Team Unity Research Articles

Optimizing Cross-Functional Teams in Remote Work Environments for Product Development

Remote work settings have significantly increased in the current product development landscape. This change requires a reassessment of the operational, communication, and collaborative methodologies of cross-functional teams in order to guarantee successful product results. It is crucial to optimise these teams in distant environments in order to sustain production, creativity, and cohesiveness. This study investigates methods and optimal approaches to improve the effectiveness of cross-functional teams involved in remote product development.The first part analyses the distinct obstacles encountered by cross-functional teams operating remotely, such as deficiencies in communication, disparities in time zones, and the possibility of diminished team unity. This underscores the need of developing explicit procedures for virtual communication, including frequent video conferences, asynchronous updates, and collaborative platforms that enable immediate interactions and exchange of documents. This research subsequently examines the function of technology in enhancing the efficiency of distant cross-functional teams. It underscores the importance of implementation of strong project management tools and platforms that facilitate the monitoring of tasks, allocation of resources, and management of milestones. In addition, the use of sophisticated communication technologies, including as video conferencing, instant messaging, and virtual whiteboards, being explored as a method to improve immediate cooperation and collaborative problem-solving.

Behavioral Event Interview Through Lego Toy Models: Explaining the Socialization Process in A Public Company

This article discusses the use of behavioral event interviews and Lego® toy models in the socialization process of a Brazilian public company. The primary goal of socialization is to help new employees understand the company's values, objectives, and expectations. Successful socialization can increase job satisfaction, productivity, and team unity. By combining these two methods, this article benefits students, interviewers, academics, managers, and other professionals, stimulating the consideration of interpretive and naturalistic approaches and enhancing our understanding of in-depth interviews.

Employees' perceptions of organizational culture and motivational factors that increase labour productivity in food enterprises

The purpose of the study is to analyze the attitude of food industry workers to the elements of organizational culture and the characteristics of their attitude to the mission, goals and values of the organization. The objectives are to establish the relationship between the demographic characteristics of employees and the concepts being analyzed, to identify key aspects that contribute to the effective work of the team, and to determine the nature of employee relationships outside of work tasks. To test the hypothesis that the opinion about the presence of the mission, values and goals of the company, as well as adherence to them, is associated with the demographic characteristics of the respondents, 60 employees of food enterprises were surveyed, and a non-parametric method of mathematical statistics, the «Chi-square» criterion, was used to check the reliability of the research results. It has been established that there is a moderate connection between age and work experience, on the one hand, and the perception of the organization’s values, on the other. Research has shown that employees who are older and have longer tenure identify more strongly with the organization. It has been proven that employees who accept the concepts of the key characteristics of the organization's organizational culture follow these principles. The special significance of the mission for the majority of the company’s employees was determined. The share of respondents who confirmed that they follow the company’s mission is the highest — 66,7 %. Gender differences in the perception of the mission are identified, and a diversity of opinions is presented regarding the mission in the organization, its assessments and understanding of its significance for the organization. The results obtained show not only the importance of monitoring employees’ commitment to the company, but also allow them to competently draw up a program for training and motivating employees to strengthen team unity.

THE NEED FOR A NURSE MANAGER IN FAMILY HEALTH UNITS

The USF were a milestone of New Public Management (NGP) for their contribution to improving the economy and the quality of care. It is based on decentralized management, but includes coordination with the doctor identified in the application, losing the role of nurse manager close to the nursing team. This quantitative descriptive-exploratory study aimed to identify the advantages perceived by nurses regarding the advantages of a nurse manager in the USF. The nurses’ perception noted the need for a nurse manager in the USF with skills in the area of management, for service planning, conflict management, a leader who promotes team unity, professional development and class visualization.

