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Статті в журналах з теми "Team-level innovation"
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Post, Corinne. "Deep-Level Team Composition and Innovation." Group & Organization Management 37, no. 5 (August 30, 2012): 555–88. http://dx.doi.org/10.1177/1059601112456289.
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Guo, Yuanyuan, and Ke Jin. "How Empowerment and Innovation Climates Influence Employees' Innovative IS Use." International Journal of Enterprise Information Systems 15, no. 4 (October 2019): 26–42. http://dx.doi.org/10.4018/ijeis.2019100102.
Повний текст джерелаАнотація:
The purpose of this study is to examine the influence of empowerment and innovation climates on employees' innovative use of information systems (IS) and the mechanisms through which the climates affect employees' innovative IS use. Drawing on the thriving theory, this study proposes a hierarchical research model that links team-level climates, individual-level thriving, and employees' innovative IS use in an integral model. In total, 174 copies of questionnaires from 38 teams were collected from ERP users of nine firms in China. The empirical results suggest that team innovation climate and team empowerment climate are positively related to innovative IS use. Thriving plays a fully mediating role between team empowerment climate and innovative IS use and a partially mediating role between the team innovation climate and innovative IS use. The findings of this study could provide guidelines for managers on how to promote IS users' innovative use from the perspectives of team climates.
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HOEGAL, MARTIN, and K. PRAVEEN PARBOTEEAH. "TEAM LEVEL ANTECEDENTS OF TEAM MEMBERS' NETWORK BUILDING IN INNOVATION PROJECTS." Academy of Management Proceedings 2002, no. 1 (August 2002): A1—A6. http://dx.doi.org/10.5465/apbpp.2002.7517597.
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Rahmadani, Vivi Gusrini, Wilmar B. Schaufeli, Jeroen Stouten, Zhenduo Zhang, and Zulkarnain Zulkarnain. "Engaging Leadership and Its Implication for Work Engagement and Job Outcomes at the Individual and Team Level: A Multi-Level Longitudinal Study." International Journal of Environmental Research and Public Health 17, no. 3 (January 26, 2020): 776. http://dx.doi.org/10.3390/ijerph17030776.
Повний текст джерелаАнотація:
The current study investigates how supervisors’ engaging leadership, as perceived by their employees, increases employees’ job outcomes at the individual and team level, as mediated by (team) work engagement. Job outcome indicators at the team level are team performance, team learning, and team innovation; and at the individual level, job performance, employee learning, and innovative work behavior. The novel concept of engaging leadership is presented as the specific type of leadership to foster (team) work engagement. A multi-level longitudinal study is conducted among 224 blue collar employees nested in 54 teams in an Indonesian state-owned holding company in the agricultural industry using a one-year time lag. The findings show, as expected, that at the team level, engaging leadership at time 1 predicted team learning and team innovation (but not team performance) at time 2, via team work engagement at time 2. Additionally, an expected cross-level effect was observed from engaging leadership at the team level at time 1 predicting individual job performance (but not employee learning and innovative work behavior) at time 2, via team work engagement at time 2. Finally, an expected second cross-level effect was observed for engaging leadership at the team level at time 1, which predicted individual job performance, employee learning, and innovative work behavior at time 2, via work engagement at time 2.
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Calic, Goran, David Schoorman, and Kinshuk Sharma. "Structured for Innovation: How Structural Antecedents Affect Team-Level Innovation Success." Academy of Management Proceedings 2018, no. 1 (August 2018): 11803. http://dx.doi.org/10.5465/ambpp.2018.11803abstract.
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Sun, Muyun, Kaiyuan He, and Ting Wen. "The Impact of Shared Leadership on Team Creativity in Innovation Teams—A Chain Mediating Effect Model." Sustainability 15, no. 2 (January 9, 2023): 1212. http://dx.doi.org/10.3390/su15021212.
Повний текст джерелаАнотація:
As an important outcome of team innovation, team creativity has become an important issue in academia and industry. Meanwhile, the horizontal leadership model has been preliminarily proven to be effective in improving the output of innovation performance. Multiple chain mediating effects of team psychological safety climate, cognitive motivation and social motivation on shared leadership and team creativity in innovative teams were proposed on the basis of social network theory and group dynamics theory. In this study, 178 innovation teams and 2011 innovation team members were given questionnaires, and the obtained data were empirically analyzed. The results show that shared leadership has a significant positive effect on team creativity in innovative teams; team psychological safety climates, cognitive motivation and social motivation play a partial mediating role between shared leadership and team creativity, and play a chain mediating role together. At the team level, the study verifies the positive effect of shared leadership on team creativity and reveals the complex team process.
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Tikas, Gaurav Dilip, and Akhilesh K.B. "Towards enhancing innovation capability of teams: a conceptual perspective." Team Performance Management: An International Journal 23, no. 7/8 (October 10, 2017): 352–63. http://dx.doi.org/10.1108/tpm-04-2016-0011.
Повний текст джерелаАнотація:
Purpose This conceptual paper aims to explain the unidirectional cross-level impact of five “organizational-level” factors on “team-level” innovation capability through two “team-level” mediating factors. This multivariate model consists of five organizational-level factors (higher-level) factors – leadership, culture, structure, networks and knowledge – and team-level (lower-level) factors – “innovation capability”, “team-level focus” and “team-level intensity” towards innovation. Understanding the top-down influence of higher-level factors on lower-level ones gives this study a cross-level and unidirectional nature. Design/methodology/approach A keyword-based approach was used to select “relevant” articles from major journals to collect evidences and develop a conceptual model. All factors in the conceptual model were chosen from the organizational- and the team-level literature. Theoretical background for each of the chosen “factors” has been presented under relevant headings. Findings First is the conceptualization of team-level mediators – intensity and focus – towards innovation. Second is the conceptualization of innovation capability as a team-level factor, characterized by two sub-dimensions: customer orientation and manifestation. Research limitations/implications This conceptual paper does not contain any empirical data analysis. The authors have not considered individual-level factors like individual excellence, personalities, etc., which may impact team-level innovation. They are specifically looking at the top-down “unidirectional” cross-level impact of “higher-level” (organizational-level) factors on “lower-level” (team-level) factor, not the other way around. Practical implications Innovation-driven organizations can use this model to build long-term “innovation capabilities” by developing the right kind of “intensity” and “focus” of their R&D teams towards innovation. R&D teams can be encouraged to work closely with their “target” customers and manifest their innovation capabilities (to them) to ensure market success. Social implications Top management can design organizational-level policies to improve their leadership, culture, structure, networks and knowledge to encourage better innovation. Future researchers who wish to study the “cross-level” influence of organizational-level factors on team-level innovation capability may find this paper useful. Originality/value This study’s original contributions include: first, the conceptualization of a multivariate “cross-level” model to understand team-level innovation capability. Second is proposing the mediating role of “team-level” factors like focus and intensity while building innovation capability. Third is conceptualizing innovation capability as a team-level construct, with sub-dimensions: customer orientation and manifestation.
