Team Meetings and Organizational Success: An Essay
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Meeting Matter
Effect of Team Meeting on Team and
Organizational Success
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Effect of Team Meeting on Team and
Organizational Success
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Working in a team in an organization as it has been analyzed and observed is very useful for the
progresses of the organization and help in enhancing the productivity of the organization.
Successful team work is the most essential part for an organization in order to contribute in their
better performances and the use of their potential to generate better results. Team capability is
amalgamation of decision making, coordination and idea discussion. While working in a team it
is essential for us the employees to be very attentive in order to solve the problems and develop
skills to solve them. It is observed that working in a team we have been able to solve the issues
arise in the organization and better planning and team meetings are very important for our
organization. As been a part of several meetings it has been analyzed that the meetings should
help in order to solve the perspectives and the meetings are held for better interactions. This
essay elaborates us the importance of working in teams and also the importance of the focused
and socio-emotional communicational meetings of the team members. The most essential part of
communication which they would face is the research about the issues that could arise in the
future for the organization.
As the author Anon (2019) suggested that the problem focused meetings are related to
understanding and then finding appropriate solution for the problem. Creating new ideas are also
one of the main aspect of problem focused meetings. It is linked to positive group outcomes.
Sometimes a multifaceted problems can lead to more than single solutions where aim of a team
is select more suitable solution by exchange of information and to make a decisions according to
their desire and available data. A successful process is known by its analyses and exchange of
information in a form of group or meetings. If a team fails to accomplish these skills, will most
favorably fail to accomplish desired outcomes. It’s been noticed that staff was much more
satisfied and they were able to create a bond to the problem because of problem focused
communication. To explain the effects of meeting, an experiment was performed and according
to calculations 5 out of 6 successes were related with high and better team productivity. While
cross linking problems and linking suitable solution were key for success of organization.
According to findings there is a positive link between positive procedural and team satisfaction
while a negative connection between negative procedural and team satisfaction (Anon 2012).
For effective communication it is very essential for the managers to implement ways in order to
make every employee involved in the talks. While talking about Socio emotional
progresses of the organization and help in enhancing the productivity of the organization.
Successful team work is the most essential part for an organization in order to contribute in their
better performances and the use of their potential to generate better results. Team capability is
amalgamation of decision making, coordination and idea discussion. While working in a team it
is essential for us the employees to be very attentive in order to solve the problems and develop
skills to solve them. It is observed that working in a team we have been able to solve the issues
arise in the organization and better planning and team meetings are very important for our
organization. As been a part of several meetings it has been analyzed that the meetings should
help in order to solve the perspectives and the meetings are held for better interactions. This
essay elaborates us the importance of working in teams and also the importance of the focused
and socio-emotional communicational meetings of the team members. The most essential part of
communication which they would face is the research about the issues that could arise in the
future for the organization.
As the author Anon (2019) suggested that the problem focused meetings are related to
understanding and then finding appropriate solution for the problem. Creating new ideas are also
one of the main aspect of problem focused meetings. It is linked to positive group outcomes.
Sometimes a multifaceted problems can lead to more than single solutions where aim of a team
is select more suitable solution by exchange of information and to make a decisions according to
their desire and available data. A successful process is known by its analyses and exchange of
information in a form of group or meetings. If a team fails to accomplish these skills, will most
favorably fail to accomplish desired outcomes. It’s been noticed that staff was much more
satisfied and they were able to create a bond to the problem because of problem focused
communication. To explain the effects of meeting, an experiment was performed and according
to calculations 5 out of 6 successes were related with high and better team productivity. While
cross linking problems and linking suitable solution were key for success of organization.
According to findings there is a positive link between positive procedural and team satisfaction
while a negative connection between negative procedural and team satisfaction (Anon 2012).
For effective communication it is very essential for the managers to implement ways in order to
make every employee involved in the talks. While talking about Socio emotional
communications, they are mostly supporting statement for example solidarity and releasing
tension. It links to positive outcomes. Although there are some findings about negative effects of
socio emotional communication but it doesn’t particularly disturb team meeting results and do
not show any strong negative effect on meeting satisfaction and development of organization.
According to these finding criticizing statements are either relationship clash or as hatred
towards each other. But as an overall outcome, lower meeting satisfaction and decrease in
organizational success do lead to negative socio economics communication. It has also been
observed that strictly positive socio economical communication also leads to negative outcomes
and had negative effect on the team satisfaction. It leads to the answer that strictly positive socio
economical communication do not have any link to productivity of team and success of
organization (Motschnig, 2016).
