Academic literature on the topic 'Teams in the workplace – Case studies'
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Journal articles on the topic "Teams in the workplace – Case studies"
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Schaffer, R. Andrew. "Student Reactions to Industry Involvement in Case Delivery." Industry and Higher Education 15, no. 5 (October 2001): 315–21. http://dx.doi.org/10.5367/000000001101295849.
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This paper describes three distinct applications of a case methodology in which practitioners presented a workplace problem in class, received case presentations and recommendations from student teams, and then assisted in student evaluation. The paper also presents and tests four hypotheses – that the methodology results in: more student enjoyment, higher case realism, greater transferability to workplace situations, and more accurate perceptions of the partnering company. In all three studies, the hypotheses receive support.
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Handor, Rachida, Anke Persoon, Famke van Lieshout, Marleen Lovink, and Hester Vermeulen. "The Required Competencies of Bachelor- and Master-Educated Nurses in Facilitating the Development of an Effective Workplace Culture in Nursing Homes: An Integrative Review." International Journal of Environmental Research and Public Health 19, no. 19 (September 28, 2022): 12324. http://dx.doi.org/10.3390/ijerph191912324.
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Background: Nursing home care is undergoing significant changes. This requires innovative teams operating in an effective workplace culture characterized by person-centeredness and offering evidence-based care. A pivotal role for bachelor- and master-educated nurses (BNs/MNs) is foreseen to facilitate such cultures; however, there is currently no comprehensive overview of what competencies this requires. Objectives: To identify what competencies are required from BNs/MNs in facilitating the development of an effective workplace culture in nursing homes. Methods and design: We conducted an integrative review (IR) using Whittemore and Knafl’s method. We searched the PubMed, CINAHL, and PsycINFO databases for studies published between January 2010 and December 2021 in English. Two independent reviewers determined whether studies met inclusion: bachelor- or master-educated nurse; nursing home; professional competencies; and mixed methods or qualitative and qualitative studies. We applied the CASP appraisal tool and analyzed the data by applying content analysis. Results: Sixteen articles were included. Five themes were identified representing required competencies for BNs/MNs facilitating: (1) learning cultures in nursing practice; (2) effective work relationships within teams; (3) leadership capability within teams; (4) implementation of guidelines, standards, and protocols; (5) a work environment acknowledging grief and loss of residents within teams. Conclusions: It shows that the BN/MN applies five competencies associated with a facilitator role to promote the development of an effective workplace culture to achieve a safe, high-level quality of care, satisfaction, and well-being. An overarching leadership as a change champion will support teams to achieve a quality that should guide the transformation in nursing care.
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Temkin-Greener, Helena, Jill Szydlowski, Orna Intrator, Tobie Olsan, Jurgis Karuza, Xueya Cai, Shan Gao, and Suzanne M. Gillespie. "Perceived Effectiveness of Home-Based Primary Care Teams in Veterans Health Administration." Gerontologist 60, no. 3 (January 18, 2019): 494–502. http://dx.doi.org/10.1093/geront/gny174.
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Abstract Background and Objectives Previous studies have shown that staff perception of team effectiveness is related to better health outcomes in various care settings. This study focused on the Veterans Health Administration’s Home-Based Primary Care (HBPC) program. We examined variations in HBPC interdisciplinary teamwork (IDT) and identified modifiable team and program characteristics that may influence staff perceptions of team effectiveness. Research Design We used a broadly validated survey instrument to measure perceived team effectiveness, workplace conditions/resources, group culture, and respondents’ characteristics. Surveys were initiated in January and completed in July, 2016. Methods Team membership rosters (n = 249) included 2,852 IDT members. The final analytical data set included 1,403 surveys (49%) from 221 (89%) teams. A generalized estimating equation model with logit link function, weighted by survey response rates, was used to examine factors associated with perceived team effectiveness. Results Respondents who served as primary care providers (PCPs) were 8% more likely (p = .0044) to view team’s performance as highly effective compared to other team members. Teams with nurse practitioners serving as team leader reported 6% higher likelihood of high-perceived team effectiveness (p = .0234). High team effectiveness was 13% more likely in sites where the predominant culture was characterized as group/developmental, and 7%–8% more likely in sites with lower environmental stress and better resources and staffing, respectively. Conclusions and Implications Team effectiveness is an important indirect measure of HBPC teams’ function. HBPC teams should examine their predominant culture, workplace stress, resources and staffing, and PCP leadership model as part of their quality improvement efforts.
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Liu, Yihao, Dana R. Vashdi, Thomas Cross, Peter Bamberger, and Amir Erez. "Exploring the puzzle of civility: Whether and when team civil communication influences team members’ role performance." Human Relations 73, no. 2 (March 18, 2019): 215–41. http://dx.doi.org/10.1177/0018726719830164.
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Does ‘being nice’ to each other always improve employee performance? Although research on workplace incivility has been growing, little is known about the flip side of it – workplace civility. In fact, different theoretical perspectives have suggested that civility could have positive (i.e. the flexibility perspective) or negative (i.e. the heuristics perspective) cognitive implications. In the current research, we examined whether and when workplace civility (operationalized as team civil communication) influences team members’ role performance in two studies. In Study 1, we recorded team civil communication among 108 teams of students who participated in a team-based simulation, and found that team civil communication enhanced team members’ role performance. In Study 2, we observed and coded 186 real-time surgeries conducted by surgical teams from a health-care center. Results showed a more nuanced and complex pattern regarding the influence of team civil communication, insofar as it enhanced team members’ role performance in teams with less complex tasks, but the effect decreased or even flipped to negative when team task complexity increased. These findings suggest that civility can have both positive and negative influences on performance, with the net effect being contingent upon the broader environmental demands faced by the team.
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Cloutier, Esther, Élise Ledoux, and Pierre-Sébastien Fournier. "Knowledge Transmission in Light of Recent Transformations in the Workplace." Articles 67, no. 2 (May 4, 2012): 304–24. http://dx.doi.org/10.7202/1009089ar.
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In a context of changing demographics and transformations to the world of work, concerns about age management are gradually turning into concerns about knowledge management. The vast experiential knowledge and diverse skills developed by workers to cope with the numerous situations encountered in the course of their work and to protect themselves against risks to their health and safety constitute part of the intangible assets vital to the sustainability of worker expertise and even the survival of the organization. Management practices play an important role in helping safeguard experiential knowledge in organizations. However, the transformations that have been taking place in recent years in response to an unstable economic climate have driven organizations to introduce a number of changes in workplaces. Three case studies, conducted in Quebec, each focused on the study of a specific occupation (film technicians, food service helpers, and homecare nurses), and based on interviews and observations made in the field, will be presented in an effort to describe the impact of some of these changes, namely precarious employment, flexible management practices and work intensification, on knowledge sharing in real work situations. The results suggest that by undermining work teams and increasing the workload of experienced workers, these changes actually hinder the knowledge sharing process. In fact, in such a context, the work teams are continually being reconfigured, which can demotivate experienced workers who constantly have to initiate new recruits despite already having a work overload. Possible avenues for research are proposed with a view to helping organizations cope with these changes in a way that supports the experiential knowledge transfer and sharing process so vital to organizational performance and the preservation of worker health.
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Calahorrano, Alicia Zavala, David Plummer, and Gary Day. "Towards a Taxonomy of Workplace “Pressure” in Complex, Volatile, and Emergency Situations." Prehospital and Disaster Medicine 34, s1 (May 2019): s34. http://dx.doi.org/10.1017/s1049023x19000876.
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Introduction:Pressure in the workplace has been studied in a number of settings. Many studies have examined pressure from physiological and psychological perspectives, mainly through studies on stress. Performing under pressure is a fundamentally important workplace issue, not least for complex, volatile, and emergency situations.Aim:This research aims to better understand performance under pressure as experienced by health and emergency staff in the workplace.Methods:Three basic questions underpin the work: (1) how do health and emergency workers experience and make sense of the ‘pressures’ entailed in their jobs? (2) What impacts do these pressures have on their working lives and work performance, both positively and negatively? (3) Can we develop a useful explanatory model for ‘working under pressure’ in complex, volatile, and emergency situations?The present paper addresses the first question regarding the nature of pressure; a subsequent paper will address the question of its impact on performance. Using detailed interviews with workers in a range of roles and from diverse settings across Ecuador, this study set out to better understand the genesis of pressure, how people respond to it, and to gain insights into managing it more effectively, especially with a view to reducing workplace errors and staff burnout. Rather than imposing preformulated definitions of either ‘pressure’ or ‘performance,’ we took an emic approach to gain a fresh understanding of how workers themselves experience, describe and make sense of workplace pressure.Results:This paper catalogs a wide range of pressures as experienced by our participants and maps relationships between them.Discussion:We argue that while individuals are often held responsible for workplace errors, both ‘pressure’ and ‘performance’ are multifactorial, involving individuals, teams, case complexity, expertise, and organizational systems, and these must be taken into account in order to gain better understandings of performing under pressure.