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Jones, Graham, Bernardita Chirino Chace, and Justin Wright. "Cultural diversity drives innovation: empowering teams for success." International Journal of Innovation Science 12, no. 3 (September 23, 2020): 323–43. http://dx.doi.org/10.1108/ijis-04-2020-0042.
Повний текст джерелаАнотація:
Purpose Though there is broad agreement on the beneficial impact of diversity in management and leadership roles, much of the innovative capacity of an organization is realized at the unit level in working teams. Recent research points to cultural diversity having an especially significant impact on innovation team performance. The reports also highlight the need for the optimal team operating principles to derive maximum benefit. To prepare such innovation teams for success, it is valuable to understand the dynamics of team diversity at the project level and the underlying barriers and opportunities presented. Design/methodology/approach This paper reviews the literature and case studies on cultural inputs to ideation and innovation, assessing team diversity through readily available instruments and the deployment of the science of team science (SciTS) principles in innovation teams. Findings The key learnings include the importance of establishing communication standards, SciTS principles, team assessment of thinking styles and the utility of cultural awareness instruments. Practical implications Diversity provides a creative advantage for innovation teams. However, team dynamics play an important role in maximizing these advantages, and cross-cultural competence of team members is required. Deployment of appropriate assessment tools and team methodologies enhances the likelihood of successful outcomes including in remote team settings. Originality/value Literature from diverse functional areas is summarized including the science of team science, organizational management, diversity and inclusion methodologies and ethnocultural dynamics. It provides pointers for the optimal formation and operating principles with highly culturally diverse teams.
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Hu, Weiwei, and Di Zheng. "Research on the influence of team i-deals level on team innovation-from the perspective of collective thriving." E3S Web of Conferences 251 (2021): 03087. http://dx.doi.org/10.1051/e3sconf/202125103087.
Повний текст джерелаАнотація:
Based on the social cognition theory, this study explores how the median value of i-deals group influences team innovation through collective thriving, and the moderating role of chaxu climate in it. Through the empirical analysis of 367 questionnaires (70 supervisors’ questionnaires and 297 employees’ questionnaires) from 70 teams, it is proved that collective thriving has an mediating effect between team i-deals and team innovation, while chaxu climate positively regulates the positive impact of collective thriving on team innovation, that is, the higher the chaxu climate, the stronger the positive impact of collective thriving on team innovation.
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Lomak, Olha. "The main approaches to the study of creativity and innovation in the organizational context." HUMANITARIUM 44, no. 1 (November 23, 2021): 116–22. http://dx.doi.org/10.31470/2308-5126-2020-44-1-116-122.
Повний текст джерелаАнотація:
The article analyzes the problem of studying the creativity and innovation of employees. The main approaches to defining the concepts of creativity and innovation are highlighted. The interconnectedness of these concepts through novelty as a common feature of innovation and creativity is substantiated. The key difference between creativity and innovation is identified, which is that the latter requires implementation, adoption, and dissemination. The idea also have to be relevant, useful, and effective to be considered innovative in the organizational context. Approaches to the study of creativity and innovation at 3 levels: micro (individual), meso (team), and macro (organizational) are described. The typical focus of individual level of analysis of creativity and innovation are determined: motivation, personality traits, purposefulness, self- concept, cognitive style, creative behavior. Research at the team level focuses on the analysis of team structure and composition, team climate, team processes, and leadership style. At the organizational level, attributes such as knowledge and networks, organizational structure and strategy, organization size, culture, organizational climate, environment, dissemination of innovation, and corporate entrepreneurship are analyzed. Organizational creativity is defined as the creation of a valuable, useful, new product, service, idea, or process by individuals working together in a complex social system. The relationship between manifestaion of creativity and innovation at different levels is highlighted. Taking into account the complexity of these concepts, the need for further empirical research on creativity and innovation in relation to a set of external factors is justified.
Дисертації з теми "Team-level innovation"
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Gehrlein, Sarah [Verfasser], Martin [Gutachter] Högl, and Dietmar [Gutachter] Grichnik. "Team-level antecedents of shared leadership in dispersed innovation teams / Sarah Gehrlein. Gutachter: Martin Högl ; Dietmar Grichnik." Vallendar : WHU - Otto Beisheim School of Management, 2016. http://d-nb.info/1113538600/34.
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Soyemi, Oluwatobiloba. "A multi-level study of perceived multiple team membership variety and its effects on the outcomes of productivity and innovation." Thesis, Aston University, 2018. http://publications.aston.ac.uk/37812/.
Повний текст джерелаАнотація:
Research in multiple team membership is limited. Even more scarce is empirical work in perceived multiple team membership variety (Perceived MTM variety), which is the perceived diversity in the teams’ members belong to. This thesis sought to address the gap in literature by examining the effects of perceived MTM variety on the individual and team outcomes of productivity and innovation. Through the challenge-hindrance framework I investigated the potential benefits and costs of perceived MTM variety at the individual and team level of enquiry. A valid and reliable scale that measured the perceived MTM variety construct was developed as there was no valid scale that psychometrically measures the perceived MTM variety construct. Through a sample of 216 employees in 50 teams from a public sector organisation in Nigeria, I hypothesised that perceived MTM variety at both levels of enquiry will positively predict challenge stressors (time pressure and cognitive demand) and hindrance stressors (role conflict and role ambiguity). I hypothesised that challenge stressors will elicit positive responses from individuals and teams alike in the form of positive coping responses such as time management and knowledge integration at the individual level and information elaboration at the team level. The moderating effect of polychronicity on both group of stressors at the individual level was examined. The obtained findings supported the prediction of a relationship between perceived MTM variety and challenge and hindrance stressors at both the individual level and teamlevel, however, there was no support for the relationship between challenge stressors and positive coping responses. This research did find support for the negative coping responses of hindrance stressors, as team role ambiguity negatively mediated the relationship between perceived team MTM variety and team productivity, role ambiguity at the individual level negatively mediated the relationship between perceived MTM variety and productivity at the individual level. In addition, team members with higher levels of polychronicity experienced higher levels of time pressure.
