Team Task Research Articles

Workshop Penerapan SAP2000 Untuk Konsultan Perencana Di Kabupaten Padang Lawas Utara

The problem that occurs is there are many planning consultants in North Padang Lawas Regency who are not proficient and skilled in applying SAP2000. Therefore, it is necessary to hold a workshop on the implementation of SAP2000 for planning consultants in North Padang Lawas Regency as a solution to the problem that occurs. The aim of this workshop is to improve participants' skills in analysis with SAP2000. The stages of implementing this workshop are: conducting a survey on SAP2000 mastery; make proposals based on survey results; planning the preparation of materials, modules, pre-test, post-test, attendance and schedule of community service activities; dividing the team's tasks in which the chairperson serves as a teacher for one hour then the members continue, while students prepare attendance, pre-test and post-test; make conclusions based on the results of the pre-test and post-test that have been carried out. The methods applied in this activity include: presentations, tutorials and practices, modules and questions and answers. Based on the results of community service activities that have been carried out, it can be concluded that the SAP2000 application workshop for planning consultants in North Padang Lawas Regency was able to improve the skills of participants (planning consultants) in analyzing with SAP2000 with an increase in the level of achievement of high mastery of the material from 53.33 % to 80%. This happened because it was supported by the high interest and enthusiasm of the participants to take part in the workshop and training before the workshop was held through the distributed modules.

Task stressors, team reflexivity, and proactive customer service performance

ABSTRACT This study integrates the transactional theory of stress with social media literature to produce novel theoretical insights into whether and how social media affordance affects the relationship between task stressors, team reflexivity, and team proactive customer service performance of teams working in the hotel industry. Empirical analysis on the data collected from 389 members of 85 service-related teams in China supports the hypothesized model of this study. Findings reveal that team task conflict and team task ambiguity are negatively related to proactive customer service performance and that these relationships are mediated by team reflexivity. Furthermore, social media affordance mitigates the direct and indirect negative effects of team task conflict and team task ambiguity on proactive customer service performance via team reflexivity. Theoretical contributions, practical implications, and limitations of this study are discussed in the later section.

Establishing Human Observer Criterion in Evaluating Artificial Social Intelligence Agents in a Search and Rescue Task.

Artificial social intelligence (ASI) agents have great potential to aid the success of individuals, human-human teams, and human-artificial intelligence teams. To develop helpful ASI agents, we created an urban search and rescue task environment in Minecraft to evaluate ASI agents' ability to infer participants' knowledge training conditions and predict participants' next victim type to be rescued. We evaluated ASI agents' capabilities in three ways: (a) comparison to ground truth-the actual knowledge training condition and participant actions; (b) comparison among different ASI agents; and (c) comparison to a human observer criterion, whose accuracy served as a reference point. The human observers and the ASI agents used video data and timestamped event messages from the testbed, respectively, to make inferences about the same participants and topic (knowledge training condition) and the same instances of participant actions (rescue of victims). Overall, ASI agents performed better than human observers in inferring knowledge training conditions and predicting actions. Refining the human criterion can guide the design and evaluation of ASI agents for complex task environments and team composition.

The benefits of cognitive style versatility for collaborative work.

A growing body of the literature shows the influence of cognitive styles, which capture the ways individuals share, encode, and process information, and their implications for collaboration. We build on this literature to investigate the special contributions of individuals with cognitive style versatility, or facility in more than one cognitive style, for improving teams' collaborative performance. In two studies, including a total of 452 participants in 132 teams, we observe that the presence of cognitively versatile individuals has direct (Study 1) and indirect (Study 2) effects on team performance. In an exploratory analysis, we observe that the presence of cognitively versatile individuals facilitates the task and social processes necessary for effective team information processing, specifically reducing team process conflict and task conflict and enhancing team social integration, with social integration mediating the relationship between cognitive style versatility and team performance. Importantly, these effects remain even when accounting for team cognitive ability and other measures of team surface- and deep-level diversity. Our findings contribute to the emerging literature on team composition and its implications for collaboration and teamwork. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Learner Autonomy in Team-based Learning: A Case Study of Mechanical Engineering Education

Abstract :Team-based learning (TBL) has been increasingly applied in engineering and science education over the past decade. This study explores a particular TBL approach used in a mechanical engineering module for second-year undergraduates in Taiwan. The results of a survey on these students’ learner autonomy (LA), perceptions of TBL, engagement with TBL, self-reported contributions and concerns about TBL activities were analyzed along with their academic performance. The results suggested that LA played a crucial role in TBL, especially contribution to group work, and that classroom implementations should therefore make it a priority to boost LA. In addition, positive reciprocity was found to be operating during group work. Group differences were found in issues the students expressed concern about. Students who cared about fairness had higher LA and were more likely to contribute to team tasks whilst some students could have been less engaged in group activities due to poororganizational structure. Several challenges were also observed in this study. They included passive learners, classroom-management problems, free-riding, and limited resources. Based on our findings, we recommend that engineering instructors encourage student-teacher communication by using bonus-point incentives, student experts, peer evaluation and group competitions. Keywords : Learner autonomy, mechanical engineering education, Taiwan, Team-based learning.

