Managing Pandemics—Demands,Resources, and Effective Behaviors Within Crisis Management Teams

Pandemics, such as the COVID-19 crisis, are very complex emergencies that can neither be handled by individuals nor by any single municipality, organization or even country alone. Such situations require multidisciplinary crisis management teams (CMTs) at different administrative levels. However, most existing CMTs are trained for rather local and temporary emergencies but not for international and long-lasting crises. Moreover, CMT members in a pandemic face additional demands due to unknown characteristics of the disease and a highly volatile environment. To support and ensure the effectiveness of CMTs, we need to understand how CMT members can successfully cope with these multiple demands. Connecting teamwork research with the job demands and resources approach as starting framework, we conducted structured interviews and critical incident analyses with 144 members of various CMTs during the COVID-19 pandemic. Content analyses revealed both perceived demands as well as perceived resources in CMTs. Moreover, structuring work processes, open, precise and regular communication, and anticipatory, goal-oriented and fast problem solving were described as particularly effective behaviors in CMTs. We illustrate our findings in an integrated model and derive practical recommendations for the work and future training of CMTs.     

Solidarity in STEM: How Gender Composition Affects Women’s Experience in Work Teams

The relationships among the percentage of women in a team and women’s sense of team identification and collective efficacy as well as team performance was examined. We explored these relationships in a sample of student teams conducting a semester-long social science research project within the context of science and technology-focused university. Findings with 95 U.S. college students (43 women) show that women experience higher team identification and collective efficacy as the percent of women teammates increases. Additionally, women’s team identification and collective efficacy mediate the relationship between the percentage of women on the team and overall team performance. Interestingly, the number of men on the team did not influence men’s sense of team identification, collective efficacy, or team performance. This research has implications for team composition. Specifically, when navigating diversity in teams, managers and leaders should aim to build teams that are composed of multiple women versus an approach that divides women up among various teams. In doing so, managers can better secure conditions for the development of positive teamwork experiences and, ultimately, performance.

     

Coaches’ Perspectives of a Negative Informal Role: The ‘Cancer’ within Sport Teams

Roles are the pattern of behaviors expected of individuals in a given social situation. The general purpose of the present study was to gain an understanding of the negative informal role of the cancer (i.e., an athlete who expresses negative emotions that spread destructively throughout a team) within sport groups. Semi-structured interviews were conducted with Canadian intercollegiate coaches to determine perceptions of the characteristics, emergence, consequences, and management of the cancer. Verification interviews supported the classification and interpretation of information obtained from the initial data collection. The responses from the coaches demonstrate the importance of the cancer in relation to group functioning and contribute to our understanding theoretically and also in relation to practice.     

Gendered Racial Stereotypes and Coaching Intercollegiate Athletic Teams: The Representation of Black and Asian Women Coaches on U.S. Women’s and Men’s Teams

Sex Roles - The purpose of this study was to examine the representation of Black and Asian women coaches on women’s and men’s intercollegiate athletic teams. Through the theoretical...     

Perceptions of Chaplains’ Value and Impact Within Hospital Care Teams

Many scholars have written about the role of spirituality in health care. One mechanism for incorporating spirituality into the care of patients is to integrate clinically trained chaplains into hospital care teams. We examined in a mixed-methods fashion, the effects of this type of integrated care team within a teaching hospital setting. The quality and impact of chaplain involvement were studied from patient and physician-in-training perspectives, using data from more than 200 patients and physicians in training. Findings clearly show that clinically trained chaplains can contribute meaningful expertise and real value to the quality and comprehensiveness of patient and physician experiences.     

Researchers’ Perceptions of Ethical Authorship Distribution in Collaborative Research Teams

Science and Engineering Ethics - Authorship is commonly used as the basis for the measurement of research productivity. It influences career progression and rewards, making it a valued commodity in...     

Enhancing Customer-Needs–Driven CRM Strategies: Core Selling Teams,Knowledge Management Competence,and Relationship Marketing Competence

Managing relationships with customers is often challenging because firms engage in many different types of transactions and their customers vary considerably as to their wants and needs. To meet these challenges, firms are turning increasingly to formal customer relationship management (CRM) programs. Because of their ability to enhance interfirm relationships in business-to-business marketing, firms often turn specifically to customer-needs–driven CRM strategies. These strategies focus on the use of database technology to aid in developing long-term cooperative relationships with key customers. One important resource that enables firms to more easily develop and implement customer-needs–driven CRM strategies is the core selling (CS) team. We examine CS teams’ ability to enhance the development of two competences (a knowledge management competence and a relationship marketing competence) that are important components of customer-needs–driven CRM strategy.     

