Thesis (M.S.W.)--University of Hong Kong, 1976. / Includes bibliographical references (leaves 56-59) Also available in print.

<p>D. C. Strubler och K. M. York (2007) har skapat en modell, Team Characteristics Model. Denna modell ligger till grund för och används som metod i den här undersökningen. Två studier utförs, en kvalitativ studie där produktions- och teamledare intervjuas om sina erfarenheter </p><p>av teamarbete. Dessutom tillfrågas de om teamets sammansättning har positiva effekter på medlemmarnas arbetsutfall. I den andra studien som är kvantitativ och utförs på industriarbetare, studeras om empowerment samt delaktighet påverkar arbetstillfredsställelsen för team. Den kvalitativa undersökningen visar att teamets sammansättning och arbete anses ha positiva effekter på utfallet, effekter som arbetsglädje och social gemenskap. Det kvantitativa resultatet påvisar ett samband mellan delaktighet och arbetstillfredsställelse men inte mellan empowerment och arbetstillfredsställelse</p>

<p>The aim of this study is to find out if teambuilding is a good tool to mobilize a project group to increase cooperation and work performance in the team. The master report is a descriptive study of how I planned, prepared and launched a teambuilding program for a project group in a South-Swedish municipality. The team members were hasty put together to launch a public polyclinic treatment program for drug addicts. The project team had less than one year to show good result of its work to get the project granted permanent founding from the municipality. But good cooperation among team members does not occur by itself. After a short time the project manager felt that the project group did not function like it should. I then started my work collected data from the group through interviews, meetings, observations, and questionnaires. My theoretical framework is among others the FIRO-theory, Team Role Inventory and theory X and Y. To be able to measure the effectiveness of the teambuilding I took the use of an individually written questionnaire to measure the situation in the team at one of my early meetings with the team and then again after the teambuilding. The result of my studies did not give a clear answer to the question; if team building is a good tool for mobilizing a project group to increased cooperation and work performance. The survey response on the follow up questionnaire after the teambuilding had too many non-response questions. That makes this study reliability weakened. On the other hand I will state that the development of the group through the teambuilding have shown some positive effects when it comes to cooperation between team members and between team members and team leader. On the other side the collected data also show that some of the project group’s positive advantages were weaken after the teambuilding. I have therefore not been able to verify my hypotheses that team building is a good tool to mobilize a project group to increase cooperation and work performance.</p>

<p><p>Denna studie syftar till att undersöka sex lärares attityder till och beskrivningar av arbete inom arbetslag. Den teoretiska utgångspunkten för detta är delvis Andy Hargreaves forskning om olika lärarkulturer, dels varierande litteratur som behandlar skolkulturer, skolkoder, lärares arbete, arbetslagsarbete och arbetslagsorganisation. I studiens syfte ingår också begagnandet av en enkätundersökning. Denna undersökning genomfördes bland undervisande lärare på en 7-9 skola i Sverige. Sex lärare deltog i enkätundersökningen och delgav oss där sina erfarenheter av och attityder till arbete inom arbetslag. Undersökningen pekade i viss grad på att lärarna tyckte sig vara del av en påtvingad kollegialitet. Detta är inte enbart negativt eftersom påtvingad kollegialitet kan ses som en övergång till lärarkulturen samarbete.</p></p>

Increased global competition is forcing organizations to increase their use of group decision making today. Computerized group decision support aids (CGDSAs) are being developed to improve the efficiency of these groups and to improve decision quality. Even though the use of CGDSAs has increased, very little research has been done on the evaluation of CGDSAs. The purpose of this research was to develop a model-based generalized methodology for CGDSA evaluation from the user's perspective. Two models were developed as a foundation for the CGDSA evaluation methodology. The first model was a model of group decision making and the second model was a model of computer-aided group decision making. The group decision making model was based upon a basic input-output model with the problem as the input and the selected alternative as the output. Analogous to how problems are viewed in terms of classical design of experiments, independent variables affect the outcome (problem solution the dependent variable) of the decision making process. As in design of experiments, independent variables are either noise variables or control variables. In the model presented, the independent variables are further divided into four categories (internal, external, process, and problem) in the group decision making model as a way to help develop an exhaustive list of independent variables affecting the decision making process. The generalized methodology for CGDSA evaluation mapped directly to the computer-aided group decision making model. Solution quality is measured directly or by measuring independent variables that have been previously been correlated to solution quality using standard design of experiment techniques. The generalized methodology for CGDSA evaluation was applied to the assessment of ConsensusBuilder, an example of a CGDSA. As prescribed by the CGDSA evaluation methodology, usability was also assessed and practical use considerations were followed when designing the evaluation. The value of the ConsensusBuilder evaluation for this research was that it was possible to perform a thorough evaluation of ConsensusBuilder, a CGDSA, using the CGDSA Evaluation Methodology developed in this research. In addition to the ConsensusBuilder evaluation, six different CGDSA evaluations cited in the literature were assessed in terms of the CGDSA evaluation methodology. / Graduation date: 2002

