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首页> 外文期刊>The International Journal of Productivity and performance management >Improving productivity with self-organised teams and agile leadership
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Improving productivity with self-organised teams and agile leadership

机译：自我组织的团队和灵活的领导才能提高生产力

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Purpose - Many organisations remain adverse to self-organised teams. The reasons are non-trivial and complex, but it is suspected that not willing to let go to direct control by senior management is at the root cause. There is a perceived security in following traditional, hierarchical chains of command under the guise of reducing risks and maintaining efficiency. The purpose of this paper is to describe the development of a research agenda that will empirically test in the field a range of widely held assumptions around leadership of self-organised teams. In total, 23 companies have agreed to participate in the proposed longitudinal research. Design/methodology/approach - An extensive literature review has identified extant theories, frameworks, and methodologies adopted by researchers to gain greater understanding of self-organised teams. This knowledge will be used as the basis for generating hypotheses for subsequent testing in the field. Findings - There is a considerable knowledge base established for self-organised teams. However, there is limited understanding of the benefits or detrimental effects of self-organised teams on organisational productivity and the appropriate style of leadership. This initial research has identified several hypotheses that will be used to develop questionnaires and instruments for information collection. Research limitations/implications - The tools and techniques presented in this article need to be adapted to the organisation's specificities as well as to the contextual situation. Practical implications - The work is of significant practical use. The research will be completed in a number of companies. There will be continuous input from operational and executive management. The findings from the work will be disseminated through various channels including workshops and conferences. Companies implementing and using self-organised teams will benefit from the knowledge generated. Social implications - Self-organised teams are used in a variety of settings - commercial businesses, not-for-profit, NGOs. The work will explore issues around behavioural networks and inter- intra-team relationships. Originality/value - There is much rhetoric around the adoption and uses of self-organised teams, yet there appears to be little understanding of the effect of leadership style of these teams and effect on productivity. This work will therefore contribute to the understanding of self-organised teams. While prior research has been conducted in the motivational and behavioural implications of self-organised teams, the knowledge is at best scant when leadership models for self-organised teams and operational factors are explored.
机译：目的-许多组织仍然对自组队不利。原因很简单，也很复杂，但是怀疑根本不愿意让高级管理人员直接控制。在降低风险和保持效率的幌子下，遵循传统的分级指挥链具有安全感。本文的目的是描述研究议程的发展，该研究议程将围绕该领域对自组织团队领导力的广泛假设进行实地测试。总共有23家公司同意参与拟议的纵向研究。设计/方法论/方法-广泛的文献综述确定了研究人员采用的现有理论，框架和方法，以加深对自组织团队的了解。该知识将用作为在现场进行后续测试生成假设的基础。调查结果-为自组织团队建立了相当多的知识库。但是，对于自组织团队对组织生产力和适当领导风格的好处或不利影响的了解有限。这项初步研究已经确定了几种假设，这些假设将用于开发问卷和信息收集工具。研究局限性/含义-本文中介绍的工具和技术需要适应组织的具体情况以及具体情况。实际意义-该作品具有重要的实际用途。这项研究将在许多公司中完成。来自运营和执行管理层的持续投入。这项工作的结果将通过各种渠道传播，包括研讨会和会议。实施和使用自组织团队的公司将受益于所产生的知识。社会影响-自组织团队可用于多种场合-商业企业，非营利性，非政府组织。这项工作将探讨有关行为网络和团队内部关系的问题。原创性/价值-采纳和使用自组织团队的言论很多，但似乎很少了解这些团队的领导风格的影响以及对生产力的影响。因此，这项工作将有助于对自组织团队的理解。尽管已经对自组织团队的动机和行为含义进行了先前的研究，但是当探索自组织团队的领导模型和运营因素时，知识最多。

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