Team Orientation Research Articles

Team of Rivals: Turning Academic Rivals into Academic Teammates

Higher education increasingly requires teamwork to get the job done. Yet, turning a faculty of independent-minded operators into a team of cooperators and collaborators is a daunting challenge. A reward system that encourages competition for scarce resources makes it even more difficult to motivate faculty to rally around a common cause. In this paper, we draw from historian Doris Kearns Goodwin’s Team of Rivals: The Political Genius of Abraham Lincoln, to discuss what it takes for leaders to get rivals to work together for the good of the order. First, we propose that academic leaders do a better job of emphasizing the mutually reinforcing nature of teaching, scholarship, and service in carrying out the University’s purpose, as well as better rewarding different kinds of faculty contributions to that purpose. We reason further that the best way to do this is by cultivating an academic environment that promotes and rewards teamwork. By shifting the administrative focus from an individual orientation to a team orientation, we believe the environment within which faculty members live and work can be made more engaging, rewarding, and productive. We then apply four of Lincoln’s leadership qualities: (a) acknowledging when failed policies demand a change in direction, (b) leading by example, (c) understanding the emotional needs of the team, and (d) establishing trust and keeping your word to the challenge of transforming a highly individualistic faculty into an academic team. This requires a clear vision and having all team members understand the bigger picture and their roles and responsibilities in bringing the bigger picture into focus. Finally, we discuss the power of teams to accomplish what cannot be accomplished individually, and take the discussion beyond the college campus to include implications for the larger park and recreation profession. What we learn from studying Lincoln is that the key to success rests in a self-assurance that allows leaders to surround themselves with highly competent contrarians while simultaneously persuading them to embrace a unifying vision that serves the best interests of all. Subscribe to JPRA

Making STEM Education Objectives Sustainable through a Tutoring Program

The objective of this research was two-fold. First, to determine the impact of a Science, Technology, Engineering and Mathematics (STEM) Education program on school performance amongst primary education students. Second, to identify the potential benefits of this program on the key competences of university students in Primary Education Teacher Training. The primary education students’ sub-sample, after being matched on key covariates, was randomly assigned either to the experimental (N = 25) or control group (N = 25). The university students’ sub-sample consisted of 26 students self-selected from the Primary Education Teacher Training degree. The intervention consisted of 20 two-hour weekly sessions of highly structured after-school tutoring delivered by previously trained university students. Although statistical significance was not reached for the hypotheses tested, notably, the results showed between small and moderate effect sizes (i.e., magnitude and direction of the program impact) for primary education students on core STEM subjects (e.g., mathematics d = 0.29, natural science d = 0.26), and for university students on some key employability competencies (e.g., action orientation d = 0.27 or team orientation d = 0.54).

Nursing teamwork in general ward settings: A mixed-methods exploratory study among enrolled and registered nurses.

To examine the perceived level of nursing teamwork and factors influencing teamwork among enrolled nurses (ENs) and registered nurses (RNs) in general ward settings. The nursing care delivery model includes RNs, ENs and others who work as a team to deliver patient care. The potential impact of teamwork on nursing care highlights the need to explore the work of nursing teams. A mixed-methods exploratory study. Quantitative and qualitative data were collected concurrently from ENs and RNs in 2018. Two hundred and forty-eight (n=248) nurses completed the Nursing Teamwork Survey. Sixteen nurses participated in focus group discussions. Qualitative data were reported following COREQ guidelines, while quantitative data followed the STROBE guidelines. Both ENs and RNs scored highest for the shared mental model subscale but lowest for the team orientation subscale. Factors including qualification level, years of working experience, perceived job staffing adequacy and job satisfaction were found to influence teamwork. Three themes emerged from the qualitative findings: expectations of each other's role, delegation practices and interpersonal relationships. ENs and RNs differed in their expectations of their role in basic patient care activities and faced power struggles related to delegation practices. Open and structured communication was deemed essential in building interpersonal relationships. The ENs and RNs have clear understanding of their personal roles and responsibilities towards achieving a common goal. However, teamwork may be improved with a shared mental model in performing basic nursing care tasks, mutual support for workload management, better delegation practices, effective communication, enhanced interpersonal relationships and better team orientation. Nurse managers and educators need to work collaboratively to foster positive delegation practices in clinical practice supported by applicable team training that enhances mutual trust, backup behaviours and collective orientation in nursing teams.

