Дисертації: "TELM"

1

Horváthová, Daša. "Telo v priestore, priestor v tele." Master's thesis, Akademie múzických umění v Praze.Hudební a taneční fakulta. Knihovna, 2015. http://www.nusl.cz/ntk/nusl-253676.

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The Master's thesis includes drawing up the issue of the body and space in dance. The introductory part contains the definition of the body as a living organism. The body of the thesis is devided in chapters dealing with the body layers, gravity, balance and imagination. The final part of the thesis connects all phenomenons mentioned in previous chapters. This part results in a description of the images and sensations during the classical ballet training.

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2

Foo, Maw-Der 1965. "Team design and performance : a study of short-term enterpreneurial teams." Thesis, Massachusetts Institute of Technology, 1999. http://hdl.handle.net/1721.1/50526.

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Thesis (Ph.D.)--Massachusetts Institute of Technology, Sloan School of Management, 1999.
Includes bibliographical references (leaves 191-202).
In this dissertation, I study the factors that influence the performance of short-term teams engaged in an entrepreneurial activity. This is an important area to study because team-started businesses account for a disproportionately greater number of high-growth firms (Kamm, Shuman and Seeger, 1990). Unfortunately, there has been limited research on team started businesses. The entrepreneurial teams that I study are participants in the MIT $50K Business Plan Competition. This sample is chosen because business plan competitions are increasingly becoming the meeting place for new ideas, people interested in starting business ventures and others who are interested in participating in these ventures (e.g., patent attorneys, investors and venture capitalists). In addition, the sample overcomes some problems typical of many entrepreneurship studies including left censoring biases, population identification and low response rates. Chapter 1 is an overview of the thesis while chapter 2 describes the entrepreneurial activities at MIT. Chapter 3 describes the MIT $50K Business Plan Competition and elaborates the steps taken to collect information from competition participants. Since entrepreneurial team performance is influenced by factors both internal and external to the team, this thesis takes a comprehensive approach, presenting three papers that explore the effects of team composition, team design and external contacts on entrepreneurial team performance. Both external and team-member evaluations of entrepreneurial team performance are used. Both evaluations are important because positive external evaluations can increase the venture's chances of getting resources (e.g., Roberts, 1991a) while positive internal evaluations can increase the chance that members will be satisfied with their teams and continue in team involvement (e.g., Hackman, 1987). The first paper, described in chapter 4, explores the influence of team design, both team structure and member interaction, on short-term entrepreneurial team performance. The findings show that there are different drivers of performance. While task design predicts external evaluations of performance, the way in which members interact predicts member-rated performance. The second paper, described in chapter 5, explores the influence of team-member functional diversity on short-term entrepreneurial team performance, with team design as the mediating variable. This study shows the need to investigate the indirect effects of functional diversity on performance and to distinguish between external and team-member evaluations. The results show that functional diversity has negative indirect effect on member-rated performance but no effect on external-rated performance. The third paper, described in chapter 6, explores the influence of member contacts with people outside the team on short-term entrepreneurial team performance. The study shows that high-performing teams gather a range of information and are efficient in information gathering. The study shows that social capital concepts, such as strong and weak ties, can be integrated with the team literature. The concluding chapter proposes a model that combines the influence of internal and external factors on entrepreneurial team performance. The chapter also summarizes the findings and compares them to the new venture and team literatures. Finally, areas for future research are proposed.
by Maw-Der Foo.
Ph.D.

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3

Yapes-walsh, Maria Caroline. "The long term prescription of opiates : clients and staff tell their stories." Thesis, University of East London, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.532415.

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This is an investigation into the beliefs and experience of a group of clients in a long term methadone prescribing programme and those of staff associated with this programme. The main aims of this study were: firstly, to identify the influence of contextual factors in participants' beliefs about methadone maintenance and their experience of being in that treatment programme; secondly, to investigate the impact of these beliefs on client-staff interactions and its significance for treatment. This study was conducted at a substance misuse clinic in London. Participants were involved with what it was known as "the long term prescribers group", ie. a treatment programme characterised by the regular prescription of opiates without leading to detoxification. Interviews were carried out with nine clients and nine members of staff. The content of interviews was analyzed using a Thematic Analysis approach according to Grounded Theory. The emerging themes suggested that clients and staff do not always share the same goals of treatment and this has negative effects in their interactions. It was also found that clients and staff regarded methadone maintenance with ambivalence. Thus, participants believed that it is helpful for achieving positive lifestyle changes, but at the cost of maintaining drug dependence. It was argued that differences in beliefs about the goals of treatment were a reflection of the different discourses about addiction existing in this society. It was also argued that the dominant discourse influencing participants' ideas is one characterised by a tendency to pathologise individual's behaviour. It was postulated that this causes negative consequences for client-staff interactions and limits the effectiveness of this treatment programme.

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4

BENETELLO, ANNALISA. "Verbal short-term memory and language processing: what repetition can tell us." Doctoral thesis, Università degli Studi di Milano-Bicocca, 2014. http://hdl.handle.net/10281/77063.

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This dissertation focuses on two main aspects regarding short-term memory: on the one hand, through a series of behavioral studies on healthy subjects, it is aimed at disentangling the debate on the importance of semantic information during processes involving short-term memory; on the other hand, it suggests the exploitation of differences in short-term memory load during rehabilitation treatments of neurologically impaired patients. Studies 1 and 2 investigated healthy subjects’ performance on serial recall tasks manipulating the familiarity with phonology and semantics of the words used. Results replicated the performance of a patient affected by semantic dementia described by Papagno et al. (2013), and confirmed that short-term memory performance is enhanced by familiarity with the phonological forms of the words, and not by the knowledge of their meanings. Studies 3 and 4 focused on sentence repetition, another task that taps on short-term memory resources. These experiments were aimed at testing the efficacy of a specific sentence repetition treatment protocol for people with aphasia. Using sentences with similar superficial appearance, but with different complexity of the syntactic structure, it is possible to manipulate the memory load required for repetition, and to obtain better performance when using the easier structure to prime the more complex one. This finding could give interesting hints for the development of new treatment approaches at sentence level, accounting for both linguistic theory and memory system. Through Study 5, the efficacy of a non-invasive brain stimulation technique, namely a-tDCS, in improving short-term memory performance was tested: the modulation of cortical excitability of the left inferior parietal lobule, considered to be the neural correlate of a subcomponent of the phonological loop, improves the maintenance of words in their correct order during serial recall. This could be particularly interesting, since tDCS may be used in cognitive rehabilitation of patients with short-term memory impairments.

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5

Townsend, Jeffery Scott. "Long term effectiveness of a team-taught, constructivist, experiential secondary science methods course." [Bloomington, Ind.] : Indiana University, 2008. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3337249.

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Thesis (Ph.D.)--Indiana University, School of Education, 2008.
Title from PDF t.p. (viewed on Jul 28, 2009). Source: Dissertation Abstracts International, Volume: 69-12, Section: A, page: 4620. Adviser: Valarie L. Akerson.

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6

Victor, Johan. "The development of the team effectiveness measure (TEM) : an assessment instrument for use in identifying and developing team effectiveness." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52514.

