Teams Research Papers - Academia.edu (original) (raw)

The concept of shared mental models refers to the shared understanding among team members about how they should behave in different situations. This article aimed to develop a new shared mental model measure, specifically designed for the... more

The concept of shared mental models refers to the shared understanding among team members about how they should behave in different situations. This article aimed to develop a new shared mental model measure, specifically designed for the refereeing context. A cross-sectional study was conducted with three samples: national and regional football referees (n = 133), national football referees and assistant referees and national futsal referees (n = 277), and national futsal referees (n = 60). The proposed version of the Referee Shared Mental Models Measure (RSMMM) has 13 items that are reflected on a single factor structure. The RSMMM presented good validity evidence both based on the internal structure and based on relations to other variables (presenting positive associations with team work engagement, team adaptive performance, and team effectiveness). Such promising psychometric properties point to an optimistic outlook regarding its use to measure shared mental models in futsal and football referee teams.

Understanding how to support teams has become a matter of urgency for many organizations. Globalization has created information, communication, and technological challenges and opportunities that require collaboration. Recognition of the... more

Understanding how to support teams has become a matter of urgency for many organizations. Globalization has created information, communication, and technological challenges and opportunities that require collaboration. Recognition of the power of team learning in such collaborations has much research suggesting ways to improve team learning processes and effectiveness. Using teams to improve organizational performance gained currency as part of the total quality movement where activities are based on teamwork. A review of more than a hundred studies identified three major categories of team process that consistently emerge: 1) identification and matching of individual goals and perceived interests and abilities with attributes of the team project; 2) formation of a group of individuals via project coordination, management, goal setting, leadership, resource provision, and several other such support systems; and, 3) completion of a project and the related documentation requirements and reflection related to project satisfaction and success. While all teams theoretically move through these processes there is great variation in the context or situations in which team work is performed. Performance support systems for teams should be focused on both individual and team performance and the related practices necessary to achieve results. An example of such as system is the cross-disciplinary team learning (CDTL) framework developed to guide designers of team performance systems, especially teams comprised of people from different disciplines and cultures.

This comprehensive and enlightening book deepens organizations’ understanding of work in the 21st Century through the “lens” of psychological relationships in organizations. The volume outlines how the workplace has changed significantly... more

This comprehensive and enlightening book deepens organizations’ understanding of work in the 21st Century through the “lens” of psychological relationships in organizations. The volume outlines how the workplace has changed significantly due to shifting environmental conditions “in a turbulent world,” such as the advent of cyber entities, mass migration, globalization, and the COVID-19 pandemic. Accordingly, the fluctuations in how work is done, the structure of organizations, and workforce characteristics, led to changes in the psychological relationships in the workplace. The challenges should not be overstated. Nevertheless, the book discusses in detail how these developments affect current and future psychological relationships at work, especially in developed countries. The debate presented in this book is based on profound and groundbreaking thinking, sometimes critical. The author, Dr. Edna Rabenu, has extensive proficiency in theoretical research and in-depth knowledge of the field. Readers will be enriched by the book’s frank and structured coverage of a wealth of subject matter and the many timely suggestions on how organizations might best respond to the new developments. The book is a must-read for management, HR personnel, and industrial/organizational psychologists, and, indeed, for anyone who has the interest of excellence in executive leadership at heart.

Organizations today are fast turning to teams as a means for getting work done. Theoretically, teams or teaming is expected to increase productivity, improve communication, efficiently utilize organizational resources, improve initiative... more

Organizations today are fast turning to teams as a means for getting work done. Theoretically, teams or teaming is expected to increase productivity, improve communication, efficiently utilize organizational resources, improve initiative and creativity, more efficient at solving problems, and achieve better quality decisions. Empirically however, teaming has been discovered to be prone to ineffectiveness as a result of confusion of goals and objectives, difficulty of decision-making, individualism, and lack of appropriate leadership. The outcome of teaming has therefore fallen short of the expectations of today’s organization.

