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AWTAdvanced Wastewater Treatment
AWTAgence Wallonne des Télécommunications (Belgium)
AWTAbstract Windowing Toolkit
AWTAdvanced Water Technology (Macon, GA)
AWTAvery Weigh-Tronix (Fairmont, MN)
AWTAssociation of Water Technologies
AWTArbeitsgemeinschaft Wärmebehandlung Und Werkstofftechnik (German: Association for Heat Treatment and Materials Engineering)
AWTAdvanced Water Treatment
AWTArmy Welfare Trust (Pakistan)
AWTAverage Water Temperature
AWTAdvanced Windowing Toolkit
AWTAshland Water Technologies (various technologies)
AWTAverage Wait Time
AWTAwaiting Trial
AWTAir Weapons Team (military unit)
AWTAverage Work Time
AWTAtelier du Web Tourangeau (French: Touraine Web Workshop; Tours, France)
AWTAll World Transport (France and Mexico)
AWTAmphibious Warfare Technology (US Marine Corps Systems Command)
AWTAdvanced Weapons and Tactics
AWTAirborne Wideband Terminal
AWTActual Work Time
AWTAutonomous Work Teams
AWTAdvance Witholding Tax
AWTArmy Warrior Tasks (US Army)
AWTAdvanced Wideband Terminal
AWTAssembled, Wired & Tested
AWTAccelerated Wear Testing (heart valve implantation)
AWTAuto Tracing White (balance mode, digital photography)
References in periodicals archive ?
Because of this social and cultural difference, men are more likely to emerge as the leaders of autonomous work teams in collectivist culture but both men and women have a similar possibility of becoming a leader in an individualist culture.
Second, by pointing out the possibility of the emergence of an unsuitable person with an invalid and unconstructive motivation for leadership I have suggested a potential explanation for the decrease of productivity and performance of autonomous work teams.
This means that, in a collectivist culture, men are more likely to become leaders in autonomous work teams than are women.
In a traditionally hierarchical work organization an individual takes responsibility for the completion of a job and the result (Cannon-Bowers, Oser, & Flanagan, 1992) whereas in an autonomous work team every team member is required to share the responsibility for the teamwork and result.
Guastello (1998) wrote that having a self-managing autonomous work team creates an unstable status and causes discontinuous events such as discontinuous work because of a lack of organized task and goal allocation by a leader, and qualitatively different team members' outcomes because of the lack of a uniform standard applied by a leader.
Hypothesis 1: Autonomous work team members' need for closure will be positively related to their noncalculative motivation to lead.
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