MGMT 311 - Test 2
Which of the following statements concerning network centrality is true? -When the work is complex, a centralized network structure is more effective. -A decentralized structure means members can communicate with anyone on the team. -Team members tend to prefer a centralized network structure. -When tasks are straightforward, a decentralized structure means fewer mistakes. -A decentralized structure is more efficient when the tasks are simple.
A decentralized structure means members can communicate with anyone on the team.
Which of the following statements concerning the abilities or personalities of individual team members and team performance is correct? -A team full of highly agreeable members is the most effective team when decisions are "high stakes" in nature .-Extraverts are most efficient at performing individualistic roles, increasing team performance. -The natural reaction to a low conscientiousness team member is to simply avoid them, increasing effectiveness. -A limited number of extraverts on a team is beneficial to both the social climate of the group as well as team effectiveness. -Team members with a high degree of agreeableness are likely to play the devil's advocate role, decreasing performance.
A limited number of extraverts on a team is beneficial to both the social climate of the group as well as team effectiveness.
Which of the following examples depicts someone acting in an individualistic role? -Cliff asks Benny to calm down when Farrah disagrees with him. -Mersades lays out goals the team should focus on. -J.T. motivates people to beat last year's performance. -A.J. gives a hostile look to Arjun when she shares an idea. -Norb asks probing questions to challenge obvious flaws in the team's plans.
A.J. gives a hostile look to Arjun when she shares an idea.
Which of the following examples best exemplifies the concept of process gain? -Archie, a warehouse manager, divides the workers into groups of five and assigns each group a leader to oversee the group's progress and submit a weekly report detailing any problems. -Agnes, Ari, and Isla, through their combined efforts to improve efficiency as shipping and receiving clerks, achieve a higher on-time delivery rate than their coworkers. -Dawntell, Sam, and Hector frequently propose valuable ideas about improving employee morale to their boss, the human resources supervisor. -Joel and Eddie collaborate on devising new ways to reduce absenteeism by tossing around as many ideas as they can without criticizing or impeding each other's thought processes. Jaime and Wallace collaborate on devising new ways to reduce absenteeism by tossing around as many ideas as they can without criticizing or impeding each other's thought processes. -The accounting supervisor, Geraldine, relies on the advice of one of the account managers, Shawnee, more than others because of Shawnee's track record with providing valuable insights. The accounting supervisor Clementine relies on the advice of one of her account managers, Celeste, more than others because of Celeste's track record with providing valuable insights.
Agnes, Ari, and Isla, through their combined efforts to improve efficiency as shipping and receiving clerks, achieve a higher on-time delivery rate than their coworkers.
_________ formally dictates how jobs and tasks are divided and coordinated between individuals and groups within the company. -An organizational structure -The chain of command -An organizational chart -Formalization -Centralization
An organizational structure
_________ diversity refers to diversity with respect to attributes that are less easy to observe initially but that can be inferred after more direct experience. -Disjunctive -Similarity -attraction -Deep-level -Surface-level -Conjunctive
Deep-level
What is the biggest weakness of a functional structure? -Employee efficiency is decreased due to a high degree of work specialization. -Employees do not communicate as well across functions as they do within functions. -It is not efficient when the organization as a whole has a relatively narrow focus. -It is not efficient when the organization has fewer product lines or services. -It cannot operate efficiently in a stable environment.
Employees do not communicate as well across functions as they do within functions.
Which of the following is true with regard to outcome interdependence? -Team reward structures with high outcome interdependence reward members based solely on their own performance, irrespective of team performance .-Team reward structures with hybrid outcome interdependence reward members based solely on their own performance, irrespective of team performance. -In an organization with compensation that has high outcome interdependence, a higher percentage of employees' pay will depend on how well their team does. -In an organization with compensation that has low outcome interdependence, members receive rewards that are dependent on their team's performance.-In an organization with compensation that has low outcome interdependence, a higher percentage of employees' pay will depend on how well their team does.
In an organization with compensation that has high outcome interdependence, a higher percentage of employees' pay will depend on how well their team does.
Anastasiya and Orville opened a large boutique named Stratus in Atlanta. Being the owners of the business, they decide the most important matters. All the rest of the decisions concerning products, finance, marketing, and personnel are carried out by the department heads, who have to act according to Anastasiya's and Orville's instructions and orders. Which of the following is true about Stratus? -It has a matrix organizational structure. -It has a centralized system of decision making. -It has a narrow span of control. -The degree of formalization is very low in the organization. -It has a very tall organizational structure.
It has a centralized system of decision making
Which of the following is true about work specialization? -It improves the flexible nature of workers. -It creates problems in larger firms where little flexibility is required. -It encourages employees to upgrade their skills in multiple disciplines. -It makes training new employees easier when replacements are needed. -It ensures that each worker performs different tasks every day.
It makes training new employees easier when replacements are needed.
Which of the following statements about an organization in a dynamic business environment is true? -It allows organizations to primarily focus on efficiency. -It requires little change over time. -It does not change frequently. -It requires organizations to have structures that are more adaptive. -It requires organizations to have structures that are more rigid.
It requires organizations to have structures that are more adaptive.
Which of the following is an example of a function of an action team? -Leah and Chaz form a committee to purchase new lights for the company parking lot. -Marko and Aleks lead the clean-up effort when their company's warehouse is hit by a tornado. -Ava and Mary divide the tasks associated with filing dental records in their office. -Tayshawn and Britta correspond via electronic means to coordinate sales campaigns in two cities. -Cruz and Lucas work to improve the durability of the solar panels their company makes.
Marko and Aleks lead the clean-up effort when their company's warehouse is hit by a tornado.
Mahesh loves working on the new engineering team. Everyone is so friendly, and there is never any bitterness or conflict. Mahesh is sure they will come up with the most innovative designs ever. Is Mahesh right? -Maybe, but only as long as there are a majority of narcissists participating on the team. -Maybe, but the team members may be so focused on creating harmony, they may endanger task accomplishment. -Yes, but only if all the team members also demonstrate rather high levels of neuroticism. -No. Teams must have dissenters, questioners, and confrontational individuals in order to succeed. -Yes. The absolute best makeup for a team is to have all members demonstrate high levels of agreeableness.
Maybe, but the team members may be so focused on creating harmony, they may endanger task accomplishment.