Purpose – Teams and teamworking has now become a common form of work structure in most organisations, including facilities management. The human interactions which occur when people work together in groups is still problematic. In this... more

Purpose – Teams and teamworking has now become a common form of work structure in most organisations, including facilities management. The human interactions which occur when people work together in groups is still problematic. In this study human factors are identified and the purpose of this paper is to establish the level of importance of each factor involving specialised teams within a manufacturing environment. Design/methodology/approach – A quantitative study was undertaken at a number of manufacturing plants which were using the process: team-based cellular manufacturing. Managers, team leaders, and operators involved with manufacturing cells were targeted to evaluate the various human related factors associated with these teams. Findings – From the nine human factors evaluated, three factors: " communication " , " teamwork " , and " training " were identified as being key to the day-today success of team-based cellular manufacturing. Some notable differences were observed when comparing the data between countries. Research limitations/implications – This study adds to the limited research which has been conducted on the human aspects of socio-technical processes. Further work is required to enhance understanding of key human factors. Practical implications – For practitioners involved with manufacturing cells, the study provides an understanding of the key areas towards which attention and resources can be channelled. Originality/value – While the study provides valuable insights into a socio-technical process in manufacturing, the findings are also very useful to management practitioners who are attempting to manage and improve the effectiveness of teams and teamwork.

This study utilized a sequential mixed method approach in developing a model for team effectiveness in Philippine organizations. In the first phase, qualitative data were gathered to elicit the factors that were deemed important to... more

This study utilized a sequential mixed method approach in developing a model for team effectiveness in Philippine organizations. In the first phase, qualitative data were gathered to elicit the factors that were deemed important to creating effective teams. In the second phase, a survey composed of three factors identified in the first phase: team member competencies, quality of relations, and leadership, was administered to 418 employees from 85 Filipino work teams from various sectors and industries. Results revealed that the three significant predictors accounted for 60% of the variance in perceived team effectiveness. The proposed model of input-process-output was partially supported. Results showed that quality of relations partially mediated the relationship of leadership and team member competence on perceived team effectiveness. The study highlights the importance of social relations especially in the Philippine context and underscores the value of understanding team effecti...

information or because the notes contained information that was incomplete. Of note, doctors used conversation with other doctors to exchange information and ask questions (i.e. to learn) but used conversations with nurses mostly to... more

information or because the notes contained information that was incomplete. Of note, doctors used conversation with other doctors to exchange information and ask questions (i.e. to learn) but used conversations with nurses mostly to collect information, not as a source of learning.

Outcomes in pediatric cardiac surgery have improved dramatically since its infancy 40 years ago. Mortality has been reduced from as high as 90–100% in the initial years to around 4% for high complexity cases and virtually no mortality for... more

Outcomes in pediatric cardiac surgery have improved dramatically since its infancy 40 years ago. Mortality has been reduced from as high as 90–100% in the initial years to around 4% for high complexity cases and virtually no mortality for simple cardiac defects. While part of this improvement can be attributed to advances in pediatric cardiac anesthesia, pediatric cardiopulmonary bypass and development of highly specialized pe-diatric cardiac intensive care units, outcomes continue to depend on the technical quality of the surgical repair. In this article we address the importance of the surgical technical performance on the outcomes and discuss the currently available tools for measurement of surgical competency. Our studies showed that the final technical (anatomical) result score had the strongest association with patient outcomes. We offer suggestions for a competency model that continues to evolve as we explore the use of immersive learning, deliberate practice, reflection in action, mentorship by senior surgeons and lifelong learning.

The purpose of this study was to examine the effects of coaching behaviours provided by peers and by the leader on the emotions experienced by interprofessional health and social care teams and on members' satisfaction with the team, as... more

The purpose of this study was to examine the effects of coaching behaviours provided by peers and by the leader on the emotions experienced by interprofessional health and social care teams and on members' satisfaction with the team, as well as on team performance. Data were obtained from a survey among 344 employees working in 52 interprofessional health and social care teams from nine Portuguese organizations. The results show that leader coaching and peer coaching have a positive effect on the level of team members' satisfaction with the team and on positive emotions, and a negative effect on negative emotions. Furthermore, coaching provided by peers presents a positive effect on team performance as assessed by the leader of the team. Our findings put forward the importance of engaging in coaching behaviours to promote quality of the team experience, as well as the achievement of team performance objectives. Further studies should explore how coaching behaviours impact the patient, whose well-being is the ultimate objective of a team in the health and social care system, namely in terms of the patient's perception of quality care or patient outcomes.

