A Learning Team Drama in One Act

2017 ◽  
pp. 1-4
Author(s):  
Lynn A. Isabella ◽  
Jessica Pohl ◽  
Jason Sinnarajah
Keyword(s):  
Graduate School ◽  
Team Member ◽  
Diverse Group ◽  
Multicultural Teams ◽  
Mba Students ◽  
Learning Teams ◽  
Team Experience ◽  
The Difference ◽  
Learning Team ◽  
One Act

“Hee Soap, Hee Soap,” Timothy Jones sang out in a mocking fashion towards Hee Seop Choi, a fellow learning team member at a noted graduate school of business. Hoping to gain the benefits from a diversity of resources, knowledge, and ideas, MBA students at this school were assigned to learning teams. Each member was specifically chosen with an effort to mix up gender, nationalities, professional backgrounds, and interests. But those advantages may be outweighed by problems stemming from multicultural differences. This case offers a disguised, yet real, team experience that can be used in the classroom to unpack how this richly diverse group had trouble getting along and why their personality clashes intensified. The opportunity to discuss the challenges in light of culture, and the difference between that and problems stemming from personalities will help students reap the benefits intrinsic in multicultural teams.

The Flynn Effect

2018 ◽  
Author(s):  
Angela Duckworth ◽  
Keyword(s):  
Graduate School ◽  
The United States ◽  
Delay Of Gratification ◽  
Average Score ◽  
Past Century ◽  
Political Scientist ◽  
Abstract Reasoning ◽  
Flynn Effect ◽  
The Past ◽  
The Difference

In tandem with increases in delay of gratification, the human capacity for abstract reasoning has increased enormously over the past century. This phenomenon is called the Flynn Effect, after the political scientist who discovered it. I first learned about the Flynn Effect in graduate school. I remember thinking it was impossible. How could it be that as a species, we're getting smarter? And not just a little bit smarter. The size of the Flynn Effect is staggering: more than 30 IQ points—the difference between getting an average score on a standard intelligence test versus qualifying as mentally gifted. Gains are comparable in all areas of the United States and, indeed, around the world.

scholarly journals Teamwork, Edison Style

2015 ◽  
Vol 137 (02) ◽  
pp. 46-49 ◽  
Author(s):  
Sarah Miller Caldicott
Keyword(s):  
Team Member ◽  
Beating Heart ◽  
Diverse Group ◽  
Critical Component ◽  
Knowledge Assets ◽  
Textile Worker ◽  
Instrument Maker ◽  
New Knowledge ◽  
Electric Light

This article discusses Thomas Edison’s concept of teamwork and collaborations. Edison fundamentally viewed collaboration as a connecting force, a transformational force that facilitated and made possible the development of new knowledge. Edison’s innovations were generated through focused approaches to teamwork and collaboration. He viewed collaboration as the beating heart of his laboratories, a sustaining resource that fueled the knowledge assets of his innovation. Edison designed a process of collaboration that was used across his entire enterprise of more than 200 companies worldwide. Because Edison believed that individuals are vital to collaborative success, he placed emphasis on the contributions of each team member as a critical component of the team’s joint efforts. Because he believed that a diverse group of individuals offered the best chance for collaborative success, Edison consistently created teams that had members from several disciplines. The famous group that drove the breakthrough thinking behind the incandescent electric light consisted of a glassblower, a machinist, a chemist, a mathematician, an instrument maker, and a textile worker, along with Edison himself.

Placement Opportunities and Preparing for the Human Factors and Ergonomics Marketplace

1996 ◽  
Vol 40 (8) ◽  
pp. 434-435
Author(s):  
W. F. Moroney
Keyword(s):  
Human Factors ◽  
Team Member ◽  
Work Place ◽  
The Third ◽  
Human Factors And Ergonomics ◽  
Student Teams ◽  
Potential Problems ◽  
Placement Service ◽  
Team Experience ◽  
Groups And Teams

The first two presentations of this symposium present the results of an analysis of 159 placement announcements listed with the HFES Placement Service during 1994–1995. The first presentation describes the characteristics of 129 industry, government and consulting positions; while the second presentation describes the characteristics of 10 academic and 20 internship positions. The ability to perform as a team member was cited often and is the focus of the third and fourth presentations. The third presentation discusses the importance of the team experience in today's work place. It also describes how three educators incorporated a team experience into their courses. The last presentation of this symposium highlights various benefits and potential problems of groups and teams and focuses on strategies for successfully implementing student teams in the classroom.

scholarly journals The manifestation of cultural factors and group processes in the work of a multicultural team

2019 ◽  
Vol 138 ◽  
pp. 02016
Author(s):  
Mikhail Leontev
Keyword(s):  
International Relations ◽  
Team Member ◽  
Group Processes ◽  
Team Work ◽  
Multicultural Teams ◽  
National Values ◽  
Communication Conflict ◽  
Different Cultures ◽  
Shed Light ◽  
Multicultural Team

The relevance of the work is due to an increase in the number of multicultural teams, multicultural collectives, interactions between workers and learners, which are representatives of different nations. The globalization of the economy has led to the expansion of international relations, which means that a clash of different cultures is becoming more common, affecting different spheres of life. It is important to study the characteristics of national values and small group processes for organizing the work of a multicultural team. To this end, the study was conducted that uses and includes measurements of culture and group processes to explain the work of such teams. The results of the study confirm that culture measurements: individualism, collectivism, power distance and communication, conflict management impact on team member satisfaction. The results of this study shed light on the theoretical and practical aspects of managing multicultural teams in modern conditions and conclusions regarding their impact on team work.