КОМУНІКАЦІЙНА СКЛАДОВА У СИСТЕМІ УПРАВЛІННЯ ПЕРСОНАЛОМ

The study depicts the role and place of the communication component in a personnel management system through a synthesis of communication management, communication culture and communication competency. The author emphasizes the structural autonomy of communication management and its simultaneous presence in the personnel management system due to the multifaceted nature of its functions and substantive content. It is indicated that the communication component is a connecting link of staff management and an instrument for implementing staff policies in every organization. The article allocates functions of communication management and describes directions of their appearance in the system of personnel management with the aim of ensuring communication policy, formation of effective tactics and strategy of communication interaction, coordination of efforts for realisation of corporate tasks. The article formulates the main vectors of influence of communication culture on the formation of corporate ethical and moral norm-setting, maintenance of emotional and psychological stability of personnel, and strengthening of team unity based on corporate values. The author identifies in the structure of communication competence communication knowledge, communication abilities, skills and abilities necessary to ensure the professional level, quality of communication processes in the organisation, and rapid adaptation to changes. The author notes the interconnection of communication strategy and personnel policy on the basis of common tasks and principles of construction, among which the principles of value selection, truthfulness, human-centredness, efficiency and effectiveness are highlighted. These basic principles are important guidelines for the communication strategy and HR policy aimed at a strategic vision of the organization’s development in different circumstances, raising awareness of the team and stakeholders in creating socio-economic recovery and modernization projects. The author emphasizes the problems of communication in times of war (technical, psychological, financial) and the need to update the communication strategy in order to preserve human resources and further develop the intellectual potential of organizations.

Theoretical-Methodological Foundations of Studying The Harmony of Needs and Interests in Youth Activities

Objectives: The primary objectives of this research are centered on understanding the essence of the category of needs and interests, drawing insights from both the research conducted and the definitions provided by scientists and dictionaries. The social significance of this category is explored, with a focus on unraveling the various dimensions that contribute to its understanding.
 
 Methods: The research methodology involves an analysis of the conceptual approaches to ensuring the harmony of needs and interests in youth activities. The dialectic nature of these approaches, encompassing the pursuit of knowledge, self-awareness, information reception and conveyance, is examined. Additionally, the synergistic features, including cooperation, team unity, relationship maintenance, and the concept of synergy as a complex attractor, are investigated.
 
 Results: The results of the research reveal the content of conceptual approaches to ensuring the harmony of needs and interests in youth activities. The dialectic and synergistic features are expounded upon, highlighting their roles in the youth's quest to know the world and oneself, as well as in the processes of receiving and conveying information. The complex attractor features, including working together, support, assistance, and participation, are identified as integral components of this harmony.
 
 Conclusion: In conclusion, the research identifies deductive and praxeological aspects as leading determinants of reflexive instrumental necessity in the context of ensuring the harmony of needs and interests in the activities of young people. The conclusion summarizes the key findings, emphasizing the importance of self-awareness, information processing, cooperation, and relationship maintenance in fostering a harmonious balance between needs and interests in youth activities.

The Coaching Principles Self - Study: Outdoor Sports Events Coach Experiences

This qualitative descriptive study deals with the coaching principles of outdoor sports events as the coaches’ experience. The study was conducted at the Physical Education and Health Sciences of Chongqing Normal University in China. The researcher utilized 10 coaches of outdoor sports including volleyball, tennis, track and field, and football coaches who were chosen using the purposive sampling. The study therefore recommends that: 1) Coaches should prioritize their own development by staying updated with the latest coaching techniques, sports science, and research. 2) Adopting a student-centered approach involves understanding the unique needs and abilities of each individual on the team. 3) Coaches should develop well-structured training plans and set clear, achievable goals for both the team and individual athletes. 4) Coaches should foster a positive and supportive environment where athletes feel encouraged to learn and grow. 5) Coaches must conduct risk assessments and develop risk management plans to ensure the safety and well-being of their team. 6) Building strong team unity and positive relationships among team members can lead to improved cooperation and performance. 7) Recognizing that athletes have different learning styles and needs, coaches should tailor their teaching methods to accommodate individual differences.