Applying exegetical analysis to ancient texts has become an accepted way of applying the experiences of historical figures to contemporary leadership challenges. This paper explores a brief experience in the life of the apostle Paul as a... more

Applying exegetical analysis to ancient texts has become an accepted way of applying the experiences of historical figures to contemporary leadership challenges. This paper explores a brief experience in the life of the apostle Paul as a team leader in Acts 15:35-41 as he and his team developed a plan, came into conflict with one another,and saw the team metamorphize into two new teams. Since the 1990s, there has been increased interest in teams as fundamental units in organizations. This paper contributesto Christian leaders facing uncertain futures, especially those operating on teams. An exegetical analysis using historical-grammatical and socio-rhetorical method is used to fix these events. Cultural and ideological textures help the reader understand that the complex first-century environment brought its own challenges to strategic planning, intragroup conflict, as well as team formation dynamics.

Making sense of a situation or issue, particularly if it is confusing, ambiguous or paradoxical, also requires sense to be made of human nature, of the cognitive and comprehension processes of those people who are trying to make sense of... more

Making sense of a situation or issue, particularly if it is confusing, ambiguous or paradoxical, also requires sense to be made of human nature, of the cognitive and comprehension processes of those people who are trying to make sense of the situation. The perceptions of the situation or issue, what is imagined and what is sensed, occur at the boundary of the inner and the outer world and form the basis of the orientation process through which a person actually makes sense of the world. Most of this perceptual flow across the boundary between inner and outer worlds takes place unconsciously and so is often disregarded in typical sense making procedures. Instead of working with human nature as an animated perceptual flow, it is typically viewed as a set of inanimate categories or dimensions, which can be statically and prescriptively described. Rather than attempting to work with human nature in this mechanistic and largely ineffective manner, a human sense making framework is described, which actively engages with unconscious perceptual flows by working with language as a flow of dynamic vectors rather than just a set of simple static descriptions. This human sense making framework enables individuals and groups to orient themselves in complex and uncertain situations, so providing much greater levels of situational awareness. Introduction The behaviour of human beings, by their very nature, can often appear to be complex, irrational and paradoxical. Rather than embracing human nature and actively navigating its rich complexity, it can seem much easier to view it in a simplistic manner by describing it in the prescriptive categories and dimensions of psychometrics. One of the main reasons for using this simplistic approach is that it seems to provide an apparent level of certainty in understanding human nature and predicting human behaviour. The reality is, however, that this simplistic approach often results in situations where human nature becomes idealised and pathologised. Rather than attempting to describe an individual and their personality characteristics by placing them in a tightly defined prescriptive type, or locating them at some point along a trait dimension, an alternative approach is to place the individual at the centre of their own knowledge and experience, inviting them to engage with the dynamic feedforward– feedback perceptual loop across the boundary between their inner and their outer worlds. Standing at the centre of their knowledge and experience also naturally places an individual in the centre of a circle of their perceptions, with the circumference of the circle being the boundary between their inner and their outer worlds. This circle of understanding and awareness is neither fixed nor rigid. It is constantly and dynamically moving as perceptions emerge, exist and evolve along the boundary between inner and outer worlds.

In recent years there has been a global shift in organisational development strategy, resulting in companies moving away from hierarchical management structures to increasingly autonomous and self-directed teams. This is reflective of the... more

In recent years there has been a global shift in organisational development strategy, resulting in companies moving away from hierarchical management structures to increasingly autonomous and self-directed teams. This is reflective of the global trends in social empowerment. Employee empowerment is one of the key challenges facing organisations transitioning from traditional hierarchical structures to more open, democratic and participative approaches (Dowling, 1999). Fisher (1993, p.14) describes self-directed teams as “the most advanced form of empowerment” on the continuum of employee involvement. This paper explores the issues contributing to the limited success for the self-directed team’s strategy implemented at a South African logistics company. Using the case study method, this paper explores and evaluates the implementation strategy of self-directed teams at this company from a community psychology perspective. Community psychology is concerned with empowerment of individuals and groups in a diversity of contexts (Tricket, 1996). It will be argued that a contextual application of empowerment initiatives is critical to the effectiveness of self-directed teams, which is sensitive to the unique multicultural and historical context of the South African workplace. This case study makes reference to ethnic groups in South Africa: Zulu (traditionally the workforce) and Afrikaans (traditionally the management group).

