Team Relationships Research Articles

A Qualitative Descriptive Exploration of the Experiences of Burn Therapists.

Exposure to patients who have experienced major traumatic events places burn therapists at risk of developing high levels of anxiety and stress, directly impacting their quality of life. Poor professional quality of life has been associated with negative physical and emotional characteristics in healthcare professionals and may subsequently influence patient safety and satisfaction, job retention, and productivity. The purpose of this study was to understand and describe the experiences of occupational and physical therapists who provide acute therapy to people who have sustained burn injuries. Semistructured interviews were completed with 10 participants (8 females and 7 physical therapists) for this qualitative descriptive study. Conventional content analysis was used to analyze the data collected from semistructured interviews. Six themes emerged after content analysis: (1) the importance of therapeutic relationships to patient successes and therapists' retention; (2) the autonomy and flexibility of burn therapists; (3) the impact of career longevity on compassion; (4) the uniqueness of burn team relationships and camaraderie; (5) the challenges of operating within the business of a healthcare system; and (6) the physical, mental, and emotional challenges to the burn therapists' resiliency. This research brings to light the physical, mental, and emotional challenges that impact burn therapists' resiliency, and which should be considered when creating programs to increase retention and professional quality of life in this professional population.

How to be a good clerk on the clinical teaching team: a scoping review.

As medical institutions shift towards Competency Based Education, more effort is being directed towards understanding how healthcare teams' function competently. While many have studied the competencies required to be a successful clerk, few have examined this question within the context of team function and integration. Our primary objective is to identify how medical clerks successfully integrate and contribute to clinical teaching teams. We performed a scoping review of the literature using the Ovid MEDLINE database. Data was extracted and thematically analysed in accordance with Arksey and O'Malley's (2005) approach to descriptive analysis. Out of 1368 papers returned by our search, 12 studies were included in this review. Seven main themes were identified amongst the included studies: (1) Communication (2) Taking Responsibility and Appropriate Autonomy (3) Humility and Knowing When to Ask for Help (4) Identity as a Team Member, (5) Self-Efficacy (6) Rapport and Relationship Building (7) Patient Advocacy. Analysis of these themes revealed four major findings: (i) The importance of documentation skills and communication towards team contribution (ii) The important connection between professional identity development and self-efficacy (iii) The impact of rapport on the reciprocity of trust between team members (iv) The role of clerks as patient advocates is poorly understood. This review also illustrates that there is a relative dearth of literature in this area. Future studies are needed to develop clear guidance on how clerks should perform these competencies in the context of team function and integration.

(472) - Regional Systems of Care in Cardiogenic Shock Can Improve Outcomes: Penn Medicine Shock Team and Community Relationships

(472) - Regional Systems of Care in Cardiogenic Shock Can Improve Outcomes: Penn Medicine Shock Team and Community Relationships

Understanding the unique and common perspectives of partners engaged in knowledge mobilization activities within pediatric pain management: a mixed methods study

BackgroundKnowledge mobilization (KM) is essential to close the longstanding evidence to practice gap in pediatric pain management. Engaging various partners (i.e., those with expertise in a given topic area) in KM is best practice; however, little is known about how different partners engage and collaborate on KM activities. This mixed-methods study aimed to understand what different KM partner groups (i.e., health professionals, researchers, and patient/caregiver partners) perceive as supporting KM activities within pediatric pain management.MethodsThis study used a convergent mixed-methods design. Ten partners from each of the three groups participated in interviews informed by the Consolidated Framework for Implementation Research, where they discussed what impacted KM activities within pediatric pain. Participants then rated and ranked select factors discussed in the interview. Transcripts were analyzed within each group using reflexive thematic analysis. Group-specific themes were then triangulated to identify convergence and divergence among groups. A matrix analysis was then conducted to generate meta-themes to describe overarching concepts. Quantitative data were analyzed using descriptive statistics.ResultsUnique themes were developed within each partner group and further analysis generated four meta-themes: (1) team dynamics; (2) role of leadership; (3) policy influence; (4) social influence. There was full agreement among groups on the meaning of team dynamics. While there was partial agreement on the role of leadership, groups differed on who they described as taking on leadership positions. There was also partial agreement on policy influence, where health professionals and researchers described different institutions as being responsible for providing funding support. Finally, there was partial agreement on social influence, where the role of networks was seen as serving distinct purposes to support KM. Quantitative analyses indicated that partner groups shared similar priorities (e.g., team relationships, communication quality) when it came to supporting KM in pediatric pain.ConclusionsWhile partners share many needs in common, there is also nuance in how they wish to be engaged in KM activities as well as the contexts in which they work. Strategies must be introduced to address these nuances to promote effective engagement in KM to increase the impact of evidence in pediatric pain.

