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.     

Adaptive learning algorithm of self-organizing teams

In order to improve the ability of achieving good performance in self-organizing teams, this paper presents a self-adaptive learning algorithm for team members. Members of the self-organizing teams are simulated by agents. In the virtual self-organizing team, agents adapt their knowledge according to cooperative principles. The self-adaptive learning algorithm is approached to learn from other agents with minimal costs and improve the performance of the self-organizing team. In the algorithm, agents learn how to behave (choose different game strategies) and how much to think about how to behave (choose the learning radius). The virtual team is self-adaptively improved according to the strategies’ ability of generating better quality solutions in the past generations. Six basic experiments are manipulated to prove the validity of the adaptive learning algorithm. It is found that the adaptive learning algorithm often causes agents to converge to optimal actions, based on agents’ continually updated cognitive maps of how actions influence the performance of the virtual self-organizing team. This paper considered the influence of relationships in self-organizing teams over existing works. It is illustrated that the adaptive learning algorithm is beneficial to both the development of self-organizing teams and the performance of the individual agent.     

Virtual organizational learning in open source software development projects

We studied virtual organizational learning in open source software (OSS) development projects. Specifically, our research focused on learning effects of OSS projects and the factors that affect the learning process. The number and percentage of resolved bugs and bug resolution time of 118 SourceForge.net OSS projects were used to measure the learning effects. Projects were characterized by project type, number and experience of developers, number of bugs, and bug resolution time. Our results provided evidence of virtual organizational learning in OSS development projects and support for several factors as determinants of performance. Team size was a significant predictor, with mid-sized project teams functioning best. Teams of three to seven developers exhibited the highest efficiency over time and teams of eight to 15 produced the lowest mean time for bug resolution. Increasing the percentage of bugs assigned to specific developers or boosting developer participation in other OSS projects also improved performance. Furthermore, project type introduced variability in project team performance.     

Teamwork: can it equip university science students with more than rigid subject knowledge?

This study is two-fold in that it is directed at understanding the influence of group constitution on group function as well as the influence of teamwork and cooperative learning on the individual's perception of the subject. Both qualitative and quantitative research methods were used to collect data. The quantitative method used, entailed the use of a self administered questionnaire. Belbin's team role test (Interplace) was used to constitute the teams. Unstructured interviews were used to collect the qualitative data. Computer Science students, in their third academic year, were placed in groups (or teams) at the onset of the course using Belbin's team role concept. Rather than presenting conventional lectures, students were expected to come prepared to class and to discuss personal insights gained through individual learning in a group situation. The role of the lecturer became the role of a facilitator. Access to the Internet and World Wide Web, allowed students to research topics for a presentation. E-mail enabled students to communicate freely with group members and the lecturer. The majority of students indicated that working in teams contributed to their understanding of the subject, that they gained on a personal and social level and that they have learned more in the group than they would have by learning individually. This method of teaching results in the development of positive intergroup relations and desirable prosocial behaviours which can possibly bridge the gap between tertiary education and the job market. The fact that students now seem to enjoy learning more makes this approach to learning worthy of pursuit. Present structures of our examinations are failing to adequately test the dimensions of learning we wish them to.     

The concept of flow in collaborative game-based learning

Generally, high-school students have been characterized as bored and disengaged from the learning process. However, certain educational designs promote excitement and engagement. Game-based learning is assumed to be such a design. In this study, the concept of flow is used as a framework to investigate student engagement in the process of gaming and to explain effects on game performance and student learning outcome. Frequency 1550, a game about medieval Amsterdam merging digital and urban play spaces, has been examined as an exemplar of game-based learning. This 1-day game was played in teams by 216 students of three schools for secondary education in Amsterdam. Generally, these students show flow with their game activities, although they were distracted by solving problems in technology and navigation. Flow was shown to have an effect on their game performance, but not on their learning outcome. Distractive activities and being occupied with competition between teams did show an effect on the learning outcome of students: the fewer students were distracted from the game and the more they were engaged in group competition, the more students learned about the medieval history of Amsterdam. Consequences for the design of game-based learning in secondary education are discussed.     

