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Less, Adam A. „Teamwork skills“. Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998lessa.pdf.
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McEwan, Desmond. „Teamwork in sport“. Thesis, University of British Columbia, 2017. http://hdl.handle.net/2429/63134.
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In spite of the assumption that teamwork is an important variable within the context of sport, formal research on this construct has been surprisingly limited. As such, the purpose of my dissertation was to examine teamwork in sport with respect to theoretical, measurement, and applied considerations. This dissertation consists of six studies which are presented in seven chapters. The introduction (chapter 1) provides a general overview of teamwork and its potential importance within sport. The first study (chapter 2) was a theoretical and integrative review of teamwork in sport. Within this chapter, a working definition of teamwork in sport, a multidimensional conceptual framework for understanding and investigating this construct, as well as a discussion of how it may relate to important variables in sport are presented. Chapter 3 consists of two studies: study 2 involved the development of a questionnaire to measure teamwork, titled the Multidimensional Assessment of Teamwork in Sport (MATS); study 3 involved an examination of the psychometric properties related to this instrument. An assessment of various group- and individual-level correlates of teamwork in sport was carried out in the fourth study, which is presented in chapter 4. The fifth study, a systematic review and meta-analysis assessing the effectiveness of controlled teamwork training interventions, is reported in chapter 5. This review was used to inform the development of a theory-based and evidence-informed protocol for enhancing teamwork in sport, which is described in the first part of chapter 6. This teamwork training protocol was then tested through a pilot intervention (study 6), which is detailed in the second part of chapter 6. In chapter 7, a general discussion is provided with regard to the implications of the dissertation studies, the contributions of this research to the field of sport psychology, limitations of this body of work, as well as considerations for future research on teamwork in sport.Education, Faculty of
Kinesiology, School of
Graduate
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Ivey, Carole. „Interdisciplinary Teamwork Pedagogy“. VCU Scholars Compass, 2011. http://scholarscompass.vcu.edu/etd/2381.
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The purpose of this study was to describe the interdisciplinary teamwork pedagogy of the Leadership Education in Neurodevelopmental and Related Disabilities (LEND) training programs, specifically the content focus, instructional methods, and assessment practices. LEND programs are a national network providing long-term, graduate interdisciplinary training through federal funds from the Health Resources and Services Administration's Maternal Child Health Bureau. This study used a mixed method approach to describe the interdisciplinary teamwork pedagogy of LEND training programs. The study occurred in three stages: 1) a survey of LEND training directors, 2) a survey of LEND interdisciplinary teamwork instructors, and 3) document review of the national LEND website and LEND program websites. Data were analyzed using statistical and qualitative methods and interpreted through the use of professional competencies, the How People Learn framework, and research literature. This study provides for an understanding of interdisciplinary teamwork within one national program in order to inform efforts for training, practice, and research.
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Granlund, Rego. „Monitoring distributed teamwork training /“. Linköping : Univ, 2002. http://www.bibl.liu.se/liupubl/disp/disp2002/tek746s.pdf.
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Jagad, Lakshmi Ms. „Online Gaming and Teamwork“. Digital Archive @ GSU, 2011. http://digitalarchive.gsu.edu/communication_theses/83.
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This thesis aims to find out the relationship, if any, between playing multi-player online games and developing teamwork qualities. Online multi-player games involve thousands of players who play in teams (or solo, as the preference may be) in sophisticated gaming environments. As gamers team together to complete missions within the game, teamwork concepts such as communication skills, leadership, coordination, negotiation and other similar qualities come to the fore. The research component of this thesis consists of a survey where respondents answered questions about their online gaming behavior. They also answered questions about their experience working in teams in the offline environment. A total of 202 responses were collected and analyzed. There was a significant negative association found between autocratic leadership ability and hours spent per week playing online games in teams/groups. Team communication skills and leadership communication skills were significantly related to the degree of involvement in the gaming community, but only for individuals with low leadership-work experience. A significant relationship was also seen between democratic leadership skills and the degree of involvement in the gaming community. In addition, a significant negative relationship was found between autocratic leadership ability and degree of involvement in the gaming community.
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Tselitan. „CONFLICT MANAGEMENT IN TEAMWORK“. Thesis, Київ 2018, 2018. http://er.nau.edu.ua/handle/NAU/33922.
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Seely, Peter W. „The sociomateriality of teamwork processes“. Diss., Georgia Institute of Technology, 2015. http://hdl.handle.net/1853/53567.
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This dissertation incorporates the ontological perspective of sociomateriality into the literature on teamwork process to posit that member behavior and technology use are inherently enmeshed (termed process sociomateriality). Three programmatic studies were conducted In order to establish the construct and examine the effects of process sociomateriality on team functioning. First, a qualitative critical incident study (Study 1) found that process sociomateriality is comprised of three higher-order dimensions, reflecting that technology use in team settings may facilitate, expand, or impair process behaviors. A psychometric measure of process sociomateriality was then developed and administered to the general population in Study 2. Findings from Study 2 revealed that the measure exhibits acceptable psychometric properties and displays sufficient convergent and discriminant validity with relevant teamwork constructs. Study 3 tested the manner in which the process sociomateriality factors impact important team outcomes. Findings revealed that process facilitation and expansion improve team performance and team viability indirectly by shaping affective and motivational states. Further, results also demonstrated that the process sociomateriality factors account for variance in team viability and emergent states beyond prior conceptualizations of the process/technology relationship.
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Männistö, J. (Johanna), und N. (Nina) Tervo. „Virtual teamwork:features of effective teamwork“. Bachelor's thesis, University of Oulu, 2016. http://jultika.oulu.fi/Record/nbnfioulu-201605031600.
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Abstract. Nowadays organizations rely more and more on distance working and virtual teams. The aim of this study is to identify the characteristics of effective virtual teamwork and to provide a wide view on what a team is, how it is defined, which are the enabling factors for successful distance teamwork and what are the benefits of virtual distance teamwork.
This thesis is a qualitative study and was conducted as a systematic literature review. Data is collected both from University of Oulu Nelli portal and The University of Melbourne Discovery Database and studies up to 15 years old are approved.
Based on the results, teams are open and complex systems where the personalities, level of expertise and current cognition of the team members modify the team building, learning and working. High team resilience in virtual teams allows teams to cope through multiple tasks and is also directly connected to the outcome and effectiveness of team working.
