by Chan Wai Kei Victoria. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1999. / Includes bibliographical references (leaves 75-79). / ABSTRACT --- p.3 / Chapter CHAPTER I: --- INTRODUCTION --- p.4 / Chapter CHAPTER II: --- GLOBAL AND LOCAL HEALTHCARE REFORM --- p.7 / Chapter CHAPTER III: --- HEALTHCARE REFORM AND TEAMWORK --- p.12 / Chapter CHAPTER IV : --- LITERATURE REVIEW OF RESEARCH ON TEAMWORK --- p.15 / Chapter CHAPTER V : --- CONCEPTUAL FRAMEWORK OF THE STUDY --- p.24 / Chapter CHAPTER VI: --- METHODOLOGY --- p.32 / Chapter CHAPTER VII : --- INTERVIEW RESULTS --- p.37 / Chapter CHAPTER VIII : --- ANALYSIS --- p.53 / Chapter CHAPTER IX : --- RECOMMENDATION --- p.61 / Chapter CHAPTER X : --- CONCLUSION --- p.71 / APPENDIX : GUIDELINE FOR INTERVIEWING HEALTH PROFESSIONALS IN HEALTHCARE INSTITUTIONS IN HONG KONG --- p.72 / REFERENCES --- p.75

The Department of Defense's (DoD's) budgetary and personnel challenges are affecting readiness, thus encouraging the use of effective teams to improve efficiency. This qualitative, descriptive case study examined how public sector DoD members experienced characteristics of high-performing teams (HPTs), defined by their members' shared sense of purpose, interdependent commitment, and exceptional team effectiveness. The documentation of these experiences may aid other DoD teams seeking to improve performance. Lewin and Sherif's theories on group dynamics, Johnson and Johnson's theory on groups, Katzenbach and Smith's theory of HPTs, and Edmondson's work on teams comprised the theoretical framework. Thirty-nine public sector DoD members provided responses to semistructured questions that were developed to seek insights into DoD members' team experiences and practices. Data were analyzed and categorized based on codes derived from the literature. Emergent themes from participant responses confirmed that public sector DoD team members experienced some characteristics of HPTs. Study participants perceived that these teams made positive organizational impacts, but transferring knowledge about these teams' best practices was inconsistent. These findings may contribute to positive social change by improving awareness among DoD practitioners about related HPT benefits and practices; informing public policy makers and practitioners about the value of HPTs in increasing financial and operational efficiencies; improving managerial quality and team experiences; encouraging innovation, openness, and action; and fostering an high-quality DoD workforce exemplifying long-term commitment to excellence and continuous improvement.

Prevention of in-hospital cardiac arrest (IHCA) is critical to reducing morbidity and mortality as both the rates of return to pre-hospital functional status and overall survival after IHCAs are low. Early identification of patients at risk and prompt clinical intervention are vital patient safety strategies to reduce IHCA. One widespread strategy is the Rapid Response System (RRS), which incorporates early risk identification, expert consultation, and key clinical interventions to bedside nurses caring for patients in clinical deterioration. However, evidence of RRS effectiveness has been equivocal in the patient safety literature. This study utilized a holistic Realistic Evaluation (RE) framework to identify important clinical environment (context) and system triggers (mechanisms) to refine our understanding of an RRS to improve local patient emoutcomesem and develop a foundation for building the next level of evidence within RE research. The specific aims of the study are to describe a RRS through context, mechanism, and outcome variables; explore differences in RRS outcomes between medical and surgical settings, and identify relationships between RRS context and mechanism variables for patient outcomes. Study RRS data was collected retrospectively from a 397-bed community hospital in the Midwest; including all adult inpatient RRS events from May 2006 (2 weeks post-RRS implementation) through November 2013. RRS events were analyzed through descriptive, comparative, and proportional odds (ordinal) logistic regression analyses. The study found the majority of adult inpatient RRS events occurred in medical settings and most were activated by staff nurses. Significant differences were noted between RRS events in medical and surgical settings; including patient status changes in the preceding 12 hours, event trigger patterns, and immediate clinical outcomes. Finally, proportional odds logistic regression revealed significant relationships between context and mechanism factors with changes in the risk of increased clinical severity immediately following at RRS event. RE was utilized to structure a preliminary study to explore the complex variables and relationships surrounding RRSs and patient outcomes. Further exploration of settings, changes in clinical status, staffing and resource access, and the ways nurses use RRSs is necessary to promote the early identification of vulnerable patients and strengthen hospital patient safety strategies.