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Thesis (MBA)--Stellenbosch University, 2001.
ENGLISH ABSTRACT: Team effectiveness will be crucial to the success of managers and their organisations in the twenty first century. Managers will have to determine the effectiveness of their teams with the help of valid and reliable measurement instruments. This study project was undertaken to design and develop a team effectiveness assessment instrument that has been proven to be internally valid and reliable, for use by managers in order to identify and develop team effectiveness in their work teams. The construction of the Team Effectiveness Measure (TEM) depended largely on the identification of the elements that are needed for a team to be effective. This was achieved by researching existing literature and extracting a list of elements that was common to effective teams. The resultant Team Effectiveness Criterion Instrument, used in conjunction with practical experience, was then used to construct the Preliminary TEM. The methodology used in constructing and validating the TEM consisted of five steps. The concept of team effectiveness was specified, by using the results of the literature study, which identified eight discernible dimensions of team effectiveness. These dimensions are: balanced composition, clear objectives and focus, positive climate, dynamic culture, effective relationships, open communication, sound procedures and effective leadership. The next step was to create a pool of items by using the findings of the literature study. This resulted in a total pool of one hundred items, which were included in the Preliminary TEM. The format of the TEM was then constructed, consisting of demographic information and a Semantic Differential Scale, with a seven point bipolar rating scale. The next step was to determine the construct validity of the TEM. Applying the Preliminary TEM to a sample group of one hundred and ninety six people, and subjecting the results to statistical analysis achieved this. The Item Total Correlation and Coefficient Alpha was determined, followed by a Factor Analysis, which led to the refinement of the Preliminary TEM. The end result was the final TEM, which consisted of three main factors and a total of thirty elements. The results of the analysis of the final TEM, being an extremely high Cronbach Coefficient -Alpha of 0.94, and a consistently high Item Total Correlation, is evidence of the internal consistency of the TEM. The results of the factor analysis, a loading of more than 0.6 on all items, reflect positively on the construct validity of the TEM. Only the items with the highest level of reliability were retained. The final conclusion, based on the results, was that the contents of the TEM were sufficiently validated and was usable as an instrument for assessing team effectiveness. This means that the results obtained from the use of the instrument can be trusted and used for making recommendations on the development of a team. It must however, be noted that the TEM needs to be subjected to further reliability and construct validity testing. This does not however, detract from the fact that the TEM can be used effectively as a measure for managers for team effectiveness, team functioning, identifying symptoms of poor team work that prohibits performance and for measuring the "temperature" of the team.
AFRIKAANSE OPSOMMING: Die sukses van bestuurders en organisasies in die een-en-twintigste eeu is deels afhanklik van die sukses en die effektiwiteit van hul werkspanne. Bestuurders sal geldige en betroubare meetinstrumente nodig hê om te bepaal op watter vlak van effektiewe werking hulle spanne is. Die doel van hierdie studie projek was om 'n meetsinstrument vir spaneffektiwiteit te ontwerp en ontwikkel, wat getoets is vir interne geldigheid en betroubaarheid. Die meetinstrument moet gebruik kan word deur bestuurders om spaneffektiwiteit te indentifiseer en ontwikkel. Dit was belangrik om eers die elemente wat nodig is vir spanne om effektief te funksioneer, te identifiseer, deur gebruik te maak van 'n literatuurstudie oor spaneffektiwiteit. Die bestaande literatuur is gebruik om 'n lys van elemente te identifiseer wat algemeen in effektiewe spanne voorkom. Hierdie lys van elemente, sowel as praktiese ervaring, is gebruik om die Voorlopige Spaneffektiwiteits Meetinstrument (TEM) op te stel. Die metedologie wat gebruik is, is om 'n vyf stap benadering te volg in die ontwikkeling van die TEM. Eerstens is die konsep van spaneffektiwiteit gespesifiseer, deur gebruik te maak van die resultate van die literatuur studie. Agt dimensies is as volg geidentifiseer: Gebalanseerde samestelling, duidelike doelwitte en fokus, positiewe klimaat, dinamiese kultuur, effektiewe verhoudinge, oop kommunikasie, gevestigde prosedure, en goeie leierskap. In die volgende stap is 'n poel van items saamgestel deur gebruik te maak van die bevindinge van die literatuurstudie. In totaal is 100 items ingesluit in die Voorlopige TEM. Volgende aan die beurt was die opstel van die formaat van die TEM, wat bestaan het uit demografiese inligting, sowel as 'n Semanties Differensiële Skaal met 'n sewe punt bipolêre skaal. Dit is gevolg deur die vastelling van die konstruk geldigheid van die TEM, deur die toepassing van die vraelys op 196 mense en die statistese verwerking van die resultate. Die Item Totaal Korrelasie en die Koëffisient Alfa is bepaal en dit is gevolg deur 'n Faktor Analise. Hierdie resultate is gebruik om die TEM te verfyn tot 'n instrument met drie hoof faktore en 'n totaal van dertig items. Bewyse vir die interne konsekentheid van die TEM is verkry deur die hoë Cronbach Koëffisient van 0.94, en 'n deurlopende hoë Item Totaal Korrelasie. Die resultate van die Faktor Analise was 'n deurlopende hoë telling van meer as 0.6, wat positief reflekteer op die konstruk geldigheid van die TEM. Slegs die items met die hoogste vlak van betroubaarheid is gekies vir insluiting in die finale TEM. Dit alles dui daarop dat die resultate wat vekry gaan word deur die toepassing van die TEM op spanne, vertrou kan word en gebruik kan word om aanbevelings te maak vir die ontwikkeling van die span. Daar moet egter genoem word dat verdere betroubaarheid en konstruk geldigheid studies nodig sal wees op die TEM, aangesien die TEM slegs vir interne geldigheid getoets is. Die resultate van die analise is egter bevredigend genoeg dat die TEM met vertroue gebruik kan word deur bestuurders om die vlak van ontwikkeling en effektiwiteit van hul spanne te kan bepaal.

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7

Rickard, Wendy Joy. "Community care for the long term mentally ill : an evaluation of the community mental health team approach." Thesis, London School of Economics and Political Science (University of London), 1994. http://etheses.lse.ac.uk/1298/.

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The thesis addressed two research questions: 1) Why has community care of long term mentally ill people been so difficult to implement. and 2) Do Community Mental Health Teams (CMHT s) provide an intellectually viable and practically sustainable model of service provision. These questions were approached by an analysis of the wider literature and a multi-method case study evaluation of an innovative CMHT in one inner city area of London from 1979-1992. The thesis concentrated on interchanges between theory, policy and local practice. It was found that community care of the long term mentally ill was difficult to implement during the 1980s because adoption of new approaches depended on their delayed acceptance by the psychiatric profession and even then, the required social and environmental approaches to care were only partially adopted. Policy became dominated by professional and managerial influences and clients continued to have a low political profile. Administrative inadequacies were severe and deep rooted and there were unreconcilable differences between Health and Social Services. The collectivist ethos of CMHTs was undermined. The CMHT approach can provide a practically sustainable approach to service provision when certain conditions are met. The CMHT service must: be comprehensive, or supported by a full range of complementary services in the local community; receive genuine political commitment to the long term mentally ill client group and an on-going level of adequate funding; be introduced with a clear acknowledgement of where lead responsibilities rest; and harness the enthusiasm of professionals and catalytic individuals. The CMHT approach is a system of care and in so far as a new care model emerged during the 1980 s, it was the Care Programme Approach. Yet the CMHT approach provided a vital source of experimental energy during the 1980 s and now needs to be formally recognised by central government as a valuable vehicle for change.

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8

Mets, Sofia. "Long-term Remote Onboarding : The feeling of connection to the team while working remotely due to a pandemic." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-104354.

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The Covid-19 pandemic has forced organisations to review their working methods and adapt to the prevailing circumstances. One such change has been the need to increasingly allow employees to be onboarded and work from home. An onboarding process that is only based on digital communication has proven to be less effective and lower the understanding of the work role. Furthermore, the biggest challenge with remote onboarding is often to introduce employees to the organisation's culture and teams. This essay thus aims to describe and analyse remote onboarding in regard to the feeling of connection to the team, based on the perceptions of new employees. The research question for this thesis is thereby: - How does employees experience remote onboarding during Covid-19 and how does it affect the feeling of connection to the rest of the team? The study has an exploratory purpose and is of a qualitative approach. The empirical data has been collected through semi-structured interviews with 15 participants who have been employed during the pandemic and experienced remote onboarding. The results of the interviews have been analysed on the basis of theories about onboarding, learning and socialisation process. The results of the study show that it is valuable to reflect on how meetings in the digital context can replace the physical meetings. Regarding the design of the onboarding process, it must beensured that the interaction space usually offered on-site must be able to be replaced digitally for a new employee to get a sense of connection to the team. The discussion of the results has also shown that knowledge exchange can be linked to organisational learning, and this is closely linked to certain aspects of how a new employee can adapt to the organisational culture and have a successful remote onboarding and socialisation process.

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9

Garpenfeldt, Katarina. "Long-term exposure to war/terror and quality of lifeExperiences within the Arabic-Israeli minority in Tel Aviv." Thesis, Mittuniversitetet, Avdelningen för hälsovetenskap, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:miun:diva-26305.

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10

Oden, Kevin. "DISTRIBUTED TEAM TRAINING: EFFECTIVE TEAM FEEDBACK." Doctoral diss., University of Central Florida, 2008. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2908.

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ABSTRACT The United States Army currently uses after action reviews (AARs) to give personnel feedback on their performance. However, due to the growing use of geographically distributed teams, the traditional AAR, with participants and a moderator in the same room, is becoming difficult; therefore, distributed AARs are becoming a necessity. However, distributed AARs have not been thoroughly researched. To determine what type of distributed AARs would best facilitate team training in distributed Army operations, feedback media platforms must be compared. This research compared three types of AARs, which are no AAR, teleconference AAR, and teleconference AAR with visual feedback, to determine if there are learning differences among these conditions. Participants completed three search missions and received feedback between missions from one of these conditions. Multiple ANOVAs were conducted to compare these conditions and trials. Results showed that overall the teleconference AAR with visual feedback improved performance the most. A baseline, or no AAR, resulted in the second highest improvement, and the teleconference condition resulted in the worst overall performance. This study has implications for distributed military training and feedback, as well as other domains that use distributed training and feedback.
Ph.D.
Department of Psychology
Sciences
Psychology PhD

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11

Oden, Kevin Boyd. "Distributed team training effective team feedback /." Orlando, Fla. : University of Central Florida, 2008. http://purl.fcla.edu/fcla/etd/CFE0002483.

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12

Ekeroth, Tobias, and Linda Forssmark. "TELF : Vänder rätt i nöd." Thesis, Högskolan i Halmstad, Sektionen för ekonomi och teknik (SET), 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-19157.

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Sammanfattning År 2011 omkom 95 personer i samband med drunkning, det är en ökning med 16 personer från år 2010. Drunkning i samband med fritidsbåtar är den vanligaste orsaken och år 2010 omkom 29 personer i samband med fritidsbåtar. När räddningspersonalen kommer till en olycksplats med en kapsejsad båt måste de improvisera räddningsarbetet då det saknas något givet verktyg. Det är viktigt att de vänder båten för att kontrollera att ingen person är fast under den. Projektgruppen har talat med sjöräddningspersonal och en metod de använder sig av är att försöka fästa en tamp på ena sidan av båten därefter åka runt båten och med sjöräddningsbåten som mothåll försöka dra den kapsejsade båten till rätt köl igen. Att räddningspersonalen måste improvisera räddningsaktionen är farligt både för personal och för den nödställde. TELF-‐är ett verktyg som underlättar räddningsarbetet vid kapsejsade båtar. Med TELF behöver räddningspersonalen inte improvisera räddningen utan vet direkt vad de ska göra i situationer med kapsejsade båtar. TELF kastas över den kapsejsade båten och med sjöräddningsbåten som motkraft vänds den kapsejsade båten till rätt köl igen. TELF är utvecklad för att vända kapsejsade båtar men den kan även användas till att dra ut en brinnande båt ur hamn för att undvika att andra båtar börjar brinna. Med TELF kan räddningspersonalen känna sig trygga då de vet direkt vad de ska göra och inte behöver improvisera räddningsarbetet.
Abstract In year 2011 95 people drowned, that is an increase of 16 persons from 2010. Drowning in connection with boats is the most common cause and in year 2010 29 persons died in connection with boats. When rescue crew arrive to an scene of accident with a capsized boat they must improvise the rescue. It is very important that they turn the capsized boat to the right keel in order to secure that no one is stuck under the boat. The rescue crew cannot leave an abandoned boat out on the sea because it can cause new accidents and to tow a boat on the wrong keel is very difficult. TELF is a tool that facilitate the rescue with capsized boats. With TELF the rescue crew do not have to improvise the rescue work, they know directly what to do. TELF throws over the capsized boat and with the rescue boat as a counterforce they can drag the boat to its right keel again. TELF is designed to a turn capsized boats to its right keel, but it can also be used to drag a burning boat out from the harbour to avoid other boats from catching the fire. With TELF the rescue crew can feel secure, they do not have to improvise the rescue work, now they know directly what to do.

