The impact of empowerment on the work teams in the Directorate of Education of the wilaya of Laghouat Exploratory study

Abstract

The interest in the human resource is one of the priorities of contemporary organizations, where there are many studies and scientific research for various modern organizational phenomena such as empowerment and work teams as variables that contribute to the development, management and management of employees in organizations. Therefore, our exploratory study aimed to find out the impact of empowerment on the work teams of the employees of the Directorate of Education of the state of Laghouat, through which the intellectual and literary references of the two variables were addressed: empowerment and work teams in order to familiarize themselves with the theoretical aspect of the study through the descriptive analytical approach, and based on the data of the questionnaire represented in the triple Likert scale distributed to 30 random respondents from the employees of the Directorate of Education for the state of Laghouat. Based on some statistical methods such as Pearson’s correlation coefficient, arithmetic averages and standard deviations, the results of the study concluded that there is a positive relationship for all dimensions of empowerment: (meaning of work, work efficiency, work development independence of work) on the work teams in the Directorate of Education of the state of Laghouat.

Introduction:

The human resource, the human element, the workforce, the employee, all these names were given to the worker employed in organizations in the references of organizational thought, and this reflects the great importance of the individual working in organizations, which considers him the main engine of their success, such as the material resources, technology and logistics supporting him.

The success of any organization also depends on the interest in organizational behavior to enhance confidence, achieve stability and provide an organizational climate commensurate with the activity of any organization, and therefore the task of developing and managing human resources faces great challenges, whether in the internal environment on the basis of the internal system of the organization and related to all administrative and organizational processes or the external environment on the basis of other formats and the different variables of socio-political and economic formats … etc. and even globalization.

From this standpoint, we find that many and multiple topics require scientific research, including empowerment, which is one of the modern topics, which focuses on the development of workers at various levels, involving them in decision-making with the principle of work efficiency and making them feel responsible through independence at work and delegation of authority, such as making workers feel the meaning of work and their role in completing tasks and thus reaching goals.

Empowerment, like other organizational topics, has to do with other variables such as training and training, promotion, creativity and others such as work teams, work teams as a concept and organizational practice that suggests us cooperation, participation and morale raising in addition to the exchange of experiences.

Therefore, we have the question of the forms: Is there a statistically significant impact of empowerment and work teams for the employees of the Directorate of Education of the wilaya of Laghouat? at significance level a=0.05.

Curriculum used:

The descriptive and analytical approach was relied on in its style (theoretical and field), because it is an approach that helps the comprehensive and deep analysis of the problem under research and because it is the approach that is characterized by the accurate description of the relevant information, at the level of descriptive study, a desk survey was conducted and access to theoretical and field research, while at the level of analytical field research, a field study was conducted with the analysis of all data and the use of appropriate statistical methods to address it.

Objectives of the study:

• Identify the concepts of empowerment and work teams in the Directorate of Education of the wilaya of Laghouat
• Highlighting the dimensions of the concepts of empowerment and work teams in the Directorate of Education of the wilaya of Laghouat
• Revealing the influential relationship between empowerment and work teams in the Directorate of Education of the Wilayat of Laghouat

General hypothesis:

There is a statistically significant effect between empowerment and work teams for employees in the Directorate of Education of the Wilayat of Laghouat at the level of significance a = 0.05

Sub-hypotheses:

First hypothesis:

There is a statistically significant effect between the meaning of work and the work teams of the employees of the Directorate of Education of the state of Laghouat at the level of significance a = 0.05

Second hypothesis:

There is a statistically significant effect between the efficiency of work and the work teams of the employees of the Directorate of Education of the state of Laghouat at the level of significance a = 0.05

Third hypothesis:

There is a statistically significant effect between the development of work and work teams for employees of the Directorate of Education of the state of Laghouat at the level of significance a = 0.05

Fourth hypothesis:

There is a statistically significant effect between the independence of work and the work teams of the employees of the Directorate of Education of the state of Laghouat at the level of significance a = 0.05

The first topic:

Empowerment is one of the modern methods in managing the behavior of employees, and therefore will be addressed in this section to the concept of empowerment from the perspectives of some thinkers in the field of organizational behavior of organizations, addressing the four dimensions of empowerment: the meaning of work, work efficiency, independence of work, work development, and at the end of the section we will address the benefits of work.

