Orientation: This article focuses on the employees and managers’ experience of the effects of Neethling’s thinking style preference instrument on team performance. Research purpose: The purpose of this study was to compile a framework to apply Neethling’s thinking style preferences to team performance. Motivation for the study: Organisations today are aware that they need to increase quality, decrease costs, advance customer service, increase their adaptability to an increasingly competitive environment and decrease the time spent on creating new products. To realise these goals, organisations must convert their work teams into more cohesive and dedicated teams. No or limited research has been conducted on how the application of Neethling’s thinking style preferences may influence team performance. Research approach/design and method: A qualitative exploratory study was conducted with 19 participants working in the Financial and Insurance Department of a sales-driven organisation in Gauteng, South Africa. The data were collected by means of focus group and individual interviews. Main findings: The positive effects of the Neethling’s thinking style preferences on the team were that the participants understood people better, their conflict management skills increased, their self-awareness improved, the communication in the team increased and they experienced an increase in team cohesion. The negative experiences were task avoidance, labelling and wrong assessments of people, but the positive experiences exceeded the negative experiences. Due to the positive experiences, the organisation also benefitted in terms of improved customer service and increased productivity, which could lead to organisational success and a competitive advantage. Practical/managerial implications: When used in teamwork, the Neethling’s thinking style preference instrument shows positive outcomes regarding team performance. Contribution/value-add: The findings of this study contribute new knowledge regarding the application of Neethling’s thinking style preferences in team performance.

中文翻译：

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利用Neethling的思维方式偏好工具开发团队绩效框架

方向：本文重点关注员工和经理对Neethling的思维方式偏好工具对团队绩效的影响的经验。研究目的：本研究的目的是构建一个框架，以将Neethling的思维方式偏好应用于团队绩效。研究的动机：当今的组织意识到，他们需要提高质量，降低成本，提高客户服务水平，增强其对竞争日益激烈的环境的适应性并减少创建新产品所花费的时间。为了实现这些目标，组织必须将其工作团队转变为更具凝聚力和敬业精神的团队。关于Neethling的思维方式偏好的应用如何影响团队绩效的研究尚未或仅有有限的研究。研究方法/设计与方法：在南非豪登省的一家以销售为导向的组织的财务和保险部门工作的19名参与者中进行了定性探索性研究。通过焦点小组和个人访谈收集数据。主要发现：Neethling的思维方式偏好对团队的积极影响是：参与者更好地了解人们，他们的冲突管理技能提高，他们的自我意识得到改善，团队中的沟通增加并且团队凝聚力得到提高。负面经验包括任务避免，标签和对人的错误评估，但是正面经验超过了负面经验。凭借良好的经验，该组织还从改善客户服务和提高生产力方面受益，这可能会导致组织成功和竞争优势。实际/管理上的含义：当在团队合作中使用时，Neethling的思维方式偏好工具显示出与团队绩效有关的积极成果。贡献/增值：这项研究的发现为Neethling的思维方式偏好在团队绩效中的应用提供了新的知识。