Russian MGMT

Outcome

A high degree of ___ interdependence exists when team members share in the rewards that the team earns, FIFA World Cup gives an award to a player regardless if their team does well. this is considered an example of low ____, A high ____ implies that team members depend solely on their own performances for the rewards they receive

Not necessarily

Jax loves working on the new product team! Everyone is so friendly, there is never any bitterness or conflict. Jax is sure they will come up with the most creative new product ever! Is Jax right?

Role Taking

a manager describe role expectations to an employee, with the employee attempting to fulfill those expectations with his/her job behaviors

BATNA

a negotiator's bottom line

Need for Power

a personal characteristic that fosters organizational politics

Mentoring

a process by which a junior-level employee develops a deep and long-lasting relationship with a more senior-level employee within the organization refer to

Negotiation

a process in which two or more independent individuals discuss and attempt to come to an agreement about their different preferences it is difficult to change once in a high profile enviornment

Standard-Setter

a standard-setter expresses goals for the team to achieve

Member Conscientiousness

a team with high conscientiousness will be more productive than a team with members with low conscientiousness

Action Learning

a type of team process training

Integrative Bargaining

aimed at accomplishing a win-win scenario by using problem solving and mutual respect to achieve an outcome that is satisfying

Power

defined as the ability to influence the behavior of others and to resist unwanted influence in return has a moderate positive effect on job performance

Role Making

employee's own expectations for the dyad get mixed in with those of the leader marked by free-flowing exchange in which the leaser offers more opportunities and resources and the employee contributes more activities and effor

Culture Strength

employees definitively agree about the way things are supposed to happen within the organization and when their subsequent behaviors are consistent with those expectations

Virtural Teams

members are geographically dispersed and interdependent activity occurs through electronic communications

Adjourning (fifth)

members experience anxiety and other emotion as they disengage and ultimately separate from their team

Recpricol

members interact with a subset of other members to complete the team's work

Apprising

occurs when the requestor clearly explains why performing a request benefit the target personally

Internalization

occurs when the target of influence agrees with and becomes committed to the influence request reflects a shift in both the behaviors and the attitudes of employees. For a leader, this is the best outcome, because it results in employees putting forth the greatest level of effort accomplishing what they are asked to do

Centrality

represents how important a person's a job is and how many people depend on that to accomplish their tasks Leaders who perform critical tasks and interact with others regularly have a greater ability to use their power to influence others

Transactional Leadership

represents the carrot-and-stick approach to leadership

Lassiez-faire Leadership

represents avoidance of leadership altogether the leader avoids getting involved when important issues arise and power goes unutilized

Information Richness of a Communication Process is High

the amount and depth of information getting transmitted in the communication process is high

Role

the behavior a person is expected to display in a given context

Person-organization Fit

the degree to which an individual's personality and values match the culture of an organizaion

Performing (fourth)

members are comfortable working within their roles and the team makes progress toward goals.

Production Blocking

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 mates to reason for process loss in this case?

R1

According to the life cycle theory of leadership, a group of employees who are working together for the first time and are eager to begin, but lack the experience and confidence needed to perform their roles are at which level of readiness Ron, Tom, Ben, and Harry are four individuals working at Eva Pure, a bottled water manufacturing company. They all started at different times at the company, bringing different levels of experience and abilities to their jobs. John is the factory manager supervising all the employees including these four. From a readiness point of view, it can be said that Ben is able but unwilling, Tom is both able and willing, Ron is neither able nor willing, and Harry is not able but highly willing to take on the responsibilities. John must respond differently to each of them to get them prepared and get the job done. Harry is at the _____ readiness level.

increasing, increasing

As the level of task interdependence ___, members must spend ___ amounts of time communicating and coordinating with other members to complete tasks

Fragmented

At NoFrills Corporation, employees are distant and disconnected from one another. Based on this, the organizational culture at NoFrills can be described as: low sociability and low soliditary Molly, Lily, Rosy, and Cathy are four friends working at four different organizations. In Molly's firm, employees are both distant and disconnected from one another, whereas in Lily's company, it is quite the opposite—employees are friendly and they all think alike. Rosy works for an organization where employees think alike but are not friendly to one another. Finally, Cathy is at a firm where employees are friendly but they think differently and do their own thing. Molly's firm can be described as having which of the following culture types?

Encounter Stage

Begins the day an employee starts work New employees compare the information they acquired as outsiders during the first stage with what the organization is really like now that they are insiders You have recently been hired by TellMe, Inc. Today is your first day. You can be described at which stage of the socialization process?

Contingent Reward

Ben just announced to his employees that if they meet the sales goal for the month of August, they can have a paid four-day vacation. Which of the following styles of leadership is being used by Ben in this case?

Nominal Group Technique

Britney, a manager in an advertising firm, was assigned a team and asked to come up with ideas for an advertising campaign. Britney briefed her team and outlined the purpose of the brainstorming clearly after which she asked the members to individually generate ideas and bring their list to the next meeting. In the second meeting, the ideas were compiled, doubts clarified, and ideas built-on after which the members were then asked to individually rank the ideas and submit the list to Britney, who tabulated the scores and created a list of the five best ideas. Britney adopted _____ to generate the ideas. decreases social loafing by making people write down ideas of their own

Ambassador Activity

Burt, Ryan, and Heather are members of the marketing team at Model Industries, Inc. (MII), responsible for generating ideas for new marketing strategies. Burt 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, Heather has the best record of making good recommendations to Jeremy, vice president of marketing. Ryan can make some good recommendations, but sometimes his recommendations are completely off base. Usually, Jeremy pays careful attention to what Heather has to say, but generally does not pay much attention to what Ryan proposes. In addition to Jeremy, Heather 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. Heather is engaging in which of the boundary-spanning processes?

Staff Validity

Burt, Ryan, and Heather are members of the marketing team at Model Industries, Inc. (MII), responsible for generating ideas for new marketing strategies. Burt 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, Heather has the best record of making good recommendations to Jeremy, vice president of marketing. Ryan can make some good recommendations, but sometimes his recommendations are completely off base. Usually, Jeremy pays careful attention to what Heather has to say, but generally does not pay much attention to what Ryan proposes. In addition to Jeremy, Heather 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. The decision-making records of Heather and Ryan reflect which factor in effective decision making at MII?

