Measuring Team Effectiveness Revision 3
May 3, 2023 By Doc Palmere, Ph.D.
Measuring team effectiveness: five key elements that drive team success: psychological
safety, dependability, structure and clarity, meaning of work, and impact of work.
[ measuring-team-effectiveness-from-google-aristotle-project_R3.docx ]
Google Project Aristotle, initiated in 2012, was an ambitious research
endeavor conducted by Google aimed at understanding the factors
that contribute to the success of teams within organizations. The
impetus for the project was the recognition that team effectiveness is
a critical component of organizational success, and understanding
what makes teams thrive would be invaluable for businesses like
Google.
The etiology of the project's name is derived from the ancient Greek
philosopher, Aristotle, who famously stated, "The whole is greater
than the sum of its parts." This perfectly encapsulates the essence of
the study, which sought to identify the characteristics that make
teams more than just a collection of individuals.
The project was spearheaded by Google's People Analytics team,
led by Abeer Dubey, who worked in collaboration with several other
principal scientists and researchers, including Julia Rozovsky, an
analyst at Google People Operations. The team employed a datadriven approach, combining qualitative and quantitative
methodologies, to analyze team dynamics and effectiveness.
The mission of Project Aristotle was to uncover the secrets of
effective teamwork, with the purpose of applying these insights to
foster a better working environment within Google and beyond. The
project's objectives were threefold:
1. Identify the key factors that contribute to team
effectiveness.
2. Establish a set of best practices to be implemented across
teams.
3. Improve team performance and collaboration within
Google and other organizations.
The timeline of Project Aristotle was extensive, spanning several
years. The research began with an initial analysis of over 180 active
teams within Google, encompassing a diverse array of team
compositions and functions. The researchers conducted numerous
interviews, collected extensive data, and studied a wide range of
variables related to individual, team, and organizational factors. After
exhaustive analysis, the team identified five key elements that drive
team success: psychological safety, dependability, structure and
clarity, meaning of work, and impact of work.
The a priori evaluation criteria for the project were centered around
the need to validate the identified factors and establish their
generalizability across teams in different contexts. The researchers
rigorously tested these factors and their interrelationships using
multiple methods, including surveys, qualitative interviews, and
longitudinal studies. The results of Project Aristotle were wellreceived by both the academic community and the corporate world,
as they provided a robust framework for understanding and
enhancing team effectiveness.
While Project Aristotle does not explicitly mention specific behavioral
observation devices or assessment tools used to measure the five
criteria, several tools and methodologies can be employed to gauge
the effectiveness of teams based on the key elements identified in
the study. Here is a brief overview of some approaches that can be
used to assess each of the five criteria:
1. Psychological safety:
The Psychological Safety Survey, developed by Dr.
Amy Edmondson, measures team members'
perceptions of psychological safety within their
teams.
Group discussions, interviews, and observations can
also provide insights into the level of psychological
safety experienced by team members.
2. Dependability:
The Team Diagnostic Survey (TDS), developed by
Drs. Richard Hackman and Ruth Wageman, can be
employed to evaluate team members' trust in each
other's ability to complete tasks on time and with high
quality.
Performance evaluations and peer reviews can also
be useful in assessing dependability within a team.
3. Structure and clarity:
Surveys or questionnaires that measure role clarity,
goal alignment, and task prioritization can be used to
assess the structure and clarity within a team.
Interviews with team members can provide insights
into the clarity of team goals, roles, and plans.
4. Meaning of work:
Job Diagnostic Survey (JDS), created by Greg
Oldham and J. Richard Hackman, can be employed
to assess the level of meaningfulness experienced by
team members in their work.
Qualitative interviews or focus groups can be used to
gather team members' perceptions of the significance
and purpose of their work.
5. Impact of work:
Surveys or questionnaires designed to assess the
perceived impact of a team's work on the
organization, stakeholders, or broader community
can be used.
Evaluations of project outcomes, key performance
indicators (KPIs), or other metrics related to the
impact of a team's work can also provide insights into
this criterion.
It is essential to select appropriate tools and methodologies based
on the specific context and objectives of the team assessment.
Combining quantitative and qualitative approaches can provide a
more comprehensive understanding of team effectiveness based on
the five key elements identified in Google's Project Aristotle.
Unfortunately, the specific surveys used in Google's Project Aristotle
are not publicly available, as the research was conducted internally
within Google. However, the research has been widely discussed in
various publications and presentations, which provide some insights
into the methodology and findings.
As for the validity and reliability coefficients of the assessment tools
mentioned in my previous response, you can find information on
their psychometric properties in the following sources:
1. Psychological Safety Survey (Amy Edmondson):
Edmondson, A. (1999). Psychological safety and
learning behavior in work teams. Administrative
Science Quarterly, 44(2), 350-383.
Edmondson, A. C., & Lei, Z. (2014). Psychological
safety: The history, renaissance, and future of an
interpersonal construct. Annual Review of
Organizational Psychology and Organizational
Behavior, 1, 23-43.
2. Team Diagnostic Survey (Richard Hackman and Ruth
Wageman):
Wageman, R., Hackman, J. R., & Lehman, E. (2005).
Team Diagnostic Survey: Development of an
instrument. The Journal of Applied Behavioral
Science, 41(4), 373-398.
3. Job Diagnostic Survey (Greg Oldham and J. Richard
Hackman):
Hackman, J. R., & Oldham, G. R. (1975).