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Lauren, Ben. "Experience Sampling as a Method for Studying In Situ Organizational Communication." Journal of Organizational Knowledge Communication 3, no. 1 (January 24, 2017): 63. http://dx.doi.org/10.7146/jookc.v3i1.24348.
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The communication flows in organizations seem to be in constant state of flux, and this is particularly true when thinking about how the various strategies and mediated practices people use to interact with peers. As organizations work to establish healthy communication workflows, they need insight into how communication around projects exists in situ (i.e., as it happens in the moment) to better understand and support the employee experience so work can get done. The employee experience with communication across different events, settings, and ideologies plays an important role in meeting the intended outcomes of project work, and learning about the in situ communication practices of teams and individual employees remains an important consideration for organizational researchers. This article describes a method for studying in situ communication in the workplace called experience sampling. The goal for this article is to explain how experience sampling can be used to study communicative events in the workplace by drawing from two datasets of original research. From the use of experience sampling depicted in these case studies, the article indicates lessons learned about using experience sampling to study worker’s in situ communication in the workplace.
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Keefe, Bronwyn, Craig Slater, and Karen Jacobs. "DEVELOPMENT AND EVALUATION OF AN INTERPROFESSIONAL LEADERSHIP IN HEALTH CARE CERTIFICATE." Innovation in Aging 7, Supplement_1 (December 1, 2023): 451. http://dx.doi.org/10.1093/geroni/igad104.1484.
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Abstract Leaders of healthcare teams have a critical role in coordinating services to deliver high-quality care to the patients and communities they serve. Leading teams can be challenging in the context of complex healthcare systems, increasing costs, resource limitations, and workforce issues. We created the Interprofessional Leadership in Healthcare Certificate for health professionals who lead, or aspire to lead, interprofessional teams. Learners complete courses relating to interprofessional collaboration, effective communication, mentoring and supervision, business acumen, and contemporary leadership models. The live classroom sessions use Project ECHO® to facilitate technology-enabled, collaborative learning. Participants completed an evaluation survey that included questions about course learning objectives, engagement in learning activities, application of content to professional practice, and interprofessional learning. The survey included open-ended questions about the most helpful aspects of each course and suggestions for changes. Evaluation data for each of the courses were collated across four cohorts. Participants represented over 10 healthcare professions. There was over 90% agreement that content met all of the learning objectives for each course. There was over 90% agreement that participants learned from other professions and engaged in interprofessional collaboration. The qualitative data indicated that learners found that the content helped them to be more intentional with their collaborative and leadership practices in their workplaces. The certificate program had a positive impact on participants’ knowledge, skills, and workplace practices relating to interprofessional collaboration and leadership. This may be attributable to intentional interprofessional collaboration in both program development and learning experiences and the use of the project ECHO model.
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Rayne, Daniel, Heath McDonald, and Civilai Leckie. "Assessing strategic social partnerships between professional sports teams and NPOs in Australian football." International Journal of Sports Marketing and Sponsorship 20, no. 3 (August 5, 2019): 446–61. http://dx.doi.org/10.1108/ijsms-12-2018-0127.
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Purpose The purpose of this paper is to assess corporate social responsibility (CSR) implemented via social partnerships between professional sports teams and not-for-profit organizations according to current theoretical perspectives. Limited resources and outcomes often mean there is a gap between theory and practice, the implications of which are not well understood. Design/methodology/approach Five partnerships in Australian football were analyzed via case study methodology which incorporated interviews, analysis of websites, social media and annual reports. Findings Despite being used as a CSR tool, findings showed most organizations enter these arrangements to achieve instrumental outcomes. Further, such partnerships mostly operate at a basic stage often described as philanthropic. One partnership was seen as more advanced consisting of a workplace plan to enhance diversity. Practical implications It is advocated that managers adopt a more integrated partnership model consisting of formalized objectives, activity implementation, evaluation mechanisms, frequent interaction, top-level leadership involvement and promotion to sufficiently achieve CSR goals. Originality/value Addressing calls from past research into an examination of the variation of CSR in sports, this research is one of the first to compare multiple case studies to assess the strategic implementation of social partnerships in a professional sporting context. Accordingly, the study demonstrates how such partnerships can be evaluated against a prominent theoretical model, the Collaboration Continuum, enabling more robust social partnership strategies.
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Sri Ramoji, Sreeja, and Vishal Singh. "CONCEPTUAL FRAMEWORK TO STUDY TEAM COHESION IN HUMAN-ROBOT TEAMS." Proceedings of the Design Society 3 (June 19, 2023): 1057–66. http://dx.doi.org/10.1017/pds.2023.106.
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Abstractuse-case scenarios, including homes, hospitals, workplaces, and recreation. Though the area of Social Robotics has gained traction in recent years, the majority of the studies so far have studied single-human and single-robot interaction. In comparison, Social Robots are increasingly being placed in human teams, likely affecting team dynamics. On the other hand, Engineering teams work together to deliver outstanding results and the processes in these teams are social. We propose that Social robot can be added to engineering human team to enhance team cohesion and performance. Therefore, this paper presents a preliminary framework towards developing a conceptual framework to study team cohesion in Human-Robot Teams (HRTs) in engineering context, looks at different roles of social robot and how the responses, behaviours, emotions of social robots shape outcomes in the engineering team. The research specifically focuses on team cohesion because team cohesion is reportedly one of the most critical concepts in team dynamics. The paper outlines the research objectives, framework and concept workflow.
Dissertations / Theses on the topic "Teams in the workplace – Case studies"
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Barnes, Deborah M. (Deborah Manning). "Information Use Environment of Self-managed Teams : A Case Study." Thesis, University of North Texas, 1996. https://digital.library.unt.edu/ark:/67531/metadc277880/.
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This research investigated how self-managed teams get the information they need to perform their job tasks. Two important factors prompted this study: the growing importance of self-managed teams in the workplace and the impact of the information system on team performance.
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Mhlongo, Xolani Penuel. "An investigation of the factors that account for the effective implementation of team-based work organisation: case studies of firms in metal fabrication sector in the Western Cape." Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_4885_1182747463.
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The use of one form or another of team based work organization (TBWO) management policies and practices by firms with the aim of improving organizational performance and employee morale is well documented in popular literature. Empirical research has however found that the implementation of TBWO management policies and practices such as TB training, TB incentive schemes, participation in decision making, work teams etc. had minimal influence on the performance of firms (Locke and Schweiger, 1979).
This research investigated the factors, which account for the effective implementation of TBWO management policies and practices with specific emphasis on three firms in the metal fabrications sector. The reason behind the choice of the three firms in the metal fabrication sector in the Western Cape was that these sites offered a rare opportunity to study the process of the implementation of TBWO. It was a rare opportunity because not many firms have embarked on implementing TBWO in South Africa. It was envisaged that the lessons that emerged from this study would be invaluable for firms that intended implementing workplace change. The level of analysis was the shop floor level at the firms as research has shown that this is the level that plays a critical role in the effectiveness of the TB management policies and practices implemented by the firms.
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Borys, David. "The effectiveness of team-based approaches to improving health and safety : case studies from Australian industry in the 1990's." Thesis, The Author [Mt. Helen. Vic.] :, 1997. http://researchonline.federation.edu.au/vital/access/HandleResolver/1959.17/43110.
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"Using case studies from Australian industry, the aim of this research project is to study team members' and their customers perceptions of the effectiveness of team approaches to inmproving health and safety, and to identify the organisational and team factors that may enhance effectiveness."Master of Applied Science
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Clark, Edward William. "Die effek van personeelplasing op dienslewering in die Suid-Afrikaanse Polisiediens : Area Oos-Metropool : Kaapstad." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53370.
