MHR Unit 4 Knowing Quiz

Groups share norms and have goals. a. true b. false

a. true We define a group as (1) two or more freely interacting individuals who (2) share norms and (3) goals and (4) have a common identity.

In which stage of the group development process do group members try to determine how they fit into the power structure? a. Conforming b. Storming c. Performing d. Forming e. Norming

b. Storming Storming is a time of testing. Individuals test the leader's policies and assumptions as they try to determine how they fit into the power structure.

A person in the initiator roll will: a. Suggest new goals or ideas b. Keep the group headed toward its stated goals c. Pull together ideas and suggestions d. Clarify pertinent values e. Prod the group to move along

a. Suggest new goals or ideas According to Table 8.2, the initiator suggests new goals or ideas.

The two types of roles that are very important to effective group functioning are task and maintenance. a. true b. false

a. true

Groups routinely outperform individuals, particularly in quantitative tasks. a. true b. false

a. true Research consistently shows that groups routinely outperform the average of their individual members, particularly with quantitative tasks. Examples include financial forecasts, sales estimates, and climate change predictions.

Which of the following is NOT a group maintenance role? a. Commentator b. Encourager c. Procedural technician d. Standard setter e. Follower

c. procedural technician Table 8.2 identifies group maintenance roles as: encourager, harmonizer, compromiser, gatekeeper, standard setter, commentator, and follower.

Teams are task groups that have matured to the ________ stage. a. Performing b. Norming c. Forming d. Storming e. Adjourning

a. performing

Sarah and Bill were recently hired at the local manufacturing plant. Before being hired, they were interviewed by the team members with whom they were going to work. The team contained members from various areas of the manufacturing process. As part of the training process, Sarah and Bill met the other team members a number of times, and learned how to perform several administrative tasks, including scheduling work assignments for the team. Sarah and Bill's new team is an example of a ________. a. Self-managed team b. Project team c. Centralized team d. Virtual team e. Advice team

a. self-managed team Sarah and Bill's team is an example of a self-managed team. Self-managed teams are defined as groups of workers who are given administrative oversight for their task domains. Administrative oversight involves delegated activities such as planning, scheduling, monitoring, and staffing. These are chores normally performed by managers. In short, employees in these unique work groups act as their own supervisor.

Teamwork competencies include keeping the team on track and expecting quality work. a. true b. false

a. true According to Table 8.4, teamwork competencies include: contributes to the team's work; constructively interacts with team members; keeps team on track; expects quality work; and possesses relevant knowledge, skills, and abilities for team's responsibilities.

Task roles enable the work group to define, clarify, and pursue a common purpose a. true b. false

a. true Task roles enable the work group to define, clarify, and pursue a common purpose, and maintenance roles foster supportive and constructive interpersonal relationships.

One effective use of virtual teams is in brainstorming ideas or solutions to problems. a. true b. false

a. true The vast majority of organizations (72%) that use virtual teams indicate that brainstorming ideas or solutions to problems is the most successful task for such teams.

According to Schein, a crowd is a large group. a. true b. false

b. false It is useful to distinguish the group from a crowd or organization. Here is how organizational psychologist E. H. Schein helps make the distinction clear: The size of a group is . . . limited by the possibilities of mutual interaction and mutual awareness. Mere aggregates of people do not fit this definition because they do not interact and do not perceive themselves to be a group even if they are aware of each other as, for instance, a crowd on a street corner watching some event.

Teams composed of specialists from different areas are called self-managed teams. a. true b. false

b. false Self-managed teams are defined as groups of workers who are given administrative oversight for their task domains. Cross-functionalism occurs when specialists from different areas are put on the same team.

All work groups progress through the stages of group development to become effective teams. a. true b. false

b. false Teams are task groups that have matured to the performing stage. Because of conflicts due to power, authority, and unstable interpersonal relations, many work groups never qualify as a real team. The essence of a team is common commitment. Without it, groups perform as individuals. With it, they become a powerful unit of collective performance.