Literature describes team learning as essential for team working, and it can be enhanced via shared understanding and communication. A good team consists of members who are willing to cope with others: all other team building blocks are unnecessary if members are not able to collaborate. The most important role of the leader is to motivate and divide clear tasks and roles to virtual team members. There are multiple benefits in virtual distance teamworking, e.g. we will show that job satisfaction and productivity may increase when work can be done regardless of time and space.
These results suggest that among other things, basic team learning, resilience and effective communication help to build trusting and effective virtual working teams. This data supports the view that it is possible for teams to work even cross-culturally without seeing each other by using only electric technology. Digitalisation enables effective communication and sharing, which in turn helps to build trust among members — even if they will never see each other face-to-face.
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Ellis, Jon E. Martin Michael W. „Human behavior representation of military teamwork“. Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2006. http://library.nps.navy.mil/uhtbin/hyperion/06Jun%5FEllis.pdf.
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Thesis (M.S. in Modeling, Virtual Environment and Simulation (MOVES))--Naval Postgraduate School, June 2006.Thesis Advisor(s): Christian Darken and Jeffrey Crowson. "June 2006." Includes bibliographical references (p. 73-75). Also available in print.
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Zhang, Yu. „Proactive communication in multi-agent teamwork“. Texas A&M University, 2005. http://hdl.handle.net/1969.1/4901.
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Sharing common goals and acting cooperatively are critical issues in multiagent
teamwork. Traditionally, agents cooperate with each other by inferring others'
actions implicitly or explicitly, based on established norms for behavior or on
knowledge about the preferences or interests of others. This kind of cooperation either
requires that agents share a large amount of knowledge about the teamwork, which is
unrealistic in a distributed team, or requires high-frequency message exchange, which
weakens teamwork efficiency, especially for a team that may involve human members.
In this research, we designed and developed a new approach called Proactive
Communication, which helps to produce realistic behavior and interactions for multiagent
teamwork. We emphasize that multi-agent teamwork is governed by the same
principles that underlie human cooperation. Psychological studies of human teamwork
have shown that members of an effective team often anticipate the needs of other
members and choose to assist them proactively. Human team members are also
naturally capable of observing the environment and others so they can establish certain
parameters for performing actions without communicating with others. Proactive
Communication endows agents with observabilities and enables agents use them to
track othersâ mental states. Additionally, Proactive Communication uses statistical analysis of the information production and need of team members and uses these data
to capture the complex, interdependent decision processes between information needer
and provider. Since not all these data are known, we use their expected values with
respect to a dynamic estimation of distributions.
The approach was evaluated by running several sets of experiments on a Multi-
Agent Wumpus World application. The results showed that endowing agents with
observability decreased communication load as well as enhanced team performance.
The results also showed that with the support of dynamic distributions, estimation, and
decision-theoretic modeling, teamwork efficiency were improved.
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Gurram, Chaitanya, und Srinivas Goud Bandi. „Teamwork in Distributed Agile Software Development“. Thesis, Blekinge Tekniska Högskola, Sektionen för datavetenskap och kommunikation, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-5379.
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Context: Distributed software development has become a most desired way of software development. Application of agile development methodologies in distributed environments has taken a new trend in developing software due to its benefits of improved communication and collaboration. Teamwork is an important concept that agile methodologies facilitate and is one of the potential determinants of team performance which was not focused in distributed agile software development. Objectives: This research shed a light on the topic of teamwork in the context of distributed agile software development. The objectives are to identify the factors contributing teamwork of distributed agile teams along with the dependencies between the factors. And, as it is not without challenges to work with unity in a heterogeneous environment, identification of challenges related to teamwork factors of distributed agile teams along with the mitigation strategies is an another objective. Methods: A systematic literature review (SLR) was employed to identify the teamwork factors along with their dependencies and corresponding challenges and mitigation strategies of each teamwork factor from state-of-the-art literature. Quasi-gold standard method was employed as search strategy in SLR to find out the primary studies representing the objective under investigation. Further a survey was conducted with industrial practitioners working in distributed agile projects to validate the findings from state-of-the-art literature. Results: A total of 13 teamwork factors (i.e. team orientation, shared leadership, mutual performance monitoring, backup behavior, feedback, team autonomy, team learning, coordination, communication, trust, collective culture, ease of use of technology, team familiarity), a set of nine dependencies between the teamwork factors and 45 challenges and 41 mitigation strategies related to the teamwork factors were identified from state-of-the-art literature. From survey result, communication, coordination, trust and team orientation were identified as four most important teamwork factors for distributed agile teams. Out of nine dependencies, seven were supported and two were not supported by the practitioners of distributed agile projects. Additionally, nine challenges and 12 mitigation strategies were identified through survey. Conclusions: From this study, we conclude that communication is the top most important factor for successful teamwork of distributed agile teams. And, unlike its prime importance in distributed software development for getting teams work together, trust was identified with a third priority for successful teamwork of distributed agile teams. Similar to the findings of the agile teams, team autonomy was identified with least importance towards the successful teamwork of distributed agile teams. Results of dependencies show that there is need for future research to explore all the dependencies between the teamwork factors. Furthermore, there are teamwork factors with no challenges and mitigation strategies being identified in state-of-the-art literature but later, through survey it was found that practitioners are facing the challenges for that particular teamwork factor. Though, this study identified those missed challenges, due to the limited number of participants involved in the survey, we cannot conclude that these were the only challenges faced in relation to the teamwork. Hence, there is a need to have a dedicated investigation in exploring all the challenges and mitigation strategies, such that it would help the distributed agile teams in attaining the fruitful interactions between them.H.no. 5-5-289, Prashanth Nagar, Vanasthalipuram, Hyderabad-500070, Andhra Pradesh. India
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Krysiak, Alexandra. „Skillful : Integrating Individualized Feedback into Teamwork“. Research Showcase @ CMU, 2014. http://repository.cmu.edu/theses/61.