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Coleridge, Chris. "Innovation's network(ing) antecedents : team- and individual-level investigations and propositions." Thesis, London School of Economics and Political Science (University of London), 2014. http://etheses.lse.ac.uk/1059/.
Повний текст джерелаАнотація:
The aim of my thesis is to investigate the role interpersonal networks play in determining innovation outcomes, and the antecedents of individual behaviour in networks by “players” in the innovation game. These investigations—two qualitative studies and a detailed, highly developed conceptual framework — give rise to a number of propositions that may serve as a foundation for greater understanding and which make a range of novel contributions to the literature on networks and innovation management. Too little is understood about social networks and their impact on innovation. As the world of business continues its move away from bureaucratic hierarchies to projectified network organisations, from integrated monoliths to modular specialists, the importance of such an understanding grows. Innovation has always taken place in the context of embedded ties—its prospective nature does not normally sit well with a depersonalised, arms-length, market-based approach. Yet our understanding of the intersection of individuals’ and teams’ networks (and networking) with their ability to succeed in innovative action is limited. There are various trajectories within both the innovation management literature and the networks literature which take on the challenge, but often the theoretical roots on which they draw are planted in old forms of organisation and this limits the speed of their advance in delivering understanding of the new realities in bringing innovations to market. Hence, this thesis uses qualitative methods and conceptual models to propose new contributions to these fields. The principal contributions of this thesis are: • A new perspective and theoretical offering concerning how innovation teams can succeed, synthesising boundary-spanning with Burt’s models of brokerage, and Obstfeld’s tertius iungens. • A team- and leader-based model of the characteristics needed over the stages of business model innovation. • A fresh perspective on how agents (specifically venture capitalists) select and pursue networking strategies to “hunt” or “harvest” opportunities.
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Yu, Kai-Yu, and 游凱裕. "Team-level analysis of the relationships among work value congruence, knowledge sharing, and team innovation." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/63601915318047345239.
Повний текст джерелаАнотація:
碩士國立彰化師範大學
人力資源管理研究所
104
Team innovation is the important and powerful weapon or the currentindustry to get sustainable competitiveness. Most of the work value research mainly focuses on the ndividual’s psychological level, which induces a team-level research gap in this research area. Therefore, the team-level analysis of work value congruence is manipulated in this study. In the light of Taiwan bicycle industry, this study which based on the Similarity-Attraction Theory discovers a clear mediation path that starts from the person and team fit (work value congruence) to team process (knowledge sharing) and then to team performance (team innovation). Questionnaire survey was used in the present study. The teams from the bicycle industry in Taiwan are the main subjects. In total, there were 111 teams, that is, 432 subjects, participated in the study. The results shows team member’s work value congruence and team innovation has positive relationship; and team knowledge sharing plays mediation role in the relationship. The finding suggests organizations should train or develop team members to possess similar work value, which can enforce team innovation. Besides, the person and team fit about work value should be considered in recruiting and maintaining talents. Also for managers that eager to establish a learning organization, they need to pay more attention on team members’ work value congruence. Finally, the limitations and future research suggestion are discussed.
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Yang, Pei-Yu, and 楊培鈺. "The Relationship Research among Team Exchange-relationship Quality, Knowledge-sharing Behavior and Team Innovation Performance-A Team-level Analysis." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/06520932144758908570.
Повний текст джерелаАнотація:
碩士國立中興大學
企業管理學系所
96
With the rapid increasing competition in the global setting, enterprises face more and more challenges. In order to adapt to the complex and dynamics environment, team-based design has become the main organizational structure design for continuous innovations. However, innovations are based on knowledge management, such as knowledge sharing and integration. As knowledge is the competitive advantage for R&D teams, it is important to facilitate knowledge sharing within a team. How to guide team-members to share knowledge is one of the important issues in the field of knowledge management. The rise of the use of team in organizations means that the interaction between team members and their direct supervisor become more frequent. In addition, interpersonal relationships within a team are more important. Based on the social exchange theory, this study examines the relationship among quality of interpersonal relationships, knowledge-sharing behavior within teams and team innovation performance at team level. This research explores interactive relationship comprised of members and direct supervisor for the sake of the integrity of relationship within the team, and further examines whether team leader’s inconsistent treatment to team members will affect team-member exchange quality. Convenience sampling method was used to collect data. Questionnaires were developed to collect date from a sample of R&D teams. Besides the invalid or incomplete questionnaires, there were 86 valid R&D team questionnaires. This research adopted structural equation modeling (SEM) to analysis the collected data. SPSS 12.0 and Visual PLS 1.04b1 were used for statistical analysis. The results of this research are as follows: (1) Leader-member exchange differentiation doesn’t significantly impact team-member exchange quality. (2) Team-member exchange quality positively influences team innovation performance. (3) Team-member exchange quality positively influences knowledge-sharing behavior. (4) Knowledge-sharing behavior positively influences team innovation performance. (5) Knowledge-sharing behavior partially mediates the relationship between team-member exchange quality and team innovation performance.
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Lee, Yueh-Chiang, and 李粵強. "The influence of team diversity on innovation: An examination of the mediating effects of cohesiveness in team level and cross level." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/52062675955670558058.
Повний текст джерелаАнотація:
博士中原大學
商學博士學位學程
99
This study investigates the relationship between team diversity and team/individual innovation by both team-level and cross-level perspectives, and explores whether cohesiveness mediates the aforementioned relationships. This paper uses multiple regression analysis and hierarchical linear model to test hypotheses. Analytical results from 123 teams and 626 respondents are summarized as follows: (1) the interesting finding for lack of significant relationship between team diversity and team/individual innovation implies that an offsetting effect exists in a heterogeneous team; (2) the positive effect of task-related diversity on individual innovation will be offset by the negative impact of bio-demographic diversity; (3) different types of diverse composition have different direct and contextual impacts on the team outcomes: the more task-related diversity is, the higher individual innovation will be; the more bio-demographic diversity is, the lower individual innovation will be; (4) different types of diverse composition have different effects on cohesiveness: the more task-related diversity is, the higher cohesiveness and its sub-dimension (sense of belonging) will be; the more bio-demographic diversity is, the lower cohesiveness and its dual sub-dimensions (sense of belonging and feelings of morale) will be; (5) cohesiveness and its dual sub-dimensions (sense of belonging and feelings of morale) correlate to team innovation positively in team-level, and have positive contextual effects on individual innovation in individual-level; (6) bio-demographic diversity affects cohesiveness as well as sense of belonging negatively, which, in turn, affects team innovation and individual innovation; (7) task-related diversity affects sense of belonging positively, which, in turn, affects individual innovation. According to analytical results, this study suggests human resource (HR) professionals should pay more attention to the advantages and disadvantages of team diversity as well as the proportion of task-related diversity to bio-demographic diversity when dealing with the offsetting phenomenon. And a valid recruiting and selecting process should be created and a specific training be initiated in order to build an efficient team. Finally, based on Input-Process-Output view, this study suggests that managers should focus on the mediating effect of cohesiveness on the relationship between team diversity and team/individual innovation.