The first requirement: the concept of empowerment:

Although empowerment is a broad and modern concept, by referring to the theoretical literature, we find that there is a difference in the angles and points of view that define it, some of them see empowerment from a strategic angle and some of them see it from the angle of a developmental administrative practice for employees, and therefore we will mention the most important definitions that dealt with the concept of empowerment.

Effendi believes that administrative empowerment is to give employees the freedom to make decisions with active participation in the management of the organizations in which they work, creative dedication and responsibili1

And see elmelouk[1]. Empowerment is to strengthen the front line of the organization and encourage employees to be creative at work.

Abu Bakr said[2] empowerment is sharing information, changing organizational structures, strengthening work teams, encouraging and motivating individuals to improve initiative and accept risks.

 After reviewing the previous definitions, a definition of the concept of empowerment can be determined, as it is an administrative practice that contributes to enhancing the role of the individual in the organization through participation in decision-making, motivation responsibility and the preparation of all the requirements for performing work successfully and effectively.

The second requirement: the dimensions of empowering employees:

Velthouse 1990 indicates that empowerment consists of four main dimensions[3]:

Section I: Autonomy :(Self-Determination)

It is the degree of freedom of the individual to choose ways to do his work, independence reflects the individual’s sense of freedom towards the way he performs his work, and the degree of allowing him to change the tangible and intangible aspects of the organization so that the freedom of choice includes causal responsibility for personal events and both Maayaa and Andrews indicate that independence means freedom to initiate and continue behaviors and work processes[4] Both Deci & Ryan have identified that independence in individuals leads to increased flexibility, innovation and spirit of initiative and that the perception of the individual That people and events around him restrict his independence leads to negative feelings that affect his work to a decrease in the individual’s self-esteem.[5]

Subchapter II: Efficiency:

Efficiency means that individuals believe that they have the skills necessary to perform their tasks well, and this dimension is considered one of the pillars of the concept of empowerment, providing the individual with greater responsibilities and powers that the individual considers empowerment unless he has an element of confidence in his ability to succeed in controlling those responsibilities,[6] and Bandura has noted that low self-efficacy  competence leads to avoiding situations that require his skills and this behavior limits the development of  Both Gist & Mitchell believe that training individuals has a positive impact on increasing scientific skills and knowledge that contribute to supporting confidence and the ability to assume responsibilities and increase the individual’s sense of self-efficacy.[7]

Section III: Meaning of Work :(Meaningfulness)

In the sense of the individual’s awareness that the tasks he performs are meaningful and valuable to him and the organization as a whole, the meaning of work and means a sense of the existence of the purpose and goal of the personal link of individuals to work through the internal care of the individual in the affairs of the job or its own task, and the low presence of meaning to work makes the individual feel isolated and not linked to the core events of the job, where Sjoberg sees et.al that increasing the individual’s sense of the value of the job leads to commitment and desire to participate[8], and Bass indicates that This dimension is considered one of the outputs of empowerment and not one of its components, as empowering individuals by giving them greater powers and responsibilities in decision-making ultimately leads them to increase practical knowledge in the performance of the job, which leads to the individual’s sense of the importance of his work in achieving the goals of the organization.[9]

Section IV: Development of Work :(Development of Job)

