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While important for athletic development and well-being in youth sport, knowledge remains limited around the processes underpinning triadic relationships between parents, athletes, and coaches. This study aimed to examine the relational processes that drive the functioning of parent–athlete–coach triads across three developmental stages of youth tennis. Using a collective-case-study design, 10 players, 10 coaches, and 9 mothers completed preinterview tasks and semistructured interviews and provided conversational history. Reflexive thematic analysis led to the generation of two higher order themes: foundations of relationship quality and factors enabling team effectiveness. Findings highlighted how specific relationship qualities (i.e., commitment, trust, respect, and parent–coach proximity) and team effectiveness constructs (i.e., shared goals, collaborative and adjusted roles, support, and role-specific communication) served to facilitate the tennis experience for triads. Scholars are encouraged to consider integrating small-group principles (e.g., team building) into tailored support programs that address the psychosocial needs of the triad. [ABSTRACT FROM AUTHOR]

This conceptual article examines the role of team-building in outdoor learning, reviews group development theory in relation to teamwork, and outlines the Behaviour Analysis model as a tool to facilitate team-building. Working with this foundation, the theory and model are combined with discussion about team, leader, and facilitator behaviours at each stage of group development. The applications are valid for all clientele in all outdoor settings. Several strong recommendations for practitioner behaviours and future research are presented. [ABSTRACT FROM AUTHOR]

Purpose: To systematically identify knowledge patterns and gaps in the appropriateness of nursing home (NH) to emergency department (ED) transitional care for older adults with dementia. Method: A systematic search of multiple information sources was performed from July to August 2023 using predesigned search strategies. Results: From 13 articles, 54 identified pieces of specific care evidence were grouped into six major care domains: (1) Resource Support for Assessing Transfer Needs and Patient Status; (2) Resource Support, Shared Decision Making, and Early Advance Care Planning; (3) Standardized Multimodal Information Transfer; (4) Designated ED and NH Transition Coordinators; (5) Enhanced Interfacility Collaboration; and (6) Appropriate Transitional Care Education, Research, and Policy Beyond the Transfer Interface. Conclusion: A comprehensive, consensus-based body of evidence is lacking. Despite person-centered, standardized, and professional resources supporting transitional care, reorienting NH cultural models remains unclear. Gaps include evidence tailored to diverse participants and contexts. Thus, a focus on policies, education, and research is required. [Journal of Gerontological Nursing, 50(9), 37–45.] [ABSTRACT FROM AUTHOR]

Copyright of Continue Education Research is the property of Harbin Normal University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Objective: Workplace health promotion (WHP) in Germany is receiving increasing support from health insurance funds. Nevertheless, there is hardly any knowledge on the process of how health outcomes are achieved, especially in nursing. The aim of the study was to find out how and what can be implemented in different care settings and to examine the reactions and interactions of the participants under routine conditions. Methods: Guided by a logic model, a holistic WHP approach was implemented in four acute care hospitals, seven inpatient care facilities and four outpatient care services from April 2021 to October 2022. Data on realized WHP interventions, participant assessment and topics of work design was collected and analyzed descriptively. Results: The realized WHP interventions were adapted depending on the content and context. Mainly short relaxation interventions were delivered or those with an event character were received by participants. The highest participation rate of planned participants was achieved in team building training. Participants predominantly assessed WHP interventions as useful, the quality as (very) good and were generally (very) satisfied with the intervention components. For work design topics, intentions for the design of work organization were mainly documented in action plans. Conclusion: Cooperation with practitioners in research should be continued as a contribution to quality development. This could provide suggestions as to which content adjustments lead to greater acceptance by the target group in a specific context. Trial registration: The project was registered in the German Clinical Trial Register (DRKS00024961, 2021/04/09). [ABSTRACT FROM AUTHOR]

Background: The role of rural family physicians continues to evolve to accommodate the comprehensive care needs of aging societies. For older individuals in rural areas, rehabilitation is vital to ensure that they can continue to perform activities of daily living. In this population, a smooth discharge following periods of hospitalization is essential and requires management of multimorbidity, and rehabilitation therapists may require support from family physicians to achieve optimal outcomes. Therefore, this study aimed to investigate changes in the roles of rural family physicians in patient rehabilitation. Methods: An ethnographic analysis was conducted with rural family physicians and rehabilitation therapists at a rural Japanese hospital. A constructivist grounded theory approach was applied as a qualitative research method. Data were collected from the participants via field notes and semi-structured interviews. Results: Using a grounded theory approach, the following three themes were developed regarding the establishment of effective interprofessional collaboration between family physicians and therapists in the rehabilitation of older patients in rural communities: 1) establishment of mutual understanding and the perception of psychological safety; 2) improvement of relationships between healthcare professionals and their patients; and 3) creation of new roles in rural family medicine to meet evolving needs. Conclusion: Ensuring continual dialogue between family medicine and rehabilitation departments helped to establish understanding, enhance knowledge, and heighten mutual respect among healthcare workers, making the work more enjoyable. Continuous collaboration between departments also improved relationships between professionals and their patients, establishing trust in collaborative treatment paradigms and supporting patient-centered approaches to family medicine. Within this framework, understanding the capabilities of family physicians can lead to the establishment of new roles for them in rural hospitals. Family medicine plays a vital role in geriatric care in community hospitals, especially in rural primary care settings. The role of family medicine in hospitals should be investigated in other settings to improve geriatric care and promote mutual learning and improvement among healthcare professionals. [ABSTRACT FROM AUTHOR]

