Casper-Curtis, Abbey L.
(has links) (PDF)
Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 2002. / Field problem. Includes bibliographical references.
Implementation plan for self-directed work teams a review of the Implementation Plan for Self-Directed Work Teams for Marconi Communications, Milwaukee, WI /Roberts, Erica. January 2002 (has links)
Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 2002. / Field problem. SUPPLEMENTARY BINDER STORED IN ARCHIVES. Includes bibliographical references.
Testing the influence of collective efficacy beliefs on group level performance metrics an investigation of the virtual team efficacy : performance relationship in information systems project management teams /Hardin, Andrew Martin, January 2005 (has links) (PDF)
Thesis (Ph.D.)--Washington State University. / Includes bibliographical references.
Bonnono, Mark A.
Thesis (M.S.)--Oregon State University, 2011. / Printout. Includes bibliographical references (leaves 126-133). Also available on the World Wide Web.
De Oliveira, Maria Da Conceicao Monteiro
24 November 2011
M.Comm. / The discipline of management, denoting the concepts of management and leadership, has been deliberated in boundless number of books, magazines and journals over the years. Some views are that there is a distinction between management and leaders, whilst others vehemently argue that there is no difference between the two terms, and use them synonymously. Leadership is the nucleus of all organisations. Moreover, sustained performance, competitive advantage and success, depends both on effective leadership, as well as committed followers.The literature study undertaken discovered writings confirming the distinctions between the terms groups and teams: groups may fall inside or outside the boundaries of an organisation, such as social groups, whereas teams (in their various forms) are generally referred to in the context of "working teams" in an organisation. Teams may be formed from groups, subsequent to their maturity. In many instances, the usage of the terms "groups" and "teams", are also used interchangeably.
Supporting the work of global virtual teams the role of technology-use mediation : a thesis submitted to Auckland University of Technology in fulfilment of the requirements for the degree of Doctor of Philosophy (PhD), 2008.Clear, Tony. January 2008 (has links)
Thesis (PhD) -- AUT University, 2008. / Includes bibliographical references. Also held in print (2 v. (xxviii, 528,  p.) : ill. ; 30 cm.) in the Archive at the City Campus (T 658.4022 CLE)
07 September 2012
M.Phil. / This dissertation provides a study of Virtual Teams and possible ways of predicting their effectiveness. The motivation for carrying out this study was to discover if there was a way of quantifying why Virtual Teams used in a particular company was proving to be very effective. A brief literature study of the topic of Virtual Teams and Virtual Team communication is given, as well as an overview of different Communication Models. A case study is made of the particular company (called DevCo Software Development as a pseudonym for the sake of confidentiality). The case study presents the results of two online surveys. One survey sent to all the employees within the Labs Department and another sent to only the Virtual Team members of a specific Virtual Team within the Labs Department. The case study concludes with an analysis of the company culture and the effect it appears to have on the way the employees use technology and the effect of this on Virtual Team success.
Virtual collaboration-the act of working together across boundaries of space, time, and organization, aided by technology-has become increasingly commonplace in recent years. Doing so, however, presents a number of challenges to those involved. One of these is that because of a lack of experience in collaborating through computer-based collaboration systems, there is little knowledge on how to carry out collaboration virtually. Another is that it is not easy for those not directly involved in the collaboration to know what is, and has been, 'going on' during virtual collaboration. This thesis suggests that both of these challenges can be addressed with the same approach, namely by referring to observations of virtual collaboration. The problem then is how such observations of virtual collaboration can be obtained without requiring those involved in it to document their own actions. To address this problem is the objective of this thesis. The approach proposed here involves three elements: firstly, the collection of data about virtual collaboration; secondly, the modeling of this data; and thirdly, the derivation of increasingly abstract, larger-scale representations of virtual collaboration from this data. These representations are termed patterns of virtual collaboration, which are abstract descriptions of activities of virtual collaboration. A multi-layered conceptual model of information, the Information Pyramid of Virtual Collaboration, is proposed, providing different views of information related to virtual collaboration, at different levels of abstraction. The thesis then suggests how from a given body of data, patterns of virtual collaboration at a corresponding level of the Information Pyramid can be extracted, and how from collections of such patterns more abstract patterns of larger-scale activity can be derived, providing the observations of virtual collaboration sought. In considering how the extraction of patterns of virtual collaboration fits into the larger context of the conception, design, and use of collaboration systems, a Framework for Pattern Extraction and Feedback is proposed. This framework introduces the notion of collaboration memory, a type of organizational memory that contains records of collaborative activity. Moreover, the framework suggests how extracted patterns of virtual collaboration feed back into both ongoing development and use of collaboration systems. Finally, the modeling and extraction of patterns of virtual collaboration is illustrated in a case study involving the LIVENET collaboration system.
Baugh, Frank Godard
15 November 2004
Today a majority of business organizations utilize work team designs in an effort to gain a competitive edge. A multitude of factors exert varying levels of influence on work teams, however, few are as potentially pernicious as conflict. Although conflict in work teams has received much attention within the literature, there is notable absence of investigations that have considered the influence of interpersonal factors on conflict within team settings. The present longitudinal, field investigation sought to address this deficit by examining the influence of interpersonal flexibility on work team conflict and conflict-related consequences in 20 naturally occurring M.B.A. project teams. The following research questions were addressed: (1) What is the relationship of interpersonal flexibility to team conflict? (2) What is the relationship of interpersonal flexibility to team outcome? (3) To what extent does interpersonal flexibility predict team conflict occurrence? (4) To what extent does interpersonal flexibility predict team outcome? (5) What is the trajectory of team conflict and outcomes over time based on member interpersonal flexibility? In addressing the questions, a series of Pearson correlations, one-way ANOVA, and GLM repeated measure analyses were conducted. Results suggest a connection between interpersonal flexibility and the experience of work team conflict. Interpersonal flexibility was negatively associated with conflict occurrence and positively associated with satisfaction, commitment, and effectiveness at some points in time. More importantly, interpersonal flexibility seems to explain a small to moderate amount of variance in the conflict and team outcome variables. Individuals and teams with a higher degree of interpersonal flexibility tended to report lower levels of conflict within their work teams and more satisfaction with their team membership. A consistent relationship between interpersonal flexibility level and member commitment or team effectiveness was not established. In addition, team interpersonal flexibility was not demonstrated to be predictive of team performance. The present investigation suggests that interpersonal flexibility exerts an important influence in work teams. However, additional research is essential toward fully understanding how and to what degree work team functioning can be explained by interpersonal flexibility.
Knoll, Kathleen Elizabeth,
Thesis (Ph. D.)--University of Texas at Austin, 2000. / Vita. Includes bibliographical references (leaves 229-242). Available also in a digital version from Dissertation Abstracts.
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