Purpose • This article explores how leaders might potentially be cultivated within an organization. Design/methodology/approach-This article is an amalgamation of numerous articles, books, and general leadership literature. The goal was... more

Purpose • This article explores how leaders might potentially be cultivated within an organization. Design/methodology/approach-This article is an amalgamation of numerous articles, books, and general leadership literature. The goal was to synthesize the writings into a simple method to ensure sufficient understanding and easy implementation of leadership development techniques. Findings • Leadership seems to be learned rather than taught. Any organization desiring to cultivate leaders must provide the right amount of instruction with the right environment. Leadership requires chaos and independence to fully develop.

Synopsis of thinking about team roles, performance and personality

Two problems that groups/teams might face and their causes and consequences. Potential strategies to prevent these problems.

Interdisciplinary team collaboration has garnered increasing attention. When team processes are effective, they serve to reduce service fragmentation and duplication of services, particularly in urban school settings. Additionally,... more

Interdisciplinary team collaboration has garnered increasing attention. When team processes are
effective, they serve to reduce service fragmentation and duplication of services, particularly in urban school
settings. Additionally, interdisciplinary teams promote new professional interactions between teachers and
school social workers that reduce feelings of isolation when addressing social, emotional, and behavioral issues
of children. This reflection focuses on the author’s experience facilitating interdisciplinary team development,
her observations of the contexts and group work processes that support collaboration and those that create
barriers, and finally, the consequential impact on the teacher and school social worker relationship.

Serious games are used to engage healthcare providers and effectively teach quality improvement and patient safety competencies and skills. During this workshop, we will explore the use and development of games, principles for designing... more

Serious games are used to engage healthcare providers and effectively teach quality improvement and patient safety competencies and skills. During this workshop, we will explore the use and development of games, principles for designing and using games, and methods for assessing learning, relationships and empowerment. In this hands-on session, participants will play several innovative and interactive games related to improvement fundamentals, including improving teamwork and implications for learning, assessment and patient care.

This article is about the dynamics in team environment.

The way you lead matters. Leadership effects every aspect of a church. The successes and failures found in a church can be attributed to the proficiency of the leadership team. The methods and tools that you use as well as your leadership... more

The way you lead matters. Leadership effects every aspect of a church. The successes and failures found in a church can be attributed to the proficiency of the leadership team. The methods and tools that you use as well as your leadership style will dictate how well or poorly leaders are created and developed within your local church community. Leaders that have been developed by you will go on and have a major impact on the culture of your church. On a macro level, different organizations have different cultures due to the leadership methods, styles, and the design of hierarchy. As you zoom in, you will find that local assemblies are culturally a reflection of the leadership characteristics of those in charge. A church with a dictatorial leadership model will have a different cultural feel to it than one whose leadership delegates and empowers the people. Leadership methods matter greatly because they will impact your local assembly for decades to come.

Missionary teams are popular, but not always effective. Five conditions contributing to healthy team functioning are examined in light of empirical evidence: trust, task conflict, commitment to decisions, accountability, and group goals.

''Ovo mesto zahteva snažnog timskog igrača...'', ''Spremnost za timski rad...'', ''Rad u timu...''. Samo letimičan pogled na današnje oglase u kojima se nude poslovi daje nam do znanja da je vreme ''slobodnih strelaca'', osobenjaka, ljudi... more

The Strong Interest Inventory® test includes a detailed section scored to assess how people learn, work, play, and live named The Personal Style Scales. Comparatively speaking, less than the other parts of the Strong Interest Inventory... more

The Strong Interest Inventory® test includes a detailed section scored to assess how people learn, work, play, and live named The Personal Style Scales. Comparatively speaking, less than the other parts of the Strong Interest Inventory Sections that assess educational and work settings, at times, the Personal Style Scale, or PSS, can assess how people prefer to work and learn in general (CPP, 2005).

