Management 371 Test #2 -- Part 1

What are the stages of Maslow's 'Hierarchy of Needs Theory?'

(1) Physiological needs (2) Safety needs (3) Belongingness needs (4) Esteem needs (5) Self-actualization needs

Inputs to a job include:

- Education - Experience - Effort - Ability

What are the three categories of needs for the ERG Theory?

- Existence needs - Relatedness needs - Growth needs

What are the 3 team types?

-Formal -Self-managed -Virtual/global

What are the two factors in the team's context that influence cohesiveness?

-The presence of competition -Team success

Occurs in committees and teams that have limited task to perform and are disbanded afterward. During this stage, emphasis is on wrapping up and gearing down.

Adjourning

Core job dimension level which analyzes the degree to which the worker has freedom, discretion, and self determination in planning and carrying out tasks.

Autonomy

How are the 'ERG Model' and Maslow's 'Hierarchy of needs theory' similar?

Because both are in hierarchical form and presume that individuals move up the hierarchy one step at a time.

Reflects a high degree of both assertiveness and cooperativeness. Enables both parties to win, although it may require substantial bargaining and negotiation.

Collaborating style

Who developed the acquired needs theory?

David McClelland

Hygiene factors work only in the area of __________.

Dissatisfaction

When hygiene factors are poor, work is:

Dissatisfying

Gives employees part ownership of the organization, enabling them to share in improved profit performance.

Employee Stock Ownership Plan (ESOP)

Power-sharing, the delegation of power and authority to subordinates in an organization.

Empowerment

Means that people get information about how well they are doing in progressing toward goal achievement.

Feedback

Allows workers to set their own hours.

Flex time

Telecommuting, Job-sharing, and flextime make up:

Flexible work schedules

Determine whether the following is a team or a group: "Discusses, decides, and delegates work to individuals."

Group

Members feel comfortable disagreeing and challenging one another in the interest of finding the best solution.

Healthy conflict

People evaluate equity by a ratio of:

Inputs to outcomes

People who have a high need for affiliation, are frequently:

Integrators

The use of punishment is often criticized because:

It fails to indicate the correct behavior

Technique to move employees systemically from one job to another to provide a variety and stimulation.

Job rotation

What are the 2 factors in team composition?

Knowledge and skills Benefits and costs

Level of the 'ERG theory' that includes the needs for satisfactory relationships with others.

Level 2 - Relatedness needs

avoidance learning is sometimes called:

Negative reinforcement

Quadrants 1 & 2 can indeed be effective, as fear is a _____________________.

Powerful motivator

_________________ pertains to performance and the quality and quantity of task outputs as defined by team goals.

Productive output

The imposition of unpleasant outcomes on an employee, typically following an undesirable behavior.

Punishment

A type of team that typically consists of 5 to 20 multi-skilled workers who rotate jobs to produce an entire product or service or at least one complete aspect or portion of a product.

Self-managed team

People stay focused on the problem and the source of conflict, rather than attacking or attempting to discredit each other.

Separate people from the problem

During the __________ stage, individual personalities emerge. people typically become more assertive in clarifying their roles and what is expected of them. This stage is marked by conflict and disagreement.

Storming

A type of cross-functional team which is a group of employees from different departments formed to deal with a specific activity and existing only until the task is completed.

Task-force

Determine whether the following is a team or a group: "Discusses, decides, and shares work."

Team

A process that pertains to those dynamics that change over time and can be influenced by team leaders.

Team processes

Expectancy theory attempts not to define specific types of needs or rewards, but only to establish that:

They exist and may be different for every individual.

Teams with mostly socioemotional roles can be satisfying, but they can also be:

Unproductive.

What are the four elements given to employees that enable them to act more freely to accomplish their jobs?

(1) Employees receive information about company performance (2) Employees have knowledge and skills to contribute to company goals (3) Employees have the power to make substantive decisions (4) Employees are rewarded based on company performance

Mangers can enhance an individual's motivation to perform desired behavior by ensuring that the individual:

(1) Has a chance to observe the desirable behavior. (2) Accurately perceives the behaviors (3) Remembers the behaviors (4) Has the necessary skills to perform the behaviors (5) Sees that the behaviors are rewarded by the organization

Self managed teams are permanent teams that typically include what elements?