Book Reviews

2014 ◽  
Vol 52 (4) ◽  
pp. 1189-1191
Keyword(s):  
Developing Countries ◽  
Graduate School ◽  
Economic History ◽  
Professor Emeritus ◽  
The West ◽  
Catching Up ◽  
History Of ◽  
Great Divergence ◽  
The Difference

Branko Milanovic, a Presidential Professor at the CUNY Graduate Center, reviews “Mixed Fortunes: An Economic History of China, Russia, and the West”, by Vladimir Popov. The Econlit abstract of this book begins: “Provides an interpretation of the ""Great Divergence" and the ""Great Convergence" stories, analyzing why Western countries grew rich and developing countries struggled to keep up, focusing on China and Russia. Discusses how the West became rich--stylized facts and a literature review; why the West became rich first and why some developing countries are catching up, while others are not; Chinese and Russian economies under central planning--why the difference in outcomes?; Chinese and Russian economies since reforms--transformational recession in Russia and acceleration of growth in China; and growth miracles and failures--lessons for development economics. Popov is with the Department of Economic and Social Affairs of the United Nations, Professor Emeritus at the New Economic School in Moscow, and Professor in the Graduate School of International Business at the Russian Presidential Academy of the National Economy and Public Administration in Moscow.”

scholarly journals Undergraduate Science Research: A Comparison of Influences and Experiences between Premed and Non–Premed Students

2011 ◽  
Vol 10 (2) ◽  
pp. 199-208 ◽  
Author(s):  
Lara Brongo Pacifici ◽  
Norman Thomson
Keyword(s):  
Medical School ◽  
Graduate School ◽  
Undergraduate Research ◽  
Science Research ◽  
School Research ◽  
The Difference ◽  
Undergraduate Science ◽  
Rule Out

Most students participating in science undergraduate research (UR) plan to attend either medical school or graduate school. This study examines possible differences between premed and non–premed students in their influences to do research and expectations of research. Questionnaire responses from 55 premed students and 80 non–premed students were analyzed. No differences existed in the expectations of research between the two groups, but attitudes toward science and intrinsic motivation to learn more about science were significantly higher for non–premed students. Follow-up interviews with 11 of the students, including a case study with one premed student, provided explanation for the observed differences. Premed students, while not motivated to learn more about science, were motivated to help people, which is why most of them are pursuing medicine. They viewed research as a way to help them become doctors and to rule out the possibility of research as a career. Non–premed students participated in research to learn more about a specific science topic and gain experience that may be helpful in graduate school research. The difference in the reasons students want to do UR may be used to tailor UR experiences for students planning to go to graduate school or medical school.

scholarly journals Levels of Academic Leaders’ Emotional Intelligence, Team Emotional Climate & Team Member Job Satisfaction

2021 ◽  
Vol 4 (2) ◽  
pp. 67-75
Author(s):  
MUHAMMAD ADNAN REHMAN ◽  
MUHAMMAD NAUMAN HABIB ◽  
SHAHZAD KHAN
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Questionnaire Survey ◽  
Team Member ◽  
Team Leaders ◽  
Emotional Climate ◽  
Academic Leaders ◽  
Team Members ◽  
Emotional Work ◽  
The Difference

The study intended to examine leaders’ emotional intelligence, emotional work climate and job satisfaction among several teams of higher educational institutes. A few studies have examined the effects of these variables but seldom studies existed which examined the level of these variables. The aim of this study was to find out the difference between the true mean and the comparison value. Questionnaire survey of 30 team leaders and 120 team members was conducted. The paper applied one sample t-test using the SPSS 20 software to test the hypothesis. The study found out that there is a slight difference between the true mean and the comparison value. Although the difference is statistically significant but not large enough to be practically significant. Therefore, the subjects recruited were treated as normal.

Efficient Multicultural Teams

2020 ◽  
pp. 293-305
Author(s):  
Philippe D’Iribarne ◽  
Sylvie Chevrier ◽  
Alain Henry ◽  
Jean-Pierre Segal ◽  
Geneviève Tréguer-Felten
Keyword(s):  
Team Member ◽  
Cross Cultural ◽  
Multicultural Teams ◽  
Specific Context ◽  
Step Method ◽  
Intercultural Integration

The quick training of expatriates prior to departure meant to raise their awareness of cultural habits is insufficient to increase the efficiency of multicultural teams. Such improvement requires helping each team member to decipher the main cultural references of their counterparts and to organize themselves in a way that is acceptable in all of their universes of meaning. This chapter provides an example of such cross-cultural coaching for a Franco-Malagasy team and details the six-step method implemented by the cultural analyst. It also suggests different leverages for improvement depending on the team’s specific context. Whenever tight intercultural integration is required, organizing complementarity between sub-groups may turn out less costly than striving for complex arrangements.

Multi Strategies-Based Resources Recommendation in Learning Team

2014 ◽  
Vol 1006-1007 ◽  
pp. 1187-1193
Author(s):  
Lin Gong ◽  
Zi Jian Zhang ◽  
Jian Xie
Keyword(s):  
Team Member ◽  
Collaborative Work ◽  
Prototype System ◽  
Learning Resources ◽  
Team Members ◽  
Task Knowledge ◽  
Task Requirements ◽  
Key Factor ◽  
Learning Team ◽  
Practical Validation

Learning team has become an important foundation for collaborative work. In a team, according to the knowledge of members and task requirements, how to recommend learning resources to the appropriate team member is a key factor of success. This paper firstly reviewed related methods and concepts in knowledge management and recommendation. Then, it constructed different models for task, knowledge, team member and learning resource. The two strategies of resources recommendation were proposed. One was based on similarity measurement and another is based on knowledge background and experience of team members. Based on the two strategies, learning resources were recommended to team members. Finally, the prototype system was built for practical validation.

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