Organisational culture and the integrated chronic diseases management model implementation fidelity in South Africa: a cross-sectional study

ObjectiveTo assess whether organisational culture influences the fidelity of implementation of the Integrated Chronic Disease Management (ICDM) model at primary healthcare (PHC) clinics.DesignA cross-sectional study.SettingThe ICDM model was introduced in...

A hybrid adaptive large neighborhood search heuristic for the team orienteering problem

The Team Orienteering Problem (TOP) is a well-known NP-Hard vehicle routing problem in which one maximizes the collected profits for visiting some nodes. In this paper, we propose a Hybrid Adaptive Large Neighborhood Search (HALNS) to solve this problem. Our algorithm combines the exploration power of ALNS with local search procedures and an optimization stage using a Set Packing Problem to further improve the solutions. Extensive computational experiments demonstrate the high performance of our HALNS outperforming all the competing algorithms in the literature on a large set of benchmark instances in terms of solution quality and/or computational time. Our HALNS identifies all the 387 Best Known Solutions (BKS) from the literature on a first dataset including small-scale benchmark instances and all the 333 BKS for large-scale benchmark instances within very short computational times. Moreover, we improve one large-scale instance solution.

A Study on the Negative Effects of Task Conflict and the Importance of Trust in Peers and Team Orientation

A Study on the Negative Effects of Task Conflict and the Importance of Trust in Peers and Team Orientation

The association between organisational culture, CSR practices and organisational performance in an emerging economy

PurposeThis study aims to investigate the influence of organisational culture, specifically O’Reillyet al.’s (1991) six dimensions of the organisational culture profile (respect for people, outcome orientation, team orientation, innovation, attention to detail and stability) on corporate social responsibility (CSR) practices and the subsequent impact of CSR practices on organisational performance from the context of an emerging economy.Design/methodology/approachThe study used a survey of middle- and higher-level managers in Bangladeshi organisations to develop a seven-dimensional model of CSR practices and used structural equation modelling to analyse the developed hypotheses.FindingsThe findings provide evidence of the influence of the six different dimensions of organisational culture on the different dimensions of CSR practices. The findings highlight the diverse impacts (i.e. positive and negative) of CSR practices on organisational performance. The study also highlights the direct influence of organisational culture on both financial and non-financial performance. In particular, the outcome and team orientation culture are positively associated with non-financial and financial performance, respectively, while an innovative culture is negatively associated with both non-financial and financial performance.Practical implicationsThe findings of the study provide practitioners, internal (i.e. the managers and business owners of both the local and multinational organisations) and external policy-makers, and foreign investors in an emerging economy with new insights into the role of an intra-organisational factor (i.e. organisational culture) in influencing the adoption of CSR practices and the subsequent impact of CSR practices on organisational performance.Originality/valueUsing the 52 guidelines of CSR practices provided by the Organisation for Economic Co-operation and Development, this study provides a unique empirical insight into the influence of organisational culture on CSR practices and the impact of CSR practices on organisational performance. The findings contribute to the limited CSR literature examining the influence of organisational culture on the adoption of CSR practices and its subsequent impact on organisational performance in an emerging economy.

AN ANALYSIS OF THE ORGANIZATIONAL CULTURE OF PREMIER UNIVERSITIES IN MALAYSIA

An empirical research was done to examine and analyze the crucial domains in the organizational culture of world-ranked or premier universities in Malaysia, particularly in terms of their core values, direction, management effectiveness, innovation, customer focus, and institutional policies. The research employed a survey instrument on organizational culture and involved 1440 university students who were randomly selected from different faculties at four premier universities in the vicinity of Kuala Lumpur region in Malaysia. As highlights of this paper, the research found that the crucial cultural domains of premier universities were institutional policies, empowerment issue, team orientation behavior, and capability development of students. It was also found that students in premier public universities were more satisfied with their campus culture than students in premier private universities. Besides that, the important institutional policies were equality, academic integrity, and multiculturalism. Consequently, in terms of significance, new colleges and universities in Malaysia or other countries, whether public or private, may use the results and findings of this research for upgrading their organizational culture in order to achieve global ranking in the future.

