Journal articles: 'Intellectual team'

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Sánchez-Cardona, Israel, Marisa Salanova Soria, and Susana Llorens-Gumbau. "Leadership Intellectual Stimulation and Team Learning: the Mediating Role of Team Positive Affect." Universitas Psychologica 17, no. 1 (March 15, 2018): 1–16. http://dx.doi.org/10.11144/javeriana.upsy17-1.list.

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This study investigates how leadership intellectual stimulation relates to team positive affect and team learning. We explore the role of positive affect as mediator between leadership intellectual stimulation and team learning. Using a cross-sectional sample of 562 employees, nested within 130 teams from 44 small and medium size organizations, we implemented Structural Equation Model analysis at the team level. Results provides evidence of the strong influence that intellectual stimulation have on team learning and team positive affect, as well as the potential of positive affect for stimulate team learning. Team positive affect serves as partial mediator between intellectual stimulation and team learning, contributing to explain significant additional variance. Leadership intellectual stimulation is a relevant team social resource that provides support for team learning. As well, positive affect contributes significantly to improve learning among teams. This suggests the importance of developing leadership behaviors that encourage learning and team positive affect, which contributes to team learning and hence to performance.

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Лапыгин, YUriy Lapygin, Макаров, and Pavel Makarov. "Application оf Intellectual Capital Model in Formation of a Management Team." Management of the Personnel and Intellectual Resources in Russia 5, no. 1 (February 17, 2016): 11–18. http://dx.doi.org/10.12737/18134.

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The paper considers the various aspects of application of intellectual capital management methods in team building issues. The authors justifi ed the principal possibility of allocating sub-category «intellectual capital of a small group (team)», and the range of its application in the management teams formation are described including the issues of: determining the team’s strengths and weaknesses, evaluating the team performance, revealing the personal contribution of each member to the team work and the issues of relationship within the team. The methodological characteristics of intellectual capital management team are elaborated and a model of the team’s intellectual capital composition and structure is proposed. The properties of team’s intellectual capital components are described. Techniques and process of the small group’s intellectual capital management are developed, covering the stages of its analysis, evaluation and decision-making. Based on the study results the authors proposed the resource-based model of a small group activity, which can be used as an analytical tool for decision-making related to the management of the team’s intellectual capital.

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Massaro, Maurizio, Francesca Dal Mas, Nick Bontis, and Bill Gerrard. "Intellectual capital and performance in temporary teams." Management Decision 58, no. 3 (November 13, 2019): 410–27. http://dx.doi.org/10.1108/md-02-2019-0219.

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Purpose The purpose of this paper is to deepen resource-based view theory by analyzing how intellectual capital (IC) affects performance in temporary teams and by showing the moderating role of integrative mechanisms. Design/methodology/approach The research context focuses on 153 national teams of football (NTF), also referred to as national soccer teams, as an example of temporary groups. A partial least squares (PLS) methodology was utilized on a data set built from transfermarkt.com and FIFA world rankings. Three main hypotheses were developed and tested using first a PLS and then an OLS approach. Findings The results show how IC contributes to performance, extending the findings of previous studies to the context of temporary teams. Additionally, the results show how some integrative mechanisms such as assembly decisions and team leader experience influence temporary team performance by creating an interaction effect with existing IC. Originality/value This study contributes to IC theories for three reasons. First, it applies IC research to a specific research context: temporary teams, where specific organizational capabilities are required to coordinate resources. Second, the study analyzes the role of integrative mechanisms as moderators of the relationship between IC and performance in temporary teams. Third, the study focuses on NTF as an example of temporary teams.

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Beck, Kelly B., Jessie B. Northrup, Kaitlyn E. Breitenfeldt, Shannon Porton, Taylor N. Day, Kristen T. MacKenzie, Caitlin M. Conner, and Carla A. Mazefsky. "Stakeholder informed development of the Emotion Awareness and Skills Enhancement team–based program (EASE-Teams)." Autism 26, no. 3 (December 14, 2021): 586–600. http://dx.doi.org/10.1177/13623613211061936.

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Emotion dysregulation (ED) underlies psychiatric symptoms and impedes adaptive responses in autistic individuals. The Emotion Awareness and Skills Enhancement (EASE) program was the first mindfulness-based intervention designed to target emotion dysregulation in autistic adolescents (12–17 years old). This project partnered with stakeholders to adapt EASE for autistic adolescents and adults with co-occurring intellectual disability and autistic elementary-aged children, groups who often benefit from caregiver support in treatment. Over three adaptation phases, we: (1) elicited stakeholder and expert feedback to adapt the original EASE program for autistic individuals with intellectual disability; (2) redesigned the adapted manual and expanded the target age range following a small “micro-trial” with a sample of autistic adolescents and adults with intellectual disability ( n = 6); and (3) demonstrated feasibility and acceptability of a caregiver-client team-based approach (EASE-Teams) in a sample of 10 autistic individuals with and without intellectual disability (ages 7–25) and their caregivers. EASE-Teams was both acceptable and helpful to families. Significant improvements were noted in participant emotion dysregulation, psychiatric symptoms, and caregiver stress from their child’s dysregulation. Findings suggest that EASE-Teams may be appropriate for heterogeneous developmental and cognitive needs. Future research to establish efficacy and refine EASE-Teams with community providers is warranted. Lay abstract Emotion dysregulation (ED) impacts mental health symptoms and well-being in autistic individuals. In prior work, we developed the Emotion Awareness and Skills Enhancement (EASE) to improve emotion dysregulation with autistic adolescents (aged 12–17). The study team partnered with autistic individuals, their caregivers, and expert clinicians to adapt EASE for autistic adolescents and adults with co-occurring intellectual disability and autistic elementary-aged children, groups that often benefit from caregiver support in treatment. In three phases, we (1) gathered caregiver and expert feedback to adapt the original EASE program for autistic adults with intellectual disability, (2) revised the treatment after using it with six autistic adults with intellectual disability, and (3) tested the newly developed caregiver–client team-based treatment, called EASE-Teams, in a small group of 10 autistic individuals with and without intellectual disability (aged 7–25). Families found EASE-Teams to be acceptable and helpful. We found improvements in emotion dysregulation and mental health symptoms for autistic participants. Caregivers reported less stress from their child’s dysregulation after participating. These results show that EASE-Teams can be appropriate for different developmental and cognitive needs. Future studies will need to test the benefits of the treatment in community clinics.

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Carnemolla, Phillippa, Jack Kelly, Catherine Donnelley, and Aine Healy. "Reflections on Working Together in an Inclusive Research Team." Social Sciences 11, no. 5 (April 20, 2022): 182. http://dx.doi.org/10.3390/socsci11050182.