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Thesis (MPA)--Stellenbosch University, 2003.ENGLISH ABSTRACT: The General Elections of 27 April 1994 lead the country to a new democracy which caused changes in the political-, social- and constitutional domain in South Africa. This brought about new winds of change in the Public Sector too. The South African Police Service (SAPS) is also identified as a component of the Public Sector and this lead to an investigation of service delivery standards which are rendered to local communities by the SAPS. The hypothesis is that personal placement in the SAPS can have an effect on the organisation's service delivery standards. Various concepts were investigated and defined. Methodological considerations and research methods were applied as guidelines to the underlying principles, for possible answers to the research problem. A theoretical base was established as foundation of a practical investigation. Recruitment, selection and personnel placement are discussed with various references to current legislation includes aspects such as affirmative action and the implications it could have on service delivery. A final practical investigation included the distribution of questionnaires to police members and members of the public in the policing areas under discussion. The answers were processed where upon recommendations were made for the improvement of service delivery in the SAPS. Research was completed in the East Metropole, Cape Town to establish what effect personal placement could have on service delivery in the South African Police Service. The specific policing area (referring to the Area East Metropole) is used as a practical case study as if appears that currently personal placement within the SAPS could be implemented more effectively in order to enhance service delivery to all communities in the East Metropole. Due to personal shortages within the SAPS, these communities encounter problems such as increases in crime on a daily basis. The research process was encouraged by problems experienced by members of the SAPS and the public. Although the research outcome cannot be ruled as a success or failure, it was an attempt to focus on the effect that crime have on the lives of members of the SAPS and communities within the Area East Metropole.
AFRIKAANSE OPSOMMING: Die Algemene Verkiesing op 27 April 1994 het die land gelei na 'n nuwe demokrasie wat tot 'n totale verandering op die politieke-, sosiale- en konstitusionele terrein in Suid-Afrika gevolg het. Dit het die geleentheid geskep vir veelvuldige veranderinge in die Openbare Sektor. Hieronder is die Suid-Afrikaanse Polisiediens (SAPD) ook geïdentifiseer en dit het gelei tot 'n ondersoek in die dienslewering standaarde wat die SAPD aan plaaslike gemeenskappe verskaf. Die hipotese is dat personeelplasing in die SAPD 'n effek kan hê op die organisasie se dienslewering standaard. Verskeie konsepte is ondersoek en gedefinieer. Metodologiese oorwegings en navorsingsmetodes is as riglyne toegepas om 'n moontlike antwoord te vind op die navorsingsprobleem. 'n Teoretiese basis is geskep as fondasie vir 'n praktiese ondersoek. Werwing, keuring en personeelplasing word bespreek met verskeie verwysing na huidige wetgewing op aspekte soos regstellende aksie en die impak wat dit op dienslewering kan hê. 'n Finale praktiese ondersoek het die verspreiding van vraelyste onder polisiebeamptes en lede van plaaslike gemeenskappe in die polisiërings area onder bespreking, ingesluit. Die antwoorde is verwerk, waarna aanbevelings gemaak is tot die verbetering van dienslewering in die SAPO. Navorsing is voltooi in die Area Oos-Metropool, Kaapstad om te bepaal watter effek personeelplasing op dienslewering in die Suid-Afrikaanse Polisiediens kon hê. Hierdie spesifieke polisiëringsgebied (verwysend na die Area Oos-Metropool) word as 'n praktiese gevalle studie aangewend aangesien dit wil voorkom dat personeelplasing in die SAPD tans meer effektief geïmplementeer kan word ten einde dienslewering te verbeter aan alle gemeenskappe in die Oos-Metropool. As gevolg van personeel tekorte binne die SAPD ondervind hierdie gemeenskappe 'n toename in misdaad op 'n daaglikse basis. Die navorsingsproses is aangemoedig deur probleme wat deur lede van die SAPD en publiek ondervind word. Alhoewel die navorsingsuitkoms nie as 'n sukses of mislukking uitgeskakel kan word nie, was dit 'n poging om te fokus op die effek wat misdaad op die lewens van die lede van die SAPD en gemeenskappe in die Area Oos-Metropool het.
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Pitt, Christine Ann, and n/a. "An exploration of groupware as an enabling technology for the learning organisation." University of Canberra. Information Sciences & Engineering, 2003. http://erl.canberra.edu.au./public/adt-AUC20060427.100120.
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The Australian business environment has been changing at an ever-increasing pace
since the mid-1980s. Technological, economic and social changes have altered the
working environment. There have been constant technological advances with
information technology influencing most categories of work. Organisations in public
and private sectors have ongoing expectations of increased productivity, increased
quality of processes and swifter responsiveness to clients. Team roles have changed.
Team members are multi-skilled and work is designed to emphasise the whole task.
The Karpin Industry Task Force described a vision for an Australian business
environment that would, by 2014, be one with a flexible, skilled and motivated
workforce, world class managers, a customer comes first mentality, and an
internationally competitive perspective. These characteristics are congruent with
those of learning organisations.
The aim of this study is to evaluate the suitability of groupware as the supporting
infrastructure for a learning organisation. To do this, the study assesses the use of
technology to support personal and team learning in a learning organisation, studies
the impact of groupware on learning within workgroups, determines the extent to
which communication and learning styles influence its effectiveness, and identifies
ways in which groupware can be used to capture the information used to support
knowledge management in an organisation. Two case studies are used to undertake
this assessment.
Three distinct yet related frameworks underpin this study. The first is that of
Groupware and the related research frameworks of Computer Supported Cooperative
Work (CSCW) and Computer Supported Collaborative Learning (CSCL). The
second is the Learning Organisation and its supporting disciplines. The final
framework is that of learning and the action-oriented learning processes. Each is
examined and the interrelatedness of the frameworks is explored.
The journey to produce this written material has been one of twists and turns, blind
alleys and blinding revelations, observation and reflection. My choice of techniques
has been eclectic, reflecting the breadth of theoretical material covered.
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D'hont, Laura. "Les relations affinitaires au travail : caractérisation, développement et conséquences." Thesis, Paris Sciences et Lettres (ComUE), 2016. http://www.theses.fr/2016PSLED063.
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L’objectif de cette thèse est d’éclairer un phénomène invisible mais prégnant dans les organisations : les relations affinitaires au travail. Articulant les approches en psychosociologie et en philosophie avec une littérature plus récente propre aux sciences de gestion portant sur les réseaux et les workplace friendships, la thèse permet de mieux comprendre les relations affinitaires dans leur caractérisation, leur développement et leurs conséquences en contexte de travail. Basée sur deux niveaux d’analyse, individuel et groupal, la méthodologie se déploie autour de récits de vie et de quatre études de cas d’équipes de travail aux caractéristiques organisationnelles contrastées. Quatre types de relations affinitaires au travail sont ainsi identifiés : les « amis », les « collègues amis », les « amitiés stratégiques » et les « collègues ennemis ». Leur formation est non seulement influencée par des facteurs individuels et inter individuels, mais aussi par la structure et la culture organisationnelles. Leurs conséquences contrastées portent sur le bien-être et la motivation au travail, les relations de collaboration et le fonctionnement des équipes. Cette thèse montre que les relations affinitaires s’avèrent structurantes pour le fonctionnement d’une organisation à fort potentiel de collaborationThe purpose of this dissertation is to understand an invisible but significant phenomenon in organizations: friendship ties at work. The conceptual framework combines philosophy and psychosocial studies with network approach and workplace friendship perspectives from the management literature. It highlights the characterization, development and consequences of friendship ties at work. Through individual and group-level analysis, the methodology is based on life stories and multiple case studies of work teams. Four types of workplace friendships are identified: « personal friends », « work friends », « strategic friends » and « work enemies ». Their development is influenced by individual and inter individual factors as well as organizational structure and culture. Friendship ties have also consequences on well-being, motivation, collaboration and functioning of teams at work. The findings underline that workplace friendships are more structuring for the functioning of organizations based on strong potential of collaboration
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Jacobs, Corneluis Theodorus. "The impact of strength-based leadership on high-performance work teams : a Volkswagen case study." Thesis, Nelson Mandela Metropolitan University, 2012.
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In the modern day organisation where the emphasis is largely on teams rather than individuals, it is of critical importance to have teams who can be regarded as high-performing. High performing teams will ensure that companies can achieve more with less in terms of resources required. However the creation of a high performing team remains a consistent challenge due to innate human behaviour and traits. One of the keys that could assist in the creation of a high-performing work team is a strength-based leadership approach. The study compromised of firstly, the philosophy of strength-based leadership and the underpinnings of this philosophy. Secondly, the author also looked at the high-performance team model, attributes associated with this model and the various theories of how a high-performing team can be created. Thirdly an empirical study was conducted using a selected management team within a major automotive manufacturer that was already following the strength-based leadership approach. The empirical study aimed to establish to what degree this leadership philosophy is being followed as well as gauging the current level of team performance. Finally the empirical findings were correlated with the theoretical back ground established, and recommendations were made. Overall the team studied can be regarded as a high-performing work team, partially due to their approach in following the strength-based leadership approach. Individual team members are very aware of their own strengths as well as those of their fellow team members. The manager also seeks to continually utilize the individual strengths of his team. The team also has a very positive attitude and subsequently team motivation and performance is very high. However conflict resolution is currently a potential barrier to further performance enhancement.