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Chen, Yuan-Ling, and 陳元翎. "Silo mentality or not? The relationship between territorial behavior and innovation: An analysis at individual level vs. team level." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/78158431302866733912.
Повний текст джерелаАнотація:
碩士國立彰化師範大學
人力資源管理研究所
97
The ability to innovate is critical for organizational survival, for individual and team’s innovation are key issues. This study tries to understand the relationships between territorial behavior and innovation from the view of interpersonal relationship and social identity theory. Relevant studies showed that displaying territorial behavior is human nature, but may has deleterious effects on information sharing and increases one’s isolated. Besides, sharing territories and the cost of infringement may lead the members reluctant to venture into some areas. Will the human nature of engaging in territorial behavior limit one’s achievements? The purpose of this research wants to investigate how individual territorial behavior influences innovative behavior, and examine the impact of team territorial behavior on innovative behavior and team innovative performance. Subjects in this research were the R&D teams of high-tech corporations of Taiwan’s top 1000 manufacturing industry by CommonWealth Magazine in 2008. The study used confirmatory factor analysis, hierarchical regression analysis and hierarchical linear modeling to test the hypotheses. The findings are as follows: First, individual identity- and control-oriented marking are positively associated with innovative behavior; however, individual anticipatory and reactionary defending are negatively associated with innovative behavior. Second, team identity-oriented marking and anticipatory defending are positively associated with innovative behavior. Finally, there are positive relationships between four types of team territorial behavior and team innovative performance.
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Liou, Hong-Yao, and 劉鴻瑤. "The effects of job-demand-resource model on innovation behavior:analyzing and compariing on individual and team level." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/64762444530934082124.
Повний текст джерелаАнотація:
碩士國立彰化師範大學
人力資源管理研究所
95
In order to deal with the changing of the market and customer’s needs, teams have become the basis of the organization. To keep the competitive advantage in the high-tech industry, the first condition is team innovate behavior. In the past numerous investigations on the JDR model only have been carried out in individual level, the reference of team level are much fewer. The purposes of this study are: (1) comparing the mediating effect of burnout on job demand and innovation behavior in the individual and team level; (2) comparing the mediating effect of engagement on job resource and innovation behavior in the individual and team level; (3) comparing the mediating effect of burnout on job resource and innovation behavior in the individual and team level. The subjects are high-tech industries’ R&D teams which were obtained from top-1000 industries in Taiwan by purposive sampling method. There are 482 team members and 147 teams’ valid questionnaires are empirically analyzed by applying the methods. Statistical methods which were to adopted to test the hypotheses including confirmatory factor analysis, structural equation models. The research results show that: (1) The indirect effect of burnout on job demand and innovation behavior in team level; (2) engagement mediated the positive relationships between job resource and innovation behavior in individual and team level; (3) burnout mediated the positive relationships between job resource and innovation behavior in team level. The major implications of this study include: (1) using appropriate team size to share burnout of team members and appropriate stress will enhance team members’ innovation behavior. (2) To offer suitable job resources to promote engagement and innovation behavior. (3) Increasing appropriate job resource to lower burnout and promote innovation behavior. Eventually, there are some suggestions for future study and the limitations.
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Chiu, Shu-mei, and 邱淑美. "A cross-level research of team learning and innovation to the influence of human resource professional staff on competency development and job performance." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/21378639085322073579.
Повний текст джерелаАнотація:
碩士國立中央大學
人力資源管理研究所碩士在職專班
99
In recent years, more and more companies are focusing on the development of human resources. However, the study for the influence of team learning and innovation for the individual competency and job performance in the human resources department are lacking. Therefore, this study uses cross-level model analysis to study human resources team as a major object. To investigate the impact of team-level learning and innovation for individual-level in human resources professional with individual competency and job performance. This study effectively analyzes a total of 31 companies and uses hierarchical linear models (HLM) for verification. The study results show that team learning for the human resources team has a direct impact on individual job performance. In addition, individual-level human resources for professional competency have a significant positive correlation on individual job performance. Moreover, team learning for human resources professional competency has an intermediary effect on individual job performance.
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Li, Voyce. "Organisational learning and innovation: implication of dual-level leadership, trust, task interdependence on intention to share knowledge and innovation." Thesis, 2012. http://hdl.handle.net/1959.13/933126.
Повний текст джерелаАнотація:
Professional Doctorate - Doctor of Business Administration (DBA)Three models have been developed based on the concepts from Bass and Avolio (1989), Pearce and Gregersen (1991), McAllister (1995), West and Anderson (1996), Bock et al. (2005) and Wang and Howell (2010). Hypotheses defined in the models were examined by using a sample of 143 team members from 41 work teams at a university in Hong Kong. Group- and individual-focused transformational leadership (TFL) behaviours were found to be positively related to intention to share knowledge and team innovation. Group-focused TFL behaviour was also found to be positively related to intention to share knowledge through the mediating influence of task interdependence and positively associated with team innovation through the mediating influence of affect-based trust.
Книги з теми "Team-level innovation"
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Un, C. Annique. Determinants of innovation capability at the project-team level: Team building, reward, and selection. [Cambridge, Mass: Alfred P. Sloan School of Management, Massachusetts Institute of Technology], 2000.
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Un, C. Annique, and Sloan School of Management. Determinants of Innovation Capability at the Project-Team Level: Team Building, Reward, and Selection. Creative Media Partners, LLC, 2018.
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Un, C. Annique, and Sloan School of Management. Determinants of Innovation Capability at the Project-Team Level: Team Building, Reward, and Selection. Creative Media Partners, LLC, 2015.
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Reiter-Palmon, Roni, ed. Team Creativity and Innovation. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780190222093.001.0001.
