The Illustration And Evaluation Of A Team Development Model
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The Illustration And Evaluation Of A Team Development Model
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Author : Joseph J. Reed
language : en
Publisher:
Release Date : 1989
The Illustration And Evaluation Of A Team Development Model written by Joseph J. Reed and has been published by this book supported file pdf, txt, epub, kindle and other format this book has been release on 1989 with Management categories.
Team Performance Assessment And Measurement
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Author : Michael T. Brannick
language : en
Publisher: Psychology Press
Release Date : 1997-06-01
Team Performance Assessment And Measurement written by Michael T. Brannick and has been published by Psychology Press this book supported file pdf, txt, epub, kindle and other format this book has been release on 1997-06-01 with Psychology categories.
This book began at a conference on team performance measurement held at the University of South Florida. Several participants at the conference felt that a book on team performance measurement would be of interest to a broader audience, and they began looking for authors in diverse disciplines. Some of the chapters in this book closely follow material presented at the conference. Many others report work that was done subsequently or was done by authors not present at the conference. The result is a book rich in its diversity of approaches to measurement and which contains illustrations of many different teams. This book is the first of its kind to bring together a collection of scholars and practitioners focusing solely on the problem of team performance measurement. Although much has been written about team and group effectiveness, little theoretical and empirical progress has been made in the measurement of team processes and outcomes. The book represents a major step forward both theoretically and empirically. Section 1 provides a rich theoretical basis for measurement, including designing measures to be used in team training, measures of shared mental models, and measures of team workload. Section 2 addresses methodological developments and issues, including the design and validation of simulations, surveys, and observer checklists. It also deals with issues such as the consistency of team performance and task and level of analysis issues. Section 3 provides applications and illustrations of team performance measures in such teams as nuclear power control room operators, theater technical crews, and aircraft cockpit crews. Section 4 offers guidance for anyone interested in developing their own measures of team performance. There are both theoretical and practical reasons for the current interest in teams. Psychological research interest in groups and teams has returned and is now a thriving area. Self-managed work groups and semi-autonomous work groups have become increasingly common in industry, so there is an increased interest in team functioning from a practical standpoint. This volume's purpose is to describe recent advances in the measurement of team performance, both process and outcome. Several of the chapters provide recommendations on how, when, and why to measure aspects of teams. In addition to describing what is currently known, the book also discusses what remains to be known and what needs to be done next. The book is intended primarily for those interested in research about team processes and outcomes--researchers and academics who possess a basic understanding of statistics and psychometrics. The bulk of research reported has applied aims which provide much practical information, such as how to design simulations, rating forms, and dimensions of team performance useful for feedback to many kinds of teams. In addition, there are examples from several different kinds of teams, including aircrews, nuclear power plant operators, hospital workers, ship combat information center groups, and theater technicians. Therefore the book should be useful to people who want to design measures to evaluate teams.
The Problems With Teamwork And How To Solve Them
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Author : Annika Lantz Friedrich
language : en
Publisher: Routledge
Release Date : 2019-12-23
The Problems With Teamwork And How To Solve Them written by Annika Lantz Friedrich and has been published by Routledge this book supported file pdf, txt, epub, kindle and other format this book has been release on 2019-12-23 with Business & Economics categories.
This book offers practical, evidence-based solutions to help professionals implement and support effective teamwork. Lantz, Ulber and Friedrich draw on their considerable professional experience to present common problems in team-based organizations, what empirical research tells us the causes are and which solutions are more effective in overcoming team-based obstacles. In The Problems with Teamwork, and How to Solve Them, nine common problems are identified, ranging from lack of leadership and adaptability to conflict and cohesiveness, accompanied by clear instructions on how to approach and resolve the individual issues. Detailed case studies are presented throughout the book, demonstrating how theory can be applied to real-life situations to produce optimal results for both the team and the larger organisation. By combining theory and practice, and using state-of-the-art research, the book constructs a cognitive map for identifying problem causes and effect, and step-by-step instructions on how to solve problems. This is essential reading for anyone working in team-based organizations, as well as students and academics in related areas such as organizational psychology and organizational behaviour.