(1) The team includes employees with several skills and functions, and the combined skills are sufficient to perform a major organizational tasks. (2)The team is given access to resources such as information, equipment, machinery, and supplies needed to perform the complete task. (3)The team is empowered with decision making authority, which means that members have the freedom to select new members, solve problems, spend money, monitor results, and plan for the future.

The definition of a team has four components, what are they?

(1) Two or more people are required (2) People in a team have regular interaction (3) People in a team share a performance goal (4) People in a team are committed to the gaol and hold themselves mutually accountable for performance.

What are the three primary reasons teams present a dilemma for many people?

(1) We have to give up our independence (2) We have to put up with free riders (3) Teams are sometimes dysfunctional

Who was the most famous content theory developed by and what is it called?

- Abraham Maslow - Maslow's 'Hierarchy of Needs Theory'

What are the four factors that influence the goal-setting theory?

- Challenging - Provides feedback - Accepted - Specific

What are the most common methods for reducing a perceived inequity?

- Change work effort - Change outcomes - Change perceptions - Leave the job

Diversity in terms of functional area and skills, thinking styles, and personal characteristics is often a source of ________. Additionally, diversity may contribute to a healthy level of:

- Creativity -Disagreement that leads to better discussions

Ivan Steiner's experiment showed that adding members beyond five cause a(n) _______ in motivation, a(n) ______________ in coordination problems, and a general ___________ in performance.

- Decrease - Increase - Decrease

What are the five styles to handle conflict?

- Dominating style - Avoiding style - Compromising style - Accommodating style - Collaborating style

What are two specific approaches to building a thriving workforce?

- Empowering employees - Creating an environment that promotes employee engagement

People who play the socioemotional role support team members' emotional needs and help strengthen the social entity. They often display what characteristics?

- Encourage - Harmonize - Reduce tension - Follow - Compromise

What are the stages of team development?

- Forming - Storming - Norming - Performing - Adjourning

When motivators are present, workers are _______ about work. When motivators are not present, workers are _______ about work.

- Highly motivated and satisfied - Neutral

People who play a task specialist role spend time and energy helping the team reach its goal. They often display what characteristics:

- Initiate ideas - Give opinions - Seek information - Summarize - Energize

What is the most important element of job satisfaction? What is the second most important element of job satisfaction?

- Job security is the most important element of job satisfaction - Good benefits is the second most important element of job satisfaction.

According to Maslow's theory, ________ needs take priority, meaning....

- Low-order needs take priority - Meaning that they must be satisfied before higher-order needs are even activated.

The outcome of team cohesiveness can fall into two categories. What are they?

- Morale - Productivity

What are the three most frequently studied needs that make up the acquired needs theory?

- Need for achievement - Need for affiliation -Need for power

Outcomes from a job include:

- Pay - Recognition - Benefits -Promotions

How do managers effectively engage employees?

- People feel that they are working toward something of importance - People feel connected to the company, to one another, and to their managers - People have the chance to learn, grow, and advance.

What are the four ways that teams develop norms?

- Primacy: first-behavior precedents - Carryover from other experiences - Explicit statements from leader or member - Critical events in team's history

Which quadrant uses this tactic? What is the name of the method? "Uses negative, extrinsic methods, such as threats or punishments, to get people to perform as desired."

- Quadrant 1 - Negative Approach

Which quadrant uses this tactic? What is the name of the method? "Attempts to influence behavior by using extrinsic rewards that can create pleasure. (Ex. Bonuses)"

- Quadrant 3 - Positive Approach

Which quadrant uses this tactic? What is the name of the method? "Tap into deep-seated employee energy and commitment by helping people get intrinsic rewards for their work."

- Quadrant 4 - Positive Approach

When hygiene factors are good, it simply __________ the dissatisfaction, and ________ cause people to become highy satisfied and motivated in their work.

- Removes - Do not

What are the four key strategies for achieving a win-win solution through integrative negotiation?

- Separate people from the problem - Focus on interest, not current demands - Listen and ask questions - Insist that results be based on objective standards

After deciding what type of team to use, team characteristics are of particular concern including what?

- Size - Diversity - Member roles

What are two basic types of conflict that occur in teams?

- Task conflict - Relationship conflict

What are the characteristics of team structure and context that influence cohesiveness?

