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The purpose of this study is to test the relationship between team composition and team performance by applying the construct of Ten Haaf, Bikker and Adriaanse.

Data were collected from a sample of 39 teams out of a population of 234 undergraduate MBA students. Four performance indices of each team were tested against the Ten Haaf et al. scores by using Spearman's rank test.

A statistical relation between team composition according to Ten Haaf et al. and team performance was not found. It is argued that Ten Haaf et al. and other authors do not use constructs according to Belbin's theory of balancing teams.

There is need for a construct, which is isomorphic with Belbin's notions of team balancing. The relation between this construct and performance should be tested.

The current team balancing constructs in literature are of limited use. As the various constructs give differing assessments of balance these constructs should not be used. Implications are suggested for more prescriptive algorithms for designing balanced teams.

The team composition algorithm of Ten Haaf et al. has not been tested up to now with regard to team performance. The study amplifies on the ambiguity of the concept of team balance.

This paper aims to explore at what league size competitive balance reaches its best level through a longitudinal study and by using the English Premier League (EPL) as an example.

To test the influence of league size on competitive balance in the EPL, the authors first calculated competitive balance scores for 22 seasons between 1995/96 and 2016/17 under the existing 20 team system. They then calculated a further ten normalised competitive balance scores for each EPL season by adjusting the league size to examine the league size threshold at which competitive balance in each season of the EPL was at its best level.

The analysis indicates that the current league structure of 20 teams compromises the overall level of competitive balance in the EPL in comparison with a league comprising between 10 and 19 teams. However, the authors cannot pinpoint the precise league size at which the EPL is most competitively balanced, as no significant differences were observed between the competitive balance indices for these league sizes.

The findings of this study have practical relevance for league organisers and the Union of European Football Associations given that they themselves have stated that competitive balance will be a big challenge for the European football industry in the coming years.

Accompanying the growing use of teams in the workplace, Belbin’s diagnostic instrument for team role self‐perception is now widely used for a variety of practical management development purposes, including putting together “balanced” teams. Despite the claims of some purists that Belbin’s instrument lacks a strong theoretical underpinning, it fills an apparent void in practical teamworking literature, even though its applicability is not well understood. This study uses data from 43 teams of MBA students performing a project management simulation exercise, and finds no significant relationship between team role balance and team performance. Nevertheless, the study shows that the presence or absence of some individual roles can have a positive or negative effect on performance.

The purpose of this paper is to understand different aspects of structural dispersion in virtual teams (VTs). The study measures five types of dispersion, their impact on VT performance and the moderating effect of electronic communication.

The authors collected data from 44 globally distributed VTs representing 403 members. The authors used details of the members’ locations to measure five elements of dispersion for each team: spatial, time-zone, number of locations, extent of numerical balance across locations and extent of isolated members for a team. The authors used two items to assess effective electronic communication and measured team performance on four items from three sources – members, leaders and third-party stakeholders.

Using regression, the authors found that the number of sites, degree of team balance and isolation had a negative impact on team performance. Spatial and temporal dispersion did not impact performance. Effective electronic communication moderated the relationship of team performance with team balance and the number of sites.

Study presents novel findings on the role of team configuration in VTs. Limitations: the study provides pointers to the likelihood of a non-linear relationship between spatial distance and performance; however, the scope of the paper does not permit an examination of this model. Future research can study this relationship. Second, the study does not examine how team configuration impacts the team processes that discount performance. Finally, the study treats each index of dispersion as independent of the others. The analysis does not study the interplay between and among the indices.

The findings provide clear indicators for managers and researchers of VTs on the issues associated with the location and configuration of the teams. Managers, while designing and managing dispersed members are now informed of the impact of the number of sites and the sub-group dynamics. The study underscores the importance of effective electronic communication in managing dispersion.

The study presents how faultiness based on location of VT sub-groups (as represented in the configuration of a team) can hamper performance. Literature suggests that this faultiness can also extend to social identities (based on gender, culture, etc.). The indicators provided by this study in this respect provide a topical focus for research because diverse dispersed teams are becoming more prevalent.

The study is the first empirical exploration of dispersion in VTs beyond the traditionally acknowledged dimensions of spatial distance and time-zones. It is a timely response to the recent trends in literature. Additionally, the study derives data from a unique data set of global VTs, thus making findings easily generalizable.

The purpose of this research is to examine the extent to which Belbin's team role theories are relevant and can be used to predict performance in the context of the Integrated Project Teams (IPTs) responsible for acquisition within the Ministry of Defence (MoD).

A sample of seven IPTs across the Defence Procurement Agency (DPA) and the Defence Logistics Organisation (DLO) completed Belbin's (1981) manual 8 Role Self Perception Inventory in order to determine their team role preferences. A team performance survey, developed by Barbara Senior in 2005, was then used to determine perceived process performance. The relationship between these two variables was examined in detail.

The results provide support to the proposition that Belbin's Team Role Theory is relevant in MoD acquisition. Certain team roles are more predominant in certain functional roles within IPTs and this duplication could have a negative impact on performance, given Belbin's assertion that “balanced” teams will perform better than “unbalanced”. The difficulties in objectively assessing team role balance (both narratively and statistically) are discussed in detail.

Whilst a representative sample of IPTs was investigated, a longitudinal study of a more extensive sample is required to substantiate these initial findings.

Belbin's Team Role Theory provides a cost effective means of potentially improving performance in defence acquisition.

