• 한국디자인학회:학술대회논문집
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• 한국디자인학회 2004년도 춘계 학술발표대회 논문집
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• pp.336-337
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• 2004

• 한국가스학회:학술대회논문집
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• 한국가스학회 2000년도 추계학술발표회 논문집
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• pp.137-142
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• 2000

• 산업융합연구
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• 제8권2호
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• pp.27-39
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• 2010

After reviewing the existing literature on team coaching, I propose a new model with two distinguishing features. The model (1) focuses on the functions that coaching serves for a team, rather than on either specific leader behaviors or leadership styles, (2) identifies the specific times in the task performance process when coaching inventions are most likely to have their intended effects.

• International Journal of Quality Innovation
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• 제9권1호
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• pp.1-21
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• 2008

A Purpose. As organizations become more team oriented, research on teams continues to increase especially involving how teams contribute to organizational performance and effectiveness. Although there has been existing research on Kaizen teams in the private sector, very little research has included Kaizen teams in the public sector. In this paper, we present a method to study Kaizen teams in a local Spanish government that have been using Kaizen teams for more than ten years. Design/methodology/approach. Quantitative research was adopted for this study. Twenty teams participated in the study by filling out the Team Learning and Development Inventory (TLI) proposed by Lingham (2004). In addition, we interviewed members of the teams in order to clarify and assure our quantitative results. Findings Based on the findings, we propose that Kaizen teams should practice both Continuous (CI) and Process Improvements (PI) in their projects. We also propose that Kaizen teams should not be teams skilled only at developing better improvement processes (both CI and PI) for the organization but that such teams should also be skilled at engaging in team development using both CI and PI processes internally-a Kaizen within Kaizen teams approach. Research limitations. Its based in one case study. However, it is working paper and the research project still is developing. Practical Implications (if possible). Serve as a guide to practitioners (Public managers) who desire to understand how their Kaizen teams involves both internal (conversational spaces) and external (methodology) perspectives that would contribute to both team and organizational effectiveness. In this paper, we focus on the Internal Processes (both CI and PI) using the TLI as an effective method for Kaizen teams to engage in the Kaizen process. Originality/value. This study is one of the first to look at team's performance using Team Learning and Development Inventory in Spain's public sector. It is also the first to mention about the relationship of the team's performance and the implementation of process improvement methodologies in Spain local government environment.

• 한국IT서비스학회지
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• 제15권1호
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• pp.113-129
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• 2016

Recently, as Information System projects tend to be more complex, the importance of Information System Audit increases. In the same context, the need for the resident IS Audit also increases, which is supposed to deal with the possible risks and urgent issues by providing the appropriate support and timely coordination during IS project. Basically, for the effective IS Audit, the IS audit team members should be able to understand such a business context as work characteristics, business knowledge, goals, and culture of the organization. The audit team members should also be able to share the various knowledge of Information Technology and audit procedure with the owner of the project. Especially, for the resident audit, it is more important to fill the gaps in expertise between project owner and audit team. However, any studies on the need of common knowledge base (knowledge complementarities) in the IS audit have not been done so far. The purpose of this study is to analyze whether the knowledge complementarity based on inter-organizational communication between the project owner and audit team members makes an effect on the fidelity and performance of IS audit. In order to do this, the relationship among inter-organizational communication and knowledge complementarity, the fidelity of IS audit service, and performance of IS audit has been analyzed, using Structural Equation Model. The result shows that all the relationship is significant, which means that knowledge complementarity between the two different interest groups should be an effective factor on the fidelity and performance of IS audit. This result implies that, for better quality of IS Audit service, how to acquire the knowledge complementarity between the project owner and Audit team should be considered seriously as well as systematically in the process of IS Audit.

