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Untuk mengutip artikel ini: Guoquan Chen & Dean Tjosvold (2002) Tujuan Koperasi dan Kontroversi Konstruktif untuk
Mempromosikan Inovasi dalam Kelompok Siswa di Tiongkok, Jurnal Pendidikan untuk Bisnis, 78: 1, 46-50, DOI: 10.1080 /
08832320209599697
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untuk Mempromosikan
di Cina
Guoquan CHEN Tsinghua University Beijing, Cina
A s memanggil organisasi tim untuk yang mempromosikan semakin inno- vasidan melakukan tugas-tugas
penting lainnya, tim mahasiswa telah menjadi inte- gral untuk program pendidikan bisnis dari semua jenis.
Menugaskan siswa ke kelompok mungkin tidak selalu efektif. Seperti dalam organisasi kerja, kondisi yang tepat harus
dibuat untuk tim siswa agar benar-benar berinovasi. Dalam artikel ini, kami mengusulkan bahwa lingkungan di mana
siswa dapat mengembangkan tujuan yang sangat kooperatif memungkinkan mereka untuk mendiskusikan konflik
mereka secara konstruktif, dan bahwa diskusi yang terbuka ini, pada gilirannya, mempromosikan inovasi dan loyalitas
tim.
Para peneliti telah menekankan nilai tim untuk inovasi dan kompetensi organisasi penting lainnya (Hamel & Prahalad,
1994; Mohrman, Cohen, & Mohrman, 1995). Para peneliti juga menemukan bahwa keragaman perspektif dalam suatu
tim dan diskusi terbuka tentang sudut pandang yang saling bertentangan dapat memfasilitasi pengambilan keputusan
organisasi (Cozier, 1978; Eisenhardt, 1989; Schweiger, Sandberg, & Rechner, 1989). Dalam penelitian ini, kami
membahas manfaat kerja tim berorientasi konflik yang mencakup beragam sudut pandang di kelas bisnis universitas.
Khususnya, kami menyelidiki sejauh mana kerjasama tim dan kontroversi terbuka mempromosikan interaksi dan
kinerja siswa yang efektif. Kami berhipotesis
46 Jurnal Pendidikan untuk Bisnis
DEAN TJOSVOLD Lingnan University Hong Kong, Cina
ABSTRAK. Dalam penelitian ini, penulis menggunakan teori kerja sama dan kompetisi untuk mengidentifikasi kondisi
yang mempromosikan inovasi tim siswa. Melalui penyelidikan darimahasiswa timdi Beijing, Cina, penulis
1994). Tim adalah kendaraan untuk menggabungkan pengetahuan tacit untuk inovasi dan sana oleh bantuan makmur
organisasi menemukan bahwa tim dengan tujuan koperasi yang bergerak di berpikiran terbuka, con-, kontroversi structive
sedangkan tim dengan gol independen dihindariterbuka. diskusi Tim dengan tingkat tinggi kontroversi konstruktif
dinilai mereka- pasar menuntut (Nonaka, 1990; Simonin, 1999). Grup cara penting untuk mengembangkan dan
menyalurkan konflik intelektual antara beragam sudut pandang menjadi energi yang menghasilkan ide-ide baru dan
diri-produksebagai inovatif dan setia.
ucts dan implementasi strategis yang efektif (Cozier, 1978; Eisenhardt, 1989; Eisenhardt & Bourgeois, 1988; Mason
& bahwa tujuan kerjasama membantu siswa
Mitroff, 1981; Schweiger, Sandberg, & kelompok terlibat dalam konstruktif, terbuka-
Ragan, 1986; Schweiger , Sandberg, & kontroversi berpikiran yang menghasilkan efek-
Rechner, 1989; Schwenk, 1990). kerja kelompok dan kinerja kelas. Mencari untuk menguji sejauh mana ide-ide ini,
dikembangkan di Amerika Utara, berlaku untuk kelas diTimur
Penelitian tentang Kerja Sama Tim Produktif
Asia (Hofstede, 1993), kami melakukan
Namun, tim sendiri tidak studi ini di daratan Cina.