It is the belief of the individual that he has a role in the decisions taken and in the policies set by the organization, especially those related to his work.The development of work means the realization that it has an impact on the core decisions within the organization and both Al-Maayaa and Andrews believe that after development reflects the belief of individuals that they can influence the system in which they work by influencing the outputs, and the individual’s sense of lack of role in influencing the course of your job leads to job alienation[10].  William believes that the individual’s feeling of his inability to influence decisions leads to a sense of diminishing role in achieving the goals of the organization, which leads the individual in the end to his sense of functional responsibility and low and low self-esteem and lack of enthusiasm to take the initiative and take the initiative and take the risk.[11]

Third Requirement: Benefits of Empowerment:

 David Spatz believes that administrative empowerment benefits both the organization and the release and has proposed a set of advantages that can be obtained by adopting this modern income and paralyzing these distinctions.[12]

• Creates an incentive to reduce the level of organizational errors and to develop the spirit of personal responsibility of individuals for their actions.
• Gives greater opportunities for creativity and innovation, and unleashes its potential through the sense of ownership of the job by individuals.
• Helps in the continuous development and improvement of processes and products through continuous learning from mistakes and nutrition

Apostate behavior.

• Increase external customer satisfaction by owning an internal customer (workers) who has a sense of satisfaction with the job and his subordinates.
• Make decisions with high accuracy and speed by expanding the field of freedom for individuals.
• Reducing the rate of absence and work and reducing lost time.
• Increasing productivity rates for the continuous feeling of individuals, pride and self-pride and that his job is the same as theirs with a great impact on the organization.
• Reduce the pressure exerted on individuals through the use of methods that encourage the openness of management that self-management teams are accustomed to.
• Senior management feels comfortable with empowering middle and lower management personnel, allowing them to take more time for the strategic planning process and search for maximizing market share.
• Increase senior management’s time to grow senior management’s sales and revenues.
• Maintaining and searching for raising competitiveness and making it continuous for a long time by maintaining market share.
• Create trust and cooperation between different administrative levels.

The second topic: the concept of work teams:

Work teams are considered one of the priorities of human resources management that receive great attention, as the success of any organization is not achieved except with the stability of its teams of employees, and therefore in this section the concept of work teams, the importance and objectives of work teams, the advantages of work teams will be addressed.

The first requirement: the concept of work teams:

Work teams are defined as: “a group of individuals who are associated with a specific activity and seek to achieve a specific goal or goals, and are united by social, ideological or professional harmony, and through this they exchange feelings and feelings and act according to a common perspective of standards and feelings[13].”

It is also defined as “a group of people who focus on a task and coordinate, and each of them contributes his or her own talents, abilities, and personal energies to the work they perform[14].

2013 defined Renny as “a group of people who interact, influence each other, and show interrelationships in terms of workflow, goals, and results, to achieve common goals.”

Through the previous definitions, it is clear that work teams are individuals who possess skills and abilities, work in a collective spirit and in a coordinated and cooperative manner interact with each other and exchange knowledge to achieve results that contribute to the success and continuity of the institution.

The second requirement: the importance and objectives of the work team:

Following the method of working with teams has a major role in improving and developing the individual performance of the worker and the institution, as the work teams achieve better results, and this is confirmed by some studies, we try to highlight the importance of this method in the following points:

• Get high-level results.
• Make more quality joint decisions due to the diversity of expertise and experience to solve the problems they face while performing tasks.
• Raising the individual level of the worker due to communication and exchange of ideas and skills between team members and increase their efficiency.
• Increase the sense of belonging and loyalty among team members, a sense of responsibility
• The work generated by the team reduces the cost and increases the profit of time.

According to Saber Ibrahim Khalaf 2020, teamwork helps build strong bonds between presidents and individuals by creating a smoother and more flexible structure by developing a friendly environment between both members and leaders.

It also encourages flexibility by working and communicating together, and allows the team to enumerate points of view and their differences, helps solve problems by combining various solutions, abilities and talents present in the team. Improves productivity, motivates workers and creates a healthy environment among team members.[15]

By adopting the team method, the Foundation also aims to:

Providing the appropriate environment for the completion of tasks, i.e. providing the appropriate and supportive atmosphere to provide high-level performance.

