scholarly journals Missionaries of the Party: Work-team Participation and Intellectual Incorporation

2021 ◽  
pp. 1-22
Author(s):  
Elizabeth J. Perry
Keyword(s):  
Land Reform ◽  
Chinese Communist Party ◽  
Work Teams ◽  
Effective Means ◽  
Work Team ◽  
Intellectual Work ◽  
Team Members ◽  
Distinctive Features ◽  
The Impact ◽  
Party Work

Abstract 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.

Multilevel social predictors of employee feedback-seeking behavior: A cost–benefit perspective

2019 ◽  
Vol 47 (2) ◽  
pp. 1-11
Author(s):  
Sun Young Sung ◽  
Young Won Rhee ◽  
Jae Eun Lee ◽  
Jin Nam Choi ◽  
Hye Jung Yoon
Keyword(s):  
Work Teams ◽  
Cost Benefit ◽  
Social Characteristics ◽  
Work Team ◽  
Feedback Seeking ◽  
Social Predictors ◽  
Team Members ◽  
Seeking Behavior ◽  
Or Team ◽  
The Impact

In this study, we examined the two distinct dimensions of feedback-seeking behavior (FSB), namely, feedback-seeking frequency and feedback-seeking breadth. We focused on work team properties and team members’ social characteristics, and identified the multilevel social contextual predictors for each FSB dimension in an organizational team setting. Participants were 187 employees in 45 work teams in various industries in South Korea. Results show that feedback-seeking frequency was significantly positively related to three individual or team characteristics (i.e., emotional competence, team reflexivity, and task interdependence), but feedback-seeking breadth was significantly positively related to only one dimension, team reflexivity. Our findings provide an understanding of the multilevel emergent process of FSB in work teams, and the impact of the multilevel antecedents on the two FSB dimensions. Theoretical and practical implications are discussed.

scholarly journals How May Virtual Communication Shape Cooperation in a Work Team?

2004 ◽  
Vol 26 (1) ◽  
Author(s):  
Andreas Flache
Keyword(s):  
Social Relationships ◽  
Work Teams ◽  
Work Team ◽  
Online Interaction ◽  
Negative Effects ◽  
Virtual Communication ◽  
Team Members ◽  
Face To Face ◽  
Interaction Task ◽  
Simulation Results

AbstractThis paper addresses theoretically the question how virtual communication may affect cooperation in work teams. The degree of team virtualization, i.e. the extent to which interaction between team members occurs online, is related to parameters of the exchange. First, it is assumed that in online interaction task uncertainties are higher than in face-to-face contacts. Second, the gratifying value of peer rewards is assumed to be lower in online contacts. Thirdly, it is assumed that teams are different in the extent to which members depend on their peers for positive affections, operationalized by the extent to which team members are interested in social relationships for their own sake, independently from their work interactions. Simulation results suggest both positive and negative effects of team virtualization on work-cooperation.

Helping Teams Expand the Breadth of Their Solution Space Through Product Dissection: A Simulation Based Investigation

2018 ◽  
Author(s):  
Mohammad Alsager Alzayed ◽  
Christopher McComb ◽  
Samuel T. Hunter ◽  
Scarlett R. Miller
Keyword(s):  
Engineering Design ◽  
Design Education ◽  
Computational Simulation ◽  
Effective Means ◽  
Solution Space ◽  
First Year ◽  
Team Members ◽  
Engineering Design Education ◽  
Simulation Based ◽  
The Impact

Product dissection has been highlighted as an effective means of interacting with example products in order to produce creative outcomes. While product dissection is often conducted as a team in engineering design education as a component of larger engineering design projects, the research on the effectiveness of product dissection activities has been primarily limited to individuals. Thus, the goal of this study was to investigate the impact of the type(s) of product dissected in a team environment on the breadth of the design space explored and the underlying influence of educational level on these effects. This was accomplished through a computational simulation of 7,000 nominal brainstorming teams generated by a statistical bootstrapping technique that accounted for all possible team configurations. Specifically, each team was composed of four team members based on a design repository of 463 ideas generated by first-year and senior engineering design students after a product dissection activity. The results of the study highlight that simulated senior engineering design teams explored a larger solution space than simulated first-year teams and that dissecting different types of products allowed for the exploration of a larger solution space for all of the teams. The results also showed that dissecting two analogically far and two simple products was most effective in expanding the solution space for simulated senior teams. The findings presented in this study can lead to a better understanding of how to most effectively deploy product dissection modules in engineering design education in order to maximize the solution space explored.

