Condition Monitoring/Predictive Maintenance

Conflict management and effectiveness in virtual teams

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Purpose – This paper aims to explore the role of goal-oriented attitudes and behaviors as antecedents of conflict management and the subsequent impact of conflict management on team outcomes in virtual teams. Of particular interest is the role of “commitment to team goals” as a predictor of successful conflict management and the subsequent impact of conflict management on team outcomes. Design/methodology/approach – This paper describes the results from a quasi-experimental study examining the relationships among commitment to team goals, conflict management and team outcomes in virtual teams. First, it provides an in depth review of relevant empirical findings. Next, it describes a study examining the relationships between three sets of variables: commitment to team goals; conflict management; and team outcomes (performance and attitudinal) in the context of virtual teams. Data were collected from 141 students grouped in 39 teams size 3 to 4 that were part of four cohorts of an Engineering Management course. Findings – The results provide some preliminary evidence that conflict management mediated the relationships between goal commitment and team outcomes. Results suggest that commitment to team goals is a significant predictor of successful conflict management. Findings also suggest that teams that are more actively involved in preventing and solving their conflict experience a significant increase in the relationship between commitment to team goals and team performance, suggesting that use of effective conflict management can support team effectiveness in the context of virtual teams. Finally, limitations and suggestions for future research are presented. Originality/value – This paper sheds some light into the role conflict as a mediator on the relationship between goal commitment and virtual team effectiveness. It provides preliminary evidence that conflict management plays a critical role in enhancing virtual team effectiveness.

Organizational change capacity and composition of management teams: A visualization of how personality traits may restrain team adaptability

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Purpose – The purpose of this study is to show that the presence of strong personality traits in management teams may have limiting effects on the teams' ability to adapt to critical changes in their business environments. Design/methodology/approach – The financial operations characterizing ten management teams have been traced over three years, and the personalities of all managers were measured during the first phase of the project. A critical incident in the market signalled a need to adapt after about 20 months. The ensuing adaptation was analysed and related to the presence of strong personality traits, plotting all data in two-dimensional space to visualize the relationship between personality and business operations. Findings – The intra-team maximum traits were systematically related to a tendency to perform habitual business in the teams. Only intelligence and stability were related to better performance after the crisis, suggestion that other strong traits may impose rigidity. Research limitations/implications – The sample is limited to ten management teams, but these are followed for three years through 33 observation points. Also, a visualization technique based on factor analysis is used in addition to regression equations as one of the main methodological tools. Practical implications – Managers composing teams should observe the presence of strong traits and take action to prevent obstructing adaptation after crises. This knowledge may induce efforts to overcome rigidity and understand the value of reflection-in-action for teams. Originality/value – The paper presents a new way of conceptualizing the role of personality in management teams and shows its immediate impact on business performance in a real-life setting.

Managing the diversified team: challenges and strategies for improving performance

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Purpose – The purpose of this paper is to highlight the important factors which need to be taken into consideration to manage a diversified team. It also aims to provide business managers and executives with a framework of how to best utilize and implement teams in the workplace so as to maximize both internal and external diversified skill sets and capabilities in team members. Design/methodology/approach – An extensive review of existing literature was done to form the views of the authors on the issue. A strengths, weaknesses, oppositions, threats (SWOT) analysis of diversified teams was done with the help of secondary research. The concept is based on the author's own practical experience. A combination of primary and secondary research was used to highlight and strengthen the author views and opinions. The original ideas and basic concepts are based on the author's own experiences. Findings – The study found the maximum benefits of a diversified team. The findings show that effective teamwork requires members to recognize the team as a unit with common goals, values, and norms. The more that team members identify with each other, the more likely they are to believe they hold similar goals. Research limitations/implications – The paper is an attempt to express the real organizational scenario which is based on a sample of 20 corporate executives who dealt with a similar issue. The industries selected were in Delhi – NCR. There is reason to believe that if study had to be done in some other parts of the county, results may have been different. The sample taken was not very big, and was also non-random. A large sample may have different results. Practical implications – The study includes an extensive analysis of the organizational diversity and its impact on the performance of the organizations.