The association of leader-member exchange and team-member exchange with nurses' innovative behaviours: A cross-sectional study.

To measure the association of leader-member exchange and team-member exchange with nurses' innovative behaviours through social exchange theory. The field of nursing is actively advocating innovation. Other fields have proven that leader-member exchange and team-member exchange can promote innovative behaviour, but such an association is not clear in nursing. A cross-sectional study. A total of 560 nurses were selected from five tertiary hospitals in Henan Province (China) by multistage sampling. Data were collected from a self-report questionnaire. Thirty nurses in the pre-survey were used to verify the validity of the questionnaire. SPSS PROCESS macro was used to verify the association of leader-member exchange and team-member exchange with nurses' innovative behaviours. Leader-member exchange and team-member exchange were significantly associated with nurses' innovative behaviours, and team-member exchange had a mediating effect on the relationship between leader-member exchange and innovative behaviour. Leader-member exchange and team-member exchange positively affect nurses' innovative behaviours. Leader-member exchange can promote nurses' innovative behaviours through the mediating role of team-member exchange. This study indicated that leader-member exchange and team-member exchange should be given more attention in promoting nurses' innovative behaviours. This finding has implications for the promotion of innovative behaviours in nurses. Leaders need to focus on the innovative needs of nurses and offer support. Meanwhile, leadership training programs are necessary for managers to create positive team relationships. No patient or public involvement.

Qualitative investigation of military surgical resuscitation teams: what are the drivers of success of a rapid response team?

ObjectivesThis qualitative study explores the characteristics of a specialised military medical rapid response team (MRRT), the surgical resuscitation team (SRT). Despite mixed evidence of efficacy, civilian MRRTs are widely employed,...

Cooperation with Persons with Intellectual Disabilities: Reflections of Co-Researchers Associated with Conducting Inclusive Research

Traditionally, persons with intellectual disabilities in Poland have been researched on and treated as not competent enough to research with. Despite its scientific merit and practical usefulness, inclusive research involving persons with intellectual disabilities as co-researchers has only recently become a subject of interest in this country. The added value of inclusive projects should be analysed from two standpoints, i.e., those of co-researchers with disabilities and co-researchers without disabilities. In this article, we discuss the latter perspective, focusing on Polish researchers without disabilities who have experience in conducting inclusive research with persons with intellectual disabilities. The key aspect of the analyses was to highlight the potential of persons with intellectual disabilities as co-researchers. As a result, we have determined several important aspects of inclusive research in the relational perspective involving co-researchers with intellectual disabilities and co-researchers without intellectual disabilities and the community perspective. The analyses identified four superordinate themes: building relationships in the research team; opportunities and constraints associated with the implementation of inclusive projects; institutional barriers; and the importance of the role of a co-researcher without intellectual disabilities. Implications for further research and practice are discussed.