- Team interaction - Concept of shared goods - Personal attraction to the team

Teams should be small enough to:

-Allow members to feel an intimate part of the team and to communicate effectively and efficiently.

Although members of a virtual team meet sometime, what type of technologies do virtual teams typically use?

-Groupware -E-mail -Instant messaging -Telephone -Text messages -Video conferencing -Wikis and blogs

Teams need to be large enough to:

-Incorporate the diverse skills needed to complete a task - Enable members to express good and bad feelings - Aggressively solve problems

What are the three relationships that expectancy theory is based on?

-Individual's effort -Individual's performance -Individual's desirability of outcomes

Dysfunctional teams typically have 5 common characteristics. What are they?

-Lack of trust -Fear of conflict -Lack of commitment -Avoidance of accountability -Inattention to results

The organizational context in which the team operates includes:

-Leadership -Environment -Culture -Strategy -Reward and controlling employees

For a team to be successful over the long run, it must be structured so as to both:

-Maintain its members social well-being - Accomplish its task

What are the ways to "utterly destroy motivation?"

-Never allow people to feel a sense of pride or accomplishment - Set such grandiose and vague goals that people don't know what they mean or how to achieve them. -Pass up every opportunity to say thank you - Make sure people don't have any fun

Work team effectiveness is based on three outcomes. What are they?

-Productive output -Personal satisfaction -The capacity to adapt and learn

A friendly, positive team environment contributes to __________, as well as ___________.

-Productivity -Member satisfaction

Which quadrant uses this tactic? What is the name of the method? "Attempt to motivate people by tapping into their self-doubts or anxieties."

-Quadrant 2 - Negative Approach

The team concept implies a sense of _________ mission and collective __________.

-Shared -Responsibility

What are the 3 team characteristics?

-Size -Diversity -Roles

Important team characteristics are:

-The type of team -Team characteristics -Team composition

Effective teams typically have 5 common characteristics. What are they?

-Trust -Health conflict -Commitment -Accountability -Results orientation

What are some challenges a virtual team faces?

-Using technology to build relationships -Shape culture through technology -Monitor progress and rewards

Two components of thriving employees are:

-Vitality -Learning

For an E ---> P expectancy to be high, the individual must have the:

Ability, previous experience, necessary equipment, tools, and opportunity to perform.

During the forming stage, members usually ____________ whatever authority is offered by either formal or informal leaders.

Accept

Reflects a high degree of cooperativeness, which works best when people realize they they are wrong, when an issue is more important to others than to oneself, when building social credits for use in later discussions, and when maintaining harmony is especially important. (Your way)

Accommodating style

Members hold one another accountable rather than relying on managers as the source of accountability.

Accountability

Theory that suggests that certain types of needs are acquired during an individual's lifetime. In other words, people are not born with these needs but may learn them through their life experiences.

Acquired needs theory

The team success principle says that the favorable evaluation of the team by outsiders:

Add to success

The removal of an unpleasant consequence once a behavior is improved, thereby encouraging and strengthening the desired behavior.

Avoidance learning

People don't accept responsibility for outcomes and engage in finger-pointing when things go wrong.

Avoidance of accountability

Reflects neither assertiveness nor cooperativeness. It is appropriate when an issue is trivial, when there is no chance of winning, when a delay to gather more information is needed, or when a disruption would be costly.

Avoiding style

The name given to the set of techniques by which reinforcement theory is used to modify human behavior.

Behavior modification

__________________ pertains to the ability of teams to bring greater knowledge and skills to job tasks and enhance the potential of the organization to respond to new threats or opportunities in the environment.

Capacity to adapt and learn

Method to reduce a perceived inequity a person may change his or her outcomes. (Ex. an underpaid person may request a salary increase or a bigger officer)

Change outcomes

Method to reduce a perceived inequity in which a person may increase the status attached to their job artificially or distort others' perceived rewards to bring equity into balance.

Change perceptions

Method to reduce a perceived inequity in which a person may choose to increase or decrease his or her inputs to the organization.

Change work effort

Who proposed a modification to Maslow's theory?

Clayton Alderfer

A functional team is also known as a _________________ team.

Command Team

Because all ideas are put on the table, people can achieve genuine buy-in around important goals and decisions.

Commitment

The second main cause of conflict results from?

Communication breakdown.