Повний текст джерелаАнотація:
Creativity and innovation have been viewed by researchers and practitioners as critical to organizational success and survival. In recent years, research in organizational psychology and management has focused on understanding creativity and innovation in teams. The more recent attention to teams has occurred because many of the problems facing organizations are complex and cannot be solved by a single individual, and these problems require creative and innovative solutions. Recent research in particular has focused on team creativity as an outcome and sought to understand how teams collaborate to solve problems creatively and introduce innovation, as well as the factors that facilitate and hinder those. The purpose of this edited book is to provide a state-of-the-art review of the major concepts and current research related to team creativity and innovation. The book has four different sections: (1) an introduction to team creativity and innovation, (2) team processes, (3) organizational and level issues, and (4) applications related to team creativity and innovation.
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Reiter-Palmon, Roni, and Mackenzie Harms. Team Creativity and Innovation. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780190222093.003.0001.
Повний текст джерелаАнотація:
For the past two decades, creativity and innovation have been viewed by researchers as critical to organizational success and survival. Understanding the factors that facilitate or inhibit creativity and innovation at the individual level has been the focus of much of the research in the area. In recent years, research in organizational psychology and management has focused on understanding creativity and innovation in teams. However, while earlier work on teams and creativity focused on the team as a context variable, and individual creativity as the outcome, more recent research emphasizes creativity as the outcome. This chapter provides an overview of the state of research and practice as it relates to team creativity and innovation in organizations.
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Paulus, Paul B., and Jared B. Kenworthy. Overview of Team Creativity and Innovation. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780190222093.003.0002.
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In this chapter, we present an overview of some major topics and themes explored in the research on team creativity. We discuss the strengths and limitations of some primary methodological approaches to the study of creativity in teams, including short-term team settings, long-term team settings, and case studies. We also explore some of the major theories of collaborative creativity, which to varying degrees focus on contextual and organizational factors, as well as motivational, cognitive, and social processes involved in enhancing innovation in teams. We evaluate the sometimes conflicting findings from research on team size, participative safety, conflict, affective processes, and supportive versus constrained environments. At a broader level, we discuss interteam and network dynamics as they impact team innovation. Finally, we summarize some areas of research that seem to have conflicting or paradoxical effects, suggesting areas of future research focus.
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Cutler, David. GAME of Innovation: Gamify Challenges, Level up Your Team, and Play to Win. McGraw-Hill Education, 2022.
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Peer-Led Team Learning: Evaluation, Dissemination, and Institutionalization of a College Level Initiative (Innovations in Science Education and Technology). Springer, 2008.
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Regnell, Björn, Martin Höst, Fredrik Nilsson, and Henrik Bengtsson. "A Measurement Framework for Team Level Assessment of Innovation Capability in Early Requirements Engineering." In Lecture Notes in Business Information Processing, 71–86. Berlin, Heidelberg: Springer Berlin Heidelberg, 2009. http://dx.doi.org/10.1007/978-3-642-02152-7_7.
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Fiore, Stephen M., and Katelynn A. Kapalo. "Innovation in Team Interaction: New Methods for Assessing Collaboration Between Brains and Bodies Using a Multi-level Framework." In Innovative Assessment of Collaboration, 51–64. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-33261-1_4.
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Qi, Xu-gao, Er-shi Qi, and Liang Liu. "Performance of the Product Innovation Team and Organizational Structure Characteristics from the Perspective of Cross-Level Research." In The 19th International Conference on Industrial Engineering and Engineering Management, 181–90. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-38427-1_21.
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Yirzagla, Julius, Ibrahim K. D. Atokple, Mohammed Haruna, Abdul Razak Mohammed, Desmond Adobaba, Bashiru Haruna, and Benjamin Karikari. "Impacts of Cowpea Innovation Platforms in Sustaining TL III Project Gains in Ghana." In Enhancing Smallholder Farmers' Access to Seed of Improved Legume Varieties Through Multi-stakeholder Platforms, 171–83. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-15-8014-7_12.
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AbstractOver the past decades, farm-level yields of cowpea have remained low (0.6–0.8 t/ha) compared to what is observed on research fields (1.8–2.5 t/ha). Lack of farmer access to quality seeds of improved varieties and inappropriate cultural practices are the major factors responsible for the low productivity of the crop. The use of Innovative Platforms (IPs) as a strategy to facilitate farmer access to quality seeds was, therefore, considered under the Tropical Legume (TL) III and USAID Cowpea Outscaling projects in Northern Ghana. The platform activities started in 2016 with a total membership of 100, which increased steadily to 820 by December 2018. The research team of the Council for Scientific and Industrial Research-Savannah Agricultural Research Institute (CSIR-SARI) trained platform members to produce certified seeds to be supplied to target communities, thereby enhancing smallholder farmers’ access to improved varieties. A total of 1848 members of the platform were trained in various farm operations. A revolving system was set up in which each farmer group was supplied with improved seed and after harvesting returned the equivalent of seed received to the platform. Having been trained to produce their own seed, members of the platform are self-reliant in acquiring improved seed and are actively engaged in various operations that sustain the gains of the two projects that have been phased out.
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Beyerlein, Michael, and Soo Jeoung Han. "The STEM Project Team as a Student-Developed Learning Environment." In Student-Driven Learning Strategies for the 21st Century Classroom, 44–60. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-1689-7.ch004.
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Global competitiveness based on technological innovation has led to an increasing emphasis in education systems at all levels of the STEM fields – learning the content and methods of science, technology, engineering, and mathematics. The assumption seems to be that competitive advantage in business and industry is based on employee mastery of STEM knowledge for innovation. However, educators seem to be missing the importance of the immediate work team environment as the context of innovative thinking and of the competencies making that possible through learning, collaboration, communication, and creativity. This chapter builds a case for educators to deliberately work at developing those competencies at the team level throughout all levels of the education system. Teamwork leverages the knowledge and skill of team members for innovating to solve complex problems.
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Hedman, M., M. Kurdve, L. Larsson, and A. Öhrwall Rönnbäck. "Operator Contributions to Innovation: Supporting Innovative Production Development in a Digital Learning Environment." In Advances in Transdisciplinary Engineering. IOS Press, 2022. http://dx.doi.org/10.3233/atde220176.