selalu efektif (Cohen & Bailey, 1997; Gruenfeld, Mannix, Williams & Neale, Kerja Sama Tim untuk
Efektivitas Organisasi
1996). Teori dan penelitian menunjukkan bahwa saling ketergantungan tujuan adalah cara yang berguna untuk
memahami jenis kerja tim yang menjadi penting, Tim
mempromosikan tujuan organisasi. metode untuk organisasi untuk mencapai
Dasar pemikiran teori tujuan pusat. Mayoritas Fortune kerjasama dan kompetisiadalah bahwa (a) 500 perusahaan
.25 ** -.04 -. 55 *
Hasil
Diskusi
Studi ini memberikan bantuan kepada bisnis dan pendidik lain yang
mempekerjakan tim siswa untuk mempromosikan pembelajaran. Hasil kami menunjukkan bahwa
uan koperasi, tetapi tidak kompetitif atau independen, memberikan dasar bagi anggota tim untuk
skusikan ide-ide yang berlawanan secara terbuka dan konstruktif di dalam kelas. Hasil kami juga
mendukung teori bahwa kontroversi konstruktif melengkapi tujuan kooperatif dan memberikan
tribusi terhadap inovasi dan loyalitas tim. Sejauh siswa mengembangkankooperatif tujuan dalam
mpok mereka, mereka dapat mendiskusikan pandangan mereka yang berlawanan secara terbuka;
tim yang terlibat dalam kontroversi konstruktif pada gilirannya menilai diri mereka inovatif dan
al. Teori kerja sama dan kompetisi, meskipun dikembangkan di Barat, terbukti bermanfaat untuk
memahami dinamika tim siswa di Asia Timur. Meskipun bukti bahwa budaya Cina menekankan
ni dan kurangnya permusuhan di tionships eratnya, kami menemukan mengadakan pembicaraan
erpikiran terbuka dari pandangan yang bertentangan mendukung inovasi. Secara tradisional, para
liti telah membandingkan sampel dari budaya yang berbeda dan mengeksplorasi variabel budaya
teori asli (Leung, 1997). ini Pendekatanstudi mengidentifikasi ditions con- yang mempengaruhi
mika kelompok dan hasil di Cina dan menggunakan teori dengan aspirasi yang universal mungkin
menjadi tambahan yang layak untuk pendekatan tradisional.
atasan
Hasil penelitian ini, tentu saja, dibatasi oleh sampel dan operasi. Data
kan sendiri dan tunduk pada bias dan dengan demikian mungkin tidak secara akurat
ambarkan hubungan, meskipun penelitian terbaru menunjukkan bahwa data yang dilaporkan
tidak sebatas yang diharapkan (Spector, 1992). These data are also correlational and do not
e direct evidence of causal links between goal interdependence, constructive controversy, and
mes.
cal Implications
ACKNOWLEDGMENT
ACKNOWLEDGMENT
The authors would like to thank Helen Liu for her able assistance and the Hong Kong University Grants Council for its support of
REFERENCES
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Alper, S., Tjosvold, D., & Law, S. A. (1998). Interdependence and controversy in group deci- sion making:
Antecedents to effective self-man- aging teams. Organizational Behavior and Human Decision Processes, 74, 33-
52. Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Manage- ment, 17, 99-120.
Barney, J., Edwards, F, L., & Ringleb, A. H. (1992). Organizational responses to legal liabil- ity: Employee
exposure to hazardous materials. vertical integration, and small firm production. Academy of Management
Journal, 35, 328-349. Bentler, PM, & Chou, C. P. (1987). Practical issues in structural modeling. Sociological
Methods & Research. 16, 78-1 17. Cohen, S. G., & Bailey, DE (1997). What makes teams work Group effectiveness
research from the shop floor to the executive suite. Journal of Management, 23(3), 239-290. Cohen, S. G., &
Ledford, G. E., Jr. (1994). The effectiveness of self-managing teams: A quasi- experiment. Human Relations, 47, 1343.
Cosier, R. A. (1978). The effects of three potential aids for making strategic decisions on predic- tion accuracy.
Organizational Behavior and Human Performance, 22, 295-306. Deutsch, M. (1980). Fifty years of conflict. In L.
Festinger (Ed.), Retrospections on-social psy- chology (pp. 4677). New York: Oxford Uni- versity Press.
Alper, S., Tjosvold, D., & Law, S. A. (1998). Interdependence and controversy in group deci- sion making:
Antecedents to effective self-man- aging teams. Organizational Behavior and Human Decision Processes, 74, 33-
52. Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Manage- ment, 17, 99-120.