What is the primary cause of conflict?

Competition over resources such as money, information, or supplies

Movement up the hierarchy is more ________ in the ERG Model than movement up the hierarchy in Maslow's model.

Complex

Reflects a moderate amount of both assertiveness and cooperativeness. It is appropriate when the goals on both sides are equally important, when opponents have equal power and both sides want to split the difference, or when people need to arrive at temporary or expedient solutions under time pressure. (Halfway)

Compromising

Concept that says if team members agree on purpose and direction, they will be more cohesive.

Concept of shared goods

Refers to the antagonistic interaction in which one party attempts to block the intentions or goals of another.

Conflict

Stress the analysis of underlying human needs and how managers can satisfy needs in the workplace.

Content theories

Theory that emphasizes the needs that motivate people.

Content theories

With the integrative negotiation method, conflicts are managed through _______ & _________ which fosters trust and positive long-term relationships.

Cooperation and compromise

Which of the following (5) contributions to teams does this best represent? "Because teams include people with disperse skills, strengths, experiences, and perspectives, they contribute to a higher level of creativity and innovation in the organization."

Creativity and innovation

A team that is composed of employees from about the same hierarchal level, but from different areas of expertise.

Cross-functional team

What was Boeing's solution to producing more aircraft without expanding?

Cross-functional teams provided the innovative answer.

Assumes that the size of the pie is fixed, and each party attempts to get as much of it as they can. One side wants to win, which means the other side must lose. With this win-lose approach, distributive negotiation is competitive and adversarial , rather than collaborative, and does not typically lead to positive long-term relationships

Distributive negotiation

Reflects assertiveness to get one's own way and should be used when quick, decisive action is vital on important issues or unpopular actions such as during emergencies or urgent cost cutting situations. (My way approach)

Dominating style

Involves determining whether putting effort into a task will lead to high performance.

E ----> P expectancy

Needs theory is the same as the ______ theory?

ERG Theory

What theory did Clayton Alderfer propose?

ERG Theory

What typically determines what needs people acquire?

Early life experiences

Means that people have different needs for growth and development.

Employee growth-need strength.

To the extent that managers understand _____________________, they can design reward systems to meet them and direct employees' energies and priorities toward attaining organizational goals.

Employees' needs

Means that people enjoy their jobs and are satisfied with their work conditions, contribute enthusiastically to meeting team and organizational goals, and feel a sense of belonging and commitment to the organization.

Engagement

Which of the following (5) contributions to teams does this best represent? "Working in teams can meet these needs and create greater camaraderie across the organization. Teams also reduce boredom, increase people's feelings of dignity and self-worth, and give people a chance to develop new skills. Individuals who work in an effective team cope better with stress, enjoy their jobs more, and have a higher level of motivation and commitment to the organization."

Enhanced motivation and satisfaction.

People with a high need for achievement are frequently:

Entrepreneurs

A state of ________ equity exists whenever the ratio of one person's outcomes to inputs equals the ratio of another's outcomes to inputs.

Equity

Theory that focuses on individuals' perceptions of how fairly they are treated compared with others.

Equity theory

When a person has a high need for growth and development, including the desire for personal challenge, achievement, and challenging work, the model is:

Especially effective

Theory that suggests that motivation depends on individuals' expectations about their ability to perform tasks and receive desired rewards. This theory is not concerned with identifying types of needs, but with the thinking process that individuals use to achieve rewards.

Expectancy theory

That idea that the behavior that is not positive reinforced will gradually disappear.

Extinction

The withholding of a positive reward. Involves with holding praise of other positive outcomes. Undesirable behavior is essentially ignored.

Extinction

Given by another person, typically a manager, and include promotions, praise, and pay increases. These type of rewards originate externally, as a result of pleasing others.

Extrinsic rewards

People go along with others for sake of harmony, instead of expressing conflicting options.

Fear of conflict

Core job dimension level which analyzes the degree to which doing the job provides feedback to the employee about his or her performance.

Feedback

Demands are what each person wants from the negotiation, whereas interest represent the "why" behind the demands. Ex. Two sisters fighting over the orange peel.

Focus on interests, not current demands.

The _______ stage of development is a period of orientation and getting acquainted. Members break the ice and test one another for friendship possibilities and task orientation.

Forming

Who created the two-factor theory?

