scholarly journals Mindful Leadership in Interprofessional Teams

2018 ◽  
Vol 5 (1) ◽  
Author(s):  
Keith De'Bell ◽  
Roberta Clark
Keyword(s):  
Collaborative Leadership ◽  
External Environment ◽  
Traditional Role ◽  
Team Members ◽  
Interprofessional Teams ◽  
Authority Figure ◽  
To Come ◽  
The Individual ◽  
Health Situation

Large interprofessional teams are complex systems in which the expertise of the individual team members interact with the health situation and the external environment in the delivery of modern day health care. The need for coordinating leadership and the (dynamical) need for appropriate expertise to come to the fore involves a tension between the traditional role of the team leader as authority figure and the collaborative leadership preferred by individual team members in their field of expertise. Mindful leadership may provide the leader attributes that allow for and facilitate emergent team structures to meet system changes required in implementing patient and family-centred care. In this paper, we discuss the nature of these attributes and their implications for models of interprofessional teams.

scholarly journals Mindful Leadership in Interprofessional Teams

2018 ◽  
Vol 5 (2) ◽  
Author(s):  
Keith De'Bell ◽  
Roberta Clark
Keyword(s):  
Complexity Analysis ◽  
Collaborative Leadership ◽  
Emergent Leadership ◽  
Clinical Expertise ◽  
Traditional Role ◽  
Leadership Model ◽  
Team Members ◽  
Authority Figure ◽  
To Come

In interprofessional health teams the need for coordinating leadership and the (dynamical) need for appropriate clinical expertise to come to the fore involves a tension between the traditional role of the team leader as authority figure and the collaborative leadership which enables individual team members to emerge as leaders in their area of expertise and to relinquish this leadership as needed. Complexity analysis points to an understanding of leadership as an emergent property of the team. We discuss how a framework of mindful leadership addresses the implications of this emergent leadership model, and how Appreciative Inquiry provides a structured process for examination of team vision, values and behaviour standards.

Sociotechnical Theory and Communities of Practice

2009 ◽  
pp. 78-81
Author(s):  
Andrew Wenn
Keyword(s):  
Communities Of Practice ◽  
Virtual Community ◽  
Geographically Dispersed ◽  
Interorganizational Communication ◽  
Virtual Community Of Practice ◽  
Sociotechnical Theory ◽  
To Come ◽  
The Individual ◽  
Social Entities

Communities of practice (CoPs), by their nature, are social entities. Such communities may be large or small, geographically dispersed or located within a confined region. Essentially, communities of practice consist of members who chose to come together because they have a passionate dedication to sharing knowledge and a desire to develop their own and other’s capabilities (Wenger & Snyder, 2000). No matter what type of CoP (collocated or virtual; intra or interorganizational) communication is one of the prime desiderata. Thus, it is highly likely that technology of some form will be involved. For instance, a virtual community of practice may use e-mail or a more sophisticated groupware application to keep in touch. CoPs within a knowledge management environment will certainly have access to technology. To understand the workings of such communities requires a theory that enables us to deal at the levels of the individual, the group, and the larger world in which the community is embedded (Lave, 1988). Any such theory must be able to account for the role of technology within the community as well as its social aspects.

Narrative and Logical Strategies in Socio-cognitive Interaction between Children

1994 ◽  
Vol 17 (2) ◽  
pp. 383-395 ◽  
Author(s):  
Ada Fonzi ◽  
Andrea Smorti
Keyword(s):  
Point Of View ◽  
Second Phase ◽  
Shared Meanings ◽  
Third Phase ◽  
Personal Approach ◽  
Three Stages ◽  
Interactional Process ◽  
To Come ◽  
The Individual

This study is an analysis of the "meaning giving" process in children when they have to classify empirical objects. There are three stages to the experiment: (1) the children performed a classification task individually; (2) they performed it with a companion; (3) in the individual control situation they performed it again but alone. The aim of this research project was to establish: (1) how children change the meanings they give to objects when they move from an individual situation to a social one; and (2) the role of the two children's different classification strategies in the negotiation of shared meanings. The sample consisted of 72 6-year-old children. Three different classification criteria were distinguished: category; function; and narrative. The results showed that children who used narrative criteria in the first phase ("narrative children") modified them during the second phase in favour of more categorial criteria. Analysis of the interactional process revealed that narrative children were significantly more willing than "logical children" (who had used categorial criteria in the first phase) to come to terms with their companion's point of view. In the third phase both types of children changed their classification strategies, in part absorbing their companion's classification approach. We conclude that: (1) the personal approach to giving a meaning to objects influences the individual child's interaction strategies; and (2) the experience of comparison and social conflict modifies attribution of meaning in narrative and logical children.