Learning leadership skills in a simulated business environment

In today’s unstable market economy, individuals have to be skilled to work efficiently in constantly changing and complex situations. Thus, graduate students have to be trained to cope with unpredictable situations before they enter the workforce. They need to exercise occupational skills, such as leadership skills, during higher education. Simulation gaming opens up possibilities for active learning of the leadership and other occupational skills needed in complex work environments. The aim of this study is to explore if participation in business simulation gaming sessions can make different leadership types visible and if the simulation gaming sessions provide students with experiences beneficial for the development of leadership skills. In the experiment, a group of multicultural graduate business students (N = 41) participated in gaming sessions with a computerised business simulation game. The participants played the game in virtual teams; some teams had a “satellite member” geographically distant from the rest of the team members. Data consist of the teams’ observations during the simulation game and students’ reflective essays written after the gaming sessions. The results indicate that in the business simulation gaming environment, certain leadership characteristics emerged spontaneously. Experiences about leadership varied between the teams and were dependent on the role individual students had in their team. However, it can be concluded that simulation gaming environment has the potential to be used in higher education to exercise the leadership skills relevant in real-world work contexts.     

Awareness of cognitive and social behaviour in a CSCL environment

Most distributed and virtual online environments for and pedagogies of computer‐supported collaborative learning (CSCL) neglect the social and social‐emotional aspects underlying the group dynamics of learning and working in a CSCL group. These group dynamics often determine whether the group will develop into a well‐performing team and whether a sound social space emerges. Using a theory‐based CSCL framework, two studies evaluated whether two tools, Radar and Reflector, supported cognitive, social and socio‐emotional aspects of team development, encouraging promotive interaction and group processing in the teams. While not affecting product quality, tool use did lead to groups who perceived their team as being better developed, as having higher levels of group satisfaction and lower levels of conflicts. The results support that promotive interaction and group processing was increased by using Radar and Reflector.     

Using online shared workspaces to support group collaborative learning

The ability to work collaboratively is highly valued in today’s workplace. However, collaboration does not often naturally happen in a group. Certain strategies must be applied to coordinate individual efforts and monitor the learning process so that effective collaboration can take place. 34 groups from 4 PGDE (Post Graduate Diploma in Education) classes at NIE (National Institute of Education) in Singapore participated in this study. Each group of four members used an online shared workspace to collaborate. Results showed that about half groups actively used the workspaces to share resources, negotiate ideas, and coordinate their collaboration. On the other hand, using the workspaces helped the teacher to easily track and monitor the collaborative learning process, as the workspaces documented what group members did and how they gradually completed the assignment. The students were also required to write weekly progress reports. Results showed that writing progress reports helped group members to reflect on what they had done and also provided additional information for the teacher to confirm their individual contributions. Issues involved in coordinating and monitoring the collaborative learning process are discussed.     

Virtual reality in problem-based learning contexts: Effects on the problem-solving performance,vocabulary acquisition and motivation of English language learners

Learning a foreign language requires interaction with language input while involved in a task. Given that problem-based learning (PBL) offers hands-on application in realistic contexts, and that virtual reality (VR) enables learners to interact with multiple modalities of information, this study examines how the integration of VR technology into PBL contexts affects students' motivation for, problem-solving during, and vocabulary acquisition in learning English as a foreign language (EFL). A total of 84 engineering majors who enrolled in a course of English for specific purposes were randomly assigned to either an experimental group or a control group. Students in the experimental group participated in a VR-assisted PBL context, in which they were to view a PBL scenario using VR technology and then to create VR videos about solving the given problems. Those in the control group participated in a PBL context without the use of VR technology for viewing and solving the identical scenario. After the intervention, all the students wrote a problem-solving analysis, took a vocabulary knowledge test, completed a learning motivation questionnaire, and participated in individual interviews. The results showed that the students in the experimental group significantly outperformed those in the control group in terms of vocabulary acquisition, and were more motivated to learn English related to their future careers, whereas there was no significant difference in the problem-solving performance of the two groups. Implications of these findings highlight the value of engaging EFL learners in immersive environments for contextualized learning through the integrated use of VR and PBL.     

