Task decomposition, dynamic role assignment, and low-bandwidth communication for real-time strategic teamwork

Multi-agent domains consisting of teams of agents that need to collaborate in an adversarial environment offer challenging research opportunities. In this article, we introduce periodic team synchronization (PTS) domains as time-critical environments in which agents act autonomously with low communication, but in which they can periodically synchronize in a full-communication setting. The two main contributions of this article are a flexible team agent structure and a method for inter-agent communication. First, the team agent structure allows agents to capture and reason about team agreements. We achieve collaboration between agents through the introduction of formations. A formation decomposes the task space defining a set of roles. Homogeneous agents can flexibly switch roles within formations, and agents can change formations dynamically, according to pre-defined triggers to be evaluated at run-time. This flexibility increases the performance of the overall team. Our teamwork structure further includes pre-planning for frequently occurring situations. Second, the communication method is designed for use during the low-communication periods in PTS domains. It overcomes the obstacles to inter-agent communication in multi-agent environments with unreliable, single-channel, high-cost, low-bandwidth communication. We fully implemented both the flexible teamwork structure and the communication method in the domain of simulated robotic soccer, and conducted controlled empirical experiments to verify their effectiveness. In addition, our simulator team made it to the semi-finals of the RoboCup-97 competition, in which 29 teams participated. It achieved a total score of 67–9 over six different games, and successfully demonstrated its flexible teamwork structure and inter-agent communication.     

Quantifying the impact of communication on performance in multi-agent teams

In this work, we relate the extent and quality of inter-agent communication and the overall performance in teams of multiple agents. Specifically, we examine the RoboCup Soccer Simulation 2D League, and carry out multiple simulation experiments against two evenly matched teams. For each simulated run (a 2D soccer simulation game), we generate the communication efficiencies (i.e., communications sent/communications received) for each agent pair. Applying linear regression and principal component analyses, we then correlate these efficiencies with measures of performance (i.e., goals scored and goals conceded), enabling the construction of inter-agent communication networks. Analysis of these networks highlights the microscopic player-to-player and macroscopic role-to-role communications correlated with performance. The approach determines the salient pathways within inter-agent communications which globally affect the coordination and the overall performance in multi-agent teams.     

Caramba—A Process-Aware Collaboration System Supporting Ad hoc and Collaborative Processes in Virtual Teams

Organizations increasingly define many business processes as projects executed by virtual (project) teams, where team members from within an organization cooperate with outside experts. Virtual teams require and enable people to collaborate across geographical distance and professional (organizational) boundaries and have a somewhat stable team configuration with roles and responsibilities assigned to team members. Different people, coming from different organizations will have their own preferences and experiences and cannot be expected to undergo a long learning cycle before participating in team activities. Thus, efficient communication, coordination, and process-aware collaboration remain a fundamental challenge. In this paper we discuss the current shortcomings of approaches in the light of virtual teamwork (mainly Workflow, Groupware, and Project Management) based on models and underlying metaphors. Furthermore, we present a novel approach for virtual teamwork by tightly integrating all associations between processes, artifacts, and resources. In this paper we analyze (a) the relevant criteria for process-aware collaboration system metaphors, (b) coordination models and constructs for organizational structures of virtual teams as well as for ad hoc and collaborative processes composed out of tasks, and (c) architectural considerations as well as design and implementation issues for an integrated process-aware collaboration system for virtual teams on the Internet.     

Gaming the system: The effects of social capital as a resource for virtual team members

Increasingly individuals interact with one another through information and communication technologies in virtual teams. Leveraging the resource-based view of the firm and social capital theory, we examine how a team member’s social capital (a resource) affects the team member’s perception of the quality of knowledge shared within the team (a capability) and the benefits to the individual team member (an outcome). Using the context of massively multiplayer online role-playing games, we find that within virtual teams, relational and cognitive social capital contribute to knowledge quality, which in turn positively benefits the outcomes of individual team members.     