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The funding of a research project working with local governments and people with intellectual disabilities led to the establishment of an inclusive research team within a university faculty. The core team consisted of four people, including a design researcher, an architect, a disability advocate and a community researcher/self-advocate. Though there are ample attention and resources devoted to the front-facing parts of a university being visibly inclusive—mostly from a physical access perspective or focussed on the student experience—less attention has been directed to what it means to develop and support inclusive research and aligned work opportunities for people with intellectual disabilities within a university campus. For this reason, the paper explores what it was like for our team that included non-traditional academics and people with intellectual disabilities to work at a university in a design school (not a disability-related research centre). We employ a process of collaborative autoethnography to reflect on how different team members took the lead across different parts of the study. We conclude with a set of tips for the development of more inclusive research teams within university settings.

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Bolshakov, D. Yu, S. E. Eroshin, and Ya V. Novikov. "Self-development problems of a work team leader." Journal of «Almaz – Antey» Air and Space Defence Corporation, no. 2 (June 30, 2016): 9–12. http://dx.doi.org/10.38013/2542-0542-2016-2-9-12.

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We analyse the positive and negative features of emotional intelligence characterising leaders of industrial and scientific teams who hold executive positions. We suggest a method for developing positive features and correcting negative ones so as to increase the intellectual capacity of a team leader.

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MacMahon, Kenneth, and Ricky McClements. "Working together: making the case for integrated forensic services for people with intellectual disabilities." Journal of Intellectual Disabilities and Offending Behaviour 6, no. 3/4 (December 14, 2015): 204–10. http://dx.doi.org/10.1108/jidob-08-2015-0021.

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Purpose – There is a general consensus that healthcare for people with intellectual disabilities should be provided by multi-disciplinary teams. Within a forensic setting, recommendations are often made for separate or “parallel” forensic teams, operating independently of generic mental health or intellectual disability teams. An alternative to this model is an “integrated” service, where specialist forensic clinicians work within the general intellectual disability service, to provide support for clients with forensic needs. For clients with intellectual disabilities and forensic needs, there may be advantages to providing access to a wider multi-disciplinary team, through the application of an integrated model. The purpose of this paper is to illustrate the working of an integrated forensic service within a learning disability team, to identify positive aspects of this model, and how potential shortcomings may be overcome. Design/methodology/approach – Literature review, description of service outline with case example. Findings – Although some studies have compared parallel and integrated forensic models within mental health services, there are no evaluations that compare models of forensic services for individuals with intellectual disabilities. However, specific advantages of an integrated model may include availability of multi-disciplinary clinicians, development of forensic skills across wider groups of clinicians, reduction in stigma and avoidance of delay in transfer of care between services. In addition, in areas with smaller populations, parallel services may not be feasible due to low case numbers. Originality/value – There has been no formal evaluation of parallel vs integrated forensic services within an intellectual disability setting. However, the authors describe a fully integrated service and suggest means by which the potential shortcomings of an integrated model may be overcome.

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Qu, Jiaojiao, Mingwei Liu, and Xia Cao. "Team cognitive diversity and creativity: The role of team intellectual capital and inclusive climate." Academy of Management Proceedings 2021, no. 1 (August 2021): 15321. http://dx.doi.org/10.5465/ambpp.2021.177.

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Browning, Morna, Rosemary Gray, and Rose Tomlins. "A community forensic team for people with intellectual disabilities." Journal of Forensic Practice 18, no. 4 (November 14, 2016): 274–82. http://dx.doi.org/10.1108/jfp-02-2016-0012.

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Purpose The purpose of this paper is to explore the characteristics of adults with intellectual disabilities supported by a Community Forensic Learning Disability Team (CFT) and interventions delivered. It discusses the clinical implications of these and examines outcomes such as recidivism. Design/methodology/approach A retrospective case note review of all 70 service users open to the CFT during June 2013 was carried out, using a structured service evaluation tool. Findings The majority of service users (74.3 per cent) had a mild intellectual disability. Multiple mental health and/or physical health diagnoses were common, and 28 per cent had problematic drug or alcohol abuse. Almost half of service users had been victims of physical or sexual abuse, or neglect. Sexual offences were the most common index offence, followed by assault and fire-setting. A wide range of multi-disciplinary interventions were delivered within the Community Forensic Team. Following CFT involvement there was an increase in service users living in supported living in the community and a decrease in people in secure or out of area placements. Over half of service users engaged in no further offending behaviour since their referral, and those who did offend generally showed a decrease in the severity of offending behaviours. There was a large decrease in the number of convictions received. Practical implications The study shows the benefits of a multi-disciplinary Community Forensic Team for offenders with intellectual disabilities in terms of reduced recidivism and range of interventions delivered. It highlights the importance of clinicians within such a team having the skills to work with people with co-morbid diagnoses (e.g. autism) and people with trauma backgrounds and problematic substance use. Originality/value This paper demonstrates the complexity of the service users who are supported by the CFT, as well as the integral role played in supporting individuals to move to less restrictive settings, with positive outcomes.

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Whyte, Merryl, and Suzanne Zyngier. "Applied Intellectual Capital Management." Journal of Intellectual Capital 15, no. 2 (April 8, 2014): 227–48. http://dx.doi.org/10.1108/jic-08-2013-0090.

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Purpose – The purpose of this paper is to describe outcomes from a trial of the Danish Intellectual Capital Statement (ICS) within the Australian public sector. Design/methodology/approach – Two work teams within the Department of Primary Industries, Farm Services Victoria (FSV) participated in the trial over a six-month period. Data were collected and triangulated from structured focus groups, researcher guided workshops and individual project record journals kept by participants and observers. Findings – This trial has tested and confirmed existing European Intellectual Capital Management (ICM) theory in a new context, confirmed the strategic management and communication utility of the Danish ICS. It also revealed the utility of this method: to assist the organisation articulate its knowledge-related needs; in developing knowledge management (KM) strategy, in planning and reviewing KM initiatives, in developing clarity and shared context and in navigating change. Research limitations/implications – This research focuses on a single in-depth case study and concurrent organisational restructuring impacted on team focus. Practical implications – The strategic management and communication utility of the Danish ICS was confirmed. The paper demonstrates new insights for practitioners using this ICM method as a useful tool to assist an organisation to articulate KM needs. Originality/value – The primary research gap in the ICM field is examination of the practical application of methods in a real-life context (particularly outside Europe). This work has tested and confirmed existing theory in a new and different context – the Australian public sector.

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Serpell, Robert, S. S. Zaman, S. Huq, S. Ferial, M. L. M. Silveira, A. M. C. de S. Dias, A. L. R. de Campos, et al. "Assessment Criteria for Severe Intellectual Disability in Various Cultural Settings." International Journal of Behavioral Development 11, no. 1 (March 1988): 117–44. http://dx.doi.org/10.1177/016502548801100107.

