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In light of ever-increasing demands for innovation in work teams, we recommend paradoxical leadership to manage team and individual innovation. Integrating the paradox perspective and ambidexterity...

An important question in the field of team research is how teams can optimize their collaboration to maximize their performance. When team members who are collaborating towards a common purpose experience flow together, the team, as a performing unit, improves its performance and delivers individual happiness to its members. From a practical point of view, it is relevant to know how team flow experiences arise within professional organizations. The aim of this study is therefore to get more insight into the how the elements of team flow emerge. We conducted interviews with team members, business leaders, and team experts, and in addition a survey with team members. The results provide confirmation of the existing research on team dynamics, flow, group and team flow and indicate that a collective ambition, professional autonomy, and open communication must be deliberately and carefully cultivated to set the stage for the other team flow prerequisites and thence for team flow to emerge.

Any organization aims at the Customer' satisfaction by meeting their needs through providing services (products) and fulfilling their desires. Quality is the basis in the Customer's selection a certain service. It is important to take into consideration how the Customer judges the high from the low quality. so, the customer is the main element in any organization. Total Quality Management (TQM) is important for tourism organizations to improve the quality in Tourism sector; in addition to help them improve their management and increase employees' productivity. The purposes of this research are: to Determine the level of total quality management in Egyptian tourism firms, to define the elements of total quality, measuring the extent of its application in Egyptian tourism firms and to examine the relationships between the dimensions of total quality management and performance during crises.The study used the descriptive method to collect data to test research purposes. The collection of data was mainly based on questionnaire.The results showed that continuous improvement and work teams during crisis are not present in the tourism firm as there is a lack of interaction with the changing and renewed needs of the Customer. Management is not convinced of continuing improvements in the services provided to Customer.

Among the most distinctive features of Chinese Communist Party governance is the frequent deployment of work teams to conduct campaigns, implement policies and troubleshoot crises. An underappreciated aspect of work-team operations from Land Reform to the present has been the active participation of educated intellectuals as key intermediaries between central leaders and grassroots society. Serving in effect as “missionaries” of the Party, intellectual work-team members function as trained “ritual specialists” in carrying out their appointed mission. Although work teams are often not the most efficient or effective means of governance, the impact of work-team experience on team members themselves is consequential. Employing quasi-religious practices designed to promote the ideological incorporation of intellectuals, work teams have helped to forestall the emergence in China of an alienated class of dissidents like those whose criticisms eroded the legitimacy of Communist regimes elsewhere in the world.

This study used a multi-level analysis to gain a comprehensive understanding of work team socialization as a process that extends beyond work team and organizational boundaries. Findings, based on interviews of 27 IT employees organized into teams, reaffirmed some previous research on newcomer information seeking, but provided a more complex understanding of information seeking during socialization by identifying the importance of nexus or overlap with other internal and external groups. Nexus 1 included cross-functional meetings, as well as external workshops and conferences involving industry peers. Individual and group communication with members of internal and external groups helped employees negotiate and learn their roles as well as led to changes in their understanding of their team and organization. This multi-level analysis identified how individual, group, internal organizational communication, and extra-organizational communication all contribute to the process of socialization for team members.

Membership change—adding, replacing, and losing members—is a common phenomenon in work teams and charts a different theoretical space from prior team research that has assumed stable team membership and shared team properties. Based on a comprehensive review of 133 empirical studies on team membership change since 1948, we propose a temporal framework pertaining to the causes and consequences of membership change. Three key theoretical insights emerge from our evidence-based integration: (a) Membership change first disrupts team cognitive, behavioral, and interpersonal processes and states (e.g., transactive memory systems, coordination) but can benefit team performance after teams adapt to form new processes and states; (b) whether and to what extent team performance benefits from membership change is contingent on the magnitude of membership change, requirements of team communication, member adaptation-related attributes, change in team knowledge, skills, abilities, and other characteristics (KSAOs), and team knowledge work; and (c) poor team experiences motivate member departure and may make it challenging for newcomers to join and teams to adapt to membership change. Our review moves team research into new avenues that do not presume stable team membership and shared team properties in understanding team functioning and performance, and outlines key directions to advance integrative theory.

Enhanced Recovery After Surgery (ERAS) is a model of care that involves the implementation of care pathways before, during and after surgery designed to improve patient’s experience throughout the perioperative period. Yet, the implementation of individual ERAS protocol elements is not sufficient. This approach requires the creation of a multidisciplinary work team, systematic recording of data and mthe use of the information recorded to implement a cycle of continuous improvement. Since 2015, 1331 patients have been recorded by Hospital Italiano de Buenos Aires. Median length of hospital stay was 4 days and median readmission rate was 7.3%. The overall adherence to the protocol elements was 56% (88% in the preoperative period, 60% in the intraoperative period and 39% in the postoperative period) There was a linear and inverse correlation between the adherence to the program and length of hospitalization for the most common surgical procedures, with an average decrease of one day of hospitalization for each 10% increase in adherence with the program for the most common surgical procedures. Despite these results, we have encountered difficulties in the data recording systems limiting the implementation of the cycle of continuous improvement. The creation of a multidisciplinary team, with fluent and efficient communication, is essential for the implementation of an ERAS® program capable of reducing length of hospital stay, morbidity and readmission rates.