Nominal Group Tecnique

Burt, Ryan, and Heather are members of the marketing team at Model Industries, Inc. (MII), responsible for generating ideas for new marketing strategies. Burt 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, Heather has the best record of making good recommendations to Jeremy, vice president of marketing. Ryan can make some good recommendations, but sometimes his recommendations are completely off base. Usually, Jeremy pays careful attention to what Heather has to say, but generally does not pay much attention to what Ryan proposes. In addition to Jeremy, Heather 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. According to research, the best way for Burt, Ryan, and Heather to improve their team hierarchical sensitivity would be to implement _____.

Networking Maps

Companies such as Microsoft, Pfizer, and Google are increasingly using ________ to understand the power structures in their organizations and who holds and wields the most influence. They ask employees questions such as "Who do you go to with a new idea?" and "Who can best help you solve a problem?" They analyze the responses to find our which managers and/or employees are most central to and influential in their companies.

Decision Informity

Daniel's team is working on a project to create an effective marketing campaign for a company that specializes in food processors. Daniel gathers all the necessary information to help his tea understand the product and the desires and needs of the client. He then clearly explains the responsibilities of each member of the team. He is ensuring that his team has high: reflects whether members possess adequate information about their own task responsibilities Burt, Ryan, and Heather are members of the marketing team at Model Industries, Inc. (MII), responsible for generating ideas for new marketing strategies. Burt 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, Heather has the best record of making good recommendations to Jeremy, vice president of marketing. Ryan can make some good recommendations, but sometimes his recommendations are completely off base. Usually, Jeremy pays careful attention to what Heather has to say, but generally does not pay much attention to what Ryan proposes. In addition to Jeremy, Heather 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. Burt's action would contribute to which factor in effective decision making at MII?

Similarity-attraction

Diversity on attributes such as cultural background, race, and attitudes are associated with communication problems and ultimately poor team effectiveness if true this statement validates the theory of the ____ approach to diversity in teams

Motivating and Confidence Building

Expressions that create a sense of urgency and optimism are examples of communications that reflect which of the following processes

Ceremonies

Formal events that are generally performed in front of an audience of organizational members are known as Every year, 7 Days, a large retail chain, organizes a large annual function in which it gives an "Employee of the Year" award to a deserving employee, along with a $5,000 cash prize and an opportunity to launch the retail chain's new product. This is an example of which of the following components of organizational culture?

Exchange

Gregory is a manager in an insurance company and heads a team of 30 agents. In order to meet the company's target, every agent needs to increase his or her target for the month by 15 percent. Gregory promises his agents a bonus if the company's target is met. Which influence tactic is Gregory using?

Reality Shock; enocunter

Having recently started his job at 7 Days Supermarket, Peter was heard making a comment that "Working at 7 Days Supermarket was not nearly what I expected it to be." This is an example of _____ that occurs in the _____ stage of the socialization process.

Outcome Interdependece

In an organization with compensation that has high outcome interdependence, a higher percentage of an employee's pay will depend on how well his team does

Groupthink

In highly cohesive teams, when members try to maintain harmony by striving toward consensus on issues without ever offering, seeking, or seriously considering alternative viewpoints and perspectives, it refers to: John F. Kennedy's decision to go forward with the Bay of Pigs invasion of Cuba, NASA's decision to launch the space shuttle Challenger in unusually cold weather, and Enron's board of directors' decisions to ignore illegal accounting practices are famous examples of _____. an employee with an excellent teamwork competency would be skilled in all of the following except____.

Coalition

In order to bring Steven, the marketing manager, on board with the idea of introducing a line of new products at Gold Coffee, Bree, the operations manager, enlisted the help of Natalie and Noah, the top two salespeople at the company. Bree is using which of the following influence tactics? Andy, Carl, and Ben are employees at Palliative Care Home (PCH). They report to Lisa who is the department manager. Lisa has a tremendous amount of freedom to make decisions on how she manages her employees. She recently gave Andy the preferred shift for his outstanding service to the patients at PCH, along with an employee-of-the-month award. In his acceptance speech, Andy indicated he is simply trying to emulate Carl, who is liked by all the patients at PCH. He admires Carl and has learned several things about the job by just observing him. Ben, feeling left out, has started to enlist other employees in the department to help influence Lisa for next month's award. Ben is utilizing the _____ influence tactic on Lisa, to win the employee-of-the-month award for the following month.

Disjunctive Tasks

In tasks with an objectively verifiable best solution the member who posses the highest level of the ability relevant to the task will have the most influence on the effectiveness of the team. ie. Mark is the most familiar with these questions and the team's performance depended entirely on Mark's performance

High-quality

In the leader-member exchange theory, the _____ exchange dyad is marked by the frequent exchange of information, influence, latitude, support, and attention

Teamwork Processes

Interpersonal activities that facilitate the accomplishment of the team's work but do not directly involve task accomplishment itself refers to: Has a strong positive effect on team commitment

Passive management-by-exception

John believes he has quite a unique style of leadership. He waits around for mistakes and errors from his employees and then takes corrective action as necessary. Which of the following is John's style of leadership? Sally believes that there are no actions needed until she receives complaints about someone's performance. Which of the following styles of leadership is Sally following?

Safety Culture

Manufacturing and medical companies have a tendency to create this reduces treatment errors in medical settings

Positional Modeling

Level of cross-training that involves team members observing how other members perform their roles The standard pre-deployment practice of the team Richard's team has been assigned the task of organizing an exhibition for companies selling home appliances. Richard ensured that each member of the team had an opportunity to observe other members perform their roles. This type of cross-training is termed as:

Avoiding

Low assertiveness and low cooperation lose-lose approach never really resolves a conflict occurs when on party wants to remain neutral or stay away from conflict to let things cool down

Motivational Loss

Mark, David, Tia, and Ashley are team members in a computer programming class. They have been assigned the task of creating a computerized payroll system. Mark and Tia worked very hard and created programs that worked well. David and Ashley, however, did not work as hard as they could and created programs with numerous errors. This resulted in a payroll system which could not be implemented. The team's poor performance that was a result of David and Ashley not doing their best can be termed as:

Creativity Culture

MicroTrac allows its engineers to spend 20 percent of their working time pursuing projects that they are passionate about to encourage innovation at the organization. This describes which of the following specific cultures?