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Professional review teams in nine Third World countries assessed a sample of children referred as probable cases (or as controls) from a door to door household survey of 1000+ children aged 3 to 9 years. Retrospectively each team specified the criteria they had used to decide on whether or not individuals should be classified as "severely mentally retarded" (intellectually disabled). The paper analyses these criteria in terms of the behavioural domains to which they refer, the measures with which they were operationalised and the ways in which they were coordinated to arrive at a "diagnosis". Substantial consensus was found on the importance of five broad domains, although the precise measures used varied across the teams. Theoretical and practical implications are discussed.

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Vaserchuk, Yulia. "PROJECT CULTURE OF TEAM STRATEGIES." Scientific and analytical journal Burganov House. The space of culture 17, no. 2 (June 10, 2021): 138–50. http://dx.doi.org/10.36340/2071-6818-2021-17-2-138-150.

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Modern forms of design activities that contribute to the development of professional design are considered in the article. The principles of designers’ teamwork, which are similar in structure but differ in content, are compared. In one case, this is teamwork; in the other, groups of like-minded people. It has been proved that colleagues unite by common values, meanings, and ideological attitudes to form a picture of the future and formulate a global vision of professional strategies, design principles, methods, and attitudes to improve the quality of life. By joint intellectual and spiritual efforts, like-minded people form the vector of modern design activity. The professional elite acts as the driving force behind the evolutionary transformation of contemporary design, reveals the potential of conscious design and advanced design thinking, determines the place of design in the future professions, and sets moral standards of behaviour. The types of project design thinking (from engineering, creative – to artistic and resource one) are presented as the results of the individual creativity of team members. The continuous development of certain areas of design thinking and the acquisition of competencies based on individual capabilities provides designers with long-term professional development, regardless of external conditions. Moreover, an honest attitude towards oneself and one’s abilities promotes a deep understanding of the profession, which allows the development of new types of design that respond to deep human needs. In conclusion, self-knowledge, gained in a collective creative act, promotes the development of individual abilities and leads to intellectual and spiritual co-evolution.

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Loseva, O. V., and N. M. Abdikeev. "System for Evaluating Organizational, Human and Consumer Capital for Effective Management of Intellectual Capital of High-Tech Digital Companies." Management Science 10, no. 3 (November 7, 2020): 33–47. http://dx.doi.org/10.26794/2404-022x-2020-10-3-33-47.

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The problem of forming effective teams for creating, implementing and commercializing innovative products is relevant for high-tech companies focused on business digitalization. The paper offers a solution to this problem based on the developed methodology for assessing human intellectual potential. The content of sensory, emotional, logical, creative, socio-cultural and economic components of intelligence is revealed and their functional interaction in the implementation of team innovation is described. The study presents a method for determining the integral indicator of individual intellectual potential based on a weighted score of structural components of intelligence. There was described an algorithm for finding the synergy coefficient and team potential. Also, there were presented testing results of the methodology in the activities of the international Russian company “Yandex” (on the example of a regional branch). Based on the testing results, additional areas of application of the developed methodology were identified.

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Ajaz, Ali, and Mo Eyeoyibo. "Referral patterns to a mental health of intellectual disability team." Advances in Mental Health and Intellectual Disabilities 5, no. 3 (May 23, 2011): 24–29. http://dx.doi.org/10.1108/20441281111142594.

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Schwartz, Ariel E., Jessica M. Kramer, Ellen S. Cohn, and Katherine E. McDonald. "“That Felt Like Real Engagement”: Fostering and Maintaining Inclusive Research Collaborations With Individuals With Intellectual Disability." Qualitative Health Research 30, no. 2 (August 30, 2019): 236–49. http://dx.doi.org/10.1177/1049732319869620.

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People with intellectual disability (ID) are increasingly involved in stakeholder-engaged research, such as “inclusive research” (IR). To understand the processes that foster and maintain IR with individuals with ID, we used a narrative interview approach with co-researchers with ID ( n = 6) and academic researchers ( n = 8). We analyzed the data using grounded theory principles. We then developed a model describing how contextual factors and team-level factors and processes coalesce to foster and maintain IR collaborations. We observed that team members’ values and characteristics are foundational to IR and drive a commitment to accessibility. Contextual factors, including funding and partnership duration, influence teams’ processes and structures. These processes and structures influence the extent to which co-researchers perceive the IR team to be cofacilitated or academic-facilitated. Co-researcher involvement is partially maintained by perceived personal and societal benefits. Optimizing the relationship between these factors may support involvement of people with ID in stakeholder-engaged research projects.

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Bormann, Kai C., Paul Schulte-Coerne, Mathias Diebig, and Jens Rowold. "Athlete Characteristics and Team Competitive Performance as Moderators for the Relationship Between Coach Transformational Leadership and Athlete Performance." Journal of Sport and Exercise Psychology 38, no. 3 (June 2016): 268–81. http://dx.doi.org/10.1123/jsep.2015-0182.

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The goal of this study is to examine the effects of coaches’ transformational leadership on player performance. To advance existing research, we examine (a) effects on individual and team performance and (b) consider joint moderating effects of players’ win orientation and teams’ competitive performance on the leadership– individual performance link. In a three-source sample from German handball teams, we collected data on 336 players and 30 coaches and teams. Results showed positive main effects of transformational leadership’s facet of articulating a vision (AV) on team and individual performance and negative main effects of providing an appropriate model (PAM) on team performance. With regard to moderating effects, AV increased and PAM decreased individual performance when both moderators were low, and intellectual stimulation had a positive effect when both were high. This study expands insights into the potential and limitation of transformational leadership with a strong focus on the role of situational contingencies.

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Taylor, Jon, and Sarah Trout. "Lessons from the front line: working with offenders with learning disability and personality disorder in a high secure therapeutic community." Mental Health Review Journal 18, no. 1 (March 22, 2013): 44–52. http://dx.doi.org/10.1108/13619321311306974.

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PurposeThe aim of this paper is to provide an overview of the experiences of nursing staff providing a residential treatment programme for high risk offenders with an intellectual disability and personality disorder.Design/methodology/approachThe paper's approach is thematic analysis of focus groups, repeated measures EssenCES.FindingsNursing staff report increased insight into patients' risk factors, improved relationships with patients and enhanced team working.Practical implicationsThis descriptive paper will be of interest to clinicians working with offenders with intellectual disability and personality disorder. Improvements in team functioning may be of interest to managers.Originality/valueThere are few published papers concerning treatment approaches with offenders with intellectual disability and personality disorder. This paper fills some of the gaps.