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As all technologies come to pass, change by innovation is needed both ways, exploiting current knowledge to do better and exploring new knowledge to do differently. Due to years of continuous improvement (CI), exploitation of current knowledge in production development is rather well investigated, exploration is less. It could be argued that not utilizing the potential explorative operator contributions to production innovation is a lost opportunity to increase a company’s innovation capability. Simultaneously, operators are facing great changes when manufacturing is adopting to digitalization and sustainability challenges enhancing the need for production innovation. This study focused on a team of operators through a workshop series of five sessions about explorative activities in a format using structured and semi-structured interviews. The study provided a basis for constructing a model for positioning operators’ both digital and explorative maturity level. Through the empirical data and the model, the conclusion is illustrated as alternative pathways to reach a desired level of operator maturity. It was concluded that approaching digital and explorative maturity for operators should be done as a two-step process. Increasing both maturities simultaneously, as with the studied team, showed difficult due to the digital and explorative maturity being co-dependent. The suggested two-step process contributes to a better understanding of prerequisites and opportunities for operators to participate and contribute to production innovation in digitalized work environments, ultimately increasing the company’s innovation capability.
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Hurtienne, Matthew Williwam. "Framing Your Future Through Employee Engagement." In Handbook of Research on Future of Work and Education, 94–110. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-8275-6.ch006.
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There are many diverse demands and pressures on institutions of higher education. We are now at a time where innovation is required for many higher education institutions' survival and sustainability. However, university leaders should not look to old archaic change models to determine a way forward. Institutional leaders should look for methods to engage all generations of their workforce and decrease the level of resistance to the proposed change. This chapter looks at employee engagement and provides a model that higher education leaders can deploy to stimulate employee engagement and innovation. Framing Your Future is a model that can easily be deployed at a team, department, or even organizational level.
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Viswanathan, Shekar, and B. Radhakrishnan. "A Novel ‘Game Design' Methodology for STEM Program." In Research Anthology on Developing Critical Thinking Skills in Students, 594–612. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-3022-1.ch031.
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A novel approach to teaching concepts using game design in the graduate sustainability and engineering management programs is illustrated. These student-built games tied to demonstrate the course learning outcomes (CLOs) were tested in a classroom environment. This pilot study's impact on student learning, motivation, creativity, engagement, innovation, team interactions, and instructor leadership, and its contribution towards the achievement of CLOs were assessed in multiple courses. The results from this pilot study involving students indicated that the game design, creation, and play is an effective and innovative pedagogical tool that could promote student engagement, motivation, critical thinking, and learning skills with minimal educational tools. In addition, this innovative teaching tool could help change the declining and waning interest in STEM+ programs at the graduate level.
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Laffey, James M., Troy D. Sadler, Sean P. Goggins, Joseph Griffin, and Ryan Nicholas Babiuch. "Mission HydroSci." In Virtual Reality in Education, 623–43. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-8179-6.ch030.
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Distance Learning through game-based 3D virtual learning environments has promise for helping rural and other communities that have become increasingly dependent upon online learning to meet the Next Generation Science Standards. The team developing Mission HydroSci (MHS) envisions a learning product that integrates a game-based 3D VLE with a learning progressions approach to curriculum and innovative methods for teacher support and learning analytics. MHS uses an eight level game which at each level immerses students in a simulation environment for learning about water systems and then requires the student to put that knowledge into practice in a context of developing their competencies for scientific argumentation. This chapter describes the vision for MHS at the beginning of the development process funded by a grant award from the Investing in Innovation (i3) Fund of the U.S. Department of Education.
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Laffey, James M., Troy D. Sadler, Sean P. Goggins, Joseph Griffin, and Ryan Nicholas Babiuch. "Mission HydroSci." In Advances in Game-Based Learning, 421–41. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-9629-7.ch020.
Повний текст джерелаАнотація:
Distance Learning through game-based 3D virtual learning environments has promise for helping rural and other communities that have become increasingly dependent upon online learning to meet the Next Generation Science Standards. The team developing Mission HydroSci (MHS) envisions a learning product that integrates a game-based 3D VLE with a learning progressions approach to curriculum and innovative methods for teacher support and learning analytics. MHS uses an eight level game which at each level immerses students in a simulation environment for learning about water systems and then requires the student to put that knowledge into practice in a context of developing their competencies for scientific argumentation. This chapter describes the vision for MHS at the beginning of the development process funded by a grant award from the Investing in Innovation (i3) Fund of the U.S. Department of Education.
Тези доповідей конференцій з теми "Team-level innovation"
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Ye, Yujian, Xuelin Nie, and Xiao Xiang. "Three Level Competencies of Entrepreneurial Team: Team Leader, Member Level and Team Level." In 2006 IEEE International Conference on Management of Innovation and Technology. IEEE, 2006. http://dx.doi.org/10.1109/icmit.2006.262227.
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Han, Su Jin, Yoo Jung Kim, and Sora Kang. "Cross Level Relationship between Team Level Antecedents and Individual Innovation Performance." In Green and Smart Technology 2015. Science & Engineering Research Support soCiety, 2015. http://dx.doi.org/10.14257/astl.2015.120.101.
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Sert-Özen, Arzu. "The Effect Of Team Cohesion On Peer Justice: A Team-Level Analysis." In Joint Conference ISMC 2018-ICLTIBM 2018 - 14th International Strategic Management Conference & 8th International Conference on Leadership, Technology, Innovation and Business Management. Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.01.02.50.
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Siddique, Zahed, Patricia Hardre´, Amy Bradshaw, Mrinal Saha, and Farrokh Mistree. "Fostering Innovation Through Experiential Learning." In ASME 2010 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2010. http://dx.doi.org/10.1115/detc2010-28892.
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Globalization has put engineering education and the profession at a challenging crossroad. The impact of rapid technological innovations on modern societies has been amplified by the globalization of the economy. The competitiveness of the U.S., which is linked to our standard of living, is dependent on our ability to produce a large number of sufficiently innovative engineers prepared to address issues related to complex systems. Hence, our focus is on the research and development of instructional activities that address the engineering competencies related to innovation. Engineering educators and practitioners have suggested that collaborative-competitive team design events promote innovation. These competitions are popular, and they attract sponsors and participants. Beyond being popular, they are believed to provide rich learning opportunities for students. The University of Oklahoma’s Formula SAE (Society of Automotive Engineers) Racing team is highly ranked in the U.S. and world. We are in the early stages of designing, implementing, and testing a four course curriculum, around the FSAE race car, that fosters meaningful learning, innovation, systems level thinking, and the attainment of career-sustaining skills as a result of authentic experiences. We plan to identify the activity features that match with the theoretical frameworks of innovation, match them to the professional competencies, translate the events from extracurricular to curricular activities, and assess their effects on student learning and development in four technical courses our curriculum. With a view to stimulating discussion, in this paper, we highlight some of the salient features of our plan and some issues that warrant further investigation.