Development of the Job Diagnostic Survey. Journal of
Applied Psychology, 60(2), 159-170.
Idaszak, J. R., & Drasgow, F. (1987). A revision of the
Job Diagnostic Survey: Elimination of a measurement
artifact. Journal of Applied Psychology, 72(1), 69-74.
Assessment Device Creation
Creating a self-reporting assessment tool, such as the Psychological
Safety Survey-Revised, requires carefully crafted statements that
accurately capture the variable of psychological safety. The Likert
scale of 1 to 7 provides respondents with a range to express their
level of agreement with each statement. Below are ten suggested
statements to include in the Psychological Safety Survey-Revised:
1. I feel comfortable sharing my opinions and ideas with my
team members, even if they might be unpopular.
2. In our team meetings, it is easy for me to speak up and
voice my concerns.
3. I am confident that my team members will not ridicule or
penalize me for admitting mistakes or asking for help.
4. Our team encourages open and honest communication,
even when discussing difficult topics.
5. I believe that my team values diverse perspectives and
actively seeks input from all members.
6. In my team, it is safe to take risks or try new approaches
without the fear of negative consequences.
7. My team members are supportive and understanding when
I express vulnerability or uncertainty.
8. I feel that my team fosters an environment where it is safe
to question established practices or suggest
improvements.
9. Our team culture encourages learning from mistakes
rather than assigning blame.
10. I am comfortable discussing personal or work-related
challenges with my team members, knowing they will be
supportive.
These statements aim to capture various aspects of psychological
safety, such as open communication, supportiveness, willingness to
take risks, and learning from mistakes. When developing the survey,
it is crucial to pilot-test the items with a sample of respondents and
analyze their feedback to ensure the clarity, relevance, and
effectiveness of the statements in measuring psychological safety.
Additionally, it's essential to consider the psychometric properties of
the survey, including validity and reliability, to ensure that it
accurately assesses the intended construct.
Here are ten additional statements for the Psychological Safety
Survey-Revised to further capture the variable of psychological
safety:
11. My team members actively listen and show empathy when
someone shares their thoughts or concerns.
12. I trust that my team members will provide constructive
feedback rather than criticize or undermine me.
13. Our team effectively resolves conflicts and disagreements
in a respectful and open manner.
14. In my team, people are encouraged to learn from each
other, regardless of their position or experience.
15. I feel that my team consistently acknowledges and
appreciates each member's contributions and efforts.
16. My team members treat one another with respect, even
when opinions or viewpoints differ.
17. Our team actively works to create an inclusive
environment, where everyone feels they belong and can
contribute.
18. I am confident that my team members will support me in
my professional growth and development.
19. In my team, it is common for members to share their
knowledge and expertise to help others improve.
20. Our team frequently reflects on our performance,
experiences, and processes, and makes adjustments to
enhance our effectiveness.
These additional statements focus on various aspects of
psychological safety, such as empathy, trust, conflict resolution,
inclusivity, and continuous improvement. As with the initial set of
statements, it is crucial to pilot-test the items with a sample of
respondents and evaluate their feedback to ensure the clarity,
relevance, and effectiveness of the statements in measuring
psychological safety. Remember to consider the psychometric
properties of the survey to ensure it accurately assesses the
intended construct.
Here are ten more statements for the Psychological Safety SurveyRevised to further explore the variable of psychological safety:
21. My team members and I frequently engage in open and
constructive discussions that enhance our collective
understanding.
22. I am confident that my team will stand by me even when I
express a differing or unpopular opinion.
23. In my team, we proactively address potential
misunderstandings or miscommunications to maintain a
positive atmosphere.
24. Our team embraces the opportunity to adapt and learn
from new or unexpected situations.
25. I believe that my team creates an environment where
everyone's voice is valued and heard.
26. My team members and I can openly discuss our strengths
and weaknesses without fear of judgment.
27. In my team, we recognize and celebrate successes, big
and small, to foster a positive and supportive culture.
28. I feel that my team members are genuinely interested in
understanding and addressing the challenges I face.
29. Our team is committed to providing an environment that
allows for personal growth and development.
30. In my team, we actively work towards creating a trusting
and cohesive group, which promotes psychological safety.
These additional statements cover more aspects of psychological
safety, such as open discussions, trust, adaptability, celebrating
successes, and personal growth. As with the previous sets of
statements, pilot-test the items with a sample of respondents and
analyze their feedback to ensure the clarity, relevance, and
effectiveness of the statements in measuring psychological safety.
Don't forget to consider the psychometric properties of the survey,
such as validity and reliability, to ensure it accurately assesses the
intended construct.
How to do an Item analysis on sample #1
To perform an item analysis on the survey data you collect from 200
people, you do not necessarily need an AI model. Instead, you can
use statistical methods and tools to analyze the data. Here are some
steps and tools to consider for item analysis:
1. Descriptive statistics: Calculate the mean, median, mode,
standard deviation, and variance for each item in the
survey to get an overview of the data distribution.
2. Item-total correlation: Compute the correlation between
each item's score and the total score of the survey
(excluding the specific item). This measure indicates how
well each item relates to the overall construct.
3. Cronbach's alpha: Calculate Cronbach's alpha to assess
the internal consistency (reliability) of the survey. A high
Cronbach's alpha value (above 0.7) indicates good
reliability.