Which of the following is an example of the anticipatory stage of socialization? -Miranda is unhappy at her current job and asks her friend Saul about the culture at Streaming Music Solutions, where he works. -Participating in Friday afternoon karaoke sessions at BuzzwebNews cures Max of his fear of singing in public. -During orientation training at Green Grocery Goods, Simone asks her fellow new hires about where they used to work. -On her first day at Cakewalk Corporation, Jezebel is introduced to her new coworkers, and they take her out to lunch. -After three months at Al's Auto Repair, Benjamin is no longer confused by the technical jargon his coworkers use.
Miranda is unhappy at her current job and asks her friend Saul about the culture at Streaming Music Solutions, where he works.
Which of the following statements is true of span of control? -A wide span of control requires organizations to hire many managers, increasing labor costs. -A wide span of control is typical of a tall structure. -Ten employees is typically considered a narrow span of control. -Organizational performance decreases as span of control increases, but only up to a point. -Narrow spans of control allow managers to be more interactive with employees.
Narrow spans of control allow managers to be more interactive with employees.
Which of the following statements about the encounter stage of socialization is true? -Newcomers come to learn the content areas of socialization and internalize the norms and expected behaviors of the organization. -The encounter stage involves the adoption of the spoken and unspoken goals and values of the organization. -New employees compare the information they acquired as outsiders with what the organization is really like now that they are insiders. -The encounter stage of socialization is the last stage in the socialization process. -The encounter stage of socialization takes place prior to an employee spending even one second on the job.
New employees compare the information they acquired as outsiders with what the organization is really like now that they are insiders.
Which of the following examples, each occurring about midway through a project, demonstrates punctuated equilibrium? -Moon realizes his team is failing and asks his supervisors for permission to disband it. -Franklin illuminates long-festering resentments within the team and progress comes to a standstill. -Rosa and her teammates realize they need to quit messing around and get busy to meet their deadline. -Kelli and her associates have worked ahead, so they can relax and do nothing for the duration of the project. -Hans finally feels comfortable enough with his role to slip into a mundane routine.
Rosa and her teammates realize they need to quit messing around and get busy to meet their deadline.
______ activities refer to things team members do to obtain information about technology, competitors, or the broader marketplace. -Ambassador -Social loafing -Task coordinator -Scout -Action learning
Scout
_________ refer(s) to specific types of feelings and thoughts that coalesce in the minds of team members as a consequence of their experience working together. -Centralization -Cognitive states -Team states -Groupthink -Team cohesion
Team states
Which of the following is true of an organization with a simple organizational structure? -The owner, the president, and the managers form the top management team. -The company chart is likely to be flat. -Rules are formalized. -Work is specialized. -Decision making is likely to be decentralized.
The company chart is likely to be flat.
Which of the following statements about companies that adopt a differentiation strategy is true? -They are more likely to take a mechanistic approach to organizational design. -They concentrate on developing large quantities of the same product, thereby providing cost advantages to their customers. -Their focus is on being as efficient as they can be. -Their product is likely of high quality or has unique features. -They rely on selling products at the lowest possible cost.
Their product is likely of high quality or has unique features.
Which of the following statements about companies that adopt a low-cost producer strategy is true? -They are more likely to take an organic approach to organizational design. -They likely have a mechanistic approach to organizational design. -They believe people will pay more for a product that is unique in some way. -They focus on supplying high-quality differentiated products to customers. -They depend on being able to adjust to changing environments quickly.
They likely have a mechanistic approach to organizational design.
How does a restructuring usually affect employees in the short term? -Confusion will decline slightly. -Learning will increase greatly. -Stress will remain unchanged. -Task performance will increase. -Trust will decline quite a bit.
Trust will decline quite a bit
Which of the following scenarios exemplifies span of control? -Vanna is responsible for managing 16 employees. -Briley is responsible for the fall seasonal product line. -Lucia is responsible for an annual purchasing budget of $100,000. -Octavio performs one single task repeatedly. -Sergei makes all decisions affecting shipping.
Vanna is responsible for managing 16 employees.
What does a team need in order to assure a high level of goal interdependence? -high outcome interdependence -an organizational chart -clear expectations -explicitly assigned roles -a formalized mission statement
a formalized mission statement
Although not much is known about the effect of restructuring on affective commitment, restructuring generally results in _________blank level of affective commitment on the part of employees. -a moderate positive -no significant -a moderate negative -a small negative -a large positive
a moderate negative
What is mentoring? -training that involves observations of how other team members perform their roles -a process by which a junior-level employee develops a deep and long-lasting relationship with a more senior-level employee within the organization -the primary process by which employees learn the social knowledge that enables them to understand and adapt to the organization's culture -a process where the leader of an organization provides specific instructions and closely supervises the performance of employees -training that gives members actual experience carrying out the responsibilities of their teammates
a process by which a junior-level employee develops a deep and long-lasting relationship with a more senior-level employee within the organization
Jayda, a former sales manager, has been out of the workforce for more than a decade and is thrilled when she lands a job at Mystic Visions Technology. For her first day at work, she dresses in a conservative business suit and digs her old briefcase out of the closet. When she arrives at the office, she is shocked to see people dressed in jeans and sweatshirts, with some not even wearing shoes. Instead of working in a cubicle as she had for years, she is seated at a long, open table with numerous other employees where everyone wears headphones as they work. She finds that she has trouble keeping up with department communications because she still relies on email instead of inter-office social networks. The casual office atmosphere is distracting, and the level of familiarity her coworkers demonstrate with each other is incomprehensible to her. After a few weeks, Jayda gives her notice because she realizes she will never fit in at such an organization. What does this scenario demonstrate? -a lack of self-confidence. -a counterculture. -a weak culture. -a strong culture. -bullying.
a strong culture.