Communication and Performance in Co-Located and Distributed Teams: An Issue of Shared Mental Models of Team Members?

The aim of the present study was to test whether the shared mental models of team members have an effect on team performance, communication, and physical arousal in two distributed teams in pursuit of a common goal. A sample (N = 15) of newly formed navy teams was compared with a sample (N = 13) of seasoned navy teams. The results showed that familiar teams displayed higher performance levels, faster reaction times, more accuracy, and greater mission success compared to unfamiliar teams. A significant shift in communication strategy and physiological response (heart rate) was observed between the teams and from baseline to low workload. Implications for team training are discussed.     

Who's to Blame? Attributions of Blame in Unsuccessful Mixed-Sex Work Teams

This study examined how blame is attributed when mixed-sex teams produce unsuccessful work products. Participants read about a mixed-sex dyad that had worked together on a male sex-typed task and had an unsuccessful group outcome. We varied the information participants received about the performance on the group task. When the only performance information available was group-level feedback, participants attributed more blame to the female teammate than to the male teammate. However, when individual-level feedback was available, participants attributed more blame to the male teammate than the female teammate. Both theoretical and practical implications are discussed.     

共产主义:自然主义—人道主义—社会主义

亚克色罗斯也是在近代法国资产阶级哲学流行风气下一个颇露头角的人物。他自命是马克思学者(Marxioloque)而不是马克思主义者。主要是以存在主义的观点谈马克思主义、辩证法等等。他们拚命搜罗马克思早期著作,摭拾拚凑,来歪曲马克思。往往在大段引证马克思原文并加以大体重述之余,用存在主义的意义,去解释引文中“存在”、“意识”、“本质”等名词,弄得面目圣非。这一手法在今日法国已经成为时髦了。著者虽然大言不惭,认为对马克思热情赞颂和放肆讦的两个极端盛行,而真正了解马克思的很少,其实他自己更是无知。他自己的意思总起来说,不过是:(1)马克思要以实践来解决思想和实在的二元性,而仍然处理不了思想;(2)共产主义运动既以思想、意识为出发点,又归结于思想、意识;(3)共产主义运动是一个扬弃的运动,但本身也要被扬弃;(4)共产主义运动现实的前提,是世界经济以全球性的技术为基础。但他的旁征博引,主耍是想用“异化”——范畴来说明人的意识是使自然存在的东西,而意识的绝对否定性则是人的本质。这种虚无主义的“人道主义”,本是存在主义的滥调,不过亚克色罗斯利用它来向马克思提问题,更十足表现其对马克思一窍不通罢了。本文选自作者所著《马克思,技术的思想家》(巴黎,1961年出版)一书第六篇第二章。     

How Do Leaders and their Teams Bring about Organizational Learning and Outcomes?

How do leaders generate a learning climate that yields favorable organizational outcomes? To address this question, we offer and test a model linking charismatic leadership with the team‐emergent states of shared vision and trust within the team, as predicting organizational learning climate, and long‐term assessments of organizational outcomes by key stakeholders. We examined this model in a sample of 69 Arab elementary schools in Israel using multiple sources of raters, predicting long‐term assessments by key stakeholders of respective schools (parents and superintendents) at 2 points in time: 1 year and 3 years following the survey of the teachers. In line with our expectations, we obtained an overall, indirect effect between charismatic leadership and organizational learning climate. We also found support for both the direct and indirect effects of leader charisma through trust within the team on organizational learning climate and school outcomes. Although charismatic leadership predicted shared vision among team members, shared vision did not predict organizational learning climate, and hence, our proposed mediating effects of shared vision on organizational learning climate and outcomes were not supported. We discuss both theoretical and practical implications for the effects of leaders on learning processes and outcomes.     

An Examination of Homologous Reproduction in the Representation of Assistant Coaches of Women’s Teams

Researchers (e.g., Stangl & Kane Sociology of Sport Journal, 8: 47–60, 1991) have been successful in using homologous reproduction theory to explain the decline of women in coaching roles. In this investigation, we aimed to extend previous research by exploring the practice in (a) employment patterns of assistant coaches, and (b) environments in which women are actually the dominant gender doing the hiring. Data from the 2002–2003 Equity in Athletics Disclosure Act (EADA) was used to determine if a head coach’s gender impacted the gender composition of assistant coaches on a staff in four different women’s teams sports in NCAA Division I, II, and III institutions (n?=?2,964). The results indicate that the gender of a head coach does impact the gender composition of the assistant coaches on a staff, irrespective of sport. This relationship was most notable when the head coach was female, as female head coaches were much more likely to hire female assistants than male head coaches were to hire male assistant coaches.     