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13

Leiva, Neuenschwander Pedro Ignacio. "The influence of team mental models and team planning on team performance." [College Station, Tex. : Texas A&M University, 2006. http://hdl.handle.net/1969.1/ETD-TAMU-1853.

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14

Hassan, El-Kot Ghada Awed. "Team player styles, team design variables and team work effectiveness in Egypt." Thesis, University of Plymouth, 2001. http://hdl.handle.net/10026.1/2370.

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The literature has revealed few studies of management in Arab countries in general and particularly in Egypt. Many Egyptian organisations implemented the team concept a number of years ago, however, there do not appear to be any studies investicitaýt inc",D team work effectiveness in Egypt. The literature review and the findings of a pilot study emphasised the need for empirical research in team work in Egypt. Team effectiveness models are examined in order to identify the factors that may enhance team effectiveness in Egypt. Team behavioural models are also examined to identify the importance of balanced team membership and its relationship with team effectiveness. These models are examined with the aim of developing a team work effectiveness model to be tested in a sample of Egyptian organisations, which hopefully will inform the development of effective teams in the Egyptian context. The literature review revealed some significant predictors of team effectiveness such as team player styles, team design variables and team beliefs, which would enhance team effectiveness. The literature findings were used to develop a model for team effectiveness in Egypt. This model includes team player styles, team design variables (team autonomy, team size, team heterogeneity, team leader behaviour, team managerial support, team vision and team psychological safety), team beliefs (team potency and team efficacy) and team effectiveness (team performance outcomes). The proposed model for team work effectiveness in Egypt is tested in two larcre successful Egyptian organisations that use teams working. Data were collected using a questionnaire in both organisations with interviews with managers carried out prior to the administration of the questionnaire in both companies. In addition translation procedures and pilot studies were carried out before running the main studies. Two levels of analysis, the individual and the group level, were used and a range of statistical procedures and techniques such as descriptive statistics, estimates of reliabilities, factor analysis, correlation, t-test and regression analys's were employed. The empirical findings from both companies suggested re%'Isions to the proposed models for team effectiveness in Egypt. Another supplementary study was carned out alonCgý with the main study in the larL- c two companies with alm Of investicratinLy and examining one potential antecedent vanable in the 0 It) proposed model for team work effectiveness in Egypt. This study ývasc oncerned with testinc:- Dr the psychometnc properties of the Parker Team Player Survey that was used in this thes's, and I IV also to investigate any relationships between team player styles and the InclIvIdual dIfference vanables in Egypt. The findings from the main studies provided support for some variables in the proposed model for team work effectiveness in Egypt. The findings revealed the significant effects of some of the design variables on team effectiveness in Egypt. The finding's do not provide sufficient evidence to confirm or refute the assumption that team player styles is necessary condition for team effectiveness, however, the findings revealed its role in its relationship with other variables in the model. An amended model for team work effectiveness is developed based on the literature and on the findings of the main studies to include team player styles, team design variables (team autonomy, team size, team structure and team reward), team beliefs and team effectiveness (subjective and objective measures). The amended model also includes some antecedents such as individual differences, ore-I'anisational culture and the Egyptian culture. The amended model is sugZg-): ested for further testingZID and considered as a basis for further research in team work in Egypt.

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15

Birchmeier, Zachary P. "Exploring the Conditional Benefits of Team Diversity: The Interaction of Task Requirements and Team Composition on Tacit Coordination Efficiency." Miami University / OhioLINK, 2004. http://rave.ohiolink.edu/etdc/view?acc_num=miami1091631663.

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16

Ericson, Stahre Charlie, and Daniel Yousefi. "Entreprenöriella team : Varför startas företag i team?" Thesis, Södertörn University College, School of Business Studies, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-1488.

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Contemporary society focuses heavily on the individual and this is also characterized by an individual thinking that many people contribute to. This is furthermore shared in the field of entrepreneur research studies where a profound deal of time has been focused on the personal qualities of specific entrepreneurs. However, in modern settings today many corporations originate in a team-based structure, which therefore leads towards a different approach rather than examining exclusively on individuality. Previous research shows that entrepreneurial teams are establishing and growing at a steady pace, yet studies within this field has not developed in an extensive fashion. Entrepreneurial teams can be defined as a group of people who share a common goal, usually consisting of two or more individuals who commenced a foundation from the early stages of that specific firm and who originated an initial idea. This therefore generates an interest to further investigate entrepreneur studies. The development of the individuality of entrepreneurship has been revised previously. Nevertheless, analyzing the underlying factors to why individuals tend to establish teams of entrepreneurship is a reoccurring topic to this day.

The main purpose of this study is to map out these underlying factors and investigate the fundamental preferences of the individuals who prefer to create team-based entrepreneurships.

This study is of a deductive layout and has been carried out in a qualitative method. Eight separate interviews were carried out with the originators of respective business corporations, and underlying factors have been mapped out with the help of theories within the field of entrepreneurship.

Subsequent to the gathering of primary empirical data and with the support of important theory studies, certain conclusions can be made. The underlying motives behind the formation of entrepreneurial teams can be characterized by earlier experiences, friendship, and the addition of members who acts as supplements to the team. But also a sense of affinity within the group, the spread of risk-taking, and furthermore an addition of enjoyment to the group are all important factors when investigating team entrepreneurship.

I dagens samhälle fokuseras det mycket på individen och många präglas utav ett individualistiskt tänkande. Detta kan även ses inom entreprenörskapsforskning där det en längre tid fokuserats på entreprenörens personliga egenskaper. När det i dagsläget är vanligare än man tror att starta företag i team, bör inte endast de personliga egenskaperna undersökas. Tidigare studier visar på att entreprenöriella team etableras och växer i snabbare takt, dock är forskningen om entreprenöriella team inte så utvecklad och omfattande. Definitionen av ett entreprenöriellt team, är att det består av en grupp personer som har ett gemensamt mål. Denna grupp består av två eller fler personer, som samtliga har varit med från idéstadiet av företaget. Det är därför av intresse att bygga vidare på den befintliga forskningen. Att utveckla entreprenörens personliga egenskaper är redan utforskat, men att kartlägga de bakomliggande faktorerna till varför individer tenderar att bilda entreprenöriella team är idag ett aktuellt ämne.

Syftet med undersökningen blir därav att kartlägga de bakomliggande faktorer individer har, som gör att de startar företag i team.

Undersökningen har en deduktiv ansats, som har genomförts med en kvalitativ metod i form av åtta intervjuer med grundare från respektive företag. Med hjälp av teorier inom ämnet har bakomliggande faktorer kartlagts.

Efter att empirisk data samlats in och analyserats med hjälp av teorierna har följande slutsatser härletts. De bakomliggande faktorerna till entreprenöriella team är att de haft tidigare erfarenheter som påverkat, att de är vänner, att addition av ny medlem medför en resurs som kompletterar teamet, att det skapar samhörighet, att riskerna sprids, att det blir roligare, att kapital saknas och att det hela kan bero på tillfälligheter som gör att man formerar ett team.

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17

Kohler, Matthew. "What Can the Collective Action Problem Tell Us about the Recurrence of Civil War and the Long-term Stability of a Country?" Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4955/.

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This study attempts to explain why some countries experience multiple civil wars while others who have experienced a civil war build long-term stability from the rubble of conflict. The explanation of why civil war recurs focuses on the collective action problem, centering on the rebel leaders' ability to solve the Rebel's Dilemma. I further argue that once the Rebel's Dilemma has been solved once it is much easier for rebel leaders to solve it again and again. The empirical finds suggest that the political situation resulting from the first war plays a strong role in the solutions to the collective action problem and thus the long-term stability following a civil war. Namely, the level of democracy, partition and third party enforcement of the peace all affect the ability of the rebel leaders to solve the collective action problem and the likelihood of another civil war.

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18

Fraser, Brent DeWayne. "Development of a Methodology for Assessing Military Team Processes." Thesis, Virginia Tech, 2003. http://hdl.handle.net/10919/35082.

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Анотація:

This study is based upon the premise that overall team performance is the sum of the team's performance in several individual team processes. The purpose of this study was to develop a tool to measure performance in each of these individual team processes. This study begins the measurement development cycle by developing a tool that uses direct observation to collect data on team processes. The tool was then tested in a battle simulation being used as a C2 training exercise. The study showed that (1) the team process performance can be measured using direct observation, and (2) non subject-matter experts can accurately and reliably rate team performance by using the data collection tool. The tool developed here relied on an observer to rate the command team on 43 items concerning ten team processes. Ratings were collected on visual analog scales that were overlaid with a Likert-type template for analysis. The results showed that six of the ten constructs were measured reliably and validly. However, inter-rate reliability was shown to be an issue to be overcome in future studies. The implications of this weakness, the potential of this line of research,and potential tool design changes are discussed in this thesis.
Master of Science

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19

Li, Li. "Short-term and long-term evolution of lentiviruses." Thesis, University of Nottingham, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.575475.