Opening the black box of works council–management team interaction: Germany and the Netherlands compared

Researchers still struggle with unravelling the internal interaction processes between management and employees (and their representatives). In empirical studies explaining the effects of works councils, the multidimensional nature of the works council–management team relationship is therefore largely ignored. By utilising a unique questionnaire among works councillors, this article examines the (potential) inner workings of this black box, by developing a construct aimed to capture the essence of these forms of social interaction. The authors find that behavioural aspects of cooperation, power, communication, goal sharing and trust significantly affect the relationship between works council and management. The authors also test their construct via a model that seeks to explain the influence of works councils on company decision-making. Their results indicate that despite a few noticeable cross-country differences, their black box construct is the most important factor in explaining this influence both in Germany and the Netherlands, revealing that a good relationship with management is imperative.

대학생 TBL·PBL 학습 과정에서 팀 내 과업 갈등이 집단효능감에 미치는 영향 연구

Objectives This study utilized a multilevel approach to investigate the influence of task and relationship conflicts among college team members on collective efficacy during university TBL and PBL classes.
 Methods Over a span of 10 weeks, a total of 176 students were organized into 25 teams participating in a uni-versity calculus mathematics course, which was conducted using TBL and PBL methodologies. At the conclusion of the course, a survey was administered. The study employed a cross-level interaction analysis with random slope models.
 Results The study revealed a significant cross-level moderation effect in the relationship between individual-level task conflict and collective efficacy moderated by team-level relationship conflict. In teams characterized by high relationship conflict, there was a positive correlation between team members' task conflict and collective efficacy. Conversely, in teams with low relationship conflict, team members' task conflict had little impact on collective efficacy. Relationship conflict negatively and significantly affected collective efficacy at both individual and team levels.
 Conclusions This study empirically demonstrated that the influence of team members' task conflict on collective efficacy varies depending on the level of team relationship conflict. This underscores the importance of effective communication during periods of relationship conflict in teams. The study discusses implications for TBL and PBL for both scholars and practitioners.

A framework for more equitable, diverse, and inclusive Patient and Public Involvement for palliative care research

BackgroundThere are marked inequalities in palliative care provision. Research is needed to understand how such inequalities can be addressed, so that everyone living with advanced illness can receive the care they need, when they need it. Research into inequalities in palliative care should be guided by Patient and Public Involvement (PPI) that includes people from diverse backgrounds, who are less likely to receive specialist services. Multi-disciplinary research partnerships, bringing together primary care (the main providers of palliative care to diverse communities) and specialist palliative care, have the potential to work together in new ways to do research to address inequalities and improve palliative care in practice. This report describes a research partnership between primary care and palliative care that aimed to: (1) create opportunities for more inclusive PPI in palliative care research, (2) co-design new resources to support more equitable, diverse and inclusive PPI for palliative care, (3) propose a new framework for inclusive PPI in palliative care research.MethodsPPI members were recruited via primary care and palliative care research networks from three diverse areas of the UK. A pragmatic, collaborative approach was taken to achieve the partnership aims. Online workshops were carried out to understand barriers to inclusive PPI in palliative care and to co-design resources. Evaluation included a “you said, we did” impact log and a short survey. The approach was informed by good practice principles from previous PPI, and existing theory relating to equity, equality, diversity, and inclusion.ResultsIn total, 16 PPI members were recruited. Most were White British (n = 10), other ethnicities were Asian (n = 4), Black African (n = 1) and British mixed race (n = 1). The research team co-ordinated communication and activities, leading to honest conversations about barriers to inclusive PPI. Resources were co-designed, including a role description for an Equity, Equality, Diversity and Inclusion Champion, a “jargon buster”, an animation and an online recipe book (http://www.re-equipp.co.uk/) to inform future PPI. Learning from the partnership has been collated into a new framework to inform more inclusive PPI for future palliative care research.ConclusionCollaboration and reciprocal learning across a multi-disciplinary primary care and palliative care research partnership led to the development of new approaches and resources. Research team commitment, shared vision, adequate resource, careful planning, relationship building and evaluation should underpin approaches to increase equality, diversity and inclusivity in future PPI for palliative care research.