The Effects of Class-Wide Function-Related Intervention Teams (CW-FIT) on Students’ Prosocial Classroom Behaviors

Students with challenging, disruptive behavior have difficulty learning in school, and their behavior adversely impacts the learning of other students and the classroom teacher. Class-Wide Function-related Intervention Teams (CW-FIT) is an evidence-based approach that teachers can use to prevent and reduce problem behavior and increase prosocial classroom behaviors. Previous studies have demonstrated that CW-FIT produced improvements in student appropriate classroom behaviors which led to increased available instruction time. The purpose of this investigation was to systematically replicate CW-FIT adding to the empirical research base supporting it. A novel aspect compared to prior studies was measurement of the student behaviors related to skills taught during CW-FIT (compliance, hand-raising, out-of-seat, and talking out), showing a direct relationship to students’ improvements. Students in four classes and their teachers participated in this study. An ABAB reversal design was used to demonstrate intervention effectiveness and experimental control. Implications for research and practice are discussed.     

What Do Groups Learn from Their Worldliest Members? Direct and Indirect Influence in Dynamic Teams

This study investigated the consequences of temporary membership changes for itinerant members (who leave their group of origin temporarily to visit a foreign work group) and indigenous members of those origin and foreign groups. We tested the hypothesis that itinerant members' unique knowledge and experience can be transferred from the group where it originated to another group engaged in the same activities. Results showed that all members produced more unique ideas after itinerant members returned to their group of origin than before they left or while they were away; however, the ideas of itinerant members were significantly less likely to be utilized by the group in an essay on group work. After their return, itinerant members were perceived as highly involved in group activity, but also more argumentative, and although they produced more unique ideas than indigenous members, their essay contributions were perceived as less valuable. As a result, itinerant group members had less direct influence after changing groups than they did prior to the membership change.     

我要说:I think so——访美观感

回国前一天晚上,在圣地亚哥,东道主举行欢送晚会。会上演奏了中国古曲,华裔女青年跳起了中国少数民族舞蹈。这时,我心意绵绵,想到了太平洋对岸的碧水蓝天。一对教授夫妇的边歌边舞打断了我的心绪。在舞步尚未完全收住的时候,他们动情地说,祝愿中美人民永远友好,祝愿我们世世代代生活在和平环境之中。我说,对于两位教授的心愿,我要说一句英语:Ｉｔｈｉｎｋｓｏ。教授夫人与我约定两年以后,我用英语讲演,她用汉语讲演。第二天清晨４时,琼女士亲自开车送我们赴机场。汽车在微寒薄雾里行驶。琼女士通过吴先生告诫我,对于上述约定一定要兑现,说话…     

Optimising self-regulated study: The benefits—and costs—of dropping flashcards

Self-regulation of study activities is a constant in the lives of students—who must decide what to study, when to study, how long to study, and by what method to study. We investigated self-regulation in the context of a common study method: flashcards. In four experiments we examined the basis and effectiveness of a metacognitive strategy adopted almost universally by students: setting aside (dropping) items they think they know. Dropping has a compelling logic—it creates additional opportunities to study undropped items—but it rests on two shaky foundations: students’ metacognitive monitoring and the value they assign to further study. In fact, being allowed to drop flashcards had small but consistently negative effects on learning. The results suggest that the effectiveness of self-regulated study depends on both the accuracy of metacognitive monitoring and the learner's understanding, or lack thereof, of how people learn.     

国家—社会—民间:云南民间宗教的三元分析框架

中国古代的神道设教传统,使宗教信仰可以沟通庙堂之高与江湖之远.官方宗教民间化与民间宗教官方化,是中国封建社会宗教嬗变的两条路径.云南民间宗教在政治、经济、社会、文化诸要素综合而成的情境中演化发展,宗教文化生态集合并体现了国家、社会与民间的诸多关系.“国家—社会—民间”三元分析框架,有助于阐释民间宗教生成演化的规律,提升民间宗教的治理水平.