This chapter clarifies the distinctions among different types of interdependence in teams, and summarizes the research evidence about the dynamics and consequences of interdependence.

Durch die immer schnelleren Veränderungen im Markt stehen Organisationen vor der Aufgabe ihre intra-organisationalen Kommunikationsnetzwerke effizient an die gegebenen Anforderungen anzupassen (Brass et al., 2004). Teams nehmen als... more

Durch die immer schnelleren Veränderungen im Markt stehen Organisationen vor der Aufgabe ihre intra-organisationalen Kommunikationsnetzwerke effizient an die gegebenen Anforderungen anzupassen (Brass et al., 2004). Teams nehmen als kooperative Basiseinheiten eine wesentliche Rolle ein um die gesetzten Ziele der Organisationen zu erreichen und es konnte nachgewiesen werden, dass die Kommunikationsstruktur innerhalb und zwischen Teams deren Performance signifikant beeinflusst (Balkundi & Harrison, 2006). Die meisten dieser Studien analysieren jedoch statische Netzwerke, obwohl sich Teams auf Grundlage der dynamischen Interaktionen zwischen Akteuren über die Zeit entwickeln (Katz et al., 2004). In dieser Arbeit wird daher der Frage nachgegangen, wie sich dynamische Teamnetzwerke über die Zeit entwickeln und wie sich diese Netzwerke auf die Team Performance auswirken (Zenk, Stadtfeld & Windhager, 2010).

Background Teamwork in surgical teams is at the forefront of good practice guidelines and empirical research as an important aspect of safe surgery. We have developed a comprehensive assessment for teamwork in surgery-the Observational... more

Background Teamwork in surgical teams is at the forefront of good practice guidelines and empirical research as an important aspect of safe surgery. We have developed a comprehensive assessment for teamwork in surgery-the Observational Teamwork Assessment for Surgery (OTA-S)-and we have tested it for general surgical procedures. The aim of the research reported here was to extend the assessment to urology procedures. Methods After refining the original assessment, we used it to observe 50 urology procedures. The OTAS comprises a procedural task checklist that assesses patient, equipment/ provisions, and communication tasks as well as ratings on five team behavior constructs (communication, cooperation, coordination, leadership, and monitoring). Teamwork was assessed separately in the surgical, anesthesia, and nursing subteams in the operating theater. We also assessed the reliability of the behavioral scoring. Results Regarding task completion, a number of communication and equipment/provisions tasks were not routinely performed during the operations we observed. Regarding teamwork-related behaviors, adequate reliability was obtained in the scoring of behaviors. Anesthetists and nurses obtained their lowest scores on communication.

Psychological empowerment is the perception that workers can help determine their own work roles, accomplish meaningful work, and influence important decisions. Empowerment has been studied from different perspectives, including... more

Psychological empowerment is the perception that workers can help determine their own work roles, accomplish
meaningful work, and influence important decisions. Empowerment has been studied from different
perspectives, including employee perceptions, leadership behaviors, and management programs. Despite
positive rhetoric, programs designed to increase empowerment seldom achieve the benefits promised. Inconclusive
and seemingly contradictory outcomes stem from the fact that few companies give employees significant
control and access to management information. A half century of research suggests that empowerment
strategies can offer real benefits. We outline facilitating conditions for effective empowerment, including
characteristics of organizations, leaders, employees, and the work itself.

BACKGROUND: Failures in nontechnical and teamwork skills frequently lie at the heart of harm and near-misses in the operating room (OR). The purpose of this systematic review was to assess the impact of nontechnical skills on technical... more

BACKGROUND: Failures in nontechnical and teamwork skills frequently lie at the heart of harm and near-misses in the operating room (OR). The purpose of this systematic review was to assess the impact of nontechnical skills on technical performance in surgery. STUDY DESIGN: MEDLINE, EMBASE, PsycINFO databases were searched, and 2,041 articles were identified.