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McHale, Carrie L. (Carrie Lynn). "The Effects of a Performance Improvement Strategy in a Work Team Setting: a Case Study." Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc501257/.
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A popular approach to operating organizations in the 1990s is the implementation of work teams. The current literature offers little information on the use of performance management techniques in work team settings. This case study examined the effects of employing a performance improvement strategy on employee performance in a work team environment comprised of part-time graduate students. The performance improvement strategy included composing job descriptions, job aids (e.g., work organization charts), task request logs and posting weekly and monthly performance feedback. Improvements were observed in some aspects of team performance. Some of the improvement was due to task clarification and improved scheduling produced by the antecedent interventions. Performance feedback had little effect on measured performance but seemed to facilitate discussion and problem-solving.
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Love, Mary Sue. "The case for the work group : the work group context as an antecedent of organizational citizenship behavior /." free to MU campus, to others for purchase, 2001. http://wwwlib.umi.com/cr/mo/fullcit?p3012998.
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Van, Aken Eileen Morton. "A multiple case study on the information system to support self-managing teams /." This resource online, 1991. http://scholar.lib.vt.edu/theses/available/etd-10242009-020331/.
Full textBooks on the topic "Teams in the workplace – Case studies"
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Archer, Ron J. On teams. Chicago: Irwin Professional Publ., 1996.
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D, Diaper, and Sanger C. 1950-, eds. CSCW in practice: An introduction and case studies. London: Springer-Verlag, 1993.
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Sheard, Geoff. Leadership teams: Developing and sustaining high performance. New York: Palgrave Macmillan, 2009.
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Sheard, Geoff. Leadership teams: Developing and sustaining high performance. New York: Palgrave Macmillan, 2009.
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Sheard, Geoff. Leadership teams: Developing and sustaining high performance. New York: Palgrave Macmillan, 2009.
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Kunzmann, Eva. Zirkelarbeit: Evaluation von Kleingruppen in der Praxis. München: R. Hampp, 1991.
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Rippin, Ann. Teamworking. Oxford, U.K: Capstone Pub., 2002.
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Gille, Gerd. Führungseinflüsse auf die Arbeitsorientierung der Arbeitsgruppe unter Berücksichtigung personaler Kontextfaktoren am Beispiel der Meisterei im Industriebetrieb: Regressionsanalytische Untersuchung deutscher Arbeiter als Teilgruppe gemischtnationaler Meistereien mit Hilfe von Pfadmodellen. Münster: Lit, 1990.
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Durcan, J. W. The manager as coach: Developing your team for maximum performance. London: Financial Times/Pitman Pub., 1994.
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D, Power R. J., ed. Cooperation among organizations: The potential of computer supported cooperative work. Berlin: New York, 1993.
Find full textBook chapters on the topic "Teams in the workplace – Case studies"
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Barabasch, Antje, and Anna Keller. "Individualizing Workplace Learning with Digital Technologies." In Digital Transformation of Learning Organizations, 115–30. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-55878-9_7.
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AbstractVocational education and training (VET) at Swiss enterprises includes the work with various digital technologies. They ease administration of work hours, work tasks, evaluations or log book remarks; they support communication with peers, co-workers and trainers; and they come in handy for idea development and creative work. Overarching trends in terms of changing learning cultures in apprenticeship training, such as individualization, flexibilization, self-organized learning, project work or coaching, support the introduction of these technologies and also benefit from them. Based on three in-depth case studies, results on the usage and impact of digital technologies will be presented. This chapter addresses the following research questions: Which digital tools are used in workplace training? What are potential benefits and extended justifications for the use of digital tools? How are modern learning cultures impacting the use of digital tools? We will outline how and where digital technologies are used at the workplace in apprenticeship training, why management has introduced them and how apprentices and their trainers benefit from it. Based on our findings, we will draw conclusions about how learning cultures are influencing the use of technologies and vice versa how the introduction of these technologies shapes innovative learning cultures in VET.
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Holbrook, Christina M., David E. Bixler, Eugene A. Rugala, and Carri Casteel. "Case Studies." In Workplace Violence, 70–77. First Edition. | New York : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781315369686-8.
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Keena, Naomi, and Avi Friedman. "Case Studies Teams." In Sustainable Housing in a Circular Economy, 367–68. London: Routledge, 2024. http://dx.doi.org/10.4324/9781003333975-17.
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Mishra, Paresh, and Suresh Kalagnanam. "Case Studies." In Palgrave Studies in Workplace Spirituality and Fulfillment, 153–71. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-90669-6_8.
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Shivakumar, Shailesh Kumar. "EXP Case Studies." In Build a Next-Generation Digital Workplace, 335–56. Berkeley, CA: Apress, 2019. http://dx.doi.org/10.1007/978-1-4842-5512-4_12.
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Mayock, Ellen. "Gender Shrapnel Case Studies." In Gender Shrapnel in the Academic Workplace, 205–8. New York: Palgrave Macmillan US, 2016. http://dx.doi.org/10.1057/978-1-137-50830-0_15.
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Abdel-Kader, Magdy G., and Erin Yu-Ching Lin. "Cross Case-Studies Analysis." In Performance Measurement of New Product Development Teams, 170–86. London: Palgrave Macmillan UK, 2009. http://dx.doi.org/10.1057/9780230584273_7.
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Davis, G., E. Moloney, M. da Palma, Kerrie L. Mengersen, and F. Harden. "Workplace Health and Workplace Wellness: Synergistic or Disconnected?" In Case Studies in Applied Bayesian Data Science, 303–26. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-42553-1_12.
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Hilsen, Anne Inga, and Dorothy Sutherland Olsen. "Over 50s at Work: Findings from Case Studies." In The Importance and Value of Older Employees, 49–68. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-16-2861-0_5.
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AbstractIn this chapter we present the findings from individual and group interviews. We have tried to adhere as much as possible to their descriptions, examples and terms in the following. The data comes largely from interviews, and most of the data was collected using individual face-to-face interviews, group interviews and plenary discussions at larger more formal gatherings of employees. In these interviews and discussions participants were asked to reflect on their own competence and how they perceive the long career competence of older workers in their specific workplaces.
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Woolley, Stephen, and Emma Hutley. "An Outbreak of Nontyphoid Salmonellosis in the Workplace." In Case Studies in Infection Control, 245–54. London; New York : Taylor & Francis Group, [2018]: Garland Science, 2018. http://dx.doi.org/10.1201/9780203733318-21.
Full textConference papers on the topic "Teams in the workplace – Case studies"
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Barata, João, and Rui Miguel. "Fashion Designers' Creativity inside Organizations & Job Satisfaction – A case study." In 14th International Conference on Applied Human Factors and Ergonomics (AHFE 2023). AHFE International, 2023. http://dx.doi.org/10.54941/ahfe1003319.
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Creativity leads to innovation hence to new ways to be more competitive in the current economic situation. Fashion brands and organizations have been improving this magic formula since decades and studies on organizational creativity have bloomed. Originally published in 1939, the Hawthorne experience from Roethlisberger and William (2003), highlighted the importance of the workers’ job satisfaction (JS) to augment the levels of productivity inside organizations (Judge et al., 2001; Őnday, 2016). Regardless of how satisfied a given fashion designer is, one cannot deny that the level of JS will provoke a wave of behaviors and attitudes which will influence every element within the organizational system. In this study, validated correlations are presented to prove and showcase the importance of the fashion designers’ JS, and how it is connected to micro and macro contexts inside the workplace. The 114 (n=114) valid answers to an enquiry aiming to understand the role of different variables influencing the fashion designers’ self-perceived creativity (SPC) inside the organizations, unveiled several and statistical relevant correlations connecting different organizational contexts with workers’ JS. Organizational climate and culture (OCC) and SPC showcased strong correlations with JS (Barata & Miguel, 2022) as well as individual motivation (IM), as suggested by Amabile (1997) when referring that creativity has much to do with loving the work one does and Judge et al., (2001) regarding the role of passion to predict JS. The group climate (GC) presented a moderate influence in the JS rates (Rs=0,547) once group climate can influence trust, autonomy, safety, behaviors, workflow, among other topics within the working teams. As stated in the theory, models and instruments to measure organizational creative climate and innovation (e.g., Amabile & Pratt, 2016; Blomberg & Kallio, 2017; Ekvall, 1996), well defined goals and criteria for excellence (GCE) are correlated to JS in a positive moderate sense (Rs=0,472). The existence of resources (RE) within the workplace are directly linked to increased JS; they are correlated in a moderate and positive way (Rs=0,514) as they are tied to the perception and feeling of how far one’s creative developments may reach (T. M. Amabile & Pratt, 2016; Andriopoulos & Lewis, 2010; Epstein et al., 2013; Woodman et al., 1993).Considering the positive correlations (0 to 1), the study provides clear evidence of unidirectional symbiotic ratio between JS, IM, SPC, OCC, GC, GCE and RE.