"A Light at the End of the Tunnel": Experiences With Peer Specialists in the Open Dialogue Model.

The authors examined participants' experiences with peer specialists in Parachute NYC, a community mental health program of support teams trained in Open Dialogue and intentional peer support. Qualitative interviews were conducted with eight enrollees and 10 network members (enrollees' family members). All excerpts coded as pertaining to peers were thematically analyzed. Experiences with peer specialists were mostly positive. Participants especially valued peers' relatability and tendency to instill hope and engender empathy among enrollees and network members; peers' ability to foster community connections was also highly regarded. Generally, enrollees benefited from having peers and other health care professionals on a Parachute team because of their different forms of expertise. Concerns about peer specialists in dialogic care were reported by some network members, who questioned peers' degree of shared experiences, professionalism, and contributions to team unity. Despite generally positive findings, the optimal role for peers within the Open Dialogue model needs further exploration.

Motivation and Team Cohesion in Women Cricketers

This study investigated the connection between motivation and team unity in the context of women's cricket, involving a sample of 100 cricketers from three clubs in Lahore city, spanning ages 18 to 32. Each participant filled out two questionnaires: the Group Environment Questionnaire (Carron et al., 1985) and the Sports Motivation Scale (Pelletier et al., 1995). The study was designed with a cross-sectional approach and is rooted in quantitative research methodology.The purposive sampling approach was adopted. Descriptive statistics and Pearson's correlation were used to evaluate the data in SPSS version 23.0. A noteworthy correlation was reported between intrinsic motivation and team cohesion (r=0.638**, p<0.001) and between extrinsic motivation and team cohesion (r=0.623**, p<0.001). Furthermore, overall motivation scores also displayed a substantial correlation with the cohesion of the team (r=0.633**, p<0.001).These findings provide early evidence that it's essential to encourage and inspire the players in order to have an influence on the team atmosphere. Keywords : E

OTHR-44. Building narrative competence on the neuro-oncology team: a narrative medicine approach to fostering unity and resilience for work with pediatric brain tumor families

Narrative medicine relies on recognizing, taking in, reflecting on and responding to the stories of suffering in others. Drawing on the practice of the close reading of literature and reflection through writing, healthcare professionals gain fresh insights into their own stories and in turn connect in meaningful ways to stories of illness in their patients (Charon, 2001). The lived experience of pediatric neuro-oncology teams seesaws between hard-fought victories and stories of pain, loss, and even death. For patients who survive, many face life-long challenges that impact long-term quality of life. Learning to be an eyewitness of both beauty and pain in literature and art and writing about that witness helps teams reflect on the stories that shape them and their patients as they process the unthinkable in their work. This type of narrative competence requires what Sayantani DasGuspta refers to as narrative humility (Das Gupta, 2008). Narrative humility recognizes that stories of illness are ambiguous, contain contradictions, and belong wholly to the patient, and encourage providers to explore the role their own narrative brings to the clinician-patient relationship (Das Gupta, 2008). This narrative competence enables team members to find new ways to navigate their practice and foster team unity. Connecting to their own narrative allows them to connect to the narratives of others. They learn to be uncomfortable, to feel pain or joy, and to find power in being physically present with someone who is healed, feels marginalized, or is wounded. By listening closely to the stories of illness and loss in others and reflecting on their own stories through narrative medicine techniques, they learn to engage with the stories that define both their patients and their team dynamics. This theoretical and practical presentation explores the principles of narrative medicine and applies them to the particular experience of neuro-oncology teams.

A New Way Forward for Primary Care Advancement: A Case Study Review.

Modernized primary care systems are founded in holistic team-based care. Many models exist in the world. However, to overcome the challenges of various physician funding models and to scale resources across the highly populated urban/suburban areas, a different approach is needed. A new integrated primary care centre, CarePoint Health, was designed to solve these remaining gaps. This paper outlines the evaluation of the model after one year in operation, highlighting critical success factors for any future centre: design, team unity and culture of learning. Recommendations for the next steps include the development of a standard blueprint, dedicated funding and a single oversight body for the creation of new centres across the province.