Working Together Apart? Building a Knowledge‐Sharing Culture for Global Virtual Teams

A new impetus for greater knowledge‐sharing among team members needs to be emphasized due to the emergence of a significant new form of working known as ‘global virtual teams’. As information and communication technologies permeate every aspect of organizational life and impact the way teams communicate, work and structure relationships, global virtual teams require innovative communication and learning capabilities for different team members to effectively work together across cultural, organizational and geographical boundaries. Whereas information technology‐facilitated communication processes rely on technologically advanced systems to succeed, the ability to create a knowledge‐sharing culture within a global virtual team rests on the existence (and maintenance) of intra‐team respect, mutual trust, reciprocity and positive individual and group relationships. Thus, some of the inherent questions we address in our paper are: (1) what are the cross‐cultural challenges faced by global virtual teams?; (2) how do organizations develop a knowledge sharing culture to promote effective organizational learning among culturally‐diverse team members? and; (3) what are some of the practices that can help maximize the performance of global virtual teams? We conclude by examining ways that global virtual teams can be more effectively managed in order to reach their potential in this new interconnected world and put forward suggestions for further research.     

Group development in virtual teams: An experimental reexamination

Virtual teams are thought to be experienced differently and to have poor outcomes because there is little or no face-to-face interaction and a tendency for virtual team members to use different communication techniques for forming relationships. However, the expanding use of virtual teams in organizations suggests that virtual teams in real world contexts are able to overcome these barriers and be experienced in much the same way as face-to-face teams. This paper reports the result of an experiment in which virtual teams participated in an exercise where they completed an information-sharing task ten times as a team. The results suggest that, contrary to one-shot, ad hoc virtual teams, longer-lived virtual teams follow a sequential group development process. Virtual team development appears to differ from face-to-face teams because the use of computer-mediated communication heightens pressure to conform when a virtual team is first formed, meaning trust is most strongly linked with feeling that the team was accomplishing the task appropriately. As the virtual teams developed, trust in peers was more strongly linked with goal commitment. Once the teams were working together effectively, accomplishing the task appropriately was the strongest link with trust in peers. I suggest that virtual team managers should cultivate virtual workspaces that are similar to those proven to work in face-to-face contexts: (1) teams should have clear, specific goals, (2) members should be encouraged or even required to communicate with each other, and (3) team members should feel that they might work with the other team members again.     

The effects of virtuality level on task-related collaborative behaviors: The mediating role of team trust

This study aims to analyze the mediating role of team trust in the relationship between virtuality level and task-related collaborative behaviors. Three types of task-related collaborative behaviors were studied, namely team coordination, team cooperation, and team information exchange. Drawing upon theory and research on virtual teams and trust, we hypothesized that team trust partially mediated the effects of virtuality level on team coordination, team cooperation, and team information exchange. A laboratory experiment was carried out with 65 four-person teams randomly assigned to three communication media with different virtuality levels (face-to-face, video conference and computer-mediated communication). The results showed that team trust partially mediated the relationship between virtuality level and team coordination, and fully mediated this relationship with team cooperation and team information exchange.     

Training to improve virtual team communication

Abstract. Organizations are utilizing virtual teams, comprising workgroup members who communicate and collaborate with technology, to accomplish tasks. These teams are geographically distributed and communicate via computer-mediated communication systems (CMCS), and may never or rarely meet face-to-face. Relational links among team members have been found to be a significant contributor to the effectiveness of information exchange in the use of CMCS. In most cases, team members receive little or no training to improve the effectiveness of this form of communication. When training is used, it often focuses on software utilization skills, not on interpersonal communication dynamics. This paper discusses the effect of virtual team communication training on group interactions, especially for enhancing these relational links and thereby improving communication and information exchange in virtual teams. It was found that teams that were given appropriate training exhibited improved perceptions of the interaction process over time, specifically with regard to trust, commitment and frank expression between members. Discussion of the role of training on virtual team processes and outcomes is discussed and future research implications are presented.     

