An extended regularized adjusted plus-minus analysis for lineup management in basketball using play-by-play data

In this work we analyse basketball play-by-play data in order to evaluate the efficiency of different fiveman lineups employed by teams. Starting from the adjusted plus-minus framework, we present a modelbased strategy for the analysis of the result of partial match outcomes, extending the current literature in two main directions. The first extension replaces the classical response variable (scored points) with a comprehensive score that combines a set of box score statistics. This allows various aspects of the game to be separated. The second extension focuses on entire lineups rather than individual players, using a suitable extended model specification. The model fitting procedure is Bayesian and provides the necessary regularization. An advantage of this approach is the use of posterior distributions to rank players and lineups, providing an effective tool for team managers. For the empirical analysis, we use the 2018/2019 regular season of the Turkish Airlines Euroleague Championship, with play-by-play and box scores for 240 matches, which are made available by the league website. The results of the model fitting can be used for several investigations as, for instance, the comparative analysis of the effects of single players and the estimation of total and synergic effects of lineups monitoring. Moreover, the behaviour of players and lineups during the season, updating the estimation results after each gameday, can represent a rather useful tool

An extended regularized adjusted plus-minus analysis for lineup management in basketball using play-by-play data

In this work we analyse basketball play-by-play data in order to evaluate the efficiency of different fiveman lineups employed by teams. Starting from the adjusted plus-minus framework, we present a modelbased strategy for the analysis of the result of partial match outcomes, extending the current literature in two main directions. The first extension replaces the classical response variable (scored points) with a comprehensive score that combines a set of box score statistics. This allows various aspects of the game to be separated. The second extension focuses on entire lineups rather than individual players, using a suitable extended model specification. The model fitting procedure is Bayesian and provides the necessary regularization. An advantage of this approach is the use of posterior distributions to rank players and lineups, providing an effective tool for team managers. For the empirical analysis, we use the 2018/2019 regular season of the Turkish Airlines Euroleague Championship, with play-by-play and box scores for 240 matches, which are made available by the league website. The results of the model fitting can be used for several investigations as, for instance, the comparative analysis of the effects of single players and the estimation of total and synergic effects of lineups monitoring. Moreover, the behaviour of players and lineups during the season, updating the estimation results after each gameday, can represent a rather useful tool

Optimal Personnel Deployment Strategy for Self-Perform Maintenance on Wind Farms

Wind turbine maintenance is a major cost factor and key determinant of wind farm productivity. Many companies outsource critical maintenance procedures while others perform these tasks in-house, referred to as self-perform maintenance. While expected to reduce time to profit on asset investment, self-perform requires an efficient personnel deployment strategy to implement. In this thesis, a partial solution to the optimization of wind turbine maintenance personnel team assignment is presented. A holistic framework is established, through analysis of historical work orders, for defining metrics that evaluate the performance of technicians. These metrics are further transformed into interpretable proficiency coefficients to be incorporated into an application of the team assignment problem. A case study of a large wind farm owner and operator is presented to illustrate the potential benefits and caveats of the proposed metrics and evaluation strategy. Additionally, the practicality of the data-derived metrics and proficiencies is illustrated. Key improvement strategies in data quality and metric aggregation are detailed, as well as discussion of a potential formulation of the task-to-team assignment problem, to be modeled through a standard maximin approach and solved through an integer programming technique

Human system modelling in support of manufacturing enterprise design and change

Organisations comprise human and technical systems that typically perform a variety of business, engineering and production roles. Human systems comprise individuals, people groups and teams that work systematically to conceive, implement, develop and manage the purposes of any enterprise in response to customer requirements. Recently attention has been paid to modelling aspects of people working within production systems, with a view to improving: production performance, effective resource allocation and optimum resource management. In the research reported, graphical and computer executable models of people have been conceived and used in support of human systems engineering. The approach taken has been to systematically decompose and represent processes so that elemental production and management activities can be modelled as explicit descriptions of roles that human systems can occupy as role holders. First of all, a preliminary modelling method (MM1) was proposed for modelling human systems in support of engineering enterprise; then MM1 was implemented and tested in a case study company 1. Based on findings of this exploratory research study an improved modelling method (MM2) was conceived and instrumented. Here characterising customer related product dynamic impacts extended MM1 modelling concepts and methods and related work system changes. MM2 was then tested in case study company 2 to observe dynamic behaviours of selected system models derived from actual company knowledge and data. Case study 2 findings enabled MM2 to be further improved leading to MM3. MM3 improvements stem from the incorporation of so-called DPU (Dynamic Producer Unit) concepts, related to the modelling of human and technical resource system components . Case study 4 models a human system for targeted users i.e. production managers etc to facilitate analysis of human configuration and also cost modelling. Modelling approaches MM2, MM3 and also Case Study 4 add to knowledge about ways of facilitating quantitative analysis and comparison between different human system configurations. These new modelling methods allow resource system behaviours to be matched to specific, explicitly defined, process-oriented requirements drawn from manufacturing workplaces currently operating in general engineering, commercial furniture and white goods industry sectors

