Teams Ch.5

People with a greater sense of group identity judge their own group to what?

have higher status.

Group efficacy leads to what?

increased group identification.

3 Best practices for a favorable match between an individual and a team :

1.Upper management and leaders need to clearly inform team why the new member is joining the team 2.Existing team members should explain what they regard as the strengths and the weaknesses of the team 3. New members should understand the team's goals and processes

Average lifespan of a team is approximately ?

24 months

Common Identity:

Attached to Group

Trust:

Willingness of a person to rely on another person in the absence of monitoring.

Group cohesion :

Defined as the emotional attraction among group members

Incentive-based trust:

Designing incentives to minimize breaches of trust.

Self-verification and group-verification have different what?

Different motivators

2 examples of incentive-based trust

E.g. Bonuses, contracts

2 examples of Trust based on similarity

E.g. same alma mater, same religion

What is the process by which we "catch" other people's emotions?

Emotional Contagion

Emotional intelligence in teams

Emotional intelligence is the ability to recognize emotions in ourselves and others and use emotional knowledge in a productive fashion

Common Bond:

Attached to Group member(s)

better teams can be purposefully designed with high potential for performance success by doing what 3 things?

By building cohesion, examining how trust and respect are measured, and understanding the team role transition process

Just like individuals, teams have their own what?

personalities, moods, and emotions

Commitment is a person's what?

"enduring adherence" to the team and the team's adherence to its members.

Group potency is

"the collective belief of group members that the group can be effective."

3 ways to get emotions shared in groups

1. Emotional contagion 2. Vicarious affect 3. Behavioral entrainment

5 Ways to build cohesion in groups :

1. Help the team build identity 2. Make it easy for the team to be close together 3. Focus on similarities among team members 4. Put a positive spin on the team's performance 5. Challenge the team

Temporary newcomers share more what?

unique knowledge in groups and enhance groups' decision quality

people prefer to interact with people who what?

verify their in-group identities more than people who enhance their identities.

Status systems develop when?

very quickly, often within minutes after most teams are formed.

Another form of group-serving attributions is retroactive pessimism

which occurs when people lower their evaluations of a group's chances for suc-cess after a failed competition.

Three critical things during group socialization can effect the productivity of teams :

Evaluation Commitment Role transition

Turnover and reorganizations disrupt group performance, especially when what 3 things happen :

Group members are reciprocally interdependent The group has high, rather than low, structure The task is complex rather than simple

6 examples of implicit trust

Mood, Status, Mere Exposure "He Grew on Me", Mirroring, "Flattering can get you anywhere", & face - to - face context

Three predictors of newcomer performance :

Newcomer empowerment Team expectations Team performance

Are respect and trust the same thing?

No

Trust based on similarity

People who are similar to one another in beliefs, attitudes, and interests tend to like one another more.

Emotional contagion

Process whereby moods and emotions of people around us influence our emotional state.

Behavioral entrainment

Process whereby one person's behavior is adjusted or modified to coordinate or synchronize with another person's behavior.

Vicarious affect

Refers to situations where a person's emotions are induced or caused by another person's emotions.

Pseudostatus characteristics Ex:

Sex, age, race, demeanor, size, facial expression

Multiple identities

Some people, by virtue of having membership in multiple groups, may have several group identities,

Implicit trust

Sometimes, we put our trust in others even in the absence of any rational reason or obvious similarity.

Emotional aperture

The ability to recognize diverse emotions in a team.

Group entitativity

The degree to which people perceive themselves (and others) to be a unified, single team or collective.

Group identity

The extent to which people feel their group membership is an important part of who they are

Psychological safety

The extent to which people feel then can raise issues and questions without fear of being rebuffed.

Respect:

The level of esteem a person has for another.

Group potency may be more important predictor of group performance than what?

actual ability

trustworthiness, which is the most important attribute for what?

all interdependent relationships.

The key factor that affects commitment is the what?

alternatives that are available to the individual and the team.

Autonomy, in a team context, is defined as the what?

amount of freedom and discretion that a person has in carry-ing out assigned tasks.

collective efficacy refers to what?

an individual's belief that a team can perform successfully.

Trust asymmetry is the overall degree of what?

asymmetry that exists across all dyads that comprise the team.

The emotions that are felt and displayed in groups coordinate the group's what?

behaviors, particularly in response to threat or stress.

The attachment that people feel for their groups is rooted in one of two bonds:

bonds based on the group as a whole (common identity) and bonds felt for particular group members (common bond).

The process of emotional contagion implies that group members will what?

converge in their emotional states over time, leading to a homogeneous group composition.