scholarly journals Sin, Despair, and the Other: The Works of Soren Kierkegaard

Elements ◽  
2005 ◽  
Vol 1 (1) ◽  
Author(s):  
Scott M. O'Leary
Keyword(s):  
Soren Kierkegaard ◽  
Human Life ◽  
Original Sin ◽  
The Other ◽  
Loss Of Self ◽  
To Come ◽  
The Individual ◽  
Pervasive Loss

Soren Kierkegaard, the mystic existentialist, questions the role of despairing human life in his celebrated text, <em><span style="font-family: mceinline;">The <span style="font-family: mceinline;">Sickness Unto Death</span></span></em>. In a disquitision both persuasive and troubling, he insists that despair, far from being a state of consciousness which should be avoided, is in fact a spiritual mood that brings the individual dialectically closer to the divine. But how can we accept the paradoxes of faith that cause such terrible despair? Our inability to come to terms with the elements of Christianity that Kierkegaard himself calls offensive, such as original sin and God's total authority over man, lead to a pervasive loss of self-consciousness that Kierkegaard sees as the epidemic of modern civilization. Like a physician, Kierkegaard diagnoses our sickness, and his prescription for recovery is paradoxical and provoking.

Collective personality fit and diversity – how effective are they in predicting relationship conflict?

2019 ◽  
Vol 31 (2) ◽  
pp. 201-219
Author(s):  
Jee Young Seong ◽  
Doo-Seung Hong
Keyword(s):  
Work Teams ◽  
Interactive Effect ◽  
Relationship Conflict ◽  
Content Type ◽  
Team Members ◽  
Individual Level ◽  
The Individual ◽  
High Level ◽  
Practical Implications

Purpose The purpose of this paper is to investigate the interactive effect of collective personality fit and its diversity on relationship conflict in a team context. Design/methodology/approach Data were collected from 1,265 employees and their leaders in 110 work teams in a Korean manufacturing company. Findings The results show that the two-way interaction between collective personality fit and its dispersion affects relationship conflict in teams. The effect of collective fit on relationship conflict was found to be weaker when the dispersion of collective fit is low than when it is high. This study reports that a high level of collective fit dispersion may help resolve relationship conflict in certain conditions, such as when the level of collective fit is high. Practical implications This paper implies that the diverse perception of fit does not always hamper intragroup consonance, and relationship conflict can be reduced as long as the overall level of collective fit is high. The diverse or heterogeneous personalities of team members contribute unique attributes of each member to the success of the team because some members of a heterogeneous team may play the role of filling the gap left by others. Originality/value This study argues that collective fit is a new construct, not a simple aggregation of individual fit traits, and the pattern of relationships at the individual level is not replicated at the group level, either conceptually or empirically.

scholarly journals Role of Instruments in Pharmacoeconomics Perspective-An Overview

2020 ◽  
Vol 8 (4) ◽  
pp. 1-4
Author(s):  
Subba Rao Bayya
Keyword(s):  
Health Care ◽  
Cost Benefit ◽  
Review Article ◽  
Costs And Benefits ◽  
Current Review ◽  
Choice Of Treatment ◽  
Mathematical Equations ◽  
To Come ◽  
The Individual

In health care usually physical scaling is helping in understanding the cure of a disease.  In abstract scaling, one has to give his or her own feelings that does not have a fixed scale to compare with, but defined, evaluated and used.  Documenting abstract scaling along with physical scaling is gaining its importance to assess a desired outcome achieved or not, which is usually not recorded. In certain circumstances, choice of treatment, therapy is up to the patient. Mathematical equations were established as cost, benefit, utility, effectiveness etc. Policies relating to health care are to increase lifespan of the individual so that losses in productivity or work are minimized. Holistically, in pharmacoeconomics, it is necessary to compile costs and benefits to come to scientific conclusions in selecting a treatment among the choices available and for reimbursements.  The current review article illustrates the various approaches, mathematical models and need of abstract scaling for economical effective therapies.

scholarly journals THE INFLUENCE OF THE COVID-19 PANDEMIC ON THE CORPORATE CULTURE FORMATION AND DEVELOPMENT

2021 ◽  
Vol 298 (5 Part 1) ◽  
pp. 150-154
Author(s):  
HALYNA IVANCHENKO ◽  
Keyword(s):  
Corporate Culture ◽  
External Environment ◽  
Situational Factors ◽  
Structural Elements ◽  
Corporate Values ◽  
Long Run ◽  
Culture Formation ◽  
The Stability ◽  
The Individual