Monitoring progress toward goals is a type of _________ process. -interpersonal -cohesive -team-building -action -transition
action
Systems monitoring and helping behavior are examples of _________ processes. -action -managerial -cohesive -transition -interpersonal
action
Which of the following is a type of team process training? -positional rotation -positional modeling -action learning -conflict resolution -personal clarification
action learning
Talia formed a technology startup in her garage, and it has grown more rapidly than she ever imagined. She has always kept tabs on all of her people, and her company has just passed 150 employees. What should she do now? -eliminate some positions to keep numbers manageable -add more structure for communication and decision making -increase the number of decisions that only she can make -send managers to large corporations to bring back a sense of largeness -decrease the span of control to make the structure more flat
add more structure for communication and decision making
Tasks for which the contributions resulting from the abilities of every member are considered in total to determine team performance are _________ tasks. -subjunctive -disjunctive -additive -indicative -conjunctive
additive
Kayshawn works for Healthy Insurance Network Team, often known simply as HINT, and has earned the nickname "Mr. HINT" because his values and personality match the company culture perfectly. Research findings suggest that Keyshawn is also likely to have: -all of these -high citizenship behaviors -high trust -low stress -high organizational commitment
all of these
In communication, which network is the most effective for teams handling complex tasks? -Y -Y and wheel -wheel -all-channel -circle
all-channel
If you say that the information richness of a communication process is high, it means that the -amount and depth of information getting transmitted in the communication process is high. -receiver is transmitting an overload of feedback to the sender. -amount of noise in the communication process is high. -sender is encoding unnecessary information in the communication process. -receiver is unable to decode the information encoded by the sender.
amount and depth of information getting transmitted in the communication process is high.
What is company strategy? -how jobs and tasks are divided and coordinated between individuals and groups within the company -the degree to which tasks in an organization are divided into separate jobs -the method by which an organization transforms inputs into outputs -an organization's objectives and goals and how it tries to capitalize on its assets to make money -customers, competitors, suppliers, distributors, and other factors external to the firm
an organization's objectives and goals and how it tries to capitalize on its assets to make money
Realistic job previews occur during which stage of socialization? -understanding -encounter -attrition -anticipatory -adaptation
anticipatory
The matrix structure gives each employee _________ chains of command. -infinite -organic -mechanistic -at least two -team-based
at least two
What are the elements of the ASA framework? -admission-submersion-assimilation -attribution-submission-anticipation -attraction-selection-attrition -assertion-supplementation-apprehension -anticipation-socialization-articulation
attraction-selection-attrition
When a company holds to its espoused values over time and regardless of the situations it operates in, the values -grow stale, and new employees do not assimilate them. -together comprise one of the observable artifacts. -become more believable to employees and outsiders. -lose their effectiveness and are counterproductive. -distract employees from the company mission.
become more believable to employees and outsiders.
Dontell manages a shipyard with over 700 workers performing a variety of tasks. After walking through the grounds talking to the employees, he is surprised to learn that few of the workers share common goals within teams. He sees a wide variation in what people believe they are trying to accomplish. How can Dontell best resolve this issue and help his workforce find some common goals? -by dismantling the teams so he can establish one goal for the entire facility -by making all employees trade jobs for several weeks so they have more in common -by giving each worker a set amount of time to find out what their goals should be or face discipline -by increasing the dependence of the teams on each other so all tasks share common goals -by instructing his teams to create mission statements with clearly defined goals
by instructing his teams to create mission statements with clearly defined goals
Every year, 52 Weeks, a large off-road vehicle manufacturer, organizes a huge function in which it gives an "Exemplary Performer" award to a deserving employee, along with a paid vacation and an opportunity to use the company's newest all-terrain vehicle for a year at no cost. This is an example of which of the following components of organizational culture? -espoused values -ceremonies -basic underlying assumptions -symbols -stories
ceremonies
Power Health Supplements Incorporated is growing very fast in both sales and number of employees. It manufactures and sells dietary supplement products to customers all over the United States and several other countries. So far, the company has followed a simple structure. However, with fast-paced growth, the company needs to explore other organizational structures. Angelo, a long-time employee at Power Health Supplements, has collected information on how some of its competitors have organized their companies. Herbals Incorporated groups its employees by their different areas of expertise such as marketing, finance, human resources, and operations. Vita Great, which is primarily in the United States, groups its activities as Northeast Division, Southeast Division, Northwest Division, Southwest Division, and Central Division. Supple Incorporated has organized its employees according to the accounts they serve, such as health club contracts, sports teams, individual sales, and retail outlet sales. Finally, Magic Health International has grouped its business units around different types of supplements, including the Weight Loss, Muscle Gain, Endurance, Sleep, and Energy Supplement Divisions. Which of the following describes Supple Incorporated's organizational structure? -functional -product -matrix -geographic -client-based
client-based
Cristian, Fahd, Hao, and Adelina are four friends working at four different organizations. In Cristian's firm, Timely Advances, employees are both distant and disconnected from one another, whereas in Fahd's company, Power Dynamics, it is quite the opposite—employees are friendly, and they all think alike. Hao works for Flowing Wealth, where employees think alike but are not friendly to one another. Finally, Adelina is employed at Climate of Hope, where employees are friendly, but they think differently and do their own thing. Fahd's firm, Power Dynamics, can be described as having a(n) _________blank culture. -networked -fragmented -communal -individualistic -mercenary
communal
Which of the following answer options is part of an organization's business environment? -competitors -workers -managers -facilites -team leaders
competitors
Which of the following tactics is designed to encourage adaptation to the organization's culture? -orienting new employees in a solitary setting to avoid overwhelming them with both new tasks and new people -allowing newcomers to interact with current employees while they are being oriented -using no examples of what an employee is supposed to be like -constantly reminding newcomers that they are now part of a group and that this new group helps define who they are -allowing organizational membership regardless of whether or not any specific requirements have been met
constantly reminding newcomers that they are now part of a group and that this new group helps define who they are
_________blank can sometimes serve a useful purpose by challenging the values of the overall organization or signifying the need for change. -diversity cultures -countercultures -sustainability cultures -safety cultures -creativity cultures
countercultures
Brainstorming and nominal group technique are two ways teams can increase -boundary spanning. -interpersonal processing. -groupthink. -decision making. -creative behavior.
creative behavior.
The idea behind _________blank is that team members can develop shared mental models of what is involved in each of the roles in the team and how the roles fit together to form a system. -devil's advocacy -synergy -cross-training -action learning -team cohesion
cross-training
What is one metric for measuring team performance? -customer net worth -team size -customer satisfaction -team demographics -team viability
customer satisfaction
One element of a firm's environment is -formalization -work specialization -decentralization -chain of command -customers
customers
Which three specific factors have been found to account for a team's ability to make effective decisions? -transactive memory, transformative memory, and decision memory -individual effort, team effort, and boundary spanning effort -decision informity, staff validity, and hierarchical sensitivity -groupthink, social loafing, and process rotation -decision redundancy, social facilitation, and transactive memory
decision informity, staff validity, and hierarchical sensitivity
At Singh's Cycle Shop, the machines have to be re-tooled with each motorcycle they repair. On top of that, customers may drop in for a quick fix, and the mechanics have to know how to quickly refit every machine they use. In the case of Singh's Cycle Shop, -the shop should keep rigid policies. -formalization should increase. -each mechanic should be responsible for one machine. -decisions should be decentralized. -rules and procedures should be standardized.
decisions should be decentralized.
