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High-performance teams (HPTs) is a concept within organization development referring to teams, organizations, or virtual groups that are highly focused on their goals and that achieve superior business results. High-performance teams outperform all other similar teams and they outperform expectations given their composition.
[37] [38] An example of management teams are executive management teams, which consists of members at the top of the organization's hierarchy, such as chief executive officer, board of directors, board of trustees, etc., who establish the strategic initiatives that a company will undertake over a long term period (~ 3–5 years). [39]
Team members who are part of high performance teams tend to have strong personal commitment to one another's growth and success, and to the organizations growth and success. [10] The high sense of commitment exhibited by teams in a high performance organization allow these teams to have a better sense of purpose, more accountability, and more ...
Another focus of high-commitment practices is employee relationships; they emphasize flexible employment schedules. The system relies on individual performance and stresses self-motivation. The detailed recruitment process may include interviews with various company members, an induction course, and sometimes team-building exercises. [4]
Instead of the traditional flow line system of car production, self-managed teams would assemble the entire car. The idea of worker directors – a director on the company board who is a representative of the workforce – was established through this project and the Swedish government required them in state enterprises.
The goals of self-management are to improve performance by granting workers greater autonomy in their day-to-day operations, boosting morale, reducing alienation and eliminating exploitation when paired with employee ownership. [3] An enterprise that is self-managed is referred to as a labour-managed firm.
Self-managed action learning is a variant of Action Learning that dispenses with the need for a facilitator of the action learning set, including in virtual and hybrid settings. [ 25 ] [ 26 ] [ 27 ] There are a number of problems, however, with purely self-managed teams (i.e., with no coach).
There is an ongoing phenomenon that autonomous teamwork supposedly has a positive influence on the psychological well-being of employees. A study conducted by two universities in The Netherlands focuses on the influences of the perceived group autonomy and individual autonomy, respectively on the individual tasks and psychological well-being. A poll was cond