4. Factor analysis: Perform exploratory or confirmatory factor
analysis to identify the underlying structure of the data and
examine the unidimensionality of the construct.
5. Item Response Theory (IRT): Use IRT models to examine
the relationship between the respondents' latent traits and
their responses to the items, and estimate item parameters
such as difficulty and discrimination.
Popular statistical software like R, Python (with libraries like NumPy,
pandas, and scikit-learn), SPSS, or SAS can be used to perform
these analyses. Additionally, specialized tools like Mplus, AMOS, or
LISREL can be used for structural equation modeling and factor
analysis.
If you want to utilize AI or machine learning techniques, you could
explore unsupervised learning methods like clustering algorithms
(e.g., K-means, hierarchical clustering) or dimensionality reduction
techniques (e.g., PCA, t-SNE) to reveal patterns or relationships in
the data. However, these methods may not directly provide insights
into item properties like reliability and validity, which are typically the
focus of item analysis in the context of psychological measurement.
Factors
1. Open Communication:
Items: 1, 2, 4, 5, 11, 21, 23
These items focus on the sharing of ideas, opinions,
and concerns, as well as active listening and
addressing misunderstandings within the team.
2. Support & Trust:
Items: 3, 6, 7, 12, 16, 17, 22
These items emphasize the trust and support within
the team, including standing up for one another,
treating each other with respect, and creating an
inclusive environment.
3. Learning & Development:
Items: 8, 14, 18, 19, 24, 25
These items highlight learning from each other,
personal growth, and creating an environment that
values everyone's voice and contributions.
4. Reflection & Improvement:
Items: 9, 10, 13, 15, 20
These items underscore the importance of reflecting
on performance, learning from mistakes, resolving
conflicts, and acknowledging team members'
contributions.
5. Miscellaneous:
There are no items in this category, as the 25 items
provided are well-represented within the four
proposed factors.
Please note that this categorization is a hypothetical grouping based
on the content of the items. To empirically test the factor structure,
you should conduct factor analysis (exploratory or confirmatory)
using the actual survey data collected from the respondents.
Here are the actual items by number and statement for each of the
four proposed factors:
1. Open Communication:
1: I feel comfortable sharing my opinions and ideas
with my team members, even if they might be
unpopular.
2: In our team meetings, it is easy for me to speak up
and voice my concerns.
4: Our team encourages open and honest
communication, even when discussing difficult topics.
5: I believe that my team values diverse perspectives
and actively seeks input from all members.
11: My team members actively listen and show
empathy when someone shares their thoughts or
concerns.
21: My team members and I frequently engage in
open and constructive discussions that enhance our
collective understanding.
23: In my team, we proactively address potential
misunderstandings or miscommunications to maintain
a positive atmosphere.
2. Support & Trust:
3: I am confident that my team members will not
ridicule or penalize me for admitting mistakes or
asking for help.
6: In my team, it is safe to take risks or try new
approaches without the fear of negative
consequences.
7: My team members are supportive and
understanding when I express vulnerability or
uncertainty.
12: I trust that my team members will provide
constructive feedback rather than criticize or
undermine me.
16: My team members treat one another with respect,
even when opinions or viewpoints differ.
17: Our team actively works to create an inclusive
environment, where everyone feels they belong and
can contribute.
22: I am confident that my team will stand by me
even when I express a differing or unpopular opinion.
3. Learning & Development:
8: I feel that my team fosters an environment where it
is safe to question established practices or suggest
improvements.
14: In my team, people are encouraged to learn from
each other, regardless of their position or experience.
18: I am confident that my team members will support
me in my professional growth and development.
19: In my team, it is common for members to share
their knowledge and expertise to help others improve.
24: Our team embraces the opportunity to adapt and
learn from new or unexpected situations.
25: I believe that my team creates an environment
where everyone's voice is valued and heard.
4. Reflection & Improvement:
9: Our team culture encourages learning from
mistakes rather than assigning blame.
10: I am comfortable discussing personal or workrelated challenges with my team members, knowing
they will be supportive.
13: Our team effectively resolves conflicts and
disagreements in a respectful and open manner.
15: I feel that my team consistently acknowledges
and appreciates each member's contributions and
efforts.
20: Our team frequently reflects on our performance,
experiences, and processes, and makes adjustments
to enhance our effectiveness.
Remember that these groupings are based on a qualitative analysis
of the items. To empirically validate the factor structure, you should
perform a factor analysis using actual survey data collected from
respondents.
Suggested statements for the Team Diagnostic Survey-Revised
(TDS-R) to measure various aspects of team functioning on a 7-point
Likert scale:
1. Our team effectively sets clear goals and objectives that
align with our overall mission.
2. Team members feel a strong sense of ownership and
commitment to achieving our collective goals.
3. Our team communicates openly and honestly, ensuring
that every member is on the same page.
4. Team members actively contribute their skills and expertise
to support the team's success.
5. Our team regularly evaluates our progress and adjusts our
strategies and plans as needed.
6. The team effectively manages resources (time, budget,
personnel) to accomplish our objectives.
7. Our team embraces diverse perspectives and values the
unique skills and backgrounds of each member.
8. Team members work collaboratively to resolve conflicts
and disagreements in a constructive manner.
9. Our team fosters a supportive environment that
encourages learning, growth, and innovation.
10. The team celebrates and acknowledges both individual
and collective achievements and milestones.
