scholarly journals Teamwork in surgical specialties: an evaluation

2021 ◽  
Vol 27 (10) ◽  
pp. 1-13
Author(s):  
Louis John Sisk ◽  
Jarrad M Stevens
Keyword(s):  
Conflict Resolution ◽  
Royal College ◽  
Single Centre ◽  
Team Members ◽  
High Functioning ◽  
High Performing ◽  
Surgical Teams ◽  
Team Attributes ◽  
Team Trust ◽  
Negative Attributes

Background/Aims Teamwork is the cornerstone of patient safety, with effective communication being essential for producing fewer complications during a patient's stay in hospital. In 2018, The Royal College of Surgeons of England published ‘The High Performing Surgical Team’, which outlined the components of a high-functioning team broken down into seven attributes: individual, team, trust, conflict resolution, commitment to task, accountability and results. This study evaluated teamwork among surgical specialties in a single centre. Methods Team members completed a survey consisting of seven sections, based on the Royal College of Surgeons of England components of teamworking, scoring statements using a 4-point Likert scale. Respondents included surgical doctors (interns, residents, registrars, fellows and consultants) and nurses (ward and theatre) from 12 surgical teams. Sections with 20% of more negative answers were considered to indicate a significant negative team attribute in that area of teamworking. Results Of the 108 respondents, 73 (67.6%) doctors and 35 (35.4%) nurses noted negative team attributes across all staff grades in at least two of the seven attributes (accountability and results), except registrars, who had one (accountability) of the seven negative attributes. Interns were reported as having negative attributes in four of the attributes (conflict resolution, commitment to task, accountability and results), while residents had negative attributes in three area (commitment to task, accountability and results). Conclusions The more junior the member of the team, the more likely they are to have negative teamworking attributes. Further evaluation would be of use to investigate whether these results are generalisable to other cohorts and to provide opportunities to improve teamwork and, therefore, patient care.

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.

High Performance Teams

2016 ◽  
Vol 7 (2) ◽  
pp. 72-82 ◽  
Author(s):  
Caroline Dominguez ◽  
Isabel C. Moura ◽  
João Varajão
Keyword(s):  
High Performance ◽  
Business Environment ◽  
Reward Systems ◽  
Team Management ◽  
Key Factors ◽  
Team Members ◽  
High Performing ◽  
Exploratory Case Study ◽  
Performance Teams

Effective team management is one of the key factors that allow companies to tackle the challenges of today's demanding business environment. Although high-performing teams have been studied for some time, very little has been written on them from the construction industry's perspective. Based on the conclusions of previous work and on a project involving 44 professionals of seven teams, this exploratory case study intends to evaluate if there is a gap between what team members and leaders perceive as being (a) the most important features for managing teams into high performance and (b) the features that are present in their teams. The present study shows that, although teams under investigation had some high-performing features at the leadership dimension, there is room for improvement, in particular when it comes to empowering team members, involving them in planning the work, and creating proper reward systems.

The systems psychodynamics of gendered hiring: Personal anxieties and defensive organizational practices within the New Zealand film industry

2016 ◽  
Vol 70 (3) ◽  
pp. 312-338 ◽  
Author(s):  
Jocelyn Handy ◽  
Lorraine Rowlands
Keyword(s):  
New Zealand ◽  
Qualitative Data ◽  
Film Industry ◽  
Project Teams ◽  
Hiring Practices ◽  
Film Production ◽  
Team Members ◽  
High Functioning ◽  
The Social ◽  
Lower Status

This article uses systems psychodynamic concepts to explore the creation and reproduction of gendered inequality within the New Zealand film industry. The article focuses on the ways in which senior film production workers’ anxieties about hiring, or working with, women influence the process of assembling project teams. It suggests that the process of choosing team members creates considerable anxiety for both senior film production workers with responsibility for hiring and lower-status team members who need to rely on them to create high-functioning teams. The industry ideal of the autonomous creative worker is implicitly gendered, conforming more closely to traditional concepts of the unencumbered male worker than traditional ideals of femininity and motherhood. The antithesis between these representations creates anxiety, raising unconscious fears that women as a category are less trustworthy workers. Consequently, discriminatory hiring practices that diminish these anxieties become collectively accepted as rational responses to organizational problems and embedded within the social system as collectively endorsed defences against anxiety. Given that project-based employment is temporary, this pattern of discrimination against women is regularly repeated and contributes to entrenched gender inequality within the film industry. Qualitative data from interviews with 12 male and 13 female film production workers is presented to illustrate this analysis.

scholarly journals Experience of the surgical team in COVID-19 in a tertiary care hospital in Pakistan.

