Bihel, Karyna

Migliano, Kristen

English

Lynn University: SPIRAL (Scholarly Publications, Institutional Repository and Archives at Lynn)

November 10, 2021lynn.eduUTILIZING WORK STYLE PREFERENCES TO EFFECTIVELY MANAGE VARIOUS WORK TEAM ARRANGEMENTS IN DYNAMIC ORGANIZATIONAL SYSTEMSKaryna Bihel, MBAGraduate StudentCollege of Business & ManagementKristen Migliano, Ph.D.Associate ProfessorCollege of Business & ManagementA Research Proposal presented to ABR 2021 Boca Raton ConferenceNovember 10, 2021lynn.eduKristen Migliano, Ph.D.Lynn UniversityCollege of Business and Managementwww.linkedin.com/in/kristen-miglianokmigliano@lynn.eduKaryna Bihel, M.B.A.Lynn UniversityCollege of Business and Managementhttps://www.linkedin.com/in/karyna-bihel/kbihel@email.lynn.eduNovember 10, 2021lynn.eduResearch Proposal Population:  Predetermined groups of graduate students participating in a group project during one term. Some groups random, others established with consideration of Work Styles. Some groups in a virtual class environment, others in a traditional in-person class.Data Collection:Initial survey inquiring of participants’ personal opinions on how they believe the process will go in preparing the group project. Participants are asked to consider the difference in outcomes they expect when paired with group members intentionally, versus randomly. Attempt to identify bias going into the study.Post-project survey will focus on the experience, the satisfaction level, and the outcomes met.Hypothesis:Does implementing systems thinking to develop organizational teams with the consideration of individual work style preferences result in increased group member satisfaction and improved organizational performance?Procedures: All participants complete Deloitte “The Business Chemistry”     self-assessmentOne half of the participants will receive team assignments established by pairing opposites and complementary functionality of Work Style Preferences assessment results. The other participants will self-organize, with no consideration of Work Style preferences. Same technique will be applied to an online course alongside in-person class. Researcher Observation and Interviewing will occur.November 10, 2021lynn.eduHypothesisDoes implementing systems thinking to develop organizational teams with the consideration of individual work style preferences result in increased group member satisfaction and improved organizational performance?Overview of the ProblemGroup Member Disengagement/Remote Work Underperforming Work TeamsIngenuine/Virtual Collaboration Lack of Thought Diversity Disenfranchised Organizational Teams Disharmonious Work PracticesNovember 10, 2021lynn.eduChallenges in Managing Groups & Teams• Communication• Role Ambiguity• Clear Expectations• Work Style Preferences• Conflict– Task Conflict– Process Conflict– Relationship ConflictNovember 10, 2021lynn.eduTypes of Group ConflictProcess ConflictRelationship ConflictDisagreement about the tasks or goalsConflict about how to accomplish a task, who is responsible for what, and how things should be delegatedPerceived incompatibility or differences between individuals or groupsSource: Griffin, Phillips, & Gully (2020, p. 354)Task ConflictNovember 10, 2021lynn.eduReview of the Applicable Scientific Theories& Supportive LiteratureNovember 10, 2021lynn.eduEmployee Engagement with RAMP:Relatedness: positive relationships and a sense of connection with others.Autonomy: Freedom to be self-directedMastery: Utilizing STRENGTHS!Purpose: Aligning values & principles across people, processes, performanceHerzberg (1987)Deci, E.L. (1971)Self-Determination Theory: core needs contribute to self-esteem & psychological well-beingNovember 10, 2021lynn.eduStrengths“The task of leadership is to create an alignment of strengths that make a system’s weaknesses irrelevant.” -Peter DruckerSystems Thinking Team Design!Cooperrider, D. L., Barrett, F.; & Srivastva, S. (1995)Strengths Alignmentlynn.eduHuman Talent can impact outcomes in a direct and tangible wayStrengths-based cultures see 8% higher revenue per employee compared with the average.When individuals leverage their natural talents in their team roles, greater profitability followsWorkgroups that receive strengths-based development achieve an increase in profit of as much as 29%To achieve this optimization, we must change the way people…….Work!Source: Gallup, 2018Talent & Team OptimizationNovember 10, 2021lynn.eduHypothetical Solution to the ProblemHypothesisDoes implementing systems thinking to develop organizational teams with the consideration of individual work style preferences result in increased group member satisfaction and improved organizational performance?The Application of:I. Systems ThinkingII. Work Style PreferencesNovember 10, 2021lynn.eduI. Overview of Systems ThinkingCharacterized by its holistic approach to entities and phenomenaFocuses on the relation between parts, each’s objectivesPursues each part’s function in relation to organizational objectivesParts of the whole are considered for their “Relatedness”Ackhoff (1974)Senge (1990)November 10, 2021lynn.eduAckhoff, R. (1974)Senge, P. (1990) Skarzauskiene, A. (2010)Tate, C. (2015)Studies indicate systems thinking principles can become a valuable foundation for managing a high-performing organization. Proposed Solution: Construct Work Teams with complementary Work Style PreferencesA Systems Approach to Group PerformanceDiversity in Strengths: Differing Work Styles improve cooperation, team objectives/outcomes, & organizational performance.November 10, 2021lynn.eduII. Work Style PreferencesThe Science of Teams in Organizations“Business Chemistry”lynn.eduWORK STYLE PREFERENCESEvery team is a mix of the 4 Work Style Types. Getting the best out of any combination.Johnson-Vickberg,S,& Christfort, K. (2017)Source: (Saia, 2018)How Work Styles ImpactTeam ChemistryRecognizing WHO to delegate team functions toIdentifying WHAT each style is Energized byArranging WHEN work styles should collaborate or individually contributeSupporting HOW teams interact and collaborate & avoiding divisivenessProviding