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Tillet, Salamishah. "Make Revolution Irresistible: The Role of the Cultural Worker in the Twenty-First Century." PMLA/Publications of the Modern Language Association of America 130, no. 2 (March 2015): 481–87. http://dx.doi.org/10.1632/pmla.2015.130.2.481.

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I was introduced to the term public intellectual almost twenty years ago when I was an undergraduate in a literary course on African American music taught by the cultural critic Farah Jasmine Griffin. The class conversations began with readings of jazz and hip-hop artists as “organic intellectuals” in the sense developed by Antonio Gramsci. We quickly moved to the debates sparked by Edward Said's Representations of the Intellectual (1993) and to the rise of the black public intellectual as demonstrated by the formation by Henry Louis Gates, Jr., of an academic “dream team” in African American studies at Harvard, Cornel West's publication of Race Matters (1994), and Robert Boynton's March 1995 article in the Atlantic entitled “The New Intellectuals,” which added Toni Morrison, Stanley Crouch, Patricia Williams, Michael Eric Dyson, Derrick Bell, June Jordan, and many others to that category. By the time I arrived at Harvard in 1999, for graduate study in African American literature, the idea of the black public intellectual served as a backdrop and a blueprint for how my generation of scholars could live inside and beyond the campus walls. As beneficiaries of that era, my peers and I did not necessarily have to prove that our work belonged in the public; instead, we had to wrestle with newer questions of format and forum in the digital age.

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Ермолаева, М. В., Ж. М. Кокуева, and А. В. Погодина. "PRINCIPLES OF TEAM BUILDING IN PROJECT ACTIVITY." Институт психологии Российской Академии Наук. Организационная психология и психология труда, no. 3() (October 9, 2020): 103–19. http://dx.doi.org/10.38098/ipran.opwp.2020.16.3.005.

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Статья посвящена особенностям процесса формирования команды проекта. Показано, что этот процесс обусловлен специфическими свойствами команд, которые позволяют отличать их от коллективов, характеризуемых жесткой структурой подчинения. Выявлено, что к числу таких свойств команды относится интеграция интеллектуальных и личностных ресурсов, нахождение и использование внутренних резервов, которые нельзя вовлечь в управление административными методами, отсутствие группового давления. Показано, что процесс командообразования должен строиться на основе анализа компетенций и ролей каждого члена команды, а также их интеграции в совместную работу. The article is devoted to the features of the team building process in project teams. It is shown that this process is due to the specific properties of teams, which make it possible to distinguish them from the collective characterized by a rigid subordination structure. It has been revealed that such team properties include the integration of intellectual and personal resources, finding and using internal reserves that cannot be involved in the management of administrative methods, and the absence of group pressure. It is shown that the team building process should be based on an analysis of the competencies and roles of each team member, as well as their integration into joint work.

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Iudina, Svetlana Valentinovna. "Motivation for intellectual work." LAPLAGE EM REVISTA 7, no. 3C (September 29, 2021): 256–63. http://dx.doi.org/10.24115/s2446-6220202173c1616p.256-263.

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The author reflects on how our understanding of the motivation of an intellectual worker is being transformed today. How much does the creative component of work change the structure of motivation? Where is the line between labor-necessity and labor-need? Can there be a universal approach to financial incentives in this case? The author proposes for discussion the matrix developed for choosing the level of individualization (collectivization) of the motivation system in corporations, summarizing various sources. Companies in the high-tech sector, which is making an increasing contribution to the GDP of the leading economies, contrary to popular belief, are increasingly using the assessment of collective (team) work considering individual professional competencies. Thus, the article examines not the most noticeable "critical areas" of modern research on the motivation for intellectual work, and also presents the author's conclusions about possible practical tools in this area.

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Polozov, A., and E. Naboichenko. "TEAM TRAINING FOR LOCAL TOURNAMENTS USING THE MARKERS OF INTELLECTUAL ACTIVITY." Human. Sport. Medicine 18, no. 2 (April 1, 2018): 45–52. http://dx.doi.org/10.14529/hsm180205.

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Sandvik, Alexander Madsen, Richard Croucher, Bjarne Espedal, and Marcus Selart. "Intellectual stimulation and team creative climate in a professional service firm." Evidence-based HRM: a Global Forum for Empirical Scholarship 6, no. 1 (April 3, 2018): 39–53. http://dx.doi.org/10.1108/ebhrm-01-2017-0006.

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Gorokhovskyi, Semen, and Oleksandra Radziievska. "Agent-Based Modeling of Collaborative Work." NaUKMA Research Papers. Computer Science 4 (December 10, 2021): 60–63. http://dx.doi.org/10.18523/2617-3808.2021.4.60-63.

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In the modern world, it is no longer enough to simply create a product that performs its function, but it should perform it better than thousands of competitors. However, the problem is that human intellectual abilities are limited and many complex tasks are beyond the capabilities of a single person. The natural way of raising our intellectual level is to build teams to share our experience, knowledge, and worldview to create something beyond the capacity of the individual.Thus it is not surprising that according to a recent ranking, collaborative skills are considered most essential in the 21st century [2]. To cope with all challenges and create high-quality products, there should be a team whose members are experts in communication, discussion, problem-solving, and critical thinking. In addition, it is important to manage the team effectively. To do so, it is necessary to know more about the social processes which take place inside a team. Agent-based modeling can be an effective tool to gain such insights.Agent-based modeling is a powerful instrument for simulating different processes, including social ones. This technology was formed under the influence of many other fields such as artificial intelligence, sociology, game theory, and so on.In this article, a model which simulates human interaction in the framework of «Wilderness Survival: A Consensus-Seeking Task» is used to demonstrate the core principle of agent-based modeling. The group of agents complete a test by themselves and afterwards discuss their answers to reach a consensus and achieve the best score.It will be analyzed which human character traits are more important for successful collaborative work. Situations in which some team members are not interested in the team success will be identified. Also, a user interface is provided to enable running custom experiments to better understand how specific character traits impact the team results.

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Melnykov, Oleksandr. "DECISION SUPPORT SYSTEM FOR DETERMINING THE OPTIMAL COMPOSITION OF THE TEAM OF PERFORMERS ON THE EXAMPLE OF THE SPORTS VERSION OF THE GAME “WHAT? WHERE? WHEN?"." Bulletin of National Technical University "KhPI". Series: System Analysis, Control and Information Technologies, no. 1 (5) (July 12, 2021): 10–15. http://dx.doi.org/10.20998/2079-0023.2021.01.02.