'Our Voices Aren't Being Heard': A qualitative descriptive study of nurses' perceptions of interprofessional collaboration in care supporting older people's functioning during a hospital stay.

Older people admitted to hospital are highly susceptible to functional decline and related complications. Care supporting their functioning is complex and requires healthcare professionals working in concert, with nurses playing a central role. Yet, little is known about nurses' perceptions of interprofessional collaboration (IPC) in care supporting functioning in acutely admitted older people. To fill this knowledge gap, we elucidate the perspectives of nurses in Ontario, Canada, on IPC in care supporting older people's functioning during a hospital stay. We employed a qualitative methodology in conjunction with a qualitative descriptive design. Thirteen focus groups were held with a purposeful, criterion-based sample of 57 acute care nurses practising in a range of acute care settings (e.g. Emergency, General Medicine, General Surgery, Intensive Care, Coronary Care). Data were thematically analysed. We identified two overarching themes: (1) IPC is improving, but nurses are excluded from decision-making and (2) nurse advocacy causes friction with other professionals. The first theme captures nurses' perception that IPC in older people's care is improving, but nurses are marginalised in interprofessional decision-making. As a result, nurses perceive that their knowledge is devalued, and their contributions to care supporting older people's functioning are undermined. The second theme underlines a tension between interprofessional team practices and patient- and family-centred care, while also demonstrating nurses' increasing willingness to act as patient and family advocates. Findings can be used to enhance IPC in care supporting the functioning of acutely hospitalised older people. To improve IPC, clinical and administrative leaders should cultivate more egalitarian team relationships that encourage nurses to contribute to decision-making and advocate on behalf of older patients and their families.

Big data innovation and implementation in projects teams: towards a SEM approach to conflict prevention

PurposeDespite an enormous body of literature on conflict management, intra-group conflicts vis-à-vis team performance, there is currently no study investigating the conflict prevention approach to handling innovation-induced conflicts that may hinder smooth implementation of big data technology in project teams.Design/methodology/approachThis study uses constructs from conflict theory, and team power relations to develop an explanatory framework. The study proceeded to formulate theoretical hypotheses from task-conflict, process-conflict, relationship and team power conflict. The hypotheses were tested using Partial Least Square Structural Equation Model (PLS-SEM) to understand key preventive measures that can encourage conflict prevention in project teams when implementing big data technology.FindingsResults from the structural model validated six out of seven theoretical hypotheses and identified Relationship Conflict Prevention as the most important factor for promoting smooth implementation of Big Data Analytics technology in project teams. This is followed by power-conflict prevention, prevention of task disputes and prevention of Process conflicts respectively. Results also show that relationship and power conflicts interact on the one hand, while task and relationship conflict prevention also interact on the other hand, thus, suggesting the prevention of one of the conflicts could minimise the outbreak of the other.Research limitations/implicationsThe study has been conducted within the context of big data adoption in a project-based work environment and the need to prevent innovation-induced conflicts in teams. Similarly, the research participants examined are stakeholders within UK projected-based organisations.Practical implicationsThe study urges organisations wishing to embrace big data innovation to evolve a multipronged approach for facilitating smooth implementation through prevention of conflicts among project frontlines. This study urges organisations to anticipate both subtle and overt frictions that can undermine relationships and team dynamics, effective task performance, derail processes and create unhealthy rivalry that undermines cooperation and collaboration in the team.Social implicationsThe study also addresses the uncertainty and disruption that big data technology presents to employees in teams and explore conflict prevention measure which can be used to mitigate such in project teams.Originality/valueThe study proposes a Structural Model for establishing conflict prevention strategies in project teams through a multidimensional framework that combines constructs like team power conflict, process, relationship and task conflicts; to encourage Big Data implementation.

