Uppsatsens syfte är att studera hur fem individer, på en specifik arbetsplats, upplever att arbeta tillsammans i ett team samt vilken effekt teambuilding har på relationerna i gruppen. Studien är gjord med en kvalitativ ansats, där intervjuer och observationer har utgjort det inhämtade materialet. Efter att teamet varit iväg på en ”kick-off”, som kan liknas till ett teambuilding event, och tagit del av motivations och inspirations samtal, upplevde respondenterna att de förstärkt teamet och förde dem samman. Denna studie undersöker vad det är som egentligen håller ihop en grupp individer med olika bakgrunder och som till mesta dels spenderar tid tillsammans under arbetstid och på arbetsplats Studien visar att det finns likheter mellan Goffmans teorier om ett teams gemensamma mål samt rollframträdande. Teamet grundar sig i ett beroende av varandra som gör att varje medlem i teamet måste kunna förlita sig på att samtliga i teamet framträder på ett sätt som inte sätter deras trovärdighet i risk. Teamet håller en fasad mot sin publik (omgivningen) som gör att publiken inte har tillgång till teamets hemligheter, såsom exempelvis eventuella svårigheter. Studien visar att teambuilding har en positiv effekt på teamet då ett evenemang, där deltagarna får dela en rolig upplevelse tillsammans, bidrar till att samtliga teammedlemmar får en chans att lära känna varandra bättre och på så sätt förstärks gemenskapen i teamet. Eventet förstärkte även avgörande företroendemekanismer såsom tillit och förväntningar etcetera, som är nödvändiga för att få ett fungerande team.

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Interdisciplinary teamwork is acknowledged today as necessary due to the increasingly complex demands of modern society. Knowledge of group dynamics and characteristics of team members can make interdisciplinary cooperation more effective and meaningful. In this study we have in part 1a sought to find answers to group members' assessment of factors involved in team collaboration. We have continued in Part 1b to examine how personality traits impact the assessment of teamwork and how they influence the participants' assessment of the group. 607 students from the subject Experts in Team in the intensive villages filled out self-reports in a questionnaire. The response rate was 93.7 % and the participants answered the same questionnaire in week 1 and week 2 of the course. The data for the study consisted of three parts. The first was the background variables such as gender, age, nationality and faculty. The second part consisted of 18 questions about collaboration that formed the basis of a factor analysis in which the three factors of team collaboration were validated. These were "kindness," "lack of focus" and "isolation and domination." In addition, during the first questionnaire in week 1, participants also filled out the well-known personality test NEO FFI, containing personality traits neuroticism, extroversion, openness, compassion and conscientiousness. Paired t - tests were performed for the three co- factors to test averages compared to development in 1a. The results show that the factor "kindness" dropped from week 1 to 2 , while the factor "isolation and domination" rose from week 1 to week 2. A multilevel analysis was used to answer 1b. Results from 1b show three personality traits that prevail in relation to our partner factors. Personality features of openness and conscientiousness prevailed in each factor, respectively "kindness" and "lack of focus." Humanity prevailed in all three co-factors. Group participation was meaningful in how participants assessed "kindness" (25 %), "lack of focus" (36 %) and "isolation and domination" (38 %). The discussion also examines 1a and 1b in view of each other. It is argued here that interdisciplinary teamwork should also take into account individual personality characteristics. The conclusion implies the importance of valuing diversity in group members’ personality characteristics that they bring into cooperation. It is the interaction between the individual personality characteristics that may encourage the development of students' collaboration skills. / Ved stadig flere arenaer i vårt samfunn gjør tverrfaglig teamsamarbeid seg gjeldende i form av oppgaver som skal løses. Kunnskap om gruppedynamikk og egenskapene til teammedlemmene kan gjøre tverrfaglig samarbeidet mer effektivt og meningsfullt. Med denne undersøkelsen har vi i del 1a søkt å finne svar på gruppemedlemmers vurdering av teamsamarbeid. Vi har videre i del 1b sett på hvordan personlighetstrekk gjør seg gjeldene i vurderingen av teamsamarbeid og om gruppen utgjør en forskjell i deltakernes vurdering. Basert på selvrapportering fra et spørreskjema ble 607 studenter fra emnet Eksperter i Team, intensiv landsby analysert. Responsraten var på 93,7% og deltakerne svarte på samme spørreskjema i uke 1 og uke 2 av faget. Datagrunnlaget for studien besto av 3 deler. Den første var bakgrunnsvariabler som kjønn, alder, nasjonalitet og fakultet. Neste del besto av 18 samarbeidsspørsmål som dannet grunnlaget for en faktoranalyse der de tre faktorene for teamsamarbeid ble gjeldene. Disse var "Snillisme", "Ufokus" og "Isolasjon og dominans". Den siste delen omhandler den kjente personlighetstesten NEO FFI som inneholder personlighetstrekkene nevrotisisme, ekstroversjon, åpenhet, medmenneskelighet og planmessighet. Paret t-test ble utført for de tre samarbeidsfaktorene for å teste gjennomsnitt i forhold til utvikling i 1a. Resultatene viser at faktoren "Snillisme" synker fra uke 1 til 2 i samarbeidet, mens faktoren "Isolasjon og dominans" stiger fra uke 1 til uke 2 i samarbeidet. En flernivåanalyse ble brukt for å svare på 1b. Resultatet fra 1b viser tre personlighetstrekk som gjør seg gjeldene opp mot våre samarbeidsfaktorer. Personlighetstrekkene åpenhet og planmessighet gjorde seg gjeldene i hver sin faktor, henholdsvis "Snillisme" og "Ufokus". Medmenneskelighet gjorde seg gjeldene i alle tre samarbeidsfaktorene. Gruppen deltakerne var i utgjorde en stor betydning i hvordan deltakerne vurderte "Snillisme" (25%), "Ufokus" (36%) og "Isolasjon og dominans" (38%). Diskusjonen ser også 1a og 1b i lys av hverandre. Det blir her argumentert for at tverrfaglig teamsamarbeid også bør ta høyde for individuelle egenskaper. Konklusjonen innebærer viktigheten av verdsetting av mangfold som gruppemedlemmene tar med seg inn i samarbeidet. Det er samspillet mellom de individuelle egenskapene som kan stimulere til utvikling i studentenes samarbeidskompetanse.