Interpersonal Relations and Task Performance

Purpose: The study draws on the social network theory to examine the influence of interpersonal relations on the task performance at the individual employee, team and divisional levels in the Nigerian Police Force.
 Design/methodology/approach: The study adopted a cross sectional survey design and a sample of 556 police men was selected through the application of multi-stage sampling procedures. The data collection instrument was designed in line with the 5-point Likert scale while the instrument was validated through content validity approach and the reliability of the instrument is determined using the test-retest method.
 Findings: Data were collected through the self-report of the policemen while analysis was carried out using descriptive statistics, run mean test and Chi-square test and the results indicated that interpersonal relations influence employee, team and divisional task performance in the Nigerian Police Force.
 Practical implications: We recommended that instrumental ties and social communities in the fabric of the Nigerian Police Force should be promoted to further advance the critical roles of crime fighting and prevention with a view to reducing criminality in Nigeria. 
 Originality/value: To the best of the authors' knowledge, this research is original and adds new value to the field by being the first of its kind.
 Paper type: Research paper

When, and why, do teams benefit from self-selection?

We investigate the effect of team formation and task characteristics on performance in high-stakes team tasks. In two field experiments, randomly assigned teams performed significantly better than self-selected teams in a task that allowed for an unequal work distribution. The effect was reversed if the task required the two team members to contribute more equally. Investigating mechanisms, we observe that teams become more similar in ability and report to cooperate better when team members can choose each other. We show how different levels of skill complementarity across tasks may explain our results: If team performance largely depends on the abilities of one team member, random team assignment may be preferred because it leads to a more equal distribution of skills across teams. However, if both team members’ abilities play a significant role in team production, the advantage of random assignment is reduced, and the value of team cooperation increases.

Women’s Leadership Role in the Apostolic Faith Mission Church of South Africa

Women’s advancement into executive leadership in the Apostolic Faith Mission (AFM) church in South Africa (SA) has not been able to keep pace with women’s movement into the workforce. As part of a resolution passed at the AFM of SA’s National Leadership Forum (NLF) meeting, a task team was appointed in March 2020 to determine what prevents women from being elected to leadership positions in the church. This team consisted of three women ordained as pastors in the church. A questionnaire was distributed by the team to women in the AFM assemblies in nine provinces of SA asking why women were not advancing in leadership in the church and what could be done to change the phenomenon. A sample of 89 participants responded to both closed and open-ended questions. The open-ended questions were analysed using interpretative phenomenological analysis. The findings illustrated that a change in perceptions and bias toward women in leadership is needed. Women require support from church leadership, training, mentorship, and intentional changes to policy and practice. Finally, women require representation on all levels of leadership in the church.

Planning for Difference: Preparing Students to Create Flexible and Elaborated Team Charters that Can Adapt to Support Diverse Teams

<bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Background:</b> A robust body of research supports the use of team charters to purposefully create a team culture with shared norms and expectations. However, student teams often treat this requirement as busywork and fail to invest the effort needed to create team charters that prepare the team to adapt for obstacles that they may encounter. <bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Situating the case:</b> Teams that do not engage in effective planning for their collaborations are likely to encounter a range of problems including slackers, domineering teammates, curtailed learning opportunities, and general exclusion from the project work—problems that are often exacerbated on diverse teams and that disproportionately affect marginalized populations. <bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">About the case:</b> We created three online modules that help students uncover their own tacit expectations for teamwork, share and merge these expectations, and then construct a team charter and task schedules with their teammates. <bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Methods:</b> We used a quasiexperimental design comparing team charters from control and experimental groups to understand how our modules affected students’ charters at a university with a highly international population. <bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Results:</b> Analyses revealed that control group charters tended to invoke universal team norms and assign punishments for failing to uphold those norms. By contrast, experimental group charters were more flexible, acknowledged competing priorities, evidenced greater planning, and articulated processes that could accommodate individual goals, values, and constraints. <bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Conclusions:</b> Charters created after the modules showed more accommodation of difference; however, more research needs to be done to determine whether the more flexible and elaborated charters improve team behaviors.

