The effectiveness of teams in organizations: a meta-analysis

The role of E-leadership in ICT utilization: a project management perspective

Covid 19 presents a great challenge and opportunity for remote working, highlighting the need for electronically-mediated leadership in team tasks and performance. What is the role of leadership in improving utilization of information communication technologies (ICTs) in teamwork? Framed within the e-leadership and project management literature and employing a longitudinal field observation method over 8 months that involves 52 subjects and 172 observations, this study finds that (1) first, strong leaders employ a consistent and high-level use of ICTs throughout the whole process of group work, especially at the planning and closing stages of a project. (2) Second, strong leaders alternate the use of various ICTs to match specific tasks at different phases of the project. Two media platforms—team discussion forum and document sharing— stand out as the most important for strong leaders to build trust and execute tasks. (3) Finally, in a project management setting with a group of transient members with clearly-defined tasks and time-sensitive responsibilities, trust-building is a continual and highly significant leadership responsibility that precedes other leadership responsibilities. Trust is built largely through alternating the use of two rich ICT media (discussion forum and instant messaging) with two lean ICT media (document sharing and presentation display). These findings highlight a significant role of e-leadership in organizations which see the emergence of ICTs especially during crises like Covid 19.

Struggling to Fix Teams in Real Work Settings: A Challenge Assessment and an Intervention Toolbox

After more than 80 years in predicting organizational performance, empirical evidence reveals a science of teams that seems unable to consistently implement solutions for teams performing in real work settings -outside and away from the isolated teams breeding in research laboratories in the academic context. To bridge this growing practitioners-researchers divide, we first identify five main challenges involved in working with teams today (purposeful team staffing; proper task design and allocation; task and interaction process functionality; appropriate affective tone; and suitable team assessment). And second, we offer a toolbox of interventions (empowering and restorative) to help practitioners to transform the potential threats inherent in these challenges into opportunities for team effectiveness. Our five-challenge diagnosis and proposed intervention toolbox contribute to better address research questions and theoretical falsifiability using teams performing in real work settings, and to assess and intervene in teams by adjusting their internal functioning to contextual conditions and constraints.

Goal Setting in Teams: Goal Clarity and Team Performance in the Public Sector

With the rise of performance management, work in the public sector has changed. An output focus has become more common. Other changes include decentralization and managing organizations more horizontally. Setting performance goals and working in teams exemplify these developments. Despite an extensive literature on goal setting, research on goal setting in teams and empirical studies in public organizations have been largely absent. This study contributes to the fields of public management and teamwork by examining whether and under what team conditions clear goals contribute to team performance in the Dutch public sector. Analyses on survey data (n = 105 teams) show that both goal clarity and self-management positively affect team performance. The effect of goal clarity on team performance is not affected by teamwork though, indicated by insignificant moderation effects of self-management and information elaboration. Suggestions are offered for future research to better understand goal setting in public sector teams.

The Conceptualization of Team Flow

Despite the noted potential for team flow to enhance a team's effectiveness, productivity, performance, and capabilities, studies on the construct in the workplace context are scarce. Most research on flow at the group level has been focused on performance in athletics or the arts, and looks at the collective experience. But, the context of work has different parameters, which necessitate a look at individual and team level experiences. In this review, we extend current theories and essay a testable, multilevel model of team flow in the workplace that includes its likely prerequisites, characteristics, and benefits.

Killer Apps: Developing Novel Applications That Enhance Team Coordination, Communication, and Effectiveness

As part of the Lorentz workshop, “Interdisciplinary Insights into Group and Team Dynamics,” held in Leiden, Netherlands, this article describes how Geeks and Groupies (computer and social scientists) may benefit from interdisciplinary collaboration toward the development of killer apps in team contexts that are meaningful and challenging for both. First, we discuss interaction processes during team meetings as a research topic for both Groupies and Geeks. Second, we highlight teamwork in health care settings as an interdisciplinary research challenge. Third, we discuss how an automated solution for optimal team design could benefit team effectiveness and feed into team-based interventions. Fourth, we discuss team collaboration in massive open online courses as a challenge for both Geeks and Groupies. We argue for the necessary integration of social and computational research insights and approaches. In the hope of inspiring future interdisciplinary collaborations, we develop criteria for evaluating killer apps—including the four proposed here—and discuss future research challenges and opportunities that potentially derive from these developments.

Understanding quality improvement at scale in general practice: a qualitative evaluation of a COPD improvement programme

Background

A growing body of knowledge exists to guide efforts to improve the organisation and delivery of health care, most of which is based on work carried out in hospitals. It is uncertain how transferable this knowledge is to primary care.

Aim

To understand the enablers and constraints to implementing a large-scale quality improvement programme in general practice, designed to improve care for people with chronic obstructive pulmonary disease.

Design and setting

A qualitative study of 189 general practices in a socioeconomically and ethnically-mixed, urban area in east London, UK.

Method

Twelve semi-structured interviews were conducted with people leading the programme and 17 in-depth interviews with those participating in it. Participants were local health system leaders, clinicians, and managers. A theoretical framework derived from evidence-based guidance for improvement programmes was used to interpret the findings. A complex improvement intervention took place with social and technical elements including training and mentorship, guidance, analytical tools, and data feedback.

Results

Practice staff wanted to participate in and learn from well-designed collaborative improvement projects. Nevertheless, there were limitations in the capacities and capabilities of the workforce to undertake systematic improvement, significant problems with access to and the quality of data, and tensions between the narrative-based generalist orientation of many primary care clinicians and the quantitative single-disease orientation that has characterised much of the quality improvement movement to date.

Conclusion

Improvement guidance derived largely from hospital-based studies is, for the most part, applicable to improvement efforts in primary care settings, although large-scale change in general practice presents some particular challenges. These need to be better understood and addressed if improvement initiatives are to be effective.

The environment matters: Comparing individuals and dyads in their adaptive use of decision strategies

Individuals have been shown to adaptively select decision strategies depending on the environment structure. Two experiments extended this research to the group level. Subjects (N = 240) worked either individually or in two-person groups, or dyads, on a multi-attribute paired-comparison task. They were randomly assigned to two different environments that favored one of two prototypical decision strategies—weighted additive or take-the-best (between-subjects design in Experiment 1 and within-subject design in Experiment 2). Performance measures revealed that both individuals and dyads learned to adapt over time. A higher starting and overall performance rate in the environment in which weighted additive performed best led to the conclusion that weighted additive served as a default strategy. When this default strategy had to be replaced, because the environment structure favored take-the-best, the superior adaptive capacity of dyads became observable in the form of a steeper learning rate. Analyses of nominal dyads indicate that real dyads performed at the level of the best individuals. Fine-grained analyses of information-search data are presented. Results thus point to the strong moderating role of the environment structure when comparing individual with group performance and are discussed within the framework of adaptive strategy selection.