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Vallee, Glenn E. "Implementation of Multi-Year Product Innovation Projects." In ASME 2014 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2014. http://dx.doi.org/10.1115/imece2014-36443.
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A methodology and case study detailing the implementation of multi-year product innovation projects is presented. A product called the Waterboy, an inexpensive water purification system designed for under developed countries, was developed by three different groups of students over a span of two years. The initial concept was first developed by a six member entrepreneurial team composed of senior level business and engineering students enrolled in a one semester Product Innovation and Development course. This team was responsible assessing the market need, determining product requirements and developing a limited functionality prototype capable of demonstrating the intended product function. A second team consisting of two Mechanical Engineering students continued the project as their one semester Senior Capstone Design project and was charged with the task of developing a fully functional prototype capable of purifying contaminated water. A third student completed the project as a one semester senior level Design Projects course and was charged with the task of modifying the previous design to minimize cost, facilitate ease manufacture and reduced assembly and distribution costs. In the Fall of 2010, the entrepreneurial team conducted interviews with health professionals and performed research involving a number of world health and philanthropic organizations. They identified the need for an improved water purification device which could purify enough water for a family of four in a reasonable amount of time and at a cost which would make it accessible to people in underdeveloped countries who are at risk of dying from the consumption of contaminated drinking water. They developed a bicycle driven system which used an ultraviolet germicidal bulb to purify water. The team developed a prototype which demonstrated the basic function of the device which was estimated to cost about $80. The project was continued in the Fall of 2011 by the second team of Mechanical Engineering seniors who refined the purification system and function of the device while simplifying the design, resulting in an estimated cost of $49 per unit. The team built and tested a fully functional prototype which confirmed it was capable of reducing water borne bacteria by a factor of 1000. The project was then completed in the Fall of 2012 by a Senior Mechanical Engineering Student who further reduced the cost of the design and improved its portability in order to reduce distribution costs. A partnership with Goodwill Industries was formed to utilize their recycled materials and inexpensive labor force, which reduced the product cost about $24.
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Peng, Aoran, Sam Hunter, and Scarlett R. Miller. "There Is No “I” in Team but There Is in Innovation: How Individual Attributes Impact Team Ideation and Selection Practices." In ASME 2021 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2021. http://dx.doi.org/10.1115/detc2021-70915.
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Abstract While teaming is a vital component of engineering, it is important to remember that there is no team without individuals and individual behavior can drive team outputs. One of these individual factors that may manifest itself at the team level is individual risk-taking attitudes, which can be impacted by personality and preferences for creativity. However, a gap exists in research on the impact of the team composition in these factors on creative outputs, as previous research has found that team composition plays a key role in team performance. The current work was developed to examine how the elevation and diversity of team personality and preferences for creativity impact the novelty and quality of ideas generated and selected by the team through a simulation study of 60,831 simulated teams. The results of this study show that the novelty and quality of ideas generated and selected can be predicted by the elevation and diversity of the simulated teams’ personality and PCS factors. In addition, it was found that the impact of the individual elevation and diversity factors can vary depending on the ideation trait (novelty and quality) and design stage (concept generation and selection). However, there was one variable that had a consistent positive impact on team behavior — the elevation of the Creative Confidence of the Simulated Team Members. These findings provide preliminary evidence on how individual attributes manifest themselves at the team level to impact team ideation and selection performances.
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Beckman, Sara, Alan Jian, Ahan Sabharwal, and Kosa Goucher-Lambert. "Examining Goal Congruence on Engineering Design and Innovation Student Teams." In ASME 2021 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2021. http://dx.doi.org/10.1115/detc2021-71780.
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Abstract Goal congruence, defined as agreement by all members of a team on a common set of objectives, has been positively associated with team cohesion, team performance and team outcomes, including grades earned. Yet there is little in-depth study at scale and across types of engineering design and innovation classes in higher education that examines the goals students set for their work together. This research explores goal congruence in 857 teams involving 1470 students across 18 classes over four years. To examine goal congruence, we use student assessments of their level of agreement on their goals as well as evaluations of their written goal statements. Machine learning techniques are used to automatically identify goal types and congruence between goals. We find that goal congruence on student teams is relatively low, even when they assess it as high, partly due to variety in the types of goals they identify. We categorize the goals students articulate for their teams into grade-, completion-, teaming-, learning-, problem-, output- and outcome-oriented goals and report variance in the types of goals identified in different pedagogical settings. Our findings have implications for how faculty design their classes, link learning outcomes to team projects and facilitate goal setting on student teams.
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Kapur, Jay, and Francois Leroy. "Latest Innovation in Masking Solutions." In ITSC2021, edited by F. Azarmi, X. Chen, J. Cizek, C. Cojocaru, B. Jodoin, H. Koivuluoto, Y. C. Lau, et al. ASM International, 2021. http://dx.doi.org/10.31399/asm.cp.itsc2021p0096.
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Abstract Masking solutions for parts needing special treatments such as shot peening; grit blasting or thermal spray are now commonly used in industrial processes for the aerospace; industrial gas turbine; and medical industries. The ever-evolving special treatment methods require adapting the masking solutions so they retain their efficiency and quality level. This paper will describe the choices made in combining materials; geometry and surface finish of the masks to provide the necessary compliance with the thermal spraying processes or other special treatment requirements. We will demonstrate that successful masking designs are often the result of close collaboration between the operator’s engineering team and the masking solutions provider in order to comply with what is always a bespoke process. Innovations in materials and additive manufacturing enable the process towards tailored solutions which enable these industries to increase their productivity and level of manufacturing quality.
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Kan, Wenting. "Research and Practice on the Construction of High-level Teaching Innovation Team in Higher Vocational Colleges under the Background of "Internet+"." In ICISCAE 2021: 2021 IEEE 4th International Conference on Information Systems and Computer Aided Education. New York, NY, USA: ACM, 2021. http://dx.doi.org/10.1145/3482632.3483108.
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van Etten, Wilma, Marlies van Steenbergen, Guido Ongena, and Johan Versendaal. "Effective IT Use Among Residential Caregivers: The Role of Autonomy, Competence and Relatedness." In Digital Restructuring and Human (Re)action. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.fov.4.2022.26.
Повний текст джерелаАнотація:
Technological innovation in the healthcare sector is increasing, but integration of information technology (IT) in the care process is difficult. Healthcare workers are important agents in this IT integration. The purpose of this study is to explore factors that feed motivation to use IT. Self-determination theory (SDT) is applied to study how motivational factors impact effective IT use among frontline caregivers in residential care settings. As the team is very important to these caregivers, the team is our unit of analysis. In an embedded single case study design, interviews were conducted with all nine members of a team effectively using IT. All three basic psychological needs from SDT - autonomy, competence and relatedness - were found to have impact on effective IT use, though autonomy was primarily experienced at team level. Conversely, the effective use of an IT collaboration tool influences relatedness.