The article analyzes the importance of corporate culture in the company. The main structural elements of corporate culture are identified. It is established what features are situational factors on the organizational culture implemented in the company. Corporate culture is formed under the influence of natural and directed factors. The first are the external environment in which the organization operates, including social norms, market and economic situation, the place of organization in society. The second group of factors that produce the company’s culture are purposeful actions of management and employees. Situational factors under the influence of which the corporate culture in business currently operates influence the behavior of both the individual employee and the team as a whole. In the most effective organizations, culture supports and promotes the goals and strategies of the company. Standards and expectations help employees work to achieve company success. It is also noted that for the maintenance and development of corporate culture in the context of the COVID-19 pandemic, such components as corporate values, the role of leader and the brand of the employer are important. Corporate values, which are spelled out in internal documents and transmitted to employees on a periodic basis, form the company’s reputation. Leadership serves as a behavioral guideline in the activities of the company’s employees, allows to increase their productivity. The brand of the employer is an important factor that determines the external and internal image of the organization in the long run. It is suggested that in order to improve the existing or form a new corporate culture, the company should conduct a detailed analysis of changes in the organization, eliminate outdated practices that have lost their meaning and get feedback from employees on the main key elements of a new or improved corporate culture. Corporate culture management is an important element in the life of the company. Diagnosis of corporate culture allows you to determine the strength of the company’s culture, which, in turn, makes it possible to predict the stability of the company under the influence of external and internal destructive factors.

Sociotechnical Theory and Communities of Practice

2011 ◽  
pp. 494-496
Author(s):  
Andrew Wenn
Keyword(s):  
Communities Of Practice ◽  
Virtual Community ◽  
Geographically Dispersed ◽  
Interorganizational Communication ◽  
Virtual Community Of Practice ◽  
Sociotechnical Theory ◽  
To Come ◽  
The Individual ◽  
Social Entities

Communities of practice (CoPs), by their nature, are social entities. Such communities may be large or small, geographically dispersed or located within a confined region. Essentially, communities of practice consist of members who chose to come together because they have a passionate dedication to sharing knowledge and a desire to develop their own and other’s capabilities (Wenger & Snyder, 2000). No matter what type of CoP (collocated or virtual; intra or interorganizational) communication is one of the prime desiderata. Thus, it is highly likely that technology of some form will be involved. For instance, a virtual community of practice may use e-mail or a more sophisticated groupware application to keep in touch. CoPs within a knowledge management environment will certainly have access to technology. To understand the workings of such communities requires a theory that enables us to deal at the levels of the individual, the group, and the larger world in which the community is embedded (Lave, 1988). Any such theory must be able to account for the role of technology within the community as well as its social aspects.

Safety Climate and Relational Conflict in the Eyes of Team Members: Examining the Role of Need for Closure

2010 ◽  
Vol 38 (1) ◽  
pp. 103-114 ◽  
Author(s):  
Shu-Cheng Steve Chi ◽  
Chiung-Yi Huang ◽  
Artemis Chang
Keyword(s):  
Individual Differences ◽  
Safety Climate ◽  
Negative Relationship ◽  
Need For Closure ◽  
Team Members ◽  
Individual Level ◽  
Relational Conflict ◽  
The Individual

This study was aimed at examining the safety climate and relational conflict within teams at the individual level. A sample of 372 respondents, divided into 50 teams, was used to test our hypothesis. It was proposed – and discovered – that team members' individual differences in need for closure mitigated the negative relationship between perceptions of team safety climate and team relational conflict. The implications of our findings and the study's limitations are discussed.

Reciprocity of trust between managers and team members

2019 ◽  
Vol 49 (2) ◽  
pp. 653-669
Author(s):  
Vicente Martínez-Tur ◽  
Agustín Molina ◽  
Carolina Moliner ◽  
Esther Gracia ◽  
Luisa Andreu ◽  
...  
Keyword(s):  
Service Quality ◽  
Critical Role ◽  
Well Being ◽  
Content Type ◽  
Team Members ◽  
Individual Level ◽  
The Individual ◽  
High Engagement

Purpose The purpose of this paper is to propose that the manager’s perception of the service quality delivered by his/her team acts as a precursor of his/her trust in team members. In turn, the manager’s trust in team members is related to team members’ trust in the manager. Furthermore, engagement and burnout at the individual level are considered outcomes of trust reciprocity. Design/methodology/approach The authors test this trust-mediated multilevel model with a sample of 95 managers and 754 team members working in services for people with intellectual disability. These services are delivered by team-based structures of workers who perform coordinated tasks. Findings The findings suggest that service quality delivered by team members is positively and significantly related to the manager’s trust in them. The results also suggest that the manager’s trust in team members leads to the trust that managers received by team members. Finally, team members who trust their managers show less burnout and high engagement. Research limitations/implications Previous literature has neglected the reciprocity of trust. In contrast, this research study considered the perspective of both managers and team members and how this reciprocity of trust is related to service quality and well-being at work. Practical implications The current study highlights the critical role of service quality and achieving high-quality relationships between managers and team members. Originality/value Performance and well-being are compatible because team members’ efforts are compensated by forming relationships with managers based on trust, and the quality of these relationships, in turn, prevents burnout and stimulates engagement among employees.

Sign in / Sign up

Export Citation Format

Share Document