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The paper describes the task to create a decision support system that allows you to determine the optimal composition of the team of performers. The sports version of the game “What? Where? When?" is chosen. The principles of holding tournaments on the intellectual game “What? Where? When?" and the rules for the formation of teams to participate in such competitions. It is concluded that to predict the impact of changes in the team composition on the result, it is advisable to use modern mathematical and intellectual methods, including the method of artificial neural networks. The available data on the results of synchronous tournaments LUK (ST) since 2011 and city tournaments (GT) since 2017 are presented, the main indicators for each competition are characterized. The introduction of the output factors is substantiated: the ratio of the team’s result to the average result and the ratio of the team’s result to the winner’s result. The forecasting problem is formulated as a prediction of the relative result of a team on a specific game based on the available list of team players for this game. It is proposed to take into account the location of a particular game, and fix the participation of players in the form of a “share” of the contribution to the team’s result, while the sum of the “shares” of all players should be equal to one. A method of artificial neural networks with a two-layer perceptron architecture, a sigmoid activation function and an error propagation algorithm for training a network is proposed. Examples of calculation in the Deductor Studio Lite environment are given. It is concluded that for the practical application of the model, the constant use of standard packages is inapplicable. In addition, it is also necessary to solve the problem of automating the selection of the team composition. Described is an application developed in a visual programming environment – a decision support system that allows you to import source data from an XLS file, configure input and output factors, change the architecture of the neural network (the number of hidden layers and the number of neurons in each layer), train the neural network using the backpropagation of errors, save the trained network on disk and load it again, calculate values for the input data, search for options for the composition of the team. The developed decision support system makes it possible to give recommendations on the formation of a team for a specific tournament by enumerating options. Keywords: intellectual games, questions package, team building, forecasting, artificial neural network, perceptron, sigmoid, network training.

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Jones, Graham, Bernardita Chirino Chace, and Justin Wright. "Cultural diversity drives innovation: modeling in the global pharmaceutical industry." International Journal of Innovation Science 13, no. 2 (February 8, 2021): 133–44. http://dx.doi.org/10.1108/ijis-06-2020-0087.

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Purpose The innovative capacity of an organization is typically realized through unit-level teams. Previous studies correlate innovation performance with cultural diversity of teams, but note that team dynamics need to be optimized to derive maximum benefit. Herein, this study offers an assessment of available team building instruments through the lens of diverse innovation teams. In a demonstration project in the pharmaceutical industry, this study then outlines specific tools and approaches which can be successfully deployed through team coaching and mentoring. Design/methodology/approach A cluster of nine innovation teams with varying degrees of cultural diversity was provided with assessment and management instruments which had been identified and field tested by a mentoring team. Content included cultural awareness tools, innovation team profiling methods and Team Science (SciTS) ideology. Teams were funded, coached and mentored through a six-month performance period and assessed at regular intervals. Findings Team assessments provided correlations between performance (measured by project completion and new intellectual property generated) and diversity together with wealth of information on intra-team culture and dynamics. Concrete recommendations from the study include adoption of appropriate communication standards to promote inclusivity, use of SciTS operational tracking metrics to enhance engagement, use of the FourSight group profiling methodology and cultural quotient scale cultural awareness instruments at team-forming stage to promote effective dynamics and enhance inclusivity. Practical implications Cultural diversity has a positive impact on innovation teams. This said, for maximum benefit cultural awareness of team members should be optimized to avoid unintended conflicts developing. Such issues can be exacerbated when teams are deployed remotely and preventative measures should be established. These issues became of heightened significance as a result of telecommuting imposed by the COVID-19 pandemic and have longer-term implications, as corporations consider global air travel reduction through environmental concerns. A tracking tool is described to monitor team engagement and promote inclusivity. It is expected that the learnings can influence how teams can best form, normalize and operate within corporate innovation programs and form the basis of long-term impact studies. Originality/value This represents the first systematic study on the impact of cultural diversity and team dynamics within innovation programs in the pharmaceutical industry. The tools and methodologies deployed are widely available and can be adopted by innovation teams in many adjacent industries with established innovation ecosystems.

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Chavkin, Rachel. "Five Years and Change with the TEAM: Moving Fast Past the Apocalypse." TDR/The Drama Review 54, no. 4 (December 2010): 108–9. http://dx.doi.org/10.1162/dram_a_00027.

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Contractor, Noshir. "Some assembly required: leveraging Web science to understand and enable team assembly." Philosophical Transactions of the Royal Society A: Mathematical, Physical and Engineering Sciences 371, no. 1987 (March 28, 2013): 20120385. http://dx.doi.org/10.1098/rsta.2012.0385.

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Recent advances on the Web have generated unprecedented opportunities for individuals around the world to assemble into teams. And yet, because of the Web, the nature of teams and how they are assembled has changed radically. Today, many teams are ad hoc, agile, distributed, transient entities that are assembled from a larger primordial network of relationships within virtual communities. These assemblages possess the potential to unleash the high levels of creativity and innovation necessary for productively addressing many of the daunting challenges confronting contemporary society. This article argues that Web science is particularly well suited to help us realize this potential by making a substantial interdisciplinary intellectual investment in (i) advancing theories that explain our socio-technical motivations to form teams, (ii) the development of new analytic methods and models to untangle the unique influences of these motivations on team assembly, (iii) harvesting, curating and leveraging the digital trace data offered by the Web to test our models, and (iv) implementing recommender systems that use insights gleaned from our richer theoretical understanding of the motivations that lead to effective team assembly.

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Richards, Luci, Nwamaka Uchendu, and Jean O’Hara. "Getting unstuck along the clinical pathway: an integrated multi-agency approach." Advances in Mental Health and Intellectual Disabilities 8, no. 3 (April 29, 2014): 192–96. http://dx.doi.org/10.1108/amhid-10-2013-0060.

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Purpose – The purpose of this paper is to highlight how the management of an adult with intellectual disabilities and complex medical conditions by a multi-disciplinary and multi-agency team approach across a clinical pathway (primary, secondary and tertiary care, health, social and third sector agencies) can be used to improve the person's physical and mental health outcome. Design/methodology/approach – Literature review and case report in which the paper describes the presentation of the patient with multiple complex physical health conditions, mild intellectual disability and challenging behaviour and description of the management process and the observed outcome. Findings – The patient required input from the multi-disciplinary community intellectual disabilities team and multi-agency team including social services and community support team, admission to a specialist intellectual disabilities ward to optimise her management. She improved relatively well and was discharged to the community. On discharge she continued to receive ongoing psychiatric, psychological and community psychiatric nurse input and maintains the sustained improvement in her mental health. She no longer displays risky or challenging behaviour, her mood has improved and there is no self-harm ideation. She remains anxious at times, however, her symptoms are much improved and do not affect her daily functioning. Originality/value – This case highlights the profound and enduring psychiatric and behavioural sequelae following brain malignancy and treatment and how essential a multi-disciplinary and multi-agency approach is in the successful management of complex issues. Her symptoms appeared relatively treatment resistant until she had a specialist inpatient admission. This case study also demonstrates the strengths and advantages of having specialist care pathway for such complex presentations, allowing for integrated community, secondary and tertiary care, and for the care system to work together in a coordinated and managed way.