Most merged companies operate under a _________blank for an extended period of time. -weak culture -counterculture -strong culture -differentiated culture -subculture
differentiated culture
In tasks with an objectively verifiable best solution, the member who possesses the highest level of the ability relevant to the task will have the most influence on the effectiveness of the team. These types of tasks are _________blank tasks. -subjunctive -conjunctive -additive -indicative -disjunctive
disjunctive
Layla participated in a problem-solving quiz competition among teams of coworkers. Because Layla was the most familiar with the types of problems on her quiz, her team's performance depended largely on Layla's performance. What is the type of task represented by the quiz competition? -conjunctive -disjunctive -surface-level -multiplicative -additive
disjunctive
According to the value in diversity problem-solving approach -diversity in teams is beneficial because it provides for a larger pool of knowledge from which a team can draw as it carries out its work. -deep-level diversity in teams is less likely to lead to productive outcomes than surface-level diversity is. -diversity in teams is beneficial because it allows the individual team members to accept differences between people and work together. -surface-level diversity is less likely to lead to team cohesion than deep-level diversity is. -diversity in teams is not beneficial if the problems to be solved are unfamiliar to the team members.
diversity in teams is beneficial because it provides for a larger pool of knowledge from which a team can draw as it carries out its work.
Which of the following reflects a bureaucratic structure? -formalization -loose chains of command -variety in job tasks -wide spans of control -decentralization
formalization
Which of the following represents the predictable sequence of stages in team development? -forming, storming, norming, performing, and adjourning -storming, norming, performing, forming, and adjourning -performing, forming, norming, storming, and adjourning -norming, forming, storming, performing, and adjourning -norming, forming, performing, storming, and adjourning
forming, storming, norming, performing, and adjourning
What do individualistic role behaviors do? -promote the team mission, particularly in contexts in which decisions are "high stakes" in nature -focus on activities that benefit the team as a whole rather than the separate team members -facilitate team productivity and the accomplishment of team tasks -foster negative feelings among team members and hinder a team's ability to perform effectively -support team harmony and encourage effective team performance
foster negative feelings among team members and hinder a team's ability to perform effectively
At Motion Robotic Solutions, employees are distant and disconnected from one another. Which type of organizational culture does Motion Robotic Solutions have? -diversified -safety oriented -individualized -fragmented -service oriented
fragmented
Which team-building role encourages participation from teammates? -harmonizer -encourager -gatekeeper-expediter -standard setter -follower
gatekeeper-expediter
Daniela is the Swiss Alps division manager of Steep Slope Skis. Other managers are in charge of the Rockies, French Alps, Sierra Nevada, and Japanese Alps divisions. Her brother, Jorge is a marketing manager at a different firm who enjoys attending ballets with the distribution and operations managers from his company. Daniela likely works in a company with a _________ structure, while Jorge most likely works in a company with a _________ structure. -product; client-based -client-based; geographic -geographic; product -product; functional -geographic; functional
geographic; functional
Ahmed's Indestructible Brush Guards makes one product over and over again, a type of brush guard designed to fit on any lawn mower. The guards never change because the unique design fits all mowers. Given the nature of its business, Ahmed's should -give each employee a specific task to perform. -have a low mechanistic structure. -look for ways to vary its manufacturing procedures. -adopt an organic structure. -allow employees to make their own decisions.
give each employee a specific task to perform.
What does the type of team process training known as action learning do? -give the team the opportunity to work on an actual problem within the organization -let team members receive information regarding the roles of the other team members -allow team members to obtain information about technology, competitors, or the broader marketplace -give team members actual experience carrying out the responsibilities of their teammates -let team members observe how other members perform their roles
give the team the opportunity to work on an actual problem within the organization
When team members have a shared vision and align with that vision, the team is said to have a high degree of _________blank interdependence. -goal -outcome -reciprocal -sequential -task
goal
Monitoring, evaluating, and providing performance-related feedback are associated with which of the following? -planning and task coordination -conflict resolution -communications -goal setting and performance management -collaborative problem solving
goal setting and performance management
Jakob, Nathan, and Ting are members of the marketing team at Wonderous Innovations, Incorporated (WII), and are responsible for generating ideas for new marketing strategies. Jakob has done a phenomenal job in gathering information necessary to help the team understand the desires and needs of the client. All things being equal, Ting has the best record of making good recommendations to Tigran, the vice president of marketing. Nathan can make some good recommendations, but sometimes his recommendations are completely off base. Usually, Tigran pays careful attention to what Ting has to say, but he generally does not pay much attention to what Nathan proposes. In addition to Tigran, Ting has been meeting with the vice president of operations and other members of the executive team to gain support for their request to increase the marketing budget. Tigran's tendency to listen to Ting and ignore Nathan reflects which factor in effective decision making? -decision informity -transition process gain -production blocking -staff validity -hierarchical sensitivity
hierarchical sensitivity
Abril, Karima, and Bo are new product development specialists at the hat company Brim Over. All three have been part of the same team for over a year, and as a team they have had tremendous success, with three of their hat designs among the current season's best sellers. There is a healthy sense of competition among them, but they take credit as a group for their successes rather than focus on individual achievement. A team such as this is said to have ______. -good mental modeling. -high cohesion. -good transactive memory. -high potency. -good conflict management.
high potency.