These statements cover various aspects of team functioning, such
as goal setting, communication, collaboration, resource
management, conflict resolution, and support. When designing the
TDS-R, ensure that the survey items accurately capture the intended
variables and have strong psychometric properties. Pilot-test the
items with a sample of respondents and analyze their feedback to
improve the clarity, relevance, and effectiveness of the statements in
measuring team functioning.
Here are ten more suggested statements for the Team Diagnostic
Survey-Revised (TDS-R) to measure different aspects of team
functioning on a 7-point Likert scale:
11. Our team effectively distributes tasks and responsibilities
based on each member's skills and expertise.
12. Team members proactively share information, resources,
and ideas to help others succeed.
13. Our team is able to adapt to changing circumstances or
unexpected challenges efficiently.
14. The team actively seeks feedback from both internal and
external sources to improve our performance.
15. Our team maintains a positive and inclusive atmosphere
that fosters psychological safety for all members.
16. Team members hold themselves and each other
accountable for meeting commitments and deadlines.
17. Our team consistently makes decisions based on data,
evidence, and thorough analysis.
18. Team members support one another in balancing personal
well-being and professional responsibilities.
19. Our team cultivates a sense of trust, respect, and
interdependence among all members.
20. The team actively invests in developing the skills and
capabilities of each member to enhance overall
performance.
These additional statements cover aspects such as task distribution,
information sharing, adaptability, feedback, accountability, decision-
making, well-being, trust, and skill development. As with the first set
of statements, pilot-test the items with a sample of respondents and
analyze their feedback to ensure the clarity, relevance, and
effectiveness of the statements in measuring team functioning. Be
sure to consider the psychometric properties of the survey, such as
validity and reliability, to ensure it accurately assesses the intended
construct.
Here are ten more suggested statements for the Team Diagnostic
Survey-Revised (TDS-R) to measure different aspects of team
functioning on a 7-point Likert scale:
21. Our team consistently strives for continuous improvement
by learning from successes and failures.
22. Team members are comfortable taking on leadership roles
when needed and appropriate.
23. Our team values and encourages creativity and innovation
to find novel solutions to challenges.
24. The team maintains open channels of communication,
ensuring everyone is aware of ongoing projects and
updates.
25. Our team effectively prioritizes tasks and projects based on
their importance and urgency.
26. Team members actively contribute to a positive team
culture that fosters collaboration and motivation.
27. Our team is skilled at identifying and mitigating potential
risks and obstacles to our success.
28. Team members show empathy and understanding towards
each other's personal and professional challenges.
29. Our team sets realistic and achievable expectations,
ensuring that goals are both challenging and attainable.
30. The team regularly reviews and updates our processes
and practices to maximize efficiency and effectiveness.
These additional statements cover aspects such as continuous
improvement, leadership, creativity, communication, prioritization,
team culture, risk management, empathy, goal setting, and process
optimization. As with the previous sets of statements, pilot-test the
items with a sample of respondents and analyze their feedback to
ensure the clarity, relevance, and effectiveness of the statements in
measuring team functioning. Be sure to consider the psychometric
properties of the survey, such as validity and reliability, to ensure it
accurately assesses the intended construct.
Here arr all 30 statements as created above:
Team Diagnostic Survey-Revised (TDS-R) to measure various
aspects of team functioning on a 7-point Likert scale:
1. Our team effectively sets clear goals and objectives that
align with our overall mission.
2. Team members feel a strong sense of ownership and
commitment to achieving our collective goals.
3. Our team communicates openly and honestly, ensuring
that every member is on the same page.
4. Team members actively contribute their skills and expertise
to support the team's success.
5. Our team regularly evaluates our progress and adjusts our
strategies and plans as needed.
6. The team effectively manages resources (time, budget,
personnel) to accomplish our objectives.
7. Our team embraces diverse perspectives and values the
unique skills and backgrounds of each member.
8. Team members work collaboratively to resolve conflicts
and disagreements in a constructive manner.
9. Our team fosters a supportive environment that
encourages learning, growth, and innovation.
10. The team celebrates and acknowledges both individual
and collective achievements and milestones.
11. Our team effectively distributes tasks and responsibilities
based on each member's skills and expertise.
12. Team members proactively share information, resources,
and ideas to help others succeed.
13. Our team is able to adapt to changing circumstances or
unexpected challenges efficiently.
14. The team actively seeks feedback from both internal and
external sources to improve our performance.
15. Our team maintains a positive and inclusive atmosphere
that fosters psychological safety for all members.
16. Team members hold themselves and each other
accountable for meeting commitments and deadlines.
17. Our team consistently makes decisions based on data,
evidence, and thorough analysis.
18. Team members support one another in balancing personal
well-being and professional responsibilities.
19. Our team cultivates a sense of trust, respect, and
interdependence among all members.
20. The team actively invests in developing the skills and
capabilities of each member to enhance overall
performance.
21. Our team consistently strives for continuous improvement
by learning from successes and failures.
22. Team members are comfortable taking on leadership roles
when needed and appropriate.
23. Our team values and encourages creativity and innovation
to find novel solutions to challenges.
24. The team maintains open channels of communication,
ensuring everyone is aware of ongoing projects and
updates.
25. Our team effectively prioritizes tasks and projects based on
their importance and urgency.
26. Team members actively contribute to a positive team
culture that fosters collaboration and motivation.
27. Our team is skilled at identifying and mitigating potential
risks and obstacles to our success.
