scholarly journals A High Performing Group: Relationship between Group Cohesiveness and Work Performance

2019 ◽  
Vol 7 (9) ◽  
pp. 1-4
Author(s):  
Reezlin Rahman ◽  
Najmiah Abdullah ◽  
Zurina Awang
Keyword(s):  
High Performance ◽  
Work Performance ◽  
Working Environment ◽  
Group Cohesiveness ◽  
Organizational Goals ◽  
High Performing ◽  
Performance Group ◽  
Group Members ◽  
Performance Teams ◽  
Job Task

  Working in groups generates more diversity output. A successful organizations usually have a high-performance teams to work together. High-performing teams comprise of structured members who are always aware and ready in every job task. In fact, a minimum supervision can be implemented to this team in order to achieve the organization objectives. One of the criteria that contributes to a high performing team is the group cohesiveness. The cohesiveness of the group will make the group members always united and prioritize the group in an effort to complete a job task. Not exaggerate that, each member of the group will do whatever it takes to achieve the final goal of the group. Among the factors that lead to group cohesiveness are through communication, understandable objectives and group member’s commitment. To ensure the cohesiveness of the group continues, the management should set the organizational goals, provide a conducive working environment, setting clear the goal, expectations and responsibilities, provide appropriate training and staffing and also empower them to act. In a simple understanding, the higher the cohesion in a group, the greater the performance of the work in an organization. Keywords: High Performance Group, Cohesiveness, Job Performance

Beyond the Task and Maintenance Functions in Groups: Developing External Functions in a High-performing Entrepreneurial Team in Thailand

2016 ◽  
Vol 5 (1) ◽  
pp. 30-42 ◽  
Author(s):  
Vasu Keerativutisest ◽  
Bruce Hanson
Keyword(s):  
High Performance ◽  
Working Environment ◽  
Team Structure ◽  
High Performing ◽  
Flexible Working ◽  
Entrepreneurial Team ◽  
Performance Teams ◽  
Oil Tanks ◽  
Maintenance Process

The focal organization for this article is the leading engineering service company in Thailand hereinafter called ‘Thai CLV’. The company is well known for the good quality of its maintenance projects for oil tanks with a long period of service for the customers. Due to the rapidly changing engineering and technological landscape and the robust competition of the external environment and competitors, the management of the company believes that the utilization of team structure could deliver a flexible working environment and better outcomes for the project. Therefore, its field operations have utilized a team structure for its tank maintenance process. The focus of this article is Thai CLV’s effort to further organize itself around high-performance teams by exploring the opportunities of external functions towards a high-performing entrepreneurial team.

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.

scholarly journals Pengaruh Kompensasi Sumber Daya Manusia, Motivasi dan Lingkungan Kerja Terhadap Kinerja Aparatur Sipil Negara

2021 ◽  
Vol 2 (3) ◽  
pp. 14-26
Author(s):  
Dina Gumay Putri ◽  
Darius Antoni
Keyword(s):  
Work Environment ◽  
Work Performance ◽  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Working Environment ◽  
Organizational Goals ◽  
Analysis Technique ◽  
Saturated Sample ◽  
The Government

The purpose of this study was to analyze the effect of compensation for human resources, work motivation, work environment on the work performance of the apparatus at the Department of Culture and Tourism of the Government of South Sumatra Province. In this study, the population was employees of the Department of Culture and Tourism of the Government of South Sumatra Province. In this study, the sampling technique used was a saturated sample. The number of samples is 45 people. The analysis technique used is multiple regression analysis. The results of the first hypothesis (H1) indicate that HR compensation has a positive and significant effect on employee performance. Employees have received HR compensation in accordance with the results of their performance so that employees will work responsibly and in accordance with established operational standards. The results of the second hypothesis (H2) indicate that work motivation has a positive and significant effect on employee performance. Employees' work motivation will improve employee performance to achieve company goals. The results of the third hypothesis (H3) indicate that the work environment has a positive and significant effect on employee performance. A working environment condition is said to be good if employees can carry out activities optimally, healthy, safe, and comfortable. Therefore, the determination and creation of a good work environment will greatly determine the success of achieving organizational goals. Simultaneous testing of HR compensation (X1), Work Motivation (X2), Work Environment (X3) on Employee Performance (Y) Ha is accepted, meaning that it shows that there is a positive and significant influence on HR Compensation, Motivation and Work Environment together ( Simultaneous) on the Performance variable at the Culture and Tourism Office of South Sumatra Province.