Frederick Herzberg

Principle that suggests that failure to meet a high-order need may trigger a regression to an already fulfilled lower-order needs. Thus, a worker who cannot fulfill a need for personal growth may revert to a lower-order need and redirect his or her efforts toward making a lot of money.

Frustration-regression principle

A team that is composed of a manager and his or her subordinates in the formal chain of command. In some cases, this type of team may include three or four levels of hierarchy within one specific department (ex. Finance department, Accounting, Market, etc.)

Functional teams

Rewards all employees and managers within a business unit when predetermined performance targets are met. Encourages teamwork.

Gain sharing

a cross border team made up of members of different nationalities whose activities span multiple countries.

Global team

Means that employees have to buy into the goals and be committed to them.

Goal acceptance

Refers to the degree to which goals are concrete and unambiguous. (Ex. Visit one new guests a day or sell $1,000 in merchandise per day)

Goal specificity

Described by Edwin Locke and Gary Latham, and proposes that managers can increase motivation and enhance performance by setting specific, challenging goals, and then helping people track their progress toward goal achievement by providing timely feedback.

Goal-setting theory

Determine whether the following is a team or a group: "Has a designated strong leader"

Group

Determine whether the following is a team or a group: "Has individual work products."

Group

Determine whether the following is a team or a group: "Holds individuals accountable"

Group

Determine whether the following is a team or a group: "Measurers effectiveness indirectly by influence on business (such as financial performance).

Group

Determine whether the following is a team or a group: "Run efficient meetings."

Group

Determine whether the following is a team or a group: "Sets identical purpose for group and organization"

Group

A situation in which people are so committed to a cohesive team that they are reluctant to express contrary opinions. In other words, people go along with ideas for the sake of harmony.

Groupthink

During the forming stage, uncertainty is typically very:

High

Studies have found that high employee motivation goes hand in hand with:

High organization performance and profits

As a general rule, morale is _________ (higher/lower) in cohesive teams because of increased communication among members, a friendly team climate, maintenance of membership because of commitment to the team, loyalty, and member participation in team decisions and activities.

Higher

Which of the following (5) contributions to teams does this best represent? "Effective teams can unleash enormous energy from employees and lead others to want to work for the team as well."

Higher productivity and lower costs

Part of the two factor theory that involves the presence of absence of job dissatisfiers, such as working conditions, pay, company policies, and interpersonal relationships.

Hygiene Factors

Which of the following (5) contributions to teams does this best represent? "One criterion for organizational effectiveness is whether products and services meet customer requirements for quality."

Improved quality.

Members put personal ambition or the needs of their individual departments ahead of collective results.

Inattention to results

Presence of competition says that when a team is in moderate competition with other teams, its cohesiveness:

Increases as it strives to win

Much work in organizations is interdependent, which means:

Individuals or departments rely on other individuals and departments for information or resources to accomplish their work.

Teams that re-design processes such as redesigning work space, or an assembly process, are called:

Innovation teams

Each party in negotiation has its own interests and naturally would like to maximize its outcomes. Successful negotiation requires focus on objective criteria and maintaing standards of fairness rather than using subjective judgement about the best solution.

Insist that results be based on object standards

Based on a win-win assumption, in that all parties want to come up with a creative solution that can benefit both sides. Rather than viewing the conflict as a win lose situation, people look at the issues from multiple angles, consider trade-offs, and try to expand the pie rather than divide it.

Integrative negotiation

The satisfactions a person receives in the process of performing a particular action. (Ex. solving a problem that benefits other may fulfill a personal mission.)

Intrinsic rewards

Research suggests that task conflict can be beneficial because:

It leads to better decision making and better problem solving

A well-balanced team will do the best over the long term because:

It will be personally satisfying for team members, as well as permits the accomplishment of team tasks.

Who developed equity theory?

J. Stacy Adams

A unit or work that a single employee is responsible for performing.

Job

Model that was yielded by research into the design of hundreds of jobs which includes skill variety, task identity, task significance, autonomy, and feedback.

Job Characteristics Model

The application of motivation theories to the structure of work for improving productivity and satisfaction.

Job design

Technique to combine a series of small tasks into one new, broader job so that people perform a variety of activities.

