Here's one approach. Code each teacher as either 1 or 0 for each dimension that you're looking at (e.g, group membership). Then check to see which dimensions are significantly correlated to each other. The stronger the correlation, the stronger the faultline is.

Hi Gamze,

Generally, we want to measure what you want to maximize, not necessarily minimize. I trust that you are looking for maximizing teamwork. Complementary of teamwork would be a measure of fault lines. If I use my Six Sigma Business Scorecard framework, it has seven elements, as follows:

1. Recognition or incentives for teamwork,

2. Overall organization's performance for profit or benefits

3. Rate of improvement.. how well team work is being nurtured throughout the organization

4. Faculty participation --- measured which may vary time to time, or project to project

5. Quality of information or projects being identified for collaboration

6. Timeliness of information being given for team projects

7. Quality of projects completed or being worked on as a team

8. timeliness of team projects for completion

9. User satisfaction... user could be students, customers, administration, etc.

10. % of team projects over total participation

Significance of each measurement can be determined by the organization. I hope it helps.

This set of measures can lead into planned minimization of fault lines. I assume I understood your question correctly. I responded to the question because I have done work in the area of performance measures. Here is a link to additional resource: http://pc-freak.net/international_university_college_files/business_scorecard/Six%20Sigma%20Business%20Scorecard%20-%20Ensuring%20Performance%20For%20Profit%20(Mcgraw-Hill).pdf

Another approach would be if fault lines are considered as defects or errors, then we can define variety of fault lines, then measure their occurrence by project, class, or whatever the work unit is. This follows Poisson Distribution, where success is defined as zero fault line, then it is equal to exp(-faultlines per unit).

Regards,

Praveene

Bezrukova, K,. Thatcher, S.M.B., Jehn, K. A., & Spell., C. S. 2012. The effects of alignments: Examining group faultlines, organizational cultures, and performance. Journal of Applied Psychology. 97: 77-92.