Early identification of ineffective cooperative learning teams

Cooperative learning has many pedagogical benefits. However, if the cooperative learning teams become ineffective, these benefits are lost. Accordingly, this study developed a computer‐aided assessment method for identifying ineffective teams at their early stage of dysfunction by using the Mahalanobis distance metric to examine the difference between the sequential test scores of the unknown team and the test scores of a reference group of functioning teams. The effectiveness of the proposed method was verified by conducting field experiments over an 18‐week engineering course in Taiwan. Forty‐eight students were randomly assigned to cooperative learning teams. The students' learning performance was evaluated by means of unit tests and homework tests. The functioning of the cooperative teams was examined at seven different points during the course of the study. The ineffective teams were identified with quantified type I errors. It was found that some teams failed persistently. Such teams require some form of external intervention to remedy the group dynamics. The results also showed that teams can become ineffective at any stage of the cooperative learning process. Thus, continuous monitoring is required to ensure that appropriate remedial actions are taken in a timely manner.     

Developing an effective support system for inquiry learning in a Web-based environment

Abstract Sixty-five teams of basic and secondary school students solved problem-solving tasks during a virtual hike in a Web-based inquiry-learning simulation 'Hiking Across Estonia'. This environment provided learners with all necessary background information for problem-solving and tools for carrying out experiments. There were 25 tasks in certain order about ecological and environmental issues. The teams were clustered according to the data about participants, the results of the pre- and post-test, and their achievement in problem-solving tasks of the virtual hike. Only two out of five clusters were regarded as effective in solving problems and analysing tables, graphs, figures, and photos. The others had difficulties in forming contextual or task and process awareness. A support system for increasing the effectiveness of inquiry learning and enhancing their development of analytical skills was developed on the basis of the strategies that the members of five clusters had used in solving the problems, their achievement in solving the tasks during the virtual hike and in the pre- and post-test, and the personal data about the teams. The support system contained different notes before solving the problems and changed sequence of the tasks on the virtual hike for some clusters. The usage of this system was evaluated in a second study with 60 teams. The comparison of two studies demonstrated significant effectiveness of the support system to both general problem-solving ability and analytical skills. The characteristics of each cluster and the influence of the support system are discussed in this paper.     

Online collaboration: Collaborative behavior patterns and factors affecting globally distributed team performance

Studying the collaborative behavior of online learning teams and how this behavior is related to communication mode and task type is a complex process. Research about small group learning suggests that a higher percentage of social interactions occur in synchronous rather than asynchronous mode, and that students spend more time in task-oriented interaction in asynchronous discussions than in synchronous mode. This study analyzed the collaborative interaction patterns of global software development learning teams composed of students from Turkey, US, and Panama. Data collected from students’ chat histories and forum discussions from three global software development projects were collected and compared. Both qualitative and quantitative analysis methods were used to determine the differences between a group’s communication patterns in asynchronous versus synchronous communication mode. K-means clustering with the Ward method was used to investigate the patterns of behaviors in distributed teams. The results show that communication patterns are related to communication mode, the nature of the task, and the experience level of the leader. The paper also includes recommendations for building effective online collaborative teams and describes future research possibilities.     

Measuring flow experience in an immersive virtual environment for collaborative learning

In contexts other than immersive virtual environments, theoretical and empirical work has identified flow experience as a major factor in learning and human–computer interaction. Flow is defined as a ‘holistic sensation that people feel when they act with total involvement’. We applied the concept of flow to modeling the experience of collaborative learning in an immersive virtual environment. The aims were, first, to psychometrically evaluate a measurement model of flow and, second, to test a structural model of flow. Pairs of small teams engaged in collaborative problem‐solving tasks while communicating by way of an immersive virtual environment. Flow was measured after each session, using Guo and Poole's inventory for measuring flow in human–computer interaction. In relation to the first aim, partial‐least‐squares analysis demonstrated strong evidence for the measurement model. In relation to the second aim, the structural model was supported: the effect of learning‐task characteristics on flow experience was mediated by its precursors, with extraneous variables held constant. It is reasoned that the experiment and resultant analysis of this work contributes to the development of measurement models and structural models of flow in immersive virtual environments.     

