Only As Strong As the Strongest Link: The Impact of Individual Team Member Proficiency in Configuration Design

2020 ◽  
Author(s):  
Ethan Brownell ◽  
Jonathan Cagan ◽  
Kenneth Kotovsky
Keyword(s):  
Team Performance ◽  
Team Member ◽  
Positive Impact ◽  
Individual Characteristics ◽  
Configuration Design ◽  
Design Team ◽  
Markov Modeling ◽  
Team Members ◽  
Hidden Markov Modeling ◽  
The Impact

Abstract Prior research has demonstrated how the average characteristics of a team impact team performance. Individual characteristics of team members and individual team member behavior have been largely ignored, especially in the context of engineering design. In this work, a behavioral study was conducted to uncover whether the most or least proficient member of a configuration design team had a larger impact on overall performance. It was found that a configuration design team is most dependent on the proficiency of its most proficient member and results suggest that replacing the most proficient member with an even more proficient member can be expected to have a more positive impact than replacing any other member with a higher proficiency member of the same change in proficiency. The most proficient member had a significant positive effect on how quickly the team reached performance thresholds and that the other members of the team were not found to have the same positive impact throughout the design study. Behavioral heuristics were found using hidden Markov modeling to capture the differences in behavior and design strategy between different proficiency members. Results show that high proficiency and low proficiency team members exhibit different behavior, with the most proficient member’s behavior leading to topologically simpler designs and other members adopting their designs, leading to the most proficient member driving the team design and team performance.

ONLY AS STRONG AS THE STRONGEST LINK: THE RELATIVE CONTRIBUTION OF INDIVIDUAL TEAM MEMBER PROFICIENCY IN CONFIGURATION DESIGN

2020 ◽  
pp. 1-16
Author(s):  
Ethan Brownell ◽  
Jonathan Cagan ◽  
Kenneth Kotovsky
Keyword(s):  
Team Performance ◽  
Positive Impact ◽  
Configuration Design ◽  
Design Team ◽  
Markov Modeling ◽  
Team Members ◽  
Engineering Teams ◽  
Relative Contribution ◽  
Hidden Markov Modeling ◽  
Team Design

Abstract Prior research has demonstrated how the average characteristics of a team impact team performance. The relative contribution of team members has been largely ignored, especially in the context of engineering design. In this work, a behavioral study was conducted to uncover whether the most or least proficient member of a configuration design team had a larger impact on overall performance. It was found that a configuration design team is most dependent on the proficiency of its most proficient member. The most proficient member had a significant positive effect on how quickly the team reached performance thresholds and the other members of the team were not found to have the same positive impact throughout the design study. Behavioral heuristics were found using hidden Markov modeling to capture the differences in behavior and design strategy between different proficiency members. Results show that high proficiency and low proficiency team members exhibit different behavior, with the most proficient member's behavior leading to topologically simpler designs and other members adopting their designs, leading to the most proficient member driving the team design and thus the team performance. These results underscore the value of the relative contribution model in constructing engineering teams by demonstrating that different team members had unequal effects on team performance. It is shown that enhancing the most proficient member of a team is more likely to contrubute to increased team performance than enhancing the least proficient member.

Attack, Damage and Carry: Role Familiarity and Team Performance in League of Legends

2018 ◽  
Vol 62 (1) ◽  
pp. 130-134 ◽  
Author(s):  
Joshua A. Eaton ◽  
David J. Mendonça ◽  
Matthew-Donald D. Sangster
Keyword(s):  
Virtual Teams ◽  
Team Performance ◽  
Positive Impact ◽  
Social Constructs ◽  
Data Set ◽  
Team Members ◽  
Gaming Environment ◽  
And Performance ◽  
The Impact ◽  
League Of Legends