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Devarapalli, Ratna, and Vijaya Lakshmi Velivelli. "The Ergonomics Edge for Small Enterprises – Case Studies from the State of Telangana, India." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002665.
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Terms like Ergonomic Fit, Ergonomic design, ergonomically correct / incorrect, etc have become synonymous with the term ‘Ergonomics’ and anyone interested increasing output / productivity without compromising on comfort. These terms have become a common phrase when talking about the design of tools and equipment or any design for that matter. But the word ‘Ergonomics’ has a great mystic around it because off its link with Engineering and industry especially when it comes to small industries. There are still a lot of apprehensions and doubts with the application of ergonomics at the small / medium enterprises. Hence there is need to understand and explain what constitutes good ergonomic design and how to understand what is "ergonomically in correct product" and choose products / changes which are not very expensive / involve major cost incurring for the small and medium enterprises. Four key physical risk factors associated with complaints of discomfort in the work environment such as: awkward postures, biomechanical stresses, repetition and force and environmental factors. For which the key is to eliminate the risk by providing a well-designed environment and affordable costs. It can also be mentioned as the process of adapting a space to meet human requirements which involves the study of how the human body functions in order to design spaces, furniture and devices which reduce fatigue and discomfort to improve operability and productivity along with affordability. While an increased emphasis on this concept, research data generated both corporate and at educational research centres over the past few years has shown that minor / minimum changes can amount to major benefits. With this objective, The department of Resource Management and Consumer Science (RMCS), College of Community Science (previously Home Science) has been teaching and conducting student research in the area of Ergonomics in various small enterprises in Telangana, India and this paper explains and highlights the importance of minor, small ergonomic cost effective interventions like extension of a handle, adding a sheath to the handle, increasing the height of the seating / workplace, improving the lighting, ensuring good ventilation have received good response from the users. This paper gives the details of all such research interventions done with the small and medium enterprises like weaving, metal and basketry works, classroom furniture etc, in the last 15years by the PG and PhD students and how the cost effective ergonomic edge was obtained or can be obtained and further demystify ergonomics for all.
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Guo, Wanwu. "Guiding Students Learning Project Team Management from Their Own Practice." In InSITE 2004: Informing Science + IT Education Conference. Informing Science Institute, 2004. http://dx.doi.org/10.28945/2841.
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Project development is scheduled in the final year study of undergraduate students in computer science, software engineering, information technology, and other relevant programs. This final project provides students an opportunity to integrate all the skills and knowledge learnt from their previous studies into real practice. Experience in supervising student projects shows that student’s ability in working collaboratively in a teamwork environment is the most influential factor on the quality of a student project. However, managing a student project team is significantly different from managing a real project in a workplace. This paper reports the practice of guiding students handling internal collaboration in a team environment during IT project development. Firstly, a practical guideline in dealing with human incompatibility in a project team is introduced to students in the beginning of their project development. During the course, when an event occurs, except in some extreme circumstances, the supervisor only gives students advice on all the possible solutions and their corresponding consequences according to the nature of the event. It is the students in the project team who make the final decision on which action they should take on resolving the problem encountered. This gives students more responsibility in managing their own project team, from which students will learn much more in handling human-related issues effectively than from textbooks. The case studies presented in this paper show that this approach is useful.
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van der Ven, Marcel A. "When Organizational Culture And Climate Stimulate Our Creativity And Accelerate Innovation." In 14th European Conference on Creativity in Innovation. AIJR Publisher, 2023. http://dx.doi.org/10.21467/proceedings.154.20.
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Purpose – Methods and techniques help us foster creativity and accelerate innovation. But it isn’t helpful if the environment does not motivate, is not safe and does not offer support? This article shows managers how their attitude and behaviour influence the innovation climate in a team or an organization. A method with twelve clarifying perspectives enables the reader to create an innovation climate in his own team or organization that stimulates creativity and accelerates innovation. Design/methodology/approach – This article brings science to the workplace. It is a summary of the recent published book Innovatiekracht; over organisatiecultuur en hoe mensen het verschil maken. (see references). In this book, 35 years of experience in leading creative teams is enriched with the results of more than 200 scientific studies on attitude and behaviour of people in organizations. Concepts that are as unambiguous as possible have been developed that are recognizable and influenceable for a manager in practice. The key question was “what is the cause of this?”. Once that question remained unanswered, only the essence of what drives people to behave innovatively within an organization remained. Originality/value – Much has been written about the influence of culture and climate in organisations, but never so specific and measurable in relation to creativity and innovation. What makes the method especially valuable is, on the one hand, the perceptual framework that is provided with which managers can interpret situations and, on the other hand, a common language is available for communicating about something as difficult to grasp as the organizational culture.
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Rantala, Minna, Maria Lindholm, Sari Tappura, and Jouni Kivistö Rahnasto. "Criteria for Successful Occupational Health and Safety Risk Assessment: A Systematic Review." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002644.
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The use of the different kind of occupational health and safety risk assessment (OHS risk assessments) methods has become a standard procedure in the workplaces. A vast number of methods exist and some of them are even standardized. As an example, the prevailing practice in Finland has been to utilize the Workplace Risk Assessment Workbook, consisting of the hazard identification checklists and the risk matrix-based decision-making protocol. Even though OHS risk assessments are widely used in the workplaces, not much is known about the factors contributing to the success of the assessments nor are there definite criteria for a successful OHS risk assessment. Furthermore, previous studies show that often companies do nothing to assess the success of the risk assessments. In this study, a systematic literature review was carried out to determine the factors contributing to the success of the OHS risk assessment process. The research covers existing full text and peer-reviewed literature in Scopus and Web of Science databases. Due to the several and devastating accidents in the 1970s, which led to the need for international occupational health and safety standards, the literature review was extended to cover the past 50 years. References were loaded and duplicates were removed. All articles addressing the quality or success of the OHS risk assessment were selected. The PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) -flowchart was applied to describe the search process and the number of search results. In addition, the 16-item PRISMA for Searching (PRISMA-S) -checklist was applied when documenting and reporting the search. A complete list of the articles and findings will be presented at the conference. Preliminary results suggest that factors affecting the quality (including process factors and methodological factors as well as team and individual factors) of OHS risk assessment appear to be, for example, the design phase, the quality of the background information, the selected method, the identification of hazards, the accuracy of the frequency and consequence analysis, resources, the completeness of documentation and consultation and cooperation with relevant stakeholders. Some publications also adduced the importance of the composition of the OHS risk assessment team. Attention should be paid to the number of participants and how their knowledge and skills affect the results. In the literature, there were also studies from the early 1990s on the quality of risk analysis. (QUASA-method). It was suggested that the requirements for a safety analysis vary case by case and therefore the multiple sets of criteria are needed to cover all situations. The QUASA-method aimed to provide guidance for assessing the quality of the risk assessment process in different situations.
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Zhukov, Yury, and Bing Dai. "Understanding the Development of Dynamic Informal Capabilities in Enhancing Project-Based Assessments and Facilitating Programme Development." In ITP Research Symposium 2022. Unitec ePress, 2023. http://dx.doi.org/10.34074/proc.2302009.
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Within the tertiary education system of Aotearoa New Zealand, polytechnics are positioned as institutions with a focus on applied, experiential and employment-oriented learning. Considering the pace of change in the workplace, it is highly unlikely that educational programmes that develop and capture only formal learning outcomes can effectively prepare work-ready graduates. Capitalising on informal achievement and recognising competencies outside of the learning outcomes or the graduate outcomes is critical. The goal of this research is to explore the transitioning of emergent spontaneous demonstrations of competencies into facilitated competencies to enhance the consistency of informal achievement across different courses and use them as a mechanism for versatile adaptation to the job-market needs. In this case, spontaneous informal achievements are defined as capabilities demonstrated by students that had not been planned for or expected in the formal programme documents, whereas the facilitated informal achievements are planned through course design, yet not recognised in the learning outcomes for the programme (hence, informal). The data collected for the case study includes multiple data sets from ten practical student-team projects, which were implemented in two study blocks in 2020 as part of Leadership in Action, an undergraduate course in the Applied Management programme of studies at Otago Polytechnic Auckland International Campus (OPAIC). The analysis found that across all ten projects the students demonstrated a total of 36 different competencies, with 17 formal competencies, 13 informal facilitated competencies, and six informal spontaneous competencies. The research explored the key competency areas and suggested a workflow model to implement a culture of recognising informal achievements in vocational education organisations. The implementation of the workflow model is expected to increase levels of student engagement and satisfaction with project work, and allow them to develop skills and competencies that would otherwise be overlooked in their formal programme of studies.
