Team Management Systems Blog
TMS Research – Perspectives: Job Demand and Preference: Part 2

TMS Research – Perspectives: Job Demand and Preference: Part 2

In the last post we looked at job demand and preference distribution for senior management roles using the following graphics: The first graphic from the Types of Work Profile research represents the perceived job demand for senior roles in organizations. The second represents the preference distribution for senior managers that have completed the TMP. As noted in the last post, I think context has a large influence in the development of preference yet the above graphics do not seem to strongly illustrate the effect of context. I asked the question; ‘So is my social construction perspective inaccurate?’ I don’t think so…. The reason I think this is the preference dist... »

TMS Research – Perspectives: Job Demand and Preference

TMS Research – Perspectives: Job Demand and Preference

With this post we are going to take a look at some data from two different TMS assessments, the Types of Work Profile (TOWP) and the Team Management Profile (TMP). The TOWP looks at what is perceived as the most critical work functions for success from the Types of Work Model in a specific role. The TMP looks at individual work preference. The graphic below is from the TMS research from the TOWP and illustrates the perceptions of all raters in terms of what the % distribution is for each of the work functions for a senior management role. The n of 252 is a bit small but good enough for what we are looking at here. The larger numbers represent the highest % and this case the 3 highest make up... »

TMS Research – Perspectives: Age and Analytic and Belief Preference – Part 2

TMS Research – Perspectives: Age and Analytic and Belief Preference – Part 2

In the last post we looked at the Analytical and Belief preferences through the lens of age and discovered that while in all age groups there was a definite slant toward the Analytic preference, the youngest and oldest age groups showed less of this slant.  I made the comment … The first thing that came to mind for me was that the work context drives the belief preference out of us and when we get to an age where the work context isn’t as important anymore, we reclaim some of that belief preference…. This post focuses on …what are organizations driving out of us from a preference perspective and what is it that we may be reclaiming?… To consider this let’s look at how the a... »

TMS Research – Perspectives: Age and Analytic and Belief Preferences

TMS Research – Perspectives: Age and Analytic and Belief Preferences

Over the next little while I will be writing some posts using the data which comes from the newest version of Team Management Systems research; RM5. A couple of things about these posts: I will be using data  directly from the TMS research material I will be adding my subjective perspective on why this data may be what it is I’ll be asking others for their perspectives The TMS research does not establish ‘causality’.  It provides data gathered from demographic groups from around the world.  Our perspectives on causality are subjective but nevertheless I think can produce some valuable and needed conversation.  They can illustrate lots of differing ideas that can potentially... »

Which Work Functions are the Biggest Struggle – Part 2

Which Work Functions are the Biggest Struggle – Part 2

The last post identified 3 of the work functions from the Margerison McCann Types of Work Model that tend to be challenging for teams in organizations to play: Maintaining Advising Developing When we add work preferences into the picture from the Team Management Profile (TMP) there are additional perspectives that may be at play here.  The work preferences identified in the TMP are as follows: These work preferences are correlated to the work functions of the Types of Work Model; some preferences are more closely related to some work functions than others. This is a very important part of the TMP and is illustrative of why Maintaining, Advising and Developing may be a challenge for teams. Th... »