The development of a culture-based tool to predict team performance

The effect of national culture on the performance of teams is becoming an increasingly important issue in advanced western countries. There are many interlinked reasons for this, including the increasing globalisation of companies and the use of joint ventures for the development of expensive platforms. A further issue relates to the export of complex sociotechnical systems, where a culture clash between designer/manufacturer and user can lead to significant problems. This report describes research work that was carried out to analyse the cultural factors that influence the performance of teams (including researchers, designers, operators and crews), and to determine whether these factors could be captured in a tool to provide assistance to team managers and team builders. The original point of interest related to the development of increasingly complex sociotechnical systems, for example nuclear power stations, oil refineries, offshore oil platforms, hospital systems and large transport aircraft. Answers that might be sought, in particular by the senior managers of global companies, include (1) the best teams (or best national locations) for fundamental research, industrial research & development, product/system improvement and other key activities, and (2) the implications for system performance and, as a result, for system design, of targeting an eastern Asian market, a South-American market, etc. A literature review was carried out of the effects of culture on team performance, of culture measures and tools and of task classifications; in addition, empirical evidence of the validity of measures and tools was sought. Significant evidence was found of the effects of culture on teams and crews, but no national culture-based team performance prediction tools were found. Based on the results of the literature review, Hofstede's original four-dimension cultural framework was selected as the basis for the collection and analysis of empirical data, including the results of studies from the literature and the researcher s own empirical studies. No team or task classification system was found that was suitable for the purposes of linking culture to team performance, so a five-factor task classification was developed, based on the literature review, to form the basis of the initial modelling work. A detailed analysis of results from the literature and from the author s pilot studies revealed additional culture-performance relationships, including those relating to cultural diversity. Three culture-performance models were incorporated into software tools that offered performance prediction capabilities. The first model was primarily a test bed for ideas; the second model incorporated a task/behavioural approach which achieved limited success; the third and final model was evaluated against a range of team and crew performance data before being tested successfully for acceptability by users. The research results included the discovery that the effects of cultural diversity must be sought at the individual cultural dimension level not at the composite level, that the effects of national culture on team performance are consistent and strong enough to be usefully captured in a predictive culture tool and that the relation¬ship between culture and behaviour is moderated by contextual factors

Exploratory search for relevant features of the impact of leadership on team performance

This research explores the link between team leadership and team performance. Firstly, it is argued here that leadership performance is positively related to team performance. Secondly, it is hypothesized that leaders' personality profiles have an impact on their leadership performance. Thirdly, it is postulated that team role balance is also associated with team performance. Results show that the leadership performance of 4th-year student leaders is significantly related to the performance of the IDP teams that they lead; that is to say, the better the leadership performance the better the team performance. Results also demonstrate that the leader students' personality profile may impact on their leadership performance. The results showed no association between team role balance and the performance of the IDP teams.Esta investigación explora la relación entre el liderazgo del equipo y el rendimiento del equipo. En primer lugar, se sostiene que el desempeño del liderazgo se correlaciona positivamente con el rendimiento del equipo. En segundo lugar, se formula la hipótesis de que los perfiles de personalidad de los líderes tienen un impacto en su desempeño como líderes. En tercer lugar, se postula que el equilibrio de los roles de los diferentes miembros del equipo también afecta el rendimiento del equipo.Los resultados demuestran que el desempeño del liderazgo está significativamente relacionado con el desempeño de los equipos, es decir, cuanto mejor es el rendimiento de liderazgo, mayor es el rendimiento del equipo. Los resultados también manifiestan que los perfiles de personalidad de los líderes pueden tener un impacto sobre su liderazgo. Los resultados no mostraron ninguna relación entre el equilibrio de los roles del equipo y el desempeño de los equipos

