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 What Team Members Perceive as Important to Achieve High Performance: An Exploratory Case Study

2014 ◽  
Vol 16 ◽  
pp. 1010-1016 ◽  
Author(s):  
Isabel C. Moura ◽  
Pedro M. Dias ◽  
Caroline E. Dominguez ◽  
João E. Varajão
Keyword(s):  
High Performance ◽  
Team Members ◽  
Exploratory Case Study

scholarly journals Hail Study on a 15 Year Old Sprayed Polyurethane Foam Roofing System

2016 ◽  
Vol 8 (1) ◽  
Author(s):  
Dean Kashiwagi ◽  
Dhaval Gajjar ◽  
Jacob Kashiwagi ◽  
Kenneth Sullivan
Keyword(s):  
High Performance ◽  
Actual Performance ◽  
Independent School District ◽  
High Performing ◽  
Dallas Independent School District ◽  
Hail Damage ◽  
Service Period ◽  
Procurement System ◽  
The Cost

The Dallas Independent School District (DISD) has utilized Alpha sprayed polyurethane (SPF) roof systems since the 1980s. Alpha SPF roof systems are high performing roof systems if installed properly and are very resistant to hail damage (hail damage is significant in the Dallas area). However, DISD, due to their low bid award procurement system, have had some poor performing roof systems installed by contractors who did not utilize performing materials and processes. The Alpha SPF roof system is now being questioned by designers who are not aware of their high performance and wanted to tear-off one of the oldest SPF roofing systems after a hail storm. This case study is on one of DISD roofs which were studied to determine the actual and potential service period based on actual performance. It was concluded that the roof is capable of lasting another 15 more years with a simple recoat (resulting in 38 years of performance at a fraction of the cost of a traditional modified roof).

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.

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

scholarly journals Municipal Public Policies and the Case of Male Basketball in Brazil

2021 ◽  
Vol 25 (273) ◽  
pp. 2-15
Author(s):  
Edson Hirata ◽  
Felipe Canan ◽  
Fernando Augusto Starepravo
Keyword(s):  
High Performance ◽  
Municipal Government ◽  
Public Funding ◽  
Science Literature ◽  
Documentary Analysis ◽  
Time Period ◽  
Public Resources ◽  
Performance Teams ◽  
Political Agents

The aim of this study was identify whether the municipal administrations participated in the maintenance of teams participating in NBB and in affirmative cases, verify if such support can be understood as an incrementalist public policy. The methodology of case study was employed, having as object the Brazilian National Basketball Championship [NBB], from 2011 to 2017. A documentary analysis was carried out, using as source the Official NBB Media Guides of the seasons related to the selected time period, to verify the presence or absence of support/sponsorship of the municipal government to the teams. We found that between 40 and 60% of the teams that participated in NBB in the studied period received public funding. Based on political science literature, we developed the hypothesis that the recurrent use of this type of funding to support high performance teams come from sport-focused policies of incrementalist character. The data pointed to the use of public resources in Brazilian basketball teams in all seasons, mainly in teams located in the countryside Thus, the hypothesis could be confirmed. The findings may serve to mark out the action of political agents in decisions referring to the funding (or not) of high performance teams, and it can also indicate to managers of professional teams that there is a tendency of decrease of this type of financing and, consequently, a need to think of other alternatives for the maintenance of these teams.

scholarly journals Safety Climate as an Indicator and Predictor of Safety Performance: A Case Study

2018 ◽  
Vol 6 (1) ◽  
pp. 1-9
Author(s):  
Brandon Baertschi ◽  
Sang D Choi ◽  
Kwangseog Ahn
Keyword(s):  
High Performance ◽  
Safety Climate ◽  
The United States ◽  
Worker Safety ◽  
Study Objective ◽  
High Performing ◽  
Employee Safety ◽  
Significant Difference ◽  
Safety Priority

This study compared and objectively gauged the safety climate in the manufacturing facilities (high safety performing vs. low safety performing) to identify the most impactful areas to focus to reduce or prevent workplace injuries. In order to accomplish the study objective, we employed the Nordic Safety Climate Questionnaire (NOSACQ-50) consisted of 50 items across seven dimensions. A total of 116 operations employees in the paper laminate manufacturing completed the survey. The two sites were both within the United States and had structured the same operations. The results of the comparisons showed that there was a significant difference in the total scores for the sites. The high performance site had significantly higher NOSACQ-50 scores than the underperforming site in all dimensions. The high performing site had the greater safety climate scores in the area of “management safety priority & ability”. The underperforming site recorded comparatively lower scores in the areas of “management safety empowerment”, “group safety priority”, and “worker safety commitment”. We provided the recommendations of three focus areas: commitment, involvement, and accountability. The outcomes from this study could be useful to apply resources and focus to the appropriate areas in order to make safety improvements. In turn, improving safety climate can have positive impacts on increasing employee safety while improving the viability of the organization.

scholarly journals Team Learning Processes and Activities in Organization: A Case Study

2018 ◽  
Vol 56 (3) ◽  
pp. 301-319 ◽  
Author(s):  
Snežana Lazarević ◽  
Jelena Lukić
Keyword(s):  
Public Service ◽  
Team Learning ◽  
Pearson Correlation ◽  
Descriptive Analysis ◽  
Learning Processes ◽  
Service Organization ◽  
Pearson Correlation Coefficient ◽  
Team Management ◽  
Team Members

