• Title, Summary, Keyword: team system

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Comparison of Hospital Nurses' Recognition of the Team System and Effects on the Nursing Organizational Team System (병원의 간호팀제운영에 따른 간호사의 인식과 효과 비교)

  • Park, Kwang-Ok;Park, Sung Hee;Yu, Mi
    • Journal of Korean Academy of Nursing Administration
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    • v.20 no.4
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    • pp.414-425
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    • 2014
  • Purpose: The purpose of this study was to identify hospital nurses' recognition of the team system and the effectiveness of the team system as an organizational structure. Methods: A self-report questionnaire was used to collect data from 247 general hospital nurses during 4 months in 2013. Analysis was done using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients and factor analysis with SPSS 18.0. program Results: There was no significant difference in nurses' recognition of team structure (t=2.06, p=.153) or effect of team structure (t=0.36, p=.549) according to use of team system. In hospitals with a team system, there were positive correlations between recognition of the effect of the team system and age (r=.25, p=.033), and total clinical career (r=.26, p=.012). In hospitals not using a team system, nurses' recognition of team structure as an organizational system (r=.31, p<.001), nurses' recognition of team structure, total (r=.30 p<.001) correlated significantly with the effects of team system. Conclusion: Results of this study provide a retrospection view of the team system in nursing organizational systems. The nursing team system's ultimate goal needs to be confirmed for complementary nursing care. Also, more studies on nurses' perceptions of, and effectiveness of the team system are necessary.

The Employees' Perception of the Effectiveness of Team System at University Hospitals in Korea (대학병원의 팀 운영특성에 따른 효과성 인식에 관한 연구)

  • 서영준;김연숙;강소영
    • Health Policy and Management
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    • v.11 no.3
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    • pp.1-30
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    • 2001
  • This study was conducted to evaluate the effectiveness of team system at university hospitals in Korea. Data were collected from administrative and medical support workers at 4 university hospitals through the self-administered questionnaires and analyzed using frequency analysis, t-test, and oneway ANOVA. The results of this study are as follows. First, teams with higher team management characteristics show higher level of quality of work life and performance effectiveness. Second, teams which consist of members with variety background and skills show higher level of quality of work life and performance effectiveness. Third, team which have the higher autonomy, technology variety, job significance, and feedback show higher team effectiveness. Fourth, team which have team leaders with higher leadership score show higher level of quality of work life and performance effectiveness. Fifth, there are differences in team effectiveness in terms of sicio- demographic variables such as average age, position, and tenure of team members, length of team system, and team size. Sixth, the job autonomy of team members and the leadership of team managers have significant effects on the quality of work life variables. Seventh, the leadership of team leaders, job autonomy of members, and individual contact between team managers and members have significant effects on the team performance variables. In conclusion, in order to increase the effectiveness of team system in university hospitals, it is required to consider the characteristics of team management, diversity of team members, the autonomy of team members, the leadership of team manager, and the socio-demographic factors of team members.

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Team Management for Better Performance that Sells to Customers: Aligning the Stars

  • Kang, Eungoo;Hwang, Hee-Joong
    • Journal of Distribution Science
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    • v.15 no.7
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    • pp.19-24
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    • 2017
  • Purpose - There are several problems that organizations face to make a better team-based system such as free-rider issue, assigned difficult jobs unfairly and bickering between high performers and average performers. The purpose of this study is to provide solutions for practitioners through past academic studies on how organizations can resolve several issues in team management. Ultimately, it would lead to employees as better performers for organization's profitability and customers' satisfaction. Research design, data, and methodology - Solution 1 - put employees who have a similar performance ability together into a same team and apply 'growth' approach for low performance team. Solution 2 - make a new evaluation system which is balanced between individual's performance and team's performance. Solution 3 - monitor thoroughly to diffuse difficult works equally among teams and develop management practice system that may prevent or resolve difficult work-loads for a team or an individual performer. Result - Investigation suggests that organizations may resolve three conflicts which come from team base system. Moreover, the implications of results show that the most important criteria in team management depend on whether performers have a similar ability in the same team and management handles issue of justice and the performance of each employee is evaluated by total team performance evaluation simultaneously. Conclusions - All in all, our recommendation concludes that if three issues are resolved, the lack of trust in team-based system among team members will be missed.