Introduction The ability to recognise and manage frailty and its associated presentations is variable among acute hospital staff. Patients living with frailty who are admitted to hospital are more likely to suffer adverse effects than those without. We created an inter-professional in-situ simulation programme designed to improve recognition and management of frailty and its common adverse events. The programme objectives align with recommendations from the British Geriatric Society’s ‘Frailty Hub’ and Royal College of Physicians’ ‘Acute Care Toolkit’ for frailty. Method Over a two month period, seven sessions were completed on the Older Persons Unit (OPU) at St Thomas’ Hospital. These comprised a simulated scenario followed by facilitated debrief—including technical skills and human factors highlighted by the scenario. Quantitative data was collected through pre and post session questionnaires using the Human Factors Skills for Healthcare Instrument (HuFSHI) and frailty based questions. Post session qualitative data was also collected. Results 30 participants attended the sessions (nursing, medical and allied health professional). All participants completing the post course questionnaire found the sessions useful. When comparing pre and post session data, participant confidence in 10/12 sections of the HuFSHI and 8/9 frailty based questions demonstrated improvement. The qualitative data showed common learning themes around improved communication, teamwork and escalation. Participants found that the sessions were a valuable ‘opportunity to reflect’ and ‘debrief’, and learn together as a multidisciplinary team. Conclusion In-situ simulation is an effective tool for improving knowledge and confidence in managing frail patients. It increases awareness and understanding of human factors, which are key to the multidisciplinary approach frail patients require. The course is being expanded across the OPU and now has funding for a departmental manikin. The programme can be disseminated to other units to help improve the care and safety of those with frailty in hospital.

أکدت الاقتصاديات الوطنية على أهمية أنشطة القطاع غير الربحي لتمويل مشاريع الخدمة الاجتماعية واستثمار ملايين التبرعات في مختلف الدول؛ الأمر الذي خلق توجها حکوميا نحو إلزام تلک المؤسسات الغير ربحية بتطبيق معايير الحوکمة ومن ثم هدفت الدراسة إلى معرفة مدى تأثير تطبيق معايير الحوکمة على الأداء المالي من وجهة نظر المحاسبين والمدراء الماليين للقطاع غير الربحي ولتحقيق هدف الدراسة تم استخدام المنهج الوصفي التحليلي بتطبيق استبيان على عدد 50 مدير مالي ومحاسب في القطاع الغير ربحي وقد تکونت الاستبانة من أربعة محاور لقياس وجهة النظر حول أهمية الحوکمة في القطاع غير الربحي ثم استعراض اتجاهات المحاسبين والمدراء الماليين في الجمعيات الخيرية نحو تأثير تطبيق الحوکمة في القطاع الغير الربحي والمميزات والعيوب والتحديات. وقد توصلت الدراسة إلى أن لحوکمة القطاع غير الربحي وبالأخص حوکمة الجمعيات أثر مباشر على الأداء المالي والإداري من خلال وجهة النظر الداعمة والمؤيدة لعينة الدراسة ذات الأغلبية من المديرين العاملين بالقطاع غير الربحي من حيث أثرها في جودة القرار الإداري والاستثماري والحماية من مخاطر التبديد وشبهات المصدر الأمر الذي يؤکد انه لا يمکن الاستغناء عن أدوات الحوکمة في القطاع غير الربحي في أغراض التخطيط الاستراتيجي وتحقيق أغراض الرقابة الفاعلة. کما أکد المدراء والمحاسبين من عينة الدراسة على أن تطبيق الحوکمة في القطاع غير الربحي يعظم نتائج الأداء المالي ويساعد على تحقيق العائد الإيجابي منها في هذا القطاع. وکانت من أهم مميزات تطبيق الحوکمة في القطاع غير الربحي ضمان دقة البيانات المالية وتحقيق الضمانة الکافية لشرعية أعمال هذا القطاع وإدارة المخاطر به فضلا عن أداء فرق العمل لمسئولياتهم بفاعلية وحسن إدارة الموارد المالية واستثمارها وتطوير وتعظيم الاستفادة في هذا القطاع. أما عن التحديات فقد تمثلت في ضرورة توفر الإمکانيات اللازمة لفريق العمل لضمان القدرة على تطبيق معايير الحوکمة ووجود کوادر للتحليل المالي واتخاذ القرار المالي أو الاستثماري ومحاولة التغلب على عقبات تحقيق ذلک في المؤسسات الغير ربحية المتوسطة والصغيرة الحجم في إطار دليل منظم يساعد في تحديد معايير تطبيق الحوکمة کالمساءلة والمشارکة والشفافية والاستجابة والعدالة بدقة. Abstract National economies emphasized the importance of the activities of the non-profit sector for financing social service projects and investing millions of donations in various countries; Which created a government trend towards obligating those non-profit institutions to apply the standards of governance, and then the study aimed to know the impact of the application of governance standards on financial performance from the viewpoint of accountants and financial managers for the non-profit sector and to achieve the goal of the study the analytical descriptive approach was applied by applying a questionnaire to the number 50 Financial manager and accountant in the non-profit sector The questionnaire consisted of four axes to measure the view on the importance of governance in the non-profit sector and then review the attitudes of accountants and financial managers in charitable societies towards the impact of the application of governance in the non-profit sector, advantages, disadvantages and challenges. The study concluded that the governance of the non-profit sector, especially the governance of associations, has a direct impact on financial and administrative performance through the supportive and supportive view of the study sample with a majority of managers working in the non-profit sector in terms of its impact on the quality of the administrative and investment decision and protection from the risks of waste and suspicions of the source, which It stresses that the tools of governance in the non-profit sector cannot be dispensed with for the purposes of strategic planning and achieving the objectives of effective oversight. The managers and accountants of the study sample also emphasized that the application of governance in the non-profit sector maximizes the results of financial performance and helps to achieve a positive return from it in this sector. One of the most important advantages of applying governance in the non-profit sector was to ensure the accuracy of the financial statements and to achieve adequate guarantee for the legitimacy of the work of this sector and risk management in it, as well as the performance of work teams in their responsibilities effectively and good management of financial resources and investment and the development and optimization of benefit in this sector. As for the challenges, it was represented in the necessity of providing the necessary capabilities for the work team to ensure the ability to apply the standards of governance and the presence of cadres for financial analysis and financial or investment decision-making and try to overcome the obstacles to achieving this in medium and small-sized non-profit institutions within the framework of an organized guide that helps in determining the criteria for applying governance Such as accountability, participation, transparency, responsiveness and justice, with precision