When Does External Knowledge Benefit Team Creativity? The Role of Internal Team Network Structure and Task Complexity

Creativity in teams is spurred by members’ access to diverse knowledge, often from interactions with external sources. However, not all teams that have the capabilities to acquire such external knowledge are equally creative. Integrating theories of absorptive capacity and creative synthesis in teams, we propose that teams’ external knowledge acquisition capabilities in securing a wide variety of knowledge resources need to be complemented by internal knowledge integration capabilities that facilitate balanced/equal participation of all team members in the creative problem-solving process. In turn, this combination enables effective information elaboration processes underlying the generation of truly creative team outcomes. We test these ideas in two field studies. First, in a sample of 81 research and development teams in three organizations in science and technology fields, we find that teams’ connections with a wide range of external parties—indicating their external knowledge acquisition capability—benefit their creativity, but only when the team’s internal team member problem-solving network structure—an indicator of the team’s knowledge integration capability—is less centralized (i.e., not controlled by one or few members). We further demonstrate that these effects are more salient when the team’s task is more complex. Replicating these findings in a second sample of 57 project teams in an energy manufacturing and services firm, we show that these effects are mediated by the team’s information elaboration processes. Theoretical and practical implications are discussed. Funding: This research was supported by grants received by C. Tang and her colleagues at UCAS, from the National Natural Science Foundation of China [Projects 71974178, 71932009], MOE Social Science Laboratory of Digital Economic Forecasts and Policy Simulation at UCAS, and the Fundamental Research Funds for the Central Universities [Project E2E40806X2]. Supplemental Material: The online appendix is available at https://doi.org/10.1287/orsc.2023.1661 .

Methods of forensic facial reconstruction and human identification: historical background, significance, and limitations

Facial reconstruction is the most frequently used method for human identification in forensic examinations. It is a complex and time-consuming technique and an actively growing field with a wide array of applications. The methods of forensic facial reconstruction are helpful in those cases where other methods of identification are not applicable. Identification of the dead is always a challenging task for forensic teams in cases involving terrorists' attacks and mass disasters where the corpses are fragmented, decomposed, and skeletonized. In such cases, only the skeletal remains and few other clues are available to establish the identity of a person. The progress of facial reconstruction was initiated in the nineteenth century, reconstructing the facial profiles of some famous and rich people. Various novel techniques for facial reconstruction have been devised in the recent past. We conducted literature search, using databases PubMed, Scopus, Web of Science, and ScienceDirect for analyzing different methods developed and practiced till date for human facial reconstruction. We outline the brief history along with a discussion regarding the different methods of forensic facial reconstruction and their limitations. We also discuss future recommendations and preferences for further research in the field of forensic facial reconstruction and human identification.

Physiological Synchrony Predict Task Performance and Negative Emotional State during a Three-Member Collaborative Task.

Evaluation of team performance in naturalistic contexts has gained popularity during the last two decades. Among other human factors, physiological synchrony has been adopted to investigate team performance and emotional state when engaged in collaborative team tasks. A variety of methods have been reported to quantify physiological synchrony with a varying degree of correlation with the collaborative team task performance and emotional state, reflected in the inconclusive nature of findings. Little is known about the effect of the choice of synchrony calculation methods and the level of analysis on these findings. In this research work, we investigate the relationship between outcomes of different methods to quantify physiological synchrony, emotional state, and team performance of three-member teams performing a collaborative team task. The proposed research work employs dyadic-level linear (cross-correlation) and team-level non-linear (multidimensional recurrence quantification analysis) synchrony calculation measures to quantify task performance and the emotional state of the team. Our investigation indicates that the physiological synchrony estimated using multidimensional recurrence quantification analysis revealed a significant negative relationship between the subjectively reported frustration levels and overall task performance. However, no relationship was found between cross-correlation-based physiological synchrony and task performance. The proposed research highlights that the method of choice for physiological synchrony calculation has direct impact on the derived relationship of team task performance and emotional states.