The article highlights two 90-minute events at an art museum in Boston, Massachusetts to test the use of visual art sessions as an intervention to enhance nurse leader self-care and well-being and teamwork outside the acute care setting. It presents results of the General Medicine Service divisional leader event which utilized the pedagogic technique of Visual Thinking Strategies, as well as the second group activity which was a reflective writing exercise called Paint Chip Poetry.

Our research looks into the impact of drama/theatre pedagogy practices and methodologies on teenage bullying in schools. Fifteen-year-old students from a countryside junior high school in Northern Greece participated in our mixed research model comprising a weighted questionnaire, participatory observation, reflective researcher logs and critical friend input. Our research question was whether drama/theatre pedagogy workshop participants can be empowered affectively, redefine their attitude to bullying at school, bond more closely, create synergies, and communicate more effectively in this safe setting, thus becoming more aware of themselves and their realities. Our findings show that drama/theatre pedagogy activities do create positive impact for all of the above. [ABSTRACT FROM AUTHOR]

Employees at libraries of all types are looking for ways to form and strengthen relationships between colleagues who may be physically and socially disconnected after a period of remote work or staff turnover. At East Tennessee State University's Sherrod Library, some library faculty and staff formed a committee to plan monthly events to encourage community among library employees. Events have included craft and poetry workshops, music and book discussions, potlucks, and professional development sessions. Recommendations to the reader for planning similar events include considering accessibility and scheduling, drawing from local talent and resources, and experimenting with a variety of activities. The committee's efforts have strengthened relationships among library employees, improved leadership skills for early career librarians, and inspired new outreach projects to engage the campus community. [ABSTRACT FROM AUTHOR]

The effectiveness of healthcare depends on successful teamwork. Current understanding of teamwork in healthcare is limited due to the complexity of the context, variety of team structures, and unique demands of healthcare work. This qualitative study aimed to identify different types of healthcare teams based on their structure, membership, and function. The study used an ethnographic approach to observe five teams in an English hospital. Data were analyzed using a combined inductive-deductive approach based on the Temporal Observational Analysis of Teamwork framework. A typology was developed, consisting of five team types: structural, hybrid, satellite, responsive, and coordinating. Teams were challenged to varying degrees with staffing, membership instability, equipment shortages, and other elements of the healthcare environment. Teams varied in their ability to respond to these challenges depending on their characteristics, such as their teamworking style, location, and membership. The typology developed in this study can help healthcare organizations to better understand and design effective teams for different healthcare contexts. It can also guide future research on healthcare teams and provide a framework for comparing teams across settings. To improve teamwork, healthcare organizations should consider the unique needs of different team types and design effective training programs accordingly. [ABSTRACT FROM AUTHOR]

The provision of modern health care in the United States faces significant challenges, as evidenced by multiple national reports of a workforce in distress. In response to these challenges, the practice of coaching emerges as a transformative skill, recommended for individuals in high-stress environments. Coaching in health care focuses on developing nurses and building teams by fostering self-understanding, deploying strengths, improving relational strategies, and gaining moral clarity. It serves as a potent strategy for nurse leaders to navigate the complexities of their systems. This paper explores the practice of coaching as an important mindset and skill. A coaching mindset is characterized by trust, deep listening, curiosity, embracing both/and thinking, discernment over judgment, and fosters an environment where nurses can flourish. It promotes a shift from telling to asking, empowering individuals to contribute innovative ideas and solutions. Additionally, the paper provides guidance for coaching and tools for maintaining a coaching mindset in the face of chronic stress. By fostering a coaching mindset, employing powerful questions, and using tools to sustain emotional integrity, leaders can empower nurses to thrive in complexity, enhance workplace well-being, and contribute to a resilient health care culture. [ABSTRACT FROM AUTHOR]