28. Team members show empathy and understanding towards
each other's personal and professional challenges.
29. Our team sets realistic and achievable expectations,
ensuring that goals are both challenging and attainable.
30. The team regularly reviews and updates our processes
and practices to maximize efficiency and effectiveness.
Remember to pilot-test the items with a sample of respondents and
analyze their feedback to ensure the clarity, relevance, and
effectiveness of the statements in measuring team functioning.
Consider the psychometric properties of the survey, such as validity
and reliability, to e
The items by number and statement for each factor
Here are the actual items by number and statement for each of the
four proposed factors:
1. Team Cohesion & Communication:
3: Our team communicates openly and honestly,
ensuring that every member is on the same page.
7: Our team embraces diverse perspectives and
values the unique skills and backgrounds of each
member.
11: Our team effectively distributes tasks and
responsibilities based on each member's skills and
expertise.
12: Team members proactively share information,
resources, and ideas to help others succeed.
15: Our team maintains a positive and inclusive
atmosphere that fosters psychological safety for all
members.
19: Our team cultivates a sense of trust, respect, and
interdependence among all members.
24: The team maintains open channels of
communication, ensuring everyone is aware of
ongoing projects and updates.
26: Team members actively contribute to a positive
team culture that fosters collaboration and motivation.
28: Team members show empathy and
understanding towards each other's personal and
professional challenges.
2. Goal Setting & Performance:
1: Our team effectively sets clear goals and
objectives that align with our overall mission.
2: Team members feel a strong sense of ownership
and commitment to achieving our collective goals.
5: Our team regularly evaluates our progress and
adjusts our strategies and plans as needed.
6: The team effectively manages resources (time,
budget, personnel) to accomplish our objectives.
9: Our team fosters a supportive environment that
encourages learning, growth, and innovation.
16: Team members hold themselves and each other
accountable for meeting commitments and deadlines.
21: Our team consistently strives for continuous
improvement by learning from successes and
failures.
25: Our team effectively prioritizes tasks and projects
based on their importance and urgency.
29: Our team sets realistic and achievable
expectations, ensuring that goals are both
challenging and attainable.
3. Adaptability & Innovation:
4: Team members actively contribute their skills and
expertise to support the team's success.
8: Team members work collaboratively to resolve
conflicts and disagreements in a constructive manner.
13: Our team is able to adapt to changing
circumstances or unexpected challenges efficiently.
14: The team actively seeks feedback from both
internal and external sources to improve our
performance.
17: Our team consistently makes decisions based on
data, evidence, and thorough analysis.
20: The team actively invests in developing the skills
and capabilities of each member to enhance overall
performance.
22: Team members are comfortable taking on
leadership roles when needed and appropriate.
23: Our team values and encourages creativity and
innovation to find novel solutions to challenges.
27: Our team is skilled at identifying and mitigating
potential risks and obstacles to our success.
4. Resource & Process Management:
10: The team celebrates and acknowledges both
individual and collective achievements and
milestones.
18: Team members support one another in balancing
personal well-being and professional responsibilities.
30: The team regularly reviews and updates our
processes and practices to maximize efficiency and
effectiveness.
Remember that these groupings are based on a qualitative analysis
of the items. To empirically validate the factor structure, you should
perform a factor analysis using actual survey data collected from
respondents.
Job Diagnostic Survey-Revised (JDS-R)
The Job Diagnostic Survey-Revised (JDS-R) aims to measure
various aspects of an individual's job and their perceptions of it. Here
are ten suggested statements to include in the JDS-R, using a 7point Likert scale:
1. My job provides me with a clear understanding of what is
expected from me in terms of tasks and responsibilities.
2. I have the necessary autonomy and freedom to make
decisions about how I complete my work tasks.
3. The tasks I perform in my job are interesting and engaging,
keeping me motivated.
4. My job allows me to utilize my skills, knowledge, and
abilities effectively.
5. I receive timely and constructive feedback on my job
performance from my supervisor or team members.
6. The work I do contributes significantly to the overall
success of my team or organization.
7. My job provides me with opportunities for personal growth
and development.
8. The work environment and organizational culture are
supportive and help me perform at my best.
9. I have a healthy work-life balance that allows me to
manage my personal and professional responsibilities.
10. I feel a sense of job security and believe that my
organization values my contributions.
These statements cover various aspects of an individual's job
experience, such as clarity of expectations, autonomy, task variety,
skill utilization, feedback, impact, growth opportunities, work
environment, work-life balance, and job security. As with any survey,
pilot-test the items with a sample of respondents and analyze their
feedback to ensure the clarity, relevance, and effectiveness of the
statements in measuring the intended construct. Be sure to consider
the psychometric properties of the survey, such as validity and
reliability, to ensure it accurately assesses the intended construct.
More suggested statements for the Job Diagnostic Survey-Revised
(JDS-R) to measure different aspects of an individual's job on a 7point Likert scale:
11. I have a good relationship with my supervisor, who
provides guidance and support when needed.
12. My job allows me to collaborate effectively with my
colleagues, fostering a sense of teamwork.
13. I feel fairly compensated for the work I do in terms of
salary and benefits.
14. My job offers sufficient opportunities for career
advancement within the organization.
15. The workload in my job is manageable and does not cause
excessive stress or burnout.
16. I receive recognition and appreciation for my work
accomplishments from my supervisor or peers.
