Tема управления формированием проектных команд входит в десятку наиболее актуальных в современном менеджменте как в бизнес сфере, так и в образовании. На основе анализа существующих подходов и моделей командообразования, а также полученных эмпирических данных, был разработан пакет конкретных практических рекомендаций, адресованных общеобразовательным организациям, осуществляющим инновационную деятельность. Определена научная новизна: определены сущность и содержание понятия проектная команда, как группы по разработке и внедрению инновационных проектов. Выявлены специфика проектной команды в общеобразовательном учреждении (организационное построение, разнородность состава команды, характер решаемых задач), что расширяет имеющиеся в науке представления о командообразовании в общеобразовательных организациях; разработан алгоритм формирования проектных команд в общеобразовательном учреждении; разработана и апробирована модель управления формированием проектной команды в сфере общего образования; выявлены и обоснованы нормативно-правовые документы, регламентирующие проектное управление в общеобразовательной организации; организацию деятельности проектных команд при разработке и внедрении инновационных проектов; определена эффективная система мотивации креативных сотрудников к участию в проектной деятельности в составе команды. / The topic of managing the formation of project teams is among the top ten most relevant in modern management, both in the business sphere and in education. Based on the analysis of existing approaches and models of team building, as well as the empirical data obtained, a package of specific practical recommendations was developed for general education organizations engaged in innovative activities. The scientific novelty is determined: the essence and content of the concept of a project team as a group for the development and implementation of innovative projects are determined. The specificity of the project team in educational institution (organizational structure, the heterogeneity of the composition of the teams, the nature of tasks), which expands the available scientific ideas about team building in educational institutions; the algorithm of formation of project teams in educational institution; developed and tested a model of management of development of the project team in General education; identified and justified legal documents, regulatory project management in educational organizations; organization of project teams ' activities in the development and implementation of innovative projects; an effective system for motivating creative employees to participate in project activities as part of a team is defined.

В работе рассматривается цикл командообразования, его основные стадии. Выявляются причины конфликтов в команде. В исследовании предлагается типология конфликтов на разных этапах цикла командообразования. Разрабатываются инструменты преодоления конфликтов в команде, такие как наблюдение, тренинг, метод ведения переговоров, анкета по работе с агрессией, анализ конфликта. / The master's thesis considers the cycle of team building, its main stages. The causes of conflicts in the team are identified. The study suggests a typology of conflicts at different stages of the team building cycle. Tools for overcoming conflicts in the team are being developed, such as observation, training, negotiation method, questionnaire on working with aggression, conflict analysis.

ВКР (магистерская диссертация) состоит из введения, трех глав, заключения, библиографического списка, включающего 64 наименования, 4 приложений. Работа включает 19 таблиц и 7 рисунков. Общий объем ВКР (магистерской диссертации) – 99 страниц. Цель исследования – обоснование возможности и целесообразности адаптированного применения технологий проектного командообразования в сфере образования, как социальном институте и разработка комплекса практических рекомендаций по формированию проектных команд для исследуемой организации. Научная новизна исследования состоит в применении методологического подхода К. Уилбера «Мышление в 4 квадратах» применительно к проблематике командообразования в рамках образовательных организаций дополнительного профессионального образования. В работе показана адаптация технократических механизмов и технологий командообразования применительно к образовательной сфере и возможность их применения в других социальных сферах. Практическая значимость исследования заключается в применении комплекса разработанных рекомендаций в проектной деятельности учреждений дополнительного профессионального образования. Эффективность социальных по своей сути рекомендаций, связанных с применением социальной технологии командообразования, носит опосредованный, косвенный и прогностический характер и показана через последовательную цепочку факторов, позволяющих оценить эффективность социальной технологии через осязаемые и измеряемые критерии. / Master's thesis) consists of an introduction, three chapters, a conclusion, a bibliographic list, including 64 titles, 4 appendices. The work includes 19 tables and 7 figures. The total volume of the WRC (master's thesis) is 99 pages. The purpose of the study is to substantiate the possibility and expediency of the adapted application of project team building technologies in the field of education as a social institution and the development of a set of practical recommendations for the formation of project teams for the organization under study. The scientific novelty of the study lies in the application of the methodological approach of K. Wilber "Thinking in 4 squares" in relation to the problem of team building within educational institutions of additional professional education. The work shows the adaptation of technocratic mechanisms and team building technologies in relation to the educational sphere and the possibility of their application in other social spheres. The practical significance of the study lies in the application of a set of developed recommendations in the design activities of institutions of additional professional education. The effectiveness of inherently social recommendations associated with the use of social technology of team building is of an indirect, indirect and predictive nature and is shown through a consistent chain of factors that allow evaluating the effectiveness of social technology through tangible and measurable criteria.

No description available.

