Kevin C. Stagl, Eduardo Salas, Michael A. Rosen, Heather A. Priest, C. Shawn Burke, Gerald F. Goodwin and Joan H. Johnston
Stagl, Salas, Rosen, Priest, Burke, Goodwin, and Johnston (this volume) conducted a review of distributed team performance and discussed some of the implications of distributed…
Abstract
Stagl, Salas, Rosen, Priest, Burke, Goodwin, and Johnston (this volume) conducted a review of distributed team performance and discussed some of the implications of distributed, multicultural operations for individual, team, and organizational decision making. Expanding upon Stagl and colleagues’ discussion, Alutto (this volume), and Coovert and Burke (this volume) provided thought-provoking commentary on these issues. The current note briefly responds to some of the questions posed and comments made by Alutto, Coovert, and Burke and concludes by calling for a continued dialogue by all stakeholders concerned with fostering effective distributed teams.
Kevin C. Stagl, Eduardo Salas, Michael A. Rosen, Heather A. Priest, C. Shawn Burke, Gerald F. Goodwin and Joan H. Johnston
Distributed performance arrangements are increasingly used by organizations to structure dyadic and team interactions. Unfortunately, distributed teams are no panacea. This…
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Distributed performance arrangements are increasingly used by organizations to structure dyadic and team interactions. Unfortunately, distributed teams are no panacea. This chapter reviews some of the advantages and disadvantages associated with the geographical and temporal distribution of team members. An extended discussion of the implications of distributed team performance for individual, team, and organizational decision making is provided, with particular attention paid to selected cultural factors. Best practices and key points are advanced for those stakeholders charged with offsetting the performance decrements in decision making that can result from distribution and culture.
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Information on job openings by occupation is important for those looking for jobs, for those contemplating education and training options and for policy makers in education and…
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Information on job openings by occupation is important for those looking for jobs, for those contemplating education and training options and for policy makers in education and training. Job openings in an occupation are a result of employment growth and the replacement of workers who leave the occupation. In this paper, three concepts of replacement demand are outlined and net replacement demand is estimated and projected for 81 occupational groups, covering the whole of employment in Australia. The results show the net replacement demand rate to vary substantially across occupations, with an average annual rate of 2 per cent.
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Christopher C. Brown and Elizabeth S. Meagher
This paper seeks to demonstrate the value of adding links to freely available web content to the library catalog (OPAC). This aims to answer the research question: “Is there value…
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Purpose
This paper seeks to demonstrate the value of adding links to freely available web content to the library catalog (OPAC). This aims to answer the research question: “Is there value to cataloging freely available Internet resources in the OPAC?”
Design/methodology/approach
Using a URL redirection system for tracking user access to freely available web publications, three years of click‐through use statistics were gathered by placing redirect URLs in the 856 field, tabulating the use data by project category, and redirecting the user to the desired resource.
Findings
Usage statistics over three years show that cataloging free resources is well worth the effort.
Originality/value
This is the first study to track use of free resources by click‐throughs to the OPAC.