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Anne Elizabeth Dare, Rabi H Mohtar, and John H Lumkes. "Global Design Teams: Case Studies of Student and Community Impact." In 2011 Louisville, Kentucky, August 7 - August 10, 2011. St. Joseph, MI: American Society of Agricultural and Biological Engineers, 2011. http://dx.doi.org/10.13031/2013.38134.
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Shahedi, Sara, Alfredo Augusto Vieira Soeiro, and Sara Maheronnaghsh. "A framework to implement Occupational health and safety innovation." In 4th Symposium on Occupational Safety and Health. FEUP, 2021. http://dx.doi.org/10.24840/978-972-752-279-8_0043-0048.
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Background and objectives: Being able to compete in the market needs sustainable development. Occupational safety and health Innovation process is one of the most important procedures helping companies to achieve their goal and to win the competition as radical change in the workers’ environment, enhancing the profitability of companies. However, most research and discussion of innovations are focused on product development and/or process improvement, disregarding workplace and service innovation. This study will outline the general terms related to safety innovation and how the process can get managed using some techniques to implement a framework in a company. In this case, the objectives of the study are to introduce the innovation in OHS and to introducea model including some techniques for industries to apply innovation in occupational safety and health. Methodology: To apply Innovation in occupational safety and health, the first step is to indicate the importance of innovation. To do so, a major review of studies focusing on occupational safety and health and innovation were required. The second step in this part is to define a frame work for innovation in safety and health, by reviewing those introduced frameworks in both innovation and health and safety researches. Results and conclusions: As a result, the importance of innovation has been searched and emphasized. On the other hand, a 6 step framework has been introduced and the details of applying the framework has been expanded. The frame work employs 6 continues steps starting by TIPS technique which is followed by JTBD. Based on the result, the framework can be applied. The introduced steps are as follow: Identifying Innovation Projects, Scoping and Focusing Innovation Projects, Leveraging Brainpower and Turbo-Charging Creativity, Selecting the Best Ideas for Further Development and Design, Evaluating How New Products/Services Perform Prior to Their Release, Problem Diagnosis and Improvement Prior to Commercialization. Following these steps as a framework may increase the efficiency of the company however, there is a huge need of several case studies in long term to assess the result and to compare the efficiency of the introduced framework.
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Thomson, Chistopher David, Mike Holcombe, and Anthony J. H. Simons. "What Makes Testing Work: Nine Case Studies of Software Development Teams." In 2009 Testing: Academic and Industrial Conference - Practice and Research Techniques. IEEE, 2009. http://dx.doi.org/10.1109/taicpart.2009.12.
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Roosipõld, Anne, Mare Kurvits, and Krista Loogma. "UNDERSTANDING OF WORKPLACE SUPERVISION IN VOCATIONAL AND HIGHER EDUCATION. THE CASE OF HOSPITALITY STUDIES." In 15th International Conference on Education and New Learning Technologies. IATED, 2023. http://dx.doi.org/10.21125/edulearn.2023.0782.
Full textReports on the topic "Teams in the workplace – Case studies"
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Gershberg, Alec, and Deborah Spindelman. Politics, Accountability, and Learning: Insights from the RISE Programme’s Political Economy Case Studies. Research on Improving Systems of Education (RISE), March 2023. http://dx.doi.org/10.35489/bsg-rise-2023/pe14.
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The RISE (Research on Improving Systems of Education) Programme political economy team focused on “adoption” (PET-A) examines the political conditions required to put learning at the center of an education system. This work stream has produced 12 historical case studies and three synthesis papers which draw on this rich material. This paper is part of the latter effort and offers a comparative analysis across five of the countries with RISE Country Research Teams (Ethiopia, Indonesia, Pakistan, Tanzania, and Vietnam), as well as additional case studies focusing on Chile and Peru. Building on the RISE systems framework (Pritchett, 2015), our political economy analysis incorporates issues of competing interests, power, and political strategy. We focus on the promoters and blockers of learning-oriented education reform and their respective powers and strategies to parse out the political contestations that are endemic to the reform processes that impact system coherence around learning. In this paper, we present a binding constraints framework to explore what a politics for learning might look like and examine areas of intervention that present critical bottlenecks impeding a country’s ability to deliver learning outcomes which, if addressed, pose the potential for large impact relative to other constraints. We draw upon the PET-A country case studies to include analysis of different factions and reform champions within government, including but not limited to the executive office (president/prime minister), Ministry of Finance, Ministry of Education, competing ministries, decentralized government levels, and local leaders. In doing, we elucidate how politics permeate nearly all accountability relationships in education systems and the likelihood that any given program will positively impact learning.
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Cruces, Guillermo. IDB RES Project on Quality of Life in Urban Neighborhoods: The Case of Buenos Aires. Inter-American Development Bank, September 2008. http://dx.doi.org/10.18235/0006869.
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This presentation discusses the IDB-RES project conducted in the neighborhood of Buenos Aires. This project was an opportunity to carry out in-depth studies throughout the region and contained true positive externalities including: interaction among research teams, with academic advisors and with IDB staff, which led to the sharing of information and collaborative research. Each team concentrated on each cities' characteristics and salient issues and the process resulted in new data sources, original methodological development and interesting policy results. This presentation was presented at the IDB-OECD Seminar "Monitoring the Urban Quality of Life in Latin America: The Urban Dimension" held in Paris, France on September 26th, 2008.
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Vecherin, Sergey, Derek Chang, Emily Wells, Benjamin Trump, Aaron Meyer, Jacob Desmond, Kyle Dunn, Maxim Kitsak, and Igor Linkov. Assessment of the COVID-19 infection risk at a workplace through stochastic microexposure modeling. Engineer Research and Development Center (U.S.), March 2022. http://dx.doi.org/10.21079/11681/43740.
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The COVID-19 pandemic has a significant impact on economy. Decisions regarding the reopening of businesses should account for infection risks. This paper describes a novel model for COVID-19 infection risks and policy evaluations. The model combines the best principles of the agent-based, microexposure, and probabilistic modeling approaches. It takes into account specifics of a workplace, mask efficiency, and daily routines of employees, but does not require specific interagent rules for simulations. Likewise, it does not require knowledge of microscopic disease related parameters. Instead, the risk of infection is aggregated into the probability of infection, which depends on the duration and distance of every contact. The probability of infection at the end of a workday is found using rigorous probabilistic rules. Unlike previous models, this approach requires only a few reference data points for calibration, which are more easily collected via empirical studies. The application of the model is demonstrated for a typical office environment and for a real-world case. The proposed model allows for effective risk assessment and policy evaluation when there are large uncertainties about the disease, making it particularly suitable for COVID-19 risk assessments.
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Khan, Mahreen. Lessons from Adaptive Programming. Institute of Development Studies, September 2022. http://dx.doi.org/10.19088/k4d.2022.142.
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The aim of adaptive programming (AP) is to produce adaptive, flexible, iterative, responsive, problem-driven, politically smart, locally led programmes which are effective and efficient and meet donor requirements for accountability. This is a rapid desk review of recent literature on AP including academic and grey sources. Section 2 covers the main challenges and barriers to successful implementation of AP. Key success factors are covered in Section 3. Selecting the appropriate monitoring and evaluation tools such as outcome harvesting or adapted versions of Value for Money to assist in measuring outcomes and embedding learning is key to successful AP, particularly in governance programmes, where results are usually long-term, non-linear and causality can be difficult to specifically trace back to the donor-funded intervention. Section 4 details three case studies from the governance arena as this report was requested to assist in designing adaptive governance programmes. Thus, the State Accountability and Voice Initiative (SAVI) from Nigeria, Chakua Hatua from Tanzania, and Within and Without the State (WWS) from conflict regions are included to show how flexible indicators, donor communication and negotiation, empowering teams and adopting monitoring and evaluation tools assisted in successful AP outcomes in different locations and political contexts. The challenges faced and drawbacks of certain processes were fed into efficient feedback loops fostering cross-communication, adaptation, and modification to ensure procedures and policies were changed accordingly. Sources used are primarily from the previous 5 years, as per K4D norms, unless the work is seminal, such as the ODI Report (2016) Doing Development Differently, which encouraged over 60 countries to sign up for the AP methodology. This review found a substantive body of literature on AP methodology the relative recency of academic attention on AP in the development less evidence is available on case studies of AP in the development sector, as there are not many ongoing projects and even fewer have been completed and results assessed (ICF, 2019). There is also a lack of case studies on how dynamic, empowered, innovative teams successfully apply adaptive programming ideas, particularly providing behavioural insights about such teams (Cooke, 2017) as well as little attention to precipitating and sustaining behaviour change in institutions over the longer term (Power, 2017).