Vakıf Üniversitelerinin Web Sayfalarındaki Misyon ve Vizyon İfadelerinde Etik Vurgular Üzerine Bir Araştırma (A Research on Ethical Emphasis on Mission and Vision Expressions of Foundation Universities Web Pages)

Purpose – The aim of this research is to analyze the mission and vision statements of the foundation universities and to determine which headings of ethics are collected in general, to determine which ethical emphasis they adopt and how often. Design/methodology/approach – The sample of the study was determined according to the purposeful (criterion sampling) technique used in qualitative research methods. A total of 69 foundation universities, which provide undergraduate education, declare their mission-vision statements separately, are currently in education and training activities and have a web page included in the study. The primary data of the research was obtained from the documents on the official websites of foundation universities between 23-27 September 2019. The documents were analyzed, evaluated under the themes and categories, and ethical highlights were analyzed. Findings – Ethical emphasis expressions frequently used according to the research result; academic freedom and autonomy, academic honesty, respect, impartiality and merit, the priority of public interest and the interests of the institution, team orientation, compliance with rules, laws and regulations, responsibility and accountability, openness to innovation, responsibility to society and student focus. Within the scope of 11 themes; 280 ethical emphasis was found in the mission, and 130 ethical emphasis in vision. Discussion – According to the findings obtained, the most ethical emphasis in the mission statements of the universities are as follows; student orientation (94), responsibility towards society (77) and openness to innovation (43). The most important ethical emphasis in vision statements is openness to innovation (40). Responsibility towards the society (36), student orientation (34) follows. To the extent ethical codes are established and processed, behaviors and practices that comply with ethical principles occur. For this reason, universities should include ethical emphasis determined in YOK Ethical Behavior Principles in their mission and vision statements, while those who take part should increase their emphasis.

Design of diversified package tours for the digital travel industry : A branch-cut-and-price approach

Motivated by the revolution brought by the internet and communication technology in daily life, this paper examines how the online travel agencies (OTA) can use these technologies to improve customer value. We consider the design of a fixed number of package tours offered to customers in the digital travel industry. This can be formulated as a Team Orienteering Problem (TOP) with restrictions on budget and time. Different from the classical TOP, our work is the first one to introduce controlled diversity between tours. This enables the OTA to offer tourists a diversified portfolio of tour packages for a given period of time, each potential customer choosing a single tour in the selected set, rather than multiple independent tours over several periods as in the classical TOP. Tuning the similarity parameter between tours enables to manage the trade-off between individual preferences in consumers’ choices and economies of scale in agencies’ bargaining power. We propose compact and extended formulations and solve the master problem by a branch-and-price method, and an alternative branch-cut-and-price method. The latter uses a delayed dominance rule in the shortest path pricing problem solved by dynamic programming. Our methods are tested over benchmark TOP instances of the literature, and a real dataset collected from a Chinese OTA. We explore the impact of tours diversity on all stakeholders, and assess the computational performance of various approaches.

The Influence of Organizational Culture on Employee Performance

This study was motivated by the insignificant performance of employees at Municipal Waterworks (Perusahaan Daerah Air Minum, PDAM) in Majalengka Regency office. Their performance was considered to be insignificant due to the following indicators: (1) some employees were less responsible resulting poor performance in carrying out the task; (2) some employees lack discipline in carrying out tasks such as coming and leaving work not following the applicable regulations; (3) some employees carried out their tasks not following the applicable guidelines (resulting poor quality of work); (4) There were delays in reporting by employees. This study used descriptive and survey methods by processing and analyzing quantitative data through a parametric statistical approach. The calculation was conducted using the SPSS version 19 program. The parameters used were variable X which was organizational culture and variable Y which was employee performance. According to Robin, organizational culture includes innovation and risk placement, clear attention, outcome orientation, people orientation, team orientation, aggressiveness, and stability. Meanwhile, according to Moeherionon, employee performance includes effectiveness, efficiency, quality, timeliness, productivity, and safety. After analyzing the data and testing the hypothesis, the results indicated that the organizational culture in Majalengka PDAM office was categorized well with the respondents’ response of 3.45 and a standard deviation of 0.574. Meanwhile, the employee performance reached a good category with a respondents’ response of 3.49 and a standard deviation of 0.705. The correlation coefficient (r) between variable X and Y was 0.828 indicating the influence of organizational culture on service quality by 68.5%. Moreover, the results of the t-test (significant level) obtained a t-value of 15.683 with a t-table of 1.661. Thus, t-arithmetic was greater than the t-table. Therefore, H0 was rejected and H1 was accepted. In other words, there was a positive and significant influence between organizational cultures (X) on employee performance (Y).