A replicated quasi-experimental study on the influence of personality and team climate in software development

This article reports a replication of a quasi-experimental study analyzing how personality factors and team climate influence software development team effectiveness, product quality and team member satisfaction. The replication was designed on the basis of the original quasi-experimental study, both of which were run in an academic setting. In the original study, data were collected from a sample of 35 three-member developer teams. All these teams used an adaptation of extreme programming (XP) to the academic environment to develop the same software system. In the replication, the data were collected from a sample of 34 three- or four-member developer teams working on the same software project. Student teams used a common object-oriented software development paradigm to solve the set problem and applied the Unified Process. In both studies all teams were formed at random, and their members were blind to the quasi-experimental conditions and hypotheses. The replication of this empirical study aims to verify the results of the original quasi-experiment. It examines, first, whether personality factors (neuroticism, extroversion, agreeableness, openness to experience and conscientiousness) are related to the quality of the developed software and team member satisfaction and, second, whether the preferences, perceptions and preferences-perceptions fit for the four team climate factors (participative safety, support for innovation, team vision and task orientation) are related to the quality of the developed software and team member satisfaction. The results of the replication corroborate some of the findings of the original study. On the one hand, the results revealed that there is a significant correlation between the extroversion personality factor and software quality, but no significant correlation between the extroversion personality factor and team satisfaction. Also, we found that the perception of team climate where participative safety is high is related to better quality software. We observed significant relationships between the perception of the four team climate factors and team member satisfaction. Additionally, the results showed a positive relationship between software quality and teams in which the real climate perception at the end of the project is better than preferences stated by team members at the outset of the project for the participative safety factor. Finally, we found that teams where the real climate is better than the stated preferences for the team orientation factor exhibit a direct and positive relationship to team member satisfaction.     

Virtual Teams and the Appropriation of Communication Technology: Exploring the Concept of Media Stickiness

This paper reports on an exploratory study ofthe evolving use of communication tools by sixglobally distributed teams. The analysissuggest that although teams have similarstart-up conditions they evolve in differentways. We describe these differences as being aresult of the different routine patterns ofmedia use that the team members mutuallyenacted. Based on an analysis of six US-Dutchvirtual teams, we propose the notion of `mediastickiness', a phenomenon the teamsexperienced during the process of structuringmedia-use patterns. We will argue that in thecase of virtual teams, the evolution of mediausage seems to be path dependent. Steps takenby a team in the early stages of its life cycleconstrain later flexibility in terms of mediausage. Media stickiness has severalimplications both for the way to manage virtualteams as well as for the way teams deal withinformation problems that seem to be endemicfor global virtual teams.     

The Mind’s Eye on Personal Profiles: A Cognitive Perspective on Profile Elements that Inform Initial Trustworthiness Assessments and Social Awareness in Virtual Project Teams

Collaboration in virtual project teams heavily relies on interpersonal trust, for which perceived professional trustworthiness is an important determinant. In face to face teams colleagues form a first impression of each others trustworthiness based on signs and signals that are ‘naturally’ available. However, virtual project team members do not have the same opportunities to assess trustworthiness. This study provides insight in the information elements that virtual project team members value to assess professional trustworthiness in the initial phase of collaboration. The trustworthiness formed initially is highly influential on interpersonal trust formed during latter collaboration. We expect trustors in virtual teams to especially value information elements (= small containers for personal data stimulating the availability of specific information) that provide them with relevant cues of trust warranting properties of a trustee. We identified a list with fifteen information elements that were highly valued across trustors (n?=?226) to inform their trustworthiness assessments. We then analyzed explanations for preferences with the help of a theory-grounded coding scheme for perceived trustworthiness. Results show that respondents value those particular information elements that provide them with multiple cues (signaling multiple trust warranting properties) to assess the trustworthiness of a trustee. Information elements that provide unique cues (signaling for a specific trust warranting property) could not be identified. Insight in these information preferences can inform the design of artefacts, such as personal profile templates, to support acquaintanceships and social awareness especially in the initial phase of a virtual project team.     