Action oriented commutations are kind of different from socio emotional communications as
action oriented commutations defines willingness of team to improve their work, creating
productive behavior. Some finding suggested this kind of behavior increases struggle of team to
create a goal and creating action principles. Some of the research come up with negative
feedbacks as complaining, and seeking others as responsible for failure, causing decrease in
performance. Action oriented statements are classified into negative and positive statements
within a team (Walseh, 2012). Positive team statement means that the presented idea seems
worth of further pursued while negative statements lacks the interest in whole project. According
to research finding those teams are found to be much more satisfied from there team meeting that
displayed more action oriented interactions such as action planning and problem solving skills. It
is said that bad is much stronger than good meaning that positive effects of action oriented
communications are much weaker than negative action oriented communication however
procedural statements during meeting suggests
structuring and organizing the whole topic within the meeting. Some of the researches suggested
that it intensify the performance of team. According to some of these finding such statements
occasionally increase more positive discussion by starting negative discussion such as
complaining (Niven, 2014). But some statements like loss of thoughts because of huge speeches
and irrelevant explanations by an individual, these finding suggest that team productivity is not
been correlated by procedural statements. According to research findings negative relations were
the outcomes of negative procedural communication, as an output of research findings,
tension. It links to positive outcomes. Although there are some findings about negative effects of
socio emotional communication but it doesn’t particularly disturb team meeting results and do
not show any strong negative effect on meeting satisfaction and development of organization.
According to these finding criticizing statements are either relationship clash or as hatred
towards each other. But as an overall outcome, lower meeting satisfaction and decrease in
organizational success do lead to negative socio economics communication. It has also been
observed that strictly positive socio economical communication also leads to negative outcomes
and had negative effect on the team satisfaction. It leads to the answer that strictly positive socio
economical communication do not have any link to productivity of team and success of
organization (Motschnig, 2016).
Action oriented commutations are kind of different from socio emotional communications as
action oriented commutations defines willingness of team to improve their work, creating
productive behavior. Some finding suggested this kind of behavior increases struggle of team to
create a goal and creating action principles. Some of the research come up with negative
feedbacks as complaining, and seeking others as responsible for failure, causing decrease in
performance. Action oriented statements are classified into negative and positive statements
within a team (Walseh, 2012). Positive team statement means that the presented idea seems
worth of further pursued while negative statements lacks the interest in whole project. According
to research finding those teams are found to be much more satisfied from there team meeting that
displayed more action oriented interactions such as action planning and problem solving skills. It
is said that bad is much stronger than good meaning that positive effects of action oriented
communications are much weaker than negative action oriented communication however
procedural statements during meeting suggests
structuring and organizing the whole topic within the meeting. Some of the researches suggested
that it intensify the performance of team. According to some of these finding such statements
occasionally increase more positive discussion by starting negative discussion such as
complaining (Niven, 2014). But some statements like loss of thoughts because of huge speeches
and irrelevant explanations by an individual, these finding suggest that team productivity is not
been correlated by procedural statements. According to research findings negative relations were
the outcomes of negative procedural communication, as an output of research findings,
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organizations had negative effect due to negative procedural communication while had positive
effects and got success due to positive procedural communication. According to these
researchers negative procedural communication are found to have much more effect then
positive procedural communication in meetings. As every change has to face challenges
similarly teamwork also comes with challenges and impediments (Sibbet, 2012).
Team is fundamental need for change, challenges could be a result of teamwork , as if employees
are asked to work together, whom they are not much of familiar with, in this condition a new
social relationship can be created or might cause breaking ups. One of the way to it can be
handled is teambuilding. Because when team faces such issues, can decrease effectiveness of
group and decrease skill to make choice. It could be impediment of group thinking and cause
conflicts over decision making, it is important to create team training and prepare team so that
teams can work effectively and understand common idea. By creating and preparing teams will
improve performance, team communications and will reduce conflicts, increasing unity and
commitment between members of same as well as other teams. One of the other major problem
that might occur can be trust with in team. Sometimes team is not trusted enough to make
important decisions which can lead both organization and team might not touch their full
capacities. Asking for permissions before implementing any new idea can be cause of reducing
timeliness and ownership. This will cause to reduce new innovative ideas while forcing teams to
come up with idea that they might think to get accepted by leader or organization. The lack of
ability to truest a team so that it can make a decision usually takes more time than changing the
system. When experience is same while teams are dependent upon lot of factors, continuous
training and growth of team members are required in this type of situations. There must be a
balance between performance of team and leadership, providing power to flexibility and
motivation while centralizing the control or leadership. One can’t accept that goals of the team
member will be same as goals and aims of organization, nether do anyone assume that team
member’s goals will be different from organizational goals (Lojeski, 2015).