Distributed team cohesion – not an oxymoron. The impact of information and communications technologies on teamness in globally distributed IT projects

Globally distributed IT projects are common practice in today’s globalized world. Typically, project team members work on interdependent tasks, with a common goal to be achieved as one team. However, being split between multiple locations impedes communication among team members and hampers the development of trust. Information and communications media enable communication between geographically distributed project team members and help to create and maintain trust within project units. Communication and trust are particularly significant for fostering a feeling of oneness among project team members. Oneness, also referred to as “teamness”, is repeatedly mentioned as one of the challenges facing global project teams. However, prior literature on teamness is very scarce and its importance is underrepresented. This research contributes to the field in two ways. First, the theoretical study based on a systematic literature review examines available evidence of teamness in globally distributed projects. Secondly, an empirical study based on interviews conducted with global project managers fills the current gap in literature on the link between use of ICT and establishing a sense of team unity. This paper draws practitioners’ attention to the importance of striving for teamness in spite of the geographical distance that exists between project team members.

Frontline experiences and perceptions of Urgent Dental Care centre staff in England during the COVID-19 pandemic: a qualitative study.

Introduction Following the World Health Organisation declaration of COVID-19 as a global pandemic, routine dental care in the UK ceased, and Urgent Dental Care centres (UDCs) were established to offer remote and face-to-face urgent dental treatment for those in need.Aim To explore perceptions and psychosocial experiences of frontline staff providing care at UDCs in England during COVID-19.Method A qualitative research study using a phenomenological approach. Semi-structured interviews were conducted remotely. Using line-by-line coding, data were analysed using a hybrid approach that incorporated both a deductive, theoretical process and an inductive, data-driven process.Results Participants included 29 dentists and nine dental nurses from UDCs across England. Twelve themes were identified and grouped into positive and negative experiences. Positive experiences were: role fulfilment and having a sense of purpose; team unity and collective coping strategies; and strategic teamwork and preparedness for effective organisation of care. Negative experiences included: feeling undervalued and frustrated due to fragmented guidance and communication; sense of unfairness generated by relational challenges; patient demand outstripping UDC capacity; complex decision-making; uncertainty over safety; suffocating PPE hindering effective communication; ineffective communication channels across healthcare sectors; lack of commitment to remote video consultations; and variable referral quality.Conclusions Participants reported experiencing a number of emotional challenges that appeared to be exacerbated by an unsupportive environment, often due to lack of leadership. However, positive experiences and coping strategies were also identified. Collective and sustained efforts at system level to improve the resilience and mental wellbeing of the current and future dental workforce and integration of dentistry into wider healthcare infrastructures are needed.Supplementary InformationZusatzmaterial online: Zu diesem Beitrag sind unter 10.1038/s41415-021-3375-3 für autorisierte Leser zusätzliche Dateien abrufbar.

Examining the effect of functional diversity on organizational team innovation

PurposeUnderpinned by the information processing theory, this study aims to investigate the relationship between functional diversity and team innovation by examining the moderating role of some selected cultural dimensions (power distance, uncertainty avoidance and masculinity-femininity) in the relationship between functional diversity and innovation.Design/methodology/approachA quantitative research method was used using a structured questionnaire as a tool to collect data from 251 respondents drawn from research institutions in Ghana. Data was analysed using simple regression and hierarchical multiple regression. In addition, a structural equation model was used to conduct confirmatory factor analyses to examine whether the variables in the hypothesized model for the study captured distinct constructs that the variables were designed to measure.FindingsThe study revealed that functional diversity was positively related to team innovation. The study also found that functionally diverse groups are more innovative when they exhibit low uncertainty avoidance, femininity and low power distance.Practical implicationsThese findings suggest that practices such as team communication, honesty, respect and trust would foster team unity and commitment, which would enable members to share diverse expertise towards the creation and execution of new ideas and improvement of productivity in the country.Originality/valueThe study examined the relationship between functional diversity and team innovation by examining the moderating role of some selected cultural dimensions (power distance, uncertainty avoidance and masculinity-femininity) in the relationship between functional diversity and innovation.