Objective: This research studies the impact of role familiarity on team performance by examining performance of the “Carry” role in the Multi-player Online Battle Arena gaming environment, League of Legends™. Background: Roles are typically defined as stable patterns of expectations, relationships, and behaviors. As social constructs, roles therefore include notions of status, relationships with additional social actors, and of defined sets of behaviors tied to the assigned role. We hypothesize that the importance of role familiarity in teams is mediated by the nature and extent of team members’ experience working together in defined roles. Methods: The data set used for this study is from League of Legends’ Application Program Interface and consists of ranked match play from 2011–2016. Results: ANOVA and visualization techniques are used to explore match-level data in order to address the proposed research questions. The proportion of time the same team member is assigned to the “Carry” role (role familiarity) has a direct and positive impact on team performance. Conclusions: This study shows how objective, detailed data on teamwork may be used to provide insights into questions of the composition and performance of teams. Additionally, the results illustrate the importance of role familiarity in the performance of teams. Application: This research highlights the value and feasibility of studying virtual teams for new insights into team performance.

scholarly journals Team Design Characteristics

Management ◽  
2019 ◽  
Author(s):  
Greg L. Stewart ◽  
Kameron M. Carter ◽  
Thomas H. Ptashnik
Keyword(s):  
Team Member ◽  
Methodological Issue ◽  
Design Feature ◽  
Individual Characteristics ◽  
Team Composition ◽  
Team Members ◽  
Team Task ◽  
Design Characteristics ◽  
Team Design ◽  
The Impact

Teams are a basic building block of organizations. Over the past twenty-five years, a great deal of research has focused on what can be done to improve team effectiveness. Team design characteristics represent inputs that can be manipulated by organizational leaders and can be grouped into three broad classifications: Team Composition, Team Task Design Characteristics, and Team Leadership. The first team design characteristic—composition—focuses on the attributes of individuals who are team members and is generally captured either as the average standing on a particular trait such as mental ability or as a pattern of a characteristic such as the variability in team member conscientiousness. Teams composed of members with desirable traits generally outperform teams composed of members who do not possess desirable individual characteristics. Members with negative individual characteristics harm cooperation and are often rejected by teammates. The impact of some team members—frequently labeled the strategic core—is, however, greater than the impact of others. Team Member Diversity of individual characteristics also corresponds with team processes and outcomes, although the effect is positive in some instances and negative in others. A particularly difficult methodological issue associated with team composition research concerns missing data that occurs when some team members fail to complete survey measures. The second team design feature—team task characteristics—arises from the work itself and how the team accomplishes its prescribed tasks. Some teams have a high level of collective autonomy whereas others work under strict hierarchical control. Teams vary in interdependence with some operating such that members work together very closely and others allowing members to work primarily as individuals. Differences in reward structure also vary from teams that are rewarded collectively to teams with individual-based rewards that result in some members being rewarded more than others. Moreover, an increasingly important task feature of teams is the degree of virtuality, with some teams interacting primarily face-to-face and others interacting mostly through electronic means. The third team design feature is leadership. Teams are facilitated by Empowering Leadership that encourages the team to collectively lead itself, by Shared Leadership that exists when leadership functions are dispersed throughout the team, and by Transformational Leadership that provides teams with a vision that transcends individual interests.

The Impact of Training on Teamwork and Simulated Debriefings on Real-Life Cardiopulmonary Arrest Events

2021 ◽  
pp. 104687812199160
Author(s):  
Tara Mahramus Hunt ◽  
Mindi Anderson ◽  
Mai Vo ◽  
Daleen Aragon Penoyer
Keyword(s):  
Team Performance ◽  
Team Member ◽  
Cardiopulmonary Arrest ◽  
Role Play ◽  
Real Life ◽  
Hospital Setting ◽  
Mixed Methods Study ◽  
Team Members ◽  
The Impact ◽  
Resuscitation Team

Background Prior to the study, debriefings post-real-life cardiopulmonary arrest at the associated hospital were conducted only 3% of the time. However, debriefings post-cardiopulmonary arrests are recommended by multiple entities to improve team performance. Methods A course on teamwork, education on a structured method of debriefing, and debriefing practice via simulated role-play were provided to resuscitation team members. A prospective, mixed methods study including team member perceptions of debriefings and the number of debriefings conducted post-cardiopulmonary arrests were measured after the intervention. Results Debriefings increased from 3% to 39%. Debriefings were valued by all team members. Themes generated from team members’ comments included improvement, communication, and team function. Conclusions Debriefings post-real-life cardiopulmonary arrest events are feasible in a hospital setting. Teamwork principles training with simulated role-play of debriefing can impact the process of whether debriefings occur and are highly regarded by multidisciplinary team members.