"Do you know that you have the soul of a musician?" asked my first-grade teacher. "No sir," I said. "Daddy says its best if I become a doctor." My father, a retired engineering professor, did not see the value or practical applications that a music education could provide at that time. Thankfully, my teacher persisted, music has been a significant part of my life, and my experience as an Internationally touring recording artist has contributed immensely to the success of my career in Project Management. In this paper, I share perspectives from my experience of building a virtual Program Management Office. I outline ways in which I am prioritizing my teams' development considering the changes that AI and Automation will bring to our careers. AI's capabilities for enhanced analytics, performance metrics, and automation of administrative tasks, along with an increase in remote and virtual teams, has shifted my focus to the strategic, influential, innovative, collaborative, observant, and adaptable traits typically attributed to creative industries. I provide two case studies: a system integrations project that failed, and a construction project that exceeded expectations. I tie the successful project to improvisational management models from creative industries (Jureniene & Masaityte, 2023), adaptability and innovation (Kerekes & Heletya, 2020), emotional intelligence (Goleman, 1997), experimentation, team building, and a musician's distinctive approach to the development of expertise (Brown, Sivaraman, Wilson, 2016). The traits that are commonly attributed to musicians and creatives will become increasingly important as our profession evolves. In this paper, we will explore the benefits of improvisational and creative approaches from musicians in application of Project Management. [ABSTRACT FROM AUTHOR]

Copyright of Experimental Technology & Management is the property of Experimental Technology & Management Editorial Office and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Pasirtanjung village has many young people who have an essential role in the village. However, although the number of youths is quite large, the Karang Taruna in Pasirtanjung Village is still unable to function optimally because members are not active enough to contribute. Therefore, Karang Taruna does not function like a youth organization. Meanwhile, to make the organization function optimally (achieve its goals), it is necessary to have contributions from each member. Community service activities are designed to build a better village community, in this case, Karang Taruna. This activity resulted in a program to improve team building for youth organizations. This is done to strengthen teamwork, improve group performance, and increase emotional attachment between group members and trust between members. Moreover, it optimizes the role of Karang Taruna in achieving its goal as one of the community institutions that helps build the village. The first step in building team building is strengthening group cohesiveness within the youth organization.A series of programs were designed to improve team building: 1) providing materials, 2) training, and 3) Focus group discussions. These team-building activities have been proven to help improve group performance. Systematic team-building activities can increase emotional attachment between group members and trust between members. This series of activities can ultimately be measured through pretest-posttest measurements related to group cohesion. The results show that the understanding of youth regarding group cohesion in youth organizations has increased after being given training. This training can provide new insights to the trainees that developing an organization requires an active and mutually supportive team.

The cross-disciplinary virtually simulated platform for enterprise management in universities' new business courses is an initiative practical framework based on scenario-driven tasks. However, there is a prominent conflict between the rapid operating cycle of simulation enterprises plus their fierce competitions and the strategic demand for real-time analysis for operational data. Based on such demand, this study takes the development method of the simulated enterprise management cockpit from Guangzhou Huashang College as an example. It adopts the combined weighting method based on cloud models to determine indicator weights, then qualitative and quantitative data analyses are conducted from five aspects: "business, finance and operation", "customer management and marketing", "internal operational objectives", "product development strategy", along with "team building and management". This approach achieves a comprehensive evaluation and early warning of the enterprise management process. Specifically, the subjective weights are determined by the Analytic Hierarchy Process, while the objective weights by the entropy weight method, finally verified by cloud model evaluation of its overall indicator performance. The design can evaluate the comprehensive performance of enterprise management indicators and students' activity participation through the cloud-based application and the digital cockpit, so as to fully presents the enterprise's overall management level, along with judgement of whether it is reasonable through pointers in different colors. In addition, apparent indicator-related characteristics are also utilized to assess future decision-making directions. Finally, this comprehensive approach can timely optimize operation strategies and facilitate budget allocation for future development. [ABSTRACT FROM AUTHOR]

While considerable attention has been devoted to positive leadership patterns in the realm of project management, the dark side of leadership has rarely been studied within project teams. To address this gap, we focus on abusive supervision in project teams and develop a team-level moderated mediation model to examine whether, how, and when abusive supervision influences project outcomes by drawing from the Proactive Motivation Theory. Survey data were collected from 132 project teams containing 132 project managers and 392 project members using a multi-source time-lagged survey design. Our findings reveal significant negative relationships between abusive supervision and both project performance and project team creativity. Furthermore, we found that a team's proactive behavior plays a mediating role in these relationships. More importantly, our study identifies that team building mitigates the direct negative impact of abusive supervision on proactive behavior and the indirect effects of abusive supervision on project performance and project team creativity. These findings provide valuable theoretical and managerial implications for abusive supervision and project management scholars and practitioners. [ABSTRACT FROM AUTHOR]

