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Author: Julia Eisenberg Publisher: ISBN: Category : Languages : en Pages : 0
Book Description
Organizations increasingly rely on virtual teams to access geographically dispersed expertise. Yet, team dispersion introduces challenges to team communication that may negatively influence team performance. Using a sample of 53 innovation teams representing a variety of geographic dispersion configurations from completely collocated to highly dispersed, we examined the moderating role of transformational leadership on the relationship between team dispersion, team communication, and team performance. Our findings suggest that while transformational leadership is effective in reducing the negative effects of dispersion in collocated teams or ones with low level of geographic dispersion, it is less effective helping improve the performance of highly dispersed teams. This effect may be due to transformational leader's difficulty in facilitating team communication in highly dispersed teams, where their influence might actually have counterproductive effects. We discuss the implications of our findings for theory, future research, and practice.
Author: Julia Eisenberg Publisher: ISBN: Category : Languages : en Pages : 0
Book Description
Organizations increasingly rely on virtual teams to access geographically dispersed expertise. Yet, team dispersion introduces challenges to team communication that may negatively influence team performance. Using a sample of 53 innovation teams representing a variety of geographic dispersion configurations from completely collocated to highly dispersed, we examined the moderating role of transformational leadership on the relationship between team dispersion, team communication, and team performance. Our findings suggest that while transformational leadership is effective in reducing the negative effects of dispersion in collocated teams or ones with low level of geographic dispersion, it is less effective helping improve the performance of highly dispersed teams. This effect may be due to transformational leader's difficulty in facilitating team communication in highly dispersed teams, where their influence might actually have counterproductive effects. We discuss the implications of our findings for theory, future research, and practice.
Author: Center for Creative Leadership (CCL) Publisher: John Wiley & Sons ISBN: 1118155254 Category : Business & Economics Languages : en Pages : 30
Book Description
This is a book about leading dispersed teams—teams that are made up of people who don’t work in the same geographical area. Such teams don’t often meet face-to-face. Usually their members are separated by time and distance, and they often bring different cultural views to bear on their work. Solving potential communication problems and devising processes for making decisions and managing conflict are challenges for leaders of dispersed teams. But before they can address those challenges, they need to analyze the support such a team will get from the organization as a whole. Dispersed teams are a necessary, strategic work unit in a world that continues to grow more interconnected every day. Guiding them to their full potential is a difficult challenge for even the most seasoned team leader.
Author: National Research Council Publisher: National Academies Press ISBN: 0309316855 Category : Business & Economics Languages : en Pages : 255
Book Description
The past half-century has witnessed a dramatic increase in the scale and complexity of scientific research. The growing scale of science has been accompanied by a shift toward collaborative research, referred to as "team science." Scientific research is increasingly conducted by small teams and larger groups rather than individual investigators, but the challenges of collaboration can slow these teams' progress in achieving their scientific goals. How does a team-based approach work, and how can universities and research institutions support teams? Enhancing the Effectiveness of Team Science synthesizes and integrates the available research to provide guidance on assembling the science team; leadership, education and professional development for science teams and groups. It also examines institutional and organizational structures and policies to support science teams and identifies areas where further research is needed to help science teams and groups achieve their scientific and translational goals. This report offers major public policy recommendations for science research agencies and policymakers, as well as recommendations for individual scientists, disciplinary associations, and research universities. Enhancing the Effectiveness of Team Science will be of interest to university research administrators, team science leaders, science faculty, and graduate and postdoctoral students.
Author: Steven Daniel Charlier Publisher: ISBN: Category : Leadership Languages : en Pages : 229
Book Description
At the individual level, the model provides a theoretical linkage between communication behaviors and several outcomes, including team member perceptions/attributions and, ultimately, emergent leadership. At the team level, the model also incorporates the effect of leadership pattern differences across teams, as well as differences in level of virtuality, on overall team performance. Based on the results of an experiment involving 86 four-person teams, it was found that configuration and collocation have significant effects on team performance and peer perceptions of individual team members. A curvilinear relationship was found between the level of dispersion among team members and team performance, such that performance generally decreased as team dispersion increased, yet performance improved at the high end of the dispersion continuum. Collocation also had strong positive effects on perceptions of trust, ability, and leadership emergence. In terms of the relationships between communication-related behaviors and emergent leadership, task-based communications proved to be the strongest predictor of emergent leadership. The use of texting language was positively associated with perceptions of leadership emergence as well. These results have significant practical implications for the design of virtual teams from both a team configuration and a team member skills/individual differences perspective. Several avenues of future research are also discussed.
Author: Julia Eisenberg Publisher: ISBN: Category : Leadership Languages : en Pages : 97
Book Description
Geographical dispersion of team members is posited to have negative effects on team dynamics such as communication and cohesion, and in turn on team performance because both of these dynamics are important mechanisms for improving team performance. Members of teams who do not have other collocated team members to support them, that is, isolates working alone at a location, present a special case of geographical dispersion. Organizations have tried to use leadership interventions such as transformational or shared leadership to mitigate the likely negative effects of distance among team members. This study examines the influence of both transformational and shared leadership styles, on geographically dispersed teams at the team level as well as isolation at the individual level. This study is based on a sample of 86 cross-functional innovation-focused teams from 29 companies across multiple industries. At the team level, I find that as geographical dispersion increases, higher levels of transformational leadership effects become less positive on mediating team dynamics. Because team communication and cohesion are adversely affected, geographical dispersion negatively impacts team performance. Transformational leadership also has a similar pattern of effects at the individual level in influencing team performance through team communication, but not team cohesion. At the individual level, I find that as shared leadership increases, isolates have more positive perceptions of innovative team performance, but team communication and cohesion do not appear to mediate that effect.