The Preventing and Diagnosis of Ultra High Voltage Substation Devices and Combination with An Automation System of A Substation (초고압 변전기기의 예방진단 및 종합 자동화)

  • Yang, Hang-Jun;Kim, Kyung-Geun;Kim, Sung-Sik;You, Jeong-Sik;Kim, Hong-Suk;Lee, Hahk-Sung
    • Proceedings of the KIEE Conference
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    • pp.275-277
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    • 2001
  • In this paper a preventative and diagnostic system for high and ultra high voltage electric power transmission apparatus is proposed to secure substation normal operation. The proposed system consists of monitoring sub-system and diagnostic sub-system, which are mainly for GIS and main transformer, and the system will be applied for newly established 765kV class substation in Korea. Some guideline for combination with substation control system are presented, and engineering solution as an improved substation automation system is also proposed.

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A Study of Critical Success Factors in System Development Team Operation (시스템 개발프로젝트에 있어서 팀제도 운영의 성공요인분석)

  • 이재정;박문규
    • The Journal of Information Systems
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    • v.8 no.2
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    • pp.169-185
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    • 1999
  • The overall objective of this study is to empirically investigate organizational/managerial factors affecting system development team operation. The contributions of this research project are two-fold. First, this study examined various organizational/managerial factors that made team operation successful. Second, we presented the key success factors among the identified success factors of team operation. A field investigation of 68 system development teams located around YoungNam area indicates that motivation, leadership and egalitarian team culture are success factors of team operation. Especially, key success factors are leadership and egalitarian team culture.

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The Relation with Shared Cognition for Knowledge Worker and Team Effectiveness (지식근로자의 공유인지와 팀 효과성의 관계)

  • Lim, HuiJeong;Kang, HyeRyeon
    • Knowledge Management Research
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    • v.6 no.2
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    • pp.67-90
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    • 2005
  • Attention has been focused recently on the concept of shared cognition which encompasses the notion that effective team members hold knowledge that is overlapping and complementary with teammates. This shared cognition is expected to improve team effectiveness. In contrast to the continued efforts in developing theoretical approach of shared cognition, empirical studies are meager. Thus, we conducted an empirical study to investigate the role of shared cognition on team effectiveness. This study classifies shared cognition into two types, team mental model and transactive memory system, by shared meaning. A total of 121 new product development teams in the IT industry were surveyed for the data collection. The results of analysis can be summarized as follows: first, team mental model has a positive influence on team performance, team innovative behavior and team learning effect. And the relation with team mental model and team performance is moderated by the similarity of knowledge structure among the expert. Second, transactive memory system has a positive influence on team performance, team innovative behavior and team learning effect.

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Team Managers' Experience With a Team System in the Hospital (병원조직에서 간호팀장의 팀제 경험)

  • Park, Kwang-Ok
    • The Journal of Korean Academic Society of Nursing Education
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    • v.18 no.3
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    • pp.486-498
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    • 2012
  • Purpose: The purpose of the study was to understand and describe the team manager's experience in relation to the team system in the hospital organization. Methods: In-depth individual interviews for collection of data were conducted from October to November 2011. Participants were chosen purposely among team managers who had worked as team managers under the team manager system in Seoul for more than three years. Content of all interviews was recorded and transcribed according to information collected by interviewers. Data were analyzed using Colaizzi's analysis. Results: Six categories were derived from the analysis: 1) Strengthening of team manager's authority; 2) Sharing of multifaceted leadership role; 3) Demonstrating people-oriented leadership; 4) Complete interpersonal relationship and communication; 5) Self-empowering with web-like plans and practices; and 6) Going through rigorous commitment for team performance. Conclusion: Results of the study demonstrate various positive factors in association with the team system in spite of the short period of time since its introduction in the hospital organization; however, some negative aspects of the team system need to be reevaluated.