Thesis (M.Ed.)--University of Hong Kong, 1991. / Includes bibliographical references (leaf 62-68). Also available in print.

<p>Att arbeta i team är något som blivit allt vanligare på senare tid. Många organisationer har övergivit den traditionella hierarkiska organisationsstrukturen och övergått till att införa en teambaserad organisationsform. Att arbeta i team innebär att teammedlemmarna tillsammans, genom nära och intensivt samarbete, kan utveckla idéer och fatta beslut som inte är möjligt individuellt för var och en av dem. Detta ställer krav på att organisationskultur, interna organisationssystem och ledarskap utvecklas och att de stödjer den nya strukturen. </p><p>Vårt syfte med denna litteraturstudie är att beskriva ledarskapet av självstyrande team med utgångspunkt i litteraturen. Genom att kategorisera och analysera litteratur på området ges en övergripande bild av hur ledarskap av självstyrande team behandlas i litteraturen. De fem områden inom ledarskapet av självstyrande team som berörs mest i litteraturen är; beslutanderätt, målformulering, information, stöd och coachning. </p><p>Studien visar att ledarens viktigaste funktion är att stödja teamet i dess arbete och relationer. Vi kan också konstatera att betoningen på relationer mellan ledaren och teamet och mellan ledaren och de enskilda teammedlemmarna är framträdande i litteraturen. Även ledarens roll som länk mellan teamet och omgivningen tas upp inom flera områden, och trots att litteraturen inte berör det särskilt djupt framstår det som en nödvändig roll. Sammantaget är relationerna mellan ledaren, teamet, de enskilda teammedlemmarna och omgivningen grunden till ett gott ledarskap av självstyrande team.</p>

<p>Att arbeta i team är något som blivit allt vanligare på senare tid. Många organisationer har övergivit den traditionella hierarkiska organisationsstrukturen och övergått till att införa en teambaserad organisationsform. Att arbeta i team innebär att teammedlemmarna tillsammans, genom nära och intensivt samarbete, kan utveckla idéer och fatta beslut som inte är möjligt individuelltför var och en av dem. Detta ställer krav på att organisationskultur, interna organisationssystem och ledarskap utvecklas och att de stödjer den nya strukturen. </p><p>Vårt syfte med denna litteraturstudie är att beskriva ledarskapet av självstyrande team med utgångspunkt i litteraturen. Genom att kategorisera och analysera litteratur på området ges en övergripande bild av hur ledarskap av självstyrande team behandlas i litteraturen. De fem områden inom ledarskapet av självstyrande team som berörs mest i litteraturen är; beslutanderätt, målformulering, information, stöd och coachning. </p><p>Studien visar att ledarens viktigaste funktion är att stödja teamet i dess arbete och relationer. Vi kan också konstatera att betoningen på relationer mellan ledaren och teamet och mellan ledaren och de enskilda teammedlemmarna är framträdande i litteraturen. Även ledarens roll som länk mellan teamet och omgivningen tas upp inom flera områden, och trots att litteraturen inte berör det särskilt djupt framstår det som en nödvändig roll. Sammantaget är relationerna mellan ledaren, teamet, de enskilda teammedlemmarna och omgivningen grunden till ett gott ledarskap av självstyrande team.</p>

<p>This thesis explores object based design team communication. It is assumed that boundary objects in design teams serve as an important communication aid and are considered to have a crucial role in the conducting of multidisciplinary teamwork. Objects, such as design specifications and prototypes, can for example help bridging knowledge gaps between the different interests involved and offer guidance and support in their design work. The aim was to identify the possible problems that might occur connected to the different objects used in a design team. In order to study this, an ethnographical inspired study was carried out. Overall results were that the design team needed to extend their use of objects, in order to be fully supported by them in their work. Further, the existing objects needed to be changed or used differently. A “communication resource hub” was suggested, where all the new and old objects could be gathered. In this “resource hub” there should be room for different models that could be applied as a support for deciding on the right objects for the right purpose.</p>