The main objective of this work consisted of an analysis of the learnings and challenges of an actual process of change for a work team of a nonprofit organization (NPO), and of the proposal of a systematized work scheme to manage the... more

The main objective of this work consisted of an analysis of the learnings and challenges of an actual process of change for a work team of a nonprofit organization (NPO), and of the proposal of a systematized work scheme to manage the change, suitable to the nature of these type of organizations, taking into account their cultural characteristics and financial limitations. Based on this goal, theories and conceptualizations were described on three main axes: the NPO’s culture, the change process (particularly the unfreeze-change-refreeze model), and the work teams. Theoretical concepts of talent, leadership, home office, organizational learning; as well as tools, methodologies and relevant competencies for change in the third sector were also developed. These concepts were complemented and related to the analysis of an actual case of a change process: the professionalization of a work team at the local headquarters of an international NPO in the education sector. Errors and achievements were shown in a timeline of the past, present and future of the case. The work managed to show the human element and the communicational dynamics as foundations of the transformation process, and the focus on the individual as the basis for achieving a sustainable change in group behavior. In turn, one of the main challenges encountered was the critical importance of the soft skills of the change agent. In addition, tools, practices and methodologies suitable for change processes in third sector organizations were surveyed and proposed. Finally, the work was proposed as a contribution to the bibliographic content regarding management issues in NPOs.
Keywords: nonprofit organizations, civil society, change management, work teams

In today’s business environments, we frequently work in cross-cultural teams. However, we are often unconscious of the effects of cultural diversity on collaboration. This essay explored cultural differences and the impact on teams’... more

In today’s business environments, we frequently work in cross-cultural teams. However, we are often unconscious of the effects of cultural diversity on collaboration. This essay explored cultural differences and the impact on teams’ performance outcomes. First, the essay provides a review of cultural dimensions, the impact of culture on personality, thinking and communication, and implications for businesses. Second, this literature research represents research findings on the impact of team heterogeneity on performance. Cross-cultural teams encounter a variety of challenges related to the diversity of their members. Heterogeneous teams initially show lower trust, social cohesion and collective-team orientation. However, a knowledgeable and sensitive team manager can lead these teams to success by building trust and social cohesion among members. Cognitive diversity has the potential to bring about novel and more holistic ideas, provided that the team takes time and effort for debate in order to create team knowledge. The studies reviewed cannot confirm that cultural diversity translates into cognitive diversity, however, the author suggests that the variety of cultures and number possible combinations of the same is too large as to expect a single outcome that can be generalized for all cross-cultural teams.

At last, a book about risk management that does not keep comparing surgeons with airplane pilots. Although there are things to learn from this comparison, it just seems absurd to suggest that a closed cockpit resembles, in any way, the... more

At last, a book about risk management that does not keep comparing surgeons with airplane pilots. Although there are things to learn from this comparison, it just seems absurd to suggest that a closed cockpit resembles, in any way, the challenging environment offered by our hospitals and operating theatres (perhaps it might if the stewards sneaked into the cockpit and changed the settings, the fuel gauges did not work, and the airline kept ringing pilots for advice when they were between shifts). Decker explains the differences in terms of 'complex' and 'complicated' systems. He comments that 'Complicated systems are pretty stable, closed to the environment, and ultimately knowable and controllable and should follow one best method. Complex systems are never fully knowable -they are open to the environment and always changing. Order emerges from the multitude of relationships and interactions between component parts.' It is possible to learn about complicated systems by breaking them down into their component parts, whereas this does not work in complex systems. My only reservation with this concept is that the second edition of the Collins Australian Thesaurus gives the reverse interpretation of 'complex' and 'complicated'. It states that 'Although complex and complicated are close in meaning, care should be taken when using one as a synonym of the other. Complex should be used to say that something consists of several parts rather than that it is difficult to understand, analyze or deal with, which is what complicated inherently means.' Nevertheless, this insight helps explain many of the frustrations that we feel about hospitals. The message is clear, patient safety can only be improved by reducing the complexity associated with our current health-care systems -things work best when defined tasks are undertaken by harmonious multidisciplinary teams. Perhaps, that is why so many of us regard the operating theatre as a haven.