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Thesis (M.S.)--Wisconsin. / Includes bibliographical references (leaves 60-63).

Thesis--PlanA (M.S.)--University of Wisconsin--Stout, 1999. / Includes bibliographical references.

ProblemformuleringTidigare forskning visar att revisionsteam överträffar prestationen av en enskild revisor. Forskningen fokuserar dock i huvudsak på rollstruktur i form av egenskaper och kompetenser på individnivå och sätter detta i relation till vilken påverkan det har på revisionskvalitet. Studier som istället utgår från sammansättning av revisionsteam och revisorsmedarbetares upplevelser av teamsammansättning är mer ovanliga. För att bidra till forskningen avser vi, med utgångspunkt i perspektiven sammansättning av medlemmar som redan finns tillgängliga på revisionsbyrån och rekrytering av nya medlemmar som ska ingå i framtida revisionsteam, öka förståelsen för hur sammansättning av revisionsteam upplevs av revisorsmedarbetare på olika revisionsbyråer. Syfte Syftet med studien är att öka förståelsen för revisionsmedarbetares upplevelser av sammansättning av revisionsteam på olika revisionsbyråer. Metod Studien är kvalitativ och antar en deduktiv ansats med induktiva inslag. Semistrukturerade intervjuer används som metod för datainsamling. Som ett komplement till semistrukturerade intervjuer har även en dokumentinsamling i form av annonser tillämpats. Slutsats Studien visar att det finns vissa skillnader mellan olika byråer dels vad gäller rekrytering av nya medlemmar som ska ingå i framtida revisionsteam men även sammansättning av medlemmar som redan finns tillgängliga på byrån. Den tydligaste skillnaden mellan byråerna är upplevelsen av hur diversifierad byrån är sett till rekrytering till byrån men även när det gäller sammansättning av olika revisionsteamen. Studien visar även på tydliga likheter mellan olika revisionsbyråer framförallt förmågan att etablera och utveckla kundrelationer samt samarbetsförmåga. Byråernas interna metodik om vinstintresse har en starkare påverkan jämfört med professionens metodik som främst syftar till att leverera en hög kvalitet på de tjänster som omfattas av professionen. Slutsats    Studien visar att det finns vissa skillnader mellan olika byråer dels vad gäller rekrytering av nya medlemmar som ska ingå i framtida revisionsteam men även sammansättning av medlemmar som redan finns tillgängliga på byrån. Den tydligaste skillnaden mellan byråerna är upplevelsen av hur diversifierad byrån är sett till rekrytering till byrån men även när det gäller sammansättning av olika revisionsteamen. Studien visar även på tydliga likheter mellan olika revisionsbyråer framförallt förmågan att etablera och utveckla kundrelationer samt samarbetsförmåga. Byråernas interna metodik om vinstintresse har en starkare påverkan jämfört med professionens metodik som främst syftar till att leverera en hög kvalitet på de tjänster som omfattas av professionen. / Problem Previous research shows that audit teams outperform the performance of an individual auditor. Research, however, mainly focuses on role structure in terms of individual skills and competencies. Studies based on the composition of audit teams and the team members’ experience of team composition is more unusual. In order to contribute to the research we intend to increase the understanding, based on the two perspectives, composition of members already employed at the audit firm and the recruitment of new members to be included in future audit teams, of how composition of audit teams are experienced by audit coworkers at various audit agencies. Aim The aim of the study is to increase the understanding of audit coworkers’ experiences of audit team composition at various audit agencies. Method The study is qualitative and assumes a deductive approach with inductive elements. Semi-structured interviews are used as method for data collection. As a complement to semi-structured interviews, a document collection in the form of ads have been applied. Conclusion This study shows that there are some differences between different agencies, partly as regards the recruitment of members to be included in future audit teams, but also the composition of members already available at the agency. The clearest difference between the agencies is the experience of how diversified the agency is regarding recruitment but also the composition of audit team. The study also shows clear similarities between different audit agencies, in particular the ability to establish and develop customer relationships, as well as collaborative skills. The agencies' internal methodology of profitability has a stronger impact than the profession's methodology that mainly aims to deliver a high quality of the services covered by the profession.

