Funding and performance of amateur and youth organizations in Brazil: a longitudinal analysis of a basketball league

Abstract Aim: The general aim was to analyze the profile of the teams participating in a basketball regional competition over 8 years (2012-2019). Specifically, we aimed to a) analyze the variation in the number of an organization participating, b) identify the variation in the type of funding, c) verify the existence of a relationship between the performance and the longevity of the organization, d) verify the existence of a relationship between the performance and the type of funding. Methods: The research was designed as an exploratory case study. A total of 86 organizations took part in the league during the period, with 767 different teams playing competitions between U-11 and senior. Results: Instability is the main characteristic of the league. The organizations competing are constantly changing the type of funding and unable to stay in the league for long periods. The research also showed that there is a relation between a stable source of funding and performance. Conclusion: Instability is the main problem in Brazilian youth and amateur basketball organizations. This study presents useful information for managers better understand the problems and difficulties of basketball in Brazil.

Collaboration and performance in virtual teams with faultlines: an emotional management intervention / Colaboração e desempenho em equipes virtuais com subgrupos: uma intervenção de gerenciamento emocional / Colaboración y desempeño en equipos virtuales con subgrupos: una intervención en gestión emocional

PROBLEM: Virtual teams with faultlines face challenges due to their dispersion, diversity, and virtuality, which can diminish their performance. To resolve this issue, team emotional management (TEM) interventions foster teams’ collaboration capability, that is, the team’s ability to build and manage relationships based on trust, commitment, and communication. GOALS: This research aimed to analyse whether a TEM intervention can enhance team performance by improving the collaboration capability in virtual teams with faultlines. METHOD: Fifty-two four-member teams participated in an experiment with repeated measures (three measurement times). Teams were randomly assigned to either a TEM intervention or a control condition. MAIN RESULTS: The TEM intervention had a positive effect on trust and commitment, but not on communication. Moreover, trust and commitment fully mediated the effect of the TEM intervention on performance. MAIN IMPLICATIONS: Our findings showed the relevance of a TEM intervention in improving the collaboration capability and performance in virtual teams with faultlines. This study contributes to research on faultlines, affect management in virtual teams, and computer-mediated communication.

PROBLEMA: equipes virtuais com subgrupos enfrentam desafios devido à sua dispersão, diversidade e virtualidade, o que pode diminuir seu desempenho. Para resolver esse problema, as intervenções de gerenciamento emocional da equipe (team emotional management - TEM) estimulam a capacidade de colaboração das equipes, ou seja, a capacidade da equipe de construir e gerenciar relacionamentos com base na confiança, compromisso e comunicação. OBJETIVOS: Esta pesquisa teve como objetivo analisar se uma intervenção TEM pode melhorar o desempenho da equipe, melhorando a capacidade de colaboração em equipes virtuais com subgrupos. MÉTODO: 52 equipes de quatro membros participaram de um experimento com medidas repetidas (três tempos de medidas). As equipes foram aleatoriamente designadas para uma intervenção TEM ou uma condição de controle. PRINCIPAIS RESULTADOS: A intervenção TEM teve um efeito positivo na confiança e no compromisso, mas não na comunicação. Além disso, a confiança e o compromisso mediaram totalmente o efeito da intervenção TEM no desempenho. PRINCIPAIS IMPLICAÇÕES: Nossos resultados mostraram a relevância de uma intervenção TEM na melhoria da capacidade de colaboração e desempenho em equipes virtuais com subgrupos. Este estudo contribui com a pesquisa sobre subgrupos, gerenciamento de impacto em equipes virtuais e comunicação mediada por computador.

PROBLEMA: los equipos virtuales con subgrupos afrontan desafíos debido a su dispersión, diversidad y virtualidad, lo que puede disminuir su desempeño. Para resolver este problema, las intervenciones en gestión emocional en equipo (TEM) fomentan la capacidad de colaboración de los equipos, es decir, la capacidad del equipo para construir y gestionar relaciones basadas en la confianza, el compromiso y la comunicación. OBJETIVOS: esta investigación tuvo como objetivo analizar si una intervención TEM puede mejorar el desempeño del equipo al mejorar la capacidad de colaboración en equipos virtuales con subgrupos. MÉTODO: Cincuenta y dos equipos de cuatro miembros participaron en un experimento con medidas repetidas (tres tiempos de medida). Los equipos fueron asignados al azar a una intervención TEM o una condición de control. RESULTADOS PRINCIPALES: La intervención TEM tuvo un efecto positivo en la confianza y el compromiso, pero no en la comunicación. Además, la confianza y el compromiso mediaron completamente el efecto de la intervención TEM sobre el desempeño. IMPLICACIONES PRINCIPALES: Nuestros hallazgos mostraron la relevancia de una intervención TEM para mejorar la capacidad de colaboración y el desempeño en equipos virtuales con subgrupos. Este estudio contribuye a la investigación sobre subgrupos, gestión del afecto en equipos virtuales y comunicación mediada por ordenador.