In organizations with communal cultures, there is _________ sociability and _________ solidarity. -high; high -low; low -moderate; low -moderate; high -low; moderate
high; high
The product design team at smartphone maker Sapling, Incorporated, has had a fantastic string of successes over the past four years. The first phone it released helped Sapling dominate the marketplace with its line of powerful and highly photo-capable devices. Lately, however, the team's manager, Serena, notices that the team seems content to rest on its laurels and bask in past glories. The team spends a good deal of time in meetings tracking the sales of last year's model and speculating about how big everyone's bonus will be. In the team's early days, the ergonomics specialist, Fritz, and the audio designer, Astrid, would argue over the ideal placement of the headphone jack and built-in speakers, but now they have built a strong bond and constantly agree with the other's proposals. With respect to group cohesion, which of the following approaches should Serena adopt to restore the team's capacity for innovation? -destabilize the team by promoting low-performing members to leadership positions -meet with team members individually to assess their needs and frustrations -hire a consultant to attend team meetings and ask challenging questions when ideas stagnate -divide the team into two halves and pit them against each other -threaten to replace the entire team if it fails to deliver fresh ideas
hire a consultant to attend team meetings and ask challenging questions when ideas stagnate
Schmidt Sporting Gear, a large athletics store, pays its employees a base salary, as well as up to a 12 percent bonus based on individual performance and up to a 5 percent bonus based on team performance. Schmidt uses a reward structure with -management teams. -parallel teams. -punctuated equilibrium. -sequential interdependence. -hybrid outcome interdependence.
hybrid outcome interdependence.
Lina is frequently hostile to other team members, cynical about the goals of the team and others' engagement in the project, and sometimes disagrees and stubbornly blocks progress "just because." Her behavior often leaves other team members feeling hopeless or tired. Lina's behavior reflects _________blank role behaviors. -gatekeeper -devil's advocate -individualistic -team-building -team task
individualistic
Work teams focus on the accomplishment of core operational-level production and service tasks, whereas management teams focus on -performing highly visible, complex acts. -assigning tasks based on identifiable personal traits of team members. -producing a one-time output. -providing recommendations and resolving issues. -integrating the activities of subunits across business functions.
integrating the activities of subunits across business functions.
Motivating and confidence building, conflict management, and affect management are types of _________blank processes. -transition -mission analysis -interpersonal -coordination -action
interpersonal
At FastBoats Incorporated, a big order is called a tsunami. This is an example of which observable artifact? -ritual -symbol -language -espoused value -ceremony
language
Elnur, the warehouse manager for Superior Skylight, Incorporated, tells Diya and Yan that three pallets of weather stripping need to be taken to the warehouse. Diya and Yan move the three pallets from the loading dock onto the warehouse floor. Afterward, Yan tells Diya, "That was fast. Time for a break!" But Diya says, "Not so fast. We need to move the boxes of weather stripping from the pallets to the shelves." Yan responds, "Elnur just said to move them to the warehouse. He didn't say where in the warehouse to put them." Diya cautions, "Yeah, but every other time he's asked us to take pallets to the warehouse, we've put the boxes on the shelves." Yan says, "If he'd wanted us to do that, he should have told us so." Yan and Diya's confusion is a result of Elnur's -high communication competence. -low emotional intelligence. -high information richness. -low communication competence. -high emotional intelligence.
low communication competence.
In NCAA College Football, the Heisman Trophy is given to the top player, without regard to the performance of the player's team. The award could go to a player whose team does not even reach the playoffs. This award is an example of _________ interdependence .-low task -high outcome -low outcome -high task -low goal
low outcome
In organizations with mercenary cultures, we tend to find _________ sociability and _________ solidarity. -moderate; low -high; moderate -low; high -moderate; moderate -high; low
low; high
Spiros is a member of the production design team on a science fiction film called The Future Begins Yesterday. It is a big-budget production and is already behind schedule due to weather delays. Spiros and two other team members, Juanita and Alex, are tasked with finding futuristic background props for a scene in which the hero and his nemesis have a huge fight. Spiros, while glad to have landed his first job in the film industry, earns more money from posting videos offering behind-the-scenes glimpses of the set online. To that end, he sneaks back to the team's trailer as often as he can to post new material. This means that the set decorations the team was supposed to source are not yet complete, and the scene cannot be filmed at the scheduled time. The set design supervisor, Marsha, observes Juanita and Alex arguing with Spiros about holding up his end of the group effort. Marsha hears Spiros telling them that they are much better at finding props than he is, so they do not really need his help. Marsha sees a lot of potential in Spiros, but she is unhappy with the fact that he is not contributing as much as he should and is holding up the production as a result. Given what you know about process loss, how should Marsha address Spiros's behavior? -require employees to check in their cell phones and laptops when arriving on set -instruct Juanita and Alex to address Spiros's shortcomings however they see fit -transfer Spiros to the front office where he will not have direct access to the set -make Spiros responsible for sourcing wall hangings and window treatments only -fire Spiros from the production because he is not capable of working in a team environment
make Spiros responsible for sourcing wall hangings and window treatments only
Nominal group technique decreases social loafing and production blocking—problems with brainstorming—by -discouraging bad ideas in the meeting. -making people pool their ideas in a face-to-face meeting. -making people agree to one idea generated in a face-to-face meeting. -making people write down ideas on their own. -making people speak in turns during all face-to-face meetings.
making people write down ideas on their own.