<p>Most multicultural teams are not as successful as expected. Germany and Sweden are close trade partners and one form of cooperation are German-Swedish project teams. In this thesis the reader will get answers to the following questions: What are the problems and benefits among German-Swedish project team members due to cultural differences and in which way can problems be coped with and benefits be enhanced. This thesis does not focus on virtual teams, the leadership of multicultural teams and the formation of German-Swedish project teams.</p><p>The main components of the theoretical framework are cultural models which serve as basis for our analysis are Hofstede’s five dimensional model, Trompenaars and Hampden-Turner’s model and Hall’s model. For our research we interviewed eight members of German-Swedish project teams. We discovered problems among German-Swedish project team members deriving from differences in the communication styles, in the focus on cooperation versus task and in dealing with rules. Beneficial in the German-Swedish collaborations is that the cultures complement each other in focusing on the facts versus broadening the subject and in the focus on team spirit versus goal achievement. Another beneficial characteristic is the similarity of the German and Swedish culture.</p><p>After analysing the problems and benefits due to cultural differences in German-Swedish project teams, we present our concept to reduce the problems in German-Swedish project teams. The concept consists of steps which build up on one another and therefore represent an overall concept which can serve as a basis and inspiration for enhancing the collaboration in German-Swedish project teams. Our concept includes the steps: intercultural training, a mentor system in the team, internal advisors in the company and a cultural evaluation.</p>

Team diversity refers to the differences between team members on any attribute that may lead each single member of the group to perceive any other member of the group as being different from the self of this particular member. These attributes and perceptions refer to all dimensions people can differ on, such as age, gender, ethnicity, religious and functional background, personality, skills, abilities, beliefs, and attitudes.

Bakgrund: Tanken bakom att arbeta i team är att det skapar mervärde då det möjliggör integrationen av specialiserade egenskaperna hos teamets medlemmar. I detta sammanhang används ofta begreppet synergieffekt. Men ofta föreligger det exceptionella svårigheter att få team att fungera överhuvudtaget. Flesta misslyckanden i teamarbete handlar om dålig gruppdynamik och ineffektivitet. Syfte: Att undersöka gruppdynamiska mönster i integrerade arbetsteam och utforska tänkbara återkommande mönster som skulle antyda att gruppdynamik kan hanteras mer framgångsrikt genom styrning av de faktorer och processer där dessa mönster utvecklas. Genomförande: Det empiriska materialet har samlats genom intervjuer med arbetare och ledare från ishockeylag och förskoleteam, två arbetsområden som skiljer sig i ett flertal avseenden; ramarna och villkoren för skapandet och uppehållandet av teamen, samt deras arbetsprocesser och produkter. Detta i ett försök att fånga in det väsentliga i gruppdynamiken genom att söka efter likheter och väga dem mot skillnaderna i hur man löser sina respektiva svårigheter i teamarbetet. Resultat: Studien tyder på att återkommande gruppdynamiska mönster existerar i integrerade arbetsteam. Identifiering och styrning av de faktorer och processer där dessa mönster utvecklas förbättrar möjligheterna att skapa ett effektivt presterande arbetsteam. / Background: Teamwork is thought to create added value, because it ables the integration of the specialised qualities of its members for a common goal. Often the term synergy effect is used in this context. However, in many cases there are exceptional difficulties to get the teams to work at all. Most failures in teamwork deal with inefficiency and poor group dynamics. Purpose: This study examines group dynamic patterns in highly integrated work teams, and explores possible reoccurring patterns that would suggest that group dynamics could be managed more successfully by monitoring the factors and processes where these patterns arise. Research Process: The empirical material was collected by interviewing people from professional ice hockey and pre-school teams, two areas that seemed to differs in most aspects; the framework and conditions for teamwork, maintenance and work processes. This in a quest for determining the essence of favourable group dynamics by searching for similarities and weighing them with the differences in how they solve their respective issues in working as a team. Results: The study made indicates the existence of reoccurring group dynamic patterns in highly integrated work teams. The identification and monitoring of the factors and processes from where these patterns arise improves the odds for creating a high performing work team.