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Delegation research has traditionally focused on delegation as a whole—how much or how little a leader or supervisor is willing to allocate tasks to their subordinates. Although past research has indicated the importance of delegation for team performance, it has often overlooked one of the main aspects touted by practitioners, choosing the right person for the job. In an effort to provide a more nuanced view of delegation and if the right person is being chosen for the job, this dissertation integrates the theory of work design with delegation while introducing the concept of matched delegation: delegating a task to the individual whose abilities most closely match the demands of the task where individuals receive decision-making authority for tasks that neither exceeds nor discounts their abilities, but rather most closely matches the extent of their abilities. With this, I propose a model whereby two work characteristics (i.e., physical propinquity and psychological safety) influence matched delegation decisions of team leaders and where matched delegation positively impacts team performance. Hypotheses were tested using a sample of 519 primary care professionals (PCPs) and their surrounding team members (i.e., a registered nurse, a licensed practical nurse, and an administrative associate) from patient centered medical homes from the Veteran’s Health Administration (VHA). Results showed that neither physical propinquity nor PCP psychological safety significantly influenced matched delegation of tasks to any of the three team members; however, team performance was significantly enhanced by matched delegation to some roles. Although these results provide some indication as to the importance of matched delegation, the mixed results might be due to the unwillingness of PCPs to give up control of tasks. I discuss the theoretical and practical implications, as well as the limitations and directions for future research within the VHA as well as for research studying delegators’ decisions and team processes and performance.

Software engineering often requires a team arrangement because of the size and scope of modern projects. Several team structures have been defined and used, but these structures generally define only the tasks and jobs required for the team. Various process and product metrics seek to improve quality, even though it is generally agreed that the greatest potential benefit lies in people issues. This study uses a team-based personality profiling tool, the Belbin Self-Perception Inventory, to explore the characteristics offered by the Company Worker, one of the team roles defined by Belbin. / Master of Science

Indiana University-Purdue University Indianapolis (IUPUI) / There is a plethora of team composition and personality research, but limited research incorporating the influences of team context or teammate behaviors for a multilevel examination. Using secondary data from a pre-existing study consisting of 86 teams and 430 total participants, we investigated the multilevel relationships of personality and team role adoption. We predicted hypotheses at three levels. At the individual-level, we predicted personality traits would predict role adoption. At the team-level, we predicted team personality composition (measured as mean) would predict role composition (measured as density). We also predicted cross-level interactions, such that team personality composition would moderate relationships between individual personality and role adoption. We utilized Density scores to calculate team role composition, which captures mean ties per group member where a tie is being perceived as adopting a leadership role. At the individual-level, we found support that extraversion levels predicted adoption of all roles. At the team-level, mean conscientiousness predicted density of all team roles. We found no support for any cross-level moderations that team personality composition influenced individual-level personality to role predictions.

Software development requires teams due to size, scope, and location of the project. A few software development team structures have been proposed based on tasks and job descriptions, but no team structure or model has been proposed to assemble software development teams based on individual characteristic and trait differences. This thesis presents two studies that support the argument that a new model needs to be developed for assembling software development teams. A roadmap for developing such a model is presented as the response to the inapplicability of applying current models to software development team assembly. / Master of Science

<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>

Magistro baigiamajame darbe ištirta komandinio darbo organizavimo ypatumai trijose Ignalinos rajono viešojo sektoriaus organizacijose (,,Utenos regiono keliai Ignalinos kelių tarnyba”, ,, Ignalinos rajono gimnazija” ir ,,Ignalinos savivaldybės viešoji biblioteka”). Teorinėje darbo dalyje aptariama komandos sąvoka, jos atskirtis nuo grupės sąvokos, komandinio darbo privalumai bei efektyvumą skatinantys veiksniai, R. M. Belbin komandos vaidmenų svarba organizuojant komandinį darbą, komandinio darbo aplinkos kūrimo terpės ypatumai, palyginami mokslininkų požiūriai. Empirinėje darbo dalyje pateikiama tyrimo metodologija, analizuojami tyrimo, atlikto Ignalinos rajono viešojo sektoriaus trijose organizacijose, rezultatai, pateikiamos tyrimo išvados bei pristatomos rekomendacijoms tirtoms organizacijoms. Gauti rezultatai patvirtino, kad VĮ ,,Utenos regiono keliai Ignalinos kelių tarnyba”, ,,Ignalinos rajono gimnazija” ir ,,Ignalinos savivaldybės viešoji biblioteka” organizacijose veikia komandinis darbas, tačiau yra tam tikrų trūkumų, kuriuos rekomenduojama pašalinti. / This Master thesis explored teamwork organization features of Ignalina district three public sector organizations (,,Utena region road Ignalina road service“, ,,Ignalina gymnasium“ and ,,Ignalina municipal public library‘). The theoretical part consists of the discussion of the team concept, its exclusion from the group concept, teamwork advantages and teamwork efficiency enhancing factors, R. M. Belbin team roles importance organizing teamwork, teamwork environment creation features, compared researchers attitudes. The empirical part consist of the methodology and results of the research in three Ignalina district public sector organizations, and the conclusion of the research and recommendations for organizations. The research results confirmed that in ,,Utena region road Ignalina road service“, ,,Ignalina gymnasium“ and ,,Ignalina municipal public library‘ organizations operate teamwork, but there are some drawbacks that are recommended for removal.

Studying team performance dynamics in tasks and activities has proven difficult because of the dynamic and unpredictable nature of the real world. Microworld systems aim to address that issue by providing researchers with controllable simulated environments that captures the essence of their real-world counterpart activities. This study utilized one such microworld system, called C3Fire, to simulate a forest firefighting setting where 48 participants divided into 12 teams were tasked with cooperating in extinguishing the fires. Teams consisted of four roles – each with its different responsibilities and resources. The aim of this study was to determine whether any individual team role had a greater impact on team performance than the other roles. Each team encountered three distinct scenarios of varying difficulty. Command input action counts and self-assessed performance scores were collected for each participant. These measurements were tested for correlations with team scores. The logistics chief role, who was responsible for re-filling and re-fueling other units, stood out as being the only role whose command input count correlated with team score, and being one of only two roles for which command inputs and self-assessed performance scores were correlated, as well. Results of a multiple regression procedure also indicated that the command counts of the logistics chief was a significant predictor of team score.

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.

The objective of this Master´s thesis named "Increasing the effectiveness in a team" is an assessment of teamwork and team roles in the cast. In the theoretical part are defined team roles, which are an integral part of corporate culture and business organizations. In the analytical part are evaluated using the survey from any role in the team. At the end of thesis you can find specific measures of team roles and personnel changes are proposed in the organization of the company.