2021 ◽  
Vol 29 (01) ◽  
pp. 1-6
Author(s):  
Atta Ur Rehman ◽  
Muhammad Afzal Chowhan
Keyword(s):  
Tertiary Care Hospital ◽  
Tertiary Care ◽  
Ethical Review ◽  
Care Hospital ◽  
Surgical Team ◽  
Team Members ◽  
Life Threatening ◽  
Related Stress ◽  
Surgical Teams ◽  
Study Setting

Objective: To analyse experience of the surgical team in COVID-19 in a tertiary care hospital in Pakistan. Study Design: Analytical Observational study. Setting: Department of Surgery, Tertiary Care Hospital Sialkot, Pakistan. Period: March to September 2020. Material & Methods: After the permission of ethical review committee (ERC/12/2020), data was collected by all four groups surgeons, Resident and internees, paramedical staff and other staff of surgical teams. A simple, 6 question-questionnaire, manually typed, was distributed to all members willing to complete and return the questionnaire. Data was analyzed by using SPSS-23. Results: Majority (91.27%) of the surgical team members got satisfactory training to handle with Covid-19 Cases. The 80 % was in fear to contract the disease while working in isolation and COVID-19 wards and about (76%) were well adjusted to their newly assigned duties. About 85% of surgical team members experienced prolong duty hours (12 hours a day) related stress and similar percentage participated in the management of surgeries done during this period. Conclusion: Surgical Team participated and adapted to meet the newly assigned duties to lookafter the isolation and COVID-19 wards. Team members experienced stress and fear of contracting disease was a matter of concern. However, it has taken care of all trauma, life-threatening emergencies and oncological cases adhering to use of principles of use of PPEs.

scholarly journals A CONCEPTUAL ARTICULATION OF TEAM TRUST ON TEAM PERFORMANCE IN UNIVERSITY SCIENTIFIC RESEARCH TEAMS IN JIANGSU PROVINCE, CHINA

2020 ◽  
Vol 4 (3) ◽  
Author(s):  
Yu Yun ◽  
Jacquline Tham ◽  
S. M. Ferdous Azam
Keyword(s):  
Team Performance ◽  
Scientific Research ◽  
Science Research ◽  
Economic Benefits ◽  
Problem Solving Skills ◽  
Research Teams ◽  
Team Members ◽  
Team Success ◽  
Team Trust ◽  
Conceptual Articulation

The aim of this paper is to establish a conceptual articulation of team confidence in team success in scientific research teams at universities in the province of Jiangsu, China. Many universities have set up scientific research teams in order to produce further scientific research achievements and to promote progress. The study goals of this research are knowledge-based university science research teams. Fundamentally, the main objective of the analysis is to examine the effect of team confidence on team success in scientific research teams at universities in the province of Jiangsu, China. As this is a philosophical paper, to explain the conclusions, this analysis focuses on the empirical and theoretical articulations. Therefore, to achieve the research purpose, current research uses descriptive design as the most suitable study design. The findings indicate that the process variables have continuously attracted the attention of researchers to influence team performance; the relationship between team confidence and team performance has only begun to be explored. Team trust helps team members master team activities, minimise errors and delays, and enhance strategies to accomplish team goals, and develop creative problem-solving skills to better understand key task domains. Even, as successes in scientific research are placed into practical development. It hopes to bring tremendous economic benefits to businesses and the country. JEL: I20; I25 <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0750/a.php" alt="Hit counter" /></p>

Surgical team: improving teamwork, a review

2019 ◽  
Vol 95 (1124) ◽  
pp. 334-339 ◽  
Author(s):  
Hemant Kumar ◽  
Raimand Morad ◽  
Manish Sonsati
Keyword(s):  
Ad Hoc ◽  
Current System ◽  
Low Cost ◽  
High Yield ◽  
Surgical Team ◽  
Team Members ◽  
Surgical Teams ◽  
The Impact ◽  
Team Familiarity ◽  
Simulated Training

Teams within surgery have been through countless cycles of refinement with an ever-increasing list of surgical team members. This results in a more dispersed team, making effective teamwork harder to achieve. Furthermore, the ad hoc nature of surgical teams means that team familiarity is not always given. The impact of this is seen across the field, with inadequacies leading to disastrous outcomes. This is a review of research that has been done into the topic of surgical teams. It will investigate barriers and consider the evidence available on how to improve the current system. Studies show an increased effectiveness of surgical teams with structures that allowed consistency in team members. The research advocates that advancements made in improving teamwork and efficiency can prove to be a low-cost but high-yield strategy for development. This can be in terms of simulated training, staff turnover management and fixed team allocation.

