刍议团队管理三要素

本文论述的“团队管理”,不是仅着眼于“团队管理”的某一方面,而是从整体上把握“团队管理”的内涵,把“团队管理”真正看成一个有机的系统。本文先论述团队组织产生的具体背景原因,并把“形成团队的三要素”归纳为：物质的激励机制、向心力、挑战性的目标,再以此分析为基础,对“团队精神”、“行政组织”、“国有企业改革”等理论问题进行初步的探讨、归纳,力求准确而全面地揭贡“团队管理”的本质,为解决实践中出现的问题提供了一个新思路。     

团队生产的纳什均衡及合作博弈空间

本文在霍姆斯特姆所做贡献的基础上认为团队生产问题在本质上等同于囚徒困境问题,并指出霍姆斯特姆的实施强制契约的解决方法存在逻辑漏洞,在现实社会中一般是无效的.本文依据社会经济人个人效用最大化的条件定义了团队生产的合作战略博弈空间,合作战略博弈空间的均衡极点(即个人效用最大化点)就是团队生产收益分配博弈的纳什均衡解.如果个人收益的总和等于集体收益的最优值,那么个人理性与集体理性之间就达到统一,处于帕累托最优状态,即不存在道德风险;反之,则说明存在道德风险.并给出了在团队生产中通过改变合作战略博弈空间达到帕累托最优的一个特例,指出了科学合理地改变合作战略博弈空间在社会经济发展中的重要作用     

以项目团队为基础的组织环境探析

有效项目团队是项目获得成功的关键，而项目团队的高效工作有赖于一定的组织环境。这种组织环境的要点在于：遵循基于分权管理的组织原则；打造便于资源共享的管理平台；建立科学有效的团队评估体系；营造平等合作的组织文化氛围。     

面向社会网络的团队间创业协同关系结构与效应研究

在多团队创业协同构成的开放式创新关系中,团队间依托社会网络衍生出的松散、去中心及非系统合作问题普遍存在,关注该协同关系的结构与效应能为探究少数占据结构洞优势团队的关联结构、能力延展及策略均衡问题提供崭新视角。通过解析少数占优团队在创业过程中的资源边界拓展、学习型改造与竞合优势转换等问题,从社会网络在节点、节点间、节点关系聚合层面形成的协同能力、角色与位势3个维度,归纳剖析团队间创业协同能力、角色与知识位势的网络构成,梳理提炼其呈现的合作网络边界扩张、协同策略结构性变革及部分要素外部效用突破性涌现效应。与快速协作响应、持续冲突协调及共同绩效相关的结论能为认识“开创事业”导向下松散合作关系中的知识/角色/能力差序作用格局提供分析框架,对评价与优化非全要素创新或非全过程创业中优势主体间的交互治理具有参考价值。     

2009年瑞士女排精英赛中、巴、意三队得失分情况分析

通过对2009年瑞士女排精英赛中、巴、意三队的技术统计分析表明:巴西队、意大利队在进攻、拦网、发球等主要得分手段的运用上优于中国队。相比较,新中国女排在上述方面相对较低,有待于进一步提高。     

Multi-cultural leadership teams and organizational identification in international joint ventures

Many international joint ventures (IJVs) fare poorly. An important factor is that members of an IJV top management team (TMT), which generally comprises people from different cultures, often find it difficult to work together. In this paper we argue that social identity theory and organizational identification processes can help us understand why this is so. We propose that factionalism in a TMT is a significant hazard posed by member identification with different parents. In addition, identification with both the IJV and a parent firm can lead to significant role conflict for IJV top managers. Factionalism and role conflict in turn can result in poor intra-TMT communications and inefficient decision making. Literature in social identity theory and organizational identification suggests that the relative status and power of parents as well as successes of IJVs can affect TMT members' identification with the IJV or the parent company. Preliminary field interviews provide general support for these propositions. Our analysis suggests that organizational identity and identification can be a valuable tool to facilitate the understanding of TMT functioning and IJV performance.     

Transition process activities and team efficacy of flight attendants

The research goals of this study were to investigate how transition process activities among flight attendants affect team efficacy. We distributed a total of 600 questionnaires to flight teams in an airline company, which yielded a usable response of 275 fully completed questionnaires in the end. The research model and the hypotheses were tested using a structural equation modeling approach.Our findings suggest that transition team activities have emerged as an important asset in team efficacy; moreover, increasing flight attendants' job satisfaction should be a priority for airline companies. Second, communication between flight attendants requires not just the delivery of information but also receipt and comprehension of the knowledge interchange, third, the development of shared leadership should be concerned in flight teams.     

The Role of Cognitive Development and Socialization in the Initial Development of Team Loyalty

Using Piaget's (1970) theory of cognitive development, the present study examines when children first begin to demonstrate team loyalty. An interview and testing protocol was administered to children aged 5-6 and 8-9. Preoperational, transitional, and concrete operational children were capable of demonstrating a psychological commitment to a favorite team that was resistant to change, but not the behavioral consistency indicative of loyalty. The current study demonstrates that children form preferences for sports teams early in life and that they are capable of forming a commitment to a sports team as young as age 5. The present study is one of the first efforts to include a transitional phase in the assessment of cognitive development. Results from the interviews showed that fathers were the most influential socializing agent relative to introducing children to sports teams and that the gender stereotype associating sports with males was prevalent among children in both age groups.     

Modelling Performance Improvement and Switching Behaviour in Team Learning

Accounting educators and agencies have sought to incorporate team learning activities into conventional learning methods. The readiness-assurance process (RAP) of team learning, in which students take quizzes first as individuals and second as members of student teams, has been shown to be effective in this regard. We analyse the RAP with a fixed-effects regression model to identify the factors that contribute to performance improvement and we use ordered logit regression to estimate, probabilistically, switching behaviour within student teams. A longitudinal study was conducted over the course of a semester in which 101 undergraduate accounting students, comprising 22 teams, completed six quizzes. Within-team knowledge disparity was shown to be a significant indicator of performance improvement, and individuals appeared more likely to switch their answers after the first quiz. There were no significant effects for either performance or switching associated with demographic measures of sex and English fluency. Implications for accounting educators are discussed.     

Does educational diversity of managers matter for the performance of team‐managed funds?

We study the effect of the educational diversity of managers on the performance of team‐managed mutual funds using a large sample of U.S. equity funds from 1994 to 2013. We consider diversity in terms of both final educational degree and field of educational specialisation. We find that, in general, both types of diversity have a positive impact on fund performance, and our results are robust over a wide range of performance metrics and changes in market conditions.