Las violencias contra las mujeres, así como contra la población LGBT+, son frecuentes y ocurren dentro del ámbito universitario por la falta de reconocimiento tanto de las violencias, como de las vulnerabilidades de la población, situando a las personas en espacios académicos donde son cuestionadas, violentadas y marginadas. La invisibilización de estas violencias en el desarrollo académico y la formación profesional, valida su reproducción, multiplicándose así en escenarios familiares, laborales y sociales. La creación de una política y el establecimiento de rutas de atención y la configuración de equipos de trabajo permanentes, son el paso más importante para replantearse la educación superior en clave de género y aportar así a la disminución de las violencias por esta causa.

[Employee Performance Analysis in Directorate of Resources, Directorate General of Higher Education, Ministry of Education and Culture]. The performance indicators of the Directorate of Resources program in 2019 have not been maximized, only 77.60% has been achieved. For this reason, this study was conducted, which aims to determine the influence of internal employee factors, leadership, work team, work system and work environment on employee performance in the Directorate of Resources, so that we can get a picture and find out how much the relationship and influence on each variable to improve and improve the performance of employees in the Directorate of Resources. The analysis of this research uses a linkert scale and a rating scale, and hypothesis testing is carried out by analyzing Partial Least Squares Structural Equation Modeling (PLS-SEM) with the SmartPLS 3 application. The result of the research was obtained, employee internal factors, leadership, work team, work system and work environment. has an influence on employee performance. And employee internal factors that most dominantly affect employee performance in the Directorate of Resources. Based on this, efforts are needed for further research by exploring and developing other variables that can affect performance. Likewise, the object of research can be carried out on the same object or on different objects. Keywords: Performance, Internal factors, Leadership, Work team, and Work environment

PurposeThis paper aims to comprehend organizational transformation (OT) as a permanent, continuous and iterative system, which integrates large transformations that, in turn, require smaller, additional transformations. For OT implementation, a conceptual model is proposed, called the four orders of OT.Design/methodology/approachCase study with a qualitative approach, used critical incident interviews, which were applied to describe both successful and unsuccessful events. Participants were chosen by convenience, and information was processed with Nvivo software.FindingsThe Colombian family holding studied was founded in 1974, and in its 47 years of existence, has implemented important transformations in its three companies. These showcase the four types of OT proposed, although third order support has been applied most often. The events that triggered said transformations are mainly of exogenous character, and broad responsibility was found on both the upper management and work team levels for implementation processes. This was also found for the indicator use and the various planning approaches used, depending upon the transformation type.Practical implicationsFuture research is required, so as to refine and validate the conceptual OT model proposed in other types of companies and development contexts. The proposed construct permits company managers to design and more efficiently manage transformations, while satisfying the diverse orders proposed in the theoretical model.Originality/valueAn integrative conceptual model called “the four orders of OT” is proposed and validated in a Colombian family businesses group, which is composed of three companies.

espanolLos avances terapeuticos en la artritis reumatoide obligan a revision periodica de las guias de tratamiento. Objetivo Actualizar las guias del Colegio Mexicano de Reumatologia del tratamiento farmacologico de la artritis reumatoide. Metodo Participaron reumatologos certificados de diferentes instituciones de salud y regiones del pais. Se conformaron equipos de trabajo que revisaron las guias previas, elaboraron nuevas preguntas, revisaron la literatura y calificaron la evidencia, que fue presentada y discutida en sesion plenaria. Las conclusiones se comentaron con infectologos, ginecobstetras y pacientes. Se emiten recomendaciones basadas en niveles de evidencia de acuerdo con la metodologia GRADE. Resultados Se presentan recomendaciones actualizadas para el empleo de los medicamentos disponibles en Mexico hasta 2017 para el tratamiento de la artritis reumatoide. Se enfatiza la importancia del control adecuado y sostenido de la enfermedad y se describen aspectos relevantes de seguridad. Se incluyen conflictos bioeticos y se invita a la accion gubernamental para fortalecer el tratamiento adecuado de la enfermedad. Conclusiones La actualizacion de las recomendaciones del Colegio Mexicano de Reumatologia del tratamiento farmacologico de la artritis reumatoide integra la mejor informacion disponible para ser utilizada en el sistema de salud de Mexico. EnglishTherapeutic advances in rheumatoid arthritis require periodic review of treatment guidelines. Objective To update the Mexican College of Rheumatology guidelines on the pharmacological treatment of rheumatoid arthritis. Method Board certified rheumatologists from different health institutions and regions of the country participated. Work teams were formed that reviewed the previous guidelines, elaborated new questions, reviewed the literature, and scored the evidence that was presented and discussed in plenary session. The conclusions were presented to infectologists, gynaecologists and patients. Recommendations were based on levels of evidence according to GRADE methodology. Results Updated recommendations on the use of available medications for rheumatoid arthritis treatment in Mexico up to 2017 are presented. The importance of adequate and sustained control of the disease is emphasized and relevant safety aspects are described. Bioethical conflicts are included, and government action is invited to strengthen correct treatment of the disease. Conclusions The updated recommendations of the Mexican College of Rheumatology on the pharmacological treatment of rheumatoid arthritis incorporate the best available information to be used in the Mexican health care system.