Compromise

Moderate assertiveness and moderate cooperation most common form conflict resolution is the most common

Goal Setting and Performance Management

Monitoring, evaluating and providing performace-related feedback is associated with which of the following competencies

Interpersonal Processes

Motivating and confidence building, conflict management, and affect management are types of: A special surveillance and rescue team is being deployed to counter the menace of pirates in the Indian Ocean. Nick, Sid, Leah, and Kevin are the core members of the team. Nick was elected as the leader of the team. Sid is responsible for monitoring the team's progress toward its goals. Kevin took on the role of a motivator and the 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. Beyond his task responsibilities, Kevin's role also consists of behaviors that contribute to:

Devil's Advocate

Offers constructive challenges to the team's status quo an example of a team task role rather than an individualistic role One way to potentially prevent problems associated with cohesion is to formally institute the role of a(n) _____, who would be responsible for evaluating and challenging prevailing points of view in a constructive manner and also bringing in fresh perspectives and ideas to the team.

independent concepts, ends of a continuum

Ohio State studies argued that intiating Structure and Consideration are ____; while Michigan studies believed them to be ____.

low; high

Participating leader behavior comprises of ____ initiating structure and _____ consideration

Boundary Spanning

Rebecca and her students from the drama class have been asked to conduct a play to raise funds for the school library. To make the play a success, Rebecca consults and enlists the help of the Headmaster and senior teachers, while her students meet a few theater artists. They also consult a costume designer and a dance choreographer who have agreed to help the team with the play. Such activities involving individuals and groups who are not part of the team, are termed as:

correlations between leader traits and leader effectiveness were weak

Researchers found two particular limitations to trait theory and therefore started looking more at "what leaders do" rather than "who leaders are." The two limitations were 1) that traits had less practical relevance than leader actions, and 2) ______.

Facilitative

Ted is a quality control manager at Greenwoods Cement Inc. Any time a problem arises and a decision needs to be made, he believes in getting his people involved. He presents the problem to his employees and seek consensus on a solution. He insists in these problem-solving meetings that his opinion or suggestions carry no more weight than anyone else's. Which of the following is the decision-making style that Ted is displaying? Dolce, Alexandria, Brittney, and Nicole, are four managers at Polar Coat Manufacturing. Each in their department uses a different decision-making style and believes that their style is the best. Alexandria always presents the problem to her employees, gathers their opinions/suggestions and then makes the decision herself. Brittney gives her employees the responsibility for making the decision within a set of specified boundary conditions. Nicole makes the decision without asking her employees for their opinions/suggestions. Dolce presents the problem to her employees and seeks consensus with an emphasis that her opinion should only count as important as every other employee's in her department. Dolce is displaying _____ decision-making style.

Affect Management

The creative team of a fashion house is racing against a deadline to come up with the spring collection, and the pressure is leading to frayed tempers, which is hampering the team's progress. This is an example of poor _____.

Face-to-Face Channels

The highest level of information richness is achieved when messages are transmitted through

Degree of Centralization

The more communication flows through fewer members of the team, the higher the:

Observable Artifacts

The physical layout of workspaces dress codes, and the level of technology used are all examples of ____ that are represented by the organizations culture During her stay at the Renaissance Hotel, Ginny noticed that all the staff wore the same color and style of clothes. Which of the following layers of organizational culture would such a dress code represent?

Leader-Staff teams

The responsibilities of the leader and the rest of the team are distinct The leader makes decision for the team and provides direction and control over members The members perform assigned tasks and cannot choose their own tasks The members have some latitude with respect to the behaviors they exhibit

Counterculture

The values of the marketing department culture at Clean Toothpaste Manufacturing, Inc., do not match with those of the overall organization and it consistently challenges the values of Clean Toothpaste and signifies the need for change. The marketing department's culture can be described as a(n

Decision Informity, Staff Validity, and Hierarchical Sensitivity

Three specific factors have been found to account for a team's ability o make effective decisions

high, high

Tom, Ben, Ron, and Harry are four individuals working at Eva Pure, a bottled water manufacturing company. They all started at different times at the company, bringing different levels of experience and abilities to their jobs. John is the factory manager supervising all the employees including these four. From a readiness point of view, it can be said that Ben is able but unwilling, Tom is both able and willing, Ron is neither able nor willing, and Harry is not able but highly willing to take on the responsibilities. John must respond differently to each of them to get them prepared and get the job done. John's optimal behavior to deal with Ron's readiness should comprise of _____ initiating structure and _____ consideration.

Transportable Competencies

Training that provides student or employees with the knowledge, skills, and abilities necessary to be a high performing team member are considered ___ because they can be used in many different situationsr rather than in just one or two specific situations

All Channel Network

Type of network structure in communication has the last degree of centralization In communication, the ____ network is the most effective for teams handling complex tasks

Social Loafing

When members of a team exert less effort when working on team tasks than they would if they worked alone on those same tasks 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 will be graded separately for their individual projects. Drew, Ben, Donna, and Julia are members of one such group. Drew and Donna worked very hard on the group project. Ben and Julia, however, did not contribute much to the group project because they felt that Drew and Donna would manage to get good grades for the group project. They focused their efforts on their individual projects instead. Ben and Julia's behavior is an example of:

People Who are in High Positions in the Organization

While performing the boundary-spanning process, members who engage in ambassador activities communicate with:

Competing

Win-lose high assertiveness and low cooperation occurs most often when one party has high levels of organizational power and can use legitamate or coercive power to settle the conflict In a conflict situation, when John attempts to get his own goals met without concern for the other party is best used in situations in which the leader knows he or she is right and a quick decision needs to be made should e used for issues vital to company welfare when you know you are right similar in nature to distributive bargaining

Transformational

_____ leadership involves inspiring followers to commit to a shared vision that provides meaning to their work while also serving as a role model who helps followers develop their own potential and view problems from new perspectives. Over lunch Daniel and Haley are discussing their managers. Daniel describes his boss as extremely motivating. Daniel feels much more psychologically empowered and more self-confident because of how his manager leads their team. Work goals are more demanding than ever; but even though the rewards of the hard work may not come soon, Daniel trusts his manager's emphasis on the future good that will come from their work. Daniel feels that working with his new manager has led to a much stronger emotional bond with the organization, much more engagement with the work, and an overall increase in his job satisfaction. Daniel's boss can be described as a(n) ______ leader.

solidarity; sociability

_____is/are the degree to which group members think and act alike and ____ represent how friendly employees are to one another

Surface Level

____diversity refers to diversity regarding observable attributes attributes such as race, ethnicity, sex, and age

Deep-level

___diversity refers to diversity with respect to attributes that are less easy to observe initially but that can be inferred after more direct experience has positive effects on team creativity when team members are instructed to take the perspective of their teammates

