Doctor of Education / Department of Educational Leadership / Sarah J. Fishback / In today’s interconnected world, teams must form quickly, learn and adapt to overcome challenges regardless of the environment. For example, complexity in responding to natural disasters or man-made political, economic and security crises often requires the ability to learn collaboratively to minimize human suffering and protect property. When teams find success, the operation succeeds beyond what a single organization can provide, but when teams fail they can make a bad situation worse. Leveraging an approach called a Leader Team Exercise (LTX), teams can generate the shared qualities of understanding, confidence and competence in a structured manner to accelerate learning and performance. This research study investigated the potential of an LTX through initial research in a within-subjects experimental design of the 161st Artillery Battalion, Kansas Army National Guard as they negotiated obstacles located on the Fort Riley, Kansas Field Leaders Reaction Course (FLRC). The quantitative data collected was evaluated employing non-parametric statistical tests to answer five research questions about the relationship of the LTX to dependent variables of team performance, shared understanding and shared confidence to further explore field observations of learning action teams. The study provides new knowledge to further advance understanding of the LTX and its relationship to team performance and learning. In addition, the study also offers a source of data as a foundation for future research to continue investigation into the full depth and breadth of the LTX in other settings and conditions. The study found a relationship among the dependent variables and the FLRC, as well as a relationship between the LTX and team demographics related to shared understanding and performance. The findings also advance the adult education body of knowledge about learning dynamics, which occur outside the classroom. The implications to improve teams that rapidly form, disband, and form again will impact adult learning in a wide spectrum of applications in the government, academia and industry. Finally, the study offers recommendations for future areas of research and practical application based on current knowledge for the Kansas National Guard and others who might use or plan on using the LTX in the future.

Infant care is an essential part of the healthcare industry and an aspect of healthcare where the multi-disciplinary teams work closely together. Within this collaboration of teams, the term "infant wellbeing" is frequently used. Yet even though wellbeing on its own is a multi-faceted concept, when pertaining to the infant, this concept can become very complex and difficult to understand and apply. Dictionary definitions of wellbeing emphasize a state of being healthy, happy or prosperous. However, despite its common-sense appeal, it was found that the term wellbeing is not a particularly well- defined outcome, especially in reference to the infant. Despite the fact that scrutiny of the literature indicated that the term "infant wellbeing" is used by different members of the multi-disciplinary team, a clear concise universal definition for healthcare settings and professionals is missing from published literature. In fact, no recorded definition for the concept was to be found. Consequently, the aim of this study was to develop an operational definition for the concept "infant wellbeing" that can be used congruently between different members of the multi-disciplinary team. This is done by means of a concept analysis as described by Walker and Avant (2014). The findings revealed that the infant consists of certain dimensions which all play a role in the infant's wellbeing. Equally the infant also functions within a certain system or domain which also affects the wellbeing of the infant. These aspects are discussed in detail. By having a specific general description of infant wellbeing, nurses and other members of the multi-disciplinary team will have a common understanding of what the concept entails which also assists in the development of standardized language within the healthcare profession. / MCur, North-West University, Potchefstroom Campus, 2015

Infant care is an essential part of the healthcare industry and an aspect of healthcare where the multi-disciplinary teams work closely together. Within this collaboration of teams, the term "infant wellbeing" is frequently used. Yet even though wellbeing on its own is a multi-faceted concept, when pertaining to the infant, this concept can become very complex and difficult to understand and apply. Dictionary definitions of wellbeing emphasize a state of being healthy, happy or prosperous. However, despite its common-sense appeal, it was found that the term wellbeing is not a particularly well- defined outcome, especially in reference to the infant. Despite the fact that scrutiny of the literature indicated that the term "infant wellbeing" is used by different members of the multi-disciplinary team, a clear concise universal definition for healthcare settings and professionals is missing from published literature. In fact, no recorded definition for the concept was to be found. Consequently, the aim of this study was to develop an operational definition for the concept "infant wellbeing" that can be used congruently between different members of the multi-disciplinary team. This is done by means of a concept analysis as described by Walker and Avant (2014). The findings revealed that the infant consists of certain dimensions which all play a role in the infant's wellbeing. Equally the infant also functions within a certain system or domain which also affects the wellbeing of the infant. These aspects are discussed in detail. By having a specific general description of infant wellbeing, nurses and other members of the multi-disciplinary team will have a common understanding of what the concept entails which also assists in the development of standardized language within the healthcare profession. / MCur, North-West University, Potchefstroom Campus, 2015

