Use Team Building to Make the Most of Your Public-Private Partnerships

Author(s):  
Martin Negron

Disaster response is a team effort that begins long before any disaster happens. Teams and work group dynamics have been studied by organizational theorists for decades. It is important to recognize and understand the differences and similarities between teams and work groups in order to most effectively use all teams and all team members in all phases of emergency management, particularly in disaster response. This chapter explores how this differentiation, the distinctive features of work groups and teams, can be used in different places and different phases of response to enhance the efficacy of emergency management. And, because public-private partnerships have played and will play an increasingly vital role within emergency management, this chapter discusses how to use the foundation provided by organizational theorists to make the most of public-private partnerships. This chapter discusses how to exploit differences, draw them out, and use them to enhance the response to incidents.

2017 ◽  
pp. 100-114
Author(s):  
Martin Negron

Disaster response is a team effort that begins long before any disaster happens. Teams and work group dynamics have been studied by organizational theorists for decades. It is important to recognize and understand the differences and similarities between teams and work groups in order to most effectively use all teams and all team members in all phases of emergency management, particularly in disaster response. This chapter explores how this differentiation, the distinctive features of work groups and teams, can be used in different places and different phases of response to enhance the efficacy of emergency management. And, because public-private partnerships have played and will play an increasingly vital role within emergency management, this chapter discusses how to use the foundation provided by organizational theorists to make the most of public-private partnerships. This chapter discusses how to exploit differences, draw them out, and use them to enhance the response to incidents.


2021 ◽  
Vol 122 ◽  
pp. 04002
Author(s):  
Irina Alexandrovna Povarenkina ◽  
Natalia Hidarovna Frolova ◽  
Yulia Vladimirovna Chicherina

The transition to an individually-oriented educational paradigm and the freedom to choose individual learning trajectories leads to the underestimation of students’ teamwork and group dynamics. The study addresses current issues in the implementation of team-building methods and technologies that have not been adequately addressed in the scientific didactic literature. Since at the present stage of its development society faces the need for specialists who able to positively and effectively adapt and interact in a work team, propose constructive ideas, and work in teams, more broad and diverse use of group forms of learning in the higher education system is needed. The article discloses the specifics of the group approach to education. Teamwork contributes to the development of personal and social and group growth and self-realization and strengthens value orientations in the formation of a humanistic worldview which, in turn, is aimed at the sustainable development of society. Such competencies include team competencies that involve the ability to solve interdisciplinary problems. The formation and development of such competencies take place in the context of teamwork. In the context of group dynamics, a student is responsible for reaching their own goals and shares the responsibility for achieving the goals of the team. A student team, in turn, is an environment where each of its members grows professionally and develops personally according to their individual trajectory of success. Theoretical analysis of group development and experimental education prove the effectiveness of group work. Group dynamics provide students with the opportunity not only to be creative but also to create a positive atmosphere and team spirit in the group.


Author(s):  
Miebaka Chidiebere Tamunomiebi ◽  
Goodluck Prince Uhuru

This paper theoretically examines the historical escortion of groups, teams and task in the organization. It discuses historical antecedents of groups, teams and task in the organization. The paper noted the group and team development in the organization has followed sequential order tracing from the Hawthorn experiment of lighting in1930 till date. The need to strategize ways and means to improve productivity, maximize profit and increase workers commitment instigates the constant and continuous review of groups, teams and task in the organization. The paper looked at the concept of groups, group formation, types and benefits of groups in the organization. It also considers the concept of team, team work and team building/development among others, as well as the task groups and teams perform in (their) organization. Thereby affecting their decision making process and the commitment level of the employees. In addition, sustainability of the benefits gained from groups, teams and task depends on the level of support given by the management, the commitment of every group and team members. The paper advices management of organization to understand the behaviour of groups, teams and task performed by its members and modify strategy to influence their behaviour towards aligning with the goals and objectives of the organization.


2020 ◽  
Author(s):  
Jennifer E Dannals ◽  
Emily Reit ◽  
Dale T. Miller

Social norm perception is ubiquitous in small groups and teams, but how individuals approach this process is not well understood. When individuals wish to perceive descriptive social norms in a group or team, whose ad- vice and behavior do they prefer to rely on? Four lab studies and one Teld survey demonstrate that when in- dividuals seek information about a team’s social norms they prefer to receive advice from lower-ranking indi- viduals (Studies 1–4) and give greater weight to the observed behavior of lower-ranking individuals (Study 5). Results from correlation (Study 3) and moderation (Study 4) approaches suggest this preference stems from the assumption that lower-ranking team members are more attentive to and aware of the descriptive social norms of their team. Alternative mechanisms (e.g., perceived similarity to lower-ranking team members, greater honesty of lower-ranking team members) were also examined, but no support for these was found.


2021 ◽  
pp. 053331642110150
Author(s):  
Stuart Stevenson

Professional work groups engaging with traumatized and dysfunctional families are presented with a disproportionate challenge to an already inevitably painful process that can be an obstacle to balanced decision-making in the children’s best interests. Trauma, abuse and neglect can influence the professional culture that condenses around these families. This occurs more often with the most challenging families with a possible history of professional failure resulting in professional conflict, impulsive and poor decision-making due to the occasions that these destructive dynamics have become unmanageable. Serious case reviews into the deaths of children regularly outline professional failures relating to a breakdown in communication within the professional system and essential and potential lifesaving information having been lost or failing to have been acted upon. The ability to understand complex group and organizational dynamics and the ability to manage relationships with traumatized adults and children, as well as within traumatized work groups is, therefore, an essential skill set for professionals working with the most vulnerable children and families. This article explores trauma and its impact on a work group and why this process was disturbed by uncontained anxiety resulting in professional conflict.


