MHR Quiz and Unit 4 Terms - Teams

performing

activity during this vital stage is focused on solving task problems, as contributors get their work done without hampering others

norm

an attitude, opinion, feeling, or action - shared by two or more people - that guides behavior

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

"lets focus on the main goal here. what are we trying to accomplish" task roles enable the work group to define, clarify, and pursue a common purpose

group

(1) two or more freely interacting individuals who (2) share norms and (3) goals and have a (4) common identity

team adaptive capacity

(ie adaptability ) is important to meet changing demands and to effectively transition members in and out

a document that describes how a team will operate is called a: - norm - contract - charter - agenda - strategic plan

- charter

Which of the following is not a way to reduce social loafing? - hold both individuals and the group accountable - increase group size - hold individuals accountable - use hybrid rewards - assure equity of effort among group members

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

which of the following statements about norms is not true - norms are typically written down and discussed - norms clarify behavioral expectations - norms help group members avoid being embarrassed

- norms are typically written down and discussed

formal groups perform two basic functions: _____ and ______. - task and maintenance - personal and interpersonal - roles and norms - forming and adjourning - organizational and individual

- organizational and individual formal groups fulfill these two basic functions

As part of a work team in his office, it is Larry's job to make photocopies of relevant materials and hand them out to the team members during meetings. Which of the following task roles is Larry performing in his work team? - coordinator - procedural technician - orienter - evaluator - recorder

- procedural technician performs routine duties

According to research, the most effective teams are those with - high introversion - high agreeableness - similar levels of conscientiousness and mixed extraversion - high extraversion - high need for power

- similar levels

In a study of executives from 300 companies, the most desirable soft skill named was: - social skills - managerial skills - teamwork - interpersonal skills

- teamwork 64% of executives indicated this

Teams that work together over time and distance via electronic media to combine efforts and achieve common goals are called: - virtual teams - cross-functional teams - self- managing teams - intranet teams - internet teams

- virtual teams

Which of the following is not a task role - energizer - encourager - information seeker/giver - recorder - elaborator

-encourager, this is a maintenance role

In which stage of the group development process do group members resolved they power struggles so that something can be accomplished? - norming - forming - conforming - performing - storming

-norming

effective virtual team participation and management

1. adapt communications (preferences of technology) 2. share the love (use company's intranet to keep people in the loop) 3. develop productive relationships with key people on the team (lean on and can make or break team) 4. partner 5. availability 6. pace 7. updates 8. select the right people 9. communication skills are essential

how to build effective teams quickly

1. break the ice 2. don't reinvent the wheel 3. communicate a purpose and a plan 4. play to strengths 5. clarify decision making 6. information is essential - make it flow

three forms of trust

1. contractual 2. communication 3. competence

common team work competencies

1. contributes to the team's work 2. constructively interacts with team members 3. keeps team on track 4. expects quality work 5. possesses relevant knowledge, skills, and abilities for team's responsibilities

Group development process

1. forming 2. storming 3. norming 4. performing 5. adjourning

a group becomes a team when

1. leadership becomes a shared activity 2. accountability shifts from strictly individual to both individual and collective 3. the group develops its own purpose or mission 4. problem solving becomes a way of life, not a part-time activity 5. effectiveness is measured by the group's collective outcomes and products

how to combat social loafing

1. limit group size 2. assure equity of effort 3. hold people accountable 4. offer hybrid rewards

a group becomes a team when: - the group completes the task - maintenance toles dominate task roles - a clear leader is identified - accountability shifts from strictly individual to both individual and collective - group reaches the norming stage of group development

A group becomes a team when the following criteria are met: 1. Leadership becomes a shared activity. 2. Accountability shifts from strictly individual to both individual and collective. 3. The group develops its own purpose or mission. 4. Problem solving becomes a way of life, not a part-time activity. 5. Effectiveness is measured by the group's collective outcomes and products.

effective teams typically have more than 10 members T/F

False teams range from 2-25, however, effective teams have fewer than 10 members

Teams composed of specialists from different areas are called self-managed teams T/F

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

the lack of face-to-face contact actually helps virtual teams to establish strong cohesion. T/F

False it Is more difficult to establish strong cohesion

in the norming stage of group development, members are attempting to figure out what their roles are T/F

False this occurs in the storming stage individuals test the leader's policies and assumptions to determine how they fit into the power structure

A norm is a set of expected behaviors for a particular position. T/F

False, a norm is an attitude, opinion, feeling, or action-shared by two or more people that guides behavior a role is a set of expected behaviors for a particular position

In the adjourning stage, group members re-commit to their dependence on the other group members T/F

False. The work is done in the adjourning stage and it is time to move on. the return to interdependence can be eased by celebrating the end and new beginnings

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

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

Trust of character is known as contractual trust T/F

True

Teams are a cornerstone of work life in today's organizations T/F

True Besides being a central component of the Integrative Framework, teams are a cornerstone of work life.