Newcomers reduce old-timer resistance when they what?

distance themselves from their previous group

Monitoring dissensus refers to the extent to which team members hold what?

diverging perceptions about the level of monitoring that occurs within the team.

however, in teams with high collective identification....

diversity in expertise promotes team learning and performance.

Studies of professionals across various organizations and industries reveal that employees with higher emotional intelligence are more what?

effective team players and have higher job performance.

People who join groups can engage in what 2 ways?

either self-verification or appraisal effects

People who are fused with their group are more likely to what?

endorse extreme behaviors for the group, help the group, and act speedily for the group, such as in racing an avatar.

Group potency had more predictive power in what?

explaining team performance than did cohesion.

Shared emotions in groups foster what 2 things?

group bonds and group loyalty.

Leaders' emotions strongly influence what 2 things?

group emotion and performance.

4 key factors of a team:

group entitativity and group identity, and the key processes of group-verification and group-serving attributions.

Self-verification occurs when?

group members persuade others in the team to see them as they see themselves.

appraisal occurs when ?

groups persuade members to see themselves as the group sees them.

Attachment style and strength predicts what?

how important teams are for employees.

Group socialization is the process of what?

how individuals enter into and then (at some point) leave teams.

Why is psychological safety important in teams?

important in teams that need to communicate knowledge about new technological procedures to one another and learn from one another.

5 types of trust

incentive-based trust, familiarity-based trust, similarity-based trust, social network trust, and implicit trust.

by affirming either themselves or their group, they can what?

increase their motivation to perform.

The more cohesive the teams were, the more likely they were to make what?

internal attributions, regardless of firm performance.

Group emotion

is a group's affective state that arises from the combination of its bottom-up components (e.g., the moods of particular team members) and its top-down components

Collective identity

is based group membership

Relational identity

is based on important relationships to particular people.

Self-verification

is the process in which a person seeks confirma-tion of his or her personal self-views.

Emotional intelligence is considered to be important in teams because

it predicts behavior and performance

People who are highly identified with their group are more what?

motivated when they engage in group affirmation

In teams with low collective identification, diversity in expertise is what?

negatively related to team learning and performance;

Group identity affects a number of what?

of beliefs and behaviors in teams.

Usually, the outcome of synchronizing movement is positive affect, which can take the form of what?

of liking the other person, satisfaction with the interaction, and greater group rapport.

The process of socialization is essential for what?

team members to be able to work together and coordinate their efforts.

Group members are less accepting of who?

temporary newcomers than permanent newcomers

The greater the level of entitativity, the more people feel what?

that the group fills their needs, and the more identification people have with their group.

Different attachment styles can effect what 2 things?

the behavior and performance of the team

Social embeddedness refers to what?

the idea that transactions and opportunities take place as a result of social relationships that exist between organizational actors.

Efficacy is built over what?

time in groups.

Teams with high cohesion have 6 characteristics:

1. More likely to give due credit to their team partners 2. Are easier to maintain 3. Are more likely to participate in team activities 4. Have increased conformity to team norms 5. Are more likely to serve team rather than individual interests 6. Are more productive than less cohesive teams

Three factors determine the extent to which newcomers can introduce change :

1. Newcomer commitment to the team 2. Newcomer's belief that they can develop good ideas for solving team problems 3. Newcomer's belief that they will be rewarded

Characteristics of groups with a high sense of collective efficacy (3):

1. Set more challenging goals 2. Persist in the face of difficulty 3. High likelihood of success

Status competition:

Acquiring influence over team

An analysis of Group identity considers 3 different situations:

Identity fusion, Multiple identities, & Common identity and common bonds

Perceptions of status:

Individuals think their group status is higher than it is

Real status characteristics Ex:

Intelligence, background, education

Status Systems

Within moments of forming, members of team size one another up and intuitively take note of one another's personal qualities that they think are indicative of ability or prestige

Group-serving judgments offer what?

a self-protective function for the team member, by enhancing the ego. For

emotional intelligence in teams is positively linked to what?

positively linked to team performance.

group identity is an aspect that is what?

present in all team members to a greater or lesser degree.

Embedded ties reduce the time needed to what?

reach and enforce agreements.

Identity fusion

refers to a blurring of the self-other barrier in a group, and group membership is intensely personal.

two types of identities people might have to their groups:

relational and collective.

When newcomers criticize their workplace, profession or community, they arouse more what?

resistance in old-timers

Trust based on familiarity - As people become more familiar with one another, they are more likely to trust one another. For this reason, group turnover presents what?

special challenges for trust within the team.