Abstract:
Purpose The purpose of this paper is to establish how teams view the relative importance of team learning behaviors in comparison with other predictors of team performance. Design/methodology/approach A survey was administered to 30 team members, 19 team leaders, and 21 supervisors of 22 teams from eight Dutch organizations, Respondents were asked to indicate which criteria they applied to evaluate team performance, and which factors they deemed the most important ones in distinguishing between high and poorly performing teams. Findings The most frequently applied criteria to measure team performance were satisfying quality requirements, reaching the target goals, and customer satisfaction. Respondents evaluated team leadership, goal clarity, and team learning behaviors as main factors influencing team performance. Attitudes of team members, team leaders, and supervisors differed in some respects. Research limitations/implications The study uses a cross-sectional approach and a relatively small sample size. Further research using larger samples should focus on determining differences in subjective and objective performance ratings across tasks and across team types. Multi-wave designs can provide more specific information about the stability of the variables and their over-time relationships. Practical implications This paper can help to raise awareness of differences in attitudes towards team performance criteria among team members, team leaders, and supervisors; as well as increase their ability to determine the value of factors contributing to team performance enhancement. Originality/value The paper provides insights into the attitudes of team stakeholders towards team performance rating criteria and influencing factors. These can have substantial impact on intended and actual behaviors within the team.
Purpose The purpose of this paper is to establish how teams view the relative importance of team learning behaviors in comparison with other predictors of team performance. Design/methodology/approach A survey was administered to 30 team members, 19 team leaders, and 21 supervisors of 22 teams from eight Dutch organizations, Respondents were asked to indicate which criteria they applied to evaluate team performance, and which factors they deemed the most important ones in distinguishing between high and poorly performing teams. Findings The most frequently applied criteria to measure team performance were satisfying quality requirements, reaching the target goals, and customer satisfaction. Respondents evaluated team leadership, goal clarity, and team learning behaviors as main factors influencing team performance. Attitudes of team members, team leaders, and supervisors differed in some respects. Research limitations/implications The study uses a cross-sectional approach and a relatively small sample size. Further research using larger samples should focus on determining differences in subjective and objective performance ratings across tasks and across team types. Multi-wave designs can provide more specific information about the stability of the variables and their over-time relationships. Practical implications This paper can help to raise awareness of differences in attitudes towards team performance criteria among team members, team leaders, and supervisors; as well as increase their ability to determine the value of factors contributing to team performance enhancement. Originality/value The paper provides insights into the attitudes of team stakeholders towards team performance rating criteria and influencing factors. These can have substantial impact on intended and actual behaviors within the team.
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