Knowledge Sharing in Cross-Functional Teams and its Antecedents: Role of Mutual Trust as a Moderator

2016 ◽  
Vol 15 (03) ◽  
pp. 1650033
Author(s):  
Jyoti Verma ◽  
Anamika Sinha
Keyword(s):  
Emotional Intelligence ◽  
Knowledge Sharing ◽  
Team Performance ◽  
Structure Learning ◽  
Positive Impact ◽  
Management Support ◽  
Mutual Trust ◽  
Team Members ◽  
Functional Teams ◽  
The Impact

Growth and success of an organisation are primarily dependent on its ability to develop, leverage, and utilise its knowledge base. This study developed a model to test the impact of antecedents of knowledge Sharing (KS) on team performance. The antecedents were classified as organisational characteristics (structure, learning culture, employee training, reward system, top management support) and individual characteristic (emotional intelligence). The study is based on data collected with the help of structured questionnaires from 582 team members working under 69 teams in 26 surveyed organisations in India. Results suggest that high emotional intelligence increases the extent of KS and hence, has positive impact on team performance among cross-functional team members. Moreover, mutual trust among team members moderates KS behaviour and team performance. Thus, findings confirm the applicability and predictive power of the proposed model. Furthermore, this model contributes to the literature of predicting KS practices in cross-functional projects.

scholarly journals Exploring the Relationship between Communication and Success of Construction Projects: The Mediating Role of Conflict

2021 ◽  
Vol 13 (8) ◽  
pp. 4513
Author(s):  
Summaira Malik ◽  
Muhammad Taqi ◽  
José Moleiro Martins ◽  
Mário Nuno Mata ◽  
João Manuel Pereira ◽  
...  
Keyword(s):  
Project Success ◽  
Negative Impact ◽  
Positive Impact ◽  
Construction Project ◽  
Project Team ◽  
Relationship Conflict ◽  
Team Members ◽  
Mediating Role ◽  
The Impact

The success of a construction project is a widely discussed topic, even today, and there exists a difference of opinion. The impact of communication and conflict on project success is an important, but least addressed, issue in literature, especially in the case of underdeveloped countries. Miscommunication and conflict not only hinder the success of a project but also may lead to conflicts. The focus of this paper was to examine the impact of communication on project success with the mediating role of conflict. By using SPSS, demographics, descriptive statistics and correlation were determined. Smart PLS version 3.0 was used for confirmatory factor analysis (CFA), internal accuracy and validity estimates, hypothesis checking and mediation testing. The results showed that formal communication has a negative impact on the success of a construction project, resulting in conflicts among project team members, whereas informal communication and communication willingness have a positive impact on project success because people tend to know each other, and trust is developed. Task, process and relationship conflicts were used as mediating variables. It was found that task conflict effects the relations positively because project team members suggest different ways to do a certain task, and, hence, project success is achieved. On the contrary, process conflict and relationship conflict have a negative impact on communication and project success. Both of these conflicts lead to miscommunication, and project success is compromised. Hence, it is the responsibility of the project manager to enhance communication among project team members and to reduce the detrimental effects of process and relationship conflict on project success.

A Toolkit to Assist Researchers to More Efficiently Conduct Experiments Assessing Human State

2017 ◽  
Vol 61 (1) ◽  
pp. 2032-2036 ◽  
Author(s):  
Bethany K. Bracken ◽  
Noa Palmon ◽  
David Koelle ◽  
Mike Farry
Keyword(s):  
Real Time ◽  
Team Performance ◽  
Team Member ◽  
Sensor Data ◽  
Team Members ◽  
Augmentation Strategies ◽  
Experimental Protocols ◽  
Multiple Sensor ◽  
Support Research

For teams to perform effectively, individuals must focus on their own tasks, while simultaneously maintaining awareness of other team members. Researchers studying and attempting to optimize performance of teams as well as individual team members use assessments of behavioral, neurophysiological, and physiological signals that correlate with individual and team performance. However, synchronizing data from multiple sensor devices can be difficult, and building and using models to assess human states of interest can be time-consuming and non-intuitive. To assist researchers, we built an Adaptable Toolkit for the Assessment and Augmentation of Performance by Teams in Real Time (ADAPTER), which provides a framework that flexibly integrates sensors and fuses sensor data to assess performance. ADAPTER flexibly integrates current and emerging sensors; assists researchers in creating and implementing models that support research on performance and the development of augmentation strategies; and enables comprehensive and holistic characterization of team member performance during real-time experimental protocols.