ЗАРУБІЖНИЙ ДОСВІД УПРАВЛІННЯ ОРГАНІЗАЦІЯМИ

The article is devoted to the topical issues of management of organizations in the world. It is determined that effective enterprise management is an important prerequisite for success in any business, regardless of its size and scope of activity. The purpose of the article is to study the systems and methods of business management in the world. To implement this task, scientific methods of content analysis, analysis, synthesis, comparison, and system method were applied. It is noted that the organization of enterprise management in the world is determined by local cultural management paradigms. In modern European cultures, emphasis is placed on interaction with employees, which is aimed at maximizing their interests and is manifested in respect for human dignity. Also important is the rational use of resources and readiness for innovation in the technological and scientific spheres, which contributes to the introduction of managerial innovations, albeit with a certain delay, into the activities of organizations and enterprises in Ukraine. The American experience is based on flexible management, because American enterprises often have a flexible hierarchical structure. In addition, an important factor is corporate culture, although the manifestations of this culture may be different in different companies, but common to them is a democratic environment in which employees can freely express their ideas and opinions. In particular, Ukrainian enterprises can learn from the Asian experience in creating long‐term development strategies and plans. Asian cultures emphasize community and cooperation, so an approach to creating a team work environment and promoting mutual support among employees is important. Most Asian enterprises prefer long‐ term relationships in work teams, with partners and customers, which promotes stability and trust in the market. The conclusions emphasize that the need for a competent combination of world experience with Ukrainian realities will become an important task for managers when establishing an effective management system shortly.

Assessments of working group effectiveness in the planning of the New Jersey Kids Study: An applied mixed-methods study on the science of team science

Abstract Introduction: The New Jersey Kids Study (NJKS) is a transdisciplinary statewide initiative to understand influences on child health, development, and disease. We conducted a mixed-methods study of project planning teams to investigate team effectiveness and relationships between team dynamics and quality of deliverables. Methods: Ten theme-based working groups (WGs) (e.g., Neurodevelopment, Nutrition) informed protocol development and submitted final reports. WG members (n = 79, 75%) completed questionnaires including de-identified demographic and professional information and a modified TeamSTEPPS Team Assessment Questionnaire (TAQ). Reviewers independently evaluated final reports using a standardized tool. We analyzed questionnaire results and final report assessments using linear regression and performed constant comparative qualitative analysis to identify central themes. Results: WG-level factors associated with greater team effectiveness included proportion of full professors (β = 31.24, 95% CI 27.65–34.82), team size (β = 0.81, 95% CI 0.70–0.92), and percent dedicated research effort (β = 0.11, 95% CI 0.09–0.13); age distribution (β = −2.67, 95% CI –3.00 to –2.38) and diversity of school affiliations (β = –33.32, 95% CI –36.84 to –29.80) were inversely associated with team effectiveness. No factors were associated with final report assessments. Perceptions of overall initiative leadership were associated with expressed enthusiasm for future NJKS participation. Qualitative analyses of final reports yielded four themes related to team science practices: organization and process, collaboration, task delegation, and decision-making patterns. Conclusions: We identified several correlates of team effectiveness in a team science initiative's early planning phase. Extra effort may be needed to bridge differences in team members' backgrounds to enhance the effectiveness of diverse teams. This work also highlights leadership as an important component in future investigator engagement.

Analysis of the Dynamic Relationship between Transgressive Innovation Behavior and Team Network Structure in High-Tech Firms

Abstract The current market economy has stepped into the stage of high-quality development led by innovation. How to effectively improve the innovation capacity of enterprises has become a widespread concern in the academic community. The article first analyzes the formation factors and consequences of transgressive innovation behavior and then combs through the dynamic collaboration and system performance generation in multi-team network structures. Based on the network centrality of social network analysis, two models based on sub-team type and team structure balance are constructed by combining structural balance theory. Regression analysis was conducted for Model 1 to clarify the effects of transgressive innovation behavior on network centrality and subteam type, and social network analysis was used to investigate the influencing factors of team structure balance in Model 2. Network centrality increases by 0.121 percentage points when the subteam type variable increases by 1 percentage point. The regression coefficient of subteam type on network centrality decreases from 0.138 to 0.114 after adding the variable of team members’ transgressive innovation behavior to Model 1. When the number of subteams is 3 and 4, the team network structure can reach a strong balance state at this time, while more than 5 will cause the growth of negative team relationships because of the transgressive innovation behaviors of team members, which will affect the balance of the team network structure. Therefore, there is a dynamic relationship between the transgressive innovative behavior of high-tech enterprises and the team network structure, and it is necessary to set up a reasonable multi-team structure in order to effectively ensure that the performance of high-tech enterprises can be improved.