Scholars have long been intrigued by the relationship between intrateam conflict and team creativity, though findings to date have been mixed. Recent research suggests that traditional conceptualizations of intrateam conflict as a property that is shared uniformly by team members (e.g., averaging members' overall conflict perceptions), rather than a more nuanced phenomenon between individual members with unique network positions, have limited our understanding of its influences. These advances, however, have yet to be substantively applied to the intrateam conflict‐creativity literature. Accordingly, we integrate network views of conflict with creativity theory and group motivated processing models to explore how task and relationship conflicts involving critical members' (i.e., members central to a team's workflow network) influence team creative functioning beyond overall conflict perceptions. We theorize that critical member task conflict is positively associated with team creativity by way of team reflexivity, and this positive indirect effect is accentuated by team shared goals. Further, we posit that critical member relationship conflict is negatively associated with team creativity by way of reduced team cohesion, though this effect is mitigated by critical member emotional intelligence. Analyses of 70 new product development teams support most hypotheses while also highlighting interesting nuance and future research opportunities. [ABSTRACT FROM AUTHOR]

The article discusses the selection of members for a medical mission with consideration of their unique qualities to ensure the team's wide cultural range and competence. Topics covered include the Synergy Model that pairs a nurse and patient based on common qualities, the required criteria for medical mission trip candidates, the scoring of candidates, and the team's composition. Also noted is a culturally competent team's ability to meet the needs of specific healthcare populations.

African Americans continue to have worse health outcomes despite attempts to reduce health disparities. This is due, in part, to inadequate access to healthcare, but also to the health care and medical mistrust experienced by communities of color. Churches and worship centers have historically served as cultural centers of trusted resources for educational, financial, and health information within African American communities and a growing number of collaborations have developed between academic institutions and community/faith entities. Herein, we describe the infrastructure of a true and sustainable partnership developed with > 100 prominent faith leaders within the Piedmont Triad region of North Carolina for the purpose of developing or expanding existing health ministries within houses of worship, to improve health literacy and overall health long-term. The Triad Pastors Network is an asset-based partnership between the Maya Angelou Center for Health Equity at Wake Forest University School of Medicine and faith leaders in the Piedmont Triad region of North Carolina that was created under the guiding principles of community engagement to improve health equity and decrease health disparities experienced by African American communities. A partnership in which co-equality and shared governance are the core of the framework provides an effective means of achieving health-related goals in a productive and efficient manner. Faith-based partnerships are reliable approaches for improving the health literacy needed to address health disparities and inequities in communities of color. [ABSTRACT FROM AUTHOR]

Purpose: The Inclusive Society partnership research model aims to promote change in society for people with disabilities by supporting research teams composed of researchers and partner organizations. The objective of this article is to identify the strengths and limitations of this research model. Material and methods: An autoethnography approach was used. Thematic analysis of four methods was undertaken: semi-directed interviews with members of the research teams funded by Inclusive Society (researchers, partners), a focus group with the Inclusive Society's intersectoral collaboration agents, their logbooks, and Inclusive Society's annual reports. Results: Strengths and limitations of the Inclusive Society model were identified through their networking activities, the role and support of the intersectoral collaboration agents and the partnership research program. Conclusions: Networking activities are an essential element of Inclusive Society. They are indispensable for composing intersectoral research teams that will work on answering needs of people with disabilities. Intersectoral collaboration agents are also a strength of the model, but their role could be clarified to better frame what tasks are in their scope of practice and what the research teams could ask from them. Finally, the research program eligibility criteria could be improved to support, among others, the projects' appropriation phases. Networking activities stimulate the creation of intersectoral research teams centered on answering the needs of people with disabilities that are identified in the field Hired facilitators can play an important role in the emergence of research teams, merging the academic and non-academic worlds, and supporting the teams during their research project In participatory research projects, some funding should be reserved to support the partner organization's participation and the appropriation phase of the research projects [ABSTRACT FROM AUTHOR]