The first stage of the group development process is: a. Performing b. Forming c. Storming d. Norming e. Conforming

b. forming

As part of a work team in his office, it is Larry's job to make photocopies of relevant materials and hand them out to the team members during meetings. Which of the following task roles is Larry performing in his work team? a. Orienter b. Procedural technician c. Coordinator d. Evaluator e. Recorder

b. procedural technician Larry is performing the role of a procedural technician. The procedural technician performs routine duties (e.g., handing out materials or rearranging seats).

Which of the following is NOT a way to reduce social loafing? a. Assure equity of effort among group members b. Use hybrid rewards c. Increase group size d. Hold individuals accountable e. Hold both individuals and the group accountable

c. Increase group size Ways to combat social loafing include: 1. Limit group size. 2. Assure equity of effort. 3. Hold people accountable. 4. Use hybrid rewards.

Which of the following is not one of the competencies (Cs) of effective teams? a. charters and strategies b. composition c. competitiveness d. all of the above are competencies of effective teams e. capacity

c. competitiveness The 3 Cs of Effective Teams are: charters and strategies, composition, and capacity. These 3 Cs are at the team level, which contrasts with the 3 Cs of effective team players discussed earlier that focus on the individual or member level.

In which stage of the group development process are group members uncertain about their roles, who's in charge, and the group's goals? a. Conforming b. Norming c. Forming d. Storming e. Performing

c. forming During the forming stage, group members tend to be uncertain and anxious about such things as their roles, the people in charge, and the group's goals.

As part of a work group, Bob's main job is to resolve conflicts between other group members. Whenever there is an argument, he tries to figure out a solution that benefits both parties, or he quickly defuses the tension with some jokes. Which of the following roles is Bob performing within his work group? a. Coordinator b. Orienter c. Harmonizer d. Evaluator e. Energizer

c. harmonizer Bob is performing the role of a harmonizer within his work group. Maintenance roles foster supportive and constructive interpersonal relationships. A harmonizer mediates conflict through reconciliation or humor.

Group cohesiveness, when it occurs, tends to develop during which stage of the group development process? a. Conforming b. Storming c. Forming d. Norming e. Performing

d. norming Group cohesiveness, defined as the "we feeling" that binds members of a group together, is the principal by-product of the norming stage.

Recent research shows that in early stages of team development, teams perform better when members have a high: a. Level of extraversion b. Level of agreeableness c. Internal locus of control d. Tolerance for uncertainty e. Level of introversion

d. tolerance of uncertainty Recent research shows that in the early stages of team development (i.e., forming and storming) teams perform better when members have a high tolerance for uncertainty (a personality trait).

A group member who says ________ is performing a task role. a. "Let's hear from those who oppose this plan." b. "You two agree more than you realize." c. "Bill, we haven't heard from you yet. What do you think?" d. "Karen, you make a very good point." e. "Let's focus on the main goal here. What are we trying to accomplish?"

e. "Let's focus on the main goal here. What are we trying to accomplish?" Task roles enable the work group to define, clarify, and pursue a common purpose

A person in the encourager role will: a. Mediate conflict through reconciliation or humor b. Serve as a passive audience c. Evaluate the quality of group processes d. Encourage all group members to participate e. Foster group solidarity by accepting and praising various points of view

e. Foster group solidarity by accepting and praising various points of view Table 8.2 indicates the encourager fosters group solidarity by accepting and praising various points of view.

Tracy has been part of a work group for some weeks now. She has slowly become well-acquainted with the other members and even made some new friends. Although in the beginning there were a few arguments and fights, they were resolved with time and Tracy feels a definite sense of team spirit that gets her excited about work. According to Tuckman's five-stage model of group development, which of the following stages is Tracy's group experiencing? a. Storming b. Performing c. Forming d. Adjourning e. Norming

e. norming Tracy's group is in the norming stage of group development. During the norming stage of group development, questions about authority and power are resolved through unemotional, matter-of-fact group discussion. A feeling of team spirit is experienced because members believe they have found their proper roles.