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Liebling, Alison, Bethany E. Schmidt, Kristel Beyens, Miranda Boone, Berit Johnsen, Mieke Kox, Tore Rokkan, and An-Sofie Vanhouche. "Doing Team Ethnography in a Transnational Prison." International Criminology 1, no. 2 (April 23, 2021): 123–34. http://dx.doi.org/10.1007/s43576-021-00014-1.

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AbstractThis article has three main purposes: (1) To describe an in-prison methodology for measuring the moral quality of life, developed organically out of experience and necessity. It is conducted over an intense but exceptionally brief period of time. (2) To reveal and reflect on our intellectual methodology: how do we describe, think, interpret and theorise about prison life in our work together, especially in a transnational team? (3) Finally, to consider the benefits and challenges of collaboration and intense immersion across national boundaries, in a study of Norgerhaven prison in the Netherlands. We found that our own implicit prison moralities varied significantly, as we worked together to describe a prison that surprised us, and our participants, hugely.

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Kumari, Kalpina, Sania Usmani, and Javed Hussain. "Responsible Leadership and Intellectual Capital: The Mediating Effects of Effective Team Work." Journal of Economics, Business and Management 3, no. 2 (2015): 176–82. http://dx.doi.org/10.7763/joebm.2015.v3.176.

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Pan, Wen, and Li-Yun Sun. "Openness to Diversity and Team Creativity: The Role of Leader Intellectual Stimulation." Academy of Management Proceedings 2019, no. 1 (August 1, 2019): 14747. http://dx.doi.org/10.5465/ambpp.2019.14747abstract.

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Rhodes, Paul, Lesley Whatson, Lucinda Mora, Anders Hansson, Kate Brearley, and Jack Dikian. "Systemic Hypothesising for Challenging Behaviour in Intellectual Disabilities: A Reflecting Team Approach." Australian and New Zealand Journal of Family Therapy (ANZJFT) 32, no. 1 (April 2011): 70–82. http://dx.doi.org/10.1375/anft.32.1.70.

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Courtenay, K., and S. Jaydeokar. "Challenging Behaviour in People with Intellectual Disabilities: The Assessment and Intervention Team." European Psychiatry 33, S1 (March 2016): S475. http://dx.doi.org/10.1016/j.eurpsy.2016.01.1735.

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ObjectivesPeople with intellectual disabilities (ID) present with behaviours that challenge community services. Community models of care as alternatives to hospital care exist but are often vary in their function. Certain strategies have been developed to manage challenging behaviour in people with ID. Data from a three-year period on a community-based service for people with ID and challenging behaviour that uses an objective, multi-disciplinary approach is presented.MethodsA case note survey of adults with ID under the care of the Assessment and Intervention Team (AIT), a challenging behaviour service in the London Borough of Haringey.ResultsOver the three-year period, 65 adults were managed by AIT. Forty-four were male and 21 were female. The age range was 21–64 years of age. The level of ID was mild ID 61%, moderate 39%. Diagnoses included psychotic disorder (25%); mood disorder (20%); developmental disorder (40%); dementia (10%); challenging behaviour (45%). Six people (11%) were admitted to hospital during their time with AIT. The length of care under AIT ranged from four to fourteen months.ConclusionsAIT managed effectively people with ID living in the community who presented with complex problems putting their placement at risk. The rate of hospital admission was reduced in this period compared with the previous three years. The length of stay in in-patient services was reduced. The most common reasons for the behaviours included mental illness and ‘challenging behaviour’. People with developmental disorders were a large proportion. Community alternatives are effective with positive benefits to the person.Disclosure of interestThe authors have not supplied their declaration of competing interest.

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Martin, Carol. "What Did They Do to My Country!: An Interview with Rachel Chavkin." TDR/The Drama Review 54, no. 4 (December 2010): 99–117. http://dx.doi.org/10.1162/dram_a_00026.

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Martínez-Tur, Vicente, Esther Gracia, Carolina Moliner, Agustín Molina, Inés Kuster, Natalia Vila, and José Ramos. "The Moderating Role of Performance in the Link From Interactional Justice Climate to Mutual Trust Between Managers and Team Members." Psychological Reports 118, no. 3 (May 11, 2016): 870–88. http://dx.doi.org/10.1177/0033294116647689.

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The main goal of this study was to examine the interaction between team members’ performance and interactional justice climate in predicting mutual trust between managers and team members. A total of 93 small centers devoted to the attention of people with intellectual disability participated in the study. In each center, the manager ( N = 93) and a group of team members ( N = 746) were surveyed. On average, team members were 36.2 years old ( SD = 9.3), whereas managers were 41.2 years old ( SD = 8.8). The interaction between interactional justice climate and performance was statistically significant. Team members’ performance strengthened the link from interactional justice climate to mutual trust.

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Iurtaeva, Marina Nikolaevna, and Natalya Stepanovna Glukhanyuk. "Psychological foundations of teamwork training." Психология и Психотехника, no. 3 (March 2020): 31–42. http://dx.doi.org/10.7256/2454-0722.2020.3.33545.

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The subject of this research is the individual psychological characteristics for learning teamwork skills. The relevance of the selected topic is defined by solving the tasks of teaching team interaction skills in the process of professional training of specialists, as well by insufficient empirical data on psychological mechanisms of pedagogical influence upon the effectiveness of tram-building process. The goal consists in comparing individual traits of the students and nature of their relationships, which determine the type of team interaction. For achieving the set goal and verification of the advanced hypothesis, the author surveyed teams of students (N=11) based on quasi-experimental plan. Along with the comparative design and correlation design, the author also applied the following psychodiagnostic methods: Eysenck's Personality Inventory (EPI), questionnaire for emotional intelligence by D. V. Lusin, “lifestyle index” method (adapted by L. I. Wasserman and others), characterological questionnaire by G. Shmishek, self-esteem model by A. Budassi; as well as statistical methods: Kruskal-Wallis criterion, Spearman’s rank correlation coefficient. Based on the acquired results, the author empirically describes the types of team: “introverted”, “restless-intellectual”, “inconsistent”, “narcissistic”, and “aggressive-manipulative”. Comparability of the types of teams with characteristics of “dark triad-tetrad” is determined. The novelty of this work consists in the empirical substantiation of differential approach towards teaching teamwork skills, as well as in outlining the two key trends in pedagogical work with the students. The first is aimed at overcoming social insecurity by means of intellectual self-affirmation. The second implies the students’ desire to exercise control over emotions and the object of relations. The proposed recommendations for work with each type of team can be implemented in pedagogical practice of the higher school.