Copyright of Journal of Wildland Fire Science is the property of Journal of Wildland Fire Science Editorial Office and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: The sharp increase in fungal infections, insufficient diagnostic and treatment capabilities for fungal infections, poor prognosis of patients with fungal infections as well as the increasing drug resistance of fungi are serious clinical problems. It is necessary to explore the implementation and evaluation methods of antifungal stewardship (AFS) to promote the standardized use of antifungal drugs. Methods: The AFS programme was implemented at a tertiary first-class hospital in China using a plan-do-check-act (PDCA) quality management tool. A baseline investigation was carried out to determine the utilization of antifungal drugs in pilot hospitals, analyse the existing problems and causes, and propose corresponding solutions. The AFS programme was proposed and implemented beginning in 2021, and included various aspects, such as team building, establishment of regulations, information construction, prescription review and professional training. The management effectiveness was recorded from multiple perspectives, such as the consumption of antifungal drugs, the microbial inspection rate of clinical specimens, and the proportion of rational prescriptions. The PDCA management concept was used for continuous improvement to achieve closed-loop management. Results: In the first year after the implementation of the AFS programme, the consumption cost, use intensity and utilization rate of antifungal drugs decreased significantly (P < 0.01). The proportion of rational antifungal drug prescriptions markedly increased, with the proportion of prescriptions with indications increasing from 86.4% in 2019 to 97.0% in 2022, and the proportion of prescriptions with appropriate usage and dosage increased from 51.9 to 87.1%. In addition, after the implementation of the AFS programme, physicians' awareness of the need to complete microbial examinations improved, and the number of fungal cultures and serological examinations increased substantially. Statistics from drug susceptibility tests revealed a decrease in the resistance rate of Candida to fluconazole. Conclusion: This study indicated that the combination of AFS and the PDCA cycle could effectively reduce antifungal consumption and promote the rational use of antifungal drugs, providing a reference for other health care systems to reduce the overuse of antifungal drugs and delay the progression of fungal resistance. [ABSTRACT FROM AUTHOR]

The article examines the pervasive use of forced self-disclosure practices within student affairs and organizational settings, highlighting their origins in counseling practices and their integration into team-building exercises and educational environments. It also discusses the risks associated with such practices, particularly concerning power dynamics, ethical considerations, and the potential for harm to marginalized groups.

Interest in health care provider (HCP) wellness and burnout is increasing; however, minimal literature explores HCP wellness in the context of Amyotrophic Lateral Sclerosis (ALS) care. We sought to determine rates of burnout and resiliency, as well as challenges and rewards in the provision of ALS care. A survey link was sent to physicians at all Canadian ALS centers for distribution to ALS HCPs in their network. The survey included demographics questions, and validated measures for resiliency and burnout; the Brief Resilient Coping Scale (BRCS) and the Single Item Burnout Score (SIBS). Participants were asked to describe challenges and rewards of ALS care, impact of COVID-19 pandemic, and how their workplace could better support them. There were 85 respondents across multiple disciplines. The rate of burnout was 47%. Burnout for female respondents was significantly higher (p = 0.007), but not for age, role, or years in ALS clinic. Most participants were medium resilient copers n = 48 (56.5%), but resiliency was not related to burnout. Challenges included feeling helpless while patients relentlessly progressed to death, and emotionally charged interactions. Participants found fulfillment in providing care, and through relationships with patients and colleagues. There was a strongly expressed desire for increased resources, team building/debriefing, and formal training in emotional exhaustion and burnout. The high rate of burnout and challenges of ALS care highlight the need for additional resources, team-building, and formal education around wellness. [ABSTRACT FROM AUTHOR]

The article discusses the science of happiness and the elements of joyful life and how they can be adopted by nurse leaders to establish a more positive work environment, foster a resilient workforce, and develop more personal joy. Also cited are the pre-COVID-19 pandemic survey showing a large number of physicians and nurses experiencing burnout and the possible adverse effects of burnout like staff disengagement, turnover, and reduced productivity.

INTRODUCTION: Objective, accurate and fair development of research and effective performance prediction methodology for the construction of the talent team is the current needs of the new era of innovation and reform and development of university management, as well as the need to improve the quality of scientific research and teaching level of the talent team. OBJCTIVES: To address the problems of irrational principle of indicator selection, incomplete system and imprecise methodology in the current research on performance prediction of talent team building. METHODS: This paper proposes a talent team construction performance prediction method based on intelligent optimization algorithm improving neural network with integrated learning as the framework. First of all, through the analysis of the current talent team construction performance prediction influencing factors selection principles, analyze the talent team construction performance management process, select the talent team construction performance prediction influencing factors, and construct the talent team construction performance analysis system; then, with the integrated learning as a framework, improve the neural network through the internal search optimization algorithm to construct the talent team construction performance prediction model; finally, through the simulation experiments to analyze and verify the effectiveness and superiority of the proposed method. The effective type and superiority of the proposed method are verified. RESULTS: The results show that the proposed method satisfies the real-time requirements while improving the prediction accuracy. CONCLUSION: This paper addresses the lack of precision in forecasting the performance of the talent pipeline and the lack of a sound analytical system. [ABSTRACT FROM AUTHOR]