Professional practice changes in radiotherapy physics during the COVID-19 pandemic.

The COVID-19 pandemic has imposed changes in radiotherapy (RT) departments worldwide. Medical physicists (MPs) are key healthcare professionals in maintaining safe and effective RT. This study reports on MPs experience during the first pandemic peak and explores the consequences on their work. A 39-question survey on changes in departmental and clinical practice and on the impact for the future was sent to the global MP community. A total of 433 responses were analysed by professional role and by country clustered on the daily infection numbers. The impact of COVID-19 was bigger in countries with high daily infection rate. The majority of MPs worked in alternation at home/on-site. Among practice changes, implementation and/or increased use of hypofractionation was the most common (47% of the respondents). Sixteen percent of respondents modified patient-specific quality assurance (QA), 21% reduced machine QA, and 25% moved machine QA to weekends/evenings. The perception of trust in leadership and team unity was reversed between management MPs (towards increased trust and unity) and clinical MPs (towards a decrease). Changes such as home-working and increased use of hypofractionation were welcomed. However, some MPs were concerned about pressure to keep negative changes (e.g. weekend work). COVID-19 affected MPs through changes in practice and QA procedures but also in terms of trust in leadership and team unity. Some changes were welcomed but others caused worries for the future. This report forms the basis, from a medical physics perspective, to evaluate long-lasting changes within a multi-disciplinary setting.

Psychosocial impact on frontline health and social care professionals in the UK during the COVID-19 pandemic: a qualitative interview study

ObjectivesTo explore the psychosocial well-being of health and social care professionals working during the COVID-19 pandemic.DesignThis was a qualitative study deploying in-depth, individual interviews, which were audio-recorded and transcribed verbatim....

A Culture of Organizational Grit From the Perspective of U.S. Military Officers: A Qualitative Inquiry

With the backdrop of the utility of grit at the individual level, speculation has begun to circulate that grit may exist as an organizational level phenomenon. To explore this potential construct, this study used an exploratory, qualitative research design. This study explored grit at the organizational level by interviewing leaders’ perceptions of what may be a culture of organizational grit. Participants included 14 U.S. military officers. Seven themes emerged relative to the research question: “What do U.S. military officers perceive as a culture of organizational grit?” Themes included professional pride, team unity, resilience-determination, mission accomplishment, core values, growth mindset, and deliberate practice. This study indicated that a culture of organizational grit is likely a combination of converging organizational elements. Overall, findings indicate that there may be a culture of organizational grit in the military and at the least, more research examining the concept is warranted.

Rodeo as Refuge, Rodeo as Rebellion: Gender, Race, and Identity in the American Rodeo by Elyssa Ford