Brainstorming

___involves face-to-face meeting of team members in which each offers as many ideas as possible about some focal problem or issue Five students from KLM School have been selected to form the team that would represent the school in the National Science contest. They must come up with a creative project. These students first meeting was face-to-face and involved each of them suggesting as many ideas as they could think of without analyzing or critiquing them at that timel. The activity that the students engaged in is referred to as ______: blocks production because members have to wait their turn to expense their ideas

High-quality Exchange and Low-quality

according to the leader-member exchange theory, the two general types of leader-member dyads are:

Organization

according to the studies at Ohio State, is an initiating structure behavior

Symbol

an organization's corporate logo is an example of a: ie. Nike's Swoosh At Verve In., Marie has been the department manager for five years. Marie starts every Monday morning with a 60-minute department meeting where each member in the department gets five minutes to report progress, share stories of success and failure, and seek general input, advice, and information. Jeremy is responsible for sharing an anecdote, an account, or a legend about the company for every first Monday of the month to keep everyone reminded of where they work and what is important. Marie has created the workplace for her department in a totally open forum. There are no walls or cubicles, and everyone including Marie is in one open room. Marie has created a skull with a victory flag on its forehead as her department's corporate logo representing the "victory or die trying" motto for her group. The group has succeeded in achieving some exceptional results in the past two years. Marie's logo can be described as a(n):

Task Conflict

can be beneficial to teams if it stimulates conversations that result in the development and expression of new ideas

True Conflict Resolution

can distinguish between desirable and undesirable conflict

Service

change employee attitudes and behaviors toward customers

Individualistic

characterized by cynicism, disagrees "just because" foster negative feelings among team members and hinder a team's ability to perform effectively

Parallel Teams

composed of members from various jobs who provide recommendations to managers about important issues that run l to the organization's production process

Selling

comprises of high initiating structure and high consideration the optimal combination of leader behavior in the R2 stage the leader supplements his or her directing with support and encouragement to protect the confidence levels of the employees

Delegative

characterized by the highest level of follower control Robert has been newly appointed as the CEO of Textronics Inc. He is still learning how various departments function in the organization. Until he is able to gain sufficient knowledge and can suggest some changes, he relies on the suggestions and opinions of his team members and lets them do the things the way they are used to. He does not generally interfere in the decisions made by the employees but at times shares his past experiences with the employees. It can be said that Robert had adopted a(n) _____ style of decision-making. the leader plays no role in deliberations unless asked Brittney, Alexandria, Nicole, and Dolce are four managers at Polar Coat Manufacturing. Each in their department uses a different decision-making style and believes that their style is the best. Alexandria always presents the problem to her employees, gathers their opinions/suggestions and then makes the decision herself. Brittney gives her employees the responsibility for making the decision within a set of specified boundary conditions. Nicole makes the decision without asking her employees for their opinions/suggestions. Dolce presents the problem to her employees and seeks consensus with an emphasis that her opinion should only count as important as every other employee's in her department. Identify the decision-making style that Brittney is using. is reserved for circumstances in which employees have strong teamwork skills and are not likely to just commit to whatever decision the leader makes

Autocratic

characterized by the highest level of leader control Percy has built her company by giving special attention to details. She is highly meticulous and demanding and often imposes her decisions on subordinates. Percy makes use of the _____ style of decision making. Nicole, Alexandria, Brittney, and Dolce are four managers at Polar Coat Manufacturing. Each in their department uses a different decision-making style and believes that their style is the best. Alexandria always presents the problem to her employees, gathers their opinions/suggestions and then makes the decision herself. Brittney gives her employees the responsibility for making the decision within a set of specified boundary conditions. Nicole makes the decision without asking her employees for their opinions/suggestions. Dolce presents the problem to her employees and seeks consensus with an emphasis that her opinion should only count as important as every other employee's in her department. Which of the following is the decision making style that Nicole is displaying? is reserved for decisions that are insignificant or where employee commitment is unimportant or when the leader's expertise is high and the leader is trusted

Organizational Power

coercive, legitimate, and reward

Relationship Conflict

communications that reflect incompatibilities with respect to personal values or preferences refer to:

Stories

consists of anecdotes, accounts, legends, and myths that are passed down from cohort to cohort with an organization Marie who has been the department manager at Verve, Inc., for five years starts every Monday morning with a 60-minute department meeting where each member in the department gets five minutes to report progress, share stories of success and failure, and seek general input, advice, and information. Jeremy is responsible for sharing an anecdote, an account, or a legend about the company for every first Monday of the month to keep everyone reminded of where they work and what is important. Marie has created the workplace for her department in a totally open forum. There are no walls or cubicles, and everyone including Marie is in one open room. Marie has created a skull with a victory flag on its forehead as her department's corporate logo representing the "victory or die trying" motto for her group. The group has succeeded in achieving some exceptional results in the past two years. Jeremy has the responsibility for sharing which of the following every first Monday of the month?

Discourages Adaptation to the Organization's Culture

constantly affirm to newcomers that they are to be themselves and that they were chosen for the organization based on who they are

Encourages Adaptation to the Organization's Culture

constantly remind newcomers that they are now part of a group and that this new group helps define who they are

Additive Tasks

contributions resulting from the abilities of every member are considered in total to determine team performance

Planning and Task Coordination

coordinates and synchronizes activities among team members

Rituals

daily or weekly planned routines that occur in an organization At Rolce Technologies, the core design team of 10 employees has daily "stand-up" meetings. All the core design team members gather standing up for a rapid-fire update on the project. These stand-up meetings are representative of which of the following components of the organization's culture? At Delta Diamonds, Inc., managers start every week with a two-hour meeting, focusing on goals for that week and open communication between team members in their department and ways to achieve the goals. This routine describes: Marie is the department manager at Verve, Inc. She has been working in the position for five years. Marie starts every Monday morning with a 60-minute department meeting where each member in the department gets five minutes to report progress, share stories of success and failure, and seek general input, advice, and information. Jeremy is responsible for sharing an anecdote, an account, or a legend about the company for every first Monday of the month to keep everyone reminded of where they work and what is important. Marie has created the workplace for her department in a totally open forum. There are no walls or cubicles, and everyone including Marie is in one open room. Marie has created a skull with a victory flag on its forehead as her department's corporate logo representing the "victory or die trying" motto for her group. The group has succeeded in achieving some exceptional results in the past two years. What Marie does every Monday morning can be described as a(n):