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Анотація:

Lentiviruses have paradoxically fast short-term rate of evolution and slow long-term rate of evolution, which differ by several orders of magnitude. In this thesis, with a new method called truncated tree analysis, slower rates of evolution of transmitted viruses were estimated. However, the rate decline of the transmitted viruses is limited, and is not sufficient to explain the dramatic difference between the short-term and long-term evolutionary rates. These dramatically different rates were reconciled by an S shaped curve based on the new trend observed from this thesis. In the middle part of this new trend, the rate of evolution decreases as the time of divergence increases. Using this new trend, the time scale of HIV -1 and their closest related SIV found in apes were set. The SIV cpzPtt and SIV cpzPts isolated from the two subspecies of chimpanzees shared the most recent common ancestor around 25.2 thousand years ago. This is younger than the estimated date of these two host subspecies split, and suggests that the SIV cpz is relatively new to the chimpanzees. The second chapter of this thesis further explores lentiviral evolution by examining the feline immunodeficiency viruses (FIV's). An American origin scenario of the FIV s was proposed. In this scenario the ancestor of FIV first the invaded the ancestors of the puma lineage living in American, and then as the ancient puma lineage speciated and migrated FIV spread out to many other felids. The final chapter of this thesis further explores the evolutionary rate decline as the time span extends by introducing the idea of flip- flop sites that undergo negative frequency dependent selection pressures. Theoretical simulations confirmed that in the short time span, the presence of the flip-flop sites results in overestimation of the evolutionary rate, but in longer time spans, opposite effects of flip-flop sites were observed.

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20

Wood, Chris S. "Professional Learning Committee Team Functionality and Team Trust." BYU ScholarsArchive, 2015. https://scholarsarchive.byu.edu/etd/6087.

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Анотація:

In response to increasing demands placed on public education, professional learning communities (PLC) have emerged as a means of providing teachers with opportunities to collaborate together. Collaboration has been shown to improve teaching practices and lead to better student outcomes. Many collaborative teams, however, struggle to reach their collaborative potential. Trust has been shown to be an important factor contributing to the success of collaborative efforts. Few studies exist that empirically assess the relationship between team functionality and team trust. This study examines the relationship between these two constructs. A measurement tool was developed by the author to measure PLC team functionality based on five domains of functionality. Team trust was measured by a preexisting tool developed by Costa & Anderson (2010) based on four dimensions of trust. Multiple regression analyses were performed to assess the strength of the relationship between PLC team functionality and team trust. Control factors such as team stability, years of teaching, and principal support were included in the analysis. Findings showed a positive, significant relationship between the five domains of PLC team functionality and the four dimensions of team trust. While individual relationships between domains of functionality and dimensions of trust varied, between 46%-60% of variability in team functionality was explained by team trust. This study demonstrates the importance of trust in collaborative efforts of PLC teams as well as highlights a more complex relationship between the two constructs than previously understood in the literature.

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21

Fay, Doris, and Yves R. F. Guillaume. "Team diversity." Universität Potsdam, 2007. http://opus.kobv.de/ubp/volltexte/2008/1829/.

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Анотація:

Team diversity refers to the differences between team members on any attribute that may lead each single member of the group to perceive any other member of the group as being different from the self of this particular member. These attributes and perceptions refer to all dimensions people can differ on, such as age, gender, ethnicity, religious and functional background, personality, skills, abilities, beliefs, and attitudes.

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22

Buqinca, Alban, and Ala Zangana. "TelMe Mobile." Thesis, Blekinge Tekniska Högskola, Avdelningen för telekommunikationssystem, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-2136.

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Dagens teknik har bidragit till att mobiltelefonens användningsområden har expanderat avsevärt de senaste åren. Detta har lett till att alltfler mobila tjänster har dykt upp på marknaden. Uppgiften i detta examensarbete består i att utveckla en version anpassad för mobiltelefoner av den existerande produkten TelMe, som är en webbtjänst för vikarietillsättning inom olika verksamheter. Den mobilanpassade versionen kommer att gå under namnet TelMe Mobile. Problemställningen var att implementera de väsentliga funktionerna i produkten med avsikt för att göra dessa tillgängliga för mobiltelefoner. För att hitta en lösning till problemställningen har följande frågeställningar formulerats; hur kan webbtjänsten TelMe anpassas till en mobiltelefon, hur kan innehållet presenteras i en mobiltelefon på ett användarvänligt sätt, hur kan dataflödet reduceras samt hur implementeras de tekniska lösningarna för TelMe Mobile? Eftersom utveckling för mobiltelefoner kräver ett helt annat tankesätt, samlades information om mobila webbapplikationer från officiella organisationer. Begränsningar i mobiltelefoner som t.ex. skärmstorlek, bandbredd och förhållandevis underlägsen hårdvara innebär att webbapplikationen måste vara enkel och inte resurskrävande. Med hänsyn till ovanstående restriktioner måste TelMe designas om och följa denna enkla struktur. Webbapplikationen måste ha en enkelkolumnig layout på grund av mobiltelefoners relativt mindre skärmstorlekar. På grund av den begränsade bandbredden och minneskapaciteten för mobiltelefoner är det viktigt att datamängden inte är för stor. För att reducera datamängden för varje sida måste antalet rader med information minskas. Användning av bilder för layouten kan bidra till en ökning av datamängden, därför bör mindre eller inga bilder utnyttjas. Den tekniska lösningen för TelMe Mobile har implementerats som en separat sida för mobiltelefoner medan TelMe är avsedd för datorer. Implementeringen genomfördes med hjälp av XHTML Mobile Profile 1.0 och eFrog Builder. W3C:s riktlinjer för mobil webbutveckling har följts för att säkerställa TelMe Mobiles kompatibilitet med ett brett utbud av mobiltelefoner. Kompatibiliteten kan dock inte garanteras med alla mobiltelefoner på grund av den breda variationen av mobila plattformar. TelMe Mobile har testats på ett antal olika mobiltelefoner med de vanligast förekommande plattformarna. Webbapplikationen har även testats på Opera Mini, som är en populär tredjepartswebbläsare med bra stöd för den mobila webben. Mobilvänligheten för TelMe Mobile har validerats på http://ready.mobi, vilket kontrollerar webbapplikationen gentemot W3C:s standarder för mobil webbutveckling.
albu04@student.bth.se alzb04@student.bth.se

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23

Schmid, Simone Rita. "Erfolgsfaktor Team!?" Doctoral thesis, Universitätsbibliothek Chemnitz, 2016. http://nbn-resolving.de/urn:nbn:de:bsz:ch1-qucosa-207566.

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Анотація:

Die übergeordnete Zielstellung der vorliegenden Arbeit ist es, Bedingungsfaktoren erfolgreicher Teamarbeit anhand von Forschungsarbeiten aus unterschiedlichen Fachrichtungen herauszuarbeiten und diese anhand eigener Studien zu sogenannten Actionteams empirisch zu überprüfen. Hierfür wird auf Grundlage einer umfangreichen Literaturanalyse ein Rahmenforschungsmodell zur Teamarbeit synthetisiert sowie ein Verhaltensmarker Ansatz zur Erfassung und Bewertung von Team(arbeits)prozessen in kritischen Situationen entwickelt und erprobt. Demzufolge ist die Arbeit in zwei Teile aufgebaut: Im ersten Schritt wird theoriegeleitet ein Forschungsmodell zur Teamarbeit abgeleitet und durch sekundäranalytische Auswertungen von elitären Actionteams überprüft. Darauf aufbauend, wird ein Verhaltensmarker-Ansatz zur Messung und Bewertung von potentiell trainierbaren Team(arbeits)prozessen konzipiert und an Rettungsdienstteams in einer high-fidelity-Simulation experimentell evaluiert. Der Fokus im ersten Teil der Arbeit liegt auf der theoriegeleiteten Entwicklung des Forschungsmodells, welches Teamarbeit in folgende analytisch unterscheidbare Dimensionen differenziert: emergent states (shared mental models, mutual trust und group potency) und Teamprozesse (team orientation, team leadership, mutual performance monitoring, backup behavior, adaptability und closed loop communication). Dieses Forschungsmodell wurde mit einer Sekundäranalyse von Fragebogen- und Interviewdaten zu einer Stichprobe von elitären Actionteammitgliedern geprüft und empirisch bestätigt. Die quantitative Analyse von Fragebogendaten zeigt bei den elitären Actionteammitgliedern (n = 132) positive signifikante Zusammenhänge zwischen den emergent states und Teamprozessen. Im direkten Abgleich mit nichtelitären Actionteammitgliedern (n = 133) zeigten sich bei den elitären Actionteammitgliedern durchweg höhere Ausprägungen in den Teamarbeitsdimensionen (erste Forschungsfrage). Des Weiteren wurde untersucht, ob eine Beziehung zwischen Teamarbeitsdimensionen und verschiedenen Teamtypen (contending teams, critical teams und performing teams) besteht. Die inhaltsanalytische Auswertung von qualitativen Interviewdaten elitärer Actionteammitglieder (n = 51) wie auch statistische Analysen standardisierter Fragebogendaten elitärer Actionteammitglieder (n = 132) legen eine Beziehung nahe. Die Ergebnisse belegen, dass sich die beiden Teamtypen contending teams und performing teams am stärksten in den Teamarbeitsdimensionen team leadership und adaptability unterscheiden (zweite Forschungsfrage). Das Hauptanliegen des zweiten Teils der Arbeit besteht darin, zu testen, ob die im ersten Arbeitsteil als erfolgskritisch identifizierten Team(arbeits)prozesse, nach einer Schulungs- und Trainingsintervention mit einer erhöhten Leistungsfähigkeit einhergehen. Dazu wird aus den Erkenntnissen des ersten Teils und unter Rückgriff auf aktuelle Forschungsergebnisse ein Verhaltensmarker-Ansatz entwickelt. Zur Überprüfung, ob und wie durch eine Verbesserung der Team(arbeits)prozesse die Leistungsfähigkeit von Actionteams gesteigert werden kann, wurde eine quasi-experimentelle Simulations-Studie mit einem Experimental- und Kontrollgruppen-Design durchgeführt. Um mit dem entwickelten prozessanalytischen Messinstrument die Team(arbeits)prozesse praktizierender Rettungsdienstmitglieder in kritischen Situationen zu erfassen, wurde eine Simulation als Zwischenform einer Labor- und Felduntersuchung gewählt. Insgesamt nahmen 96 Teilnehmer an der Studie teil, die in zwei Gruppen aufgeteilt wurden. Der Teilnehmerkreis eins (T1; n = 47) erhielt vor der Simulation eine Schulungs- und Trainingsmaßnahme und der Teilnehmerkreis zwei (T2; n = 49) erhielt diese nachher. Anschließend wurde eine Teilstichprobe mit jeweils 10 Personen aus dem Teilnehmerkreis eins (T1) als Experimentalgruppenteilnehmer (n = 10) und aus dem Teilnehmerkreis zwei (T2) als Kontrollgruppenteilnehmer (n =10) zufällig ausgewählt. Die Experimental- und Kontrollgruppenteammitglieder absolvierten in einer high-fidelity-Simulation ein komplexes und mit kritischen Situationen konzipiertes Fallbeispiel. Die Bewertung der Team(arbeits)prozesse und des Teamerfolges erfolgte durch eine offene, passiv teilnehmende Beobachtung und wurde mittels Beobachtungsbogen von sechs Experten während der Simulation protokolliert. Des Weiteren wurde das Verhalten der Teammitglieder anhand aufgezeichneter Videodateien mit einer Videointeraktionsanalyse bewertet. Die Ratingübereinstimmung zwischen den Beobachtungsdaten der teilnehmenden Forscher vor Ort mit den Videoauswertungen der unabhängigen Experten im Nachgang lassen erkennen, dass das entwickelte prozessanalytische Verfahren zur Messung und Bewertung von Team(arbeits)prozessen geeignet ist, reliabel und objektiv die Leistungsfähigkeit von Rettungsdienstteams in kritischen Situationen zu erfassen. Die Befunde zeigen, dass die als erfolgskritisch und potentiell trainierbar identifizierten Team(arbeits)prozesse durch eine Schulungs- und Trainingsmaßnahme gesteigert werden konnten. Hierbei verdeutlichen die Ergebnisse des Experimental- und Kontrollgruppenvergleichs, dass insbesondere die Reflexions-, Teamführungs- und Koordinationsprozesse verbessert werden konnten. Auch lag der Teamerfolg, gemessen an der Anzahl richtig gewählter und ausgeführter Maßnahmen, die in einem zeitlich vorgegebenen Rahmen durchgeführt wurden, bei den Experimentalgruppen etwas höher als bei den Kontrollgruppen. Zusammenfassend liegen mit dieser Arbeit erste empirische Befunde eines quasi-experimentellen und multi-methodischen Forschungs- bzw. Evaluationsdesigns vor, die aufzeigen, welche erfolgskritischen Team(arbeits)prozesse die Leistungsfähigkeit von Actionteams in kritischen Situationen steigern können.

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24

Курочкіна, Вікторія Семенівна, Виктория Семеновна Курочкина, Viktoriia Semenivna Kurochkina, Оксана Робертівна Гладченко, Оксана Робертовна Гладченко, and Oksana Robertivna Hladchenko. "Team teaching." Thesis, Sumy State University, 2019. https://essuir.sumdu.edu.ua/handle/123456789/77015.

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Анотація:

Nowadays, when students have access to any information via the Internet, ‘live’ communication in the classroom, the opportunity to observe the other people’s behavior and emotions, to perform in public are those invaluable resources that attract students with their content and emotional coloring. We have decided to highlight the issue of team teaching as we have our own teaching experience together with the Peace Corps volunteer who came to Sumy State University to work on the project “Teaching English as a Foreign Language”. The experiment lasted for two years. In the course of our collaboration we were able to observe the progress in students’ knowledge, increase in their linguistic competence, motivation and interest. Many students started attending weekly meetings of the English Club in order to improve their spoken English, broaden their worldview through intercultural communication and enrich vocabulary. Now, when after a two-year stay at Foreign Languages Department our volunteer has gone home, we want not to forget the acquired experience, to save and share the achievements obtained over that period of time.

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25

Costa, Ana-Cristina, and N. R. Anderson. "Team Trust." Willey-Blackwell, 2003. http://hdl.handle.net/10454/17883.

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Анотація:

No
This chapter seeks to clarify the definition of trust and its conceptualization specifically at the team or workgroup level, as well as discussing the similarities and differences between interpersonal and team level trust. Research on interpersonal trust has shown that individual perceptions of others trustworthiness and their willingness to engage in trusting behavior when interacting with them are largely history‐dependent processes. Thus, trust between two or more interdependent individuals develops as a function of their cumulative interaction. The chapter describes a multilevel framework with individual, team and organizational level determinants and outcomes of team trust. It aims to clarify core variables and processes underlying team trust and to develop a better understanding of how these phenomena operate in a system involving the individual team members, the team self and the organizational contexts in which the team operates. The chapter concludes by reviewing and proposing a number of directions for future research and future‐oriented methodological recommendations.

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26

Costa, Ana-Cristina, and Neil Anderson. "Team Trust." Willey-Blackwell, 2017. http://hdl.handle.net/10454/17883.

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Анотація:

No
This chapter seeks to clarify the definition of trust and its conceptualization specifically at the team or workgroup level, as well as discussing the similarities and differences between interpersonal and team level trust. Research on interpersonal trust has shown that individual perceptions of others trustworthiness and their willingness to engage in trusting behavior when interacting with them are largely history‐dependent processes. Thus, trust between two or more interdependent individuals develops as a function of their cumulative interaction. The chapter describes a multilevel framework with individual, team and organizational level determinants and outcomes of team trust. It aims to clarify core variables and processes underlying team trust and to develop a better understanding of how these phenomena operate in a system involving the individual team members, the team self and the organizational contexts in which the team operates. The chapter concludes by reviewing and proposing a number of directions for future research and future‐oriented methodological recommendations.

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27

Taylor, Richard E. "Team leadership." Theological Research Exchange Network (TREN), 1994. http://www.tren.com.

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28

Ventura, Mariane Pires. "Segunda tela." reponame:Repositório Institucional da UFSC, 2016. https://repositorio.ufsc.br/xmlui/handle/123456789/174900.

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Анотація:

Dissertação (mestrado) - Universidade Federal de Santa Catarina, Centro de Comunicação e Expressão, Programa de Pós-Graduação em Jornalismo, Florianópolis, 2016.
Made available in DSpace on 2017-04-18T04:16:15Z (GMT). No. of bitstreams: 1 345353.pdf: 3400828 bytes, checksum: 32c423c8f9c56185969731d28f0391ff (MD5) Previous issue date: 2016
Estudos divulgados pelo Ibope (2012), Google (2013) e Nielsen (2015) indicam que boa parte da população brasileira está habituada a utilizar um dispositivo móvel enquanto assiste à televisão a comentar nas redes sociais sobre o programa assistido. Esse fenômeno tem sido denominado como TV Social e a plataforma em que isso ocorre como segunda tela. Observando essa tendência do público, emissoras lançaram aplicativos(apps) para estimular a audiência e interagir com os telespectadores. Essa pesquisa traz uma análise comparativa de alguns desses apps com o objetivo de apontar diretrizes para a criação de um modelo de segunda tela voltado para o jornalismo. Os aplicativos Globo, Superstar, Tomara que Caia e The Voice Kids foram testados com o público a fim de identificar as funções que mais se destacavam. Com base nas respostas obtidas, juntamente com o desenvolvimento teórico desse trabalho, são propostas funções a serem exploradas em um app jornalístico de segunda tela.

Abstract : Studies published by Ibope (2012), Google (2013) and Nielsen (2015) shows that much of the population has become accustomed to using a mobile device while watching TV, and also to comment on social networks about the program watched. This phenomenon has been termed as Social TV, and the platform on which it occurs, as a second screen. Observing this trend of public, broadcasters launched applications to stimulate the audience and interact with viewers. This research provides a comparative analysis of some of these apps in order to point out guidelines for the creation of a second- screen app to journalism. The applications Globo, Superstar, Tomara que Caia and The Voice Kids were tested with the public to identify the features that most stood out. Based on the responses, along with the theoretical development of this work, are proposed functions to be explored in journalism second screen app.

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29

Evanshen, Pamela. "Team Building." Digital Commons @ East Tennessee State University, 2002. https://dc.etsu.edu/etsu-works/4422.

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30

Fogel, Annelie. "Team Performance : exploring team situation awareness, mental models, and team processes in breathing apparatus rescues." Thesis, Linköping University, Department of Computer and Information Science, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-2643.