17. The physical working conditions (e.g., office space,
equipment) at my job are suitable and comfortable.
18. My organization promotes diversity and inclusion, creating
a respectful and welcoming work environment.
19. I have access to the resources and tools needed to
perform my job effectively and efficiently.
20. My job provides me with a sense of purpose and personal
fulfillment.
These additional statements cover aspects such as supervisor
relationships, collaboration, compensation, career advancement,
workload, recognition, working conditions, diversity and inclusion,
access to resources, and sense of purpose. As with the previous set
of statements, pilot-test the items with a sample of respondents and
analyze their feedback to ensure the clarity, relevance, and
effectiveness of the statements in measuring job experiences. Be
sure to consider the psychometric properties of the survey, such as
validity and reliability, to ensure it accurately assesses the intended
construct.
Ten more suggested statements for the Job Diagnostic SurveyRevised (JDS-R) to further explore various aspects of an individual's
job on a 7-point Likert scale:
21. My organization encourages open communication and
values the opinions and ideas of its employees.
22. The training and development programs provided by my
organization are relevant and beneficial for my job.
23. My job offers sufficient flexibility in terms of working hours
and location (e.g., remote work options).
24. I feel a strong sense of alignment between my personal
values and the values of my organization.
25. My organization demonstrates a commitment to social
responsibility and ethical practices.
26. My job allows me to maintain a sense of accomplishment
and pride in my work.
27. I have opportunities to participate in decision-making
processes that impact my work or team.
28. My organization promotes a healthy and safe work
environment that prioritizes employee well-being.
29. I am encouraged to take calculated risks and learn from
my mistakes in my job.
30. My job challenges me to continuously learn and grow,
enhancing my professional development.
These additional statements cover aspects such as organizational
communication, training and development, flexibility, value
alignment, social responsibility, sense of accomplishment, decisionmaking involvement, health and safety, risk-taking, and continuous
learning. As with the previous sets of statements, pilot-test the items
with a sample of respondents and analyze their feedback to ensure
the clarity, relevance, and effectiveness of the statements in
measuring job experiences. Be sure to consider the psychometric
properties of the survey, such as validity and reliability, to ensure it
accurately assesses the intended construct.
Axiom Job Survey (AJS)
The Axiom Job Survey (AJS) aims to measure four factors:
dependability, structure and clarity, meaning of work, and impact of
work. Here are 20 statements divided among these four factors,
using a 7-point Likert scale:
1. Dependability (5 items): 1.1. I consistently meet deadlines
and complete tasks on time in my job. 1.2. I can be relied
upon to take responsibility for my work and follow through
on commitments. 1.3. My colleagues trust me to perform
my job effectively and efficiently. 1.4. I am proactive in
addressing challenges and finding solutions in my job. 1.5.
I demonstrate a strong work ethic and commitment to my
job responsibilities.
2. Structure and Clarity (5 items): 2.1. My job provides clear
expectations about my roles and responsibilities. 2.2. I
receive well-defined goals and objectives to guide my
work. 2.3. I have a clear understanding of my
organization's hierarchy and decision-making processes.
2.4. Performance expectations and evaluation criteria are
clearly communicated in my job. 2.5. The communication
within my team is open and transparent, ensuring
everyone is on the same page.
3. Meaning of Work (5 items): 3.1. The work I do is personally
meaningful and fulfilling. 3.2. I feel a strong sense of
purpose in my job, contributing to something bigger than
myself. 3.3. My job aligns well with my personal values and
interests. 3.4. I am proud of the work I do and the
contributions I make to my organization. 3.5. My job
provides opportunities for personal growth and
development.
4. Impact of Work (5 items): 4.1. The work I do has a positive
impact on my team and organization. 4.2. I can see the
tangible results of my efforts and how they contribute to the
organization's success. 4.3. My job enables me to make a
difference in the lives of others, either directly or indirectly.
4.4. I feel that my work is recognized and appreciated by
my colleagues and supervisors. 4.5. My job empowers me
to influence positive change and improvements within my
organization.
Pilot-test the items with a sample of respondents and analyze their
feedback to ensure the clarity, relevance, and effectiveness of the
statements in measuring the intended factors. Be sure to consider
the psychometric properties of the survey, such as validity and
reliability, to ensure it accurately assesses the intended constructs.
Here are 20 statements for the Axiom Job Survey (AJS) divided
among the four factors using a 7-point Likert scale:
1. Dependability (5 items): 1.6. I consistently demonstrate a
high level of accuracy and attention to detail in my work.
1.7. I effectively manage my time to ensure that I can
complete all assigned tasks. 1.8. I am always prepared
and ready to tackle any challenges that arise in my job.
1.9. I actively seek opportunities to improve my skills and
knowledge to excel in my role. 1.10. I am willing to take on
additional responsibilities when needed to support my
team.
2. Structure and Clarity (5 items): 2.6. My organization
provides a clear vision and direction for our work and
goals. 2.7. I have access to the resources and tools
needed to perform my job effectively. 2.8. My job offers a
well-organized and structured environment that promotes
productivity. 2.9. I receive regular feedback from my
supervisor, which helps me improve my performance. 2.10.
The decision-making process in my job is transparent and
inclusive, involving relevant stakeholders.
