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Comparing two approaches to team building: a performance measurement evaluation

机译：比较团队建设的两种方法：绩效评估

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Purpose: This paper reports a study that compares two different team-building approaches. The first one is the traditional top-down management approach. The second one is a hybrid bottom-up approach based on the consensus model. The aim of this paper is to determine which of the two approaches is the most effective across a number of performance measurements. Design/methodology/approach: A case study is presented using data collected and analysed from a small family-owned vehicle maintenance firm. A mixed methods approach to data collection is utilized, including participant observation, focus groups, survey questionnaires and organizational performance reports. A convenience sample of eight routine maintenance jobs was selected for team performance comparison purposes. The measures used for comparing the two team approaches were lead time, customer satisfaction ratings and employees’ satisfaction ratings. Findings: The teams assembled using the consensus approach performed better than those selected using the traditional top-down approach across all three performance measures, i.e. the jobs were completed faster and both customers and employees were more satisfied. Research limitations/implications: This is an exploratory case study limited to one small family-owned business and, as such, findings may not be generalizable. Practical implications: As an alternative to manager selected work teams, managers should involve and empower employees to select their own teams. This has the potential to offer benefits for both customers and employees of faster delivery times and increase satisfaction, as well as increase productivity for the firm. Originality/value: This is the first field study to compare the performance of a hybrid, bottom-up approach to team building with the performance of a more traditional management, top-down approach to team building. It paves the way for a wider study to be conducted in the future to test the findings’ generalizability.
机译：目的：本文报告了一项研究，该研究比较了两种不同的团队建设方法。第一个是传统的自上而下的管理方法。第二种是基于共识模型的混合自下而上的方法。本文的目的是确定在许多性能测量中，两种方法中哪一种最有效。设计/方法/方法：案例研究是使用从一家小型家庭汽车维修公司收集和分析的数据进行的。使用了一种混合方法来收集数据，包括参与者观察，焦点小组，调查问卷和组织绩效报告。为了方便团队绩效比较，选择了八个例行维护工作的便利性样本。用于比较两种团队方法的方法是交货时间，客户满意度等级和员工满意度等级。结果：在所有三个绩效指标中，使用共识方法组建的团队的表现要优于使用传统的自上而下方法选择的团队，即工作完成得更快，客户和员工都更满意。研究的局限性/含义：这是一个探索性案例研究，仅限于一个小型家族企业，因此，研究结果可能无法推广。实际意义：作为经理选择的工作团队的替代方案，经理应让员工参与并授权员工选择自己的团队。这有可能为客户和员工带来更快交货时间的好处，并提高满意度，并提高公司的生产率。独创性/价值：这是第一个将自下而上的混合构建方法与更传统的自上而下的团队构建方法的性能进行比较的现场研究。它为将来进行更广泛的研究铺平了道路，以检验研究结果的一般性。

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