Positional Rotation

deepest level of cross-training involves _____, which gives members actual experience carrying out the responsibilities of their teammates

Expert Power

derived from a person's skill or knowledge on which others depend Jake is well-known for his excellent diagnoses of skin-related problems. The other dermatologists in the hospital where he works often consult him when dealing with difficult cases. This gives Jake _____ power in the hospital "providing evidence that a proposal will be successful" Avoid rash, careless, or inconsistent statements Ensure people understand the serious consequences of violations

Legitimate Power

derived from a position of authority inside the organization referred to formal authority "Insisting on compliance if appropriate" Martin George is the vice president (Finance) of Rutherford Inc. His position and title in the company gives him _____ power. Joanne is the store manager at Glitter, a jewelry store. New merchandise has arrived which needs to be priced and displayed soon, before the festive season. She asks all the sales staff to stay back after work hours to get this task done. Joanne is exercising her _____ power that she gets from her position of authority. with ______ people have a desire to identify and be associated with said individual Andy, Ben, and Carl are employees at Palliative Care Home (PCH). They report to Lisa who is the department manager. Lisa has a tremendous amount of freedom to make decisions on how she manages her employees. She recently gave Andy the preferred shift for his outstanding service to the patients at PCH, along with an employee-of-the-month award. In his acceptance speech, Andy indicated he is simply trying to emulate Carl, who is liked by all the patients at PCH. He admires Carl and has learned several things about the job by just observing him. Ben, feeling left out, has started to enlist other employees in the department to help influence Lisa for next month's award. Given her position as the department manager, Lisa has _____ power.

Work Team

designed to be relatively permanent, their purpose is to produce goods to provide services and they generally require a full time commitment from their members

Sequential

different tasks are done in a prescribed order, and the group is structured such that the members specialize in these tasks, ie. auto assembly line, member 1 - member 2 - member 3- output

Strong Culture

disadvantage of this attracts and retains similar kinds of employees A manager at a company where everyone always wore a dark suit and white shirt ran out of white shirts one day and decided to wear a very light blue shirt to work. Coworkers stared, pointed at him, and commented so negatively to him that at noon, he went out and bought a new white shirt and changed before going back to the office. This situation is indicative of ______. it allows employees to identify themselves with the organization

Diversity Problem Solving

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

Consultative

employees have a say in the decision making process but the ultimate authority still rests with the leader Pauline, a department manager at Good Looking Clothes Inc., uses a style of decision-making that focuses on using the skills, experiences, and ideas of others. The final decision-making power is with Pauline. However, she does not make major decisions without getting inputs from those that will be affected. It can be said that she uses the _____ style of leader decision making. Alexandria, Brittney, Nicole, and Dolce are four managers at Polar Coat Manufacturing. Each in their department uses a different decision-making style and believes that their style is the best. Alexandria always presents the problem to her employees, gathers their opinions/suggestions and then makes the decision herself. Brittney gives her employees the responsibility for making the decision within a set of specified boundary conditions. Nicole makes the decision without asking her employees for their opinions/suggestions. Dolce presents the problem to her employees and seeks consensus with an emphasis that her opinion should only count as important as every other employee's in her department. Alexandria is displaying _____ style of decision-making. leadership style seems to be overused by managers

Orienter

establishes the direction for the team

Subcultures

exist when the overall organizational culture is supplemented by another culture governing a more specific set of employees

Referent Power

exists when others have a desire to identify and be associated with a person Andrew, the Student Body President, is very popular in his college and is admired by both the professors and students for his balanced approach to any task or issue. He is very creative and also a good sportsman. He is a role model for all the students in the college and often leads by example. Andrew's popularity gives him _____ power in his college. Roger Federer is an icon in tennis. Many aspiring tennis players try to emulate him. Federer's iconic status gives him _____ power. Bill Gates commands the respect and admiration of people around the world for his achievements in information technology as well as for his philanthropy. Many people who admire him try to emulate his actions. He clearly wields _____ power. "sing sincere forms of ingratiation" Ben, Andy, and Carl are employees at Palliative Care Home (PCH). They report to Lisa who is the department manager. Lisa has a tremendous amount of freedom to make decisions on how she manages her employees. She recently gave Andy the preferred shift for his outstanding service to the patients at PCH, along with an employee-of-the-month award. In his acceptance speech, Andy indicated he is simply trying to emulate Carl, who is liked by all the patients at PCH. He admires Carl and has learned several things about the job by just observing him. Ben, feeling left out, has started to enlist other employees in the department to help influence Lisa for next month's award. Carl commands _____ power.

Reward Power

exists when someone has control over the resources another person wants Leah wants to upgrade her skills and approaches Timothy, the HR manager, to try and convince him to send her for the Advanced Negotiation and Portfolio Management Training programme. Timothy has which of the following powers? "Avoid promising more than you can deliver" Carl, Ben, and Andy are employees at Palliative Care Home (PCH). They report to Lisa who is the department manager. Lisa has a tremendous amount of freedom to make decisions on how she manages her employees. She recently gave Andy the preferred shift for his outstanding service to the patients at PCH, along with an employee-of-the-month award. In his acceptance speech, Andy indicated he is simply trying to emulate Carl, who is liked by all the patients at PCH. He admires Carl and has learned several things about the job by just observing him. Ben, feeling left out, has started to enlist other employees in the department to help influence Lisa for next month's award. When Lisa gives Andy his preferred shift, she is exhibiting

Personal Power

expert and referent

Espoused Values

following are the beliefs, philosophies and norms that a company explicitly states Quest, Inc., has a sign hanging in every employee's cubicle that reads: "Together we are greater than any one of us." This is an example of a(n): The published mission statement at Dunlop, Inc., is an example of: Walker International has recently published its vision statement. This is an example of:

Project Teams

formed to take on one-time tasks that are generally complex and require a lot of input from members with different types of training and expertise

Process Gain

getting more from the team than you would expect according to the capabilities of its individual members is called:

Compromiser

has the characteristic of a team building role

Communal

high sociability and high solidarity friendly employees who all think alike Lily, Molly, Rosy, and Cathy are four friends working at four different organizations. In Molly's firm, employees are both distant and disconnected from one another, whereas in Lily's company, it is quite the opposite—employees are friendly and they all think alike. Rosy works for an organization where employees think alike but are not friendly to one another. Finally, Cathy is at a firm where employees are friendly but they think differently and do their own thing. Lily's firm can be described as having a(n) _____ culture.