Cristian, Fahd, Hao, and Adelina are four friends working at four different organizations. In Cristian's firm, Timely Advances, employees are both distant and disconnected from one another, whereas in Fahd's company, Power Dynamics, it is quite the opposite—employees are friendly, and they all think alike. Hao works for Flowing Wealth, where employees think alike but are not friendly to one another. Finally, Adelina is employed at Climate of Hope, where employees are friendly, but they think differently and do their own thing. Hao's firm, Flowing Wealth, can be described as having a _________ culture. -communal -fragmented -collective -mercenary -networked
mercenary
The working environment at Riverside Warehouses, Incorporated, is very political. Its employees often think alike but are generally unfriendly to each other. Which type of culture prevails at this company? -networked -collective -communal -mercenary -fragmented
mercenary
Which type of culture is political, where everyone is looking out for themselves? -safety -networked -mercenary -disconnected -fragmented
mercenary
Teamwork processes have a _________blank effect on team performance and a _________blank effect on team commitment. -moderate positive; moderate positive -weak positive; moderate positive -moderate positive; strong positive -strong positive; moderate positive -weak positive; strong positive
moderate positive; strong positive
Which of the following structures generally develop from companies with functional structures whose interests and goals become too diverse for that structure to handle? -multi-divisional -global -matrix -mechanistic -organic
multi-divisional
Minae worked with a team, one representative from each department, that readied acquisition requests. The work was easy enough, but important. She also worked on a union liaison team handling any grievances that arose. Minae thought that this work was very important and arranged her schedule around team meetings. Minae was dedicated to both of these positions, but the team she really enjoyed was the morale team. Many of the team members met for lunch every day, and the discussion always centered on how they could boost morale. What was Minae involved in? -multiple team membership -hybrid outcome interdependence -punctuated equilibrium -disjunctive tasks -a similarity-attraction approach
multiple team membership
Cristian, Fahd, Hao, and Adelina are four friends working at four different organizations. In Cristian's firm, Timely Advances, employees are both distant and disconnected from one another, whereas in Fahd's company, Power Dynamics, it is quite the opposite—employees are friendly, and they all think alike. Hao works for Flowing Wealth, where employees think alike but are not friendly to one another. Finally, Adelina is employed at Climate of Hope, where employees are friendly, but they think differently and do their own thing. Adelina's firm, Climate of Hope, can be described as having which culture type? -fragmented -mercenary -networked -complex -communal
networked
A common form of training called _________blank teaches attendees about the organization. -newcomer orientation -realistic job previews -mentoring -person-organization fit -basic underlying assumptions
newcomer orientation
Rodrigo and Ane are on a team that has been assigned to cut overtime hours in a records processing facility. For several months, they have argued and made no progress. This morning, their supervisor told them that the team needed to have a viable plan within eight days. Rodrigo and Ane realize that they need to work together to accomplish team goals, and consequently, they begin to cooperate with one another. Rodrigo and Ane are in the _________blank stage of team development. -storming -norming -forming -performing -projecting
norming
Which type of organization is flexible, adaptive, outward-focused and capable of thriving in dynamic environments? -highly specialized -highly centralized -mechanistic -organic -bureaucratic
organic
The _________ helps organizational members and outsiders understand and comprehend how work is structured within a company. -chain of command -organizational chart -structural map -Gantt chart -scalar chain
organizational chart
The _________blank helps organizational members and outsiders understand and comprehend how work is structured within a company. -structural map -Gantt chart -chain of command -scaler chain -organizational chart
organizational chart
Cuba is the CEO of a large shipping company. He has some very talented employees, but the company keeps falling behind its competitors. When Cuba observes what is going on, he finds some cases where managers are micromanaging good employees, while other managers cannot address all the needs of their employees. Cuba needs to address how the company's talent is -compensated. -recruited. -organized. -identified. -disciplined.
organized.
_________blank is the degree to which an individual's personality and values match the culture of an organization. -communal culture -culture strength -integration framework -person-organization fit -reality shock
person-organization fit
Scarlett led a team of gatherers who traveled from forest to forest collecting edible mushrooms. Team members repeatedly loaded their backpacks with mushrooms and poured the mushrooms into containers in the back of a van. At the end of the week, Scarlett took the van to a buyer and received payment for the total number of pounds of mushrooms and redistributed the money to team members. This arrangement is a form of _________blank interdependence. -reciprocal -comprehensive -response -pooled -sequential
pooled
A special surveillance and rescue team is being deployed to counter the menace of poachers in unpopulated regions throughout the world. Sebastian, Julietta, and Omar are the core members of the team. Sebastian was elected as the leader of the team. Julietta is responsible for monitoring the team's progress toward its goals. Omar took on the role of motivator and confidence builder for the team. This team has worked together before and has developed a high level of common understanding regarding the team and its mission. Members also strongly believe that the team can be effective across a variety of situations and tasks. As a standard practice, before deployment, the team members observe how other members perform their roles by shadowing and going through simulations. The standard pre-deployment practice of the team represents which aspect of cross-training? -personal clarification -collaborative problem solving -action learning -positional modeling -positional rotation
positional modeling
The deepest level of cross-training involves _________, which gives members actual experience carrying out the responsibilities of their teammates. -positional rotation -positional modeling -planning and task coordination -conflict resolution -personal clarification
positional rotation
When Mia performs day-to-day tasks needed to keep her team moving forward, she is performing the role of a(n) -orienter -compromiser -energizer -initiator-contributor -procedural-technician
procedural-technician
A laser metal cutting company, Thermosteel, has branched into making and selling so many different products that managing them has become very difficult. Which of the following structures would help Thermosteel control this situation? -simple -product -geographic -client-based -functional
product
Supple Incorporated has organized its employees according to the accounts they serve, such as health club contracts, sports teams, individual sales, and retail outlet sales. Finally, Magic Health International has grouped its business units around different types of supplements, including the Weight Loss, Muscle Gain, Endurance, Sleep, and Energy Supplement Divisions. Which of the following describes Magic Health International's organizational structure? -product -geographic -client-based -functional -matrix
product
A team of highly skilled and qualified members of an organization failed to perform the team objective assigned to them. When the reason for this lack of performance was investigated, it was clear that, although the team members worked hard, they had to wait for their teammates to complete a particular task before they could start their own. Which of the following explains the reason for process loss in this case? -motivational loss -social facilitation -coordination loss -synergy -production blocking
production blocking
Josie's Organic Seeds formed several teams to plan and execute the 10th anniversary celebrations of the company. Over a period of 10 weeks, the teams organized events, oversaw logistics, and coordinated employee activities. The events were planned on a large scale and required significant input from the managers and production workers. These are examples of _________blank teams. -work -project -parallel -management -action
project
A team was formed to coordinate the impending ISO accreditation process for a company over a period of six months. The team members are drawn from various departments. Which of the following types of teams does this most exemplify? -action teams -work teams -project teams -parallel teams -management teams
project teams
If a team member develops a sense that it is okay to do things that are interpersonally risky, or that expressing opinions and making suggestions that challenge the status quo will not be met with embarrassment and rejection, this is a sign of -task conflict -communication competence -centralization -psychological safety -affect management
psychological safety
The goal of an organization's socialization efforts should be to minimize _________ as much as possible. -espoused values -newcomer orientation -reality shock -mentoring -diversity
reality shock
Sometimes a company must adapt to its environment. What is the first step in adapting to the environment? -evaluating the internal environment -recognizing the need to change -exploring the competitor's structures -announcing a restructuring plan -evaluating the external environment
recognizing the need to change
The advertising agency Positive Impressions lands a large new corporate client. The accounts manager, Julie, assembles a team of twelve people from across the company's many departments to assess and plan how best to serve the client's needs. This group has worked together before with much success. The team is comfortable with each other, and members feel free to propose any kind of wild, crazy idea that comes to mind as everyone will listen without judgment. In fact, those "crazy" ideas have led to some great advertising campaigns. If there are any disagreements, the group usually talks through the issue until it is resolved. Everyone is even-tempered, and there are rarely disagreements, but two members, Josephine and Eric, are butting heads about one small production issue. Both strongly believe their way is the more effective, efficient way, but they have not taken the issue before the group yet because they are still trying to convince each other. At the most recent discussion, they traded some journal articles between them supporting their positions. Julie is aware there is a conflict between Josephine and Eric but they still appear friendly and even continue to eat lunch together. Keeping the concepts of interpersonal processes in mind, what actions should Julie take? -hire a consultant to facilitate team-building exercises that promote group effort over individual achievement -send a message to the other team members warning them about the conflict between Josephine and Eric -divide the group into smaller pairings, making sure that Josephine and Eric have no shared duties or unnecessary interactions -refrain from interfering, but monitor Josephine and Eric's working relationship for any conflict escalation -create a team hierarchy that requires Josephine and Eric to report to senior team members who are empowered to issue reprimands
refrain from interfering, but monitor Josephine and Eric's working relationship for any conflict escalation
Ivaana is promoted to a position in management after two years in customer service at an upscale hotel. She is excited about the opportunity and tries hard to fit in with her new team. Things go well at first, and the team works effectively to come up with new approaches to promote special deals pairing hotel packages with local tourist attractions. One day at lunch, her coworkers are talking about their dogs, and Ivaana says she does not like the thought of owning a pet. Two of her teammates, Atharv and Mei, are shocked. Since both grew up around pets and own multiple dogs, they cannot understand Ivaana's beliefs, and they become distant toward her. As a result, the team begins to lose the productivity gains it once had. This team is demonstrating _________ conflict. -goal -relationship -task -mission -strategy
relationship
What refers to the disagreements among team members in terms of interpersonal relationships or incompatibilities in personal values or preferences. -poor coordination. -goal specificity mismanagement. -task conflict. -relationship conflict. -poor mission analysis.