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With the growing complexity of problems in today’s world, the presence of self-managing teams at school and in the workplace has become increasingly common. Although teams have great potential to achieve, they inevitably run into challenges related to ambiguous problems, conflicting team member opinions, and unclear ways to allocate the work. Thus, each team member must bring different soft skills to their projects through a variety of roles (e.g., strategist, idea generator, decision facilitator, etc.) in order for collaborations to be successful. This project explores various ways that individuals can receive feedback from their teammates in order to guide their personal development and help them become effective team contributors. The research methods this project utilizes include a competitor assessment, literature review, and research conducted with participants (e.g., online surveys, in person interviews, and generative sessions). Findings reveal the need for a process that helps individuals perceive the feedback they receive as trusted, relevant, and meaningful. They also point to the need for flexibility in feedback tool options. Given that users often differ in their level of self-awareness, as well as the level of human interaction they desire when receiving feedback, a feedback system must support a variety of paths toward self-development. The final design concept this project proposes is called SkillFull. It is a web platform that allows users to manage their own teamwork skill development through six available tool options. The platform guides users through a feedback process that emphasizes the selection of specific skill goals so as to better direct the user’s practice and help ensure that peer feedback supports personal growth.
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Komori-Glatz, Miya. „(B)ELF in multicultural student teamwork“. De Gruyter, 2017. http://dx.doi.org/10.1515/jelf-2017-0007.
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Many researchers agree that multicultural teams are a "double-edged sword" with the potential for high levels of creativity and production, but also conflict. This paper argues that effective communication is vital for developing "virtuous", rather than vicious, circles and that research into (B)ELF offers an insight into what effective communication in multicultural and multilingual teams can look like. The conceptual frame develops research into ELF and BELF by also drawing on organisational and management research to examine team processes and the role of language within them. The second part of the paper presents illustrative examples from data collected in an ethnographic study from an English-medium marketing master's programme at WU Vienna. The students' teamwork project comprises an international market entry simulation and can be seen as a training ground for managing both business content and team processes. The findings indicate that both the ELF context and the ELF talk furthered the development of rapport, and that the students' "casual talk" supported "their work talk". The paper finishes with a call for more empirical research into language use among recent business graduates and how to prepare students better for a globalised workplace.
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Vats, Amit. „Teamwork and patient safety in surgery“. Thesis, Imperial College London, 2013. http://hdl.handle.net/10044/1/23901.
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There is a growing concern that adverse events occur frequently in operating theatres. Adverse events such as wrong site surgery and surgical site infections have a severe detrimental impact on not only the patient but also the healthcare staff and the services. Institute of Medicine's report, 'To err is human', highlighted that teamwork failures are a leading cause of death and suffering. Yet, in surgery, measuring teamwork and designing interventions to improve teamwork and patient safety in operating theatres remains an area of research that is largely unexplored. This thesis aims to measure and improve teamwork in operating theatres to ensure safer surgery. In this project, the WHO surgical safety checklist was evaluated for its impact on patient safety. The WHO checklist improved patient safety processes in operating theatres but its impact on teamwork, intra-operative problems and theatre efficiency was not clearly understood. Therefore, a framework was developed to measure teamwork failures, equipment problems and technical failures as surrogate markers of teamwork, patient safety and efficiency in operating theatres. Equipment failures emerged as a sensitive measure of teamwork in operating theatres. Teamwork failures were also associated with technical failures, delay in case progress and patient harm. It emerged that the WHO checklist can improve teamwork and theatre efficiency and reduce equipment problems in operating theatres when it is used in its true spirit rather than a tick-box exercise.
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Martin, Michael W. „Human behavior representation of military teamwork“. Thesis, Monterey, California. Naval Postgraduate School, 2006. http://hdl.handle.net/10945/2754.
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This work presents a conceptual structure for the behaviors of artificial intelligence agents, with emphasis on creating teamwork through individual behaviors. The goal is to set up a framework which enables teams of simulation agents to behave more realistically. Better team behavior can lend a higher fidelity of human behavior representation in a simulation, as well as provide opportunities to experiment with the factors that create teamwork. The framework divides agent behaviors into three categories: leadership, individual, and team-enabling. Leadership behaviors consist of planning, decision-making, and delegating. Individual behaviors consist of moving, shooting, environment-monitoring, and self-monitoring. Team-enabling behaviors consist of communicating, synchronizing actions, and team member monitoring. These team-enabling behaviors augment the leadership and individual behaviors at all phases of an agent's thought process, and create aggregate team behavior that is a hybrid of emergent and hierarchical teamwork. The net effect creates, for each agent, options and courses of action which are sub-optimal from the individual agent's standpoint, but which leverage the power of the team to accomplish objectives. The individual behaviors synergistically combine to create teamwork, allowing a group of agents to act in such a manner that their overall effectiveness is greater than the sum of their individual contributions.US Army (USA) author.
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Sidhom, Mounir. „A teamwork-oriented air traffic control simulator“. Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2006. http://library.nps.navy.mil/uhtbin/hyperion/06Jun%5FSidhom.pdf.
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Thesis (M.S. in Modeling, Virtual Environments, and Simulation)--Naval Postgraduate School, June 2006.Thesis Advisor(s): Arnold Buss. "June 2006." Includes bibliographical references (p. 83-85). Also available in print.
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Cao, Sen. „Role-based and agent-oriented teamwork modeling“. Texas A&M University, 2005. http://hdl.handle.net/1969.1/2540.
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Teamwork has become increasingly important in many disciplines. To support
teamwork in dynamic and complex domains, a teamwork programming language and a
teamwork architecture are important for specifying the knowledge of teamwork and for
interpreting the knowledge of teamwork and then driving agents to interact with the
domains. Psychological studies on teamwork have also shown that team members in an
effective team often maintain shared mental models so that they can have mutual
expectation on each other. However, existing agent/teamwork programming languages
cannot explicitly express the mental states underlying teamwork, and existing
representation of the shared mental models are inefficient and further become an
obstacle to support effective teamwork. To address these issues, we have developed a
teamwork programming language called Role-Based MALLET (RoB-MALLET) which
has rich expressivity to explicitly specify the mental states underlying teamwork. By
using roles and role variables, the knowledge of team processes is specified in terms of
conceptual notions, instead of specific agents and agent variables, allowing joint
intentions to be formed and this knowledge to be reused by different teams of agents.
Further, based on roles and role variables, we have developed mechanisms of task
decomposition and task delegation, by which the knowledge of a team process is
decomposed into the knowledge of a team process for individuals and then delegate it to
agents. We have also developed an efficient representation of shared mental models
called Role-Based Shared Mental Model (RoB-SMM) by which agents only maintain
individual processes complementary with others?? individual process and a low level of
overlapping called team organizations. Based on RoB-SMMs, we have developed tworeasoning mechanisms to improve team performance, including Role-Based Proactive
Information Exchange (RoB-PIE) and Role-Based Proactive Helping Behaivors (RoBPHB).