This article scrutinizes the analogy between modern project management theory and Sunzi Art of War (or "Sunzi" for short in this abstract) by comparing and contrasting them and identifying the similarities and dissimilarities between them. It is revealed that similarities overwhelmingly exceed dissimilarities at least by the numbers of ideas in the two philosophies. To be specific, Sunzi's decision on war versus no war is comparable to modern project selection, both being worth prior rigorous contemplation and thus analysis. Sunzi's analysis is analogous to key success factor (KSF) analysis or strengths, weaknesses, opportunities, and threats (SWOT) analysis commonly adopted in modern project management. Sunzi reiterates the criticality of performing analysis prior to any warfare in the same way as modern project management accentuates analysis for the purpose of project selection. Sunzi analyzes war in a quantified manner somewhat akin to the cost-benefit analysis commonly employed in modern project selection. Sunzi assumes the increase of fixed costs with time just as modern project management does. Sunzi's practice of "team building" resembles modern project management's. Sunzi regards victory in war as the objective of top priority in a way similar to defining project objectives and establishing project priorities in modern project management. Sunzi pays heed to the satisfaction and other psychological statuses of the soldiers as much as modern project management does. Sunzi prefers to fight wars only after conducting thorough analysis to predict favorable outcomes of the wars, whereas modern project managers likewise would proceed with any projects only after performing systematic analysis for project selection to predict favorable outcomes. Sunzi believes in managing the military by means of the rule of law and discipline, which modern project management is premised on. Sunzi contends that everything in war has to be measured, estimated, calculated, and probability-based, which is exactly the kind of positivism and scientific approaches upheld by modern project management. Having said this, Sunzi's insistence on "doing it right once" disagrees with a few modern project management methodologies. Also, the approaches to implement the ideas differ between the two philosophies. [ABSTRACT FROM AUTHOR]

This paper investigates the qualities of high-performing teams in a work life context. High-performing team qualities increase the level of functioning, productivity, and efficiency of teams and create organizational performance, competitiveness, and business success. An overview of the qualities is based on research literature of high-performing teams, including research on innovative high-performing teams. The study is based on a longitude teambuilding case 2019-2021 in the Norwegian Transmission System Operator, Statnett SF. The team changes were supported by a professional facilitator the whole process. The outcome demonstrated that the approaches used to improve performance, defined by the teams' ambitions, and needs, had the wanted effects on goal achievements, team cooperation and culture as well as working conditions and climate. [ABSTRACT FROM AUTHOR]

As professionals working in schools, we are often expected to function as teams to meet the unique needs of the children, youth, and families we serve. This provides us the opportunity to work with people of diverse experience, perspective, and expertise. In this context, we will encounter conflict. How we engage this challenge will ultimately determine what is possible. Conflict has the potential to be productive or destructive. Our individual and collective experience with conflict is based on the choices we make in our engagement of this shared experience. Ineffective conflict engagement practices will often compromise trust, erode social capital, and challenge psychological safety. This may result in individual and collective disengagement from the pursuit of a shared objective and be manifested in the avoidance of, and unwillingness to, engage critical complex challenges. We can individually and collectively adopt practices and develop skills for aligning our actions and speaking with what we say we believe that there is value in diversity of experience and perspective. New learning, innovation, and creativity are born in the context of conflict. Effective and intentional conflict engagement practices have the potential to build trust, build social capital, increase the possibilities for innovation and creativity, and improve the capacity to address complex challenges. We can learn to leverage conflict to better serve the needs of the children, youth, and families we serve. In this viewpoint article, we will explore the role of conflict in shared learning, innovation, and creativity in service of children with special needs. [ABSTRACT FROM AUTHOR]

The travel and tourism industry was one of the worst hit by the COVID-19 pandemic. The impact of the pandemic was still weathered by the large companies with capital, but smaller travel and tourism companies had to completely reimagine their offerings and plans and yet scramble to sustain. This case study is of one such small travel and tourism company named "Junoon Adventures" located in India. This case study not only presents the survival of a small Indian company but also provides lessons on how "organizational memory", "geographical advantage", and "employee attitude" together formed the perfect mix to weather the wrath the COVID-19 pandemic unleashed on the travel and tourism industry. This case study is prepared with primary data from the extensive interviews of the company founder and other employees, supplemented by secondary data from public reports. [ABSTRACT FROM AUTHOR]