scholarly journals BEHAVIOURAL DIFFERENCES OF HIGH AND LOW PERFORMING TEAMS: A MULTI-INSTITUTIONAL STUDY OF FIRST-YEAR ENGINEERING DESIGN TEAMS

2018 ◽  
Author(s):  
Patricia K. Sheridan ◽  
Adam Goodman ◽  
Todd Murphy ◽  
Doug Reeve ◽  
Greg Evans
Keyword(s):  
Engineering Design ◽  
First Year ◽  
Design Teams ◽  
Team Members ◽  
High Performing

 Abstract – This paper compares student intra-team feedback to identify behaviours that differentiate high and low performing teams. Data from two universities’ first-year engineering design courses was analysed and demonstrated that the ways in which students discussed high and low performing teams was similar. This paper discusses some of the issues with which low performing teams struggled. Both high and low performing teams experienced a lack of quality and quantity of communication, whereas low-performing teams struggled with hoarding work, leveraging team members and supporting others. High-performing teams may have a more collective team mindset that values the skills and perspectives of all team members more.

Supporting Surgical Teams: Identifying Needs and Barriers for Exoskeleton Implementation in the Operating Room

2019 ◽  
Vol 62 (3) ◽  
pp. 377-390 ◽  
Author(s):  
Jackie S. Cha ◽  
Sara Monfared ◽  
Dimitrios Stefanidis ◽  
Maury A. Nussbaum ◽  
Denny Yu
Keyword(s):  
Operating Room ◽  
Early Career ◽  
Upper Body ◽  
Surgical Team ◽  
Team Members ◽  
Societal Factors ◽  
Effective Interventions ◽  
System Usability Scale ◽  
And Performance ◽  
Surgical Teams

Objective The objective of this study was to identify potential needs and barriers related to using exoskeletons to decrease musculoskeletal (MS) symptoms for workers in the operating room (OR). Background MS symptoms and injuries adversely impact worker health and performance in surgical environments. Half of the surgical team members (e.g., surgeons, nurses, trainees) report MS symptoms during and after surgery. Although the ergonomic risks in surgery are well recognized, little has been done to develop and sustain effective interventions. Method Surgical team members ( n = 14) participated in focus groups, performed a 10-min simulated surgical task with a commercial upper-body exoskeleton, and then completed a usability questionnaire. Content analysis was conducted to determine relevant themes. Results Four themes were identified: (1) characteristics of individuals, (2) perceived benefits, (3) environmental/societal factors, and (4) intervention characteristics. Participants noted that exoskeletons would benefit workers who stand in prolonged, static postures (e.g., holding instruments for visualization) and indicated that they could foresee a long-term decrease in MS symptoms with the intervention. Specifically, raising awareness of exoskeletons for early-career workers and obtaining buy-in from team members may increase future adoption of this technology. Mean participant responses from the System Usability Scale was 81.3 out of 100 ( SD = 8.1), which was in the acceptable range of usability. Conclusion Adoption factors were identified to implement exoskeletons in the OR, such as the indicated need for exoskeletons and usability. Exoskeletons may be beneficial in the OR, but barriers such as maintenance and safety to adoption will need to be addressed. Application Findings from this work identify facilitators and barriers for sustained implementation of exoskeletons by surgical teams.

The Effect of Cultural Dimensions on the Development of Intra-Team Trust in Global Virtual Teams

2011 ◽  
pp. 64-81
Author(s):  
Kurt D. Kirstein
Keyword(s):  
Virtual Teams ◽  
Power Distance ◽  
Virtual Team ◽  
Uncertainty Avoidance ◽  
Cultural Dimensions ◽  
Team Leaders ◽  
Global Virtual Teams ◽  
Team Members ◽  
Widespread Adoption ◽  
Team Trust

The widespread adoption of global virtual teams has been driven by an unprecedented need to draw upon talents of employees from around the globe in a manner that is both organizationally and financially feasible. The success of these teams depends largely on the levels of intra-team trust and collaboration they are able to establish throughout the life of their projects. Team members on global virtual teams may differ substantially on a number of cultural dimensions including preferences for individualistic versus collective teamwork, power distance, uncertainty avoidance, and contextual communication. This chapter will investigate how these four cultural dimensions are likely to impact intra-team trust within a global virtual team. Suggestions that team leaders can utilize to address these cultural dimensions are also presented.

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