This research will influence feature researchers as this research came up with the importance of
meeting in any organization, it is very difficult measure culture of organization but this study
provides essay access to all information. Secondly this document explains how team functions
which can be helpful to create coaching process of team (Lencioni, et. al., 2012). Most
effects and got success due to positive procedural communication. According to these
researchers negative procedural communication are found to have much more effect then
positive procedural communication in meetings. As every change has to face challenges
similarly teamwork also comes with challenges and impediments (Sibbet, 2012).
Team is fundamental need for change, challenges could be a result of teamwork , as if employees
are asked to work together, whom they are not much of familiar with, in this condition a new
social relationship can be created or might cause breaking ups. One of the way to it can be
handled is teambuilding. Because when team faces such issues, can decrease effectiveness of
group and decrease skill to make choice. It could be impediment of group thinking and cause
conflicts over decision making, it is important to create team training and prepare team so that
teams can work effectively and understand common idea. By creating and preparing teams will
improve performance, team communications and will reduce conflicts, increasing unity and
commitment between members of same as well as other teams. One of the other major problem
that might occur can be trust with in team. Sometimes team is not trusted enough to make
important decisions which can lead both organization and team might not touch their full
capacities. Asking for permissions before implementing any new idea can be cause of reducing
timeliness and ownership. This will cause to reduce new innovative ideas while forcing teams to
come up with idea that they might think to get accepted by leader or organization. The lack of
ability to truest a team so that it can make a decision usually takes more time than changing the
system. When experience is same while teams are dependent upon lot of factors, continuous
training and growth of team members are required in this type of situations. There must be a
balance between performance of team and leadership, providing power to flexibility and
motivation while centralizing the control or leadership. One can’t accept that goals of the team
member will be same as goals and aims of organization, nether do anyone assume that team
member’s goals will be different from organizational goals (Lojeski, 2015).
This research will influence feature researchers as this research came up with the importance of
meeting in any organization, it is very difficult measure culture of organization but this study
provides essay access to all information. Secondly this document explains how team functions
which can be helpful to create coaching process of team (Lencioni, et. al., 2012). Most
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importantly the function of team within the organization can be similar to other settings which
can be helpful for investigative purpose like observing team interactions and creating new
software application. This work can be used to find interactional analysis in an organizational
team such as complaining. Interactional analysis can move into a research as a traditional way of
survey and questionnaires.
Social and interactional processes are taken into account during this process measurement (Alon,
et. al., 2012). There have been growing research and study going on to understand change in
organization which involves attitude of employee, attitude of employer or leadership and
coordination of team.
The Outcomes of applying these conversational points have tremendous outcome (Chris, et. al.,
2014).
As an outcome, team satisfaction and team productivity increase by subsequent amount that year
while it is been observed that organization had made huge success due to team meeting and these
conversation but organizational changes were not that rapid as these change appear after few
years.
During this essay we understood how Meeting conversations effect organization success, this
effect is in the form of event of chain. Better communication results in staff satisfaction which
leads to implement better meeting results and in turn increases productivity and organizational
success. While analyzing this essay, it was observed that change in organization was much
bigger than changes within teams. Assuming meetings as culture of organization can explain that
how link between organizational success and conversation during meetings can be analyzed.
Because if team members complain and deny their tasks, they are denying something about that
institute where this meeting is held. It was also found that with slightly proactive behavior in a
team there will be at least four times more complaining which propose that teams settle on their
negative status.
can be helpful for investigative purpose like observing team interactions and creating new
software application. This work can be used to find interactional analysis in an organizational
team such as complaining. Interactional analysis can move into a research as a traditional way of
survey and questionnaires.
Social and interactional processes are taken into account during this process measurement (Alon,
et. al., 2012). There have been growing research and study going on to understand change in
organization which involves attitude of employee, attitude of employer or leadership and
coordination of team.
The Outcomes of applying these conversational points have tremendous outcome (Chris, et. al.,
2014).
As an outcome, team satisfaction and team productivity increase by subsequent amount that year
while it is been observed that organization had made huge success due to team meeting and these
conversation but organizational changes were not that rapid as these change appear after few
years.
During this essay we understood how Meeting conversations effect organization success, this
effect is in the form of event of chain. Better communication results in staff satisfaction which
leads to implement better meeting results and in turn increases productivity and organizational
success. While analyzing this essay, it was observed that change in organization was much
bigger than changes within teams. Assuming meetings as culture of organization can explain that
how link between organizational success and conversation during meetings can be analyzed.
Because if team members complain and deny their tasks, they are denying something about that
institute where this meeting is held. It was also found that with slightly proactive behavior in a
team there will be at least four times more complaining which propose that teams settle on their
negative status.