Networked

high sociability and low solidarity all employees are friendly to one another, but everyone thinks differently and does his/her own thing Rosy, Molly, Lily, and Cathy are four friends working at four different organizations. In Molly's firm, employees are both distant and disconnected from one another, whereas in Lily's company, it is quite the opposite—employees are friendly and they all think alike. Rosy works for an organization where employees think alike but are not friendly to one another. Finally, Cathy is at a firm where employees are friendly but they think differently and do their own thing. Cathy's firm can be described as having which culture type?

Comprehensve

highest level of interaction and coordination among members is required in _______ interdependence

Visibility

how aware others are of a leader's power and position Mathew is one of the top attorneys at his law firm. His brilliance in handling some of the most difficult and high-profile cases has earned him fame far and wide and he wields considerable influence in the running of the firm. Mathew's high degree of _____ ensures that he has considerable power to influence others.

Noise

ie. having a cell phone conversation during a rock concert is difficult because of: Many years ago, Sprint Telecommunications aired an advertisement intended to demonstrate the clarity of reception Sprint customers could expect. The ad showed a rancher, who had used a different company, complaining that he had ordered 100 oxen from his supplier and instead received 100 dachshunds. The mix-up was probably due to the presence of _____ is the communication process.

Zero-sum Condition

in distributive bargaining when one person gains, the other person loses

Consultation

increases commitment from the target who has a stake in seeing that his or her opinions were right The dean of a reputed B-school has decided to pursue a coveted accreditation for the college. To get the faculty's buy-in and support, he has created a faculty-driven process whereby members of the faculty participate and carry out the accreditation process under his guidance. This approach has increased the commitment of the faculty, who now have a stake in seeing the process succeed and the goal of accreditation accomplished. Identify the influence tactic used by the dean.

higher; social requirements of the job are high

individuals who exhibit apparent sincerity, interpersonal influence, networking ability, and social astuteness are less likely to have ______ ratings on task performance when the

Task Coordinator

involve communications that are intended to coordinate task-related issues with people or groups in other functional areas. Leslie, a marketing manager at the Sunshine Spa, is consulting with Tess, a dermatologist at the spa, to explore the possibility of incorporating certain treatments as part of the spa's package schemes. Leslie is engaging in a(n) _____ activity of the boundary-spanning process.

After-action Reviews

involve systematic discussions and reviews of performance episodes

Distributive Bargaining

involves a win-lose negotiation over a fixed-pie of resources

Intellectual Stimulation

involves behaving in ways that challenge followers to be innovative and creative by questioning assumptions and reframing old situations in new ways

Individualized Consideration

involves behaving in ways that help followers achieve their potential through coaching, development, and mentoring

Realistic Job Preiviews

involves making sure a potential employee has an accurate picture of what working for an organization is going to be like by providing both the positive and the negative aspects of the job

Energizer

is considered a team task role

Systems Monitoring

keeps track of things that the team needs to accomplish in its work

Life Cycle Theory of Leadership

known as the situational model of leadership

Telling

leader behavior comprises high initiating structure and low considerattion Harry, Ben, Tom, and Ron are four individuals working at Eva Pure, a bottled water manufacturing company. They all started at different times at the company, bringing different levels of experience and abilities to their jobs. John is the factory manager supervising all the employees including these four. From a readiness point of view, it can be said that Ben is able but unwilling, Tom is both able and willing, Ron is neither able nor willing, and Harry is not able but highly willing to take on the responsibilities. John must respond differently to each of them to get them prepared and get the job done. Which of the following leadership behaviors should John adopt to deal with Harry's readiness?

Inspirational Appeal

leaders must have insight into the kinds of things are important to the target Just before the final football game of the season, the captain of the team made an emotional speech to all his teammates to win the last game for their coach, who passed away recently. Which of the following influence tactics did the captain use?

Accommodating

low assertiveness and high cooperation Meredith and Sally had a major argument while designing the interiors of a restaurant. The conflict was finally settled when Meredith gave in completely to Sally in an unselfish manner. In this situation, Meredith used the _____ style of conflict resolution is typically used by leaders when an issue is really not that important to them but is very important to the other party should be used to build social credits for later issues

Delegating

low initiating structure and lo consideration optimal combination of leader behavior in the R4 stage Ron, Ben, Tom, and Harry are four individuals working at Eva Pure, a bottled water manufacturing company. They all started at different times at the company, bringing different levels of experience and abilities to their jobs. John is the factory manager supervising all the employees including these four. From a readiness point of view, it can be said that Ben is able but unwilling, Tom is both able and willing, Ron is neither able nor willing, and Harry is not able but highly willing to take on the responsibilities. John must respond differently to each of them to get them prepared and get the job done. Which of the following leadership behaviors should John adopt to deal with Tom's readiness?

Mercenary

low sociability and low solidarity employees think alike but are not friendly to one another The environment at National Studio, Inc., is very political and employees generally are always thinking "What's in it for me?" Such a culture can be described as which of the following? Rosy, Lily, Molly, and Cathy are four friends working at four different organizations. In Molly's firm, employees are both distant and disconnected from one another, whereas in Lily's company, it is quite the opposite—employees are friendly and they all think alike. Rosy works for an organization where employees think alike but are not friendly to one another. Finally, Cathy is at a firm where employees are friendly but they think differently and do their own thing. Rosy's firm can be described as having a _____ culture.

Pooled

lowest degree of required coordination among team members

Time-Driven Model of Leadership

managers use the recommendation of the model, decision were rated as successful 68% of the time when managers do not use the model's recommendations, their decisions are successful on 22% of the time Managers do not vary their decision making style as much as the model suggests they should Managers overuse the consultative style includes shared objectives

Cohesion

members of a team develop strong emotional bonds to other members of the team and to the team itself, it refers to____, which tends to foster high levels of motivation and commitment to the team Navy Seals go through extremely difficult training. Those who succeed become members of one of the most elite fighting units in the world. They trust each other completely and form intense emotional bonds. These teams have high levels of ______.