• JSTS:Journal of Semiconductor Technology and Science
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• 제11권2호
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• pp.121-129
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• 2011

It is progressing as new advents and remarkable developments of mobile device every year. On the upper line reason, NAND FLASH large density memory demands which can be stored into portable devices have been dramatically increasing. Therefore, the cell size of the NAND Flash memory has been scaled down by merely 50% and has been doubling density each per year. [1] However, side effects have arisen the cell distribution and reliability characteristics related to coupling interference, channel disturbance, floating gate electron retention, write-erase cycling owing to shrinking around 20nm technology. Also, FLASH controller to manage shrink effect leads to speed and current issues. In this paper, It will be introduced to solve cycling, retention and fail bit problems of sub-deep micron shrink such as Virtual negative read used in moving read, randomization. The characteristics of retention, cycling and program performance have 3 K per 1 year and 12.7 MB/s respectively. And device size is 179.32 $mm^2$ (16.79 mm ${\times}$ 10.68 mm) in 3 metal 26 nm CMOS.

• 한국사회복지학
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• 제61권4호
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• pp.137-161
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• 2009

사회복지행정 연구에서는 직무수행의 결정요인으로서 주로 종사자의 지식, 기술과 같은 개인차 변인에 큰 관심을 가져왔지만, 점차 조직 환경 이론의 연구관점이 사회복지행정 연구에 활발히 도입되면서 개인의 수행연구에서도 개인차 변인이외에도, 팀수준이나 조직수준의 변인들이 주목받기 시작했다. 본 연구는 이러한 연구추세를 반영하며, 사회복지 종사자의 직무수행에 영향을 미치는 개인, 팀, 조직 변인의 영향력을 검증하고자 하였다. 개인변인으로는 지식, 기술, 만족, 성격, 비생산적 행동이 투입되었고, 팀이나 조직수준의 변인으로는 상황적 제약, 조직공정성, 직무특성, 정부의존성, 조직간 협력이 투입되었다. 전국 23개 사회복지조직에서 활동하는 314명의 종사자들을 대상으로 자료를 수집하여 분석한 결과, 직무수행(과업수행, 맥락수행)에 개인차 변인, 팀 변인, 조직변인이 다양하게 영향을 미치는 것으로 나타났다.

• 한국추진공학회지
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• 제19권3호
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• pp.89-95
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• 2015

7톤급 로켓엔진용 산화제펌프와 연료펌프에 대하여 물을 매질로 하는 성능시험을 수행하였다. 펌프는 전기모터로 구동되었고 설계 및 탈설계 유량비 조건에서 펌프의 수력성능과 흡입성능이 측정되었다. 양정-유량 곡선, 효율-유량 곡선, 양정-캐비테이션수 곡선을 얻었다. 개발된 펌프는 펌프 양정과 효율의 수력성능에 관한 설계요구조건을 만족시킬 수 있음을 확인하였다. 또한 흡입성능에 관한 설계요구조건을 만족시킨다.

• 한국정보디스플레이학회:학술대회논문집
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• 한국정보디스플레이학회 2004년도 Asia Display / IMID 04
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• pp.831-833
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• 2004

A novel transflective-type LC mode with good display performance has been developed In order to drive both transmissive and reflective modes simultaneously without any modulation of gamma in a single-gap structure, we have introduced a new design concept in the reflective region, where the capacitance is separated into liquid crystal($C_{LC}$} and organic layer($C_{OL}$), playing a key role as a voltage divider in our cap-divided VA-mode. With this cap-divided method having both merits of simplifying process and good legibility, we have achieved good optical characteristics such as high contrast ratio and wide viewing angle in a single-gap homeotropic panel design.

• 한국IT서비스학회지
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• 제12권3호
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• pp.253-271
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• 2013

Innovation becomes norm rather than exception in today's business, and accordingly firms are working on how to make their employees to work smarter using information systems and technologies. Smart work demands virtual collaboration and cooperation among team members in different places and different time. Sharing of knowledge among team members in these innovative activities are critical in every sense for the successful performance. This study explores the antecedents of knowledge sharing among team members in team-based innovation activities. Five factors (pleasure of knowledge sharing, self-efficacy, management support, rewards, and system usage) are identified through extant review of literature and an instrument is adopted and validated from previous studies. The instrument is adminitered against 138 individuals in and across 54 teams in a telecommunication firm. Except self efficacy, all the paths in the proposed research model is confirmed with different levels of relational coefficients towards the levels of knowledge sharing and innovation activities in teams. Surprisingly, findings indicate that intrinsic pleasure of sharing is most critical than management support, organizational rewards or system usage. This study fills the research gap in team management. Findings provide important implications for managing teams in coming virtual and smart environment.