Abstract

Large-scale organizational transformation and improvement typically involve cross-functional organization design teams that act as architects of change. Fifteen organizational design teams were studied to identify the most significant determinants of team effectiveness. Within and between analysis (WABA) and other analytical methods showed that (1) team skills and clear purpose and expectations are significant predictors of team performance and (2) team self-assessment is a significant predictor of team member satisfaction. Results are discussed in terms of sociotechnical systems theory. Implications of these findings include the importance of a team charter to achieve clear purpose and the team member selection strategy to achieve the necessary team skill profile.