<p>This thesis investigates the possibilities to extend a tactical air combat simulator, named TACSI, with support for team behavior in fight and attack scenarios. A model for describing teamwork has been developed. The model uses plans and primitive team actions to achieve goals. A social structure is used to transfer the responsibility for making decisions from the team to a single agent within the team. Special care have been taken to allow an effctive distribution of targets within the team. In order to test the concepts of the model and to evaluate the applicability in TACSI, a limited implementation of the team behavior model have been made. The results show that the concepts of the model works and that the model is applicable in TACSI, but some things is left to be specified in order to make a complete implementation.</p>

This thesis investigates the possibilities to extend a tactical air combat simulator, named TACSI, with support for team behavior in fight and attack scenarios. A model for describing teamwork has been developed. The model uses plans and primitive team actions to achieve goals. A social structure is used to transfer the responsibility for making decisions from the team to a single agent within the team. Special care have been taken to allow an effctive distribution of targets within the team. In order to test the concepts of the model and to evaluate the applicability in TACSI, a limited implementation of the team behavior model have been made. The results show that the concepts of the model works and that the model is applicable in TACSI, but some things is left to be specified in order to make a complete implementation.

Workers in modern teams that perform tasks over computer-mediated communication channels encounter challenges in building trust and performing effectively. Finding interventions to mitigate such losses could improve team performance. Collaborative critical thinking (CCT) training has the potential to improve trust, monitoring, and effectiveness in virtual teams. Using a simulated search-and-rescue task, the effects of CCT training, as compared with a control training, were evaluated in 105 three-member teams. No effects of CCT training were found on team positive or negative monitoring, team cognitive or affective trust, team efficacy, or team viability. However, teams trained in CCT reported consistently higher levels of team cooperation. Directions for future research are discussed so as to maximize the possibility that CCT might yet be an effective intervention.

Summary Relations between a nurse and a physician underwent many changes in the past. Nowadays, the relations have trended towards equal position of nurses and physicians in the health care system. It is just the equal position of the both professions in care for the client which is a prerequisite of good team cooperation and a guarantee of good-quality nursing as well as therapeutical care. The aim of our work was to find the prevailing forms of relations between nurses and physicians in the examined set of nurses and to determine whether or not nurses think they are equal partners of the physicians within the team cooperation. The quantitative method of research survey was used for the thesis elaboration. We used a questionnaire survey for the data collection. The research sample consisted of nurses working in the Institute of Clinical and Experimental Medicine in Prague. The data were collected from April till June 2008. One hundred and fifty-two questionnaires were used for the results evaluation. We made 7 hypotheses for the research purposes. Hypothesis no. 1: Nurses with a longer than 10-year professional experience evaluate the relations with physicians more positively than nurses with a shorter professional experience. This hypothesis was disconfirmed on the basis of statistical analysis.Questioned nurses evaluated the relations with physicians most often as good {--} 56.5 %. Hypothesis no. 2: Nurses with higher education feel to be perceived as the physician{\crq}s partner in the care for patients more often than nurses with secondary education. This hypothesis was also disconfirmed on the basis of statistical analysis. Out of the questioned nurses, 60.5 % do not feel to be perceived by the physicians as their equal partners. Hypothesis no. 3: Nurses at the intensive care units are charged by the physicians with works that do not fall within their competence more often than nurses at standard departments. This hypothesis was confirmed. On the basis of our research, we have found that the questioned nurses at the intensive care units are charged with some highly specialized works that fall within the physicians{\crq} competence. Hypothesis no. 4: Conflict situations in the relation nurse {--} physician are alleged more often by nurses with professional experience un till 10 years as compared to nurses with longer professional experience. The statistical analysis did not confirm this hypothesis. Existence of conflict situations at the work site was stated by 54.7 % of al questioned nurses. Hypothesis no. 5: Nurses solve the conflict situations with physicians through their superiors. This hypothesis was confirmed. In case of a conflict with a physician, the questioned nurses most often contact the head nurse. Hypothesis no. 6: Nurses{\crq} relations with physicians influence their job satisfaction. This hypothesis was confirmed. Relations with physicians are important for job satisfaction of 96.7 % of the questioned nurses. Hypothesis no. 7: In their relation to nurses, physicians observe the rules of etiquette. This hypothesis was confirmed as well. Our proposal to improve the team cooperation between nurses and physicians is as follows. Time should be devoted to interpersonal relations already during the studies of both physicians and nurses; techniques developing cooperation of nurses and physicians should be integrated in their continuing education; measures to improve cooperation should be implemented on the management level of health care facilities; and other researches relating this topic should be executed.