The purpose of this study is to contribute to knowledge of profit-sharing by utilizing a before-and-after analysis of panel data to assess whether the effects of profit-sharing adoption on productivity growth vary, depending on whether a profit-sharing adopter utilizes work teams or not, while controlling for numerous variables that may affect these results within a carefully constructed sample of Canadian establishments. To our knowledge, this is the first study to examine the moderating role of teamwork in the relationship between profit-sharing and productivity growth. Besides the implications for profit-sharing, ascertaining whether profit-sharing and work teams are complementary practices would have important implications for understanding how to develop more effective work teams, a topic of ongoing interest.We utilized a longitudinal research design to compare within-firm productivity growth during the three-year and five-year periods subsequent to profit-sharing adoption and within-firm productivity growth during the same periods in firms that had not adopted profit-sharing. Overall, our results suggest that use of team-based production plays an important moderating role in the success of employee profit-sharing—at least in terms of workplace productivity growth. Establishments that had adopted profit-sharing showed a substantial and highly significant increase in workplace productivity over both the three-year and five-year periods subsequent to adoption, but only if they had work teams.These findings are in line with the notion that work teams help to mitigate potential shirking behaviour in profit-sharing firms (Freeman, Kruse and Blasi, 2010) and are also in line with the argument that work teams serve as an effective mechanism to help translate the purported motivational and other benefits of profit-sharing into tangible productivity gains (Heywood and Jirjahn, 2009)., L’objectif de cette étude est de contribuer à la connaissance de la participation aux bénéfices en utilisant une analyse avant-après de données recueillies au moyen d’un panel afin d’évaluer si les effets de l’adoption de la participation aux bénéfices sur la croissance de la productivité varient selon qu’on utilise ou non des équipes de travail, cela tout en contrôlant les nombreuses variables qui peuvent affecter ces résultats au sein d’un échantillon soigneusement construit d’établissements canadiens. À notre connaissance, il s’agit de la première étude à examiner le rôle modérateur du travail d’équipe dans la relation entre la participation aux bénéfices et la croissance de la productivité. Outre les implications pour la participation aux bénéfices, déterminer si les équipes de travail constituent des pratiques complémentaires aura des implications importantes pour comprendre comment développer des équipes de travail plus efficaces, un sujet d’intérêt permanent.Nous avons utilisé un plan de recherche longitudinal afin de comparer la croissance de la productivité au sein d’entreprises au cours de périodes de trois et cinq ans suivant l’adoption d’un « Plan de participation aux bénéfices » à celle d’entreprises n’en ayant pas adopté au cours des mêmes périodes. Dans l’ensemble, nos résultats suggèrent que le recours à la production en équipe joue un rôle modérateur important dans le succès de la participation aux bénéfices des salariés, du moins en termes de croissance de la productivité sur le lieu de travail. Les établissements ayant adopté la participation aux bénéfices ont enregistré une augmentation substantielle et très significative de la productivité sur le lieu de travail au cours des trois et cinq années qui ont suivi son adoption, mais seulement s’ils y avaient des équipes de travail.Ces résultats sont conformes à l’idée que les équipes de travail contribuent à atténuer les comportements de non-participation dans les entreprises ayant un « Plan de participation aux bénéfices » (Freeman, Kruse et Blasi, 2010) et ils sont également conformes à l’argument selon lequel les équipes de travail constituent un mécanisme efficace pour aider à traduire les prétendus avantages motivationnels et autres de la participation aux bénéfices en gains de productivité tangibles (Heywood et Jirjahn, 2009).

The shortfalls of hydration management have been widely exposed since the Frances report in 2013. Age-related changes create challenges for people to drink adequate fluid amounts (Nazarko, 2018), making dehydration prevention in older people an ongoing public health priority (NICE, 2016). Hydration needs of older people are complex and may not be fully understood. A proactive MDT approach to facilitate regular drinking opportunities seems an achievable solution to increase hydration awareness, knowledge and daily fluid intake in older inpatients. A QI methodology was used, including stakeholder engagement and PDSA learning cycles to influence, engage and educate staff on hydration management. Outcome measures: Fluid intake (ml/day), number of drinks/days based on fluid balance chart recordings. Interventions: Sharing the #ButFirstADrink social media hydration movement, which includes educational posters, flyers and a YouTube video. Face to face drop-in education sessions were implemented using local hydration education resources from Age UK Salford and GM nutrition and hydration programme as teaching tools. SPC charts were used to show a time-series data. In 15 weeks, 461/525 fluid charts were reviewed from 169 patients. Mean age was 84 years and 68% females. Average daily fluid intake increased by 25% (exceeding aim) indicating 176mls more fluid was offered on average/day. Mean number of drinks/days increased from 4.6 to 6 post interventions. Knowledge and attitude improved in some areas; however fluid output is not routinely recorded. Post intervention, 89% of staff felt that offering a drink at first contact is a suitable hydration promotion campaign. The project scored 58% using the NHS sustainability model (ACT Academy, 2018) suggesting reason for optimism. As it is a behaviour change project, further engagement and momentum is dependent on ongoing enthusiasm to drive the #ButFirstADrink approach. This intervention is free, simple and innovative and stimulates behaviour change, raises drinking awareness and increases hydration.