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Willott, Sara, Wendy Badger, and Vicky Evans. "People with an intellectual disability: under-reporting sexual violence." Journal of Adult Protection 22, no. 2 (February 21, 2020): 75–86. http://dx.doi.org/10.1108/jap-05-2019-0016.

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Purpose People with an intellectual disability are much more likely to be sexually violated and the violation is less likely to be reported. Despite this being high-lighted at least 3 decades ago and improvements in both safeguarding and national reporting processes, under-reporting remains a problem. This paper explored under-reporting alongside prevention possibilities using safeguarding alerts raised in a Community Learning Disability Team within a UK NHS trust. Design/methodology/approach Using a combination of authentic but anonymised case vignettes and descriptive data drawn from the safeguarding team, under-reporting was examined through the lens of an ecological model. Safeguarding alerts raised in a particular year were compared with the number expected if all (estimated) cases of abuse were disclosed and reported. Findings Only 4.4 per cent of expected abuse cases were reported to the team, which is lower than the reporting level the authors had expected from the literature. There is evidence in the literature of the under-reporting of sexual assault for all kinds of people. Arguably, the implications of under-reporting for PwID are even more traumatic. Research limitations/implications Constraints included the lack of standardisation in data collection within the statutory services that report to the Birmingham Safeguarding Adults Board. One key recommendation is that the national provider of data for the NHS in the UK requires more complex and standardised audit information that would allow each local authority to benchmark their practice against a higher protection standard. Another recommendation is that compliance to quality standards sits within a comprehensive strategy. Originality/value This paper explored the extent to which the previously documented under-reporting concern remains an issue. Certainly eye-balling safeguarding compliance data in the NHS organisation we worked in led us to a concern that reporting might be even lower than implied in the literature. This together with a renewed spot-light on sexual violence (e.g, NHS England, 2018) led us to decide that it was timely to re-examine the problem.

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Natalia Krasnokutska and Tetiana Osetrova. "DISTRIBUTED PROJECT TEAM MEMBERS' SOFT SKILLS ASSESSMENT." European Cooperation 3, no. 47 (July 31, 2020): 53–67. http://dx.doi.org/10.32070/ec.v3i47.94.

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Today, people are suddenly forced to interact remotely due to the pandemic, while companies around the world are beginning to accept the fact that teams don't really have to work in offices to get the expected results. That is why distributed teams are increasingly becoming the norm in various industries, delivering results, and saving corporate resources. At the same time, new realities have not only changed the way companies work but also changed people's thinking to adapt to working in distributed teams. Especially now, the knowledge and skills of employees are intellectual capital for companies, which is fast becoming a new icon of the economic value of the company. Due to this fact, project workers, those who want to succeed in the new business environment, should learn to work effectively in distributed teams. This will require strengthening soft skills such as leadership, commitment, etc. The article considers the economic and social preconditions for distributed project teams trend formation. The literature on the topic of the distributed team’s efficiency was analysed. Thus, one of the factors influencing the team work efficiency related to the soft skills maturity level among distributed project team members was distinguished. The unified list of soft skills based on world experience is determined. The current state and main trends in the work of project teams are studied, based on which the methodological tools for assessing the maturity level of the project team’s soft skills by project managers at the enterprise were proposed. The levels of soft skills maturity, as well as assessment parameters of each of soft skills, are revealed. The practice of applying the unified soft skills list on the example of a distributed team in the Ukrainian company was evaluated, based on which conclusions about the possibility of its use were made.

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Murdick, Nikki L., and Barbara C. Gartin. "Educational Implications of Costello Syndrome: The Team Approach." Physical Disabilities: Education and Related Services 33, no. 2 (December 9, 2014): 53–70. http://dx.doi.org/10.14434/pders.v33i2.13142.

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Since the 1990s the number of children with disabilities placed within the general education classroom has steadily increased. Many of these children are provided special education services under the generic disability title “intellectual disability.” Over the past decade, there has been a significant amount of research concerning rare genetic syndromes that result in separating developmental disabilities into categories using similar origins and characteristics. Costello syndrome is one of these rare syndromes. Although information is available to medical practitioners, it has seldom been communicated to educators. The authors have taken the available data and, using a team approach, made recommendations for involving medical and health professionals in educating students with Costello syndrome.

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Greve, Steffen, Sinikka Heisler, Pia von Keutz, Blall Shirdel, and Frowin Fasold. "The Integration of Wheelchair Users in Team Handball." Sports 9, no. 12 (December 14, 2021): 168. http://dx.doi.org/10.3390/sports9120168.

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Thus far, there are only a few sports activities in which people with and without intellectual disabilities can participate together and on an equal footing. The situation is even more complicated when people who are dependent on a wheelchair want to take part. The sports project Freiwurf Hamburg aims to make team handball playable for everyone. This case study documents how this can be achieved with a modified version of the handball game for runners and wheelchair users. Qualitative and quantitative data are collected and evaluated. The results show that players tend to distinguish between the roles of runner and wheelchair user rather than between disabled and non-disabled.

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Tsai, Jia-Hua, and Shiow-Ying Wen . "Intellectual Capital, Corporate Governance and Firm Performance." Information Management and Business Review 5, no. 10 (October 30, 2013): 482–91. http://dx.doi.org/10.22610/imbr.v5i10.1078.

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This paper aims to exam the connection among intellectual capital, corporate governance and firm performance. Firm performance measured by Tobinâ€™s Q is an important indicator. Business function such as R&D, advertising, and human resources, after adjusting for sales, remains important factors. Especially, management team should be aware of using leverage because excessive debt usage leads to poor Tobinâ€™s Q. Investors should be cautious of capital structure when forming their investment portfolios. Although the influences of ownership structure on firm performance are not consistent, the effects are significant. Finally, whether there is independent director and the holdings ratio of board of director definitely affect the firm performance.

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Eifling, Kurt P. "Mental Health and the Field Research Team." Advances in Archaeological Practice 9, no. 1 (February 2021): 10–22. http://dx.doi.org/10.1017/aap.2020.51.

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AbstractDue to the intellectual, physical, and emotional demands of field research, those doing this work need to strategies to monitor and maintain their own mental health before, during, and after a field season. Moreover, they should have a framework for supporting their colleagues. This review article will present a framework for assessing the mental health hazards and the reactions, both positive and negative, to fieldwork. First, it will use U.S. epidemiology to show that most field teams are at risk. Second, it will frame the field season both as a workplace and wilderness exposure event and discuss the elements of the field research environment that can be therapeutic for some but toxic for others. Third, it will discuss the psychological impacts of travel and reintegration as they are pertinent to the practice of archaeology. Research will be presented in order to guide evidence-informed policies for the field research team to improve the mental-health readiness and resiliency of the research team. Last, it will provide guidance on how to manage the anxiety caused by separating from social media platforms.