More than ninety per cent of projects are run by project teams and the stronger the team the more likely the project will succeed. Team building activities are performed to both increase team performance and to enhance the likelihood of project success. For the purpose of this study, information technology (IT) business projects were chosen as IT is a major driving force in business today and there is widespread dissatisfaction with the performance of IT business projects. In analysing the causes of dissatisfaction, increasingly researchers are recognising that technology is a secondary issue behind the human side of project team management. Business projects were chosen because increasingly IT is being used in the business environment to solve problems in the post-industrial era characterised by the service industry, while the manufacturing industry, from which much of the project literature has emerged, reduces. The importance of the project team in developing IT business projects is well recognised and managers are concerned about their ability to transform an ad-hoc collection of people assigned to a particular project into a coherent, integrated project team. In most cases the activities recommended to build a successful IT business project team have been theoretically based, rather than empirically founded. The goal of this research was to investigate the team building activities used on successful projects. To achieve this goal, the research defines the key measures of project success and establishes their relative importance; determines the most important team building activities for project success with experienced project managers; enhances the understanding of implementation of team building activities on successful projects; and provides suggestions on how to increase the likelihood of project success through focusing on team building activities. The research used the analytic hierarchy process (AHP) to develop a hierarchical model linking project success measures with team building activities. Confirmation of the AHP results and additional understanding of team building activities implementation was achieved by interviewing experienced project managers. The research found that customer satisfaction, although seldom used, was significantly more important as a project success measure than the three measures most often used - time, budget and scope. As identified by project managers, the most important team building activities for achieving customer satisfaction are team leadership; ensuring senior management support; staffing the team properly; planning the project with the team and empowering team members; building commitment among team members; developing strong communication channels and developing appropriate organisational interfaces. The research found successful projects focused on relationships in addition to the task focus of many project methodologies. The research findings on team building activities will enable project leaders on IT business projects to develop empowered project teams with stronger affiliations and support throughout the organisation. By empowering project teams to create effective internal and external relationships there will be fewer project failures, increased customer satisfaction and improved achievement of project success.

Submitted by Marcia Silva (marcia@latec.uff.br) on 2016-06-13T18:34:24Z No. of bitstreams: 1 DISSERT MARIA CRISTINA MATOS DA COSTA.pdf: 3168596 bytes, checksum: 37b3968863e4b01a58c2fc8f9fa403e4 (MD5) / Made available in DSpace on 2016-06-13T18:34:25Z (GMT). No. of bitstreams: 1 DISSERT MARIA CRISTINA MATOS DA COSTA.pdf: 3168596 bytes, checksum: 37b3968863e4b01a58c2fc8f9fa403e4 (MD5) Previous issue date: 2013-09-26 / Este estudo mostra em que condições um programa de desenvolvimento de equipes, pode efetivamente provocar simultaneamente melhoria na execução das atividades da organização e maior interação entre líderes e liderados. Para tanto, tomou como experimento a implantação, através de um trabalho de consultoria, da metodologia ¨Team Building¨, através do “treinamento vivencial ao ar livre”, aplicado em duas empresas do mesmo porte e pertencentes ao mesmo segmento industrial – Petróleo e Gás. Para medir e identificar os resultados foram realizadas três medições. A primeira delas foi feita trinta dias antes do início do treinamento como parte do diagnóstico e levantamento de necessidades. As outras duas foram realizadas após o término do treinamento e foram utilizadas para consolidação e avaliação dos resultados comportamentais entre Gestor e equipe. A ferramenta utilizada para a análise das medições foi a TPI (Team Practices Inventory), adaptada pela consultoria com base na LPI (Leadership Pratices Inventory), desenvolvida por Kouzes e Posner em 1987. A ferramenta propõe a análise dos dados sob cinco dimensões que são os indicadores: (trabalho em equipe; liderança; orgulho e significado; confiança e motivação). O experimento permitiu identificar os pontos fortes e as oportunidades de melhorias efetivas das equipes, bem como avaliar criticamente a adequabilidade e as exigências para o sucesso de tal tipo de abordagem. Como resultado a pesquisa aponta para a importância e o cuidado na condução das etapas que antecedem e sucedem o treinamento propriamente dito, bem como destaca a importância do envolvimento do gestor como condição para alcançar os resultados potenciais da ferramenta. / This study shows the conditions under which a development program can effectively cause a simultaneously improve in the execution of the Organization's activities and a greater interaction between leaders and led. To this end, it was taken as an experiment the insertion, through a consulting job, of the “Team Building” methodology, during the " experiential training outdoors”, applied in two companies of the same size and belonging to the same industrial segment – oil and gas. To measure and identify the results three measurements were performed. The first one was made thirty days prior to the beginning of the training, as a part of the diagnosis and the assessment of needs. The other two were held after the end of the training and were used for consolidation and evaluation of behavioral results between manager and staff. The tool used for the analysis of the measurements was TPI (Team Practices Inventory), adapted by the consultancy based on the LPI (Leadership Practices Inventory), developed by Kouzes and Posner in 1987. The tool proposes the analysis of data in five dimensions (teamwork, leadership, pride and significance, confidence and motivation). The experiment allowed to identify the strengths and opportunities for effective improvements of teams, as well as critically evaluate the suitability and the requirements for the success of this type of approach. As a result, the research points out to the importance and care in the conduct of the steps that precede and succeed the training itself, as well as highlights the importance of the involvement of the Manager as a condition to achieve the potential results of the tool.