• Spreading the spirit of trust and cooperation among workers, and providing open communication between levels and parts of the organization and between superiors and subordinates.[16]
• Increase the capabilities and energies of individuals and raise morale.
• Open a space for dialogue and discussion between members and officials and listen to their concerns.
• Give workers the opportunity to submit suggestions and express their opinions on work-related matters

After addressing the importance and objectives of using work teams within any organization, we conclude that the organizations’ dependence on the team style is a result of the benefits that they may reap from the outputs of this method, which is to reduce the burden on leaders and presidents by distributing tasks to members and involving them in matters related to management and organization to reduce and reduce pressure, and this is what individuals feel their belonging to the institution and increases their responsibility and raises their motivation to work, and of course this reflects on increasing the rate of productivity.

Presidents seek to achieve the greatest amount of goals and complete work on time, so they use teams, interact and cooperate to obtain new ideas and innovative solutions, and work on harmony, coordination of efforts and integration of roles to achieve the desired common goals.

Third requirement: Advantages of effective work teams:

To know the effectiveness of the team, it must be taken into account that this team has the basic requirements that distinguish it from the rest of the teams.

• Trust between members and belief in achieving goals.
• Commitment and discipline.
• Working in a team spirit and cooperating to achieve the common goals.
• The need for the leader to pay attention to team members, support and motivate them, whether financially or morally.
• The leader encourages and engages members.

Ashraf Gomaa pointed out that there are several points that make the team successful and increase its effectiveness, namely[17].

• Number: The team must consist of a reasonable number.
• Skill and abilities: the need to pay attention to the training of members to increase their competencies.
• Access to information for all members, i.e. transparency in the casting of information.
• Giving sufficient powers and autonomy to members.
• Provide an incentive system to enhance the team’s motivation to perform

He also mentioned that the advantages of the difference are:

• Clarity of goals, i.e. setting a specific and specific goal that is clear to work to achieve it.
• Having comfort during work thanks to the informal climate
• Cooperation and participation between members and effective discussion.
• Listening, listening to opinions, respecting ideas, and giving opportunity and freedom of expression and expression of views without sensitivity, and this is what Ashraf calls civilized difference.
• Openness, mutual trust and open communication.

Reciprocal leadership, which is that the leader adopts a leadership style that allows dialogue consultation, exchange of opinions and positive participation of members

Third Theme: Methodological Procedures of the Study:

First Requirement: Fields of Study:

The exploratory study was conducted in the Directorate of Education of the Wilayat of Laghouat, where a questionnaire was randomly distributed to 30 researchers from the employees of the institution under study, during the period 01 March 2023 until 30 June 2023.

Second Requirement: Study Tool:

The questionnaire was relied on in the form of the triple Likert scale, which was divided into six axes:

The first axis: personal data

The second axis: the meaning of work

Third Theme: Work Efficiency

Fourth Theme: Work Development

Fifth Theme: Independence of Work

Sixth Theme: Work Teams

Third Requirement: Statistical Methods:

After the process of collecting the information and in order to convert it into statistical data to analyze its results, the statistical package of the program was used. SPSS and relying on the following statistical methods:

Arithmetic averages and standard deviations for each axis in order to know the trends and responses of the respondents.

Pearson correlation coefficient test to find out the statistical significance and level of significance of the relationship between the dimensions of the independent variable, which is empowerment, and the dependent variable, which is the work difference.

Fourth Theme: Presentation, Analysis and Discussion of Data

The first requirement: testing the validity and stability of the study tool

Table (01): Test of the Cronbach alpha coefficient for the validity and consistency of the statements of the Likert triple scale questionnaire:

Source: SPSS output

The above table shows the values of the truthfulness and stability of the paragraphs of the Likert triple scale questionnaire, where honesty and comprehensiveness are intended to identify all the elements that must be included in this analysis on the one hand, and on the other hand the clarity of its paragraphs and vocabulary so that it is understandable to everyone who uses it, and the researchers have made sure of the sincerity of the study tool by conducting the Alpha Cronbach test, according to the values of the table, the value of measuring the empowerment axis reached 81%, while the value of measuring the work teams axis reached 74%. About the value of measuring the two axes as a whole, it reached 95%, and this indicates that the scale has a very great credibility in measuring the two variables on the same community and at any time.