This article aims to examine the impact of developing and applying relationship intelligence in team-based practice to provide a clear understanding of the role relationship intelligence plays in team productivity in mainland China. Relationship intelligence, a component of emotional intelligence, focuses on interpersonal interactions that are crucial in team-building but receives less attention. Exploratory qualitative research was undertaken, with emotional intelligence as the theoretical framework and the input-process-output criteria indicating group effectiveness. Data collection was based on semi-structured interviews with managers and staff of the private sector based in mainland China after utilizing the Strengths Deployment Inventory 2.0 as a learning tool. The findings identify three ways in which the integration of relationship intelligence positively affected team practice: high overall performance, a positive work climate, and improved attitudes toward coworkers and work-related tasks. The positive outcomes provide researchers and practitioners with valuable information on how relationship intelligence might be leveraged to enhance communication, collaboration, and overall team performance. [ABSTRACT FROM AUTHOR]

Although all committee work can be fraught with difficulty and laborious time commitments, committees designed to disrupt the cycle of inequity and bias are particularly fraught with social and emotional land mines that come as baggage to years of unaddressed inequity. As such, leaders must take special care and attend to the complex psychology that underpins the difficult discussions that must be had by these committees as they begin to address topics of inequity within professional medical institutions. The authors describe, in an accessible summary format, how to lay the foundations for a smooth transition into the work of a diversity, equity, and inclusion committee, the best steps to build a team, and the core concepts that should underpin all diversity, equity, and inclusion work, starting from the intrapersonal level and moving toward the organizational level. This is done with the help of available scientific data where they are available, including literature on teamwork, health equity, and psychological safety, among other topics. [Display omitted] [ABSTRACT FROM AUTHOR]

This study investigated the underlying dynamics between team member exchange (TMX) quality, leader-member exchange (LMX) quality, engagement, and turnover intentions through the lens of Job Demands-Resources (JD-R) theory. Data were collected from 407 employees working at United States and Israeli firms via a questionnaire. Findings indicated that work engagement mediates the relationship between TMX quality and turnover intentions and that LMX moderates this mediation. Specifically, in high and moderate LMX quality conditions, the impact of TMX quality on work engagement was stronger; and LMX moderated the impact of work engagement on turnover intentions by lowering turnover intentions further. When leader-member relations were not of high or moderate quality, TMX quality did not associate significantly with employee work engagement. Findings contribute to human resource development (HRD) literature on work engagement and turnover by addressing a) the connection between TMX and engagement, b) the mediation effect of engagement in the relationship between TMX and turnover intentions, and c) moderating effect of LMX. Implications for human resource development practices, in particular, for managerial training and leadership development and for performance appraisal, were discussed with the focus on team building to promote individual work engagement and reduce turnover. [ABSTRACT FROM AUTHOR]

This paper introduces a scenario-based learning activity to bring challenges in strategic communication and leadership to students' lived experience. It details the goals, setup, steps, and appraisal of a group activity conducted at a course's start. The activity aims to foster cohesion among students from diverse backgrounds and offers a hands-on introduction to the challenges faced by strategic communication practitioners and leaders. Leadership, Strategic Communication, and courses within communication that include a complex group assignment. The Zombie Apocalypse (ZA) learning activity is part of a second-year course in an international master's program. The course introduces students to key concepts in strategic communication and leadership and encourages students to apply these in practice. The ZA aims to 1) prepares students for undertaking a complex group assignment (develop a strategic communications concept) in a diverse group. Specifically, it concentrates on the following objectives: assess priorities, challenge own values and perspectives, experience challenges of planning and acting with limited information, understand the importance of delegation and trust in teamwork, reflect upon emotional responses and their impact on performance under time pressure. By that, the ZA is not limited to strategic communication and leadership courses. It is suited to prepare students for complex group assignments in a wide variety of communications courses. [ABSTRACT FROM AUTHOR]

Although sport psychology consultants (SPCs) have reported using movie clips in the services they provide to athletes and sport teams, little attention has been given to how such clips are used, particularly in the context of team building. This paper presents practitioner guidelines for using movie clips in the context of team building by describing an intervention that was conducted with a high-performance men's intercollegiate ice hockey team. Practical considerations (i.e., timing the intervention, selecting the movie clip, and working with the movie clip during the intervention) and research/theory-based principles (i.e., emotional tagging, providing contextual information, empathic connection, and metaphorical imagery) are discussed. Reflections on the process and potential future directions are presented. [ABSTRACT FROM AUTHOR]