This study investigates the use of co-operative learning in the teaching of mapwork to Geography students in tertiary education. Diverse methods of teaching Geography mapwork and also theories of learning that are relevant to the teaching of mapwork are discussed. Co-operative learning, and how it can be employed in the teaching of mapwork is fully explained. The study revealed that co-operative learning method can help students to achieve higher marks in mapwork. It is an instructional method that uses small groups of students working together to meet educational goals. The approach relies on interaction and interdependence and thus is especially suited to higher level conceptual tasks requiring problem-solving and decision-making. / Psychology of Education / M. Ed. (Psychology of Education)

The purpose of this research has been to investigate the relationships between team building, salutogenesis and performance. Team building was investigated by focusing on the directive and interactive dimensions of • climate • supervisory support • team work. Salutogenesis was investigated by focusing on the concepts of • sense of coherence • locus of control • self-efficacy. Work performance was investigated by focusing on • performance measurement criteria • self-appraisal as a cognitive mediator between performance and salutogenesis. In the literature survey a performance model was postulated to explain the relationships between team building, salutogenesis and performance. The personality profile of the optimal functioning individual in the context of the performance model was compiled from the personality profiles of the optimal functioning team member, the optimal functioning individual and the optimal performing individual. In the empirical investigation a sample (N = 245) of mine employees completed a battery of questionnaires using computerised data collection. The battery was subjected to item-test correlations, Cronbach alpha coefficient measurements and factor analyses, to establish the reliability and structure of each questionnaire. lntercorrelations were calculated and analysed to test the relationships between the dimensions, and concepts. Following this, the factor analysis of a five factor model established the relationships between the dimensions and concepts of team building, salutogenesis and performance. Finally, LISREL-analyses were performed to test the conceptual structure of the relationships. The empirical findings indicate that team building forms a construct based on directive and interactive dimension of climate, supervisory support and team work. Salutogenesis forms a construct and it includes the incorporation of work performance as a concept of salutogenic orientations. The relationship between the constructs was confirmed using LIS REL-analysis, thus validating the integration of the dimensions and properties within each construct into the properties of a performance model; and the personality profiles within each construct into the personality profile of the optimal functioning individual. The empirical results were integrated with the literature review. Team building and salutogenic orientations are integrated into a performance model which explains the relationships between the work environment, the behaviour of the individual and his/her performance within the context of the work environment. / Industrial and Organisational Psychology / D.Litt. et Phil. (Industrial Psychology)

