Search results

The construct of shared mental models has garnered interest among team researchers as a means to explain how teams develop into highly coordinated units. McComb (this volume) contributes to this body of work by synthesizing a host of empirical findings and theoretical assertions into a model of mental model convergence. This advancement is significant, because it begins to shed light on how shared mental models may develop in teams. The present commentary takes McComb's work a step further by combining it with findings from the area of team training. The result is a set of propositions describing when various training interventions may be most beneficial to the team and the mental model convergence process, and why. These propositions are intended to stimulate further efforts to empirically validate team-training strategies as a means to foster development of shared mental models.

Stagl, Salas, Rosen, Priest, Burke, Goodwin, and Johnston (this volume) conducted a review of distributed team performance and discussed some of the implications of distributed, multicultural operations for individual, team, and organizational decision making. Expanding upon Stagl and colleagues’ discussion, Alutto (this volume), and Coovert and Burke (this volume) provided thought-provoking commentary on these issues. The current note briefly responds to some of the questions posed and comments made by Alutto, Coovert, and Burke and concludes by calling for a continued dialogue by all stakeholders concerned with fostering effective distributed teams.

Cultural dimensions studies can limit managers' ability to overcome challenges within international teams as they perpetuate stereotypical perceptions based on nationality. Instead, managers can use identity theory to build a team culture based on interpersonal awareness in which team members view their colleagues as fully realized and predictable individuals.

In this reply, we offer responses to two commentaries on our work on individual and team cognition and team creative problem-solving processes. We first acknowledge the contributions and depth of expansions to our work by Sacramento, Dawson, and West and by Shalley. We next clarify our views on some issues they raise. Finally, we offer additional multi-level extensions on these processes by incorporating ideas on leadership and organizational context.

This paper delves into the complexities of daily dispersed tech team dynamics and aims to understand the underlying reasons for the challenges that such teams face. Through personal observations and analysis, this paper aims to identify communication barriers and propose actionable insights and strategies for improvement.

By leveraging personal insights and observations from the IT HR field from three different countries, information and data was collected. Such personalized approach allowed for a deeper exploration of real-world scenarios, how physically dispersed teams work and what challenges they struggle with. A comprehensive examination of the issues faced by tech teams operating globally also allowed to observe the noteworthy outcomes that could bring the best benefit for such teams.

As geographically dispersed tech teams continue to gain popularity, understanding the challenges that the teams might face and the potential ways of solving them become As HR as well as team managers roles now evolve, flexibility becomes paramount for navigating global team dynamics.

This paper is a contemporary call for action to stimulate management, enlightening them on the requisites for establishing and cultivating high-performing teams that work across geographical boundaries. There is a lack of understanding of what challenges physically dispersed teams face and to what degree those challenges impact the teams. This paper addresses this deficiency.

Sustainable building development involves several stakeholders, team participants and their fulfilment can affect the performance and outcome of succeeding construction development. The effect of the individual or human component is one of the most desperate reasons for the realisation of any progress in the building sector. Organisations are developing an increasing number of project teams to meet diverse organisational goals as they acknowledge the value and importance of project teams. However, in order to ensure that the project team achieves positive results, management, particularly the project manager, must focus on crucial elements such as team satisfaction. Project success can be influenced by team satisfaction. The project leader usually oversees and manages the team, organising and managing project activities between stakeholders and other team members. The study found that gratitude, enhanced morale, increased responsibility, putting in extra effort and job quality are all reasons why team satisfaction might affect a construction project's success.