PENGARUH LINGKUNGAN KERJA DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN BAGIAN PRODUKSI PT. FUJI SEIMITSU INDONESIA - BEKASI

2018 ◽  
Vol 19 (2) ◽  
pp. 121
Author(s):  
Riski Eko Ardianto ◽  
Ergo Nurpatria Kurniawan
Keyword(s):  
Work Environment ◽  
Significant Influence ◽  
High Performance ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Linear Regression Analysis ◽  
Working Environment ◽  
Validity And Reliability ◽  
Quantitative Research Methods ◽  
Environment Variables

Employee performance is something that is considered important for the company. Employees have high performance will certainly be able to work optimally so that the objectives of the institution itself will be easily achieved. Through the improvement of the working environment and working discipline expected the resulting performance can be optimized within the enterprise. In this study to determine the three variables that can affect employee performance (Y), the work environment variables (X1) and discipline (X2). Simultaneous and partially on the performance of employees at PT.Fuji Seimitsu Indonesia. Type of research is quantitative research. Methods of data collection using questionnaires with sempel amount of research is 100 respondents.Data analysis techniques in research using descriptive analysis, multiple linear regression analysis, validity and reliability test and partial test ( Test T) and a simultaneous test (Test F). Results of research conducted using SPSS 2.2 (ststitical program for social science), from the results obtained that the working environment (X1) were significant influence on employee performance (Y) on PT.Fuji Seimitsu Indonesia because work environment variables t = 3.231 > t table 1.660 with sig = 0.002 < 0.05. Labor discipline (X2) have a significant effect on employee performance (Y). Work environment (X1) and discipline (X2) simultaneously significant effect on employee performance (Y) PT. Fuji Seimitsu Indonesia.The results obtained on the whole of the working environment (X1) and discipline (X2) are all very significant influence on employee performance (Y) in PT.Fuji Seimitsu Indonesia. Keywords:Work Environment, Work Discipline and Employee Performance

Effect of Compensation and Work Environment on Employee Performance with Employee Job Satisfaction as an Intervening Variable

2018 ◽  
Vol 9 (03) ◽  
pp. 20553-20562
Author(s):  
Putu Ayu Diah Juliarti ◽  
Anak Agung Putu Agung ◽  
I Nengah Sudja
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
High Performance ◽  
Employee Performance ◽  
Statistical Tests ◽  
Path Coefficient ◽  
Significant Positive Effect ◽  
Organizational Goals ◽  
Record Keeping ◽  
Positive Effect

An employee who has a high performance and better able to support the achievement of the goals and objectives set by the company. Employees can work well if you have a high performance that can produce good work anyway. With the high- performance that employees, is expected to achieve organizational goals. This study examines the effect of compensation and work environment on employee performance with job satisfaction to be intervening variable. Data on compensation, work environment, job satisfaction, and employee performance obtained through observation, record keeping and questioner with respondents. The data obtained are then analyzed using Partial Least Squares (PLS). Statistical tests results showed  (1) the compensation proved significant positive effect on job satisfaction the path coefficient of 0.434 and T-Stats for 4.880, (2) work environment proved to be a significant positive effect on job satisfaction the path coefficient of 0.434 and T-Stats for 4.074, (3) job satisfaction proved to be a significant positive effect on employee performance the path coefficient of 0.264 and T-Stats for 2.458, (4) compensation proved positive and significant effect employee performance the path coefficient of 0.242 and T-Stats for 2.912, (5) work environment proved positive and significant effect employee performance the path coefficient of 0.378 and T-Stats for 3.343. Based on test results obtained statistical results of all variables positive and signicant impact.