Multirobot Routing Algorithms for Robots Operating in Vineyards

We consider the problem of multirobot routing in vineyards, a task motivated by our ongoing project aiming at creating a corobotic system to implement precision irrigation on large-scale commercial vineyards. The problem is related to a combinatorial optimization problem on graphs called “team orienteering.” Team orienteering is known to be NP-hard, thus motivating the development of heuristic solutions that can scale to large problem instances. We propose three different parameter-free approaches informed by the domain we consider and compare them against a general purpose heuristic developed previously. In numerous benchmarks derived from data gathered in a commercial vineyard, we demonstrate that our solutions outperform the general purpose heuristic and are scalable, thus allowing us to solve instances with tens of thousands of vertices in the graphs. Note to Practitioners —Routing problems with budget and motion constraints are pervasive to many applications. In particular, the structural constraints considered in this problem are found not only in agricultural environments but also in warehouse logistics and other domains where goods are arranged along regular linear structures. This article proposes and analyzes algorithms that can be applied when multiple agents must be coordinated in these environments. In particular, by utilizing domain-specific knowledge, the solutions proposed in this article outperform general purpose approaches that poorly scale with the size of the environment. The algorithms we present also ensure that no collisions occur between robots—an aspect normally neglected in algorithms previously proposed to solve the team orienteering problem.

УПРАВЛІННЯ ОРГАНІЗАЦІЙНОЮ КУЛЬТУРОЮ ПІДПРИЄМСТВА

The article examines the theoretical aspects of the specifics of managing the organizational culture of an enterprise. Analyzed within the framework of the functional approach, the content of the concept of "organizational culture" for the selected functions. The set of functions of the organizational culture of the enterprise has been substantiated, taking into account the degree of its influence on the interests of the participants in the socio-economic process, which are divided into two groups: functions of internal integration and functions of external adaptation. It is proposed to understand the management of organizational culture as a conscious and deliberate improvement of any actions in the culture of an enterprise in accordance with the values and functions of internal integration and external adaptation, but in constant interaction with the internal and external environment, constantly, which are constantly changing. It has been substantiated that it is advisable to manage the organizational culture of an enterprise in three stages: basic, current analysis and strategic orientation. It is proposed to consider the values of the enterprise as the main element of the organizational culture: focus on results; employee orientation; team orientation; attention to detail; stability; innovation; aggressiveness. Other elements of the organizational culture of the enterprise have been identified: philosophy and mission of the enterprise; group norms; behavioral stereotypes; "rules of the game"; organizational climate; existing practical experience. The relationship between the stages of managing organizational culture and the factors of the internal and external environment of the enterprise has been brought. Recommendations for the practical application of the stages of managing the organizational culture of an enterprise are given.

Routing Drones in Smart Cities: a Biased-Randomized Algorithm for Solving the Team Orienteering Problem in Real Time

The concepts of unmanned aerial vehicles and self-driving vehicles are gaining relevance inside the smart city environment. This type of vehicles might use ultra-reliable telecommunication systems, Internet-based technologies, and navigation satellite services to decide about the routes they must follow to efficiently accomplish their mission and reach their destinations in due time. When working in teams of vehicles, there is a need to coordinate their routing operations. When some unexpected events occur in the city (e.g., after a traffic accident, a natural disaster, or a terrorist attack), coordination among vehicles might need to be done in real-time. Using the team orienteering problem as an illustrative case scenario, this paper analyzes how the combined use of extremely fast biased-randomized heuristics and parallel computing allows for ‘agile’ optimization of routing plans for drones and other autonomous vehicles.

Solving the Team Orienteering Problem with Time Windows and Mandatory Visits Using a Constraint Programming Approach

Solving the Team Orienteering Problem with Time Windows and Mandatory Visits Using a Constraint Programming Approach

A Biased-Randomized Learnheuristic for Solving the Team Orienteering Problem with Dynamic Rewards

In this paper we discuss the team orienteering problem (TOP) with dynamic inputs. In the static version of the TOP, a fixed reward is obtained after visiting each node. Hence, given a limited fleet of vehicles and a threshold time, the goal is to design the set of routes that maximize the total reward collected. While this static version can be efficiently tackled using a biased-randomized heuristic (BR-H), dealing with the dynamic version requires extending the BR-H into a learnheuristic (BR-LH). With that purpose, a ‘learning’ (white-box) mechanism is incorporated to the heuristic in order to consider the variations in the observed rewards, which follow an unknown (black-box) pattern. In particular, we assume that: (i) each node in the network has a ‘base’ or standard reward value; and (ii) depending on the node’s position inside its route, the actual reward value might differ from the base one according to the aforementioned unknown pattern. As new observations of this black-box pattern are obtained, the white-box mechanism generates better estimates for the actual rewards after each new decision. Accordingly, better solutions can be generated by using this predictive mechanism. Some numerical experiments contribute to illustrate these concepts.