Second Requirement: Presentation, analysis and discussion of personal data:

Analysis and discussion of personal data:

Table No. (02): Distribution of sample members by age groups:

Source: SPSS output

The above table shows the distribution of the sample members by age groups, where the respondents were distributed by 16 respondents from the age group of 30-40 by 53.3%, while the number of the age group less than 30 by 10 respondents by 33.3%, while the least numerous group was from the age group of 40-50 researchers by 13.3%.

What the statistical data indicate is that the career orientation of the youth group for educational service because of its lofty social and moral obligations and goals reflects the presence of this group strongly in the field of education.

Table No. (03): Shows the distribution of sample members according to professional experience:

Source: SPSS output

The above table, which shows the distribution of sample members according to professional experience, shows that 16 researchers represent the category of professional experience from 05 to 10 years by 53.3%, while less than 05 years came with 13 researchers by 43.3%, while the respondents from the category of 10 to 15 years were represented by one researcher by 3.3%.

Third Requirement: Presenting, analyzing and discussing the respondents’ responses to the empowerment axis:

Table No. (04): Shows the responses of the members of the study sample to the axis of the meaning of work

Source: SPSS output

Table (04) shows: The responses of the members of the study sample to the axis of the meaning of work, where the responses of the employees came to a paragraph that makes me feel the management of the institution of my importance as an active and important element at a high level, with an arithmetic average of 2.50 and a standard deviation representing 0.62 and their responses to the first and third paragraphs came that my work tasks have meaning and value for me and that I feel that I use my time in the implementation of my work with average responses of 2.30 and a standard deviation represented in 0.74 As for the workers’ requests for the second paragraph, I am proud of the efforts that I do it in my work, it came with an average of 2.23 and a standard deviation of 0.67.

It is noticeable through the responses of the workers to the axis of the meaning of work that the Directorate of Education of the wilaya of Laghouat makes the workers feel their importance as an active and important element.

Table (05): Shows the responses of the study sample to the work efficiency axis

Source: SPSS output

The above table shows the responses of employees to the work efficiency axis, where the phrase I can deal with problems that require immediate attention came at a high level with an arithmetic mean of 2.70 and a standard deviation of 0.95. While the responses of employees are also high for the statement I have great potential in the ways in which I perform my work with an average of 2.40 and a standard deviation of 0.89.As for their responses to the statement I have the ability to diagnose the strengths and weaknesses of the organization with a value of 2.36 and a deviation of 0.80.

As for the statement that I am confident in my personal abilities to accomplish my work, the employees’ responses were average of 2.23 and a standard deviation of 0.56.

It is noticeable through the responses of the workers to the axis of work efficiency, the workers stated that the Directorate of Education of the wilaya of Laghouat can deal with problems that require immediate attention and that they have great potential in the ways in which they perform their work.

Table No. (06): Shows the responses of the members of the study sample to the axis of work development

Source: SPSS output

Table (06) shows: The responses of the members of the study sample to the axis of work development, where their responses came to the phrase I have enough opportunity of independence and freedom in how to implement my work at an average level of 2.40 and a standard deviation of 0.67, while the responses of workers came to the phrase I feel full freedom to invent the method that I think is appropriate for my work with an average level of 2.36 and a standard deviation estimated at 0.71 As for the phrase I can change the ways in which I perform my work when I want to do so at an average level of 2.20 And a standard deviation of 0.66, as for the phrase I am free to schedule the completion of my work at an average level of 2.06 and a standard deviation of 0.63.