Barney, J., Edwards, F, L., & Ringleb, A. H. (1992). Organizational responses to legal liabil- ity: Employee
exposure to hazardous materials. vertical integration, and small firm production. Academy of Management
Journal, 35, 328-349. Bentler, PM, & Chou, C. P. (1987). Practical issues in structural modeling. Sociological
Methods & Research. 16, 78-1 17. Cohen, S. G., & Bailey, DE (1997). What makes teams work Group effectiveness
research from the shop floor to the executive suite. Journal of Management, 23(3), 239-290. Cohen, S. G., &
Ledford, G. E., Jr. (1994). The effectiveness of self-managing teams: A quasi- experiment. Human Relations, 47, 1343.
Cosier, R. A. (1978). The effects of three potential aids for making strategic decisions on predic- tion accuracy.
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Festinger (Ed.), Retrospections on-social psy- chology (pp. 4677). New York: Oxford Uni- versity Press.
Alper, S., Tjosvold, D., & Law, S. A. (1998). Interdependence and controversy in group deci- sion making:
Antecedents to effective self-man- aging teams. Organizational Behavior and Human Decision Processes, 74, 33-
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Barney, J., Edwards, F, L., & Ringleb, A. H. (1992). Organizational responses to legal liabil- ity: Employee
exposure to hazardous materials. vertical integration, and small firm production. Academy of Management
Journal, 35, 328-349. Bentler, PM, & Chou, C. P. (1987). Practical issues in structural modeling. Sociological
Methods & Research. 16, 78-1 17. Cohen, S. G., & Bailey, DE (1997). What makes teams work Group effectiveness
research from the shop floor to the executive suite. Journal of Management, 23(3), 239-290. Cohen, S. G., &
Ledford, G. E., Jr. (1994). The effectiveness of self-managing teams: A quasi- experiment. Human Relations, 47, 1343.
Cosier, R. A. (1978). The effects of three potential aids for making strategic decisions on predic- tion accuracy.
Organizational Behavior and Human Performance, 22, 295-306. Deutsch, M. (1980). Fifty years of conflict. In L.
Festinger (Ed.), Retrospections on-social psy- chology (pp. 4677). New York: Oxford Uni- versity Press.
Alper, S., Tjosvold, D., & Law, S. A. (1998). Interdependence and controversy in group deci- sion making:
Antecedents to effective self-man- aging teams. Organizational Behavior and Human Decision Processes, 74, 33-
52. Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Manage- ment, 17, 99-120.
Barney, J., Edwards, F, L., & Ringleb, A. H. (1992). Organizational responses to legal liabil- ity: Employee
exposure to hazardous materials. vertical integration, and small firm production. Academy of Management
Journal, 35, 328-349. Bentler, PM, & Chou, C. P. (1987). Practical issues in structural modeling. Sociological
Methods & Research. 16, 78-1 17. Cohen, S. G., & Bailey, DE (1997). What makes teams work Group effectiveness
research from the shop floor to the executive suite. Journal of Management, 23(3), 239-290. Cohen, S. G., &
Ledford, G. E., Jr. (1994). The effectiveness of self-managing teams: A quasi- experiment. Human Relations, 47, 1343.
Cosier, R. A. (1978). The effects of three potential aids for making strategic decisions on predic- tion accuracy.
Organizational Behavior and Human Performance, 22, 295-306. Deutsch, M. (1980). Fifty years of conflict. In L.
Festinger (Ed.), Retrospections on-social psy- chology (pp. 4677). New York: Oxford Uni- versity Press.
Alper, S., Tjosvold, D., & Law, S. A. (1998). Interdependence and controversy in group deci- sion making:
Antecedents to effective self-man- aging teams. Organizational Behavior and Human Decision Processes, 74, 33-
52. Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Manage- ment, 17, 99-120.
Barney, J., Edwards, F, L., & Ringleb, A. H. (1992). Organizational responses to legal liabil- ity: Employee
exposure to hazardous materials. vertical integration, and small firm production. Academy of Management
Journal, 35, 328-349. Bentler, PM, & Chou, C. P. (1987). Practical issues in structural modeling. Sociological
Methods & Research. 16, 78-1 17. Cohen, S. G., & Bailey, DE (1997). What makes teams work Group effectiveness
research from the shop floor to the executive suite. Journal of Management, 23(3), 239-290. Cohen, S. G., &
Ledford, G. E., Jr. (1994). The effectiveness of self-managing teams: A quasi- experiment. Human Relations, 47, 1343.
Cosier, R. A. (1978). The effects of three potential aids for making strategic decisions on predic- tion accuracy.
