• Title, Summary, Keyword: Team Management

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

  • Kang, Eungoo;Hwang, Hee-Joong
    • The 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 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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A Study on the Introduction and Management of the Team Organization in College Administrative Systems (대학행정조직(大學行政組織)의 팀제 도입.운영(導入.運營)에 관한 연구(硏究))

  • Kim Se-Joong
    • Management & Information Systems Review
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    • v.4
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    • pp.409-441
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    • 2000
  • The purpose of this study is to present the problem of the introduction and management and the method of activation of the team organization in college administrative systems through the theoretical study about the team systems and the actual proof study already introduced and operated in colleges and enterprises. The scopes of the subject of theoretical study are the concept of team systems, the type of systems, the strategy of introduction and management, the problem of management and the tactics of activation. The scopes of the theoretical study are the field of systematic structure and that of introduction and management. In order to activate the team organization of college administrative systems, we must study three points such as empowerment, construction of learning team and the method of personal management. For the sake of conducting the team organization efficiently, we must consider four fields. They are as follows: First, considering the continual efforts for reorganization is the most important precondition. Second, the device of supplement related with introduction of systems such as evaluation of merits, promotion and budget must be prepared as soon as possible. Third, in order to introduce the systems, the improvement of systems is needed. Fourth, it must be accompanied by redesigning the whole business process. Especially, in the introduction of team organization, it is important above all to introduce suitable constitution or situation of business. And making a constant effort and preparation for solving problems is essential to successful management of team organization.

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A Study on Project Success Factors and Individual Personality for Project Team Activation - Based on ERP Project - (프로젝트팀 활성화를 위한 개인성향과 프로젝트 성공 요인에 대한 연구 -ERPProject중심으로-)

  • Park, Jong-Ki;Kang, Kyong-Sik
    • Proceedings of the Safety Management and Science Conference
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    • pp.279-286
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    • 2006
  • Since 1990's, many enterprises have implemented ERP System. Especially, they want to become an advanced company use ERP implementation. Already, ERP system come to high level which is stabilized and support independent business process of many industry sectors. Although most companies had previous good plans, but those are not satisfied. Because of failed to change management and had many problem about Project team operation. Therefore, important success factors for ERP project are change management and organization activation for Project team. The purpose of this study is suggest to improve method about team activation through analysis the Project team member's individual personality as a factor that makes the success of Project team. This paper studied success factors of project team and plan for organization activation. The results of this study can be used for a successful implementation of the ERP system as make of Project team consider of individual personality and administer a Project team.

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Teams Operation Performance Evaluation based on BSC (BSC에 근거한 팀제 운영 성과측정)

  • Yoo, Jin-Seong;Yoon, Seong-Pil;Cho, Tae-Yeon;Kim, Chang-Soo
    • Journal of the Korea Safety Management and Science
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    • v.8 no.4
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    • pp.219-238
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    • 2006
  • Many corporations are accepting various kinds of business reform techniques to be adapted and overcome in this e-Business period. Among these techniques, team-organization is selected most in person/organization field. The introduction of team-organization is more needed and spread, so many corporations actually constructed team-organization formation form. But the result has not been active. Therefore after team-organization is introduced to improve the performance evaluation of team management, the result of team management performance should be correctly measured to find out and settle the problems of team-organization. The purpose of this research presents the development of the model of team-management performance evaluation and the method of the proper measurement based on BSC.

The Effect of Team Member Characteristics and Team Process on Team Effectiveness (팀구성원 특성과 팀과정이 팀효과성에 미치는 영향에 관한 연구)

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    • Journal of the Korea Safety Management and Science
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    • v.6 no.1
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    • pp.269-281
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    • 2004
  • This study aims to examine the effects of team member characteristics(change reception, work understand) and team process(potency, social support, workload sharing, communication and cooperation within the team) to team effectiveness(job commitment, job satisfaction and productivity), As the result, both team member characteristics and team process have positive relations with team effectiveness.

The Effects of Team Network Characteristics and Boundary Spanning Activities on Knowledge Management Performances: The Mediating Role of Trust (팀 네트워크 특성과 경계관리 활동이 지식경영 성과에 미치는 영향: 팀 신뢰의 매개역할)

  • Goh, Yumi;Kim, Jee-Young;Chung, Myung-Ho
    • Knowledge Management Research
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    • v.14 no.5
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    • pp.101-120
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    • 2013
  • The effective management of knowledge has become one of the critical success factors in current organizations. In spite of the extensive use of Knowledge Management System (KMS), useful information and knowledge resources are still transmitted through personal networks among people in organizations. Thus, social network theory which focuses on social relationships in organization can be a fruitful theoretical resource for enhancing Knowledge Management (KM) performances. In this study, we investigate the effects of intra-team network characteristics (i.e., group density and degree of centralization) and external boundary spanning activities on knowledge management performances of a team. We also acknowledge that all group members do not necessarily agree on the team goal and actively disseminate useful information and knowledge. Drawing on the political perspective on KM which emphasizes the role of trust among group members, we examine the mediating effects of team trust between internal/external network characteristics and KM performances. From the data of 220 teams in financial companies in Korea, we found that: (1) group density had positive effects on KM performances (i.e., knowledge creation, sharing, and use). (2) However, centralization was not significantly associated with KM performances. (3) Team trust was found to be an important factor mediating the relationship between intra-team network characteristics, boundary spanning activities, and KM performances. Based on these results, we discuss and suggest possible implications of the findings when designing and implementing KM practices.

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