Leadership style and team processes as predictors of organisational learning

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Purpose – This paper aims to explore the independent and interactive leadership style and team processes on organisational learning in an Indian context. Design/methodology/approach – The methodology used is survey based. Primary data were collected from 36 Indian manufacturing sector executives and in total there were three teams (n=11, n=13 and n=12). Findings – It was found that overall leadership style and transactional leadership had significant positive impact on organisational learning. Furthermore, team processes like cohesion and support and confrontation and problem solving were also found to be important predictors of organisational learning. The interactive effect of independent variables on dependent variable was also positive and significant. Research limitations/implications – Discussions are performed and conclusions are drawn in the light of existing literature. The study bears implications for researchers to take on similar research in other contexts. Practical implications – The study bears significant implications for executives working in manufacturing organisations. It is suggested that transactional leadership style should be employed to contribute towards organisational learning in such firms. Moreover, the use of team processes will also help in enhancing learning at the team and organisational levels. Originality/value – This paper identifies two significant criterion variables to predict organisational learning. It is a pioneering effort to use team processes and leadership style together as predictors of organisational learning in Indian context.

Relationships between occupational self efficacy, human resource development climate, and work engagement

Emerald | Team Performance Management | Table of Contents >> 

Purpose – Improving work engagement can have significant implications for performance at individual, team and organisational level. The purpose of this paper is to investigate the effects of occupational self efficacy and human resource development (HRD) climate on work engagement among business executives of select business organisations in India. In addition, it aims to attempt to examine the mediating effect of HRD climate on self efficacy and work engagement relationship. Design/methodology/approach – The sample consisted of 150 business executives from both public and private sector manufacturing and service organisations in India. Data were collected through both personal visits and online questionnaires. Correlation and regression analyses were used to test the research hypotheses. Specifically, Baron and Kenny's method was used for testing the hypotheses of mediation. Findings – A significant relationship was found between all variables in the study. All the study hypotheses were supported. HRD climate was found to partially mediate the relationship between occupational self-efficacy and work engagement. Interestingly, both HRD climate and self-efficacy affect work engagement both directly and indirectly through influencing the other. Practical implications – Work engagement requires the workforce that is endorsed with self-efficacy as dispositional trait. In addition, improving the HRD climate can have significant implications for enhancing the work engagement among Indian business executives. Originality/value – By investigating the relationship between self-efficacy, HRD climate and work engagement the present study made an effort to fulfil the gap in academic literature where there is a significant dearth of academic literature on work engagement from developing economies.

Monitran’s new website gives engineers easy access to product

Monitran PRMonitran, a world-leader in the development and manufacture of transducers for the measurement of vibration, proximity and displacement, has revamped its website.

Designed with ease-of-navigation for sensor identification and selection in mind, details Monitran's extensive range of products and the company's value-added services.

The site includes; product selection guidelines, installation and maintenance tips, frequently asked questions (FAQs) and pages devoted to specific industries, including wind energy, mining and paper.

Monitran launches the MTN/5000-16 microcontroller-based condition monitoring system.

Monitran PR3Monitran - a world-leader in the development and manufacture of transducers for the measurement of vibration, proximity and displacement – has launched the MTN/5000-16; a robust and reliable microcontroller-based condition monitoring system.

The MTN/5000-16 contains up to 16 Monitran g-mac signal conditioning units and features a 2.8 inch TFT touchscreen with an easy-to-navigate menu that enables users to set data sampling periods, ranges and accuracy levels plus vibration threshold (alarm) levels; on a channel-by-channel basis or across all channels. In addition, the system has 20 digital I/O channels, enabling the MTN/5000-16 to be integrated with other systems.

New improved online condition monitoring systems for wind turbines and industrial machinery

The Schaeffler Group’s maintenance management and condition monitoring division, FAG Industrial Services (F’IS) has launched improved versions of its FAG DTECT X1 and FAG WiPro online condition monitoring systems. The new systems are more compact than their predecessors and offer increased functionality and flexibility.


The new individual modules – the monitoring unit and the multiplexer – are now integrated in a single, compact unit that offers a high degree of flexibility for end users. The new FAG DTECT X1 s is suitable for a wide range of industrial vibration monitoring applications, whilst the new FAG WiPro s is ideal for permanent condition monitoring of wind turbines.


Unlike their predecessors, the two new systems combine all control modules into a single compact housing, which measures just 260 x 150 x 90mm, enabling easy installation in control cabinets. The integrated multiplexer enables the recording of signals from up to eight different sensors.


Ultra compact sensor enables cost effective online condition monitoring of plant and machines

Schaeffler has launched a new ultra compact, online condition monitoring device for industrial plant and machinery. This unique system not only monitors vibration and temperature, but also a range of other machine and process-specific parameters such as pressure and flow rate. The device can also be used as a machine condition guard with safety switch-off.


The economic benefit of implementing a successful Condition Monitoring strategy

Successful companies are all about winning. This is achieved by having:

–Best speed
–Best Quality
–On time delivery
–Best Price
–Lowest Costs

So where do we draw the inspiration from and how can Maintenance help?

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