Although means of communication remain blended in organizations, email has emerged as a driver of clinical operations and employee relations, often occupying up to 25% of a leader’s workday. As revealed in case study research, emails can create a vital sense of connection to the extent that they enable task accomplishment; promote positive affect and build community. Leaders can intentionally strengthen relationships within their work team by being mindful about how they use email in their daily routines.

Goal and objectives. Through a comprehensive case study to identify motivating and demotivating factors of professional activity of an anesthesiologists-resuscitators, which will implement the personnel policy of the healthcare security industry with highly qualified specialists of this profile.Materials and methods. In 2019, 412 anesthesiologists and resuscitators from 20 multi-specialty hospitals in St. Petersburg were interviewed, and in 2020, 173 specialists from 8 hospitals were re-trained to treat patients with a new coronavirus infection. In sample populations, the deviation of the average value is 0.7%, while the acceptable reliability assessment of the results is up to 3.0%. The calculation of intensive and extensive indicators and the assessment of the reliability of their difference is made. A correlation analysis was used to assess the impact of a number of aspects of the professional activity of anesthesiologists and resuscitators on their job satisfaction.Results. Anesthesiologists and resuscitators are committed to their work, despite the presence of a negative background: increased emotional load (59.4%), chronic diseases received at work (43.6%). The main negative aspects of their work are «overstrain and fatigue at work» (47.8 per 100 respondents), «the salary does not correspond to the load» (43.6 per 100 respondents), «rudeness on the part of patients and their relatives» (40.1 per 100 respondents), «lack of organized legal protection in the event of conflict situations» (26.8 per 100 respondents). Proper monetary compensation is not always an unambiguous condition for doctors to be highly satisfied with their work — only 26.6% would be fully satisfied with the profession if the salary level met their expectations. The analysis of the positive aspects of professional activity of specialists showed a high significance of factors that have a bright emotional color: the most important are the ability to help people (52.3 per 100 respondents) and a good work team (60.8 per 100 respondents). Salary, the level of which is not marked by doctors among the main aspects of work, however, is stated as a motivating factor by 34.2 respondents out of 100 respondents. A study in 2020 revealed an even greater number of doctors experiencing overstrain and fatigue at work (95.3%, t=4.5, pConclusion. Most on the professional satisfaction of doctors and anaesthesiologists in Saint-Petersburg have a positive effect: the possibility of self-realization and professional growth (ρ=+0,9, p

To sustain competitive advantage, employees must be willing to generate and pursue creative ideas. Sustaining competitive advantage in this way, can put organizational leaders under pressure to ensure smart human resource management technology (SHRMT) is effectively used to drive the exchange of creative ideas in work teams. Though collective creative idea generation could increase task interdependence between teams, we argue that this does not sufficiently guarantee “willingness” to exert increased creative behaviour, especially under disruptive technological conditions. Our study employed a cross-sectional (time lag) survey design with 396 respondents from 56 manufacturing organisations in Nigeria. We utilised partial least squares path modelling for data analysis. We investigate how digital task interdependence, disruptive technology and SHRMT act to predict team creativity willingness. Our findings indicate that digital task interdependence, disruptive technology and SHRMT have direct positive effects on team creativity willingness, while disruptive technology attenuates SHRMT’s positive effect on team creativity willingness. Nevertheless, digital task interdependence dampens disruptive technology’s positive effect on team creativity willingness. Considering the volatility of today’s disruptive technology impacts, and by leveraging SHRMT and digital task interdependence tenets, practitioners may be able to better bolster team creativity willingness to sustain competitive advantage.

Leadership behavior is at the center of organization performance. Organizations dedicate significant resources to develop leaders so that work teams will achieve organization goals. Theories abound about the traits, characteristics and behaviors that make for the best leaders. Since team members and others who work closely with leaders are in a good position to know the answers, I asked these employees what type of leader and which leader behaviors influence them to do the work and stay connected with the organization. The research identified numerous behaviors and habits that facilitate communication, trust, respect, working relationships, and positive performance. These findings are arranged in two guides, each with an array of behaviors. One guide is for building leadership character and the other is for influencing connection conversations. Both guides are beneficial to leaders as they engage their team to achieve organization goals. A leadership workshop is forthcoming that focuses on applying the guides along with tools for leaders to connect with teams and achieve individual and organization performance goals.

El modelo educativo propuesto desde el Espacio Europeo de Educación Superior requiere una transformación orientada hacia un aprendizaje socio-constructivista desde el que se prepare al alumnado para la globalización, el avance tecnológico y la capacidad de innovación constante. A este respecto, la utilización del enfoque metodológico Design Thinking está cobrando cada vez mayor relevancia en el proceso de formación universitaria de los futuros docentes. Desde esta perspectiva, se describe una experiencia de Design Thinking cuya finalidad es el diseño de un proyecto de innovación educativa y se analizan, mediante un cuestionario, las percepciones de 107 estudiantes universitarios sobre dicho proceso. Los resultados indican que los equipos de trabajo lograron diseñar planteamientos innovadores a problemáticas reales de su entorno comprometiéndose activamente en el proceso compartido de búsqueda de soluciones. Esta metodología activa supone un impulso a la confianza de los estudiantes en sus capacidades creativas y desarrollo de las habilidades empáticas.