Academic research is increasingly conducted by teams rather than by individual investigators. Researchers show more interest in studying the effectiveness of such teams. Evidence shows that team science leads to publications which have higher impact ratings and more patents. However, teams conducting academic research are facing various difficulties that prevent them from being successful. This thesis examines factors influencing the effectiveness of academic research project teams and explores how team role theory can help. Data collection was conducted in the University of Ottawa in the form of 5 standardized open-ended interviews with two academic research project teams and complemented by a validated questionnaire. Both teams were in the field of health science while team A had 13 – 20 members and team B had 6 members. We adopted a multi-method qualitative-dominant comparative research design and considered each team as a unit of analysis. We inductively generated codes and used the input-process-output (IPO) theory and the team role experience and orientation (TREO) theory as overarching deductive models to analyze data. Findings show that the IPO and TREO theories are helpful in studying the effectiveness of academic research project teams. The findings suggest that further research on academic research project teams using the IPO and the TREO theories is necessary, especially on the topic of team role complementarity. They also suggest that project management training on topics such as project planning and risk management can enhance academic research project teams’ effectiveness.

This research is based on the premises that teams can be designed to optimize its performance, and appropriate team coordination is a significant factor to team outcome performance. Contingency theory argues that the effectiveness of a team depends on the right fit of the team design factors to the particular job at hand. Therefore, organizations need computational tools capable of predict the performance of different configurations of teams. This research created an agent-based model of teams called the Team Coordination Model (TCM). The TCM estimates the coordination load and performance of a team, based on its composition, coordination mechanisms, and job’s structural characteristics. The TCM can be used to determine the team’s design characteristics that most likely lead the team to achieve optimal performance. The TCM is implemented as an agent-based discrete-event simulation application built using JAVA and Cybele Pro agent architecture. The model implements the effect of individual team design factors on team processes, but the resulting performance emerges from the behavior of the agents. These team member agents use decision making, and explicit and implicit mechanisms to coordinate the job. The model validation included the comparison of the TCM’s results with statistics from a real team and with the results predicted by the team performance literature. An illustrative 26-1 fractional factorial experimental design demonstrates the application of the simulation model to the design of a team. The results from the ANOVA analysis have been used to recommend the combination of levels of the experimental factors that optimize the completion time for a team that runs sailboats races. This research main contribution to the team modeling literature is a model capable of simulating teams working on complex job environments. The TCM implements a stochastic job structure model capable of capturing some of the complexity not capture by current models. In a stochastic job structure, the tasks required to complete the job change during the team execution of the job. This research proposed three new types of dependencies between tasks required to model a job as a stochastic structure. These dependencies are conditional sequential, single-conditional sequential, and the merge dependencies.