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Анотація:

The current study aimed at investigating the concepts of team situation awareness, mental models, and team processes in relation to performance in the complex, dynamic environment of breathing apparatus rescues. Data was collected during exercises at Ågesta training center through questionnaires and after action reviews. 28 firemen and 5 instructors participated in the exercises. Also, a stimulated recall interview was conducted with 2 of the firemen that had participated in one of the exercises. The different data collection methods all indicated that well-developed mental models or a high degree of pre-task knowledge affected performance in a positive way. Moreover, a multiple regression analysis showed that both pre-task knowledge and team processes significantly can predict performance. The results of the analysis of team situation awareness in relation to performance were fairly ambiguous. Therefore, further research is needed to establish the relation between these concepts in the domain at matter.

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31

Mawritz, Kenneth. "An Examination of Intra-Team Rivalry Effects on Individual/Team Performance, and Team Member Deviance." Diss., Temple University Libraries, 2019. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/589444.

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Анотація:

Business Administration/Interdisciplinary
D.B.A.
Most studies on rivalry analyze the phenomenon where participants are on opposing sides in business organizations or sports teams (i.e., inter-team rivalry). Currently, the rivalry literature is expanding to examine the effects of rivalry among team members if a manager or coach creates an environment marked by intra-team rivalry. Study 1 examined team member behaviors and individual and team performance within teams (i.e., intra-team rivalry) by having 311 collegiate students recall their experiences participating on a high school athletic team. Findings indicated that intra-team rivalry was positively related to individual performance and team performance. Social comparison mediated the positive relationship between intra-team rivalry and individual performance. In Study 2 adjustments to the research model allowed further exploration of team performance and intra-team rivalry. Study 2 surveyed 240 current collegiate student athletes twice examining the same hypotheses at the 1) individual level, and 2) team level via data aggregation. Findings consistent with both surveys indicated that social comparison was positively related to intra-team rivalry; intra-team rivalry was positively related to individual deviance; and both individual performance, and motivation were positively related to team performance. Unique to Survey 1, intra-team rivalry was positively related to motivation. Unique to Survey 2, negative relationship between individual deviance and team performance. Implications for team members, leaders, and organizations are compelling.
Temple University--Theses

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32

Karlsson, Julia, and Mårten Sundin. "Sammansättning av revisionsteam." Thesis, Linköpings universitet, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-148902.

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Анотація:

ProblemformuleringTidigare forskning visar att revisionsteam överträffar prestationen av en enskild revisor. Forskningen fokuserar dock i huvudsak på rollstruktur i form av egenskaper och kompetenser på individnivå och sätter detta i relation till vilken påverkan det har på revisionskvalitet. Studier som istället utgår från sammansättning av revisionsteam och revisorsmedarbetares upplevelser av teamsammansättning är mer ovanliga. För att bidra till forskningen avser vi, med utgångspunkt i perspektiven sammansättning av medlemmar som redan finns tillgängliga på revisionsbyrån och rekrytering av nya medlemmar som ska ingå i framtida revisionsteam, öka förståelsen för hur sammansättning av revisionsteam upplevs av revisorsmedarbetare på olika revisionsbyråer. Syfte Syftet med studien är att öka förståelsen för revisionsmedarbetares upplevelser av sammansättning av revisionsteam på olika revisionsbyråer. Metod Studien är kvalitativ och antar en deduktiv ansats med induktiva inslag. Semistrukturerade intervjuer används som metod för datainsamling. Som ett komplement till semistrukturerade intervjuer har även en dokumentinsamling i form av annonser tillämpats. Slutsats Studien visar att det finns vissa skillnader mellan olika byråer dels vad gäller rekrytering av nya medlemmar som ska ingå i framtida revisionsteam men även sammansättning av medlemmar som redan finns tillgängliga på byrån. Den tydligaste skillnaden mellan byråerna är upplevelsen av hur diversifierad byrån är sett till rekrytering till byrån men även när det gäller sammansättning av olika revisionsteamen. Studien visar även på tydliga likheter mellan olika revisionsbyråer framförallt förmågan att etablera och utveckla kundrelationer samt samarbetsförmåga. Byråernas interna metodik om vinstintresse har en starkare påverkan jämfört med professionens metodik som främst syftar till att leverera en hög kvalitet på de tjänster som omfattas av professionen. Slutsats Studien visar att det finns vissa skillnader mellan olika byråer dels vad gäller rekrytering av nya medlemmar som ska ingå i framtida revisionsteam men även sammansättning av medlemmar som redan finns tillgängliga på byrån. Den tydligaste skillnaden mellan byråerna är upplevelsen av hur diversifierad byrån är sett till rekrytering till byrån men även när det gäller sammansättning av olika revisionsteamen. Studien visar även på tydliga likheter mellan olika revisionsbyråer framförallt förmågan att etablera och utveckla kundrelationer samt samarbetsförmåga. Byråernas interna metodik om vinstintresse har en starkare påverkan jämfört med professionens metodik som främst syftar till att leverera en hög kvalitet på de tjänster som omfattas av professionen.
Problem Previous research shows that audit teams outperform the performance of an individual auditor. Research, however, mainly focuses on role structure in terms of individual skills and competencies. Studies based on the composition of audit teams and the team members’ experience of team composition is more unusual. In order to contribute to the research we intend to increase the understanding, based on the two perspectives, composition of members already employed at the audit firm and the recruitment of new members to be included in future audit teams, of how composition of audit teams are experienced by audit coworkers at various audit agencies. Aim The aim of the study is to increase the understanding of audit coworkers’ experiences of audit team composition at various audit agencies. Method The study is qualitative and assumes a deductive approach with inductive elements. Semi-structured interviews are used as method for data collection. As a complement to semi-structured interviews, a document collection in the form of ads have been applied. Conclusion This study shows that there are some differences between different agencies, partly as regards the recruitment of members to be included in future audit teams, but also the composition of members already available at the agency. The clearest difference between the agencies is the experience of how diversified the agency is regarding recruitment but also the composition of audit team. The study also shows clear similarities between different audit agencies, in particular the ability to establish and develop customer relationships, as well as collaborative skills. The agencies' internal methodology of profitability has a stronger impact than the profession's methodology that mainly aims to deliver a high quality of the services covered by the profession.

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Bao, Lili. "Deep and Diverse: Knowledge Combination of Team Members in Problem Solving Teams." Case Western Reserve University School of Graduate Studies / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=case1586812485500884.

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Bover-Arnal, Telm [Verfasser]. "The Aptian evolution of the Galve sub-basin (Maestrat Basin, E Iberia) / vorgelegt von Telm Bover-Arnal." 2010. http://d-nb.info/1002204801/34.

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VISHAM, KUMAR. "NONLINEAR RANDOM VIBRATION ANALYSIS USING TAIL EQUIVALENT LINEARIZATION METHOD." Thesis, 2017. http://dspace.dtu.ac.in:8080/jspui/handle/repository/15995.

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Анотація:

A new non-parametric linearization method for nonlinear random vibration analysis is created. This method works on a discrete representation of the stochastic inputs and the ideas from the first order reliability method (FORM). For a specifiedzresponse thresholdzof theznonlinear system, thezequivalent linearzsystem is characterizedxby matchingzthe "design points" of the linear and nonlinearzresponses in the space of thezstandard normalzvariables acquiredzfrom the discretizationzof thezexcitation. Because of thiszdefinition, the tail probabilityzofzthe linearzsystem is equalzto the firstzorder approximation ofzthe tailzprobability of theznonlinear system, this propertyzmotivating the namezTail- EquivalentzLinearization Method (TELM).This leads to the identification of the TELS in terms of a unit-impulse response function for each component of the input excitation,tail equivalent linearization method is a new,non-parametric linearization method for nonlinear random vibration analysis.This method is to overcome the inadequacy of conventional equivalent linearization method.Our objectives are investigation and thorough understanding of analysis of stochastic non-linear system by tail equivalent linearization method as well as computation of certain nonlinear response characteristics. Further more study is presented on method of random vibrational analysis especially on equivalent linearization method and also gives brief review on reliability analysis of structure, first order reliability analysis (FORM).It is demonstratedzthat the equivalentzlinear systemzis determined in termszof its impulsezresponse functionzin the non-parametriczform fromzthe knowledgezof design point. This examination lookszatzthe impacts of differentzparameters onzthe tail-equivalentzlinear system, presentszan algorithmzfor findingzthe design points. Design point in FORM is the point on a limit-state surface that is nearest to the origin when the random variables are transformed to the standard normal space.Linearization of the limit-state surface at this point uniquely defines a linear system, denoted as Tail-Equivalent Linear System, TELS.Previous study shows that design point shows that design point on limit state surface of linear system and nonlinear system is same. Once the TELS is defined for a specific response threshold, methods of linear random vibrational analysis are used to compute various response statistics, such as the mean crossing rate and tail probabilities of local and extreme peaks. The method has been developed for application in both time, and frequency domain and it has been applied to inelastic structures as well as structures experiencing geometric nonlinearities.

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Chang, Chia-Wei, and 張家維. "The Short-term Working Team Scheduling Models for Road Maintenance." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/332469.