Cultural diversity and information and communication technology impacts on global virtual teams: An exploratory study

Modern organizations face many significant challenges because of turbulent environments and a competitive global economy. Among these challenges are the use of information and communication technology (ICT), a multicultural workforce, and organizational designs that involve global virtual teams. Ad hoc teams create both opportunities and challenges for organizations and many organizations are trying to understand how the virtual environment affects team effectiveness. Our exploratory study focused on the effects of cultural diversity and ICT on team effectiveness. Interviews with 41 team members from nine countries employed by a Fortune 500 corporation were analyzed. Results suggested that cultural diversity had a positive influence on decision-making and a negative influence on communication. ICT mitigated the negative impact on intercultural communication and supported the positive impact on decision-making. Effective technologies for intercultural communication included e-mail, teleconferencing combined with e-Meetings, and team rooms. Cultural diversity influenced selection of the communication media.     

Unanimously acceptable agreements for negotiation teams in unpredictable domains

A negotiation team is a set of agents with common and possibly also conflicting preferences that forms one of the parties of a negotiation. A negotiation team is involved in two decision making processes simultaneously, a negotiation with the opponents, and an intra-team process to decide on the moves to make in the negotiation. This article focuses on negotiation team decision making for circumstances that require unanimity of team decisions. Existing agent-based approaches only guarantee unanimity in teams negotiating in domains exclusively composed of predictable and compatible issues. This article presents a model for negotiation teams that guarantees unanimous team decisions in domains consisting of predictable and compatible, and alsounpredictable issues. Moreover, the article explores the influence of using opponent, and team member models in the proposing strategies that team members use. Experimental results show that the team benefits if team members employ Bayesian learning to model their teammates’ preferences.     

Team dynamics in virtual,partially distributed teams: Optimal role fulfillment

In this study, we explored team roles in virtual, partially distributed teams, or vPDTs (teams with at least one co-located subgroup and at least two subgroups that are geographically dispersed but that collaborate virtually). Past research on virtual teams emphasizes the importance of team dynamics. We argue that the following three roles are particularly important for high functioning virtual teams: Project Coordinator, Implementer and Completer-Finisher. We hypothesized that the highest performing vPDTs will have 1) a single Project Coordinator for each subgroup, 2) multiple Implementers within the team, and 3) fewer Completer-Finishers within the team. A sample of 28 vPDTs with members working on two different continents provides support for the second and third hypothesized relationships, but not the first.     

Exploring the effects of trust,task interdependence and virtualness on knowledge sharing in teams

The sharing of knowledge within teams is critical to team functioning. However, working with team members who are in different locations (i.e. in virtual teams) may introduce communication challenges and reduce opportunities for rich interactions, potentially affecting knowledge sharing and its outcomes. Therefore, using questionnaire‐based data, this study examined the potential effects of different aspects of virtuality on a knowledge‐sharing model. Social exchange theory was used to develop a model relating trust to knowledge sharing and knowledge sharing to team effectiveness. The moderating effects of virtuality and task interdependence on these relationships were examined. A strong positive relationship was found between trust and knowledge sharing for all types of teams (local, hybrid and distributed), but the relationship was stronger when task interdependence was low, supporting the position that trust is more critical in weak structural situations. Knowledge sharing was positively associated with team effectiveness outcomes; however, this relationship was moderated by team imbalance and hybrid structures, such that the relationship between sharing and effectiveness was weaker. Organizations should therefore avoid creating unbalanced or hybrid virtual teams.     

Stimulating the Potential: Creative Performance and Communication in Innovation Teams

Creativity is essential to successful new product development efforts. Teams constitute the organizing principle in most modern innovation activities. Although creativity research has revealed many factors influencing individual creativity, little is known about how team‐level creativity is determined. Since the creative innovation task requires teams to combine and integrate input from multiple team members, the team's communication pattern is an important determinant of team creativity. Based on a sample of 44 NPD teams in eleven companies, this study examines the effects of team‐member communication on team creativity. It is found that both interaction frequency and subgroup‐formation of communication have a negative relationship to team creativity. Theoretical and practical implications are discussed, and further research is indicated.     