Teams
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Author : Robert W. Swezey
language : en
Publisher: Praeger
Release Date : 1992
Teams written by Robert W. Swezey and has been published by Praeger this book supported file pdf, txt, epub, kindle and other format this book has been release on 1992 with Psychology categories.
This book compiles state-of-the-art commentary on teamwork, team training, and team performance. It provides both practical and down-to-earth information on what we currently know about these topics from a research-based perspective, and foward-looking, theoretical views on where the field is going. The book focuses on three major topics: how teams are organized and function, the empirical research base, and applications of teamwork skills. This volume also discusses team taxonomic issues, the performance of individual team members, team performance evaluation, mathematical models, Petri nets, teamwork guidelines, and both military and civilian teamwork applications.
Evaluating Team Performance
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Author : Interagency Advisory Group Committee on Performance Management and Recognition
language : en
Publisher: CreateSpace
Release Date : 2012-06-27
Evaluating Team Performance written by Interagency Advisory Group Committee on Performance Management and Recognition and has been published by CreateSpace this book supported file pdf, txt, epub, kindle and other format this book has been release on 2012-06-27 with Business & Economics categories.
In September of 1992, the Interagency Advisory Group (IAG) Committee on Performance Management and Recognition established a working group of Federal agency representatives to research the issue of evaluating team performance. This report and the accompanying annotated bibliography are the products of that working group. After studying both public and private sector performance management systems, the working group observed that a variety of approaches are used in interdependent work environments to assess team performance. These approaches fall along a continuum, ranging from completely individual-focused approaches to team- and/or organization-focused approaches. (A graph and matrix which depict the four benchmark approaches or "models" are included on pages "iii" and "iv".) The report begins with an introduction to the focus continuum and includes an overview of components of assessment systems that apply to all the models. Detailed chapters follow for each model outlining the specific characteristics, the optimum organizational environment, the cost-of-implementation factors, and the advantages and disadvantages, along with some examples of each. Model #1 represents an individual-focused approach to planning and assessment in a team setting and begins the continuum. This model is very similar to traditional types of evaluation which may currently be in place in many organizations since this model uses only individual performance measurements to determine the final rating of the employee. At this point on the continuum, even though teams have been introduced into the organization, most work is still independent, the culture of the organization is still centered around the individual, teams may only be used occasionally or are very informal, and/or the climate and structure of the organization lends itself to individual planning, assessment and recognition rather than team or group assessment and recognition. Model #2 represents a shift along the continuum towards a more team-oriented approach but still focuses on individual performance. The Model #2 approach introduces an element into employees' appraisals addressing the individual's contribution to the team. This model--as well as Models #3 and #4--is supportive of employee involvement and high-performance initiatives as found in Total Quality Management, Total Quality Leadership, or other programs which use teamwork as a process to improve organizational performance. This model can be appropriate for organizations where the nature of the work is a combination of independent and interdependent tasks but where the culture and environment focus on individual accomplishment. This approach can also be a beginning and supportive incremental step toward the long-term strategic goal of the organization to move from an individual-focused culture to a team-focused one. The Model #3 approach represents an attempt to link team performance to individual performance by actually factoring the team's performance into the individual's performance rating. This is done by having at least one element of the individual's appraisal involve measurement of team performance, i.e. did the team meet its goals? did the team produce a quality product? does the team work well together? This approach may be used by organizations that use teamwork to accomplish a significant portion of the work, that have well-developed teams, or that for whatever reason want to enhance teamwork. Model #4 represents a completely organization-focused approach to planning and assessment as was practiced in the PACER SHARE demonstration project at McClellan Air Force Base in California and as promoted by Dr. W. Edwards Deming. This model lies at the end of the focus continuum with only the organization's performance evaluated.
The Handbook Of Group Research And Practice
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Author : Susan A. Wheelan
language : en
Publisher: SAGE
Release Date : 2005-06
The Handbook Of Group Research And Practice written by Susan A. Wheelan and has been published by SAGE this book supported file pdf, txt, epub, kindle and other format this book has been release on 2005-06 with Business & Economics categories.
