Team Building Research Papers - Academia.edu (original) (raw)

The are two significant thesis of the author’s approach to team-building in the framework of value-role paradigm developed and presented in the dissertation: the value-role concept of team formation and development and a number of value-role technologies of team-building. The author’s approach is based on the idea that inter-subject interaction within teams has the value regulation nature. Each member of team interaction is its co-creator at the same time. Values and the role repertoire are the main means of creation and unique in their origin, and with the help of them a person represents the content of his/her values to people.
Beyond its role, behavioral and available for observation existence, the space of team interaction is presented in the life-world structure of each team member phenomenologically and therefore, is inimitable valued. All events that take place in team relationships have different interpretations by teams creators in their life-worlds, and thus, events, differently perceived and evaluated, become a source for variety of values. Also, the role arsenal of each team member is unique. In that point the “role competence” seems as humans’ ability to convey his/her own values across others. Thus, a person with a high level of role competence has richer role repertoire and is able to be flexible in his/her behavior, to easier adapt to new situations, and to better understand what is behind the roles of others.
As a result, a number of studies have provided the data concerning the specificity of person’s value consciousness who prefer team or individual engagement; have constructed a typology of implicit theories of team-interaction of an individual; have analyzed common work’s values and strategies for their realization by persons who succeeded in team-work; have established the relation between the success in team-work and the person’s role competence. Each of the studies was conducted to clarify the theoretical foundations of the approach and to develop a certain team-building tools on the basis of its data.
Reflexive-value phenomena associated with reflection of relationships and activities by persons who prefer a team or individual work - were the basis for standardized psychodiagnostic method "Values readiness for team-work". So, the evidences of relationship support, emotional support, and the communication process itself as well as the actual moment of life are the values acceptability for team-work. These features primarily related to the fact that individuals who prefer team work permanently reflects its own value in the eyes of others and weigh the value others for themselves. Also their reflection is characterized by the presence of integrative subjective values that have significant regulatory importance for success in activities and for building and maintaining relationships with significant others.
Value dominants of implicit theories of team interaction formed the base for evaluation grid, laid in the procedure of value-role mapping. Designed to create new teams, to select the participants to the existing teams and to harmonize the relationships within the teams, this partly standardized procedure allows to distinct the zones of value conjunction / disjunction of team members in perception of each other and the main team roles. Based on the finding common and different in value interpretation of team relationships disclose the reasons for likes and dislikes in a team, outline the ways to find the understanding and work out the means to harmonize value positions.
The crucial for the development of team-building techniques became results of the analysis of values and strategies of their implementation in the space of common activities, together with the data from previous studies. Thus, we have developed a whole set of techniques for analysis, modeling and facilitation of changes in implicit theories and behavioral models of person’s team interaction. In particular, these are techniques of stimulation the strategic saturation and value-strategic congruence of the space of cooperative activities, techniques for development of role variability, role flexibility and ability to adopt the roles of others.
The main idea of value-role approach to team-building is to disclose the valuable content of team interaction space of each co-creator to others and to stimulate the role-competence behavior and thus, to promote the development of person’s presentation skills in order to display effectively the valuable content of the consciousness.