Forming (first)

members orient themselves by trying to understand their boundaries

Norming (third)

members realize that they need one another, eelings of solidarity

Hybrid Outcome Interdependence

members receive rewards that are dependent on both their team's performance and how well they perform as individuals

Storming (second)

members remain committed to ideas they bring with them to the team, unwillingness to compromise

Differentiated Culture

merged companies operate under a ____ for an extended period of time

High Openness to Experience

most closely related to leader effectiveness

Policies

most frequently addressed dimensions in most socialization efforts

Quality of the Resulting Decision

most obvious factor to choose in a decision-making style

Leader-member Exchange Theory

new relationships between leaders and members are typically marked by a role taking phase

Team Building

normally conducted by a consultant and intended to facilitate the development of team processes related to goal setting, interpersonal relations, problem solving, role clarification

Participating

optimal combination of leader behavior in the R3 stage of the life cycle theory of leaders Ben, Tom, Ron, and Harry are four individuals working at Eva Pure, a bottled water manufacturing company. They all started at different times at the company, bringing different levels of experience and abilities to their jobs. John is the factory manager supervising all the employees including these four. From a readiness point of view, it can be said that Ben is able but unwilling, Tom is both able and willing, Ron is neither able nor willing, and Harry is not able but highly willing to take on the responsibilities. John must respond differently to each of them to get them prepared and get the job done. Which of the following behaviors would be best suited to deal with Ben's readiness?

Action Teams

perform tasks that are normally limited in duration

Action Processes

primarily important as the taskwork is being accomplished includes monitoring progress toward goals systems monitoring and helping behaviors A special surveillance and rescue team is being deployed to counter the menace of pirates in the Indian Ocean. Nick, Sid, Leah, and Kevin are the core members of the team. Nick was elected as the leader of the team. Sid is responsible for monitoring the team's progress toward its goals. Kevin took on the role of a motivator and the 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. Sid's role of monitoring the team's progress contributes to which of the following teamwork processes?

Synergy

process gain is synonymous with:

Attraction-Selection-Attrition (ASA)

process that can help keep culture of the organization strong stands for holds that potential employees will be attracted to organizations whose cultures match their own personality, organizations will weed out the potential misfits, and the remaining misfits will leave because of being unhappy or ineffective

Metrics of Measuring Team Performance

quantity of goods or serviced produced quality of goods or serviced produced customer satisfaction effectiveness and accuracy of decisions

Substitutes

reduce the importance of the leader while simultaneously providing a direct benefit to employee performance

Neutralizers

reduces the importance of the leader with no beneficial impact on performance

Ambassador

refer to communications that are intended to protect the team, persuaded to support the team, or obtain important resources for the team Matt, a training coordinator at ARC Technologies, and his team are organizing a workshop for the employees. Matt is meeting the Vice President (Finance) to get support for an increase in the budget to accommodate a session by a well-known motivational speaker. Matt, in this case, is performing a(n) _____ activity of the boundary-spanning process.

Scout

refer to things team members do to obtain information about technology, competitors, or the broader marketplace. Noah, a services manager at the Feelwell Health Clinic, consulted an alternative medicine specialist to see if it is feasible to incorporate certain treatments as part of the clinic's services. Noah is performing a(n) _____ activity of the boundary spanning process. In a boundary-spaning process, the marketing team member who meets with an engineer to seek information about new materials

Team Building Roles

refers to behaiors that influence the quality of the team's social climate rather than work

Transactive Memory

refers to how specialized knowledge is distributed among members in a manner that results in an effective system of memory for the team In a project team at Kaizen International, everyone focuses on his or her specialty and what they do best. Members know exactly where they can go to get information when there are gaps in their knowledge, and this team produces synergistic results. This shows that the project team at Kaizen has an effective:

Leader Effectiveness

refers to how well people actually do in a leadership role

Team States

refers to specific types of feelings and thoughts that coalesce in the minds of team members as a consequence of their experience working together

Political Skill

refers to the ability to effectively understand others at work and to use that knowledge to influence othersin ways that enhance ersonal and/or organizational objectives

Potency

refers to the degree to which members believe that the team can be effective across a variety of situation and tasks

Staff Validity

refers to the degree to which members of the team make successful recommendations to the leader The marketing team of A.T. International was asked to develop the marketing strategy for the European market. 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:

Mental Models

refers to the level of common understanding among team members with regard to important aspects of the team and its tasks the team's high level of common understanding

Leader Emergence

refers to the notion of who becomes a leader rather than how well people do in a leadership role

Leadership

refers to the use of power and influence to direct the activities of followers toward goal achievement

Comliance

reflects a shift in the behaviors of employees but not their attitudes occurs when the targets of influence are willing to do what the leader asks but they do it with a degree of ambibalence

Resistance

reflects neither a shift in the employees' behaviors nor their attitudes

Hierarchical Sensitivity

reflects the degree to which the leader effectively weighs the recommendations of the members Scenario: Model Industries, Inc. Burt, Ryan, and Heather are members of the marketing team at Model Industries, Inc. (MII), responsible for generating ideas for new marketing strategies. Burt 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, Heather has the best record of making good recommendations to Jeremy, vice president of marketing. Ryan can make some good recommendations, but sometimes his recommendations are completely off base. Usually, Jeremy pays careful attention to what Heather has to say, but generally does not pay much attention to what Ryan proposes. In addition to Jeremy, Heather 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. Jeremy's tendency to listen to Heather and ignore Ryan reflects which factor in effective decision making?

Team Process

reflects the different types of communication, activities, and interactions that occur within teams that contribute to their ultimate end goals

Consideration

reflects the extent to which leaders create job relationships characterized by mutual trust, respect for employee ideas, and thoughtfulness of employee feelings Joey, the manager of Tarts Inc., has always been supportive toward the employees and used to understand their feelings. In most occasions, he overlooked their mistakes and gave them opportunities to develop a friendly atmosphere in office. He often took their work in order to reduce their burden. Joey would score high on: Alice has a deep concern for the welfare of her subordinates and she promotes interactive discussions with them. Alice can be described as a manager who scores high on:

Language

reflects the jargon, slang, and slogans used within the walls of an organization

Decision-making Style

reflects the process that the leader uses to generate and choose from a set of alternatives to solve a problem

Top Executives

represent the biggest driver of culture

Anticipatory

represents the first stage in the socialization process Laura, currently employed at Regent International, is looking for a new job. In the process of doing so, she comes across the website of Global Vision and finds that the values and culture of the company match with her own personal values. She also learns about the various activities that take place in Global Vision on a yearly basis and its various achievements. It is clear from this example that Laura is in the _____ stage of the socialization process. In your final semester, you are interviewing at Raintree, Inc. You have collected preliminary information from Raintree's website and other employees. You are getting additional information during the interview process from the managers. You can be described at which stage of the socialization process? realistic job previews occur during this stage of socialization