REFERENCES
Alon, I. et al., 2018. Business Cultural Intelligence Quotient: A Five-Country Study.
Thunderbird International Business Review, 60(3), pp.237–250. https://cqu-
primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?
docid=TN_gale_ofa534218129&context=PC&vid=61CQU&lang=en_US&search_scope
=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cqu_library&query=any,
contains,Effect%20of%20Team%20Meeting%20on%20Team%20and%20Organizational
%20Success&offset=0
Anon, 2012. Abstracts from the Society for Clinical Trials Annual Meeting, Miami, May
21-23, 2012. Clinical Trials, 9(4), pp.450–554.. https://cqu-
primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?
docid=TN_proquest1038124583&context=PC&vid=61CQU&lang=en_US&search_scop
e=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cqu_library&query=any
,contains,Effect%20of%20Team%20Meeting%20on%20Team%20and
%20Organizational%20Success&offset=0
Anon, 2019. Organizational Meeting Orientation: Setting the Stage for Team Success or
Failure Over Time. Frontiers in Psychology, 10, p.812. https://cqu-
primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?
docid=TN_gale_hrca582697535&context=PC&vid=61CQU&lang=en_US&search_scop
e=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cqu_library&query=any
,contains,Effect%20of%20Team%20Meeting%20on%20Team%20and
%20Organizational%20Success&offset=0
Chris Christensen, Kathleen M. Coombes-Betz & Marilyn S. Stein, 2014. The Certified
Quality Process Analyst Handbook, Milwaukee: ASQ Quality Press. https://cqu-
primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?
docid=TN_pq_ebook_centralEBC3002584&context=PC&vid=61CQU&lang=en_US&se
arch_scope=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cqu_library&
query=any,contains,Effect%20of%20Team%20Meeting%20on%20Team%20and
%20Organizational%20Success&offset=0
Lencioni, P., 2012. The Advantage : Why Organizational Health Trumps Everything Else
in Business, New York: John Wiley & Sons, Incorporated. https://cqu-
primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?
docid=TN_pq_ebook_centralEBC817364&context=PC&vid=61CQU&lang=en_US&sea
rch_scope=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cqu_library&q
uery=any,contains,Effect%20of%20Team%20Meeting%20on%20Team%20and
%20Organizational%20Success&offset=0
Lojeski, K.S., 2015. Measuring Virtual Distance. In Uniting The Virtual Workforce.
Hoboken, NJ, USA: John Wiley & Sons, Inc., pp. 51–69. https://cqu-
primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?
docid=TN_wilbooks10.1002%2F9781119197041.ch3&context=PC&vid=61CQU&lang=
en_US&search_scope=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cq
Alon, I. et al., 2018. Business Cultural Intelligence Quotient: A Five-Country Study.
Thunderbird International Business Review, 60(3), pp.237–250. https://cqu-
primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?
docid=TN_gale_ofa534218129&context=PC&vid=61CQU&lang=en_US&search_scope
=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cqu_library&query=any,
contains,Effect%20of%20Team%20Meeting%20on%20Team%20and%20Organizational
%20Success&offset=0
Anon, 2012. Abstracts from the Society for Clinical Trials Annual Meeting, Miami, May
21-23, 2012. Clinical Trials, 9(4), pp.450–554.. https://cqu-
primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?
docid=TN_proquest1038124583&context=PC&vid=61CQU&lang=en_US&search_scop
e=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cqu_library&query=any
,contains,Effect%20of%20Team%20Meeting%20on%20Team%20and
%20Organizational%20Success&offset=0
Anon, 2019. Organizational Meeting Orientation: Setting the Stage for Team Success or
Failure Over Time. Frontiers in Psychology, 10, p.812. https://cqu-
primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?
docid=TN_gale_hrca582697535&context=PC&vid=61CQU&lang=en_US&search_scop
e=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cqu_library&query=any
,contains,Effect%20of%20Team%20Meeting%20on%20Team%20and
%20Organizational%20Success&offset=0
Chris Christensen, Kathleen M. Coombes-Betz & Marilyn S. Stein, 2014. The Certified
Quality Process Analyst Handbook, Milwaukee: ASQ Quality Press. https://cqu-
primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?
docid=TN_pq_ebook_centralEBC3002584&context=PC&vid=61CQU&lang=en_US&se
arch_scope=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cqu_library&
query=any,contains,Effect%20of%20Team%20Meeting%20on%20Team%20and
%20Organizational%20Success&offset=0
Lencioni, P., 2012. The Advantage : Why Organizational Health Trumps Everything Else
in Business, New York: John Wiley & Sons, Incorporated. https://cqu-
primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?
docid=TN_pq_ebook_centralEBC817364&context=PC&vid=61CQU&lang=en_US&sea
rch_scope=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cqu_library&q
uery=any,contains,Effect%20of%20Team%20Meeting%20on%20Team%20and
%20Organizational%20Success&offset=0
Lojeski, K.S., 2015. Measuring Virtual Distance. In Uniting The Virtual Workforce.