Optimal Personnel Deployment Strategy for Self-Perform Maintenance on Wind Farms

Wind turbine maintenance is a major cost factor and key determinant of wind farm productivity. Many companies outsource critical maintenance procedures while others perform these tasks in-house, referred to as self-perform maintenance. While expected to reduce time to profit on asset investment, self-perform requires an efficient personnel deployment strategy to implement. In this thesis, a partial solution to the optimization of wind turbine maintenance personnel team assignment is presented. A holistic framework is established, through analysis of historical work orders, for defining metrics that evaluate the performance of technicians. These metrics are further transformed into interpretable proficiency coefficients to be incorporated into an application of the team assignment problem. A case study of a large wind farm owner and operator is presented to illustrate the potential benefits and caveats of the proposed metrics and evaluation strategy. Additionally, the practicality of the data-derived metrics and proficiencies is illustrated. Key improvement strategies in data quality and metric aggregation are detailed, as well as discussion of a potential formulation of the task-to-team assignment problem, to be modeled through a standard maximin approach and solved through an integer programming technique

C@rol: Herramienta Web que aplica un nuevo método para la mejora de la efectividad de grupos de estudiantes a través de la identificación de roles en entornos de aprendizaje colaborativo asistido por ordenador

205 p.En los últimos años aprender a trabajar en equipo se ha convertidoen una asignatura común en la educación superior. La comunicación entrelos miembros de grupos de estudiantes se puede monitorizar si ésta se dautilizando un foro de discusión y a su vez, dicha comunicación se puedeanalizar para obtener información sobre el desarrollo de los rolesindividuales. Varios autores han puesto de manifiesto que la composición deun equipo y su distribución de roles son relevantes para el aumento delaprendizaje de los estudiantes y que una distribución de roles balanceadamejora la calidad del trabajo del grupo. Esta tesis presenta una aplicaciónweb, accesible por Internet, que implementa un nuevo método para ayudaral profesorado a guiar a los grupos de estudiantes para mejorar suefectividad. Dicho método consiste en el uso de un modelo de análisis decontenidos de Computer-Supported Collaborative Learning para clasificar endiferentes categorías los mensajes enviados por los estudiantes.Dependiendo de los resultados de este análisis, se deducen para cada unode los miembros del grupo, sus roles principales y por tanto la distribucióngeneral de roles del grupo

Communication in engineering teams: personal interactions and role assignment

NEED – Communication is understood to be a key professional soft skill for engineers, but the components of communication are defined poorly. The literature on engineering communication is devoted primarily to formal information flows, the medium of communication, and technical documentation. There is comparatively little attention on the process, cognitive and organisational aspects. PURPOSE – The overall objective of this thesis was to develop a model of casual role assignment in the engineering context. Specifically, to identify how participants of engineering project meetings choose and acquire communication behavioural patterns. APPROACH – The research approach used mixed methods – a quantitative exploratory study followed by inductive qualitative analysis. The research consisted of four phases. First, a survey (questionnaire) was used to explore levels of satisfaction in communication of engineering team members (phase 1). Next, a new observational study method was developed to capture behavioural interactions within project meetings (phase 2). This is called the interaction diagram methodology. This methodology was then applied together with a structured interview, questionnaire, and Big Five personality test, to observational studies on student engineers (phase 3), and engineers in consulting firms (phase 4). FINDINGS – This thesis made several original contributions. First, a novel observational method was developed that provides a graphical representation of the interaction flow during meetings and a procedure to quickly analyse communication situations, identify group roles, and compare group activity at different meetings. Second, a new set of 12 team roles was identified for participants at project meetings. These were based on the literature, and further modified by our observations. We proposed that Social sensitivity and Personal satisfaction from communication interact, resulting in four broad levels of team outcome. The best is Team coherence, and the lesser outcomes are identified as Reluctant cohesiveness, Parallel compensation, and Behavioural divergence. Third, observations of team behaviour lead to a new insight into the process of team role assignment, and the creation of a new theoretical construct. This is the Team role circumplex. While circumplexes exist elsewhere in psychology and human development, there is no prior work in the area of engineering team roles. Key features of the new circumplex are the identification of two axes against which all the roles may be placed: Personal Agency/ Communion and Social engagement/ Social Disengagement. Fourth, communication at project meetings at university and in commercial engineering firms was compared and several distinctions in communication patterns were identified. For example, official positions consist mostly of predefined communications in industrial organisations, whereas at university participants have more freedom to choose their communication style. Furthermore, factors influencing project team communication (temporal and permanent) were determined and analysed. These factors included the communication setting of the meeting, team size, location inside meeting places, styles of supervision, and personality and demographic factors (gender differences in communication preferences of engineers). It was observed that participants of engineering project meetings adjusted their communication style to the behaviour of other people or to different communication settings. We supposed that this happens at three different levels: micro-level (grounding processes in conversation), mezzo-level (emotional and rational regulation) and macro-level (over an extended period of time)