Through RoB-PIE, agents can anticipate other agents?? information needs and
proactively exchange information with them. Through RoB-PHB, agents can identify
other agents?? help needs and proactively initialize actions to help them. Our experiments
have shown that RoB-MALLET is flexible in specifying reusable plans, RoB-SMMs is
efficient in supporting effective teamwork, and RoB-PHB improves team performance.
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Ahlstrand, Rebecca, und Annie Xu. „Guidelines to improve teamwork in software projects“. Thesis, KTH, Skolan för informations- och kommunikationsteknik (ICT), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-177553.
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In consulting firms one of the goals is to have the consultants on an assignment with an external client to bring in capital. In some consulting firms, when the consultants are not on an assignment with a client, they work on internal projects until a new assignment arrives. Since most of the team members do not work for more than a few days or weeks on the projects, it leads to a high team member turnover. In projects with such a turnover, problems such as hasty handovers, unclear roles and responsibilities and low-quality documentation may occur. The purpose of this thesis was to create guidelines to improve teamwork in teams with a high team member turnover. This thesis was based on a case study of a company specializing in information technology and management consulting. To begin to tackle this problem, a literature review was conducted and the data was collected by conducting interviews. The interviews were performed with team members that had been on a project for the longest and shortest period of time in order to identify problems from different perspectives. Based on the interviews and the literature study, guidelines were created to counteract the problems experienced in this type of volatile teams. The guidelines are categorized in four areas: processes, resources, people and long-term perspective. The areas cover the problems experienced and can be ultimately implemented in all teams with high team member turnover to improve teamwork in software projects.I konsultföretag är ett av målen att konsulterna ska vara på uppdrag hos en extern kund för att dra in pengar. I vissa konsultföretag, när konsulterna inte är hos en extern kund, arbetar de på interna projekt tills dess att ett nytt uppdrag kommer. Eftersom de flesta teammedlemmar inte jobbar i mer än några dagar på dessa interna projekt leder det till en hög omsättning av projektmedlemmar. I projekt med den typen av höga omsättning kan problem uppstå som förhastade överlämningar, otydliga roller och skyldigheter samt lågkvalitativ dokumentation. Målet med denna uppsats var att skapa riktlinjer för att förbättra lagarbete i teams med hög omsättning av projektmedlemmar. Denna uppsats var baserad på ett fallstudie på ett företag som är specialiserat på informationsteknik och management consulting. För att börja tackla detta problem utfördes en litteraturstudie och data samlades in genom intervjuer. Intervjuerna utfördes med de teammedlemmar som har deltagit i projektet längst respektive kortast tid, för att identifiera problemen utifrån olika perspektiv. Baserat på intervjuerna och litteraturstudien, skapades riktlinjer för att motverka dessa problem som uppstår i sådana typer av rörliga team. Riktlinjerna kan kategoriseras i fyra områden: processer, resurser, människor och långtids perspektiv. Dessa områden täcker de upplevda problemen och kan implementeras av teams som har hög omsättning av medlemmar för att förbättra arbetet inom teamet i mjukvaruprojekt.
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Yang, Guang. „Team Lab, a collaborative environment for teamwork“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0017/MQ54543.pdf.
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Seriki, Hannah Titilayo. „Teamwork for innovation in sub-Saharan Africa“. Wiesbaden : Deutscher Universitäts-Verlag, 2007. http://dx.doi.org/10.1007/978-3-8350-9588-5.
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Khan, Majid Ali. „Coalition formation and teamwork in embodied agents“. Doctoral diss., University of Central Florida, 2007. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2711.
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Embodied agents are agents acting in the physical world, such as persons, robots, unmanned air or ground vehicles and so on. These types of agents are subject to spatio-temporal constraints, which do not exist for agents acting in a virtual environment. The movement of embodied agents is limited by obstacles and maximum velocity, while their communication is limited by the transmission range of their wireless devices. This dissertation presents contributions to the techniques of coalition formation and teamwork coordination for embodied agents. We considered embodied agents in three different settings, each of them representative of a class of practical applications. First, we study coalition formation in the one dimensional world of vehicles driving on a highway. We assume that vehicles can communicate over short distances and carry agents which can advise the driver on convoy formation decisions. We introduce techniques which allow vehicles to influence the speed of the convoys, and show that this yields convoys which have a higher utility for the participating vehicles. Second, we address the problem of coalition formation in the two dimensional world. The application we consider is a disaster response scenario. The agents are forming coalitions through a multi-issue negotiation with spatio-temporal components where the coalitions maintain a set of commitments towards participating agents. Finally, we discuss a scenario where embodied agents form coalitions to optimally address dynamic, non-deterministic, spatio-temporal tasks. The application we consider is firefighters acting in a disaster struck city.Ph.D.
School of Electrical Engineering and Computer Science
Engineering and Computer Science
Computer Engineering PhD
22
Poulton, Brenda Christine. „Effective multidisciplinary teamwork in primary health care“. Thesis, University of Sheffield, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.339905.
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Salgueiro, Mário Jorge Rodrigues da Silva Nunes. „Human-robot teamwork: a knowledge-based solution“. Master's thesis, FCT - UNL, 2009. http://hdl.handle.net/10362/2291.
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Dissertação apresentada na Faculdade de Ciências e Tecnologia da Universidade Nova de Lisboa para obtenção do grau de Mestre em Engenharia Electrotécnica e de ComputadoresTeams of humans and robots pose new challenges to the teamwork field. This stems from the fact that robots and humans have significantly different perceptual, reasoning, communication and actuation capabilities. This dissertation contributes to solving this problem by proposing a knowledge-based multi-agent system to support design and execution of stereotyped (i.e. recurring) human-robot teamwork. The cooperative workflow formalism has been selected to specify team plans, and adapted to allow activities to share structured data, even during their execution. This novel functionality enables tightly coupled interactions among team members. Rather than focusing on automatic teamwork planning, this dissertation proposes a complementary and intuitive knowledge-based solution for fast deployment and adaptation of small scale human-robot teams. In addition, the system has been designed in order to improve task awareness of each mission participant, and of the human overall mission awareness. A set of empirical results obtained from simulated and real missions proved the concept and the reusability of such a system. Practical results showed that this approach used is an effective solution for small scale teams in stereotyped human-robot teamwork.