3. Meaning of Work (5 items): 3.6. I am able to use my
unique skills and strengths to contribute meaningfully to
my job. 3.7. My job provides a sense of accomplishment
and satisfaction. 3.8. I feel motivated and inspired by the
work I do and its purpose. 3.9. My job allows me to grow
and develop as a professional in my field. 3.10. I feel a
sense of belonging and connection to my team and
organization.
4. Impact of Work (5 items): 4.6. The work I do contributes to
the overall well-being and success of my team members.
4.7. My job allows me to make a positive impact on the
community or environment. 4.8. I feel empowered to make
decisions that improve the quality and effectiveness of my
work. 4.9. My job provides opportunities to collaborate with
others in achieving shared goals and objectives. 4.10. My
work enables me to influence and inspire others to achieve
their best.
These additional statements cover various aspects of the four
factors: dependability, structure and clarity, meaning of work, and
impact of work. As with the previous set of statements, pilot-test the
items with a sample of respondents and analyze their feedback to
ensure the clarity, relevance, and effectiveness of the statements in
measuring the intended factors. Be sure to consider the
psychometric properties of the survey, such as validity and reliability,
to ensure it accurately assesses the intended constructs.
Here are 20 more statements for the Axiom Job Survey (AJS) across
the four factors using a 7-point Likert scale:
1. Dependability (5 items): 1.11. I am adaptable and can
adjust to changing priorities or circumstances in my job.
1.12. I actively participate in team meetings and contribute
valuable insights. 1.13. I am committed to the continuous
improvement of my work processes and outcomes. 1.14. I
effectively handle and prioritize multiple tasks
simultaneously. 1.15. I maintain a professional attitude and
demeanor in all work-related interactions.
2. Structure and Clarity (5 items): 2.11. My organization has
established systems and procedures that facilitate efficient
work processes. 2.12. I am well-informed about any
changes or updates that may affect my job responsibilities.
2.13. My job provides a clear career path and opportunities
for advancement. 2.14. Expectations and performance
metrics in my job are consistent and stable over time. 2.15.
My job offers a supportive environment that enables me to
seek help when needed.
3. Meaning of Work (5 items): 3.11. My job challenges me to
think creatively and develop innovative solutions. 3.12. I
am part of a team that shares a common purpose and
vision for our work. 3.13. My job provides opportunities to
learn from and collaborate with diverse colleagues. 3.14. I
feel a strong sense of personal pride in the work I do and
its outcomes. 3.15. My job contributes positively to my
overall well-being and life satisfaction.
4. Impact of Work (5 items): 4.11. My work helps to create a
positive organizational culture and work environment. 4.12.
I see the long-term benefits and impact of my work on the
organization's success. 4.13. My job enables me to
contribute to projects or initiatives that have a lasting
impact. 4.14. I feel that my work has the potential to create
positive change beyond my organization. 4.15. The
outcomes of my work have a direct effect on the
satisfaction of my organization's stakeholders.
These additional statements cover various aspects of the four
factors: dependability, structure and clarity, meaning of work, and
impact of work. As with the previous sets of statements, pilot-test the
items with a sample of respondents and analyze their feedback to
ensure the clarity, relevance, and effectiveness of the statements in
measuring the intended factors. Be sure to consider the
psychometric properties of the survey, such as validity and reliability,
to ensure it accurately assesses the intended constructs.
Group all dependability factor items in one list
Here is a compiled list of all 15 dependability factor items from the
previous sets of statements:
1. I consistently meet deadlines and complete tasks on time
in my job.
2. I can be relied upon to take responsibility for my work and
follow through on commitments.
3. My colleagues trust me to perform my job effectively and
efficiently.
4. I am proactive in addressing challenges and finding
solutions in my job.
5. I demonstrate a strong work ethic and commitment to my
job responsibilities.
6. I consistently demonstrate a high level of accuracy and
attention to detail in my work.
7. I effectively manage my time to ensure that I can complete
all assigned tasks.
8. I am always prepared and ready to tackle any challenges
that arise in my job.
9. I actively seek opportunities to improve my skills and
knowledge to excel in my role.
10. I am willing to take on additional responsibilities when
needed to support my team.
11. I am adaptable and can adjust to changing priorities or
circumstances in my job.
12. I actively participate in team meetings and contribute
valuable insights.
13. I am committed to the continuous improvement of my work
processes and outcomes.
14. I effectively handle and prioritize multiple tasks
simultaneously.
15. I maintain a professional attitude and demeanor in all
work-related interactions.
Group all Structure and Clarity factor items in one list
Here is a compiled list of all 15 Structure and Clarity factor items
from the previous sets of statements:
1. My job provides clear expectations about my roles and
responsibilities.
2. I receive well-defined goals and objectives to guide my
work.
3. I have a clear understanding of my organization's hierarchy
and decision-making processes.
4. Performance expectations and evaluation criteria are
clearly communicated in my job.
5. The communication within my team is open and
transparent, ensuring everyone is on the same page.
6. My organization provides a clear vision and direction for
our work and goals.
7. I have access to the resources and tools needed to
perform my job effectively.
8. My job offers a well-organized and structured environment
that promotes productivity.
9. I receive regular feedback from my supervisor, which helps
me improve my performance.
10. The decision-making process in my job is transparent and
inclusive, involving relevant stakeholders.
11. My organization has established systems and procedures
that facilitate efficient work processes.
12. I am well-informed about any changes or updates that may
affect my job responsibilities.
13. My job provides a clear career path and opportunities for
advancement.
14. Expectations and performance metrics in my job are
consistent and stable over time.