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碩士
國立中央大學
土木工程研究所
94
A good work team schedule for road maintenance can help improve the effectiveness of the road maintenance and thus reduce the operating costs. In current practice the work team schedule is typically designed by the staff’s experience, in accordance with the projected (or average) fleet travel times and maintenance times, meaning that stochastic disturbances arising from variations in vehicle travel times and maintenance times in actual operations are neglected. In the worst case scenario, where vehicle travel times and maintenance times fluctuate wildly during daily operations, the planned work team schedule could be disturbed enough to lose its optimality. Since there has been no research on work team scheduling problems that can account for stochastic fleet travel times and maintenance times, in this research stochastic disturbances of daily vehicle travel times and maintenance times that occur in actual operations are considered from the basis of the carrier’s perspective. We try to develop a deterministic and a stochastic work team scheduling models, with the objective of minimizing the total operating time (including total vehicle travel time and total maintenance time). The models are expected to be useful planning tools for carriers to decide on their optimal work team schedules in their operations. We will employ network flow techniques, with a systemic optimization perspective, to construct a deterministic work team scheduling model. Then a stochastic work team scheduling model is developed by modifying the fixed vehicle travel time and maintenance time parameters in the deterministic work team scheduling model. We use the mathematical programming solver, CPLEX, to directly solve the scheduling model. To evaluate the models and the solution algorithms under stochastic vehicle travel times and maintenance times in actual operations, we will also develop a simulation-based evaluation method. Then, we will perform a case study on personal computers, using real data of a local government. Finally, conclusions and suggestions will be given.

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Rutkowski, Kevin John. "Motivating employees for long term company success." Thesis, 2010. http://hdl.handle.net/2152/ETD-UT-2010-12-2189.

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There have been many recent examples in the news of how employees were motivated by their companies to take actions that were not best for the long term success of the company. Mortgage companies gave financial incentives to brokers for each loan approved regardless of quality, which resulted in a large number of defaults several years later. BP, the oil company, gave financial incentives to employees based on short-term profits, which motivated management to perform cheaper and less frequent maintenance on the Alaskan Pipeline. This led to increased bonuses until a pipeline failure several years later. And numerous financial institutions gave employees big performance bonuses based on short-term profits one year before their institutions failed. Many analysts have stated that lucrative bonuses that did not take into account long-term company performance motivated many employees to take dangerous financial risks. In addition, in my 16 years of software development consulting, I have first-hand experience with seeing how companies' motivation techniques influence people to ignore the long-term success of their company. I have seen incentives for delivering a project on time influence project managers and developers to push low quality software into production in order to meet that deadline. Similarly, I have seen incentives (for meeting budget numbers on a project) influence managers to eliminate planning and quality assurance in order to lower the cost of implementing the project. In each of those cases, the resulting low quality software caused long-term damage to the company that could have been avoided if the project were higher quality but slightly late or over budget. I have also seen that incentives, intended to encourage call center employees to take more calls per hour, ended up motivating employees to hang up on customers without solving their problems. This resulted in low customer satisfaction, which led to a long term reduction in sales. These are only a few of the many examples I have seen in my career of how the wrong motivational techniques can have unintended, negative, long-term results for a company. Regardless of whether the motivational techniques are based on profits, revenues, productivity, stock price, or some other factor, many motivational techniques include financial incentives that are based on monthly, quarterly, or yearly results without regard for longer periods of time. Long term incentives, such as vesting in a 401(k) or increased vacation time, are typically focused solely on retaining employees rather than on long-term company performance. This thesis explores the ways in which companies currently motivate employees. The motivation may be extrinsic, using tools such as financial incentives or it may be intrinsic, using tools such as company culture or hiring practices. This thesis will review both academic research and practical management experience related to employee motivation with a goal of identifying practical recommendations for improving the current, common motivational practices. These improvements should encourage employees to take the best actions for the long-term success of the company.
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Fabianová, Ivana. "Efekt týmového koučování využívajícího sociomapování." Doctoral thesis, 2020. http://www.nusl.cz/ntk/nusl-435289.

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(in English): This dissertation seeks to verify the impact of sociomapping-supported team coaching on team climate and performance. Sociomapping, created in the 1990s to visualize team communication, plays here a role simultaneously as the main diagnostic and intervention tool. The theoretical part focuses on the teams and psychological analysis of such team aspects as size, roles, composition and the formation and development of teamwork. Attention is further paid to team coaching and sociomapping-based intervention. One chapter analyzes the relevant team processes according to available concepts, with a subsequent analysis of team performance and climate as two teamwork outputs relevant to the study. Due to the specificity of team data analysis, the last chapter discusses teamwork analysis models. The empirical part presents a study of 103 respondents divided into and conducted on nine intervention and 12 control teams. The teams worked together on team projects for about three months. The intervention groups were supported by team coaching that involved sociomapping, while the control groups only attended meetings to discuss current work topics. The teams in both the control and intervention groups were sociomapped a total of three times, but only the intervention teams were presented with these...

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Wu, Hsin-Lin, and 吳幸霖. "A Study of Disciplinary Team Collaboration experience in the Long-term Home Care Services in Kaohsiung." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/78160712265832654447.

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Анотація:

碩士
高雄醫學大學
醫學社會學與社會工作學研究所
97
Abstract The establishment and operation of the long-term caring system is one of the significant issues under the national policy. In responds to the need and urgency of the aging acceleration and the “aging in place”, through the foundation and the manipulation of the mechanism of care management, it is expected to integrate the demand with the quality of monitoring caring. However, the mechanism of the caring management operates in reliance of the cooperation of specialized team work. Also, the mode of the caring management is prevalent, and the knowledge and technology for the cooperation between organizations and specialists are expected to accumulate. Under this circumstance, this study expects to understand the trans-disciplinary teamwork cooperation method and cooperation experience from the long-term in home service plan in Kaohsiung, as well as the cooperation relation involves the members of trans-disciplinary homecare team through the progress of home service plan ran by the various fields of specialists. The research was conducted by the Qualitative Research Methods, and the data collection was undertaken by the Focus Group Method. The research objectives include home rehabilitation, home nursing, home service and home nutrition which are divided as four types of service plans. The services are provided by professionals, such as occupational therapist, physio-therapist, registered nurse, social workers, nutritionist…etc., as well as the agent of care management in long-term care centers. Moreover, the research collected and analyzed data from the current operating situation of the long-term homecare expertise team, the teamwork experience; and the cooperation relation between every specialist in the professional team and care management agents. The result of this research is showed as following: a. As for the aspect of the role recognition of the team members, there is the existence of the differences between care manager and all professionals towards the care manage where the professionals are focused on the “providing services” and “health education consulting” as their self-recognition. b. Within the interaction between the team members, different fields of professionals perform the different relationships and experiences of interaction within the professionals and “care manage”.(a) home service-the approved relation under indirect authorization (b) home rehabilitation- subordinate relation in direct cooperation. (c) home nursing- the equal relation which obtains resources. c. The interaction between professional team members include: 1. The difference functions of each roles: since the overlap of roles, mutually exclusive between team members who hold the similar professionals may occurs; whereas complement professionals can help each others to form the interaction relationship. 2. Cognition of team cooperation: 1. The professionals feel the differences of insecurity and the need of division of labor. 2. The goals of teamwork, achievement, and role-play are lack of definition.

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Hsu, Hsiao-Mei, and 許孝梅. "The Impact of Social Presence and Tele-presence on Social Identity, We-intention and Team Performance." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/82894844100942979239.

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Анотація:

碩士
靜宜大學
資訊管理學系
103
In recent years, with the development of information technology, the community-based websites and online games are prospering. Massively multiplayer online game had become an important entertainment, where players will construct a game team voluntarily. Within the team, players will cooperate and interact with each other to finish the tasks of the game. In the cooperation processes, the members will build social identities and we-intention to the team, the positive team performance is thus appeared. As a result, it becomes the key issue in this study. Antecedent studies have never thought of online games when they were studying the team performance. In the same vein, prior research also do not take social identity into consideration when conducting online game research. For these reason, this study will take social identity (cognitive, emotional and evaluative) in the research model to make a whole description of the interaction behavior in online game teams. Therefore, this study will take social presence, tele-presence, social identity, we-intention and team performance to build an overall theoretical framework. The empirical study aims at the players who had “team” experiences in playing massively multiplayer online game. Raising the total response to 706, and this study uses structural equation modeling (SEM) to analyze returned questionnaires. The results show fine goodness of fit in measuring model and structural model. In addition, 7 hypotheses are supported and the results showed that tele-presence has positive but insignificant effect on emotional social identity and the effect on evaluative social identity is negative but significant. Finally, cognitive social identity has negative but insignificant effect on we-intention. The results might cause from the different massively multiplayer online game scenario. In conclusion, the theoretical framework model concerning the influence of the social presence, tele-presence, and team performance shall be measured more accurately by improving the model of interaction behaviors of team members in massively multiplayer online games. This study hopes this research will contribute to further studies and provide some suggestions for implementing management of online game industries.

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CHAN, YUAN-FANG, and 詹原芳. "Behind the Amateur Player─Tell the Story of the Changyi High School Track and Field Team." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/p2sdmz.

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Анотація:

碩士
國立臺北教育大學
體育學系碩士班
107
In many sports, track and field is known as the "mother of sports", originated from the ancient Olympic Games in 776 BC, not only has a long history, but also recognized as the most representative sports by all countries. The purpose of this study is to explore a group training experience of a successful case composed of amateur players (Taiwan City Changyi High School Athletics Team), to do a systematic team development, and hope to provide reference for the school sports team training. . Research method: The quality research method, through the hands of the Changyi Athletic Team, the semi-structured interviews and literature discussion of the amateur coach, collects the data, uses the way of narrative to conduct in-depth exploration, and takes the review of the development of the Changyi track team as the subject of inquiry. And combined with documentary materials, interviews and data collection methods, the narrative sports team training and development from scratch and the national road to the hegemony, in order to solve the three problems discussed in this article: (1) high-level athletes high school track and field What is the development history of the teams team training? (2) What are the challenges and solutions for the success of the high school track and field team? (3) What is the coaching philosophy of the amateur coach? To provide a reference for the school sports team training.