I och med den pågående globaliseringen ökar trycket på företag och organisationer attminska sina kostnader och nyttja sina kompetenser mer effektivt. Ett sätt att göra detta äratt använda sig av ett globalt virtuellt team. En av de mest fundamentala förutsättningarnaför ett framgångsrikt arbete i ett sådant team är tillit mellan medlemmarna och i skapandetav tillit är kommunikation en viktig del. Syftet med denna uppsats är att undersöka vilkenbetydelse olika sorters kommunikation har för skapandet av tillit samt den tillit som redanexisterar mellan medlemmar i ett globalt virtuellt team. För att undersöka detta har materialsamlats in genom semi-strukturerade intervjuer som sedan har analyserats med hjälp avrelevant teori. Resultaten visar att alla de undersökta kommunikationssätten på något sätt,om än i olika utsträckning, påverkar tilliten mellan medlemmarna. Särskilt stor roll visadesig fysiska möten spela då de flesta respondenter uppgav att detta var något sompåverkade, alternativt skulle kunna påverka, tilliten. Även social kommunikation visade sigha stor påverkan på tilliten.

Titel: Teamprocessen i en kreativ grupp – en rekonstruktion av “6δ-modellen” i arbetslivet. Kurs: Examensprojekt i innovationsteknik, INO325. Författare: Elsah Holmström, Jasmine Tehyrell. Syfte: Syftet är att studera och tolka 6δ-modellen (Backström & Söderberg, 2015) för att sedan utföra vidare forskning och rekonstruera modellen på t e a m i arbetslivet. Syftet är också att bidra med ytterligare empiri gentemot Backström & Söderberg samt att undersöka hur modellen accepteras i arbetslivet då det är där den skulle kunna användas i ett senare skede. Frågeställning: Vilka faktorer bör uppmärksammas vid en eventuell användning av 6δ-modellen på team i arbetslivet? M e t o d : Kvalitativ metod, aktionsforskning, 6δ-modellen, abduktiv ansats, hermeneutiskt förhållningssätt, experiment, diskussion och analys. Teoretiska perspektiv: Kreativitet, innovation, gruppers innovationsförmåga, gruppkreativitet, 6δ-modellen, HID-modellen, arbetsgrupper, samarbete, homogenitet, The compensatory control theory. Slutsats: Vid en rekonstruktion av 6δ-modellen på team verksamma i arbetslivet kan faktorer som tid, engagemang och teamkultur definieras. Utgången av experimenten skiljde sig åt beroende på hur teamet tog till sig 6δ-modellen. Vidare har modellen potential att fylla en långsiktig funktion på arbetsmarknaden. / Title: The team process of a creative group - a reconstruction of the “6δ-model” in working life. Course: Bachelor thesis in innovation, INO325. Authors: Elsah Holmström, Jasmine Tehyrell. P u r p o s e : The purpose is to study and interpret the 6δ-model (Backstrom & Söderberg, 2015) and then carry out further research and reconstruct the model on teams active in working life. It also aims to contribute additional empirical evidence towards Backstrom & Söderberg and to explore how the model is accepted in the workplace where it aims to be tested at a later stage. Question: Which are the crucial factors that should be considered when using the 6δ-model on teams in working life? Methodology: Qualitative method, Action research, 6δ-model, abductive approach, hermeneutic approach, experiment, discussion and analysis. Theoretical perspectives: Creativity, innovation, groups' ability to innovate, group creativity, 6δ-model, HID-Model, workgroups, collaboration, homogeneity, The compensatory control theory. Conclusion: At a reconstruction of the 6δ-model on teams active in working life, factors like time, commitment and team culture is defined. The outcome of the experiments differed because of how the team took to the 6δ-model. The model also has the potential to fill a long-term function of the labor market.

In this study Complementarity in Therapy, it has been outlined how the construct, cybernetic complementary description or complementarity can be used in therapy to invent an imaginary team for the helper working solo. Complementarity is used to create alternative ideas, simulating the contribution of a team especially in pre-session hypothesising. A literature study explores the possibilities of complementarity as a cybernetic constructivist construct. Of special significance is the contributions of Varela's formulation of complementarity as trinities, introducing the slash (/) Keeney's emphasis on recursion indicated by circulating arrows and Flemeons emphasis on imbrecation and levels of connection illustrated with different types of lettering. A case study is described to illustrate how complementarity was applied. / Social Work / M.A. (Social science (Mental health))