scholarly journals Evaluating the impact of clinical librarians on clinical questions during inpatient rounds

2018 ◽  
Vol 106 (2) ◽  
Author(s):  
Riley Brian ◽  
Nicola Orlov ◽  
Debra Werner ◽  
Shannon K. Martin ◽  
Vineet M. Arora ◽  
...  
Keyword(s):  
Evidence Based Medicine ◽  
Effective Means ◽  
Median Number ◽  
Evidence Based ◽  
Test Quality ◽  
Team Members ◽  
Fresno Test ◽  
Attending Rounds ◽  
Based Medicine ◽  
The Impact

Objective: The investigation sought to determine the effects of a clinical librarian (CL) on inpatient team clinical questioning quality and quantity, learner self-reported literature searching skills, and use of evidence-based medicine (EBM).Methods: Clinical questioning was observed over 50 days of inpatient pediatric and internal medicine attending rounds. A CL was present for 25 days and absent for 25 days. Questioning was compared between groups. Question quality was assessed by a blinded evaluator, who used a rubric adapted from the Fresno Test of Competence in Evidence-Based Medicine. Team members were surveyed to assess perceived impacts of the CL on rounds.Results: Rounds with a CL (CLR) were associated with significantly increased median number of questions asked (5 questions CLR vs. 3 NCLR; p<0.01) and answered (3 CLR vs. 2 NCLR; p<0.01) compared to rounds without a CL (NCLR). CLR were also associated with increased mean time spent asking (1.39 minutes CLR vs. 0.52 NCLR; p<0.01) and answering (2.15 minutes CLR vs. 1.05 NCLR; p=0.02) questions. Rounding time per patient was not significantly different between CLR and NCLR. Questions during CLR were 2 times higher in adapted Fresno Test quality than during NCLR (p<0.01). Select participants described how the CL’s presence improved their EBM skills and care decisions.Conclusions: Inpatient CLR were associated with more and improved clinical questioning and subjectively perceived to improve clinicians’ EBM skills. CLs may directly affect patient care; further study is required to assess this. CLs on inpatient rounds may be an effective means for clinicians to learn and use EBM skills.

Examining team performance: the role of psychological contracts and engagement among co-workers

2020 ◽  
Vol 8 (3) ◽  
pp. 327-343
Author(s):  
Frits Schreuder ◽  
René Schalk ◽  
Sasa Batistič
Keyword(s):  
Team Performance ◽  
Psychological Contract ◽  
Work Teams ◽  
Psychological Contracts ◽  
Working Environment ◽  
Work Team ◽  
Role Performance ◽  
Content Type ◽  
Team Members

PurposeThe aim of this study was to investigate the role of shared psychological contract beliefs between colleagues in a work team, in team in-role performance and extra-role behaviours.Design/methodology/approachEmployees and team managers of 113 work teams answered questions about their working environment and relationships with experiences and perceptions. The data were used in CFA and structural modelling.FindingsThe results indicated that evaluations of co-worker psychological contracts in work teams are significantly associated with team in-role performance and extra-role behaviours through work engagement.Practical implicationsEmployees with perceived contract fulfilment not only contribute more to their team but also change their expectations of what a team should offer. Managers should be informed that these new and enhanced expectations have repercussions for existing HRM practices.Originality/valueLaulié and Tekleab (2016) have suggested that perceptions of psychological contract fulfilment shared by team members may act as a motivational driver for team performance, team attitudes and behaviours. This study is one of the first applications of this proposition in a mediation model and empirically tested for non-hierarchical co-worker relationships.

Work Team Attitudes, Drinking Norms, and Workplace Drinking

1995 ◽  
Vol 25 (2) ◽  
pp. 275-290 ◽  
Author(s):  
William P. Delaney ◽  
Genevieve Ames
Keyword(s):  
Assembly Line ◽  
Work Teams ◽  
Hierarchical Regression ◽  
Work Team ◽  
Line Production ◽  
Team Members ◽  
Work Related ◽  
Positive Attitudes ◽  
The Relationship