Job enlargement

Incorporating high-level motivators into the work, including responsibility, recognition, and opportunities for growth, learning and achievement. In an enriched job, employees have control over the resources necessary for performing tasks, make decision on how to do the work, experience personal growth, and set their own work pace.

Job enrichment

Allows two or more part-time workers to jointly cover one job.

Job-sharing

Non-financial reinforcements such as positive feedback, social recognition, and attention are ________ as effective as financial incentives.

Just as effective

If people are afraid to express their true opinions, it's difficult to gain their true commitment to decisions.

Lack of commitment.

People don't feel safe to reveal mistakes, share concerns, or express ideas.

Lack of trust

States that behavior that is positively reinforced tends to be repeated, and behavior that is not reinforced tends not to be repeated.

Law of effect

Method to reduce a perceived inequity in which a person may decide to leave their job rather than suffer from the inequity of being underpaid or overpaid. In their new job they will expect to find a more favorable balance of rewards.

Leave the job

If a person wants to satisfy low-level needs, such as safety and belongingness, the job characteristics model has _______ effect.

Less

Level of the 'ERG theory' that includes the needs for physical well being:

Level 1 - Existence needs

Level of Maslow's 'Hierarchy of Needs Theory' in which reflects the most basic human physical needs such as food, water, and oxygen. In an organizational setting, they include basic things such as adequate heat, base salary, and air.

Level 1 - Physiological needs

Level of Maslow's 'Hierarchy of Needs Theory' in which reflects the needs for a safe and secure physical and emotional environment and freedom from threats. In the workplace this could include things such as a safe job, fringe benefits, and job security.

Level 2 - Safety needs

Level of Maslow's 'Hierarchy of Needs Theory' in which reflects people's desire to be accepted by one's peers, have friendships, be part of a group, and be loved. In the workplace, these needs influence the desire for good relationships with coworkers, participation in a work group, and a positive relationship with supervisors.

Level 3 - Belongingness needs

Level of the 'ERG theory' that includes the needs that focus on the development of human potential and the desire for personal growth and increased competence.

Level 3 Growth needs

Level of Maslow's 'Hierarchy of Needs Theory' in which reflects the needs to desire for a positive self-image and to receive attention, recognition, and appreciation from others. Within organizations this could include a motivation for recognition, an increase in responsibility, high status, and credit for contributions to the organization.

Level 4 - Esteem needs

Level of Maslow's 'Hierarchy of Needs Theory' in which reflects people's needs for self-fulfillment, which is the highest need category. This includes: developing one's full potential, increasing one's competence, and becoming a better person.

Level 5 - Self-actualization needs

Rewards employees for meeting ambitious goals with luxury items such as HDTV's, ticket to big name sporting events, and exotic travel.

Lifestyle awards

Strategy where you learn more about your opponent's position, their constraints, and their needs by being quiet & asking questions.

Listen and ask questions

Using fear to motivate people in organizations almost always has negative consequences for:

Long-term performance and employee development

Rewards employees with a one-time cash payment based on performance

Lump-sum bonuses

Idea that the single most important factor that can boost motivation, positive emotions, and perceptions during a workday is making progress toward meaningful goals.

Making Progress Principle

It is the responsibility of _______________ to find the right combination of motivational techniques and rewards to satisfy employees' needs and simultaneously encourage high work performance.

Manager

In organizations, effective teams are built by:

Managers who take specific actions to help people come together and perform well as a team

Theory that proposes people are motivated by multiple needs and that these needs exist in a hierarchical order.

Maslow's 'Hierarchy of Needs Theory'

Hard goals are _______ motivating than easy ones.

More

Motivators are the key factor to:

Motivating employees and ensuring high-job satisfaction.

Refers to the forces either within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action.

Motivation

Incentive programs can be effective if they are used appropriately and combined with:

Motivational ideas that also provide people with intrinsic rewards

Part of the two factor theory that focuses on high level needs and include achievement, recognition, responsibility, and opportunity for growth.

Motivators

Need studied by the acquired needs theory that includes the desire to accomplish something difficult, attain a high standard of success, master complex tasks, and surpass others.

Need for achievement.

Need studied by the acquired needs theory that includes the desire to form close personal relationships, avoid conflict, and establish warm friendships.

Need for affiliation

Need studied by the acquired needs theory that includes the desire to influence or control others, be responsible for others, and have authority over others.