Robust mission planning for Autonomous Marine Vehicle fleets

Mission planning for Autonomous Marine Vehicles (AMVs) is non-trivial because significant uncertainty is present when profiling the operating environment, especially for underwater missions. Mission complexity is compounded for each vehicle added to the mission. In practice, fleet operations are formulated as separate temporal problems by the operator and solved using a temporal planner. This paper proposes a planning method that uses energy as the base planning resource instead of time. Unlike temporal planners, energy planners account for physical loads endured by the vehicles. The extent of uncertainty in the vehicle loads is clarified by using the vehicle dynamics model and Monte Carlo simulation on the model parameters. The planning method is a multistage procedure to decompose operator specified task, obstacle, and vehicle data into an energy formulation of the Team Orienteering Problem (TOP) which is then solved using Discrete Strengthened PSO (DStPSO). The DStPSO algorithm has been modified to include a selective swarm size decay method that allows for larger initial swarm sizes to promote early exploration and preserves a percentage of the best performing particles on each iteration to save computational resources. The planner produces near-optimal routes containing feasible trajectories for individual vehicles that maximise tasks completed according to individual vehicle energy constraints. A case-study mission for long-term, large-scale, underwater inspection of a wind turbine array was converted into input data to evaluate the planner. Energy planning presents the opportunity for vehicles to actively monitor the feasibility of their individual plan against their current energy consumption, allowing for advanced reasoning and fault handling to occur in situ without operator assistance.

A Scatter Searchhybrid Approach For Team Orienteering Problem

The Team Orienteering Problem (TOP) is a particular vehicle routing problem in which the aim is to search a fixed number of paths that maximize the scores associated with a set of given locations within a limited time. This paper proposes a scatter search hybrid approach (SSHA)to deal with the TOP. It uses some new operators, called reference set queen bee-method to initializing and updating the RefSet, and greedy select parentsto selecting pairs from a reference set for the combination method to generate a new solution. Furthermore, to improve the quality of the solution, a local search is employed, called steepest descent to exploreneighbourhood in a fully deterministic manner and then selects the best neighbour. Experiments conducted on the standard benchmark of TOP clearly show that proposed approach outperforms the solving methods in the scientific literature. Our algorithm detects all but one of the best known solutions. A statistical test was conducted to determine the algorithm that performed better compared with the others.

Validity and Reliability of Psychological Characteristics Questionnaire in Malaysian Male Talented Football Players

The main aim of this study is to obtain the validity and reliability of psychological characteristics questionnaire in Malaysian male talented football players aged 13 to 14 years old. Nine sub attributes are used to measure the attributes of psychological characteristics, which are anxiety control, mental preparation, team orientation, concentration, self-confidence, motivation, coping with adversity, peaking under pressure and coach ability. A total of 120 male football players aged 13 to 14 who underwent training under the Malaysia National Football Development Program were selected as study samples. Pearson correlation analysis were used to obtain validity of field experts. Cronbach’s alpha analysis were used to obtain reliability coefficient of the psychological characteristics questionnaire. Factor analysis was used to obtain the construct validity of the questionnaire items. The factor analysis results showed 50 questionnaire items are valid from the overall 79 items constructed. The result of Pearson correlation analysis shows the value of field experts validity is r = .92. Cronbach’s alpha analysis of questionnaire items obtained high reliability total value of ? = .86 and the internal consistency coefficient for each sub attributes are anxiety control (? = .83), mental preparation (? = .82), team orientation (? = .84), concentration (? = .83), self-confidence (? = .84), motivation (? = .82), coping with adversity (? = .87), peaking under pressure (? = .86) and coach ability (? = .81). The attributes of psychological characteristics questionnaire are shown to be valid and reliable.

Robot Transparency and Team Orientation Effects on Human–Robot Teaming

ABSTRACTHuman–robot team members often have to interact in a situation when the team members are not physically collocated requiring effective communication to establish and maintain effective human–robot performance. Previous research suggests that characteristics of robot communication can have positive impact on human–robot interaction outcomes such as trust, situation awareness, workload, and performance. In this study, we investigated the joint effects of robot communication transparency (low to high, increasing the amount of information provided through text messages) and team orientation (i.e., robot’s text messages communicating team membership with We statements) properties of messages sent by a ground robot to a human teammate who was responsible for supervisory control. The results showed both benefits and limitations of increased transparency indicating the importance of careful implementation of transparency methods. Team orientation manipulation showed to be ineffective (and potentially detrimental) also indicating that caution needs to be exercised when implementing elements intended to improve group cohesion and team inclusiveness. Limitations and future directions are discussed.