WHY with collective purposeSource: (Harbin, 2018)November 10, 2021lynn.eduPIONEER = have these group members solve the WHY? (focus on vision, big picture) DRIVER = have these group members solve the WHAT? (focus on results, goals) GUARDIAN = have these group members solve the HOW? (focus on planning, details) INTEGRATOR = have these group members solve the WHO? (focus on relationship, teamwork) Utilizing Work StylesAlign: Create synergy by pairing opposites and capitalizing on differences Stapper, B. (2018)November 10, 2021lynn.eduResearch Proposal Population:  Predetermined groups of graduate students participating in a group project during one term. Some groups random, others established with consideration of Work Styles. Some groups in a virtual class environment, others in a traditional in-person class.Data Collection:Initial survey inquiring of participants’ personal opinions on how they believe the process will go in preparing the group project. Participants are asked to consider the difference in outcomes they expect when paired with group members intentionally, versus randomly. Attempt to identify bias going into the study.Post-project survey will focus on the experience, the satisfaction level, and the outcomes met.Hypothesis:Does implementing systems thinking to develop organizational teams with the consideration of individual work style preferences result in increased group member satisfaction and improved organizational performance?Procedures: All participants complete Deloitte “The Business Chemistry”     self-assessmentOne half of the participants will receive team assignments established by pairing opposites and complementary functionality of Work Style Preferences assessment results. The other participants will self-organize, with no consideration of Work Style preferences. Same technique will be applied to an online course alongside in-person class. Researcher Observation and Interviewing will occur.November 10, 2021lynn.eduProposed Research Instrument: SurveyIncreased group member satisfaction?Level of satisfaction?Level of fulfillment?Types of conflict experienced?Rate acceptance of process? Describe the task process relationship in relation to conflictsResults intended achieved?November 10, 2021lynn.eduFuture Research Interests related to this studyInvestigating generational differences in Business ChemistryImplications of Classroom Chemistry considering Work Style combinations of Teacher & StudentsThe role of Positive and Negative Feedback Loops in Virtual Work GroupsParrish, S. (2011)Source: (Bean, 2017)Source: (Chappell, 2017)November 10, 2021lynn.eduAckoff, R. (1974). Redesigning the future: A systems approach to societal problems (1st ed., pp. 417–438). New York: John Wiley & Sons.Bean, S. (2017, September 27). Millennial Stereotypes Debunked as Research Confirms They Display a Full Range of Personality Types. Insight. Retrieved from https://workplaceinsight.net/millennial-stereotypes-debunked-and-they-might-even-have-a-variety-of-personality-types/Chappell, J. (2017). Thinking Differently with Deloitte Business Chemistry. Retrieved from https://outandequal.org/wp-content/uploads/2017/11/Joshua-Chappell-Thinking-Differently-with-Deloitte-Business-Chemistry.pdfCooperrider, D. L.; Barrett, F.; Srivastva, S. (1995), "Social construction and appreciative inquiry: A journey in organizational theory", in Hosking, D.; Dachler, P.; Gergen, K., Management and Organization: Relational Alternatives to Individualism, Aldershot, UK: Avebury, p. 157-200.Deci, E. L. (1971). "Effects of externally mediated rewards on intrinsic motivation". Journal of Personality and Social Psychology. 18: 105–115.Gallup (2018). Strengths-based workplaces. Retrieved from https://www.gallup.com/services/192827/organization-greatest-potential-unlocked.aspx?g_source=link_WWWV9&g_medium=&g_campaign=item_&g_content=Strengths-Based%2520CultureGriffin, R., Phillips, J., & Gully, S. (2020). Organizational Behavior: Managing People and Organizations (13th ed.). Boston, MA: Cengage Learning.Harbin, P. (2018, March 4). 'Business Chemistry' is the Catalyst for Group Success. Retrieved from https://coles.kennesaw.edu/news/stories/tetley-series-business-chemistry.phpLiterature ReviewNovember 10, 2021lynn.eduLiterature Review, Cont’d.Herzberg, F. (1987, September-October). One more time: How do you motivate employees? Harvard Business Review 65(5).Johnson-Vickberg, S., & Christfort, K. (2017, March-April). Pioneers, Drivers, Integrators, & Guardians. Harvard Business Review, p. 50-57Parrish, S. (2011, October). Mental model: Feedback loops. [Farnam Street Blog]. Retrieved from https://fs.blog/2011/10/mental-model-feedback-loops/Saia, C. (2018, December 5). The best career advice I’ve ever received…embracing my inner “Pioneer”. LinkedIn. Retrieved from https://www.linkedin.com/pulse/best-career-advice-ive-ever-receivedembracing-my-inner-chuck-saiaSenge, P.M. (1990). The Fifth discipline: The art and practice of the learning organization. New York: Doubleday/Currency.Skarzauskiene, A. (2010). Managing complexity: Systems thinking as a cataglys of the organization performance. Measuring Business Excellence. 14(4), p. 49-64.Stapper, B. (2018, November). How understanding the four workplace personalities can change your office for the better. Forbes. Retrieved from https://www.forbes.com/sites/theyec/2018/11/27/how-understanding-the-four-workplace-personalities-can-change-your-office-for-the-better/#69e342a642c6Tate, C. (2015). Differing work styles can help team performance. Harvard Business Review. Retrieved from https://hbr.org/2015/04/differing-work-styles-can-help-team-performanceLiterature Review, Cont’d.November 10, 2021lynn.eduKristen MiglianoKaryna BihelQuestionsFeedbackSuggestionsProposalsAudience

Utilizing Work Style Preferences to Effectively Manage Various Work Team Arrangements in Dynamic Organizational Systems

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Utilizing Work Style Preferences to Effectively Manage Various Work Team Arrangements in Dynamic Organizational Systems

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