Organized into six practical sections relating theory to application from an historical perspective, this text offers contributions from international scholars and practitioners who reflect the diversity of this field.
Working With Assumptions In International Development Program Evaluation
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Author : Apollo M. Nkwake
language : en
Publisher: Springer Science & Business Media
Release Date : 2012-08-30
Working With Assumptions In International Development Program Evaluation written by Apollo M. Nkwake and has been published by Springer Science & Business Media this book supported file pdf, txt, epub, kindle and other format this book has been release on 2012-08-30 with Social Science categories.
A major reason complex programs are so difficult to evaluate is that the assumptions that inspire them are poorly articulated. Stakeholders of such programs are often unclear about how the change process will unfold. Thus, it is so difficult to reasonably anticipate the early and midterm changes that need to happen in order for a longer-term goalto be reached. The lack of clarity about the “mini-steps” that must be taken to reach a long-term outcome not only makes the task of evaluating a complex initiative challenging, but reduces the likelihood that all of the important factors related to the long term goal will be addressed. Most of the resources that have attempted to address this dilemma have been popularized as theory of change or sometimes program theory approaches. Although these approaches emphasize and elaborate the sequence of changes/mini steps that lead to the long-term goal of interest and the connections between program activities and outcomes that occur at each step of the way, they do not do enough to clarify how program managers or evaluators should deal with assumptions. Assumptions, the glue that holds all the pieces together, remain abstract and far from applicable. In this book the author tackles this important assumptions theme head-on-covering a breadth of ground from the epistemology of development assumptions, to the art of making logical assumptions as well as recognizing, explicit zing and testing assumptions with in an elaborate program theory from program design, implementation, monitoring and evaluation.
The Art And Power Of Facilitation
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Author : Alice Zavala
language : en
Publisher: Berrett-Koehler Publishers
Release Date : 2007-10
The Art And Power Of Facilitation written by Alice Zavala and has been published by Berrett-Koehler Publishers this book supported file pdf, txt, epub, kindle and other format this book has been release on 2007-10 with Business & Economics categories.
A Volume of the Business Analysis Essential Library Series The heart of the business analyst's role is to drive various constituencies through processes to achieve consensus on the needs of the business. Successfully facilitating meetings — whether a one-on-one interview or a larger presentation — is essential to business analysis. The Art and Power of Facilitation: Running Powerful Meetings provides powerful tools that the business analyst can use to negotiate through the myriad of meetings, informal work sessions, and formal workshops that are necessary to develop business requirements.
Nbs Special Publication
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Author :
language : en
Publisher:
Release Date : 1968
Nbs Special Publication written by and has been published by this book supported file pdf, txt, epub, kindle and other format this book has been release on 1968 with Weights and measures categories.
How People Evaluate Others In Organizations
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Author : Manuel London
language : en
Publisher: Psychology Press
Release Date : 2013-03-07
How People Evaluate Others In Organizations written by Manuel London and has been published by Psychology Press this book supported file pdf, txt, epub, kindle and other format this book has been release on 2013-03-07 with Psychology categories.
Evaluating and making decisions about other people are key aspects of doing business, especially for managers and human resource professionals. Industrial and organizational psychologists devise systematic methods to remove human errors in judgment, such as biases and stereotypes. However many decisions about people are not made by experts using standard procedures. Even when they are, human judgment is unavoidable. This book examines the social psychological dynamics of person perception that underlie how people evaluate others in organizations. It contains original articles from leading experts in social, industrial, and organizational psychology. The book begins by examining basic principles and processes of social cognition and person perception, such as schemas, stereotypes, automatic/mindless information processing, the perceiver's motivation and affect, and situational conditions. It then applies these ideas to key areas of business operations. Helping readers understand and develop ways to improve the way people assess and make decisions about others, this book: * covers the interview, executive promotion decisions, and assessment centers; * examines performance appraisals and multisource (360 degree) feedback ratings; * addresses leadership cognitions, identifying training needs, coaching, and managing problem employees; and * includes chapters on cultural sensitivity, negotiations, group dynamics, and virtual teams.