PKM pada Bank sampah wahana bersama dan Rosella di Siantan Tengah Kecamatan Pontianak Utara

Central Siantan is an area that has great potential in waste management business so that it becomes the center of the establishment of the Wahana Bersama (Mitra I) and Rosella (Mitra II) waste banks. The purpose of this PKM program is to accompany the waste bank: (1) get capital (credit application); (2) having a legal entity, (3) having a banking bookkeeping administration system; (4) Apply science and technology to waste collectors. In general, the PKM program targets garbage banks: (1) Having additional capital in providing facilities and payment for scavengers; (2) Having a legal entity (3) Managing the administration system of banking accounting (4) Increasing the amount of diversification of waste products; (5) There is a marketing gallery of waste products. The implementation of this program is carried out in three stages: 1) the preparation phase (survey the target location, coordinate with partners, plan outreach and training materials, divide the team's tasks according to their fields. Schedule agreements with partners; 2) implementation stage , socialization of the provision of facilities / facilities, conducting counseling, assisting the administration of banking bookkeeping), training in diversification of handicraft products from waste waste); and 3) Monetering and Evaluation Phase both internal and external. The implementation of this PKM runs smoothly, although there are obstacles in time adjustments between the team and partners, but can be overcome by implementation in the afternoon or evening or carried out during holidays.

The role of volunteer experience on performance on online volunteering platforms

Online volunteering platforms allow humanitarian organizations (HOs) to recruit volunteers to work remotely on projects of varying urgency. While removing time and space constraints enables HOs to scale up their volunteer force, HOs must manage greater heterogeneity in volunteers' experience. We investigate empirically how volunteers' experience impacts two performance metrics on online volunteering platforms: project completion rate and volunteer retention. In addition, we examine the conditions under which experience becomes more relevant to project completion rate and retention. We collected a novel panel data set from the Humanitarian OpenStreetMap Team Tasking Manager. Our data set includes 5,162 online volunteering projects with 2,169,683 contributions by 96,450 volunteers. Results from a panel regression model show that a project's completion rate improves in diminishing increments with the experience of the contributing volunteers. We further find that the effect of experience on project completion rate is contingent on the urgency of the project. Regarding retention, results from a parametric hazard model indicate that volunteers are incentivized to return to an online volunteering platform more quickly when they are closer to attaining a new experience‐based rank. However, we find that this effect weakens as volunteers gain experience. Overall, our study sheds light on volunteer management in an online context and offers operational insights on the recruitment and allocation of volunteers for HOs as well as online volunteering platforms.

A Task Complexity Analysis Method to Study the Emergency Situation under Automated Metro System.

System upgrades and team members interactions lead to changes in task structure. Therefore, in order to handle emergencies efficiently and safely, a comprehensive method of the traffic dispatching team task complexity (TDTTC) is proposed based on team cognitive work analysis (Team-CWA) and network feature analysis. The method comes from the perspective of the socio-technical system. Two stages were included in this method. In the first stage, four phases of Team-CWA, i.e., team work domain analysis, team control task analysis, team strategies analysis, and team worker competencies analysis, were applied in the qualitative analysis of TDTTC. Then in the second stage, a mapping process was established based on events and information cues. After the team task network was established, the characteristic indexes of node degree/average degree, average shortest path length, agglomeration coefficient, and overall network performance for TDTTC were extracted to analyze TDTTC quantitatively. The cases of tasks for screen door fault under grade of automation GOA1-GOA4 were compared. The results revealed that the more nodes and communication between nodes, the larger the network scale was, which would lead to the TDTTC being more complicated no matter what level of automation system it was under. This method is not only the exploration of cognitive engineering theory in the field of task complexity, but also the innovation of team task complexity in the development of automatic metro operation.

Diet modelling in the development of a healthy diet for the Ghanaian population

Diet modelling is one of the important steps in developing food-based dietary guidelines (FBDGs). However, this component remains uncommon in the FBDGs of many low-and middle-income countries. A diet modelling package (DietSolve) provided by the Food and Agriculture Organization (FAO) was used to formulate a healthy diet based on estimating the daily proportions of food groups that best meet the dietary goals established for the FBDGs for Ghana. Input data for the modelling included a list of commonly eaten foods across the agreed food groups, nutrient and energy content of the foods, current energy and nutrient consumption, and energy and nutrient constraints linked to the dietary goals, as determined by the FBDG multi-Sectoral Technical Task Team (MTTT). The modelling was based on assumptions and constraints including a total daily dietary energy target of 2000 kcal/day; the percentage contribution (energy targets) of the macronutrients as follows: carbohydrates (55-70%), protein (10-20 %), and fat (20-30%) to the total energy target; and calcium (1100 mg/day), iron (20 mg/day), and zinc (11 mg/day) constraints. The situation analysis and evidence review carried out as a prior step guided the diet modelling constraints. Energy contributions were also set for a serving of each food group. The final recommendations were based on food groups with each food group consisting of a variety of commonly consumed foods. The total weight of the optimized diet was estimated at 1514 g/day, including 144g/day of animal-source foods, 41.5g/day of discretionary choices, 226g/day of fruit, 227g/day of vegetables, 6g/day of healthy fats and oil, 198g/day of legumes, nuts, and seeds, and 672g/day of staples. This food group composition will provide an estimated 2639 kcal/day, a deviation of about 32% above the energy target set, made up of ~59% from carbohydrates, ~15% from protein and ~25% from fat, and meeting/exceeding the micronutrient targets set. The Optimised diet is healthier compared to the present dietary patterns of the population; its lower ASF component is known to impact less on the environment. Key words: Food-based dietary guidelines, linear programming, diet modelling, healthy diet, infood-graphic, Ghana