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Sousa, Honorato, Filipe Manuel Clemente, Élvio Rúbio Gouveia, Adam Field, and Hugo Sarmento. Effects of changing the head coach on soccer team’s performance: A systematic review. INPLASY - International Platform of Registered Systematic Review and Meta-analysis Protocols, June 2022. http://dx.doi.org/10.37766/inplasy2022.6.0060.
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Review question / Objective: The aim of this systematic review is to analyze the effects of changing the soccer head coach on the overall team’s performance, locomotor demands of players, technical/tactical responses of players, and psychological responses of players. Eligibility criteria: P: Among professional soccer players what is the effect of head-coach replacement; E: Exposure to the change of the head-coach; C: Last weeks of the fired head-coach compared with the first weeks of the new head-coach; O: locomotor performance, sports results, mental health metrics. Inclusion criteria will be: (1) articles written in English; (2) carried out in professional football teams. Studies will be excluded if: (1) written in another language other than the one selected; (2) in the case of theses, books and non-scientific articles.
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Georgalakis, James, Saira Ahmed, Vaqar Ahmed, Marjorie Alain, Karine Gatellier, Ricardo Fort, Abid Suleri, et al. Stories of Change: Covid-19 Responses for Equity. Institute of Development Studies, December 2023. http://dx.doi.org/10.19088/core.2023.018.
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Covid-19 Responses for Equity (CORE) was a three-year, CA$25m rapid research initiative that brought together 20 research projects to understand the socioeconomic impacts of the pandemic, improve existing responses, and generate better policy options for recovery. The research, funded by the Canadian International Development Research Centre (IDRC), took place across 42 countries in Africa, Asia, Latin America and the Middle East. The Institute of Development Studies (IDS) supported CORE to maximise the learning generated across the research portfolio and deepen engagement with governments, civil society, and the scientific community. This publication celebrates the impact of that research, and highlights Stories of Change from seven of the CORE projects that successfully influenced policy, practice, and understandings of the crisis. Collectively, these individual case studies provide a narrative about the nature of research impact in emergencies and the implications for the design and delivery of future rapid response research initiatives. There are clear lessons around the importance of organisational reputation, and the value of co-designing research with decision makers whilst simultaneously taking a critical position. Every story here emphasises the need to understand political context and to explore the trade-offs between research rigour and the timeliness of evidence. Above all, they illustrate the value of flexible funding arrangements that enable local teams to respond to fast-moving crises. These stories demonstrate unequivocally the value of locally led research responses to emergencies with the right international flow of resources and support. CORE’s research teams were well-placed to bring together communities, civil society organisations, and governments to create a space for vulnerable and marginalised groups to discuss their lived experiences of the pandemic and bring these perspectives into policy conversations. Their success hinged on their hyper-local knowledge and their unswerving focus on providing real-time evidence to advocate for the wellbeing of affected communities.
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Engel, Bernard, Yael Edan, James Simon, Hanoch Pasternak, and Shimon Edelman. Neural Networks for Quality Sorting of Agricultural Produce. United States Department of Agriculture, July 1996. http://dx.doi.org/10.32747/1996.7613033.bard.
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The objectives of this project were to develop procedures and models, based on neural networks, for quality sorting of agricultural produce. Two research teams, one in Purdue University and the other in Israel, coordinated their research efforts on different aspects of each objective utilizing both melons and tomatoes as case studies. At Purdue: An expert system was developed to measure variances in human grading. Data were acquired from eight sensors: vision, two firmness sensors (destructive and nondestructive), chlorophyll from fluorescence, color sensor, electronic sniffer for odor detection, refractometer and a scale (mass). Data were analyzed and provided input for five classification models. Chlorophyll from fluorescence was found to give the best estimation for ripeness stage while the combination of machine vision and firmness from impact performed best for quality sorting. A new algorithm was developed to estimate and minimize training size for supervised classification. A new criteria was established to choose a training set such that a recurrent auto-associative memory neural network is stabilized. Moreover, this method provides for rapid and accurate updating of the classifier over growing seasons, production environments and cultivars. Different classification approaches (parametric and non-parametric) for grading were examined. Statistical methods were found to be as accurate as neural networks in grading. Classification models by voting did not enhance the classification significantly. A hybrid model that incorporated heuristic rules and either a numerical classifier or neural network was found to be superior in classification accuracy with half the required processing of solely the numerical classifier or neural network. In Israel: A multi-sensing approach utilizing non-destructive sensors was developed. Shape, color, stem identification, surface defects and bruises were measured using a color image processing system. Flavor parameters (sugar, acidity, volatiles) and ripeness were measured using a near-infrared system and an electronic sniffer. Mechanical properties were measured using three sensors: drop impact, resonance frequency and cyclic deformation. Classification algorithms for quality sorting of fruit based on multi-sensory data were developed and implemented. The algorithms included a dynamic artificial neural network, a back propagation neural network and multiple linear regression. Results indicated that classification based on multiple sensors may be applied in real-time sorting and can improve overall classification. Advanced image processing algorithms were developed for shape determination, bruise and stem identification and general color and color homogeneity. An unsupervised method was developed to extract necessary vision features. The primary advantage of the algorithms developed is their ability to learn to determine the visual quality of almost any fruit or vegetable with no need for specific modification and no a-priori knowledge. Moreover, since there is no assumption as to the type of blemish to be characterized, the algorithm is capable of distinguishing between stems and bruises. This enables sorting of fruit without knowing the fruits' orientation. A new algorithm for on-line clustering of data was developed. The algorithm's adaptability is designed to overcome some of the difficulties encountered when incrementally clustering sparse data and preserves information even with memory constraints. Large quantities of data (many images) of high dimensionality (due to multiple sensors) and new information arriving incrementally (a function of the temporal dynamics of any natural process) can now be processed. Furhermore, since the learning is done on-line, it can be implemented in real-time. The methodology developed was tested to determine external quality of tomatoes based on visual information. An improved model for color sorting which is stable and does not require recalibration for each season was developed for color determination. Excellent classification results were obtained for both color and firmness classification. Results indicted that maturity classification can be obtained using a drop-impact and a vision sensor in order to predict the storability and marketing of harvested fruits. In conclusion: We have been able to define quantitatively the critical parameters in the quality sorting and grading of both fresh market cantaloupes and tomatoes. We have been able to accomplish this using nondestructive measurements and in a manner consistent with expert human grading and in accordance with market acceptance. This research constructed and used large databases of both commodities, for comparative evaluation and optimization of expert system, statistical and/or neural network models. The models developed in this research were successfully tested, and should be applicable to a wide range of other fruits and vegetables. These findings are valuable for the development of on-line grading and sorting of agricultural produce through the incorporation of multiple measurement inputs that rapidly define quality in an automated manner, and in a manner consistent with the human graders and inspectors.
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Rankin, Nicole, Deborah McGregor, Candice Donnelly, Bethany Van Dort, Richard De Abreu Lourenco, Anne Cust, and Emily Stone. Lung cancer screening using low-dose computed tomography for high risk populations: Investigating effectiveness and screening program implementation considerations: An Evidence Check rapid review brokered by the Sax Institute (www.saxinstitute.org.au) for the Cancer Institute NSW. The Sax Institute, October 2019. http://dx.doi.org/10.57022/clzt5093.