In recent years, the concept of One Health (OH) has arisen as an approach that helps to catalyze the creation of transdisciplinary teams needed for surveillance and investigation of emerging disease dynamics. Besides a wealth of descriptions of what the OH approach encompasses, a dearth of information is available regarding the training of individuals in OH competencies. In 2019, the Nigerian Center for Disease Control developed an OH strategic plan to meet the country’s human, animal, and environmental health challenges. In response to the demand for clinicians, scientists, climatologists, conservationists, and environmentalists, who have expertise in environment, human, plant, and animal health to work collaboratively in addressing OH challenges in Nigeria. An interprofessional group of faculty from the University of Texas Medical Branch, the University of Jos, and the National Veterinary Research Institute convened to develop a novel OH course ‘entitled ‘One Health for Translational Team Science. The objective of the course was to explore the evolution of an emerging epidemic, capitalizing on various learning environments, including animal, environmental, human, and public health perspectives. The 6-week course comprised of three parts: 2-weeks virtual part of case-based group discussions focusing on animal and environmental aspects, 2 weeks of individual field experiences, and a final virtual part focusing on human health. Pedagogical tools used were: case-based group discussions, breakout group presentations, role-play activities, field project write-up, peer evaluation, group writing assignments, and weekly reflections with the goal of working in teams to develop and practice the fundamental leadership and management skills in addressing emerging public health challenges. Post-course evaluations showed that all participants felt more confident identifying and practicing the necessary attitudes and skills to participate effectively in the evaluation of an outbreak. Furthermore, the roles, responsibilities, and “One Health ways of thinking” for the various disciplines and professions involved in improving global health were articulated and identified.

Background General practitioners (GPs) are an indispensable part of primary health care system in China and the implementation of the "Healthy China" strategy. In the past decade, the number of GPs in China has developed rapidly. Objective To summarize the experience and achievements of GP team construction from 2012 to 2022 (nearly ten years) , analyze the existing difficulties and deficiencies, and provide reference for the subsequent construction of GP team in China. Methods With the help of Donabedian model, policy support, capital investment and base construction were selected as the evaluation indicators of structural design process based on the SMART principle, the process quality was focused from two perspectives of standardized training of residents (referred to as standardized training) and job transfer, the construction of GP team in central and western China. The team size, structure, job satisfaction, resignation intention and career development opportunity were considered as the main analysis dimensions. The data were mainly obtained from Chinese government website and CNKI from 2012-01-01 to 2022-12-31, as well as Health Statistical Yearbook 2012-2022. Results In the past decade, the structural design of the construction of GP team in China has been continuously optimized and improved, and the supporting facilities such as capital investment and base construction have been closely implemented. The policy end of process has responded to the practical needs with dynamic adjustments, the standardization of relevant systems for standardized training and job transfer has steadily improved, and the construction of GP team in the central and western regions has been strengthened year by year. Regional differences in the effectiveness of team building still exist, and some problems need to be solved. Conclusion Existing human resource statistics on GP cannot accurately measure the human resource supply for GP team in China, and the construction of team stability needs to be further improved. It is recommended to continuously promote the stability construction of the GP team focusing on enhancing career attractiveness, improve the stability of the whole cycle of training, employment and career development, and jointly promote the stability of GP team.

Successfully navigating critical uncertainties during the incipient stages of new ventures requires these ventures to develop learning systems, and building the right team may be key in this process. Drawing on prior work indicating that entrepreneurial teams form using either an interpersonal-attraction strategy (relationships with similar others in a close network) or a resource-seeking strategy (instrumental focus on complementary skills), we theorize that a dual formation strategy, although challenging to execute, is critical for early performance. Using dual formation strategies from the onset fosters the development of stronger transactive memory systems, because close relationships facilitate smooth coordination among founders specializing in complementary tasks. Transactive memory systems thus mediate the relationship between formation strategies and early entrepreneurial success. Findings from two field observational studies and a field intervention study support our theory: teams formed based on a dual strategy raised greater seed funding on Kickstarter--a leading crowdfunding platform--(Study 1), were more successful in a prestigious entrepreneurial competition (Study 2), and gained more profits from selling their initial products (Study 3). Our research advances knowledge on entrepreneurial team formation and offers practical recommendations to facilitate this process at such nascent, but critical, stages. [ABSTRACT FROM AUTHOR]

Team cohesion, as a necessary condition for the cooperation and development of a team, has been shown to have a strong association with team performance. However, the mechanism of this internal correlation is unclear and more in-depth studies are lacking. The study aimed to explore the complex links between the dimensions of team cohesion and performance in nurses. A total of 1639 practice nurses from 118 nursing teams were included in this cross-sectional study. Data were collected using the Team Cohesion Scale (including consistency of affection, behavior, and cognition) and the Team Effectiveness Scale (including cooperation satisfaction, and task performance). Using network analysis, the team cohesion and performance network was constructed, and the strength and bridge strength of nodes were calculated. The results showed that the edges between team cohesion and performance dimensions were all positively correlated. Cooperation satisfaction and consistency of affection are the core variables in the network. Interventions targeting cooperation satisfaction and consistency of affection need to be developed at the team level to maximize team cohesion and performance among nurses. [ABSTRACT FROM AUTHOR]