While there have been some unpublished studies into functional roles in MoD teams, there is a research lacuna with regard to the examination of team roles as a factor influencing performance in defence acquisition.

This study aims to examine the impact of balanced agile project management (balanced APM) on firm performance through the mediating role of market orientation and strategic agility of medium and large telecommunication technology providers in Indonesia.

Research data was collected from the executive management of telecommunication technology providers in Indonesia via a questionnaire survey to obtain 150 valid questionnaires for analysis. This study analyzed the overall model fit through confirmatory factor analysis and causal relationships through structural equation modeling.

The results indicate that market orientation mediates the link between balanced APM and strategic agility and that strategic agility mediates the link between market orientation and firm performance.

The choice of single telecommunication industry in a single country, Indonesia, provides a limitation on external validity. It is, therefore, suggested to extend the research efforts to other industry sectors in multi-country environments.

This study extends the knowledge about agile project management by embracing balancing control enforcement and tests it empirically. This study also re-conceptualizes strategic agility to embrace business partner switching capability and market orientation to embrace the inter-partner coordination dimension. Finally, the results highlight that agile project management needs to be framed by market orientation to create higher value for customers. However, market orientation alone is not enough and that the organization requires strategic agility to achieve firm performance.

This paper aims to assess the utility of an approach to the design of multiple Balanced Scorecards within large/complex organisations, consider the relevance of “emergent strategising” in this kind of strategy implementation and explore project organisation and wider coordination issues that impact this type of work.

A “research-oriented – action research” approach has been adopted, comprising qualitative observations of an ongoing programme within a major organisation in the Middle East. The case is based on feedback obtained from key actors (participants, facilitators) and the analysis of documentation produced by the project.

Over four years, the project engaged directly with over 200 managers from the organisation’s 35 most senior management units. Its purpose was to align the strategic aims of each unit with those of the organisation and introduce a new form of strategic control. The paper shows that consensus-forming and creation of locally relevant strategic agendas can be usefully and successfully embedded in a large-scale strategic control and alignment programme. The paper notes the large resource implications and duration of such programmes, and the challenges of integrating the resulting processes with those already in place. The paper concludes that for the case organisation, the resource investment appears to have generated useful outcomes.

The project relates to a continuing programme within the client organisation that was not explicitly established before it started as an action-research activity. This has limited and constrained the quality of the information reported.

The scale of the project, the use of design methods that emphasis consensus forming and local relevance provide novel information and insights.

The purpose of this study is to explore balanced leadership behaviors, which exhibit ambidexterity, in a top management team (TMT) recognized for innovation and operational success.

An action research case study was conducted in a single global organization in an industry requiring high levels of innovation. Operationalized as a balance of exploratory and exploitative behaviors, leadership ambidexterity was measured using the strategic-operational dimension of the Leadership Versatility Index (LVI©) which when completed included 67 assessments provided by TMT peers, supervisors and direct reports. Using quantitative and qualitative data, we examined the behaviors of six executives and the degree of flexibility they exhibit when switching opposing behaviors.

This study provides empirical evidence that TMT leaders of a highly innovative company strive to flexibly move between explorative and exploitative behaviors both as individual members and as an executive team. A high degree of exploitation–exploration versatility was also linked to the TMT effective performance.

For organizational practitioners, the study offers a quantifiable measure of individual and team leadership ambidexterity. It can be used to raise awareness and suggest ambidextrous behaviors to TMT leaders and “high-management-potentials”.

This study measures leadership ambidexterity of individual executives and the TMT as a group using a quantitative instrument supported by 360-degree qualitative data. Access to both secondary and proprietary information allowed in depth examination of the TMT behaviors in an innovative firm, which was acquired at a premium and was recognized with multiple innovation awards.

This paper aims to construct for the first time a link between the project members' assignment and personality balance.

This study develops a project assignment quantitative model that maximizes the team's personality balance while meeting the capability requirements.

The findings indicate that a more balanced project team that contributes to project performance can be obtained before project starts.

This paper is limited to the exploration of Belbin's personality types. However, it offers a generic approach that can be applied to other personality categorization.

The paper helps practitioners form a personality balanced project team to improve the project performance by reducing the complexity of project communication and problem solving.

The paper develops for the first time a project assignment model that considers both capability and personality and allocates project personnel in such a way that the most suitable personnel is selected from a group of qualified capable candidates, to increase the possibility of success for the project.

This paper aims to test the relationship between team role diversity and team performance, as one of the main assumptions behind the highly cited and used Belbin model and test.

Data were collected among 24 teams of 144 students that participated in different rounds of a management game. All students performed a Belbin role self‐test prior to the management game. Performance of the teams was measured by the grade they received for the year‐end report written, and the financial results they achieved at the end of the management game.

No relationship was found between team role diversity and team performance. Also, it was found that the Belbin role of the team leader was not related to team performance as well. The only significant relationship found was between the individual study results of the team members and the grade they received for the year‐end report.

Results might change if team performance is measured by other indicators, such as the level of in‐team collaboration or collective motivation.

It should not be expected that creating diversity of roles within teams automatically leads to better performance. Continuous improvement, recognizing the phase team development is in, should also be in place to balance team members and support their performance.

This paper contributes to the empirical testing of assumptions and ideas behind Belbin's model and test. Given its limitations, it provides new triggers to conduct more, similar empirical research.