How can Educational Psychologists evaluate group supervision to ensure positive impact for supervisees’ development and skills, and for the children and families for whom they work?

AimThis review investigated how group supervision within education or social care settings has been evaluated, to identify tools for EP practice that ensure good outcomes for supervisees and the children and families they support.MethodA systematic literature search was conducted using databases PsycINFO, Web of Science and ERIC. Twelve studies identified using the inclusion/exclusion criteria involved a range of research designs.FindingsThe selected studies suggest group supervision can benefit supervisees in terms of wellbeing, on direct practice with families, and on team relationships. The most innovative and revealing studies were small-scale and conducted in the context of social work. These highlighted the importance of having a ‘clinician’ involved in facilitation for practice change, and group supervision characterised as ‘practice-focused’ was found to improve parental engagement and goal agreement.LimitationsThere is a paucity and lack of breadth in methodological approaches in evaluating the impact of supervision, and challenges in data collection. Further research should incorporate triangulation of information (i.e. supervisee, supervisor, and client).ConclusionsEvaluation tools relevant for EP use include making use of data sources such as supervision records, using a coding framework for self-evaluation and using questionnaires to assess how supervision has achieved the intended outcomes for supervisees. A subsequent follow-up of supervisee’s intended actions to identify practice change, should include gathering feedback directly from children and families.

A multilevel investigation of team relationship conflict and employee-level subjective career success

PurposeBased on affective event theory (AET), this study aims to unpack the association between team relationship conflict and employees’ subjective career success by examining the mediating role of negative emotions and the moderating role of emotional intelligence.Design/methodology/approachUsing Mplus 8.1, the study analyzes multi-level, multi-wave data collected from 288 employees in 51 teams across Pakistan.FindingsThe results indicate that team relationship conflict is negatively associated with employees’ subjective career success, both in terms of career satisfaction and job satisfaction. While employees’ negative emotions partially mediate this negative relationship, emotional intelligence moderates the association between team relationship conflict and negative emotions, such that individuals with higher emotional intelligence experience less negative emotions.Originality/valueThis study advances career research by demonstrating how and when team relationship conflict is related to employees’ subjective career success. It also extends current understanding of the mediating and moderating mechanisms behind the association between team relationship conflict and employees’ subjective career success.

Medical Students’ Perspectives on Family Planning and Impact on Specialty Choice

Physicians are known to delay childbearing compared with nonphysicians and to experience higher rates of age-related pregnancy complications. Delay of childbearing is more pronounced in surgical specialties, and family planning and building goals may influence specialty choice. To assess medical students' perspectives on the development of family planning goals and the timing of family building within a medical career to elucidate how these perceptions impact their choice of specialty. This qualitative study included fourth-year medical students at the University of Toronto Temerty Faculty of Medicine, Toronto, Ontario, Canada, and was conducted between May and August 2021. Participants were purposively sampled to maximize diversity of gender and specialty choice. Interviews were conducted via videoconferencing software that were recorded, transcribed verbatim, and verified for accuracy. Thematic analysis was completed independently by 2 researchers and consensus on final themes was reached through discussion among study investigators. Data were analyzed between September and December 2021. Participants were asked to share their perceptions of personal family planning goals, support currently in place, family planning education in medicine and factors contributing to their choice of specialty and program. Thematic analysis was completed. A total of 34 fourth-year medical students (median [range] age, 26 [24-33] years; 23 females [67.6%]) were interviewed. Four main themes were identified: (1) there is no ideal time to family build in a medical career, (2) family planning is a taboo topic, (3) surgical specialties offer less support for family building, and (4) residents who have children are perceived to place a burden on their colleagues. Medical students considered their family planning while deliberating among specialty choices and their experiences were highly influential in shaping their specialty selection. Results of this qualitative study suggest that medical students perceive that family building during training may have unfavorable implications for team dynamics and relationships with colleagues, and these perceptions may affect specialty choice and family planning goals. Integration of family planning discussions and support for family building into medical curricula is needed along with efforts to improve culture by supporting team dynamics and workload when students take parental leave.