What factors affect team members' evaluation of collaboration in medical teams?

Perceived teamwork quality is associated with numerous work-related outcomes, ranging from team effectiveness to job satisfaction. This study explored what situational and stable factors affect the perceived quality of teamwork during a specific team task: when a medical team comprising a senior (supervisor) and a junior (trainee) physician diagnoses a patient. During a field study in an emergency department, multisource data describing the patients, the diagnosing physicians, and the context were collected, including physicians' ratings of their teamwork. The relationships between perceived teamwork quality and situational (e.g., workload) and stable (e.g., seniority) factors were estimated in a latent regression model using the structural equation modeling (SEM) approach. Across the N = 495 patients included, SEM analyses revealed that the patient-specific case clarity and urgency influenced the perceived teamwork quality positively, whereas the work experience of the supervisor influenced the perceived teamwork quality of both supervisor and trainee negatively, albeit to different degrees. Our findings shed light on the complex underpinnings of perceived teamwork quality, a performance-relevant factor that may influence work and organizational effectiveness in healthcare settings.

Epistemic motivation facilitates advice seeking and utilization by groups

AbstractDrawing on a motivated information processing model, we tested the hypothesis that groups' receptivity to outside advice is facilitated by their epistemic motivation—the desire to gain an accurate understanding of the world. Epistemic motivation was measured by proxy in Study 1 using a team task reflexivity measure, and was experimentally manipulated in Studies 2 and 3 by varying, respectively, either the amount of time allotted to complete the task or whether a consensus judgment was required before receiving advice. Receptivity to advice was operationalized as group advice seeking in Studies 1 and 2, and as advice utilization in Study 3. In support of our hypothesis, groups with higher levels of epistemic motivation consistently sought out and utilized advice more than those with lower levels of epistemic motivation. Moreover, epistemic motivation affected judgment accuracy via groups' receptivity to advice.

Rural health frontiers: exploring insights, lessons, and priority actions identified through a global 40-speaker webinar series on rural health equity.

Tackling rural health inequities requires equity-oriented approaches within health systems (eg across human resources, service delivery, information systems, health products, governance, financing) and action at cross-sectoral levels and with communities to address social and environmental determinants. During the July 2021 to March 2022 period, more than 40 experts contributed to an 8-part webinar series on rural health equity, sharing experiences, insights and lessons learnt for both systems strengthening and action on determinants. The webinar series was convened by WHO in collaboration with WONCA's Rural Working Party, OECD and agencies in the UN Inequalities Task Team subgroup on rural inequalities. From rural proofing to advancing a One Health approach, to research on barriers to health services, to ensuring an Indigenous health focus and community engagement in medical education, the series covered a range of topics relevant to diminishing rural health inequities. The 10-minute presentation will highlight emerging lessons, where more research activity, deliberation in policy and programming domains, and joined up action across stakeholders and sectors have been called for.

On the Periodic Gesture between Task Conflict and Team Creativity

This paper proposes an emergency model for task conflict, team creativity and project team development.As we all know, innovation is the primary productive force in enterprises. However, the conflicts arising from the task can better promote the development of creativity, which can be divided into three periods: the growth of creativity in the early, middle and final periods. Conflict is not a bad thing, but conflict at the right time can stimulate the creativity of members to a greater extent, brainstorming, information exchange and sharing. The relationship between task conflict and team creativity depends on the degree of conflict and when it occurs in the life cycle of the project team. In the research, it is found that creativity is the highest among medium-level task conflicts. In the later stage, task conflicts are found to have nothing to do with creativity.In modern organizations, the work team has become an important form and basic unit to complete the work, and its creativity is directly and significantly related to the performance output of the enterprise, but the diversity of members in the team is closely related to individual creativity, and interpersonal interaction will produce certain conflicts at all times, and the creativity that is stimulated in the conflict shows different forms and how to operate.