relationship conflict
At Vault Technologies, the central marketing team of 12 employees has weekly "hammock" meetings. All the team members lie on hammocks and try to block out the stress of all of the small details to focus on the broader picture of where they are taking the company's marketing strategy and why it matters. These hammock meetings are representative of which of the following components of the organization's culture? -physical structures -rituals -espoused values -enacted values -solidarity
rituals
What are the daily or weekly planned routines that occur in an organization? -representations -values -stories -symbols -rituals
rituals
Alden has been given a detailed explanation of the behavior he is expected to display in various contexts as an associate at Gracious Greens, an organic produce distributor. Alden has been given a(n) -value -belief -role -ability -goal
role
Every day at Awning Art, Gus cuts the awning supports, and then Pilar grinds down the sharp edges. Next, Muhammed polishes them, and Liv sprays a rust inhibitor on them. Finally, Sybil dries the supports and puts them into the awnings. Each person is the most skilled team member at performing their task. Awning Art's workers have _________ interdependence. -reciprocal -sequential -coordinated -pooled -comprehensive
sequential
Member 1 → Member 2 → Member 3 → Member 4 → OutputWhich type of interdependence is represented by this diagram? -reciprocal -pooled -comprehensive -response -sequential
sequential
Organizations that have successfully created a _________blank culture have been shown to change employee attitudes and behaviors toward customers. -mercenary -service -fragmented -safety -creativity
service
A high degree of outcome interdependence exists when team members -perform a task in a set sequence of specialized steps. -work independently and combine their output at the end of the day. -are paid the same rate as other teams .-earn rewards based on their individual performance. -share in the rewards that the team earns.
share in the rewards that the team earns.
Hard Facts publishing has decided to restructure its organization. During the restructuring, managers will probably see -slightly declining task performance. -less confusion about employee roles. -reduced workplace stress. -slightly increasing employee trust. -faster employee learning.
slightly declining task performance
A psychology class has been assigned an individual case study project as well as a group project. The members of the group will receive the same grade for the group project, but they will be graded separately for their individual projects. Kari, Mihail, Sherifa, and Siti are members of one such group. Kari and Sherifa worked very hard on the group project. Mihail and Siti, however, did not contribute much to the group project because they felt that Kari and Sherifa would manage to get good grades for it. Instead, they focused their efforts on their individual projects. Which of the following answer options best exemplifies Mihail and Siti's behavior? -social loafing -production blocking -motivational loss -synergy -coordination loss
social loafing
_________blank results from members feeling less accountable for team outcomes relative to independent work resulting in individually identifiable outcomes. -coordination loss -motivational loss -social facilitation -production blocking -social loafing
social loafing
Which of the following is a process that begins before an employee starts work and does not end until an employee leaves the organization? -self-assessment -indoctrination -performance evaluation -socialization -adaptation
socialization
Which of the following refers to the degree to which members of the team make useful recommendations to the leader? -decision informity -staff validity -social loafing -groupthink -hierarchical sensitivity
staff validity
The marketing team of C.G. Worldwide was asked to develop a marketing strategy for the Central Asian region. Members of the team were provided with all the information required to make good recommendations to the leader but failed to deliver due to their lack of insight and poor judgment. This indicates that the marketing team had low _______. -groupthink. -staff validity. -production blocking. -social loafing. -decision informity.
staff validity.
Which of the following is an example of a team-building role? -energizer -procedural-technician -standard-setter -self-confessor -coordinator
standard-setter
Jacques and Olga have both been assigned to a team to choose how to dispose of waste. Jacques has long believed the company should create its own waste disposal department, and Olga has long believed they should hire an outside vendor to handle it. They both cut each other off in meetings, refuse to listen to each other, and have made some people on the team choose sides and feel resentment toward other members. Jacques and Olga are on a team in the _________ stage of team development. -adjourning -storming -performing -norming -forming
storming
The development of courses of action and contingency plans and then adapting those plans in light of changes that occur in the team's environment refer to -goal progress. -taskwork protocols. -strategy formulation. -systems monitoring. -helping behavior.