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Lazareva, O. Y., und O. O. Kovtun. „Synergy effect of teamwork in learning English“. Thesis, НТУ "ХПІ", 2018. http://repository.kpi.kharkov.ua/handle/KhPI-Press/38022.
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Guznov, Svyatoslav. „Teamwork in a RoboFlag Synthetic Task Environment“. University of Cincinnati / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1236031728.
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Mahon, Edward G. „Drivers of Employee Engagement and Teamwork Performance“. Case Western Reserve University Doctor of Management / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=casedm1568731826883024.
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Gerhardt, Clara, Kristie Chandler und Celeste Hill. „Collaborative Teamwork: For Better or For Worse“. Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/secfr-conf/2018/schedule/15.
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This poster presentation describes the group dynamics within a collaborative learning setting. In the Parenting class, which is a requirement within the Human Development and Family Science major, students are encouraged to choose their own groups which will then function as family units for the duration of the semester. The learning principle behind these team exercises is twofold: on the one hand the groups have to cover curricular material and access information related to best parenting practices. On the other hand, by being part of a group themselves, they have to reflect on the challenges that may occur within family units, and this entails meta-cognition. The groups have to collaborate to complete tasks similar to the way families deal with real-life challenges. One of the first tasks concerns parenting techniques in the case of disruptive behavior of children. The groups have to access best parenting practices and resources by accessing sites that list and describe evidence based parenting programs. They have to find best outcomes as a family, and outline the appropriate parenting techniques. It becomes apparent to group members that a family unit has a permanence that has to be accepted, respected, and used a as tool. Not exiting from a group necessitates negotiating skills, display of mutual acceptance and collaboration. The instructor of the class has been trained in the basics of group dynamics, and serves as a resource to guide the students; and can comment on the observed process. Theoretically groups are predicted to go through phases of forming, norming, storming, performing and ultimately adjourning, first described by Tuckman (1965). This sequence is illustrated with descriptions of real-life events occurring in the classroom. When students choose their own groups, the underlying learning principle is to make them responsible for their choices and deal with the unanticipated surprises and challenges. This strategy is intentional. Inevitably, during the semester, cracks appear in these happy units, and students complain that they cannot work in this group, or with that person. When there is dissent in the group, it also provides the perfect learning opportunity. Dynamics of dissent can occur in any group, including family groups. Students are reminded that family groups have permanence and in a similar fashion they cannot change their groups once they have chosen them. Hence the focus shifts to finding techniques and ways of restoring the group homeostasis and thereby implied functioning. In doing so, students are encouraged to follow several steps: one is to understand their group’s behavior according to a systems approach and becoming acquainted with systems theory. Subsequently they need to find ways to resolve the conflict in a respectful manner and become productive. Students realize the parallel between their functioning as a group and many parenting situations. As part of the conflict resolution they need to implement structure in combination with the welcoming qualities of nurture. The student working groups find that just like families, they ultimately have to display constructive coping strategies to support group cohesion and functionality.
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Anderson, Helene M. „Effective Communication and Teamwork Improve Patient Safety“. ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4196.
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Work environment influences the effectiveness of care for patients in any healthcare setting. It is even more important in settings such as the neonatal ICU (NICU) where this project took place. When the environment is not healthy, communication may suffer and result in poor patient outcomes and, family, patient, and staff dissatisfaction. The purpose of this quality improvement project was to understand how the implementation of the TeamSTEPPS program, for nurses in the NICU, could impact the safety culture as measured by the AACN Healthy Work Environment (HWE) tool. Lewin's professional practice change theory and the AHRQ change model were used to guide the project. The previously validated HWE survey, made up of 6 standards including communication, and leadership was provided to 71 NICU nurses with only 41 completing the baseline survey and 4 weeks later, 31 completing the post intervention survey after the TeamSTEPPS training. An independent t test was used to examine baseline and post TeamSTEPPS intervention HWE results against the HWE benchmark. Results indicated that post intervention scores met the benchmark although scores did not meet the benchmark prior to the intervention. Data were also analyzed with a paired t test to determine the significance of the improvement in the pre to post intervention results. Three of the 6 HWE standards, skilled communication (p = .004), adequate staffing (p = .002), and authentic leadership (p < .001) reached significant levels post TeamSTEPPS training compared to the pre TeamSTEPPS scores. Through the use of TeamSTEPPS training communication improved and the potential for improvement in patient safety promotes positive social change.
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Morgenstern, Christoph Albrecht. „On responsibility and accountability in agency relations /“. Berlin : Dissertation.de, 2004. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=012916945&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.
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Ferreira, Judite. „Exploring facilitation skills in asset-based transdisciplinary teamwork“. Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-03172005-143440.
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Kamar, Ece Semiha. „Reasoning effectively under uncertainty for human-computer teamwork“. Thesis, Harvard University, 2010. http://nrs.harvard.edu/urn-3:HUL.InstRepos:12639117.
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As people are increasingly connected to other people and computer agents, forming mixed networks, collaborative teamwork offers great promise for transforming the way people perform their everyday activities and interact with computer agents. This thesis presents new representations and algorithms, developed to enable computer systems to function as effective team members in settings characterized by uncertainty and partial information.
For a collaboration to succeed in such settings, participants need to reason about the possible plans of others, to be able to adapt their plans as needed for coordination, and to support each other's activities. Reasoning on general teamwork models accordingly requires compact representations and efficient decision-theoretic mechanisms. This thesis presents Probabilistic Recipe Trees, a probabilistic representation of agents' beliefs about the probable plans of others, and decision-theoretic mechanisms that use this representation to manage helpful behavior by considering the costs and utilities of computer agents and people participating in collaborative activities. These mechanisms are shown to outperform axiomatic approaches in empirical studies.
The thesis also addresses the challenge that agents participating in a collaborative activity need efficient decision-making algorithms for evaluating the effects of their actions on the collaboration, and they need to reason about the way other participants perceive these actions. This thesis identifies structural characteristics of settings in which computer agents and people collaborate and presents decentralized decision-making algorithms that exploit this structure to achieve up to exponential savings in computation time. Empirical studies with human subjects establish that the utility values computed by this algorithm are a good indicator of human behavior, but learning can help to better understand the way these values are perceived by people.