Management Temas

similar to work teams in that they are designed to e relatively permanent however they are also distinct in a number of important ways. They participate in managerial level tasks that affect the entire organazation

Procedural-Technician

someone who competes a routine task needed to keep progress moving in their team

Great Person Theories of Leadership

suggest that leaders are born, not made

Artifacts

supply the primary means of transmitting an organization's culture to its workfoce

Coordination

synchronizes team members' activities in a way that makes them mesh effectively and seamlessly

Cross-Training

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 involves three different levels of depth: personal clarification, positional modeling, and positional rotaiton

Conjunctive Tasks

team's performance depends on the abilities of the "weakest link"

High Potencey

team's strong belief that they can be effective across a variety of situations reflects

Creative Behavior

teams activities are focused on generating novel and useful ideas and solutions

Transition Processes

teamwork activities that focus on preparation for future work refer to: important between periods of work activity processes are primarily important before and between periods of taskwork

Discretion

the degree to which managers have the right to make decisions of their own Rebecca is the head of the primary department at La Perouse High School. She believes that children will absorb and retain more information if they are taken on educational tours and field trips. But the school's rules and policies do not encourage such activities and Rebecca feels her endeavor to improve the children's education is being stifled. This low degree of _____ is reducing Rebecca's ability to influence others. Nathan is the administrative manager at Woodlands, Inc. The organizational procedures and policies of the company prevent Nathan from implementing many of his ideas to increase efficiency. This indicates a low degree of _____, which reduces Nathan's ability to influence others. Carl, Andy, and Ben are employees at Palliative Care Home (PCH). They report to Lisa who is the department manager. Lisa has a tremendous amount of freedom to make decisions on how she manages her employees. She recently gave Andy the preferred shift for his outstanding service to the patients at PCH, along with an employee-of-the-month award. In his acceptance speech, Andy indicated he is simply trying to emulate Carl, who is liked by all the patients at PCH. He admires Carl and has learned several things about the job by just observing him. Ben, feeling left out, has started to enlist other employees in the department to help influence Lisa for next month's award. Lisa's freedom to make her own decisions is indicative of the _____ contingency factor of power.

Subsititutability

the degree to which people have alternatives in accessing resources leaders that control resources to which no one else has access can use their power to gain greater influence Richard is the head of the finance department at Sportz Inc., a company specializing in sports goods. He has the sole authority to grant or deny the release of funds for any marketing strategy proposed by the marketing team in the company. Which contingency factor gives Richard the power to influence the members of the marketing team?

Leader Effectivenes

the degree to which the leader's actions result in the achievement of the unit's goals, the continued commitment of the unit's employees, and the development of mutual trust, respect, and obligation in leader-member dyads

Strategy Formulation

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 refers to:

Initiating Structure

the extent to which the leader defines and structures the roles of employees in pursuit of goal attainment

Understanding and adaptation

the final stage of socialization process newcomers come to learn the content areas of socialization and internalize the norms and expected behaviors of the organization employees adopt the goals and values of the organization, recognize what the organization has been through, and converse with others in the organization using technical language and specific terms that only insiders would comprehend

Reality Shock

the goal of an organization's socialization efforts should be to minimize this ______ as much as possible

Active Management-by-Exception

the leader arranges to monitor mistakes and errors dynamically and takes corrective action when required

Ingratiation

the use of favors, compliments, or friendly behavior to make the target feel good about the influencer "sucking up"

Collaboration

the leader helping complete the task, providing required resources or removing obstacles that make task completion difficult high assertiveness and high cooperation win-win approach both parties work together to maximize outcomes regarded as most effective requires the complete sharing of information by both parties a full discussion of concerns, relatively equal power between parties, and a lot of time investment to arrive at resolution chosen by individuals with higher levels of emotional intelligence used to merge insights from people with different perspectives

Team Viability

the likelihood that the team can work together effectively into the future refers to the degree to which teams are capable of remaining together as ongoing entities

Outgroup

the low-quality exchange dyad forms the leader's"

Readiness

the optimal combination of initiating structure and consideration depends on the _____ of the employees in the work unit broadly defined as the degree to which employees have the ability and the willingness

Process Loss

the phenomenon of a team delivering "less than the sum of their parts" can be explained by the term:

Socialization

the primary process by which employees learn the knowledge that enables them to understand and adapt to the organization's culture begins before an employee starts work and does not end until an employee leaves the organization

Culture

the shared social knowledge within an organization regarding the rules, norms, and values that shape the attitudes and behaviors of its employees refers to organizational:

Basic Underlying Assumptions

the 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 represent the deepest and least observable part of a culture

Social Astuteness

the tendency to observe and accurately interpret their behavior

Influence

the use of an actual behavior that causes behavioral or attitudinal changes in others

Rational Persuasion

the use of logical arguments and hard facts to show the target that a request is a worthwhile one Samuel, Linda, Shirley, and Matt are part of the project team at Ltronix International, a company producing home appliances. They had been assigned the task of selecting two out of five new products to be introduced in the next quarter. The team is at conflict over the choice of products to be introduced. Samuel, who is uncomfortable with confrontations, chooses to remain neutral by staying away from the arguments. Linda and Shirley had a few arguments which were finally resolved when Linda gave in to Shirley's demands. Shirley who was the most experienced among the four continued to insist on her choice. Matt was equally adamant about his choice. Finally, to resolve the situation, Shirley agreed to one of Matt's choice of products in exchange for one of her choices. Which influence tactic could Shirley, who is the most experienced in the team, have used to convince the others of her choice?

observable artifacts, espoused values, and basic underlying assumptions

three major components to any organizational culture are:

Changes in leadership, and mergers or acquitions

two common ways to change a culture

Circle and Y network

two network structures that fall between the extremes in terms of the level of centralization

Team

two or more people who work interdependently over some period of time to accomplish common goals related to some task-oriented purpose

Organizational and Personal

two types of power

Pressure

use of coercive power through threats and demands

Ambassador, Task coordinator, and Scout

what are three boundary-spanning activities?

Transition, Action, and Interpersonal

what are three teamwork processes?

Coercive Power

when a person has control over punishments in an organization operates based on fear _____ power is generally regarded as a poor form of power to use regularly, because it tends to result in negative feelings toward those that wield it. "Responding to infractions promptly and without favoritism" Provide ample warning

Organizational Politics

when actions by individuals in an organization are directed towards own-self interest

Machiavellian Tendencies

willing to manipulate and deceive others to acquire power