Need for power

________ theory explains why organizations find ways to recognize employees, encourage their participation in decision making, and give them opportunities to make significant contributions to the organization and society.

Needs

Quadrants 1 & 2 are both ______ approaches to motivating.

Negative

Relationship conflict is typically followed by what type of consequences?

Negative

People engage in give and take discussion and consider various alternatives to reach a joint decision that is acceptable to both parties.

Negotiation

During the ________ stage, conflict is resolved, and team harmony and unity emerge. Consensus develops on who has the power, who the leaders are, and what members' roles are. Members come to accept and understand one another and differences are resolves and members develop a sense of team cohesion.

Norming

What is another name for vicarious learning?

Observational learning

These five steps may occur in sequence, but in teams that are under time pressure, they may:

Occur quite rapidly

Means that all associates have access to all financial and operating information.

Open book management

Involves determining whether successful performance will lead to desired outcome or reward.

P ----> O expectancy

Links employee salary with the number of task skills acquired. workers are motivated to learn the skills for many jobs, thus increasing company flexibility and efficiency.

Pay for knowledge

Rewards individual employees in proportion to their performance contributions. Sometimes known as merit pay.

Pay for performance

During this stage, the major emphasis is on problem solving and accomplishing the assigned task. Members should be committed to the team's mission and are coordinated with one another to handle disagreements in a mature way. Finally, members should interact frequently and direct their discussions and influence towards achieving team goals.

Performing

Members have similar attitudes and values and enjoy being together.

Personal Attraction to the team

________________ pertains to the team's ability to meet the personal needs of its members and hence maintain their membership and commitment.

Personal satisfaction

Quadrants 3 & 4 are ______ motivational approaches.

Positive

The administration of a pleasant and rewarding consequence following a desired behavior, such as praise for an employee who arrives on time or does a little extra work.

Positive reinforcement

Theory that explains how people select behavioral actions to meet their needs and determine whether their choices were successful. Important perspectives in this area include goal-setting theory, equity theory, and expectancy theory.

Process Theories

Concern the thought processes that influence behavior, and focus on how people seek rewards in work circumstances.

Process theories

What does "we have to put up with free riders mean?"

Refers to a team member who attains benefits from a team membership but who does actively participate in and contribute to the team's success.

Defined as anything that causes a certain behavior to be repeated or inhibited.

Reinforcement

Theory that simply focuses on the relationship between behavior and its consequences. Focuses on changing or modifying employees' on the job behavior through the appropriate use of immediate rewards and punishments.

Reinforcement Theory

Focus on employee learning of desired work behaviors

Reinforcement and social learning theories

Refers to interpersonal incompatibility that creates tension and personal animosity among people.

Relationship conflict

Individual members set aside personal agendas and focus on what's best for the team. Collective results define success.

Results orientation

Motivation only works in the area of _______.

Satisfaction

_______________, where people are able to monitor their own progress toward a goal, has been found to be an even stronger motivator than external feedback.

Self-feedback

Core job dimension levels which analyzes the number of diverse activities that compose a job and the number of skills used to perform it.

Skill variety

Refers to the tendency for the presence of others to enhance one's performance.

Social Facilitation

Equity theory proposes that people are motivated to seek:

Social equity in the rewards they receive for performance.

Related to the reinforcement perspective, but it proposes that an individual's motivation can results not just from direct experience of rewards and punishments, but also from the person's observations of other people's behaviors.

Social learning theory

What is free riding often referred to as?

Social loafing

A type of cross-functional team which is a group created outside the formal organization structure to undertake a project of special importance or creativity. Members of this type of team are still part of the formal organizational structure, but perceive themselves as a separate entity.

Special purpose team

Tony Brown, Vice President of Global Purchasing for Ford suggested creating what type of team to monitor monitor parts manufacturers, etc..

Special-purpose team

Which of the following (5) contributions to teams does this best represent? "Teams can speed product development, respond more quickly to changing customer needs, and solve-cross-departmental problems more quickly. Additionally, these teams can maneuver fast."

Speed of Response

During the ________ stage, the team leader should encourage participation by each team members. Members should propose ideas, disagree with one another, and work through the uncertainties and conflicting perceptions about team tasks and goals.

Storming

During what stage may members jockey for positions, or coalitions or subgroups based on common interests may form?