This study bridges social cognitive theory and Turner’s theory of social interaction to develop a model that explains how work teams in technology industry can be motivated to enhance team performa...

Ketika bekerja di kapal niaga maupun kapal penumpang awak kapal mendapat tugas yang dibagi dalam tim – tim kerja seperti tugas kegiatan manouver sandar, sedang sandar, berlabuh jangkar, bernavigasi, bongkar muat , maintenance, latihan darurat dan dalam keadaan darurat. Dalam bekerja ketrampilan kerja tim sangat diperlukan namun terkadang dijumpai dikapal, perintah dari atasan ke bawahan kurang dipahami, ketrampilan dan kekompakan tim yang kurang. Dalam kerjasama tim di kapal faktor kepemimpinan dan ketrampilan kerja tim sangat diperlukan supaya pekerjaan menjadi cepat, tepat dan tercapai tujuan keselamatan pelayaran, oleh karena itu penelitian ini bertujuan untuk menganalisis pengaruh kepemimpinan dan ketrampilan kerja tim terhadap keselamatan pelayaran menurut undang – undang RI tentang Pelayaran ( UU No.17 Th.2008 ). Sampel dalam penelitian ini adalah awak kapal niaga yang sedang berada di Pelabuhan Tanjung Perak Surabaya dengan jumlah 90 ( Sembilan puluh ) responden. Metode yang digunakan dalam penelitian ini adalah metode kuantitati dengan metode analisis regresi linier. Hasil dari penelitian ini adalah bahwa faktor kepemimpinan dan ketrampilan kerjasama tim pengaruh yang positif dan signifikan terhadap keselamatan pelayaran sesuai UU Pelayaran ( UU No 17 Th.2008 ) sebesar 44,4 % dan diperoleh suatu persamaan Y = 3,636 + 0,464 X1 + 0,331 X2 + µ.

El presente artículo tiene como propósito establecer el aporte del coaching en la toma de decisiones, una de las habilidades gerenciales de mayor demanda en la gestión administrativa. Se ponen en diálogo dos perspectivas, una desde el coaching organizacional, proceso conducente a generar cambios positivos y duraderos para agenciar la ruta del éxito en los equipos de trabajo y, la segunda, desde las decisiones gerenciales, mediante el desarrollo consciente de habilidades y recursos que permitan conectar las emociones con la razón, en la búsqueda de alternativas para elegir la mejor opción a emprender. Esto sugiere la cualificación desde el ser, saber y hacer, pues si bien, los conocimientos técnicos y competencias relacionadas con el desempeño de un cargo son necesarios, es indispensable gestionar nuevos aprendizajes personales y profesionales, donde el coaching se configura como una opción válida para facilitar dicho camino. Por tanto, se destaca que el coaching aporta de forma efectiva, mediante un proceso profundo de transformación personal, en la toma de decisiones, puesto que al alcanzar mayores niveles de consciencia y de conexión interna, se amplifica la capacidad de evaluar integralmente las situaciones, con mayor asertividad al momento de elegir, lo cual se traduce en resultados óptimos.

Globalization, advances in technology, and shifting consumer preferences affect almost everyone. Because of pressures from the external environment, organizations face rapid and constant change. The nature of work has become complicated; it is difficult for individuals to achieve much on their own. Consequently, organizations rely heavily on expert, innovative work teams. These highly evolved teams do not develop overnight; rather, they evolve and develop in stages, and the team’s leadership must change over time. In this article, I present the building blocks of team innovation, outline the internal processes that lie at the core of innovative performance, and provide critical leadership strategies for each stage of team development. I conclude with implications for developing leaders with the capabilities to nurture and build innovative teams.

Introduction: The use of work teams is a strategy that allows organizations to move faster and more proactively. Team performance is an interesting issue that needs to be studied more extensively. Background Problems: Team psychological safety and team learning have a positive effect on team performance. But in some of the literature, psychological safety has also been shown to have a negative impact on teams when team monitoring is low. This research was conducted to investigate the moderation role of team monitoring and the influence of team learning and team psychological safety on team performance. Novelty: This research contributes new insights related with team monitoring and its interaction to team learning and team psychological safety on team performance. Team psychological safety has been proven to be able to directly influence team performance indirectly through team learning, but we tested the two separately. Research Methods: This study involved 215 respondents who joined 38 teams. The collected data were analyzed using a regression analysis and bootstrap techniques. Findings: Team monitoring has been shown to have a moderate role in influencing team learning on team performance, but it has not been proven to influence team psychological safety on team performance. The learning and psychological safety of each team proved to have a direct effect on team performance. Conclusion: This paper can guide managers since, at a certain level team monitoring can improve team performance, but too much team monitoring actually has no effect on team performance. Managers need to consider team monitoring policies carefully, to optimizing team performance by managing team learning and building team psychological safety.

