In these cases the virtual knowledge that resides in work teams and at other levels is highly valued and effectively harnessed. In the organizations in this study, virtual knowledge is being regularly generated by various stakeholders on labor relations matters, but the emerging insights are rarely tracked, codified, or even explicitly valued. The system essentially is designed around the team. These groups are expected to increase worker commitment and achieve targeted gains in quality and safety. The teams solve problems directly related to the production process as they occur.
Strength is drawn from the social aspect of work.
Off-line teams, the most traditional, are found in a broad range of workplaces. The teams are expected to increase worker commitment and respond to quality problems. These quality teams often meet off site and discuss issues and problems not typically integral to the production process. At Yamaha, e.g., teams deal with safety and health issues. Variations in team-based work systems tie in with the structure of production, i.e., continuous production, batch production, and assembly.