Storming

Refers to disagreements among people about the goals to be achieved or the content of the tasks to be performed.

Task conflict

What type of cross-functional team did Georgetown Preparatory use to prepare for the flu?

Task force

Core job dimension level which analyzes the degree to which an employee performs a total job with a recognizable beginning and end.

Task identity

Core job dimensions level which analyzes the degree to which the job is perceived as important and having an impact on the company or consumers.

Task significance

In successful teams, the requirements for task performance and social satisfaction are met by the emergence of two types of roles. What are they?

Task specialist and socioemotional

A unit of two or more people who interact and coordinate their work to accomplish a common goal to which they are committed and hold themselves mutually accountable for.

Team

Determine whether the following is a team or a group: "Has collective work products"

Team

Determine whether the following is a team or a group: "Holds members accountable to each other."

Team

Determine whether the following is a team or a group: "Measurers effectiveness directly by assessing collective work."

Team

Determine whether the following is a team or a group: "Runs meetings that encourage open-ended discussion and problem solving."

Team

Determine whether the following is a team or a group: "Sets specific vision or purpose"

Team

Determine whether the following is a team or a group: "Shares or rotates leadership roles"

Team

When tasks are highly interdependent, a ________ can be the best approach to ensuring the level of coordination, information sharing, and exchange of materials necessary for successful task accomplishment.

Team

Defined as the extent to which members are attracted to the team and motivated to remain in it.

Team cohesiveness

When team members have frequent contact, they get to know one another, consider themselves a unit, and become more committed to the team.

Team interaction

An informal standard of conduct that is shared by team members and guides their behavior.

Team norm

Rewards employees for behavior and activities that benefit the team , such as cooperation, listening, and empowering others.

Team-based compensation

Sometimes called flex-pace, allows employees to work from home or an alternative workplace.

Telecommuting

What does "teams are often dysfunctional mean?"

The best groups will be better than their individual members, and the worst groups will be worse than the worst individual.

Contrasts behaviors that are driven by fear or pain versus those driven by growth or pleasure.

The horizontal dimension

What does "we have to give up our independence mean?"

The idea that when you are member of a team, you're success depends on the team's success. You should always put the team first

What is the central idea of a self-managed team?

The teams themselves, rather than managers or supervisors, take responsibility for their work, make decisions, monitor their own performance, and alter their work behavior as need to solve problems, meet goals, and adapt to changing conditions.

The idea behind avoidance learning is that people will chance a specific behavior to avoid:

The undesired result that the behavior provokes

Principles of scientific management, in which tasks are designed to be simple, repetitive, and standardized. This contributes to efficiency, but simplified jobs aren't typically effective as motivational technique because:

They can be boring and routine

A ___________________ is one in which people are not just satisfied and productive but also engaged in creating the future - their own and that of the organization.

Thriving workforce

People who have a high need for power often are associated with:

Top levels in the organizations hierarchy.

Members trust one another on a deep emotional level and feel comfortable being vulnerable with one another.

Trust

In virtual teams, what causes conflict most commonly?

Trust issues, because members may feel they're being left out of important communications.

Theory in which the center of the scale is neutral, meaning that workers are neither satisfied nor dissatisfied. The theory's two extremes are driven by motivators in which influence a level of satisfaction, and hygiene factors, which influence a level of dissatisfaction.

Two Factor Theory

The value of outcomes, or attraction to outcomes, for the individual.

Valence

Occurs when an individual sees other perform certain behaviors and get rewarded for them.

Vicarious learning

A group made up of geographically or organizationally dispersed members who are linked primarily through advanced information and telecommunications technology.

Virtual Teams

Feeling alive, energized, and passionate about what he or she is doing. The individual has a sense that his or her work has a purpose or meaning.

Vitality

A team made up primarily of tasks specialist will tend to have a singular concern for task accomplishment and will/will not be satisfying for employees over the long run.

Will not

Ethnic, national, and racial diversity can hinder team interaction, and performance in the short run, but:

With effective leadership, the problems fade over time.

Defined as altering jobs to increase both the quality of employees' work experience and their productivity.

Work re-design

What are 5 contributions of teams?

(1) Creativity and innovation (2) Improved quality (3) Speed of response (4) Higher productivity and lower costs (5) Enhanced motivation