team building

a catchall term for a host of techniques aimed at improving the internal functioning of work groups

trust

a reciprocal belief that another person will consider how his or her intentions and behaviors will affect you

3 C's of effective teams

charters and strategies composition capacity

three fundamental elements are recommended for those interested in establishing the return on investment (ROI) for team building

clear objectives validation performance information

self-managed teams

defined as groups of workers who are given administrative oversight for their task domains. Admin oversight involves delegated activities such as planning, scheduling, monitoring, and staffing. employees act as their own supervisor in these teams. contrasts to hierarchical or centralized teams. accountability is maintained indirectly by outside managers and leaders more than 75% of 1000 US companies use this strategy

team performance strategies

deliberate plans that outline what exactly the team is to do, such as goal setting and defining particular member roles, tasks, and responsibilities

team charters

describe how the team will operate, such as processes for sharing information and decision making (team work)

team composition

describes a collection of jobs, personalities, knowledge, skills, abilities, and experience of team members

task roles

enable the work group to define, clarify, and pursue a common purpose 1. initiator 2. information seeker/giver 3. opinion seeker/giver 4. elaborator 5. coordinator 6. orienter 7. evaluator 8. energizer 9. procedural technician 10. recorder keep a group on track

an informal group

exists when the members' overriding purpose of getting together is friendship or a common interest

a person who serves as a passive audience has taken on the role of: - encourager - gatekeeper - standard setter - harmonizer - follower

follower

maintenance roles

foster supportive and constructive interpersonal relationships 1. encourager 2. harmonizer 3. compromiser 4. gatekeeper 5. standard setter 6. commentator 7. follower keep a group together

As part of a work group, Bob's main job is to resolve conflicts between other group members. Whenever there is an argument, he tries to figure out a solution that benefits both parties, or he quickly defuses the tension with some jokes. Which of the following roles is Bob performing within his work group? - energizer - orienter - coordinator - evaluator - harmonizer

harmonizer

forming

ice breaking stage, group members are uncertain of roles and leaders. mutual trust is low great deal of holding back to see who takes charge

norming

if groups make it through the storming stage, it is because a respected member, other than the leader, challenges the group to resolve its power struggles so something can be accomplished

a team

is a "small number of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable"

a role

is a set of expected behaviors for a particular position

a group role

is a set of expected behaviors for members of the group as a whole

a formal group

is assigned by organizations or their managers to accomplish specific goals

gatekeeper

main encourages all group members to participate

encourager

main fosters group solidarity by accepting and praising various view points

compromiser

main helps resolve conflict by meeting others "halfway"

harmonizer

main mediates conflict through reconciliation or humor

follower

main serves as a passive audience

standard setter

main evaluates the quality of group processes

commentator

main records and comments on group processes/dynamics

being a team player

must be: committed collaborative competent

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

norming

cross-functionalism

occurs when specialists from different areas are put on the same team

formal groups fulfill two basic functions:

organizational and individual

face time

people bond when they see each other virtual means you pay less attention casual conversations have lasting benefits

A __________, is a set of expected behaviors for a particular position. - task role - competency - role - maintenance role - norm

role whereas a group role is a set of expected behaviors for members of the group as a whole

roles and norms

social building blocks for group and organizational behavior

information seeker/giver

task clarifies key issues

opinion seeker/giver

task clarifies pertinent values

orienter

task keeps group headed toward its stated goal

recorder

task performs a "group memory" function by documenting discussion and outcomes

procedural technician

task performs routine duties

energizer

task prods group to move along or to accomplish more

elaborator

task promotes greater understanding through examples or exploration of implications

coordinator

task pulls together ideas and suggestions

evaluator

task tests group's accomplishments with various criteria such as logic and practicality

initiator

task suggest new goals or ideas

group cohesiveness

the "we feeling: that binds members of a group together, is the principal by-product of stage 3

social loafing

the tendency for individual effort to decline as group size increases

hybrid rewards

those that include team and individual components

storming

time of testing, individuals test the leader's policies and assumptions as they try to determine how they fit into the power structure. procrastination may occur as a rebellion form

competence trust

trust of capability

contractual trust

trust of character

communication trust

trust of disclosure

effective team size

typically fewer than 10, 8 is most common teams can range from 2 - 25 people

adjourning

work is done, time to move on to other things, return to interdependence

virtual teams

work together over time and distance via electronic media to combine effort and achieve common goals work force is distributed 46% of organizations use virtual teams 66% of multinational organizations use such teams best for virtual teams : brainstorming ideas (72% of companies) goal setting for team (68%) and developing plans to realize goals (63%) no face-to-face contact, difficult to establish team cohesion, work satisfaction, trust, cooperative behavior, and commitment to team goals when they cross country borders, there are cultural differences