There is a need to make measureable improvements to the global competency of engineering students that will enable them to work more effectively with overseas colleagues. However, there are few assessment tools that offer clear guidance on which types of global exposure (coursework, virtual collaboration, or education abroad) provide substantial benefit. Additionally, with the increasing reliance on teams to solve problems in both industry and academia, there is a need to ensure high-performance and inventiveness. This thesis addresses these two challenges by 1) developing a new assessment tool for gauging global competency and evaluating a commercially-available tool, and 2) validating and simplifying Wilde's teamology method for assembling better teams. The newly developed Global Competence Survey (GCS) is a quick and effective tool that is able to delineate between student groups based upon duration of education abroad. In its current form, the GCS works by assessing student knowledge of key facts about USA and Germany, and their ability to recognize cultural images. This first attempt shows statistically significant differences between domestic, three-month abroad, and year-long abroad students in these critical areas. Additionally, the teamology method was confirmed empirically by analyzing the performance of two-person global research teams assembled using traditional selection criteria. This analysis shows that teams with greater personality diversity exhibit far higher performance and stronger cohesion. When coupled with functional role requirements, teamology provides an opportunity to dramatically enhance the team performance and cohesion of an available talent pool. / Master of Science

In recent years, collaboration between different companies especially global collaboration on oversea product development becomes more and more popular. Forming efficient product design team becomes an important concern for these companies. Team formation strategies not only consider team member's skills and availability, but also gender, race and cultural background. Personality traits are also increasingly considered when composing a team, based on the hypothesis that diversity in personality traits within a team will improve the team's ability to innovate (Park, 2014, Figure 6-3). Wilde released his 20-item psychological preference test together with his Teamology teaming strategy in 2008, with the assumption that its resulting reliability would be approximately 80% over time due to their similarity to the Myers-Briggs Type Indicator (MBTI) questions (Kirby et al, 2007). In this thesis, the overall test-retest reliability of Teamology instrument is proved good since consistency over time for all four Dimensions are higher than 80%. For each of the 20 items, some are considered not reliable with low consistency over time. Systematic change for consistency data over time is discussed as well, a tendency is figured out that for Dimension EI and SN, graduate participants tend to change their preference on dimension EI and SN over time, while no obvious change is shown for Dimension JP and TF. When the culture and language difference is concerned, all four dimensions have good consistency over time, which means language and culture difference will not affect the consistency of Teamology test score. Finally for Park Creativity Index and MBTI Creativity Index, the reliability over time is tested and judged acceptable with Pearson's correlation data of 0.528 and 0.516. / Master of Science