strategy formulation
When Mathilda first walked into the glass-enclosed lobby of Data Mining Solutions' headquarters, she observed an enormous three-dimensional recreation of the company's logo—a bright red question mark—hanging from the ceiling. As she was taken on a tour of the building, the same red question mark appeared painted along the hallways, in decals placed on all street-facing windows, and as a screen saver on the company computers. Such corporate branding is an example of which type of observable artifact? -stories -symbols -rituals -language -physical structures
symbols
_________ is most critical in situations in which the complexity of the work is high or when tasks require members to combine their knowledge, skills, and efforts to solve problems. -Production blocking -Hierarchical sensitivity -Task improvement -Dynamic cohesion -Synergy
synergy
What are basic underlying assumptions? -anecdotes, accounts, legends, and myths that are passed down from cohort to cohort within an organization -taken-for-granted beliefs and philosophies that are so ingrained that employees simply act on them rather than questioning the validity of their behavior in a given situation -casual conversations about other people in the organization in which the facts are not confirmed as being true -aspects of an organization's culture that employees and outsiders can easily see or talk about -decisions that are somewhat automatic because the employees' knowledge allows them to recognize the situation and the course of action to be taken
taken-for-granted beliefs and philosophies that are so ingrained that employees simply act on them rather than questioning the validity of their behavior in a given situation
_________blank can be beneficial to teams if it stimulates conversations that result in the development and expression of new ideas. -social loafing -task conflict -relationship conflict -noise -groupthink
task conflict
_________blank is normally conducted by a consultant and intended to facilitate the development of team processes related to goal setting, interpersonal relations, problem solving, and role clarification. -team building -cohesion realignment -conflict resolution -team integration -task coordination
team building
Deep-level diversity has positive effects on team creativity when -team size is more than 15 people. -there are fewer than three fault lines in the team. -all team members are highly conscientious. -team members are instructed to take the perspective of their teammates. -there are no team members exhibiting individualistic roles.
team members are instructed to take the perspective of their teammates
When measuring team effectiveness, two aspects are considered important: _________, which may include metrics such as the quantity and quality of output, and _________, sometimes called team commitment. -team composition; team size -team performance; team viability -task interdependence; goal interdependence -team roles; team diversity -norming; performing
team performance; team viability
Daphne is the top performing nurse on the maternity ward at Downtown General Hospital. In advance of her annual performance review, her supervisor, Raul, begins observing her work behavior more closely to facilitate a more thorough review. One day, a doctor begins berating a nurse for not notifying him of a patient's change in medication, and Daphne steps in to defuse the situation by explaining that the medication was changed from a brand name drug to an identical generic version. Another day, Raul watches as Daphne works with two other nurses to sort out how best to deal with the aggressive partner of a woman recovering from a five-week premature delivery. Additionally, Raul sees that Daphne keeps a daily calendar of events and tasks. Going into the performance review, Raul concludes that Daphne is exhibiting a high degree of -devil's advocacy -boundary spanning -positional modeling -group cohesion -teamwork competency
teamwork competency
What is task interdependence? -the degree of difference among team members in attributes that are inferred through observation and experience -the degree to which team members have a shared goal and align their individual goals with that vision -the degree of difference among team members in observable traits -the degree to which team members share equally in the feedback and rewards that result from the team achieving its goals -the degree to which team members interact with and rely on other team members for the information, materials, and resources needed to accomplish work for the team
the degree to which team members interact with and rely on other team members for the information, materials, and resources needed to accomplish work for the team
What is socialization? -the characteristics or attributes of a person that inspire trust, including competence, character, and benevolence -the help people receive from others when they are confronted with stressful demands -the primary process by which employees learn the knowledge that enables them to understand and adapt to the organization's culture -the willingness to be vulnerable to an authority based on positive expectations about the authority's actions and intentions -the different types of activities and interactions that occur within a team as the team works toward its goals
the primary process by which employees learn the knowledge that enables them to understand and adapt to the organization's culture
What is restructuring? -the process of creating or selecting an organizational structure -the way in which tasks in an organization are divided into separate jobs -the process of changing an organizational structure -the way a company tries to capitalize on its assets to make money -the process by which a company transforms inputs into outputs
the process of changing an organizational structure
Blessing is on the same team as Diego, but she never interacts with him because she knows they are on opposite sides of the political ideological spectrum. As a result, their team generates few ideas to help the company. This is an example of -the value in diversity problem-solving approach. -the role of devil's advocate. -comprehensive interdependence. -deep-level diversity. -the similarity-attraction approach to diversity.
the similarity-attraction approach to diversity
Which of the following groups is probably the biggest driver of culture? -front-line employees -top executives -first-line managers -middle managers -stockholders
top executives
Teamwork activities that focus on preparation for future work refer to -team process. -brainstorming. -cohesion. -process gain. -transition processes.
transition processes
During which stage of socialization do newcomers come to learn the content areas of socialization and internalize the norms and expected behaviors of the organization? -attrition -anticipatory -encounter -understanding and adaptation -selection
understanding and adaptation
In which stage of the socialization process do employees enjoy and get along with coworkers, know who makes things happen, and understand how to perform the key function of their job? -attrition -selection -understanding and adaptation -anticipatory -encounter
understanding and adaptation
What refers to the degree to which a job requires a number of different activities involving a number of different skills and talents? -task identity -autonomy -feedback -variety -task significance
variety
Straight Grain Bats has been a leader in the baseball bat manufacturing industry for decades, producing some very popular, high-quality bats. Straight Grain workers are all committed to the same philosophy on baseball and the role their bats play in the sport. The employees think their bats are the best, and if a person asks about their bats, they all have a memorized script about the company's bats that they recite. "You can always spot the Straight Grain Bats employees in a crowd," one industry journal commented, "because they dress, talk, and even walk the same way." Most likely Straight Grain Bats is a company -that would be a good candidate for a merger. -that is likely to experience a great deal of change in the near future. -whose identity is hard to distinguish from that of its competitors. -where new employees might find it difficult to adapt. -in which employees feel a sense of rootlessness and alienation.
where new employees might find it difficult to adapt
Leonor is the project manager of the organizational development team at Soft Interiors. Leonor's team has been assigned the task of studying and evaluating Soft Interiors' organizational structure. Leonor divided the tasks among the team members to collect preliminary information on different elements of Soft Interiors' structure. Max was asked to collect information on the degree to which tasks are divided into separate jobs. Stefan was asked to collect information on formal authority relationships. Harper started looking into how many employees each manager has responsibility for, and Jaxson was asked to collect evidence on the degree to which rules and procedures are used to standardize behaviors at Soft Interiors. Leonor decided to personally collect information and evidence on where exactly decisions are formally made at Soft Interiors. The team decided to meet and share their information in two weeks. Max was given the job of collecting information on which of the following elements of the organizational structure? -work specialization -chain of command -formalization -centralization -span of control
work specialization