Звіти організацій з теми "Team-level innovation"
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Lim, Delbert, and Samuel Nursamsu. The Spread of Innovative Policies in an Imperfect Decentralisation. Research on Improving Systems of Education (RISE), March 2023. http://dx.doi.org/10.35489/bsg-rise-wp_2023/140.
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This paper aims to analyse the mechanisms of policy diffusion in the context of the decentralised education system in Indonesia. The country rapidly decentralised its government in 2000, transferring responsibilities to more than 341 districts and municipalities, bypassing the provincial governments. By 2022, the number of districts and municipalities increased to 514. The education system is a suitable platform for our analysis for two main reasons. First, local education offices are exceptionally active in implementing local-level policies. In a 2017 survey conducted by the RISE Indonesia team, we found 137 policies across 63 districts. Second, measures on outcomes related to the education system is commonly found in large-scale national surveys, allowing us to construct a comprehensive data set. It is also evident that the issues present in decentralisation also exists in the implementation of education policies in Indonesia. Local government has made little to no adjustment on the design of local curriculum contents even though the central government has fully delegated the task to local governments (Bjork, 2003).
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Ahmad, Noshin S., Raul Pineda-Mendez, Fahad Alqahtani, Mario Romero, Jose Thomaz, and Andrew P. Tarko. Effective Design and Operation of Pedestrian Crossings. Purdue University, 2022. http://dx.doi.org/10.5703/1288284317438.
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Pedestrians are vulnerable road users since they are prone to more severe injuries in any vehicular collision. While innovative solutions promise improved pedestrian safety, a careful analysis of local conditions is required before selecting proper corrective measures. This research study had two focuses: (1) methodology to identify roads and areas in Indiana where the frequency and severity of pedestrian collisions are heightened above the acceptable level, and (2) selecting effective countermeasures to mitigate or eliminate safety-critical conditions. Two general methods of identifying specific pedestrian safety concerns were proposed: (1) area-wide analysis, and (2) road-focused analysis. A suitable tool, Safety Needs Analysis Program (SNAP), is currently under development by the research team and is likely the future method to implement an area-wide type of analysis. The following models have been developed to facilitate the road-focused analysis: (1) pedestrian crossing activity level to fill the gap in pedestrian traffic data, and (2) crash probability and severity models to estimate the risk of pedestrian crashes around urban intersections in Indiana. The pedestrian safety model was effectively utilized in screening and identifying high-risk urban intersection segments for safety audits and improvements. In addition, detailed guidance was provided for many potential pedestrian safety countermeasures with specific behavioral and road conditions that justify these countermeasures. Furthermore, a procedure was presented to predict the economic feasibility of the countermeasures based on crash reduction factors. The findings of this study should help expand the existing RoadHAT tool used by the Indiana Department of Transportation (INDOT) to emphasize and strengthen pedestrian safety considerations in the current tool.
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Seginer, Ido, Louis D. Albright, and Robert W. Langhans. On-line Fault Detection and Diagnosis for Greenhouse Environmental Control. United States Department of Agriculture, February 2001. http://dx.doi.org/10.32747/2001.7575271.bard.
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Background Early detection and identification of faulty greenhouse operation is essential, if losses are to be minimized by taking immediate corrective actions. Automatic detection and identification would also free the greenhouse manager to tend to his other business. Original objectives The general objective was to develop a method, or methods, for the detection, identification and accommodation of faults in the greenhouse. More specific objectives were as follows: 1. Develop accurate systems models, which will enable the detection of small deviations from normal behavior (of sensors, control, structure and crop). 2. Using these models, develop algorithms for an early detection of deviations from the normal. 3. Develop identifying procedures for the most important faults. 4. Develop accommodation procedures while awaiting a repair. The Technion team focused on the shoot environment and the Cornell University team focused on the root environment. Achievements Models: Accurate models were developed for both shoot and root environment in the greenhouse, utilizing neural networks, sometimes combined with robust physical models (hybrid models). Suitable adaptation methods were also successfully developed. The accuracy was sufficient to allow detection of frequently occurring sensor and equipment faults from common measurements. A large data base, covering a wide range of weather conditions, is required for best results. This data base can be created from in-situ routine measurements. Detection and isolation: A robust detection and isolation (formerly referred to as 'identification') method has been developed, which is capable of separating the effect of faults from model inaccuracies and disturbance effects. Sensor and equipment faults: Good detection capabilities have been demonstrated for sensor and equipment failures in both the shoot and root environment. Water stress detection: An excitation method of the shoot environment has been developed, which successfully detected water stress, as soon as the transpiration rate dropped from its normal level. Due to unavailability of suitable monitoring equipment for the root environment, crop faults could not be detected from measurements in the root zone. Dust: The effect of screen clogging by dust has been quantified. Implications Sensor and equipment fault detection and isolation is at a stage where it could be introduced into well equipped and maintained commercial greenhouses on a trial basis. Detection of crop problems requires further work. Dr. Peleg was primarily responsible for developing and implementing the innovative data analysis tools. The cooperation was particularly enhanced by Dr. Peleg's three summer sabbaticals at the ARS, Northem Plains Agricultural Research Laboratory, in Sidney, Montana. Switching from multi-band to hyperspectral remote sensing technology during the last 2 years of the project was advantageous by expanding the scope of detected plant growth attributes e.g. Yield, Leaf Nitrate, Biomass and Sugar Content of sugar beets. However, it disrupted the continuity of the project which was originally planned on a 2 year crop rotation cycle of sugar beets and multiple crops (com and wheat), as commonly planted in eastern Montana. Consequently, at the end of the second year we submitted a continuation BARD proposal which was turned down for funding. This severely hampered our ability to validate our findings as originally planned in a 4-year crop rotation cycle. Thankfully, BARD consented to our request for a one year extension of the project without additional funding. This enabled us to develop most of the methodology for implementing and running the hyperspectral remote sensing system and develop the new analytical tools for solving the non-repeatability problem and analyzing the huge hyperspectral image cube datasets. However, without validation of these tools over a ful14-year crop rotation cycle this project shall remain essentially unfinished. Should the findings of this report prompt the BARD management to encourage us to resubmit our continuation research proposal, we shall be happy to do so.