15. My job offers a supportive environment that enables me to
seek help when needed.
Google Project Aristotle, initiated in 2012, was an ambitious research
endeavor conducted by Google aimed at understanding the factors
that contribute to the success of teams within organizations. The
impetus for the project was the recognition that team effectiveness is
a critical component of organizational success, and understanding
what makes teams thrive would be invaluable for businesses like
Google.
The etiology of the project's name is derived from the ancient Greek
philosopher, Aristotle, who famously stated, "The whole is greater
than the sum of its parts." This perfectly encapsulates the essence of
the study, which sought to identify the characteristics that make
teams more than just a collection of individuals.
The project was spearheaded by Google's People Analytics team,
led by Abeer Dubey, who worked in collaboration with several other
principal scientists and researchers, including Julia Rozovsky, an
analyst at Google People Operations. The team employed a datadriven approach, combining qualitative and quantitative
methodologies, to analyze team dynamics and effectiveness.
The mission of Project Aristotle was to uncover the secrets of
effective teamwork, with the purpose of applying these insights to
foster a better working environment within Google and beyond. The
project's objectives were threefold:
Identify the key factors that contribute to team effectiveness.
Establish a set of best practices to be implemented across teams.
Improve team performance and collaboration within Google and
other organizations.
The timeline of Project Aristotle was extensive, spanning several
years. The research began with an initial analysis of over 180 active
teams within Google, encompassing a diverse array of team
compositions and functions. The researchers conducted numerous
interviews, collected extensive data, and studied a wide range of
variables related to individual, team, and organizational factors. After
exhaustive analysis, the team identified five key elements that drive
team success: psychological safety, dependability, structure and
clarity, meaning of work, and impact of work.
The a priori evaluation criteria for the project were centered around
the need to validate the identified factors and establish their
generalizability across teams in different contexts. The researchers
rigorously tested these factors and their interrelationships using
multiple methods, including surveys, qualitative interviews, and
longitudinal studies. The results of Project Aristotle were well-
received by both the academic community and the corporate world,
as they provided a robust framework for understanding and
enhancing team effectiveness.
While Project Aristotle does not explicitly mention specific behavioral
observation devices or assessment tools used to measure the five
criteria, several tools and methodologies can be employed to gauge
the effectiveness of teams based on the key elements identified in
the study. Here is a brief overview of some approaches that can be
used to assess each of the five criteria:
Psychological safety:
The Psychological Safety Survey, developed by Dr. Amy
Edmondson, measures team members' perceptions of psychological
safety within their teams.
Group discussions, interviews, and observations can also
provide insights into the level of psychological safety experienced by
team members.
Dependability:
The Team Diagnostic Survey (TDS), developed by Drs. Richard
Hackman and Ruth Wageman, can be employed to evaluate team
members' trust in each other's ability to complete tasks on time and
with high quality.
Performance evaluations and peer reviews can also be useful
in assessing dependability within a team.
Structure and clarity:
Surveys or questionnaires that measure role clarity, goal
alignment, and task prioritization can be used to assess the structure
and clarity within a team.
Interviews with team members can provide insights into the
clarity of team goals, roles, and plans.
Meaning of work:
Job Diagnostic Survey (JDS), created by Greg Oldham and J.
Richard Hackman, can be employed to assess the level of
meaningfulness experienced by team members in their work.
Qualitative interviews or focus groups can be used to gather
team members' perceptions of the significance and purpose of their
work.
Impact of work:
Surveys or questionnaires designed to assess the perceived
impact of a team's work on the organization, stakeholders, or
broader community can be used.
Evaluations of project outcomes, key performance indicators
(KPIs), or other metrics related to the impact of a team's work can
also provide insights into this criterion.
It is essential to select appropriate tools and methodologies based
on the specific context and objectives of the team assessment.
Combining quantitative and qualitative approaches can provide a
more comprehensive understanding of team effectiveness based on
the five key elements identified in Google's Project Aristotle.
Unfortunately, the specific surveys used in Google's Project Aristotle
are not publicly available, as the research was conducted internally
within Google. However, the research has been widely discussed in
various publications and presentations, which provide some insights
into the methodology and findings.
As for the validity and reliability coefficients of the assessment tools
mentioned in my previous response, you can find information on
their psychometric properties in the following sources:
Psychological Safety Survey (Amy Edmondson):
Edmondson, A. (1999). Psychological safety and learning
behavior in work teams. Administrative Science Quarterly, 44(2),
350-383.
Edmondson, A. C., & Lei, Z. (2014). Psychological safety: The
history, renaissance, and future of an interpersonal construct. Annual
Review of Organizational Psychology and Organizational Behavior,
1, 23-43.
Team Diagnostic Survey (Richard Hackman and Ruth Wageman):
Wageman, R., Hackman, J. R., & Lehman, E. (2005). Team
Diagnostic Survey: Development of an instrument. The Journal of
Applied Behavioral Science, 41(4), 373-398.
Job Diagnostic Survey (Greg Oldham and J. Richard Hackman):
Hackman, J. R., & Oldham, G. R. (1975). Development of the
Job Diagnostic Survey. Journal of Applied Psychology, 60(2), 159170.
Idaszak, J. R., & Drasgow, F. (1987). A revision of the Job
Diagnostic Survey: Elimination of a measurement artifact. Journal of
Applied Psychology, 72(1), 69-74.