寻星技术交流吧,毛主席像章价格,伊宁县党建网
setting (Schwarzwald and Koslowsky, 1999). Perhaps, the measure was not sensitive here to assess this aspect of women’s role. It may be worthwhile in future research with this variable to highlight specific aspects of cohesiveness that focus on the quality of the interaction between team members. In identifying some of the practical implications from the study findings, it would appear that for an organization to improve team performance, it would be beneficial if the manager were to provide opportunities for enhancing knowledge level and encouraging team cohesiveness. Enhancing knowledge level can be accomplished by choosing teams that incorporate individuals with integrated knowledge that cover the main functional areas of business administration coupled with strong learning motivation. Team cohesiveness can be achieved by adopting a transformational leadership style and building a team with individuals who work well with each other and are willing to expend effort in order to increase the team’s performance. Limitations and future research The study’s advantages are quite clear. Several of the measures such as knowledge and, perhaps, most importantly, team performance was derived from objective, behavioral measures. Yet, several of these positive points were accompanied with problems associated with the sample, namely, graduate students in an artificial game situation. Would a working group in a real setting behave the same way? The student setting here permitted a degree of internal validity to be achieved but its external validity is questionable. Also, the scale used for determining leadership style consisted of just one item. This did not allow for measures of internal reliability and may very well have missed some of the important nuances associated with the leadership construct. The poor prediction afforded by the leadership measure can be attributed, at least in part, to the use of this less powerful item. (Interestingly, it did relate significantly to cohesion, asThe Essay is provided by UK Assignment http://www.szdhsjt.com  hypothesized). A more accurate scale, such as the MLQ, developed by Bass and Team performance remains a major issue for organizational researchers. Yet, little |