Effects of Menopausal Symptoms on Work Life and Organizational Environment.

2020 ◽  
Vol 16 ◽  
Author(s):  
Aslı Eker ◽  
Meltem Aydın Besen ◽  
Mine Yurdakul
Keyword(s):  
Work Performance ◽  
Work Life ◽  
Working Environment ◽  
Detailed Knowledge ◽  
Physical Conditions ◽  
Negative Effect ◽  
Perceived Effects ◽  
Study Population ◽  
Policies And Programs ◽  
The Right

Background: Every working woman has the right to continue to live as a healthy individual. The working environment has important effects on general health status and reproductive health of women. If menopouse period of women is not taken into consideration and if appropriate arrangements are not made at workplaces, their work performance and productivity decrease. It is important to have detailed knowledge about factors creating risk for health in order to develop effective policies and programs directed towards preventing them. Objective: This study was performed to determine perceived effects of menopause on work life and attitudes of an institution towards menopausal women. Methods: The study population included 419 women aged 45-55 years and working at a university. Out of 419 women, 291 could be contacted. Data were collected with a questionaire composed of questions about descriptive characteristics, effects of menopause on work life and support from and attitudes of the institution about menopause. Data collected to reveal menopausal women’s experiences at work were analyzed with statistical methods frequency, percentages and mean. Results: The mean age at which menopause started was 47 years and 89.7% of the women experienced menopausal complaints. Conclusions: Physical conditions at work and stressors were found to increase menopausal complaints and had a negative effect on work performance.

scholarly journals SERS Biosensor Based on Engineered 2D-Aperiodic Nanostructure for In-Situ Detection of Viable Brucella Bacterium in Complex Matrix

Nanomaterials ◽  
2021 ◽  
Vol 11 (4) ◽  
pp. 886
Author(s):  
Massimo Rippa ◽  
Riccardo Castagna ◽  
Domenico Sagnelli ◽  
Ambra Vestri ◽  
Giorgia Borriello ◽  
...  
Keyword(s):  
High Performance ◽  
Foodborne Pathogen ◽  
Surface Enhanced Raman Spectroscopy ◽  
High Performing ◽  
Sensing Platform ◽  
Food Detection ◽  
Raman Enhancement ◽  
Surface Enhanced ◽  
Surface Enhanced Raman ◽  
In Situ Detection

Brucella is a foodborne pathogen globally affecting both the economy and healthcare. Surface Enhanced Raman Spectroscopy (SERS) nano-biosensing can be a promising strategy for its detection. We combined high-performance quasi-crystal patterned nanocavities for Raman enhancement with the use of covalently immobilized Tbilisi bacteriophages as high-performing bio-receptors. We coupled our efficient SERS nano-biosensor to a Raman system to develop an on-field phage-based bio-sensing platform capable of monitoring the target bacteria. The developed biosensor allowed us to identify Brucella abortus in milk by our portable SERS device. Upon bacterial capture from samples (104 cells), a signal related to the pathogen recognition was observed, proving the concrete applicability of our system for on-site and in-food detection.

scholarly journals Decoupling electron and phonon transport in single-nanowire hybrid materials for high-performance thermoelectrics

2021 ◽  
Vol 7 (20) ◽  
pp. eabe6000
Author(s):  
Lin Yang ◽  
Madeleine P. Gordon ◽  
Akanksha K. Menon ◽  
Alexandra Bruefach ◽  
Kyle Haas ◽  
...  
Keyword(s):  
Thermal Conductivity ◽  
Thermal Transport ◽  
Electrical Transport ◽  
High Performance ◽  
Figure Of Merit ◽  
Phonon Transport ◽  
Core Shell ◽  
Nanowire Diameter ◽  
High Performing ◽  
Polycrystalline Thin Films