To demonstrate the usefulness of these teamwork capabilities, the thesis describes an application of collaborative teamwork ideas to a real-world setting of ridesharing. The computational model developed for forming collaborative rideshare plans addresses the challenge of guiding self-interested people to collaboration in a dynamic setting. The empirical evaluation of the application on data collected from the real-world demonstrates the value of collaboration for individual users and environment.
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Luotsinen, Linus Jan. „Recognizing Teamwork Activity in Observations of Embodied Agents“. Doctoral diss., University of Central Florida, 2007. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4299.
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This thesis presents contributions to the theory and practice of team activity recognition. A particular focus of our work was to improve our ability to collect and label representative samples, thus making the team activity recognition more efficient. A second focus of our work is improving the robustness of the recognition process in the presence of noisy and distorted data. The main contributions of this thesis are as follows: We developed a software tool, the Teamwork Scenario Editor (TSE), for the acquisition, segmentation and labeling of teamwork data. Using the TSE we acquired a corpus of labeled team actions both from synthetic and real world sources. We developed an approach through which representations of idealized team actions can be acquired in form of Hidden Markov Models which are trained using a small set of representative examples segmented and labeled with the TSE. We developed set of team-oriented feature functions, which extract discrete features from the high-dimensional continuous data. The features were chosen such that they mimic the features used by humans when recognizing teamwork actions. We developed a technique to recognize the likely roles played by agents in teams even before the team action was recognized. Through experimental studies we show that the feature functions and role recognition module significantly increase the recognition accuracy, while allowing arbitrary shuffled inputs and noisy data.Ph.D.
School of Electrical Engineering and Computer Science
Engineering and Computer Science
Computer Engineering PhD
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Lacey, Penny. „Multidisciplinary teamwork in special education : practice and training“. Thesis, University of Birmingham, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.322217.
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Anderson-Doble, Elspeth Catriona. „A multi-methodological exploration of individual teamwork ineffectiveness“. Thesis, University of Portsmouth, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.271379.
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Macaulay, Linda A. „The role of the facilitator in distributed teamwork“. Thesis, University of Manchester, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.242604.
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Black, Sheila. „Teamwork in primary health care : a case study“. Thesis, University of Essex, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.323029.
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Ferreira, Judite F. N. „Exploring facilitation skills in asset-based transdisciplinary teamwork“. Diss., University of Pretoria, 2004. http://hdl.handle.net/2263/23278.
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Much has been researched on how to manage and participate in teams, as well as on teamwork in transdisciplinary and early intervention groups. However, no single source adequately details the skills needed to facilitate such a unique group as that of the asset-based transdisciplinary team. A limitation in the theoretical body of knowledge regarding this subject matter spurred the purpose of this study to explore the facilitation skills conducive to asset-based transdisciplinary teams. A conceptual framework was created from the researcher’s perspective of the theoretical knowledge researched and acquired. Applying an interpretative epistemology, the instrumental case study was chosen as research design to explore groups of transdisciplinary team members. Two focus group interviews were conducted, transcribed, qualitatively analysed with the supplements of field notes and coded with the help of two independent coders. Theoretical assumptions were tested, interrelations shown, categories and themes short-listed and criticisms from the participants considered. It was found that skills alone do not suffice to equip members in their facilitation of asset-based transdisciplinary teams. Attitudes of involvement, flexibility, support, transparency and trust; approaches that are asset-based, narrative, holistic and family-centred and possessing knowledge of diversity, ethics, teamwork and discipline expertise were considered paramount to the competence of a facilitator. It is recommended that in future research of facilitation, attention be given not only to the skills acquired, but also to the knowledge, attitudes and approaches needed. Combination of categories, integrating skills, attitudes, approaches and knowledge should also be investigated. It is recommended that the role of the caregiver be given greater status among health professions and that the findings of this study be applied in the pre- and in-service training of prospective health professionals and facilitators. Asset-based theory was informed by emphasising the importance of facilitation skills, and acquiring appropriate attitudes, approaches and knowledge in order to ensure successful implantation of those skills. The inclusion of role release underscored the need to facilitate networking and encourage shared leadership and the narrative approach also presented itself as a possible addition to asset-based theory. Finally, as a development of the collaborative project in Early Childhood Intervention, interpretations from focus group interviews as well as research in literature were used for the Masters degree in Early Childhood Intervention (MECI) in the Educational Psychology elective module.Dissertation (MEd (Educational Psychology))--University of Pretoria, 2004.
Educational Psychology
unrestricted
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Singer, Carey. „Student Perception of Social Loafing in University Teamwork“. Master's thesis, Faculty of Commerce, 2019. http://hdl.handle.net/11427/31263.
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This study investigated perceptions of social loafing in undergraduate student teams at a South African university. Student participants, randomly assigned to teams, received coursework instruction about team dynamics (including social loafing) and worked together for 12 weeks on a team assignment that was graded at the end of the semester. Students (n = 243) wrote individual reflections on the reasons for social loafing in student teams. Some (n = 24) also participated in an experiential social loafing exercise. These two sources of qualitative data were used in the development of a survey questionnaire, which was completed by 229 students. Fifty-four percent of the student participants (n = 229) perceived social loafing to have occurred in their teams. Four components of perceived social loafing behaviour were identified using factor analysis: unavailability, poor work quality, tech loafing and discussion non-contribution. Loafer apathy (a general lack of care or interest) predicted significant variance in each of the four loafing behaviours and social compensation. Team performance (assignment grades) was not related to the perceived presence social loafing in a team. Rather than reducing effort in response to perceived social loafing (the sucker effect), a social compensation effect occurred in the perceived presence of poor work quality. Effective leadership moderated the relationship between loafer apathy and tech loafing as well as loafer apathy and social compensation. Practical implications and recommendations for future research are presented.
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Moneypenny, Michael. „Evaluating professionalism, teamwork and leadership in medical undergraduates“. Thesis, University of Liverpool, 2015. http://livrepository.liverpool.ac.uk/2013920/.