Made available in DSpace on 2016-04-27T18:47:28Z (GMT). No. of bitstreams: 1 Marilza Aparecida Marques.pdf: 325680 bytes, checksum: 2f51d7ca3d93bf1937468e9f032f6280 (MD5) Previous issue date: 2008-05-13 / This essay regards items relevant to the Physical Education and Gerontology s field, as emphasized the importance of body culture, specially when the main focus is old age reality, the values and the experiences of the one who ages. Admitting the relevance of the social environment such as friendly spaces to different forms of individuality expression in the reconstruction of the group, showing the focus of this research, regarding the elderly and their participation in sporting activities, specially through games. The elaborated study, which main objective is to identify the representation and forms of the elderly in dealing with physical activities, particularly concerning cooperative games, is pond on the concept that aging must be investigated considering the need of its context and complexity, so it can be identified as each own singularity. In this sense, it enhances the importance of qualitative research to analyze the practice of the cooperative games with elderly and its relation with the process of human development. The main theory point, sustained by reflections regarding Physical Education, human movement, games, the process of aging and old age is based on elements that fundaments the field research, made through procedures of qualitative approach, using semi-structured observation and interviews as instruments of collect data. The selected subjects are seniors subscribed in the Programa de Atendimento à População Idosa - Elderly Program Attendance, from the Centro de Referência do Idoso, located in the city of Embu das Artes, in the state of São Paulo. The data analysis, based on theory fundaments, allowed to go further in the concept and meaning of the practice of sports, having the principle of cooperation. The results show, also, the importance of the elderly leaving together, in the challenge of leaving with differences and discovering itself as the character of intervention, responsible for changes in the building form of practicing sports, in particularly concerning games, creating different rules of participation, which reflects in their personal life and in the rescue and construction of new ways of interaction and social relations / Esta dissertação se pauta em pressupostos considerados relevantes nas áreas da Educação Física e da Gerontologia, ao enfatizarmos a importância da cultura corporal, em especial quando focalizamos a realidade da velhice, os valores e as vivências do ser que envelhece. Admitindo-se a relevância dos ambientes de convívio social como espaços favoráveis a diferentes formas de expressão das individualidades na reconstrução do coletivo, é que situamos o foco desta pesquisa, contemplando o idoso e sua participação em atividades esportivas, em especial na modalidade de jogos. O estudo realizado, cujo objetivo é identificar as representações e formas de vivência do desporto pelo idoso, em particular nos jogos cooperativos, pauta-se na concepção de que a velhice deve ser investigada considerando-se a necessidade da sua contextualização e complexidade, para que possamos identificar as singularidades nela contidas. Neste sentido se ressalta a importância da pesquisa qualitativa para analisar a prática dos jogos cooperativos com idosos e sua relação com o processo de desenvolvimento humano. O marco teórico sustentado por reflexões temáticas sobre Educação Física, motricidade humana, jogos, envelhecimento e velhice constituem-se em elementos que fundamentam a pesquisa de campo, realizada através de procedimentos condizentes com a abordagem qualitativa, utilizando a observação e entrevistas semi-estruturadas como instrumentos de coleta de dados. Os sujeitos selecionados são idosos inscritos no Programa de Atendimento à População Idosa, do Centro de Referência do Idoso, localizado na cidade de Embu das Artes, no Estado de São Paulo. A análise dos dados, embasada nos fundamentos teóricos permitiu avançar na concepção e significado da prática de esportes, tendo como base os princípios da cooperação. Os resultados apontam, também, a importância da vivência compartilhada do idoso, no desafio de conviver com diferenças e descobrir-se como sujeito de intervenção, facilitador de mudanças na construção de novas formas de praticar esporte, em particular o jogo, criando regras diferenciadas de participação, o que reflete na sua vida pessoal e no resgate e construção de novas formas de interação e relacionamento social

組織承諾在組織行為學上，一直是常受討論的議題，除了有助於提昇成員對組織的認同與投入外，其應用在近代盛行的組織變革上，更是有其特殊之價值。唯一般研究多只拘泥於有限變數的「因果模式」討論上，其優點固然可對提昇或降低組織承諾因素之考量有所助益，並可針對不同組織的生態環境，作妥善的考量，但對於組織承諾影響因素在整合上顯然不足，且影響組織承諾之因素範圍廣泛，僅採單一取向或可能因素之探討方式，不但不態盡窺組織之完整鳳貌，同時亦無法適時提供組織管理之參考運用，實有必要統整探討之。職是之故，本文擬藉由組織發展理論中「團隊建立」的干預技術，來對上述不足之處，提出一套理論性建構。 由於團隊本身即是一個很鬆散且富彈性的概念，故運用上大抵上也呈現這般態勢。職是，在與組織承諾作連結的探討上，本文分由以下三個部分來進行： 首先，在組織承諾與團隊建立共通性的討論上，本文一開始從組織承諾相關文獻中，擷取了個人知覺與領導型態兩類變項來作為本文前半部的研究焦點，試圖探討上述兩類變項在團隊建立上的角色地位。 其次，則針對個人知覺、領導型態與團隊建立三者的關係作交互檢視，並探討個人知覺、領導型與團隊建立因果關係為何，以及三者間如何互動與整合等問題。透過針團隊重要因子的確立，希望可以導出一個較具全觀性的團隊建立模式及其對提昇組織承諾的實益與作法。 最後，由於本文研究對象係界定在「公部門」，故在討論提昇組織承諾的過程中，打算直接從實務上政府行政革新的作法與困境來切入討論，以檢視出提昇組織承諾與政府改革的緊密性程度，當中本文採取提昇組織承諾過程中的三項重要因子－－個人、領導與團隊，來針對行政改革的困境作反省。 綜言之，在未來強調競爭力的趨勢下，「人」將在再度成為關鍵的議題。無疑地，組織成敗將逐淅繁於每個人角色的扮演上，其間含括了身為一個部屬應如何表現？身為領導者，應如何與部屬或外界互動？以及組織成員對工作目標的涉入與承諾程度。緣此，本文即嘗試由團隊建立的運作與精神，來克服行政機關中普遍面臨的問題－－組織承諾低迷的現象。本文研究結果發現，由於組織承諾與團隊建立在個人價值、心智建構與互動學習上存在著在共同特質與相互影響性，故透過團隊氣氛的培養，實為提昇組織承諾的最佳參考途徑之一。