Organic-inorganic hybrids have recently emerged as a class of high-performing thermoelectric materials that are lightweight and mechanically flexible. However, the fundamental electrical and thermal transport in these materials has remained elusive due to the heterogeneity of bulk, polycrystalline, thin films reported thus far. Here, we systematically investigate a model hybrid comprising a single core/shell nanowire of Te-PEDOT:PSS. We show that as the nanowire diameter is reduced, the electrical conductivity increases and the thermal conductivity decreases, while the Seebeck coefficient remains nearly constant—this collectively results in a figure of merit, ZT, of 0.54 at 400 K. The origin of the decoupling of charge and heat transport lies in the fact that electrical transport occurs through the organic shell, while thermal transport is driven by the inorganic core. This study establishes design principles for high-performing thermoelectrics that leverage the unique interactions occurring at the interfaces of hybrid nanowires.

scholarly journals Integrating high-performing electrochemical transducers in lateral flow assay

2021 ◽  
Author(s):  
Antonia Perju ◽  
Nongnoot Wongkaew
Keyword(s):  
High Performance ◽  
Point Of Care ◽  
Low Cost ◽  
High Sensitivity ◽  
Lateral Flow ◽  
Analytical Performance ◽  
Label Free ◽  
High Performing ◽  
Lateral Flow Assays ◽  
Electrochemical Transducers

AbstractLateral flow assays (LFAs) are the best-performing and best-known point-of-care tests worldwide. Over the last decade, they have experienced an increasing interest by researchers towards improving their analytical performance while maintaining their robust assay platform. Commercially, visual and optical detection strategies dominate, but it is especially the research on integrating electrochemical (EC) approaches that may have a chance to significantly improve an LFA’s performance that is needed in order to detect analytes reliably at lower concentrations than currently possible. In fact, EC-LFAs offer advantages in terms of quantitative determination, low-cost, high sensitivity, and even simple, label-free strategies. Here, the various configurations of EC-LFAs published are summarized and critically evaluated. In short, most of them rely on applying conventional transducers, e.g., screen-printed electrode, to ensure reliability of the assay, and additional advances are afforded by the beneficial features of nanomaterials. It is predicted that these will be further implemented in EC-LFAs as high-performance transducers. Considering the low cost of point-of-care devices, it becomes even more important to also identify strategies that efficiently integrate nanomaterials into EC-LFAs in a high-throughput manner while maintaining their favorable analytical performance.

scholarly journals Barriers to the Digitization of Health Information: A Qualitative and Quantitative Study in Kenya and Lao PDR Using a Cloud-Based Maternal and Child Registration System

2021 ◽  
Vol 18 (12) ◽  
pp. 6196
Author(s):  
Tarek Numair ◽  
Daniel Toshio Harrell ◽  
Nguyen Tien Huy ◽  
Futoshi Nishimoto ◽  
Yvonne Muthiani ◽  
...  
Keyword(s):  
Health Information ◽  
Financial Incentives ◽  
High Performance ◽  
Digital Health ◽  
Lao Pdr ◽  
Data Entry ◽  
Working Environment ◽  
Framework Analysis ◽  
Registration System ◽  
Low Middle Income Countries

Digitalization of health information can assist patient information management and improve health services even in low middle-income countries. We have implemented a mother and child health registration system in the study areas of Kenya and Lao PDR to evaluate barriers to digitalization. We conducted in-depth interviews with 20 healthcare workers (HCWs) who used the system and analyzed it qualitatively with thematic framework analysis. Quantitatively, we analyzed the quality of recorded data according to missing information by the logistic regression analysis. The qualitative analysis identified six themes related to digitalization: satisfaction with the system, mothers’ resistance, need for training, double work, working environment, and other resources. The quantitative analysis showed that data entry errors improved around 10% to 80% based on odds ratios in subsequent quarters compared to first quarter periods. The number of registration numbers was not significantly related to the data quality, but the motivation, including financial incentives among HCWs, was related to the registration behavior. Considering both analysis results, workload and motivation to maintain high performance were significant obstacles to implementing a digital health system. We recommend enhancing the scope and focus on human needs and satisfaction as a significant factor for digital system durability and sustainability.

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