The purpose of this study was to determine if team cohesion could be enhanced for 9th grade female basketball teams with the implementation of a 14-week intervention program. The intervention program was designed from cohesion building strategies proposed in the literature with the help of three coaches and a leading sport psychologist in the field of cohesion. 41 ninth grade female basketball players belonging to four teams participated in the study. The Group Environment Questionnaire was used to measure cohesion. It was administered on the third week of the season and again at the end. The data were analyzed using both the individual and the team as the unit of analysis. The findings varied according to which unit of analysis was used. When the team was used, no posttest differences were found, however, the effect sizes suggested that the intervention was effective for the task subscales of the GEQ. A lack of statistical power for the team analysis greatly reduced the probability of finding that the meaningful differences were statistically significant. When the individual was used, the intervention was found to be statistically detrimental for the task subscales. The effect sizes supported this finding. The qualitative data that was collected suggested that the coaches believed the intervention had practical utility, and was effective. While this study did not empirically show that the intervention was effective, it did demonstrate that the intervention is practical enough to implement. Furthermore, the qualitative data and the effect sizes for the team analysis provide some evidence that the intervention may have been effective for the task dimension of team cohesion. Therefore this study produced an intervention that can be used as a starting point for future cohesion building investigations. / Graduation date: 1997

Thesis (Ph. D.)--Ohio State University, 2006. / Title from first page of PDF file. Includes bibliographical references (p. 416-460).

The purpose of this study was to identify the positive and negative aspects of the work and dynamics of a management team and from that recommend how the team can improve. The aim was also to investigate whether there was a gap between how the members of the management team comprehend themselves and how the project, section and team managers comprehend the management team. The management team contains of seven core team members and is the head function of a research and development site in central Sweden. The results are based on interviews with the present members of the management team and three former members, a survey among the project, section and team managers and by participating observation on meetings with the team. The results show that the management team is an overall well-functioning team that with some changes and improvements, especially concerning communication and information, can reach even further. In addition the results show that there was no considerable gap between how the management team comprehends them and how the project, section and team managers comprehend the management team.

D. C. Strubler och K. M. York (2007) har skapat en modell, Team Characteristics Model. Denna modell ligger till grund för och används som metod i den här undersökningen. Två studier utförs, en kvalitativ studie där produktions- och teamledare intervjuas om sina erfarenheter  av teamarbete. Dessutom tillfrågas de om teamets sammansättning har positiva effekter på medlemmarnas arbetsutfall. I den andra studien som är kvantitativ och utförs på industriarbetare, studeras om empowerment samt delaktighet påverkar arbetstillfredsställelsen för team. Den kvalitativa undersökningen visar att teamets sammansättning och arbete anses ha positiva effekter på utfallet, effekter som arbetsglädje och social gemenskap. Det kvantitativa resultatet påvisar ett samband mellan delaktighet och arbetstillfredsställelse men inte mellan empowerment och arbetstillfredsställelse

The aim of this study is to find out if teambuilding is a good tool to mobilize a project group to increase cooperation and work performance in the team. The master report is a descriptive study of how I planned, prepared and launched a teambuilding program for a project group in a South-Swedish municipality. The team members were hasty put together to launch a public polyclinic treatment program for drug addicts. The project team had less than one year to show good result of its work to get the project granted permanent founding from the municipality. But good cooperation among team members does not occur by itself. After a short time the project manager felt that the project group did not function like it should. I then started my work collected data from the group through interviews, meetings, observations, and questionnaires. My theoretical framework is among others the FIRO-theory, Team Role Inventory and theory X and Y. To be able to measure the effectiveness of the teambuilding I took the use of an individually written questionnaire to measure the situation in the team at one of my early meetings with the team and then again after the teambuilding. The result of my studies did not give a clear answer to the question; if team building is a good tool for mobilizing a project group to increased cooperation and work performance. The survey response on the follow up questionnaire after the teambuilding had too many non-response questions. That makes this study reliability weakened. On the other hand I will state that the development of the group through the teambuilding have shown some positive effects when it comes to cooperation between team members and between team members and team leader. On the other side the collected data also show that some of the project group’s positive advantages were weaken after the teambuilding. I have therefore not been able to verify my hypotheses that team building is a good tool to mobilize a project group to increase cooperation and work performance.