Background: Effective communication is key to team working in healthcare. It can be negatively impacted upon by existing cultures, logistical challenges, role confusion, and a lack of collaborative approaches to practice. Clinical guidelines recommend using the International Classification of Functioning, Disability and Health (ICF) to aid communication within stroke teams. Yet no empirical evidence exists on the process or outcomes of such implementation. Aims: This project aimed to explore ways the ICF could be used with an acute stroke service and identify key learning from the implementation process. Methods: Using an action research framework, iterative cycles were used within exploratory, innovatory and reflective phases. Content analysis was used to map patient notes’ entries to ICF categories. Thematic analysis was undertaken, using a model of immersion and crystallisation, on data generated via interview and focus group, e-mail communications, minutes from meetings, field notes and a reflective diary. Descriptive statistics were used to analyse quantitative questionnaire data. Data from all sources were combined to determine key findings. Findings: Participants chose to develop an ICF-based team transfer of care report with an ICF glossary to aid completion. Five overall themes were determined; the need to: (1) adopt the ICF in ways that met local service needs; and (2) adapt the ICF language and format. Once implemented, the ICF: (3) fostered communication within and beyond the stroke team; (4) promoted holistic thinking; and (5) helped to clarify team roles. Conclusions: These are the first empirical findings within stroke services that demonstrate how to make the ICF a clinical reality. Participants needed to adapt and own the ICF to adopt it. When implemented, it enabled specific team communication challenges to be overcome. The use of action research to implement the ICF has facilitated sustained change and improvements to communication, thus benefiting patient care.

The effect of national culture on the performance of teams is becoming an increasingly important issue in advanced western countries. There are many interlinked reasons for this, including the increasing globalisation of companies and the use of joint ventures for the development of expensive platforms. A further issue relates to the export of complex sociotechnical systems, where a culture clash between designer/manufacturer and user can lead to significant problems. This report describes research work that was carried out to analyse the cultural factors that influence the performance of teams (including researchers, designers, operators and crews), and to determine whether these factors could be captured in a tool to provide assistance to team managers and team builders. The original point of interest related to the development of increasingly complex sociotechnical systems, for example nuclear power stations, oil refineries, offshore oil platforms, hospital systems and large transport aircraft. Answers that might be sought, in particular by the senior managers of global companies, include (1) the best teams (or best national locations) for fundamental research, industrial research & development, product/system improvement and other key activities, and (2) the implications for system performance and, as a result, for system design, of targeting an eastern Asian market, a South-American market, etc. A literature review was carried out of the effects of culture on team performance, of culture measures and tools and of task classifications; in addition, empirical evidence of the validity of measures and tools was sought. Significant evidence was found of the effects of culture on teams and crews, but no national culture-based team performance prediction tools were found. Based on the results of the literature review, Hofstede's original four-dimension cultural framework was selected as the basis for the collection and analysis of empirical data, including the results of studies from the literature and the researcher s own empirical studies. No team or task classification system was found that was suitable for the purposes of linking culture to team performance, so a five-factor task classification was developed, based on the literature review, to form the basis of the initial modelling work. A detailed analysis of results from the literature and from the author s pilot studies revealed additional culture-performance relationships, including those relating to cultural diversity. Three culture-performance models were incorporated into software tools that offered performance prediction capabilities. The first model was primarily a test bed for ideas; the second model incorporated a task/behavioural approach which achieved limited success; the third and final model was evaluated against a range of team and crew performance data before being tested successfully for acceptability by users. The research results included the discovery that the effects of cultural diversity must be sought at the individual cultural dimension level not at the composite level, that the effects of national culture on team performance are consistent and strong enough to be usefully captured in a predictive culture tool and that the relationship between culture and behaviour is moderated by contextual factors.

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The purpose of this study was to examine how Nordea could take on agile scaling, focusing on a unit of distributed Scrum teams within their departmentfor digital banking. The aim was to be achieved by attempting to identify appropriate methods and best practices - for scaling agile - to implement for the unit's success. The teams are working in isolation from each other, deployed across Scandinavia, despite the development of the same products/services. By studying the challenges of Nordeas unit, this master thesis could give some concrete examples of how a large organisation can proceed to take on the aspect of agile scaling, involving distributed teams. The conclusions are that Nordea has initiated an agile transformation, but need more uniform teams if they want optimize through synergy effects. To attempt agile scaling for distributed nonuniform teams is not recommended. The management lacks transparency and should get more involved to make an analysis on the current situation so that long-term goals can be set up. Making use of a ready-made framework for scaling is not recommended when there are few dependencies between a small number ofpeople. To continue forward the assistance of external experts, who can analyze and measure the relevant components, is recommended. Recommendations have been given to the the question formulations anda number of other relevant points. These recommendations include appropriate methods and best practices for management to proceed with, and revolve around making the team more uniform without encountering too much of a resistance.