2021 ◽  
pp. 105065192110214
Author(s):  
Michelle McMullin ◽  
Bradley Dilger

Academic work increasingly involves creating digital tools with interdisciplinary teams distributed across institutions and roles. The negative impacts of distributed work are described at length in technical communication scholarship, but such impacts have not yet been realized in collaborative practices. By integrating attention to their core ethical principles, best practices, and work patterns, the authors are developing an ethical, sustainable approach to team building that they call constructive distributed work. This article describes their integrated approach, documents the best practices that guide their research team, and models the three-dimensional thinking that helps them develop sustainable digital tools and ensure the consistent professional development of all team members.


Author(s):  
Ryan J Hannan ◽  
Margaret K Lundholm ◽  
Dennis Brierton ◽  
Noelle R M Chapman

Abstract Purpose To describe how health systems may respond to sudden changes in operations by leveraging existing resources and to share one organization’s experience responding to the coronavirus disease (COVID-19) pandemic. Summary In a health system based in Illinois and Wisconsin, pharmacy services are provided by a single, integrated department responsible for all aspects of pharmaceutical care within the organization. Hospital, retail, ambulatory care, and population health services are all managed under one leadership team. All pertinent ancillary services are also managed within the department, including informatics, supply chain, and drug policy. During the COVID-19 pandemic, the pharmacy services leadership has successfully managed volume and capacity challenges by redirecting resources to where they are needed. A disaster response framework based on Federal Emergency Management Agency guidance was put in place, and change management principles were used to rapidly operationalize change. Components of the nimble response have included quickly increasing capacity, thoughtful and timely communication to all team members, strategic decision making with available data, creating an agile pool of labor, and maintaining an efficient system supply chain. Well-being and resilience are emphasized alongside reflection on lessons learned. Some changes made in the urgent response to the pandemic are being considered for long-term implementation. Conclusion Organizations have the potential to respond to almost any situation if they are integrated and teams work together to build flexibility. The keys to success are thoughtful maximization of existing resources and strong communication.


2016 ◽  
Vol 124 (6) ◽  
pp. 1794-1804 ◽  
Author(s):  
Suzanne M. Michalak ◽  
John D. Rolston ◽  
Michael T. Lawton

OBJECT Surgery requires careful coordination of multiple team members, each playing a vital role in mitigating errors. Previous studies have focused on eliciting errors from only the attending surgeon, likely missing events observed by other team members. METHODS Surveys were administered to the attending surgeon, resident surgeon, anesthesiologist, and nursing staff immediately following each of 31 cerebrovascular surgeries; participants were instructed to record any deviation from optimal course (DOC). DOCs were categorized and sorted by reporter and perioperative timing, then correlated with delays and outcome measures. RESULTS Errors were recorded in 93.5% of the 31 cases surveyed. The number of errors recorded per case ranged from 0 to 8, with an average of 3.1 ± 2.1 errors (± SD). Overall, technical errors were most common (24.5%), followed by communication (22.4%), management/judgment (16.0%), and equipment (11.7%). The resident surgeon reported the most errors (52.1%), followed by the circulating nurse (31.9%), the attending surgeon (26.6%), and the anesthesiologist (14.9%). The attending and resident surgeons were most likely to report technical errors (52% and 30.6%, respectively), while anesthesiologists and circulating nurses mostly reported anesthesia errors (36%) and communication errors (50%), respectively. The overlap in reported errors was 20.3%. If this study had used only the surveys completed by the attending surgeon, as in prior studies, 72% of equipment errors, 90% of anesthesia and communication errors, and 100% of nursing errors would have been missed. In addition, it would have been concluded that errors occurred in only 45.2% of cases (rather than 93.5%) and that errors resulting in a delay occurred in 3.2% of cases instead of the 74.2% calculated using data from 4 team members. Compiled results from all team members yielded significant correlations between technical DOCs and prolonged hospital stays and reported and actual delays (p = 0.001 and p = 0.028, respectively). CONCLUSIONS This study is the only of its kind to elicit error reporting from multiple members of the operating team, and it demonstrates error is truly in the eye of the beholder—the types and timing of perioperative errors vary based on whom you ask. The authors estimate that previous studies surveying only the attending physician missed up to 75% of perioperative errors. By finding significant correlations between technical DOCs and prolonged hospital stays and reported and actual delays, this study shows that these surveys provide relevant and useful information for improving clinical practice. Overall, the results of this study emphasize that research on medical error must include input from all members of the operating team; it is only by understanding every perspective that surgical staff can begin to efficiently prevent errors, improve patient care and safety, and decrease delays.


2011 ◽  
Vol 5 (4) ◽  
pp. 310-315 ◽  
Author(s):  
Danielle M. McCarthy ◽  
George T. Chiampas ◽  
Sanjeev Malik ◽  
Kendra Cole ◽  
Patricia Lindeman ◽  
...  

ABSTRACTDisaster response requires rapid, complex action by multiple agencies that may rarely interact during nondisaster periods. Failures in communication and coordination between agencies have been pitfalls in the advancement of disaster preparedness. Recommendations of the Federal Emergency Management Agency address these needs and demonstrate commitment to successful disaster management, but they are challenging for communities to ensure. In this article we describe the application of Federal Emergency Management Agency guidelines to the 2008 and 2009 Chicago Marathon and discuss the details of our implementation strategy with a focus on optimizing communication. We believe that it is possible to enhance community disaster preparedness through practical application during mass sporting events.(Disaster Med Public Health Preparedness. 2011;5:310–315)


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