Full textAbstract:
Background Lung cancer is the number one cause of cancer death worldwide.(1) It is the fifth most commonly diagnosed cancer in Australia (12,741 cases diagnosed in 2018) and the leading cause of cancer death.(2) The number of years of potential life lost to lung cancer in Australia is estimated to be 58,450, similar to that of colorectal and breast cancer combined.(3) While tobacco control strategies are most effective for disease prevention in the general population, early detection via low dose computed tomography (LDCT) screening in high-risk populations is a viable option for detecting asymptomatic disease in current (13%) and former (24%) Australian smokers.(4) The purpose of this Evidence Check review is to identify and analyse existing and emerging evidence for LDCT lung cancer screening in high-risk individuals to guide future program and policy planning. Evidence Check questions This review aimed to address the following questions: 1. What is the evidence for the effectiveness of lung cancer screening for higher-risk individuals? 2. What is the evidence of potential harms from lung cancer screening for higher-risk individuals? 3. What are the main components of recent major lung cancer screening programs or trials? 4. What is the cost-effectiveness of lung cancer screening programs (include studies of cost–utility)? Summary of methods The authors searched the peer-reviewed literature across three databases (MEDLINE, PsycINFO and Embase) for existing systematic reviews and original studies published between 1 January 2009 and 8 August 2019. Fifteen systematic reviews (of which 8 were contemporary) and 64 original publications met the inclusion criteria set across the four questions. Key findings Question 1: What is the evidence for the effectiveness of lung cancer screening for higher-risk individuals? There is sufficient evidence from systematic reviews and meta-analyses of combined (pooled) data from screening trials (of high-risk individuals) to indicate that LDCT examination is clinically effective in reducing lung cancer mortality. In 2011, the landmark National Lung Cancer Screening Trial (NLST, a large-scale randomised controlled trial [RCT] conducted in the US) reported a 20% (95% CI 6.8% – 26.7%; P=0.004) relative reduction in mortality among long-term heavy smokers over three rounds of annual screening. High-risk eligibility criteria was defined as people aged 55–74 years with a smoking history of ≥30 pack-years (years in which a smoker has consumed 20-plus cigarettes each day) and, for former smokers, ≥30 pack-years and have quit within the past 15 years.(5) All-cause mortality was reduced by 6.7% (95% CI, 1.2% – 13.6%; P=0.02). Initial data from the second landmark RCT, the NEderlands-Leuvens Longkanker Screenings ONderzoek (known as the NELSON trial), have found an even greater reduction of 26% (95% CI, 9% – 41%) in lung cancer mortality, with full trial results yet to be published.(6, 7) Pooled analyses, including several smaller-scale European LDCT screening trials insufficiently powered in their own right, collectively demonstrate a statistically significant reduction in lung cancer mortality (RR 0.82, 95% CI 0.73–0.91).(8) Despite the reduction in all-cause mortality found in the NLST, pooled analyses of seven trials found no statistically significant difference in all-cause mortality (RR 0.95, 95% CI 0.90–1.00).(8) However, cancer-specific mortality is currently the most relevant outcome in cancer screening trials. These seven trials demonstrated a significantly greater proportion of early stage cancers in LDCT groups compared with controls (RR 2.08, 95% CI 1.43–3.03). Thus, when considering results across mortality outcomes and early stage cancers diagnosed, LDCT screening is considered to be clinically effective. Question 2: What is the evidence of potential harms from lung cancer screening for higher-risk individuals? The harms of LDCT lung cancer screening include false positive tests and the consequences of unnecessary invasive follow-up procedures for conditions that are eventually diagnosed as benign. While LDCT screening leads to an increased frequency of invasive procedures, it does not result in greater mortality soon after an invasive procedure (in trial settings when compared with the control arm).(8) Overdiagnosis, exposure to radiation, psychological distress and an impact on quality of life are other known harms. Systematic review evidence indicates the benefits of LDCT screening are likely to outweigh the harms. The potential harms are likely to be reduced as refinements are made to LDCT screening protocols through: i) the application of risk predication models (e.g. the PLCOm2012), which enable a more accurate selection of the high-risk population through the use of specific criteria (beyond age and smoking history); ii) the use of nodule management algorithms (e.g. Lung-RADS, PanCan), which assist in the diagnostic evaluation of screen-detected nodules and cancers (e.g. more precise volumetric assessment of nodules); and, iii) more judicious selection of patients for invasive procedures. Recent evidence suggests a positive LDCT result may transiently increase psychological distress but does not have long-term adverse effects on psychological distress or health-related quality of life (HRQoL). With regards to smoking cessation, there is no evidence to suggest screening participation invokes a false sense of assurance in smokers, nor a reduction in motivation to quit. The NELSON and Danish trials found no difference in smoking cessation rates between LDCT screening and control groups. Higher net cessation rates, compared with general population, suggest those who participate in screening trials may already be motivated to quit. Question 3: What are the main components of recent major lung cancer screening programs or trials? There are no systematic reviews that capture the main components of recent major lung cancer screening trials and programs. We extracted evidence from original studies and clinical guidance documents and organised this into key groups to form a concise set of components for potential implementation of a national lung cancer screening program in Australia: 1. Identifying the high-risk population: recruitment, eligibility, selection and referral 2. Educating the public, people at high risk and healthcare providers; this includes creating awareness of lung cancer, the benefits and harms of LDCT screening, and shared decision-making 3. Components necessary for health services to deliver a screening program: a. Planning phase: e.g. human resources to coordinate the program, electronic data systems that integrate medical records information and link to an established national registry b. Implementation phase: e.g. human and technological resources required to conduct LDCT examinations, interpretation of reports and communication of results to participants c. Monitoring and evaluation phase: e.g. monitoring outcomes across patients, radiological reporting, compliance with established standards and a quality assurance program 4. Data reporting and research, e.g. audit and feedback to multidisciplinary teams, reporting outcomes to enhance international research into LDCT screening 5. Incorporation of smoking cessation interventions, e.g. specific programs designed for LDCT screening or referral to existing community or hospital-based services that deliver cessation interventions. Most original studies are single-institution evaluations that contain descriptive data about the processes required to establish and implement a high-risk population-based screening program. Across all studies there is a consistent message as to the challenges and complexities of establishing LDCT screening programs to attract people at high risk who will receive the greatest benefits from participation. With regards to smoking cessation, evidence from one systematic review indicates the optimal strategy for incorporating smoking cessation interventions into a LDCT screening program is unclear. There is widespread agreement that LDCT screening attendance presents a ‘teachable moment’ for cessation advice, especially among those people who receive a positive scan result. Smoking cessation is an area of significant research investment; for instance, eight US-based clinical trials are now underway that aim to address how best to design and deliver cessation programs within large-scale LDCT screening programs.(9) Question 4: What is the cost-effectiveness of lung cancer screening programs (include studies of cost–utility)? Assessing the value or cost-effectiveness of LDCT screening involves a complex interplay of factors including data on effectiveness and costs, and institutional context. A key input is data about the effectiveness of potential and current screening programs with respect to case detection, and the likely outcomes of treating those cases sooner (in the presence of LDCT screening) as opposed to later (in the absence of LDCT screening). Evidence about the cost-effectiveness of LDCT screening programs has been summarised in two systematic reviews. We identified a further 13 studies—five modelling studies, one discrete choice experiment and seven articles—that used a variety of methods to assess cost-effectiveness. Three modelling studies indicated LDCT screening was cost-effective in the settings of the US and Europe. Two studies—one from Australia and one from New Zealand—reported LDCT screening would not be cost-effective using NLST-like protocols. We anticipate that, following the full publication of the NELSON trial, cost-effectiveness studies will likely be updated with new data that reduce uncertainty about factors that influence modelling outcomes, including the findings of indeterminate nodules. Gaps in the evidence There is a large and accessible body of evidence as to the effectiveness (Q1) and harms (Q2) of LDCT screening for lung cancer. Nevertheless, there are significant gaps in the evidence about the program components that are required to implement an effective LDCT screening program (Q3). Questions about LDCT screening acceptability and feasibility were not explicitly included in the scope. However, as the evidence is based primarily on US programs and UK pilot studies, the relevance to the local setting requires careful consideration. The Queensland Lung Cancer Screening Study provides feasibility data about clinical aspects of LDCT screening but little about program design. The International Lung Screening Trial is still in the recruitment phase and findings are not yet available for inclusion in this Evidence Check. The Australian Population Based Screening Framework was developed to “inform decision-makers on the key issues to be considered when assessing potential screening programs in Australia”.(10) As the Framework is specific to population-based, rather than high-risk, screening programs, there is a lack of clarity about transferability of criteria. However, the Framework criteria do stipulate that a screening program must be acceptable to “important subgroups such as target participants who are from culturally and linguistically diverse backgrounds, Aboriginal and Torres Strait Islander people, people from disadvantaged groups and people with a disability”.(10) An extensive search of the literature highlighted that there is very little information about the acceptability of LDCT screening to these population groups in Australia. Yet they are part of the high-risk population.(10) There are also considerable gaps in the evidence about the cost-effectiveness of LDCT screening in different settings, including Australia. The evidence base in this area is rapidly evolving and is likely to include new data from the NELSON trial and incorporate data about the costs of targeted- and immuno-therapies as these treatments become more widely available in Australia.
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The Impact of AI on the Workplace: Evidence from OECD Case Studies of AI Implementation. Organisation for Economic Co-Operation and Development (OECD), March 2023. http://dx.doi.org/10.1787/2247ce58-en.
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Guidelines for Conducting After Action Reviews. Inter-American Development Bank, May 2009. http://dx.doi.org/10.18235/0008708.
Full textAbstract:
Various Methodologies exist for facilitating systematic, collective reflexions of teams (workgroups) and for the identification of lessons learned. These methodologies include after action reviews (ARRs), case studies, and observations of experiences. This document presents guidelines for preparing, conducting, and documenting AARs.