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.     

Perceived enablers of 3D virtual environments for virtual team learning and innovation

Virtual teams consist of geographically distributed employees working with a common goal using mostly technology for communication and collaboration. Virtual teams face a number of challenges, discussed in the literature in terms of communication through technology, difficulty in building trust, conveying social cues, and creating awareness, as well as cultural differences. These challenges impact collaboration, but also learning and innovation. This research focuses on how a social medium, the 3D virtual environment, is perceived to enable learning and innovation in virtual teams. We study this through a qualitative study based on interviews of distributed work managers’ perception of VEs. The major findings are that VEs are perceived to create collaborative learning atmospheres for virtual teams in terms of enabling engagement, a shared context awareness, and support in social network building. Another finding is that VEs are perceived to enable team learning, knowledge development, and collaboration through persistence of content, information sharing, learning through role-plays and simulations, and visualization. Furthermore, VEs enable the development of co-created content as well as new ways of working in virtual teams.     

Process and technology challenges in swift-starting virtual teams

Virtual teams often face tight schedules and a need to start quickly and perform instantly. The goal of our study was to enhance understanding of the challenges faced by such teams. We used time–interaction–performance theory as the framework for following the processes and functions within virtual teams working on a systems development task. Our study provided a detailed examination of the group process, applied to virtual teams working under time pressure. The challenges faced by virtual teams in such settings showed that teams must work to enhance their effectiveness in multiple dimensions.     

The effect of blended learning on the development of clause combining as an aspect of the acquisition of written discourse by Jordanian learners of English as a foreign language

This study investigates the effect of blended learning on the development of clause combining as an aspect of the acquisition of written discourse by Jordanians who are learning English as a foreign language. Sixty participants majoring in English language at the University of Jordan took part in this study. The participants were divided into treatment and control groups, and the experimental design of a pretest and posttest was employed to test the effectiveness of blended learning on the ability of these participants to combine clauses in English using parataxis or subordination through a writing task. The results reveal that the treatment group outperformed their control group counterpart on the posttest in terms of verb morphology, distinguishing between nucleus and subordinate clauses, use of parataxis, use of subordinate clauses for temporal reference and to structure information, among others. The results also show that the use of technological devices improved students' attitudes to learning clause combining and made the learning process easier and more enjoyable. We suggest that blended learning develops the techniques of clause combining by learners of English as a foreign language, which in turn enhances their discourse knowledge in the target language and positively affects their ability to package information.     

Team formation instruments to enhance learner interactions in open learning environments

Open learning environments, such as Massive Open Online Courses (MOOCs), often lack adequate learner collaboration opportunities; they are also plagued by high levels of drop-out. Introducing project-based learning (PBL) can enhance learner collaboration and motivation, but PBL does not easily scale up into MOOCS. To support definition and staffing of projects, team formation principles and algorithms are introduced to form productive, creative, or learning teams. These use data on the project and on learner knowledge, personality and preferences. A study was carried out to validate the principles and the algorithms. Students (n = 168) and educational practitioners (n = 56) provided the data. The principles for learning teams and productive teams were accepted, while the principle for creative teams could not. The algorithms were validated using team classifying tasks and team ranking tasks. The practitioners classify and rank small productive, creative and learning teams in accordance with the algorithms, thereby validating the algorithms outcomes. When team size grows, for practitioners, forming teams quickly becomes complex, as demonstrated by the increased divergence in ranking and classifying accuracy. Discussion of the results, conclusions, and directions for future research are provided.     

Efficient peerGroup management in JXTA-Overlay P2P system for developing groupware tools

With the fast development of IT technologies, virtual organizations are more and more present in the current collaborative work and learning activity. For instance, many subjects in virtual distance learning are organized as online groups of students, who use groupware tools to complete their learning tasks. In this paper, we address the efficient management of peer groups in JXTA-based P2P systems as a key issue in many P2P applications that use peer group as a unit such as for remote execution of tasks in parallel and distributed applications. From this perspective, we consider peer grouping as the basis in the development of groupware tools in P2P systems.