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Linehan, Christine, Tal Araten-Bergam, Julie Beadle-Brown, Christine Bigby, Gail Birkbeck, Valerie Bradley, Michael Brown, et al. "COVID-19 IDD: A global survey exploring the impact of COVID-19 on individuals with intellectual and developmental disabilities and their caregivers." HRB Open Research 3 (June 23, 2020): 39. http://dx.doi.org/10.12688/hrbopenres.13077.1.

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Background: This protocol outlines research to explore the impact of coronavirus disease 2019 (COVID-19) on individuals who have intellectual and developmental disabilities and their caregivers. Evidence suggests that people with intellectual and developmental disabilities experience disparities in healthcare access and utilisation. This disparity was evident early in the pandemic when discussions arose regarding the potential exclusion of this population to critical care. Methods: An anonymous online survey will be conducted with caregivers, both family members and paid staff, to explore the impact of COVID-19 on this population in terms of demographics, living arrangements, access to services, the impact of social distancing, and also carer wellbeing. The survey will be developed by the research team, many of whom are experts in intellectual disability within their own jurisdictions. Using back-translation our team will translate the survey for distribution in 16 countries worldwide for international comparison. The survey team have extensive personal and professional networks in intellectual disability and will promote the survey widely on social media with the support of local disability and advocacy agencies. Statistical descriptive and comparative analyses will be conducted. Ethical approval has been obtained for this study from University College Dublin’s Human Research Ethics Committee (HS-20-28-Linehan). Dissemination: Study findings will be prepared in a number of formats in order to meet the needs of different audiences. Outputs will include academic papers, lessons learned paper, practice guidelines, reports, infographics and video content. These outputs will be directed to families, frontline and management delivering disability services, national-level policy makers, healthcare quality and delivery authorities, national pandemic organisations and international bodies.

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Zaccaro, Stephen J., Samantha Dubrow, Elisa M. Torres, and Lauren N. P. Campbell. "Multiteam Systems: An Integrated Review and Comparison of Different Forms." Annual Review of Organizational Psychology and Organizational Behavior 7, no. 1 (January 21, 2020): 479–503. http://dx.doi.org/10.1146/annurev-orgpsych-012119-045418.

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In this review, we examine the burgeoning body of research on multiteam systems (MTSs) since the introduction of the concept in 2001. MTSs refer to networks of interdependent teams that coordinate at some level to achieve proximal and distal goals. We summarize MTS findings around three core processes and states: within- and between-team coordination processes/structures, leadership structures/processes, and cognitive and affective/motivation emergent states. Furthermore, we explore how these processes and states vary according to MTS boundary status (internal or external), component team distance (geographic, functional, cultural, and discipline), and superordinate goal type (intellectual or physical). We identify several process and state similarities across levels of these attributes, as well as highlight some important differences. We conclude with a set of propositions and future directions prompted by our review, which can serve as a guide for future MTS research.

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Magomedova, Zaira M., Maida G. Mustafaeva, and Zarema S. Mustafaeva. "INTELLECTUAL-CREATIVE, SOCIO-PSYCHOLOGICAL APPROACHES IN THE MANAGEMENT OF A MULTINATIONAL STAFF TEAM." Science almanac of Black sea region countries 14, no. 2 (2018): 1–7. http://dx.doi.org/10.23947/2414-1143-2018-14-2-1-7.

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Wilcox, Esther. "Biscuits and perseverance: reflections on supporting a community intellectual disability team to reflect." Advances in Mental Health and Intellectual Disabilities 7, no. 4 (July 12, 2013): 211–19. http://dx.doi.org/10.1108/amhid-03-2013-0022.

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Bobbette, Nicole, Catherine Donnelly, Lee-Anne Ufholz, Jane Duggan, and Emily Weatherbed. "Interprofessional team-based primary health care for adults with intellectual and developmental disabilities." JBI Database of Systematic Reviews and Implementation Reports 17, no. 12 (December 2019): 2506–16. http://dx.doi.org/10.11124/jbisrir-2017-003999.

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Ingham, Barry, Alice Bentley, Jenny Rhodes, and Dave Dagnan. "Development and psychometric properties of a team formulation measure in intellectual disabilities services." Journal of Applied Research in Intellectual Disabilities 33, no. 3 (January 27, 2020): 625–31. http://dx.doi.org/10.1111/jar.12699.

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Ginesti, Gianluca. "Top management characteristics and intellectual capital performance in small Italian companies." Corporate Governance: The International Journal of Business in Society 19, no. 6 (December 2, 2019): 1153–66. http://dx.doi.org/10.1108/cg-10-2018-0305.

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Purpose This study aims to explore the relationship between top management characteristics and intellectual capital (IC) performance of small companies. Design/methodology/approach This research offers an empirical investigation into a unique sample of 135 small Italian companies, which have been recognised as meeting legal values. This study uses a regression analysis to test whether CEO age, CEO connections and management team size affect IC performance. Findings Companies managed by CEOs with higher levels of connections and with a greater number of managers exhibit improved IC performance. In addition, this study provides evidence that companies with older CEOs demonstrate better IC efficiency. Research limitations/implications This study does not consider all top management-specific factors and incentives that may affect IC performance and uses a limited sample of companies. Practical implications This study suggests that increased network activity and larger management teams are beneficial for small companies to improve the efficiency of IC used. Originality/value The work offers novel empirical evidence to understand what governance and management-specific factors affect the efficiency in managing IC assets in small companies.

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Gal, Marius, and Lucian Lobonţ. "Intellectual Capital Management Increase in Offshoring." MATEC Web of Conferences 343 (2021): 05003. http://dx.doi.org/10.1051/matecconf/202134305003.

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Offshoring is a method for companies from automotive software development industry to have access to a larger pool of talents or to reduce the development costs. In order to have success, the management must be prepared for knowledge transfer process that will be different while compared to training a new employee at the headquarters. Many companies fail when this step is made and instead of reducing the costs, the loss can drag down the business even to the bankruptcy. In this paper, it is presented a solution for a systematic knowhow increase for the new offshore team, applicable to the processes of knowledge transfer. Complex trainings and various methods of solving the orders are not recommended immediately after the offshore branch was opened; rather the foundations must be very clear for every employee. The conclusions of this study are encouraging, supporting the companies in investing in the employee’s development and by increasing gradually the knowledge, the result will be solid and the offshoring can become a big success in the company’s development.

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Journal articles on the topic 'Intellectual team'

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