJECTIVES Based on the DoMiNO project we present major components that contributed to building team capacity for knowledge creation and the development of a knowledge translation plan. DESIGN/METHODS We use this project’s Integrated Knowledge Translation process as a case study in a qualitative evaluation of the ongoing research collaboration (experience and learnings) following team engagement in the research process (e.g., meetings, informal interactions). Participants included all 24 DoMiNO team members. Data were collected through interviews, focus groups, surveys and participant observations, all adding to the cumulative understanding of the collaborative research process and the knowledge translation plan evolution. All data were coded and analyzed using thematic analysis procedures. RESULTS Findings highlight the interrelated components of building capacity to support the research progress, co-production and knowledge translation plan development. These components include commitment, work etiquette, balancing perspectives, power and ownership, as well as communication, transparency, learning/ sharing knowledge and alignment. These contribute to building relationships, trust and capacity. Once those were established and research deliverables were clearer, the main messages and attainable knowledge translation goals were identified. The knowledge translation Several components contribute to capacity building and the development of the KT plan. In this complex context, it is an ongoing iterative process that evolves through time, as the team works and builds capacity. Identifying and supporting the essential components of team development could optimize capacity building. plan was then articulated to identify potential users, audiences, and strategies. CONCLUSION Several components contribute to capacity building and the development of the KT plan. In this complex context, it is an ongoing iterative process that evolves through time, as the team works and builds capacity. Identifying and supporting the essential components of team development could optimize capacity building.

Jewels in the Crown: Motivations and Team Building Processes of Employee Entrepreneurs

This study uses inductive methodology to examine the motivations and team building processes of employee entrepreneurs through the analysis of thirty founding narratives of disk drive industry spin...

Jewels in the Crown: Exploring the Motivations and Team Building Processes of Employee Entrepreneurs

This study uses inductive methodology to examine the motivations and team building processes of employee entrepreneurs through the analysis of thirty founding narratives of disk drive industry spinouts founded between 1977-1997. Our grounded theory building approach uncovers the underappreciated role of non-pecuniary motivations and human capital corridors in the team assembly process. We find ringleaders — the founders who spearhead spinout creation — are often driven by a non-pecuniary desire to create given a fertile industry environment, particularly when they encounter bureaucracy, interpersonal/ethical frictions, or strategic disagreements within the parent firm. They seek out, through human capital corridors, the best cofounders possessing complementary knowledge, skills, and problem-solving abilities but similar values, and work ethic. Cofounders, particularly those without prior startup experience, were eager to ensure they left on good terms with their parent firms, to retain the option of return to paid employment as a safeguard against risks inherent in entrepreneurship. These motivations and team building processes shape the spinout firm’s strategic considerations: the founding team seeks to create unique value propositions, with a reluctance to steal technologies from their parent firms, but a willingness to poach talent. Triangulation with quantitative data reveals that spinouts created with human capital corridors team building processes had significantly better capabilities and success than spinouts with that lacked some aspects.