"When a gifted team dedicates itself to unselfish trust and combines instinct with boldness and effort, it is ready to climb"-Patanjali, The Mahabhasya, 2nd c. BCE Much of the organization's work is accomplished directly or indirectly... more

"When a gifted team dedicates itself to unselfish trust and combines instinct with boldness and effort, it is ready to climb"-Patanjali, The Mahabhasya, 2nd c. BCE Much of the organization's work is accomplished directly or indirectly through various teams. Team has a higher commitment to common goals of the organization. It has a clear purpose, clear roles and work assignments. Team facilitates open and free communication among the members leading to effective result. The purpose of this research is to study and analyze how to assess and enhance the effectiveness of a team so that it motivates the team members, helps in improved morale, accountability and commitment, and effective time management which in turn take the organization to a new height. The research design adopted for this study is exploratory in nature. Hypotheses are formulated and proved. The primary data are collected through the distribution of structured questionnaires to the employees. Assessment and enhancement of team effectiveness is very essential for the organizations. This in turn helps in driving the business for excellence.

The importance of leading by personal example or role modeling for effective leadership has been recognized in many leadership theories. However, leaders' ability to influence group behavior through exemplary behavior has received little... more

The importance of leading by personal example or role modeling for effective leadership has been recognized in many leadership theories. However, leaders' ability to influence group behavior through exemplary behavior has received little attention in empirical work. This study explores leading by example through theoretical development and empirical testing of a moderated mediation model of the potential effects of leader organizational citizenship behavior (OCB). This model suggests that a leader's OCB may promote group OCB directly and indirectly by enhancing the group's belief that OCB is worthy. It also specifies the moderators of the direct and indirect effects of leader OCB on group OCB. Data from 683 members of 67 intact work groups, 67 group managers, and their supervisors support the hypothesized model. The theoretical and practical implications of these findings are discussed.

3M was a company first established to mine corundum ("About 3M Mining & Metallurgy", 2019). History records the failure of 3M to successfully mine corundum: however, the products they discovered on their way to failure set the company up... more

3M was a company first established to mine corundum ("About 3M Mining & Metallurgy", 2019). History records the failure of 3M to successfully mine corundum: however, the products they discovered on their way to failure set the company up for more than 100 years of success. The key to the success of 3M was in their exploratory nature and their resilience to failure. These two ideologies, above all else, have allowed 3M to become the titan of innovation and creativity they are today.

Structured Abstract Purpose: The purpose of this paper is to find out the role of conflicts and conflict management in Top Management Teams (TMTs). Design/Methodology/Approach: Based on the secondary research and literature review a... more

Structured Abstract Purpose: The purpose of this paper is to find out the role of conflicts and conflict management in Top Management Teams (TMTs). Design/Methodology/Approach: Based on the secondary research and literature review a conceptual model for conflict management in TMTs is proposed. 66 reasons for conflicts and 55 conflict resolution techniques are identified for TMTs from literature review. They are ranked based on reference count in the literature. TMT processes interaction is shown pictorially. Findings: Top 5 reasons for conflicts in TMTs identified are value differences, resources, attitudes, structures and trust. Top 6 conflict resolution techniques identified in Research Limitations/Implications Further empirical research can be done based on the identified top reasons for conflicts and conflict resolution techniques. Also impact of countries and culture can be further be researched. Practical and Social Implications Based on the findings executive teams can manage the conflicts effectively in organizations. This research is useful for the society in proper management of organizations. Originality/Value: The main contributions of this work are the conceptual model of conflict management in TMTs, TMT processes interaction diagram, top 5 reasons for conflicts in TMTs, top 6 conflict resolution techniques in TMTs, managing conflicts in TMTs and the factors impacting TMT performance.

This report aims to analyze and review issues that arise in the management of culturally diverse and geographically dispersed virtual teams. Real world examples will be assessed based on theoretical frameworks surrounding cross cultural... more

This report aims to analyze and review issues that arise in the management of culturally diverse and geographically dispersed virtual teams. Real world examples will be assessed based on theoretical frameworks surrounding cross cultural management and virtual team dynamics. Practical solutions to the most critical issues will be proposed based on best practices and theoretical frameworks. Ethical implications related to the management of cross-cultural virtual teams will be examined and identified.

If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please... more

If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information.