Hoboken, NJ, USA: John Wiley & Sons, Inc., pp. 51–69. https://cqu-
primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?
docid=TN_wilbooks10.1002%2F9781119197041.ch3&context=PC&vid=61CQU&lang=
en_US&search_scope=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cq
⊘ This is a preview!⊘
Do you want full access?
Subscribe today to unlock all pages.
Trusted by 1+ million students worldwide
u_library&query=any,contains,Effect%20of%20Team%20Meeting%20on%20Team
%20and%20Organizational%20Success&offset=0
Motschnig, R. & Ryback, D., 2016. Transforming Communication in Leadership and
Teamwork : Person-Centered Innovations, Cham: Springer. https://cqu-
primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?
docid=TN_pq_ebook_centralEBC4734203&context=PC&vid=61CQU&lang=en_US&se
arch_scope=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cqu_library&
query=any,contains,Effect%20of%20Team%20Meeting%20on%20Team%20and
%20Organizational%20Success&offset=0
Niven, P.R., 2014. Balanced scorecard evolution: a dynamic approach to strategy
execution, https://cqu-primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?
docid=TN_vlebooksAH26918942&context=PC&vid=61CQU&lang=en_US&search_sco
pe=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cqu_library&query=an
y,contains,Effect%20of%20Team%20Meeting%20on%20Team%20and
%20Organizational%20Success&offset=0
Sibbet, D., 2012. Visual Leaders : New Tools for Visioning, Management, and
Organization Change, New York: John Wiley & Sons, Incorporated. https://cqu-
primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?
docid=TN_pq_ebook_centralEBC1104492&context=PC&vid=61CQU&lang=en_US&se
arch_scope=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cqu_library&
query=any,contains,Effect%20of%20Team%20Meeting%20on%20Team%20and
%20Organizational%20Success&offset=0
Walesh, S., 2012. Engineering Your Future : The Professional Practice of Engineering,
Hoboken: John Wiley & Sons, Incorporated. https://cqu-
primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?
docid=TN_pq_ebook_centralEBC817400&context=PC&vid=61CQU&lang=en_US&sea
rch_scope=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cqu_library&q
uery=any,contains,Effect%20of%20Team%20Meeting%20on%20Team%20and
%20Organizational%20Success&offset=0
%20and%20Organizational%20Success&offset=0
Motschnig, R. & Ryback, D., 2016. Transforming Communication in Leadership and
Teamwork : Person-Centered Innovations, Cham: Springer. https://cqu-
primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?
docid=TN_pq_ebook_centralEBC4734203&context=PC&vid=61CQU&lang=en_US&se
arch_scope=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cqu_library&
query=any,contains,Effect%20of%20Team%20Meeting%20on%20Team%20and
%20Organizational%20Success&offset=0
Niven, P.R., 2014. Balanced scorecard evolution: a dynamic approach to strategy
execution, https://cqu-primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?
docid=TN_vlebooksAH26918942&context=PC&vid=61CQU&lang=en_US&search_sco
pe=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cqu_library&query=an
y,contains,Effect%20of%20Team%20Meeting%20on%20Team%20and
%20Organizational%20Success&offset=0
Sibbet, D., 2012. Visual Leaders : New Tools for Visioning, Management, and
Organization Change, New York: John Wiley & Sons, Incorporated. https://cqu-
primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?
docid=TN_pq_ebook_centralEBC1104492&context=PC&vid=61CQU&lang=en_US&se
arch_scope=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cqu_library&
query=any,contains,Effect%20of%20Team%20Meeting%20on%20Team%20and
%20Organizational%20Success&offset=0
Walesh, S., 2012. Engineering Your Future : The Professional Practice of Engineering,
Hoboken: John Wiley & Sons, Incorporated. https://cqu-
primo.hosted.exlibrisgroup.com/primo-explore/fulldisplay?
docid=TN_pq_ebook_centralEBC817400&context=PC&vid=61CQU&lang=en_US&sea
rch_scope=61CQU_Library&adaptor=primo_central_multiple_fe&tab=61cqu_library&q
uery=any,contains,Effect%20of%20Team%20Meeting%20on%20Team%20and
%20Organizational%20Success&offset=0
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