scholarly journals To Understand the Team Cohesiveness, Teamwork Quality and Team Performance in Employee Performance in University

2019 ◽  
Vol 8 (2S9) ◽  
pp. 853-858
Keyword(s):  
Organizational Performance ◽  
Team Performance ◽  
Positive Impact ◽  
Employee Performance ◽  
Organization Performance ◽  
Negative Effects ◽  
Team Cohesiveness ◽  
Positive Effects ◽  
Overall Performance ◽  
The Impact

The purpose of this research is to seek and identify the impact teamwork has on organizational performance. The research to understand the teamwork quality, team cohesiveness and team performance in employee performance, identify the positive or negative effects of teamwork on employees and to examine the impact of teamwork on organization performance. Therefore, it is to determine how teamwork could effect and improve University employee’s performance within the organization. In fact, it is also to understand on how methods like teamwork quality, team cohesiveness, and teamwork performance have could be used to have positive effects in employee overall performance. The research study used correlation techniques in order to analyze the relationship between two variables that was Teamwork and Organization Performance. In many of the journals and article that was collected, there was clear evidence that teamwork and other measures of team performance are positively related with organization performance. The study of the research shown that there was a significant positive impact of teamwork on organizational performance and employee’s overall performance.

The Impact of Trust on Virtual Team Effectiveness

2014 ◽  
Vol 4 (1) ◽  
pp. 11-28 ◽  
Author(s):  
Yasser A. El-Kassrawy
Keyword(s):  
Virtual Teams ◽  
Team Performance ◽  
Team Effectiveness ◽  
Virtual Team ◽  
Structural Equations ◽  
Team Members ◽  
Competitive Environments ◽  
Team Satisfaction ◽  
And Performance ◽  
The Impact

Given the important role of information technology, virtuality has become crucial issue in contemporary organizations. Virtual teams are comprised of members who are located in more than one physical location. They need to be effectively collaborating to harness their full performance capabilities in order to compete in the highly competitive environments. However, virtual team effectiveness is affected by determinants of trust which include three types; personality, cognitive and institutional-based trust. Therefore, this paper examines the impact of trust determinants on virtual team effectiveness represented in virtual team satisfaction and performance. Through a survey of 125 virtual team members who had experienced at least two years in this field, the results indicated that determinants of trust positively influence virtual team satisfaction and virtual team performance. The authors' structural equations modeling findings also support our hypothetical predictions that personality- based trust, cognitive- based trust and institutional- based trust have a dramatic impact on both of virtual team satisfaction and virtual team performance. Moreover, institutional- based trust is the uppermost driver of virtual team effectiveness. This study provides novel insights into virtual team behaviours, managerial and research implications for effective virtual team.

A Systematic Review of Communication in Distributed Crews in High-Risk Environments

2018 ◽  
Vol 62 (1) ◽  
pp. 102-106
Author(s):  
Justine Rockwood ◽  
Dan Nathan-Roberts
Keyword(s):  
Systematic Review ◽  
High Risk ◽  
Team Performance ◽  
Task Complexity ◽  
Distributed Teams ◽  
Future Research ◽  
Team Members ◽  
Risk Environments ◽  
The Impact ◽  
High Risk Environments

Effective communication is critical to team performance but can be impacted by the distribution of team members. Distribution is increasingly found in high-risk environments where task complexity necessitates geographic and/or temporal separation of team members. Understanding the impact of distribution on communication is critical to ensuring effective team performance. We review the research examining communication in distributed teams in high-risk environments to provide an overview of the literature to date. Articles examining communication in distributed teams were analyzed in a systematic review following Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. Themes relevant to the research question were extracted from the studies using thematic analysis. Five themes were identified: updating shared mental models, effects of transmission lags, content of communication, communication protocols, and technological advances. The five themes identify directions for future research.

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