Reviewed by: Rodeo as Refuge, Rodeo as Rebellion: Gender, Race, and Identity in the American Rodeo by Elyssa Ford Diana M. Vela Rodeo as Refuge, Rodeo as Rebellion: Gender, Race, and Identity in the American Rodeo. By Elyssa Ford. (Lawrence: University Press of Kansas, 2020. Pp. 288. Illustrations, notes, bibliography, index.) Any serious book-length study of race- and group-specific rodeo is a welcome addition to this growing area of scholarship. Elyssa Ford’s goal is to provide “a comparative analysis that will reveal the similar stories of rodeo creation and involvement, its varied uses over time, and the role of history and identity within each rodeo” (7). Ford examines five groups: the charreada (and the escaramuza who compete within the charreadas), pa’u riding in Hawaii, Native American rodeo, Black rodeo, and gay rodeo. These rodeos are examined against the dominant “heterosexual, White competitors to find stories of other people” (5). The three chapters that work together most seamlessly toward the stated goal are those on the charreada, the Native American rodeo, and the Black rodeo. These chapters offer a helpful comparison of how the rodeos are similar while differences among them emerge: the charreada focuses more on groups, team, and cultural unity, with Black rodeo placing a larger emphasis on reclaiming “their cultural heritage as residents of the American West” (114) and on training and education. Ford points out that Native Americans did not turn by choice to ranching, and by extension rodeo, as with the previous two groups. However, because of their “connections to animals and land,” this group has used “ranching and rodeo to adapt to the changes forced on them by the government” (99). Ford examines the disparity in opportunity for these specific groups to compete in the White-dominated rodeos sanctioned by the Pro Rodeo Cowboy Association (PRCA) and the Women’s Pro Rodeo Association (WPRA). Talent, drive, and experience do not completely compensate for access to a high dollar horse for any of the groups discussed above. All three groups promoted, and continue to promote, their heritage within their rodeos in distinct and definable ways. There are few studies of gay rodeo. While this subject’s fit within the book is not as neat as the previous three—a point the author acknowledges by noting that its “origins have more to do with a desire for a place for gays and lesbians to live the so-called Western lifestyle” (152)—she finds points of connection and draws comparison to the charreada, which is more focused on providing a like-group celebration than an education or experience for others and outsiders. Men and women compete together [End Page 219] but are judged separately, and of the rodeos discussed in this book, gay rodeo is the most equal and welcoming to all competitors. The chapter on the pa’u riders, while interesting, does not seem to fit despite the author’s suggestion that history, traditions, and gender relationship function “in many of the same ways as the other rodeo circuits” (50). That island riders are geographically cut off from the PRCA and WPRA circuits makes comparisons and the study of the evolution of Hawaiian rodeo difficult. The pa’u riders are unique. The book suffers a bit from inaccuracies and lack of clarity. The author states “rodeo is a place where man dominates beast in a re-creation of the so-called taming of the West” (12). This entirely discounts the very real and widely acknowledged display of ability, skill, technique, showmanship for both horse and rider, as well as the partnership between horse and rider. Additionally, Ford says that barrel racers are “refused admittance to the PRCA” but fails to clarify that this is because barrel racing is not a PRCA event, nor does the WPRA want it to be at this time. Despite these oversights, among others, this book is still a good exploration into a field that deserves much more study. Diana M. Vela National Cowgirl Museum and Hall of Fame Copyright © 2021 The Texas State Historical Association

Coincidence and conditions: An in-depth case study of a successful age group within a grassroots football club

This case study involved an in-depth exploration of a successful age group within a grassroots football club in Denmark. The research was conducted through observations, informal discussions, semi-structured interviews with parents and coaches, and focus groups with select athletes. Using thematic and dense case study analysis, six themes were generated that varied from being Fortunate Coincidences to Controlled Conditions. The coincidental themes involved the stability of team membership and close physical proximity of members, whereas the conditions included club support? Material help only, coaches as environmental engineers, good players come from good homes, and the power of quality group dynamics and values. Throughout the research process, the research team paid close attention to coincidental features that could have influenced the successful nature of this age group. In considering those coincidental features, it was also important to explore practices undertaken and the roles of the social agents within the age group. This age group was found to demonstrate an inclusive attitude encompassing team unity, respect, and a flat hierarchy. In addition, the coaches promoted a philosophy as early value setters and a development first attitude, which was crucial to the environment described herein. To conclude, although coincidences were acknowledged to be a primary factor in the development and retainment of these youth athletes, this case leveraged the opportunities afforded to them to provide a rich environment for those involved.

Is Team Unity a Predictor of Athletes’ Competitive Motivation?

Is Team Unity a Predictor of Athletes’ Competitive Motivation?