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    Literature Review: Effectiveness of Cross-Functional Teams

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    I am working on a literature review for a research paper and need some assistance. the topic is the effectiveness of cross-functional teams in a new business competitive environment. The topic is centered around aerospace and proposal development for the U.S. government. I am attaching a straw man outline. Help in story boarding the topics with current references is appreciated.

    See the attached files.

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    Solution Preview

    I am attaching your doc with an annotated bibliography of sorts to define and help you find the resources you need. There are many articles online dealing with cross-functional teams, but I have chosen those I see as best and put in as many reference papers as possible. In some of those papers, there are many resources the author used as well that might be helpful.

    In some cases, the articles or essays cover more than one of your categories well. So they are left as encompassing for the group of sub headings.

    Highly Effective Cross-Functional Team in a Competitive Environment
    Chapter 2 - Boilerplate

    Chapter 2 Outline Structure: Review of Literature
    Review of Literature
    Historical Perspective of Leadership Theories
    Trait Theories - These theories assume that people inherit qualities and traits. These types of traits will suit them better as leaders. These can be behavioral traits, personality traits, or methods of work traits. However, the traits must be accompanied by other qualities and it is in those qualities some say the real leadership happens. (http://changingminds.org/disciplines/leadership/theories/trait_theory.htm)
    Behavioral Theories - These theories are based on what the person does. There is no mental traits, no inner behaviors and traits involved. With these theories everyone can learn to be a leader. Great leaders are made, not born is the idea. (http://changingminds.org/disciplines/leadership/theories/behavioral_theory.htm)
    Contingency Theories - These theories base themselves on the way people act and react during a particular event or situation. The person best suited for the job is the one who steps up. There are no traits or characteristics in particular, just the person and the applied situation. Think Captain Sully for this type of theory. He was an excellent pilot, but until his plane was crashing, his full potential as a leader was not used. (http://www.utwente.nl/cw/theorieenoverzicht/Theory%20clusters/Organizational%20Communication/Contingency_Theories.doc/ ; http://articles.nydailynews.com/2010-03-03/news/27057957_1_fighter-pilot-continental-express-flight-small-plane)
    Transactional Theories - This theory is rooted in the interaction of leaders and followers. The leader gets power from the followers who in turn follow because the person is the leader. The followers receive something for following and accepting that the leader has the power and the authority. Pay and promotion, bonuses, all are types of exchanges that occur. These are tangible interactions to create and maintain power and therefore leadership. (http://www.bnet.com/topics/transactional+theory+of+leadership ; http://changingminds.org/disciplines/leadership/styles/transactional_leadership.htm)
    Transformational Theories - This theory is based in the intangibles of motivation and awareness. Leaders can provide transformations by appealing to the importance of a project, creating value for the work, and redirecting focus to teams and ...

    Solution Summary

    The solution provides a literature review on the effectiveness of cross-functional teams in a new business competitive environment.