Surviving the paradoxes of virtual teamwork

Despite the potential benefits of virtual teams, current literature suggests that virtual teamwork is rife with complex challenges. We frame some of these challenges as paradoxes inherent in the concept of virtual teamwork. Based on interviews with 42 leaders and members of virtual teams, we identify five paradoxes: (1) virtual teams require physical presence; (2) flexibility of virtual teamwork is aided by structure; (3) interdependent work in virtual teams is accomplished by members' independent contributions; (4) task-oriented virtual teamwork succeeds through social interactions; and (5) mistrust is instrumental to establishing trust among virtual team members. In addition, we identify strategies that respondents used to cope with, or 'survive' the paradoxes of virtual teamwork.     

A team building model for software engineering courses term projects

This paper proposes a new model for team building, which enables teachers to build coherent teams rapidly and fairly for the term projects of software engineering courses. Moreover, the model can also be used to build teams for any type of project, if the team member candidates are students, or if they are inexperienced on a certain subject. The proposed model takes students’ preferences and the teacher’s considerations into account when a team building process is required for any type of course. In addition, this paper investigates how team building models (RandomM: teams are built with randomly selected students; TeacherM: teacher selects the members for each team; StudentsM: students build their own teams and the proposed model) affect team performance and how gender differences affect project activities and team performance. A three-year (five semesters) teaching experiment was performed with the participation of 248 male and 79 female university students and a total of 67 software project teams. Two different One-way ANOVA tests were applied on the experimental data, and the results indicated that the proposed model was better than RandomM, TeacherM and StudentsM models in terms of project grades, and the effect of gender differences on the teams’ performance and project activities was negligible.     

An Exploratory Study of Trust Dynamics in Work-Oriented Virtual Teams

This study explores trust development and maintenance in temporary, work-oriented virtual teams, and examines the effect of trust on communication and cohesiveness. Results suggest that for work-oriented virtual teams formed on a temporary basis, members swiftly develop calculus-based trust in order to assess the outcomes and costs of maintaining team relationships. Members also rely on prior knowledge to determine other members' competence so that they can make predictions about one another's behaviors. Thus, both calculus-based and knowledge-based trust play accentuating roles in the initial development of work-oriented virtual teams. Identification-based trust also develops swiftly initially, but is relatively insignificant compared to the other two types of trust. Finally, initial trust may correlate to both later communication and later cohesiveness .     

Impact of physical ambiance on communication,collaboration and coordination in agile software development: An empirical evaluation

ContextCommunication, collaboration and coordination are key enablers of software development and even more so in agile methods. The physical environment of the workspace plays a significant role in effective communication, collaboration, and coordination among people while developing software.ObjectiveIn this paper, we have studied and further evaluated empirically the effect of different constituents of physical environment on communication, coordination, and collaboration, respectively. The study aims to provide a guideline for prospective agile software developers.MethodA survey was conducted among software developers at a software development organization. To collect data, a survey was carried out along with observations, and interviews.ResultsIt has been found that half cubicles are ‘very effective’ for the frequency of communication. Further, half cubicles were discovered ‘effective’ but not ‘very effective’ for the quality/effectiveness of communication. It is found that half-height cubicles and status boards are ‘very effective’ for the coordination among team members according to the survey. Communal/discussion space is found to be ‘effective’ but not ‘very effective’ for coordination among team members. Our analysis also reveals that half-height glass barriers are ‘very effective’ during the individuals problem-solving activities while working together as a team. Infact, such a physically open environment appears to improve communication, coordination, and collaboration.ConclusionAccording to this study, an open working environment with only half-height glass barriers and communal space plays a major role in communication among team members. The presence of status boards significantly help in reducing unnecessary communication by providing the required information to individuals and therefore, in turn reduce distractions a team member may confront in their absence. As communication plays a significant role in improving coordination and collaboration, it is not surprising to find the effect of open working environment and status boards in improving coordination and collaboration. An open working environment increases the awareness among software developers e.g. who is doing what, what is on the agenda, what is taking place, etc. That in turn, improves coordination among them. A communal/discussion space helps in collaboration immensely.