It is noticeable from the responses of the workers to the axis of work development that the employees of the Directorate of Education of the wilaya of Laghouat have the freedom to carry out their work in an innovative manner appropriate to perform their tasks, and they also acknowledge that they can perform their work in the ways they wish according to special schedules for their completion.

Table No. (07): Shows the responses of the members of the study sample to the axis of independence of work

Source: SPSS output

Table (07) shows: respondents’ responses to the axis of work independence, where their responses to the phrase contribute to the results of my work in enhancing the jobs of others in the institution at a high level of 2.60 and a standard deviation estimated at 0.56. While their responses to the phrase I feel that I have a great impact on the development of work in the institution came at a high level of 2.50 and a standard deviation estimated at 0.62, as for the phrase I contribute a key role in making changes aimed at the development of the institution, their responses came at an average level of 2.23 and a standard deviation estimated at 0.56, as for the phrase my contributions achieved a positive impact on the development of the institution with an average level of 2.16 and a standard deviation of 0.64.

It is noticeable through the responses of workers to the axis of work development, we find that the employees of the Directorate of Education of the state of Laghouat that the results of their work contribute to strengthening the jobs of others in the same institution.

Fourth requirement: Presenting, analyzing and discussing the respondents’ responses to the work teams axis:

Table No. (08): Shows the responses of the study sample members to the work teams axis

Source: SPSS output

The above table shows the responses of the members of the study sample to the axis of work teams, where the responses of the workers came to the phrase there is cohesion between team members and team members have the ability to assume responsibility at a high level of 2.50 and a deviation estimated at 0.60 / 0.50 respectively. Continuously at a high level with an arithmetic mean of 2.40 and a standard deviation of 0.89/0.67 respectively.

As for the responses of employees to the phrases, team members are interested in achieving common goals, and the direct supervisor directs team members, and there is interaction between team members, and the direct supervisor motivates team members, team members cooperate during the performance of their tasks at an average level with a value ranging between 2.36 and 2.10 and a deviation ranging between 0.71 and 0.56.

What is noticeable through the responses of employees to the axis of work teams, the workers confirmed that there is cohesion between the members of the work teams and they have the ability to take responsibility and that there is communication between team members and the official, as the employees of the institution acknowledged that the latter encourages team work and the exchange of information continuously.

Third Theme: Testing the hypotheses of the study:

The first requirement: Pearson correlation coefficient test:

Table (09): Pearson’s correlation coefficient test for all axes

At significance level 0.01**                                                             Source: SPSS output

The above table shows Pearson’s correlation coefficients between the empowerment variable and the work teams variable, where we find that the general hypothesis: There is a statistically significant relationship for empowerment and work teams in the Directorate of Education of the wilayat of Laghouat at the level of 0.01 = α. It was achieved with a correlation coefficient of 0.465** at a significance level of 0.010, which indicates a strong positive positive relationship between empowerment and work teams.

The first sub-hypothesis:

There is a statistically significant relationship to the meaning of work and the work difference of the Directorate of Education of the state of Laghouat at the level of 0.00 = α. It has been achieved with a correlation coefficient estimated at 0.620 * * at the level of significance 0.000 and this indicates a strong positive positive relationship between the meaning of work and the work difference.

The second sub-hypothesis:

 There is a statistically significant relationship for the efficiency of work and work teams in the Directorate of Education of the state of Laghouat at the level of 0.00 = α, has been achieved with a correlation coefficient estimated at 0.671 ** at the level of significance 0.000, and this indicates a strong positive positive relationship between the efficiency and the work teams.

The third sub-hypothesis:

There is a statistically significant relationship with the development of work and work teams 0,752** in the Directorate of Education of the wilaya of Laghouat at the level of 0.00 = α. It was achieved with a correlation coefficient estimated at the level of significance of 0.000, which indicates a strong positive positive relationship between efficiency and work teams.