Organizational Behavior and Human Performance, 22, 295-306. Deutsch, M. (1980). Fifty years of conflict. In L.
Festinger (Ed.), Retrospections on-social psy- chology (pp. 4677). New York: Oxford Uni- versity Press.
Alper, S., Tjosvold, D., & Law, S. A. (1998). Interdependence and controversy in group deci- sion making:
Antecedents to effective self-man- aging teams. Organizational Behavior and Human Decision Processes, 74, 33-
52. Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Manage- ment, 17, 99-120.
Barney, J., Edwards, F, L., & Ringleb, A. H. (1992). Organizational responses to legal liabil- ity: Employee
exposure to hazardous materials. vertical integration, and small firm production. Academy of Management
Journal, 35, 328-349. Bentler, PM, & Chou, C. P. (1987). Practical issues in structural modeling. Sociological
Methods & Research. 16, 78-1 17. Cohen, S. G., & Bailey, DE (1997). What makes teams work Group effectiveness
research from the shop floor to the executive suite. Journal of Management, 23(3), 239-290. Cohen, S. G., &
Ledford, G. E., Jr. (1994). The effectiveness of self-managing teams: A quasi- experiment. Human Relations, 47, 1343.
Cosier, R. A. (1978). The effects of three potential aids for making strategic decisions on predic- tion accuracy.
Organizational Behavior and Human Performance, 22, 295-306. Deutsch, M. (1980). Fifty years of conflict. In L.
Festinger (Ed.), Retrospections on-social psy- chology (pp. 4677). New York: Oxford Uni- versity Press.
Alper, S., Tjosvold, D., & Law, S. A. (1998). Interdependence and controversy in group deci- sion making:
Antecedents to effective self-man- aging teams. Organizational Behavior and Human Decision Processes, 74, 33-
52. Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Manage- ment, 17, 99-120.
Barney, J., Edwards, F, L., & Ringleb, A. H. (1992). Organizational responses to legal liabil- ity: Employee
exposure to hazardous materials. vertical integration, and small firm production. Academy of Management
Journal, 35, 328-349. Bentler, PM, & Chou, C. P. (1987). Practical issues in structural modeling. Sociological
Methods & Research. 16, 78-1 17. Cohen, S. G., & Bailey, DE (1997). What makes teams work Group effectiveness
research from the shop floor to the executive suite. Journal of Management, 23(3), 239-290. Cohen, S. G., &
Ledford, G. E., Jr. (1994). The effectiveness of self-managing teams: A quasi- experiment. Human Relations, 47, 1343.
Cosier, R. A. (1978). The effects of three potential aids for making strategic decisions on predic- tion accuracy.
Organizational Behavior and Human Performance, 22, 295-306. Deutsch, M. (1980). Fifty years of conflict. In L.
Festinger (Ed.), Retrospections on-social psy- chology (pp. 4677). New York: Oxford Uni- versity Press.
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Schwenk, CR (1990). Con
by themselves.
1. Team members express their own
2. We listen carefully to each other's
3. Team members try to understand each
4. We try to use each other's ideas. 5. Even when we disagree, we communi- cate respect for each other.
6. We work for decisions we both accept. 7. All views are listened to, even if they
8. We use our opposing views to under- stand the problem.
Team Innovation
1. Using skills we already possess, this team learns new ways to apply those skills to develop new products that can help attract and serve new m
team seeks out information about new markets, products, and technologies from sources outside the organization. 3. This team identifies and d
can improve its ability to serve existing business needs. 4. This team identifies and develops skills to 5. help This attract team and learns serv
business to apply needs. its knowledge of familiar products and techniques to develop new and unusual solutions to familiar, routine problems. 6
out information on products and techniques that are new to the operation and learns how to apply them to develop new solutions to routine
team seeks out and acquires information that may be useful in develop- ing multiple solutions to problems.
8. This team seeks out and acquires knowledge that may be useful in satisfying needs unforeseen by the client.
Team Loyalty
1. I feel quite confident that my team members will always try to treat me fairly. 2. I have complete faith in the integrity of my team members
loyalty to my team members. 4. My team members would never try to gain an advantage by deceiving each other. 5. I have fo
members are the kind of persons that keep their promises. 6. At times I am reluctant to trust my team members, because I am suspicious of their m
support my team members in almost any emergency. 8. I have a divided sense of loyalty toward my team members. 9. My team member