This research paper presents the situation of the labor market in Mexico, the behavior of organizations through their managers to integrate work teams, as well as the elements that stand out for being the most reasonable for the integration of millennials in the work force. On the other hand, the distinctive characteristics of this generational group are analyzed in search of communicative elements that favor their insertion in new organizations. The importance of communication, the favorable organizational climate through psychological contracts that improve and define the labor expectations of both parties (employer and millennials) are highlighted. The findings of this research allow identifying various communication problems between employers and millennials, mainly due to various inconsistencies between the expectations of each group.Keywords: Communication, Organizational Climate, Millennials.JEL Classifications: M150, M540, M370DOI: https://doi.org/10.32479/irmm.9282

This paper uncovers a novel mechanism through which pay dispersion can have a negative effect on firm performance, even in the absence of equity or fairness considerations. We use a stylized model of a self‐managed work team to show that, when team‐work involves heterogeneous tasks, the provision of incentives to exert effort conflicts with the provision of incentives to share information relevant for decision‐making. Pay dispersion deteriorates information sharing as it induces workers to conceal “bad news” to maintain their coworkers motivation. The practical implications of our theory are that team empowerment should go hand in hand with pay compression and that empowerment should be avoided when team production involves strongly heterogeneous tasks.

As social network theory and methodology advance, scholars in multiple fields have increasingly become interested in examining work teams using network perspectives. Social networks not only enabled work team researchers to theorize about interdependencies and the dynamic interplay of team components (i.e., individuals, dyads, and whole teams) but also provided a methodological tool kit with which to operationalize and test hypotheses about such interdependencies. To this end, the purpose of this article is to conduct an integrative review of organizational teams research that has adopted a social network perspective to highlight what is known and what remains to be addressed. We then outline an agenda for future research that introduces three promising areas to guide researchers to move the field forward. We conclude that a more thorough integration of the networks and teams literatures offer great promise for advancing both our science and practice.

Each organization or work team adopts a specific strategy to produce and execute green buildings because there is no reliable strategy by BIM. Although a BIM model includes many disciplines; howeve...

In a turbulent business environment, company personnel are required to always make continuous improvements to the systems and processes used to generate value for customers and connect the performance of their employees. The purpose of the study was to analyze the extent of connectivity continuous improvement program and employee performance. The subjects of the study were employees of PT Kitadin Site Embalut located in Kutai Kartanegara Regency, East Kalimantan Province (Indonesia). Determination of the sample using probability sampling techniques totaling 60 employees and data processed through Multiple Linear Regression Analysis. The conclusions obtained based on field interviews is: employee development and training variables, improvement of work quality and productivity, and building cooperation between work teams has a significant effect on employee performance. Meanwhile, employee involvement in problem solving and good communication has no significant effect on employee performance. Employee involvement in organizational events is expected not only to the same person continuously, but in rotation. The things that need to be improved are that each employee must be able to openly communicate with fellow colleagues, as long as it is related to work related to the company.Keywords: Continuous improvement program, Employee performance, Indonesia.JEL Classifications: J24, L2DOI: https://doi.org/10.32479/irmm.9161

Managing and harmonizing intragroup relationships are critical for effective team leadership. Though previous studies have confirmed how team leaders promote positive ties in work teams, it remains unclear whether or how they can benefit the team by helping to reduce negative ties. How can team leaders simultaneously encourage positive ties and prevent negative ties to elevate team effectiveness? Drawing on social ledger theory and leader humility, we propose that humble leaders can improve team performance and viability through first influencing intragroup positive and negative tie density and thereby promoting team-helping norms. In Study 1 (70 professional work teams), we find that leader humility is associated with elevated team-helping norms and team effectiveness through lower levels of hindrance density rather than promoting friendship density. In Study 2 (50 retail teams), we replicate Study 1 but additionally control for transformational leadership. The results suggest that the positive association between leader humility and friendship density becomes insignificant after transformational leadership is considered, whereas the association between leader humility and hindrance density remains significant. This research contributes to the literature by illuminating how leadership is associated with team social networks and highlights practical implications for managing professional teams and developing team leadership. Refereed/Peer-reviewed

This essay conducts a bibliometric study on innovation research in organizations within the three levels (i.e., individual, work team, and organizational) by using CiteSpace software to analyze 6,354 academic articles from the year 2000 to 2020 in four aspects: temporal distribution of published papers, scientific community (countries/regions/cited authors), intellectual structure (cited journals/cited references), and research hotspots. The research findings show that the total number and the growth rate of publications at the organizational level are far higher than the other two levels (individual and work team). The top three countries with the number of publications are United States, China, and United Kingdom. The top five highly cited authors are identified and listed from individual, work team, and organizational levels. Academy of Management Journal and Academy of Management Review are the top two highly cited journals at all three levels (i.e., individual, work team, and organizational levels). The most highly cited articles at the three levels are about topics of linking empowering leadership and employee creativity, team-level predictors of innovation at work, and organizational ambidexterity. The top three research hotspots are identified and listed from individual, work team, and organizational levels. These findings provide snapshots and comparisons of innovation research in management within the three levels (i.e., individual, work team, and organizational levels), which might be beneficial for researchers and scholars to understand and explore innovative behavior in organizations from a multilevel perspective.