Exploring pathways to project success through project delivery team integration: a qualitative comparative analysis

Integration within project delivery teams can improve project outcomes in the building construction industry. However, integration across multiple firms and disciplines can be more challenging to manage, when compared to functionally organized, or siloed, teams. Given that resources to manage integration are limited and that most teams are only partially integrated in practice, this research seeks to explore pathways for their success. Using data collected from ten completed projects in the U.S., a fuzzy-set qualitative comparative analysis was performed to identify which combinations of six dimensions of integration were sufficient for improved project performance. The analysis revealed six distinct and highly consistent pathways to success, as evaluated by the criteria of being on-budget, on-time, or achieving the planned sustainable certification. Across all pathways, having a single team focus and equitable team relationships were the only dimensions consistently found in pathways leading to desirable project outcomes. Other dimensions, such as co-location, seamless operation across organizational boundaries, and a no-blame culture were found in pathways to both desirable and undesirable project outcomes, depending on their combination with other dimensions. These results contribute to theories on implementing team integration, suggesting that fully integrated teams are not always necessary for success. Instead, integrated teams that can work collaboratively, while still maintaining organizational separation or autonomy, can be as effective. While the study does not enable the identification of all possible pathways to success, it provides guidance to practitioners by highlighting a small subset of pathways, giving greater flexibility in managing integration within their teams.

Teamwork in community health committees: a case study in two urban informal settlements

BackgroundCommunity health committees (CHCs) are mechanisms for community participation in decision-making and overseeing health services in several low-and middle-income countries (LMICs). There is little research that examines teamwork and internal team relationships between members of these committees in LMICs. We aimed to assess teamwork and factors that affected teamwork of CHCs in an urban slum setting in Nairobi, Kenya.MethodsUsing a qualitative case-study design, we explored teamwork of two CHCs based in two urban informal settlements in Nairobi. We used semi-structured interviews (n = 16) to explore the factors that influenced teamwork and triangulated responses using three group discussions (n = 14). We assessed the interpersonal and contextual factors that influenced teamwork using a framework for assessing teamwork of teams involved in delivering community health services.ResultsCommittee members perceived the relationships with each other as trusting and respectful. They had regular interaction with each other as friends, neighbors and lay health workers. CHC members looked to the Community Health Assistants (CHAs) as their supervisor and “boss”, despite CHAs being CHC members themselves. The lay-community members in both CHCs expressed different goals for the committee. Some viewed the committee as informal savings group and community-based organization, while others viewed the committee as a structure for supervising Community Health Promoters (CHPs). Some members doubled up as both CHPs and CHC members. Complaints of favoritism arose from CHC members who were not CHPs whenever CHC members who were CHPs received stipends after being assigned health promotion tasks in the community. Underlying factors such as influence by elites, power imbalances and capacity strengthening had an influence on teamwork in CHCs.ConclusionIn the absence of direction and support from the health system, CHCs morph into groups that prioritize the interests of the members. This redirects the teamwork that would have benefited community health services to other common interests of the team. Teamwork can be harnessed by strengthening the capacity of CHC members, CHAs, and health managers in team building and incorporating content on teamwork in the curriculum for training CHCs.