The topic of the presented diploma thesis revolves around team cooperation support applications, also known under the term groupware. The author first explains the common terms pertaining to the issue at hand and subsequently places these applications into the information system infrastructure of an organization. Afterward, the functions of these applications are listed and characterized in more detail. The core of this thesis lies in outlining a method of evaluating these applications in terms of their meeting predetermined criteria (groupware, the SaaS model, free of charge, general scope of functions). From the user's perspective, the applications are evaluated by criteria divided into four areas (graphic design, user-friendliness, functionality, technological compatibility). Weighted average is instrumental to the analysis. The method puts accent on flexibility, fair-mindedness, reusability. The final part of the present diploma thesis is devoted to the underlying principles of the manual which would help team leaders to choose the right groupware application.

My dissertation challenges the dominant situational theory developed by Deutsch (1949) that conceptualizes cooperation and competition as situational factors equally shape all team members’ behaviors. Based on interdependence theory and social network techniques, I offer a configural theory that accounts for the complex, nonlinear patterns of within team cooperation and competition. Acknowledging the tension between team setting and conventional competition, I argue that within team competition is a restrained form of competition as its participants are bonded together by the team membership. Instead of competing for limited prizes or ranks that place individuals against each other, in typical team settings, team members compete for within team status. It has three dimensions, including demonstrating superiority over each team member on competence, participation and connection. I also argue that within team cooperation has three dimensions – sharing, helping and voicing that are directed towards each team member. I developed and validated social network-based measures of within team cooperation and competition based on a student sample in Study 1. The theoretical factor structure was supported. I then tested the overall research model in a field sample in Study 2. Utilizing quadratic assignment procedures, I found that characteristics of each dyad, including dependence, similarity and liking, are able to influence the cooperative behaviors within the dyad. However, why within team competition is differentiated was less consistent with what I expected. The overall pattern of within team cooperation and competition, captured by three network indices, density (i.e., overall connectedness), centralization (i.e., tie distribution), and subgrouping (i.e., disconnection), did not predict team performance. Future research directions are discussed.

This thesis deals with teambuilding in connection with management of changes in clinical practice and in manager practice. The executives in nursing are registered nurse managers, bearers of changes in quality of nursing care. Courses of teambuilding are a part of educational programmes for development of managerial skills of nurses. Teambuilding means both, team education or building of a team, and training focused on support of mutual confidence and team cooperation. A combination of methods of qualitative and quantitative research was chosen to elaborate the empiric part of the paper. The objective of a qualitative part was to find out, how much are the teambuilding courses used in practice and what is the benefit of the courses for the team. The data were obtained by means of a half-standardized interview with 6 respondents who took part in the teambuilding course. Three hypotheses were set on the basis of these interviews. These hypotheses became then a background for the second stage of the research by means of quantitative method. The objectives of quantitative research were to survey nurse managers´ awareness of possibilities of team education, to find out whether the nurses are interested in courses and to reveal obstacles in realization of teambuilding courses in medical facilities. By means of questionnaires for ordinary nurses and for nurse managers we achieved the objectives. The hypothesis about the awareness of nurse managers of the course was not proved. The second hypothesis about the interest of ordinary nurses in teambuilding courses was not proved either. The lack of financial resources was mentioned as the most frequent obstacle for realization of the course. During the collection of the data for the research in management in nursing, a lack of publishing activities of nurse managers was revealed. A lot of interesting information was obtained thanks to the interviews with nurse managers. Publishing of the experience of sister managers with leading and managing nursing teams would become significant contribution and inspiration for other nurses in practice.

This thesis focuses on team processes, such as cooperation, communication, engagement and work overload in non-profit organizations. Furthermore, it monitors the transformation of these parameters into an optimal form. The transformation is observed through the sociomapping method, which is used to visualize team processes. The theoretical part of the thesis deals with teams and selected processes within them. Attention is also paid to team diagnostics, which aims to describe and comprehend team processes. Additionally, it introduces team interventions which enable better team cooperation. The following chapter focuses on the specifics of teamwork in the non-profit sphere. The empirical part presents a qualitative research, which determines how the sociomapping method realized through the means of action research affects cooperation within a team. Further, it attempts to describe how the visualization of team processes, team coaching and action plans support change in team processes and how all these three interventions influence cooperation and communication within two selected teams of one non-profit organization.

The main aim of the work is a closer examination of team cooperation issues, and evaluation team coaching efficiency as a tool of prevention or of subsequent team problems solving. Formally, the text is divided to two elemental parts. The first one is comprised of theoretical framework of team coaching. There is a principal of team functioning explained, difference from a group and possible dangers that are connected with effective team functioning. Further on, the work describes basic coaching theories, principles, structuring, procedures and a partial framework definition, where the coaching implication is desirable and where it is not. Team coaching is here introduced as not particularly specific branch of coaching, attention to it is paid mostly from a methodological point of view. Student coaching and school team coaching issues are also a part of the work, which is followed by the empirical section. The empirical part consists of a basic evaluation of the pilot project, which subject was team coaching in high schools. Such a project has not had a parallel in the Czech Republic so far. Its primary part therefore worked not only as a coaching application test on class teams, but also as verification of a tool for such a project evaluation.

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