An Integrated Model Recommendation about Team Performance Measurement and Evaluation

Abstract

There has been a great increase of interest by the academics and practitioners in the studies on teamwork and evaluation of team performance in the recent years. Yet there are still some gaps in the related literature especially in team performance evaluation models and approaches. Such models focusing only on individuals as a measurement unit have been criticized because they foster individual competition and harm the team spirit. On the other hand, the models over emphasizing the teams as a measurement unit have been accepted as ignoring the individual performance and recognition and not preventing the social-loafing. It was also noticed that in the literature inter-team performance measurement and evaluation processes have been as well ignored. This study aims at a) reviewing the previous studies on team performance evaluation, b) identifying some integration gaps in current team performance models, c) developing a conceptual model and d) formulating some propositions for the researchers who want to make further studies in this topic. This paper is based on critical review of previous empirical and theoretical team performance measurement literature and it is tried to develop a conceptual model to produce new insights of indicators affecting team performance measurement and evaluation. The study tries to extend the previous work on team performance evaluation models by developing an "integrated" model with some new variables. At the end of the study nine hypothetical propositions were developed. The model intends to suggest some new views related with the team performance's place in the system of organizational performance.

A management instrument for team performance evaluation

“…The interest in teamwork in Brazil is linked to the expansion of multinational companies in the 90s, as well as to the movement of quality certification that is needed to certify the quality of exported products (Bonfim & Hastenreiter, 2010). Subsequently, with the increase in the use of teams in organizations, methods of assessing team performance started to be emphasized (Aybas & Uyargil, 2017).…”

“…Puente-Palacios, Martins and Palumbo ( 2016) obtain evidence of the validity of a scale of job performance in educational teams. Aybas and Uyargil (2017) developed a conceptual model for assessing team performance and Zin et al (2018) adapted the BCG matrix method to assess the performance of sales teams.…”

“…Team performance evaluation has gained importance in recent decades (Marriage & Kinnear, 2016) with the increase in interest in academic and professional studies, claiming that the relevance of the result of team performance is superior to the result of the performance of each employee (Aybas & Uyargil, 2017). Above all, national and international literature still lack empirical and theoretical studies that advance knowledge on the theme of performance evaluation (Calvetti et al, 2019;Matos et al, 2019).…”