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KAO, CHING-HSIANG, and 高靖翔. "A Preliminary Study of Social Workers Role Identification and Difficulties among Professional Team in Long-term Care Institutions." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/32cu45.

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Анотація:

碩士
國立臺北大學
社會工作學系
107
This study was designed to explore the social worker role identification, and the experiences and difficulties of working with other professions in trandisciplinary teamwork in long-term care facilities This research is a qualitative study conducted through purposive sample of semi-structured in-depth interviews with thirteen participants who are full-time and adjunct social worker, based on the ecological system theory. Results from the seminstructured interview with the participants show that long-term care social workers were expected to process multiple tasks in ill-defined professional working environment, however, they still insist social work professional values and prioritize clients’ needs. When social worker face the difficulties of the unclear work role, blurring boundaries on role and profession, and the dilemma between professional autonomy and trandisplinary teamwork, they tend to employ multiple copying strategies, including transposition thinking, communication and cooperation, learning other professional knowledge, and the social work profession’s contribution to long-term care services. Results from this study suggest that long-term care social workers should enhance their confidence and sense of identity on social work profession, by so doing; they can make sure of the social work professional positioning and the value of existence.

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Filmer, Leighton Bruce. "Exploring Nepali Health Personnel Experiences of Collaboration with Short-Term Mobile Medical Teams in Gorkha, Nepal." Thesis, 2019. http://hdl.handle.net/2440/122608.

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Introduction: Rural and remote areas of Nepal frequently host short-term medical teams responding both to disasters and chronic health needs. Collaboration between visiting medical teams and Host Health Personnel (HHP) has been identified as an important foundation of quality, effective, and sustainable health care for host communities. Published research on collaborative efforts in the planning, implementation, and evaluation of the outcomes of these missions is minimal. Particularly absent is the perspective of HHP on the extent and methods of collaboration. Methods: To explore the experiences of collaboration of HHP with visiting mobile medical teams in a rural region of Nepal this project used qualitative semi structured interviews and analysis through the lens of Critical Social Theory. NVivo© by QSR International was used to organise the interviews into themes to assist analysis. Results: Few teams engaged in good collaboration with HHP throughout their mission. Interpersonal skills of key leaders were highlighted by HHP as foundational for collaboration, resulting in three major themes; Presence: immersion in the context of health needs and openness to learning and change; Dignifying: pertaining to respect, reciprocal arrangements, and sensitivity to social status and organisational position; and Engaging: the initiation of discussions, objective development, and engagement in the offering, denying, and rejecting of services. Conclusion: Despite ongoing calls for improved collaboration between hosts and visiting medical professionals there is still a lack of collaboration. This can lead to relationship breakdown between hosts and visiting teams with consequences for patient care. Medical teams responding to disasters and engaged in specialist medical services need to ensure team leadership has the interpersonal skills required for collaboration and sufficient organisational flexibility to share decision making with HHP.
Thesis (MClinSc) -- University of Adelaide, Adelaide Nursing School, 2019

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Chen, Ching-Wei, and 陳勁瑋. "Team Implicit Coordination, Team Work Engagement and Team Performance: Team-Member Exchange as Team Implicit Coordination Antecedent." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/ktqu47.

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Анотація:

碩士
國立東華大學
企業管理學系
105
This study mainly investigated whether team-member exchange is an antecedent variable for team implicit coordination and whether team implicit coordination and team work engagement play a mediating role in the relationship between team-member exchange and team performance. For this purpose, a survey was conducted and eventually 160 pieces of team data were collected (including 638 employees). Analysis using structural equation modeling (SEM) showed positive correlations between team-member exchange and team implicit coordination, between team implicit coordination and team work engagement, and between team work engagement and team performance. Furthermore, team-member exchange and team implicit coordination influenced team work engagement and team performance through the mediation effects of team implicit coordination and team work engagement, respectively. Finally, this study provides discussions, practical connotations and suggestions for further reserach.

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Machová, Petra. "Vliv turismu na památky UNESCO Český Krumlov a Telč." Master's thesis, 2016. http://www.nusl.cz/ntk/nusl-344949.

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Анотація:

THE INFLUENCE OF TOURISM ON THE UNESCO SIGHTS ČESKÝ KRUMLOV AND TELČ Abstract My thesis is direct at identification of positive and negative effects of tourist industry in historical centre of Cesky Krumlov and Telc after 1992 when the cities were written on the World Heritage List of UNESCO. At the same time thesis analyzes current condition these historical sights. In the first part of thesis is analysing technical literature that is applying with problems of tourism. In the following chapters is thesis focused on attendance, demographical changes and the management of tourism in the individual destinations. The most beneficial part of this thesis may be considered chapters analysing tourist's portals, accommodation and restaurant facilities. The next, chapter of field analyse of selected areas and controlled interviews with chosen participants of tourism and public administration. Key words: Cesky Krumlov, Telc, UNESCO, tourism, impact (effects), development

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Ma, Szu-Yu, and 馬偲瑜. "The Relationship of Team Diversity, Team processes and Team Creativity." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/29779402918488894045.

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Анотація:

碩士
中國文化大學
國際企業管理研究所
98
Modern enterprise’s organization is mostly to utilize the group to do in order to organize the most basic model designed, but composition pluralism more and more of group, how let group member can cooperate in each other, combine one's own professional knowledge, to excite out the best creativity, the profit which increases enterprises is the question which enterprise’s group needs to face most at present. So, in order to expand the knowledge field of the group pluralism, this research, in order to change one by oneself with the group pluralism, probe into the group pluralism through communicating and cooperative intermediary, influence the relation of group’s creativity. This research sample target is research and development of the cultural intention industry and marketing group, get the effective samples of 350 points of cross sections, belong to 90 groups altogether, examination and analysis result coming back through the level are found: (1)Information pluralism and group’s creativity are shouldered to the relation; (2)Values pluralism and group’s creativity are presented and shouldered to the relation; (3)Up going and linking up quality will have some intermediary results to information pluralism and group’s creativity; (4)Cooperation has some intermediary results to information pluralism and group’s creativity in the group; (5)Upgoing and linking up quality will has cooperation in group of complete intermediary’s result; (6)and has complete intermediary’s results to values pluralism and group’s creativity with group’s creativity to values pluralism.

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Wang, Hsiao-ju, and 王曉如. "The Relationships among Team Coaching, Team Performance Process, Team Effectiveness, Team Design and Organizational Constraints." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/49301407391258749008.

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Анотація:

碩士
國立中央大學
人力資源管理研究所
102
The purpose of this study was to examine the theory of team coaching which is the mediating effect of team performance process on the relationship between team coaching and team effectiveness, moderated by team design and organizational constraints (Hackman &; Wageman, 2005). 110 valid project team samples were taken from ITRI. Regression analysis results showed that (1) team coaching significantly positively influenced team performance process and its three sub-processes (effort, strategy, and knowledge and skill), (2) team performance process and its three sub-processes significantly positively impacted on team effectiveness, and (3) team performance process and its three sub-processes partially mediated the relationship of team coaching and team effectiveness. However, under the condition of ITRI’s project teams, the moderating effects of team design and organizational constraints were not proved to have effects on the relationship of team coaching and team performance process and the relationship of team performance process and team effectiveness respectively. Implications suggested that project managers could enhance team effectiveness and team performance process by facilitating team coaching especially when there are little organizational constraints imposed on project teams and when the pattern of project team design was similar with ITRI.

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Chen, Tzu-an, and 陳姿安. "Team Heterogeneity, Team Process and Team Performance: A Longitudinal Case Study of Cross-Discipline Team Learning." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/55984760487315566581.

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Анотація:

碩士
逢甲大學
科技管理研究所
99
The heterogeneity of group members is one of the main factors that influences team performance. However, previous researches focused on exploring team performance from the perspective of personal attributes, such as education background, ages, previous experience, and situation elements. Seldom research focused on the interaction and learning process with the heterogeneity of group members. The aim of this research will investigate team performance which interacts from the heterogeneity of group members and their learning process. The design of this research combines two kinds of students, one type majors in business, another majors in crafts and design. Their final reports are to conduct and commercialize a good. By analyzing students’ learning process, the findings highlight that there are two behaviors in team process which includes maintenance behaviors and task behaviors. Besides, maintenance behaviors drive task behaviors further to effect team performance. In conclusion, we reinforce the theoretical and practical implications of Heterogeneous Group research from the perspective of the practice lens.

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49

Lin, Shih-Ying, and 林詩穎. "The impact of team diversity and team conflict on team performance." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/44437503533724069825.

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Анотація:

碩士
國立中央大學
資訊管理研究所
93
In the past decade, team diversity has become one of the foremost topics of interest to managers and management scholars, and some studies have linked diversity to favorable performance and some shown that team diversity diminishes team performance. In order to fully capture the complex relationship between team diversity and performance, we separate team diversity into two parts－job related and non-job related, and examine the intervening role of conflict between team diversity and performance. Besides, we also examined if group longevity and trust moderate these diversity-conflict-performance relationships. The model was tested with a sample of 60 teams. Results include: (1) team diversity has a significant positive associations with task conflict and relationship conflict. At the same time, the job-relatedness of team diversity within a group increases, task conflict and relationship conflict within the group increases. (2) team conflict is a mediating factor between team diversity and team performance. Task conflict and relationship conflict are both detrimental to team performance. (3) trust is a moderating factor between relationship conflict and team performance. It means the positive associations between relationship conflict and team performance becomes weaker in groups with highly trust. Implications on future study are discussed.

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Haith-Cooper, Melanie. "Team midwives’ views on team midwifery." 1999. http://hdl.handle.net/10454/6686.

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