Abstract Organizations in today’s environment are relied on teams and their learning as key determinants for survival and success. The aim of this paper is to identify the key team learning processes and activities in organizations and to examine how the eventual appearance and growth of the problems in team impact on those processes and activities. Research was conducted in nine teams with 79 members in one public service organization located in Belgrade, Serbia, using interview and questionnaire techniques. Descriptive analysis, linear regression and Pearson correlation coefficient were used for processing and interpreting collected data. The results show that undefined roles of team members, a lack of trust among them, inadequate rewards, inadequate leadership and team management, will cause a moderate decrease in team learning processes and activities. The value of this research is that growing reliance on teamwork in organizations put pressure on leaders and managers to understand the factors that enable and stimulate team learning processes and activities, but also to identify and overcome all problems that may arise in teams and slow down the learning in teams as one of the most important processes.

Information systems project team members: factors for high performance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Isabel Moura ◽  
Caroline Dominguez ◽  
João Varajão
Keyword(s):  
Information Systems ◽  
High Performance ◽  
Empirical Studies ◽  
Business Environment ◽  
Project Team ◽  
Project Teams ◽  
Design Management ◽  
Content Type ◽  
Team Members ◽  
The Individual

PurposeThe main aim of this study is to contribute to the discussion on the factors that can influence the high performance of information systems (IS) project team members, from the individual perspective. This study also allows both IS project team members and their managers to have a thorough picture of high-performing project teams, helping them improve team design, management and performance in today's demanding business environment.Design/methodology/approachTo address the research questions, the authors carried out an exploratory case study of a small-sized holding company and a qualitative analysis of the data.FindingsResults show a set of perceived factors that can influence (facilitate/hinder) the high performance of IS project team members. “Proper reward systems” was the most mentioned facilitating factor. “Negative affectivity” and “Lack of competence” were the two most referred as hindering factors. Most of the perceived factors are classified in the literature as non-technical.Originality/valueBesides being among the very few empirical studies consolidating knowledge on the high performance of IS project team members, this paper extends the authors' previous research (done at the team level) to the individual team member level (as opposed to the team or organizational levels). In spite of IS being a highly technical industry, this study came across mostly human-centered factors transversal to different professionals (IS and non-IS) involved in project teams.

Understanding the currency of reciprocity in high performing employees

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
High Performance ◽  
Leadership Behavior ◽  
Employee Performance ◽  
Content Type ◽  
Team Members ◽  
High Performing ◽  
Member Exchange ◽  
Taking Charge ◽  
Task Oriented ◽  
The Relationship

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This research paper concerns itself with the relationship between taking-charge behavior, task-oriented leadership behavior, leader-member exchange (LMX) relationships, and employee performance. The results gleaned from the sales team members at pharmaceutical companies revealed that these employees positively take more charge of their performance when they experience higher LMX, which comes from them outperforming their baseline role expectations in the first place. High performance breeds more high performance through the relationship these employees develop with leaders, and through the reciprocity principle. Task-oriented leaders successfully developed LMX-fueled relationships with high performing employees across three identified stages. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Dr Reddy's Laboratories Ltd.: creating a competitive advantage through an empowered workforce

2014 ◽  
Vol 4 (5) ◽  
pp. 1-14
Author(s):  
Sanjay Mohapatra ◽  
Debapriyo Nag ◽  
Ravi Tej P.
Keyword(s):  
High Performance ◽  
Continuous Process ◽  
Subject Area ◽  
Hierarchical Systems ◽  
Continuous Process Improvement ◽  
Content Type ◽  
High Performing ◽  
Complete Study ◽  
Oriented Approach

Subject area This case study concerns self-managed teams (SMTs) and high-performing work stations. Studylevel/applicability This study is applicable to training, employee satisfaction and developing economy in the society at large. Case overview High-performance work systems (HPWS) are processes in which organizations utilize a fundamentally different approach for managing work in place of the traditional hierarchal approach. HPWS uses an approach that is fundamentally different from the traditional hierarchical or bureaucratic approach otherwise known as the control-oriented approach. The fundamental difference between control-oriented and involvement-oriented approach is in organizing and managing at the lowest level in an organization. The basic purpose of HPWS is to create an organization based on employee involvement, commitment and empowerment. In these kinds of highly involved organizations, employees demonstrate more responsibility and commitments because of high empowerment and have access to information/knowledge and awareness to perform at the highest level. In this case study, the authors make a complete study about the ten pillars of SMTs in Dr Reddy's Laboratories Private Ltd. and the situation of FTO-4 at the Yanam plant and FTO-7 at the Visakhapatnam plant post-implementation of the SMT concept. This paper attempts to demonstrate how SMTs differ from conventional teams, as well as how effectively they contribute to the organization objectives. Expected learning outcomes To understand HPWS and concept of SMT; to understand how the concepts of HPWS and SMT were implemented in Dr Reddy'S Laboratories in *FTO-4 AND *FTO-7; to understand the key difference between traditional hierarchical systems and SMTs; to find out how continuous process improvement has made SMT initiative an evolving one (from 2002 to 2011); to understand how involvement of different stakeholders has made SMT initiative a sustainable one; and to understand the importance of SMT in this twenty-first century as they lead to a better and brighter future for everyone. Supplementary materials Teaching Notes are available for educators only. Please contact your library to gain login details or email [email protected] to request teaching notes.

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