This article investigates the relationship between work team attitudes, drinking norms, and workplace drinking in a large assembly line factory in the Midwest. Respondents were asked whether significant persons at work (friends, team members, and supervisors) would approve or disapprove if they engaged in three types of work-related drinking (before work, at work, and at work to intoxication). Respondents were also asked whether they agreed or disagreed with several positive and negative statements about work teams–a new form of assembly line production introduced in the 1980s. Several items probing relations between union employees and supervisors were also included. Separate regression analyses were used to predict workplace drinking norms and workplace drinking. Using exploratory factor analysis and hierarchical regression, positive attitudes toward work teams significantly predicted less permissive drinking norms even when overall drinking and various background variables were controlled. In a second regression analysis, drinking norms significantly predicted workplace drinking. Additionally, it was revealed in the analysis that hourly African-Americans as a group were significantly more likely to have positive team attitudes and less permissive drinking norms than whites. The role of team-based work system in the primary prevention of workplace alcohol misuse is discussed.

scholarly journals THE GARIBALDI RANKING MODE METRIC (GR2M) MODEL AS A METHOD FOR ASSESSING ACCURATE AND FAIR WORK TEAMS

2019 ◽  
Vol 2 (1) ◽  
pp. 67-76
Author(s):  
Ganjar Garibaldi
Keyword(s):  
Performance Appraisal ◽  
Team Performance ◽  
Research Method ◽  
Team Member ◽  
Work Teams ◽  
Work Team ◽  
Team Members ◽  
The World ◽  
Significant Factors ◽  
Assessment Results

Garibaldi Ranking Mode Metric (GR2M) Model, is a work team performance appraisal method that aims to provide information of team performance obtained from the assessment of perceptions of all team members, which aims to provide accurate data on the performance of each team member performance. In this method GR2M assessment, each member is required to provide an assessment with a comprehensive ranking and modus method for all team members, including himself. Furthermore, by compiling and averaging all the assessment results of all team members, an assessment will be obtained that represents all assessors' perceptions in this case, all team members. Dimensions used for this are; 1) Work process and 2) Work results. While each dimension consists of several indicators. From testing on the main sectors of business that are growing rapidly, namely Information and telecommunications in Indonesia that are quite representative and the world of education, obtained fair and accurate assessment results representing the perceptions of the team members. Qualitative research method with triangulation validation. With this method it is proven that the factors tested are significant factors in explaining and measuring the potential of the correlation.

An empirical examination of the emergence of collective psychological ownership in work team contexts

2019 ◽  
Vol 26 (5) ◽  
pp. 657-676 ◽  
Author(s):  
Jon L. Pierce ◽  
Dahui Li ◽  
Iiro Jussila ◽  
Jianyou Wang
Keyword(s):  
Team Performance ◽  
Work Teams ◽  
Psychological Ownership ◽  
Self Management ◽  
Work Team ◽  
Empirical Examination ◽  
Team Members ◽  
Performance Effectiveness ◽  
Sense Of Ownership ◽  
Serial Mediation

AbstractAs work teams have increasingly become the cornerstone of the post bureaucratic organization, there have been calls for a greater understanding of collective thought and action. Such understanding is deemed important for the design and management of teamwork. Theory suggests that feelings of ownership manifest themselves at the collective level, and positively affect team performance effectiveness. This study illuminates the role played by teamwork complexity and team self-management in the emergence of the psychological processes that are associated with the manifestation of job-focused collective psychological ownership (CPO). In addition, employment of serial mediation suggests that both teamwork dimensions put employees on two routes (intimate knowing of and the collective investment of the team members' selves into the job) that lead to the emergence of a collective sense of ownership, and together these two route variables and CPO sequentially mediated a positive relationship between teamwork design and team performance effectiveness.

THE IMPACT OF LEADERSHIP PRACTICES TO TEAM MEMBERS’ SATISFACTION

2009 ◽  
Vol 8 (1) ◽  
Author(s):  
Chalimah .
Keyword(s):  
Conflict Resolution ◽  
Leadership Practices ◽  
Hotel Industry ◽  
Leader Behavior ◽  
Team Leader ◽  
Shop Floor ◽  
Team Members ◽  
Top Executives ◽  
Wide Range ◽  
The Impact

eamwork is becoming increasingly important to wide range of operations. It applies to all levels of the company. It is just as important for top executives as it is to middle management, supervisors and shop floor workers. Poor teamwork at any level or between levels can seriously damage organizational effectiveness. The focus of this paper was therefore to examine whether leadership practices consist of team leader behavior, conflict resolution style and openness in communication significantly influenced the team member’s satisfaction in hotel industry. Result indicates that team leader behavior and the conflict resolution style significantly influenced team member satisfaction. It was surprising that openness in communication did not affect significantly to the team members’ satisfaction.

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