Fourth sub-hypothesis:

There is a statistically significant relationship with the independence of work and work teams 0.667 ** in the Directorate of Education of the state of Laghouat at the level of 0.00 = α. It was achieved with a correlation coefficient estimated at the level of significance of 0.000, which indicates a strong positive positive relationship between the independence of work and work teams.

Conclusion:

The findings of our survey are that there is an impact of empowerment on work teams, and this confirms the great importance of the need to develop human resources, pay attention to work teams, enhance the efficiency of workers and involve them in taking responsibility and making decisions related to work, in addition to delegating part of the authority to make them active partners in organizations. Achieving cooperation, participation and raising morale, thus becoming a supportive force for the organization with effective efficiency and creativity. The study recommends that institutions, especially service ones, pay attention to empowering work teams and urging them to innovate by activating the competencies of their members and leaving room for freedom and independence in working within a team with an aspect of control, and the study also recommends raising morale and appreciating active workers with high capabilities.

Margins:

[1]elmelouk Jalal Saad, The Impact of Empowerment Strategy on Enhancing Organizational Creativity, An Analytical Study at the University of Mosul, PhD Thesis (unpublished), Iraq, College of Administration and Economics, University of Mosul, 2002, p. 10.

[2] Abu Bakr Faten, Open Management Systems: A Modern Approach to Achieving Transparency of Organizations, Atriac for Publishing and Distribution, Cairo, Arab Republic of Egypt, 2001, p. 95.

[3] Kenith W. Thomas & Betty A. Velthouse,Cognitive Elements of Empowerment : An Inetrpretive Model Of Instrinsic Task Motivation , Academy of ManagementReview. 1990: 699.

[4] Al-Maayaa Adel, Rami Andraos, Management with Trust and Empowerment, Modern Book World, Jordan, 2008, p. 133.

[5] E.L Deci & Ryan ”Self Determination in Work Organization.” Journal of Applied psychology 74 (1989): 580-592

[6] A.Bandura. ”Self Efficacy: Toward a Unifying Theory of Behavioral Change .” Psychological Review 84 (1977): 191-205

[7] M.E.Gist &T.R.Mitchell. ”Self Efficacy: A Theoretical Analysis of ItsDeterminates And Malleability.” Academy Of Management Review 183-205، 1992

[8] L.G. Sjoberg, et al. ”Cathectic Orientation, Goal Setting And Mood.” Journal of Personality Assessment 47 (1983): 307-312

[9] M.M.Bass. ”Bass And Stogdill’s Handbook Of Leadership.” Theory Research AnManagerial Applications: Free Press، 1990: 23

[10]   Al-Ma’ayah Adel, Rami Andraos, op. cit., p. 134.

[11] William Umiker. ”Empowerment The Latest Motivation Strategy.” Health Care Supervisor 11، n 02 (1992): 10

[12] David Spatz. ”Team-building in construction .” Practice Periodical on Structural Design and Construction 05 (2000): 93-105

[13] Ghani Al-Daham Tanai Al-Zubaidi, Alak Hafez Abdel Nasser, and Hussein Walid Hussein Abbas. Organizational behavior management. 1st Edition, Dar Ghaida for Publishing and Distribution. Amman, 2015, p. 62

[14] Nikki Hayes, translated by Sorour Ali Ibrahim Sorour, Team Management Success Strategy, Mars Publishing House, Saudi Arabia, 2005, p. 52.

[15] Ibrahim Khalaf Saber. Team Spirit and Teamwork, 1st Edition, Janadriyah Publishing and Distribution, Amman, 2020, pp. 36-37.

[16] Amira Mohammed Al-Naama Ali, The work team and its impact on achieving competitive advantage: An applied study on Zain Sudan in the period 2007-2008, Journal of Omdurman Islamic University, December 31, 2010, 105.

[17] Ashraf Fadil Juma. Continuous improvement teams in the total quality system. Folder. Kingdom of Saudi Arabia: Saudi National Quality Committee, 1st Edition 2005, p. 107.