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The complexity of healthcare is increasing due to new discoveries in the treatment of disease, the multiple pathologies of an ageing population and changes in working patterns and job roles. In addition, an increase in professional, regulatory and public scrutiny has led to revelations of poor care leading to preventable disability and death. Inquiries into sub-standard care have uncovered a number of professional lapses, in particular failures in teamwork and leadership. Medical undergraduates are future doctors. Their ability to work effectively within teams and to lead when necessary will therefore have a significant impact on the health of the population. In order to improve leadership and teamwork abilities we must be able to assess them. A literature review searching for a tool to assess teamwork and leadership in the medical undergraduate was carried out. As a consequence of an unsuccessful search, a tool was developed and evaluated, using data from existing tools and from a series of focus groups with medical undergraduates. The focus groups and an examination of the reasoning of assessment participants also informed a study on the justifications for failing to challenge poor performance by a more senior member of staff. The tool data showed adequate validity and reliability for formative assessments in a simulated environment. The focus groups and examination of reasoning highlighted the continued existence of the medical hierarchy, with steep authority gradients. This tool can be used in formative assessments, but further research is required before it is used outside the simulated environment and consideration must be given to psychometrics, feasibility and cost. The teaching and assessment of teamwork and leadership, should be given more time in the undergraduate curriculum and medical schools, regulatory bodies, deaneries and trusts should collaborate on minimising the unprofessional behaviours of senior healthcare personnel.
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Walker, Susanna. „Improving resuscitation : the role of design and teamwork“. Thesis, Imperial College London, 2013. http://hdl.handle.net/10044/1/12240.
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Resuscitation is the process medical teams use in an attempt to save a patient’s life when they have suffered a cardiopulmonary arrest. It is a stressful, time-pressured procedure, and unfortunately is often futile. Care of a patient in the emergency setting is particularly prone to errors and adverse events for a variety of reasons. These include the time-pressured decision making, increased rate of patient interventions, and the fact that teams are “assembled” by the emergency call that may have never worked together, or even met each other, before. Recent analysis of incident reports specifically from resuscitation attempts suggests that the majority of incidents relate to issues with the resuscitation team, problems related to human performance, and incidents relating to malfunctioning or absent equipment. One of the aims of this thesis is to look at ways to address these issues, and reduce rates of adverse events and critical incidents at resuscitation attempts. I will specifically look at the areas of non-technical teamworking skills, team training with environmental risk assessment, and the design of ergonomic equipment. In Chapter 4 I will describe the process of development and evaluation of a tool to assess non-technical teamworking skills in resuscitation teams. When this tool was initially developed, no other tools had been published. However, another tool has subsequently been made available, therefore in Chapter 5 I will compare our tool, OSCAR, with this other tool, called TEAM. In Chapter 6 I describe the process of in situ simulation for resuscitation training. I organised resuscitation team simulations as part of a training programme, and gathered participant feedback on the training. I also describe some of the unanticipated benefits of this training, such as risk assessment of the ward environment. In Chapters 7 and 8 I describe two studies that were undertaken to evaluate the newly designed Resus:Station. Specifically I assessed its use during simulated cardiac arrest scenarios, and when nursing staff performed a stock check of the trolley.
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Stephens, Jacqueline G. „Relationships Between Interprofessional Teamwork and Clinical Management of“. ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4565.
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Diabetes mellitus (DM) is a highly prevalent chronic disease that affects 29 million people in the United States including over 2 million veterans who receive care through the Veterans Administration. Patient-aligned care teams (PACTs) are an interprofessional teamwork system designed to improve outcomes of chronic illness, but empirical explorations of the efficacy of the PACTs have been insufficient. Utilizing the chronic care model, the purpose of this retrospective study was to determine if PACTs have been efficient in the diabetic management of veterans receiving care through a Southeastern VA. Medical records for 114 veterans with type 2 DM were randomly selected. A 1-way ANOVA was used to analyze outcomes for 5 evidence-based standards (SBP, DBP, BGL, A1C, & LDL) among 6 outpatient clinics. A repeated measures ANOVA was used for the same 5 evidence-based standards for the clinics to assess if there were any changes from FY2014 to FY2016. Results revealed that blood pressure readings and LDL levels met evidence-based standards, while A1C and BGL levels did not. No significant differences over the 3-year period were noted nor were there significant differences in patterns of performance between the clinics. The findings provide an essential basis for initiating a discussion on the potential of PACTs for the delivery of quality healthcare to U.S. veterans with diabetes and other chronic diseases. Positive social change can result from improving the delivery of healthcare using the PACT model to decrease morbidity, improve clinical outcomes, and increase the quality of life of U.S. veterans with type 2 DM. Future research that examines perceptions of clinical team members, team stability, and the delivery of shared care is warranted.
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Guido, Pina Rita. „ATTITUDES OF REGISTERED NURSES, ALLIED HEALTH PROFESSIONALS, AND CLERICAL STAFF TOWARDS MULTI-DISCIPLINARY TEAMWORK“. Thesis, Laurentian University of Sudbury, 2013. https://zone.biblio.laurentian.ca/dspace/handle/10219/2089.
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Although teamwork is essential for quality care, outcomes based on successful teamwork are
seldom achieved in healthcare. Negative attitudes prevent effective teamwork; therefore, it is
important to explore attitudes of all members towards multi-disciplinary teamwork.
This research investigated attitudes held by health professionals and staff of the Group Health
Centre regarding multi-disciplinary teamwork and investigated if a relationship exists between
work experience and attitudes towards teamwork.
A descriptive correlational design was used. Data was gathered using the TeamSTEPPS
Teamwork Attitude Questionnaire (T-TAQ). The T-TAQ assesses attitudes towards validated
constructs of teamwork.
Team members of the Group Health Centre have positive attitudes towards teamwork. The
registered nurses do not have different attitudes compared to their colleagues from other health
sciences or staff. However, clerical staff presents differences with respect to the constructs of
situation monitoring and communication. There is no relationship between work experience and
attitudes. These results have important implications for teams in primary care, specifically, the
Group Health Centre.
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Reader, Thomas W. „Teamwork and Team Cognition in the Intensive Care Unit“. Thesis, University of Aberdeen, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.485379.