Establishment and Practice of Pharmacist Performance Management System in Our Hospital / 中国药房

OBJECTIVE： To establish performance management system that can effectively guide the realization of pharmacist value. METHODS： Using action learning method， through continuous questioning， reflection and execution to establish a step-by-step and in-depth pharmacist performance management system in our hospital. The effects of performance management system were evaluated with outpatient service satisfaction and the times of pharmacist consultation. RESULTS： From 2013 to 2018， the performance management system was established， involving team performance （taking the results of team quality control inspection at the end of the month and the monthly work report of team leaders as indicators）/personal performance （taking pharmacist’s performance， work attitude and ability as indicators）/post competency （change of assessment indicators with the position of pharmacist， examination of clinical pharmacists drug counseling， etc） 3 levels. The establishment of performance management improved team enthusiasm and service satisfaction， optimized the talent structure， enlarged the professional ability and influence of pharmacists， and improved the income structure of pharmacists. Compared with 2013， outpatient service satisfaction increased from 88％ to 95％ in 2018. Compared with 2016， the times of pharmacist consultation increased from 30 to 92 in 2018. Pharmacists could increase their income by providing pharmaceutical services to clinical departments. CONCLUSIONS： The established pharmacist performance management system can effectively improve the enthusiasm of pharmacists and promote the work of pharmacists.

Research on team performance measurement in United States Army and its enlightenment for PLA / 第二军医大学学报

The United States Army has studied and measured military team performance for over 60 years, and has established a complete theoretical and practical system. However, PLA is still in its infancy in this area. In this review, we introduced the research results on team performance of United States Army from 4 aspects: definition, measurement content, methods of measurement, and requirements for measurement system design. Then we also retrospectively and prospectively reviewed the research and practice of PLA in the team performance measurement.

Research on the performance structure of hospital knowledge team / 中华医院管理杂志

Objective To establish the performance structure model of hospital knowledge team. Methods Proposing the hypothesized model on the basis of theoretical research,adopting a self-designed scale to carry out questionnaire investigation,using the method of statistical analysis to validate the fitting degree of the model.Results The performance structure of hospital knowledge team is composed of six dimensions,including patient service,quality management,medical quality,work efficiency,team growth,and team members feeling.The six dimensions can explain 76.92% of the variance.Conclusion With its special of hospital knowledge team performance,the performance structure is different from the existing research results.

Analysis of influence factors of hospital knowledge team performance based on WSR / 中华医院管理杂志

Objective To understand the various factors affecting hospital knowledge team performance.Methods Constructing the theoretical model of factors affecting team performance based on the WSR,adopting a self-designed scale to carry out questionnaire investigation,and using the method of statistical analysis to validate the rationality of the model. Results Hospital knowledge team performance is influenced by physical factors (4.38 ),Shi-Li factors (4.5 1 ),and Ren-Li factors (4.59),which Ren-Li factors influence is greater.Conclusion The WSR methodology provides a convenient and efficient way for understanding the determinants of hospital knowledge team performance.

Desempenho e solução de problemas em equipes virtuais: um estudo experimental / Performance and problem solving in virtual teams: an experimental study

O estudo analisou as diferenças no desempenho de indivíduos e grupos em uma tarefa de memorização e reprodução de texto em ambiente virtual. Participaram 50 estudantes de nível superior, distribuídos em duas condições experimentais: grupal (n=26) e individual (n=24). Utilizaram-se os seguintes instrumentos: crenças e percepção de conflitos sobre o trabalho em equipe, auto e heteroatribuição de estados afetivos e estratégias de solução de problemas. O desempenho grupal na tarefa foi superior ao individual. Participantes na condição individual relataram maior uso de estratégias de solução de problemas que aqueles da condição grupal. Não foram evidenciadas diferenças entre as condições individual e grupal no tocante às crenças e à percepção de conflitos sobre o trabalho em equipe, bem como à atribuição de estados afetivos...

This study examined differences in the performance of individuals and groups on a task of text memorization and reproduction in a virtual environment. Fifty college students were - assigned to one of two experimental conditions: group (n= 26) and individual (n= 24). The instruments applied were: teamwork beliefs and conflict perception, self and hetero-attribution of affective states and problem-solving strategies. Group performance was better than individual performance. Participants in the individual condition reported greater use of problem-solving strategies than those in the group condition There were no differences between individuals and groups concerning teamwork beliefs and conflict perception as well as attribution of affective states...

Necesidades de Entrenamiento de Equipos Virtuales: un Estudio Exploratorio / Virtual Teams Training Needs: An Exploratory Study

El desarrollo creciente de las tecnologías de la información y la comunicación (TICs) y la necesidad de las organizaciones de globalizar sus alcances, ha dado lugar a nuevas formas de trabajo que se caracterizan por el uso intensivo de las TICs para superar barreras geográficas y temporales. Entre ellas, los equipos virtuales de trabajo. El estudio exploratorio que se presenta indaga las características de los equipos virtuales y las necesidades de entrenamiento derivadas de los desafíos que este tipo de equipos deben enfrentar. La recolección de datos se ha compuesto por 72 personas que forman parte de 15 equipos de diversas organizaciones. Los resultados indican que a pesar de las diferencias existentes entre los equipos, las necesidades de entrenamiento son similares. En función a los resultados, se propone orientaciones para el diseño de programas de entrenamiento.

As the availability of sophisticated communication technologies continues to grow, distributed teams will become even more pervasive in organizations. In this context, organizations and consequently work teams have incorporated the use of information technology and communication as support and means of their operations. Therefore, virtual work has progressively been increasing, with the requirement of specific demands for competence at individual or teamwork levels. This exploratory study focuses on the necessity of training derived from the problems or challenges virtual team members encounter in technology-mediated working environments in a context of geographical dispersion. It goes on to propose a guide of general character for training programs to strengthen or minimize the same. Data was then collected from 72 individuals who comprised a total of 15 virtual teams from thirteen companies. The results indicate that a number of group process-related issues were the participants’ primary concerns. Regarding these results and the conclusions of previous research, a basic training guide is proposed.