Case report - Introduction Due to dysregulation of their immune system, children with Down syndrome are at increased risk of a number of conditions, including malignancy, infection and autoimmune disorders. This case highlights the importance of the MDT team working in order to fully explore possible diagnoses and reach the correct conclusion. We present a case of a relatively rare eye disorder, initially treated as peri-orbital cellulitis, that required a collaborative team approach to reach the final diagnosis. Case report - Case description A 6-year-old-girl with Down syndrome was referred to the oncology and tertiary ophthalmology teams by her local paediatric team with a history of recurrent right-eye peri-orbital swelling. The impression had been of recurrent peri-orbital cellulitis which was treated with and responsive to antibiotics. However, the most recent presentation was unresponsive to antibiotics and had associated orbital symptoms of proptosis and restricted eye movement. An MRI-head showed a protruding right eye with an enhancing mass centred in the right-superior temporal-extraconal-orbit. The mass was infiltrating the extra-ocular muscles and there was low bone-marrow signal compared to the left-side. The MRI findings were discussed in the oncology MDT-meeting. Appearances were felt to be more in keeping with malignancy, rather than infection. An ophthalmology review confirmed no evidence of optic-nerve compression, so she was discharged on antibiotics with a plan made to admit for biopsy and bone marrow aspirate under general anaesthetic. Histology of the lesion was reported to show a mixed inflammatory-mass, angiocentric with no elements of neoplasia. Oncology-specific stains were negative. BMA was normal. The differential at this point was orbital-pseudo-tumour; if infection and systemic-auto-immune conditions could be excluded. Histochemical-staining of the biopsy excluded fungi, bacteria or mycobacteria. The granulomatous-nature of the infiltrate and the conspicuous presence of eosinophils were consistent with an autoimmune-condition. The little girl was discharged from the oncology team into the care of the ophthalmology and paediatric rheumatology teams for further work-up and management. She was commenced on prednisolone. On rheumatology-review, focussed-history and examination were unremarkable in terms of an underlying systemic-inflammatory condition. A full-blood-work-up was requested. Her pANCA and MPO were mildly raised, as were her inflammatory markers. In view of these results, a CT chest/abdomen angiogram was arranged which was normal. A diagnosis of orbital-pseudotumour was made. There was clinical improvement on prednisolone, so a tapering plan was provided. Case report - Discussion First described by Birch-Hirschfield in 1905, orbital pseudo-tumour, also known as idiopathic orbital inflammatory syndrome (IOIS) is a benign, non-infective, inflammatory condition of the orbit without identifiable local or systemic causes. Post-treatment recurrence occurs in 37% of cases. In this case, as steroids were weaned, there was recurrence of eye symptoms with proptosis and redness of the eye. Repeat bloods were performed, and an MRI-head requested. The repeat ANCA-MPO was negative. Whilst awaiting her MRI, a further clinical review was carried out jointly by paediatric rheumatology and ophthalmology. At this appointment, there was notable proptosis which appeared to be getting worse. The impression was that there was recurrence of the inflammatory swelling, and that the sensible option would be to restart treatment with oral prednisolone. At this point, addition of a steroid-sparing DMARD was discussed. Methotrexate was chosen and commenced. The little girl continued to attend for joint rheumatology and ophthalmology reviews. She continued to have proptosis in the right eye but had excellent ocular motility and good visual-acuity. She was noted to develop a worsening in the lid swelling and possible proptosis with an intercurrent illness, perhaps suggesting that the underlying inflammatory process was still active. The plan was to continue methotrexate for 2 years and perform another orbital MRI before potentially reducing methotrexate. However, in this time the methotrexate dose was reduced due to deranged LFTs. She continued to have “flare ups” with increasing proptosis despite treatment with methotrexate. A repeat MRI after 2 years of treatment showed reduction in the size of the right supra-lateral orbital mass compared to the first scan. However, there was uniform enhancement following gadolinium injection with mild proptosis of the right-globe. The appearances were in keeping with an active granulomatous lesion. The current plan is to try and re-optimise the dose of methotrexate. If not tolerated, an alternative DMARD will need to be considered. Case report - Key learning points The diagnosis of orbital pseudo-tumour is one of exclusion with evaluation directed to exclude neoplasms, infections, and systemic inflammatory disorders. It can manifest as a bilateral condition in 13% and with constitutional symptoms in 40%. Points for discussion

Background Non neoplastic GI lesions in pediatrics are variable and differ in types and prevalence among each pediatric age group. Helicobacter pylori is an important pathogen that can cause gastritis and peptic ulcers in adults as well as in children. Celiac disease is a gluten-dependent autoimmune disorder which affects individuals having genetic susceptibility. Eosinophilic gastrointestinal diseases are disorders that primarily affect the gastrointestinal tract with eosinophil-rich inflammation in the absence of known causes for eosinophilia. Inflammatory bowel disease (IBD) is a chronic inflammatory disorder, mainly affecting the gastrointestinal tract with extraintestinal manifestations and associated immune disorders. It seems that it is one of the most common gastrointestinal diseases affecting children in the developed countries. Aim of the work To study different types of paediatric non neoplastic gastrointestinal lesions from gastrointestinal endoscopic biopsies received at the Pathology Department in Ain Shams University hospital during a period of 2 years (2017-2018), and to correlate them with the clinicopathological presentations and endoscopic findings. Patients and Methods A cross sectional study was conducted on all pediatric gastrointestinal biopsies received at Pathology Department in Ain Shams University Hospital during the period of two years (2017- 2018). Only cases with information for all the covariates (n = 580) were selected and the results were statistically analyzed. Results Total 580 pediatric cases were enrolled according to inclusion criteria. Nonspecific gastrointestinal inflammation represented (47.1%), Helicobacter pylori associated gastrointestinal inflammation represented (43.5%), Eosinophilic gastrointestinal disease represented (3.8%), Inflammatory bowel disease (IBD) represented (3.7%), Celiac disease represented (1.9%). Conclusion This is the first study conducted in Ain Shams University Hospitals to assess the different types of pediatric non neoplastic gastrointestinal lesions received with clinicopathological and endoscopic correlation. The most common pediatric non neoplastic GI lesion is Helicobacter pylori infection. The diagnosis of pediatric non neoplastic GI disorder necessitates interdepartmental teamwork between GI pediatricians and pathologists.