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The intensive care unit (ICU) is one of the most complicated areas' of a hospital, with multidisciplinary teams providing life-saving care to critically ill patients. Root-cause analyses of medical errors in the rcu have indicated that poor teamwork and a lack of shared understanding between team members for aspects of patient care are important causal factors in medical errors. This thesis investigated teamwork and team cognition in the intensive care unit. Study 1 found teamwork to be important for sa'ty in the ICU. An analysis of critical incident studies showed that approximately 43% of the contributory factors underlying critical incidents in the ICU were related to 'non-technical skills'. Of those, 16% were associated with teamwork. Studies 2 investigated the influence of team structures upon the perceptions of ICU team members in the UK. The survey showed ICU staff at four ICUs to have positive perceptions of communication and leadership in the rcu. However, team member roles were found to influence perceptions, with nurses and junior doctors having less positive perceptions (compared to senior doctors) of communication and leadership in the rcu. Study 3 investigated a facet of team cognition known as team situation awareness (team SA). Regression analysis found minimal support for the hypothesis that the involvement and contributions of team members during patient reviews would predict the degree to which team members formed similar anticipations of future patient conditions (i.e. team SA). However, the involvement of trainee doctors in the patient decision-making process was found to predict the degree to which they formed similar anticipations with the senior doctor on two measures of situation awareness. The data presented in this thesis indicates the importance of teamwork for safety in the ICU, and identifies the factors (e.g. team hierarchies) that influence team process and team performance. Keywords: ICU, patient safety, medical error, teamwork, team cognition, team situation awareness.
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Brown, Neil W. J. „Multiprofessional education and teamwork in NHS primary care services“. Thesis, University of Southampton, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.421201.
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Parnes, Peter. „The mStar environment : scalable distributed teamwork using IP multicast“. Licentiate thesis, Luleå tekniska universitet, Datavetenskap, 1997. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-18409.
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This thesis addresses the question of how a scalable, distributed teamwork environment should be designed and realized. Central design criteria includes that the system should be scalable and robust, allow for easy access and be symmetric. The system should allow for project team members to collaborate even though they are not located at the same physical location. The resulting system presented in this thesis, called the mStar environment have been created to address exactly these questions. mStar is scalable and robust through the usage of standard networks and IP-multicast, it allows for easy access as it is desktop based and finally it is symmetric allowing for easy peer-communication. mStar includes support for desktop conferencing, including mAudio for audio, reuse of the MBone Vic tool for video, mWB for whiteboard, mChat for text based chat and mVote for voting. It also supports distributed synchronized presentations using the WWW and the mWeb application. As all traffic is network and IP-multicast based it allows for easy recording and playback of teamwork sessions using the mMOD application. To allow for easy access to users behind non-multicast capable network segments (primarily modem and ISDN), mTunnel was created. It allows for tunneling and transformation of the traffic. Another member of the mStar environment is Director for remote control of video equipment. mStar also includes support for easy creation of new teamwork tools and applications using the Tunable Multicast Platform - /TMP and the Generic Agent Architecture. The mStar environment can be used and is being used on a daily basis for electronic meetings, distance education and lectures, and daily teamwork. The usage mStar creates group awareness between project members and helps users from not becoming isolated from their department and project team. mStar allows for usage 24 hours a day and have resulted in, among other things, a new usage patterns, which resembles electronic corridors more than specific meetings, where users can and do meet spontaneously to talk about anything they want, but also overhear other interesting and important conversations just as in a physical office corridor.Godkänd; 1997; 20061004 (ysko)
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Monsen, Erik Willard. „Employees do matter: Autonomy, teamwork and corporate entrepreneurial culture“. Diss., Connect to online resource, 2005. http://wwwlib.umi.com/dissertations/fullcit/3178339.
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Ramqvist, Therese Ramqvist. „Architectural firm leading the construction process through interdisciplinary teamwork“. Thesis, KTH, Fastigheter och byggande, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-125043.
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Külpmann, Philipp [Verfasser], Christoph [Akademischer Betreuer] Kuzmics und Frank [Akademischer Betreuer] Riedel. „Essays on teamwork / Philipp Külpmann ; Christoph Kuzmics, Frank Riedel“. Bielefeld : Universitätsbibliothek Bielefeld, 2016. http://d-nb.info/1117134962/34.
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Siassakos, Dimitrios. „The active ingredients of effective teamwork in maternity care“. Thesis, University of Bristol, 2012. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.571277.
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The body of work described in this thesis aimed to identify the characteristics of effective teams to inform the development of better team training. Whereas previous studies from the same research group showed that practical team rehearsals (clinical drills) are beneficial, subsequent work suggested that further improvement might be possible. The commentary links the studies that comprise this thesis with the background: a sustained need for better teamwork, a previous preponderance of opinion over evidence as to what constitutes effective teamwork in healthcare, and a widespread use of teamwork training programmes based on aviation despite lack of evidence for impact of aviation-derived training alone on outcome. The commentary summarises the peer-reviewed papers, starting with a critical review of training programmes at the time this body of work was developed and planned. Two studies followed that aimed to clarify the successes and the challenges, from a team perspective, of a unit with published improvements in outcome after the introduction of a clinical training programme. Mixed-methods multicentre research was used in subsequent studies in an iterative process, to identify what makes teams effective in simulation, and what makes them effective in actual emergencies as described by frontline staff. A critical analysis evaluates their contribution to testing the hypothesis and to informing further research. The commentary concludes by summarising the academic, clinical, and educational impact of this thesis and by outlining possible future work to ensure team training programmes remain relevant, evidence-based, effective, and responsive to patient and staff needs.
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Lazzara, Elizabeth. „Utilizing telemedicine in the ICU: Does it impact teamwork?“ Doctoral diss., University of Central Florida, 2013. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5972.
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Adverse events and medical errors plague the healthcare system. Hospital acquired infections and teamwork are some of the biggest contributor to these adverse outcomes. In an effort to mitigate these problems, administrators and clinicians alike have developed mechanisms, such as telemedicine. However, little research has been conducted investigating the role of telemedicine on teamwork -- a fundamental component of quality patient care. The purpose of this study is to gain a better understanding of the impact of telemedicine on teamwork behaviors and subsequent teamwork attitudes and cognitions during a common medical task, rounds within the Trauma-Intensive Care Unit. To this end, rounds were conducted with and without telemedicine. During this 60 day period, 16 clinicians completed three surveys and 34 rounds were video recorded. The results of this study suggest that the relationships between teamwork attitudes, behaviors, cognitions, and outcomes are differential impacted under conditions with and without telemedicine. More specifically, telemedicine is associated with an increase in attendance and communication density. Meanwhile, it does not significantly impact teamwork attitudes or cognitions. The primary implications of these findings indicate that telemedicine is not the solution for improving all teamwork elements but yet it is not a complete detriment either.Ph.D.
Doctorate
Psychology
Sciences
Psychology; Human Factors Psychology