Author: Harvard Business Review Publisher: Harvard Business Press ISBN: 1647820901 Category : Business & Economics Languages : en Pages : 165
Book Description
Break down the barriers to effective collaboration. For cross-functional projects to work, you need to bring together diverse ideas and resources from across your organization. But office politics, conflicting objectives, and lack of clear authority can get in the way. The HBR Guide to Collaborative Teams provides practical tips and advice to help you collaborate more effectively. Whether you're leading your own direct reports or building a talented group from disparate parts of your organization, you'll discover how to align others' goals and skills so you can solve problems as a team and deliver great results. You'll learn to: Develop a shared purpose Bust departmental silos Lead employees who don't report to you Overcome conflict and turf wars Prevent collaborative overload and fatigue Use the right tools for virtual information sharing Arm yourself with the advice you need to succeed on the job, with the most trusted brand in business. Packed with how-to essentials from leading experts, the HBR Guides provide smart answers to your most pressing work challenges.
Author: Michael E. Kossler Publisher: ISBN: Category : Geographically dispersed teams Languages : en Pages : 0
Book Description
Organizations are increasingly turning to the use of teams whose members work in different locations.Although there are characteristics that are common to any high-performance team, whether co-located or dispersed, dispersed teams enjoy some advantages over local teams--but they also present unique challenges for their leaders. They require more direct and careful maintenance than local teamsdo, and they have inherent problems with communication processes and project management systems. Here's a primer for those who take on the new and difficult challenges of leading a dispersed team.
Author: Neil Longley Publisher: Edward Elgar Publishing ISBN: 1786430916 Category : Business & Economics Languages : en Pages : 211
Book Description
This book examines personnel economics within the context of the professional sport industry. Sport is an effective industry in which to empirically test theories of personnel economics, primarily because the employer-employee relationship in sport is much more visible and transparent than in almost any other industry. Researchers benefit from having data on a host of variables pertaining to individual employees (i.e. players), such as their age, race, national origin, and experience. Researchers also have data on each employee's performance, on their salary, and on who their co-workers (teammates) and managers (coaches) are. The chapters are organized around the core functional areas of personnel economics and cover all aspects of the employment relationship in sport - from recruiting and selection, to pay and performance, to work team design. Each chapter contains a thorough literature review that provides the reader with a sense of the breadth and depth of the work being done in the area, and with a sense as to how the literature can move forward, both in a sport and non-sport context. The book is suitable for an advanced undergraduate course right through to a PhD-level field-course in both management and economics. Academic researchers in the fields of sports economics, personnel economics, human resource management, strategic management and sport management will also find the book of interest. Contributors include: D. Berri, C. Deutscher, B. Frick, L.H. Kahane, N. Longley, J.G. Maxcy, J. Prinz, R. Simmons, D. Weimar
Author: Indra Alan Syah Bin Aziz Publisher: ISBN: Category : Social loafing Languages : en Pages : 86
Book Description
Perceptions of team efficacy have been linked to effort motivation in teams but are not uniformly distributed within the team in real life. The pattern of dispersion of perceived team efficacy in teams is proposed to have explanatory power and meaningfully affect team performance (Moritz & Watson, 1998). Yet previous research treats perceived team efficacy as a shared construct, focusing more on the mean-levels and less on patterns of dispersion within teams. This paper investigates if the different patterns of dispersion in perceived team efficacy (given the same mean-level) affect social loafing. The individual performance of participants engaged in a brainstorming task alone was compared to when they were brainstorming to help their group after being exposed to different patterns of perceived team efficacy to detect any effects of perceived team efficacy dispersion on social loafing. I hypothesized participants who perceived their level of perceived team efficacy to be lower than the majority of their teammates (Minority Belief 1 (Low) condition) to engage in social loafing, as compared to participants who perceived a uniform distribution (Shared Belief condition). I also hypothesized participants who perceived their level of perceived team efficacy to be higher than the majority of their teammates (Minority Belief 2 (High) condition) to engage in social loafing, as compared to participants in the Shared Belief condition. Lastly I hypothesized participants who perceived the team to be split in terms of perceived team efficacy, with them belonging to the subgroup with lower perceived team efficacy (Bimodal (Low) condition) to engage in social loafing, as compared to participants in the Shared Belief condition. The results found no support for any of the hypotheses. The implications, limitations and future directions of these findings are discussed.
Author: Julia Eisenberg
Author: Julia Eisenberg
Author: Sheira Ariel
Author: Center for Creative Leadership (CCL)
Author: National Research Council
Author: Steven Daniel Charlier
Author: Julia Eisenberg
Author: Harvard Business Review
Author: Michael E. Kossler
Author: Neil Longley
Author: Indra Alan Syah Bin Aziz