Principles of Management: Chapter 18 (Wesson)

अब Quizwiz के साथ अपने होमवर्क और परीक्षाओं को एस करें!

you probably think that conflict is negative, but conflict can be good for teams, too. when conflict is positive, it has specific characteristics. which characteristic could you use to help ensure that conflict will have a positive influence on a group that you manage a. the ground rules are equitable b. participants perceive that the contest is designed to reward your favorite employees c. measures of productivity are regularly changed d. participants are reminded that the whole team benefits from hard work

a

norm generalization is (internal/external)

external

the process in which two or more parties reach agreement on an issue even though they have different preferences regarding that issue

negotiation

at the martin agency, employees dress casually on most days. but if a client or prospective client will be on site, professional dress is expected - that is, except for the creative department. they only appear in jeans. this is an example of (normative anomaly/norm generalization/norm conformity/norm variation)

norm generalization

the norms of one group cannot always be applied to another group

norm generalization

norms and their application are different within a group or team

norm variation

stage of group and team development: establishing and maintaining team ground rules

norming

stage of group and team development: more friendliness and confiding in one another, can start working towards goal progression

norming

standards of acceptable and unacceptable behaviors that a group sets for its members

norms

increasing competition among individuals and teams is a method to (stimulate/control/resolve) conflict

stimulate

stage of group and team development: defensiveness, intragroup competition, and the formation of factions

storming

stage of group and team development: general lack of unity and uneven interaction patterns

storming

a group created by the organization to accomplish a relatively narrow range of purposes within a stated time horizon

task group

the result of role _ is likely a subordinate that does not know what to do

ambiguity

stage of negotiation: the goal is for each party to walk away feeling like it has gained something of value

bargaining

stage of negotiation: entails the process of formalizing an agreement reached

closing and commitment

the degree of mutual attractiveness within the group

cohesiveness

the extent to which members are loyal and committed to the group

cohesiveness

type of conflict: boss says to be precise and specific, but we're behind and hurry up

intrasender

our class has (low/high) task interdependence

low

low performance norms + low cohesiveness

low performance

stage of negotiation: each party determines what its goals are for the negotiation

preparation

stage of negotiation: researching to find out value of job, how much company pays, etc.

preparation

which type of conflict is worse (relationship/task)

relationship

hire outsiders to shake things up is a method to (stimulate/control/resolve) conflict

stimulate

an interdependent group of workers who function as a unit, often with little or no supervision, to carry out work-related tasks, functions, and activities

team

(too little/too much/moderate) conflict and the organization becomes complacent and apathetic

too little

a grade is an example of a (competitive-based/cooperative-based) reward

competitive-based

in order to get high group productivity when task interdependence is low, you should be offering (competitive-based/cooperative-based) rewards

competitive-based

a disagreement between two or more individuals, groups, or organizations

conflict

enhance coordination of interdependence is a method to (stimulate/control/resolve) conflict

control

expand resource base is a method to (stimulate/control/resolve) conflict

control

match personalities and work habits of employees is a method to (stimulate/control/resolve) conflict

control

set superordinate goals is a method to (stimulate/control/resolve) conflict

control

in order to get high group productivity when task interdependence is high, you should be offering (competitive-based/cooperative-based) rewards

cooperative-based

disagreement on goals (increases/decreases) cohesiveness

decreases

domination (increases/decreases) cohesiveness

decreases

group size (increases/decreases) cohesiveness

decreases

intragroup competition (increases/decreases) cohesiveness

decreases

unpleasant experiences (increases/decreases) cohesiveness

decreases

stage of negotiation: each party makes a case for its position

exchanging information

stage of negotiation: saying you're willing to take the position at a particular salary

exchanging information

at ideo, every project is addressed with teams. because the company is fairly large, people who have never worked together before may be assigned to a project team. before they can begin to truly function, the team must go through the _ process (forming/storming/norming/performing)

forming

stage of group and team development: attempting to define the task and how it will be accomplished through discussions of task-related concepts/issues

forming

stage of group and team development: members of the group get acquainted and begin to test which interpersonal behaviors are acceptable/unacceptable to other members

forming

stage of group and team development: very beginning stage

forming

a permanent group created to accomplish a number of organizational purposes with an indefinite time horizon

functional

the advertising department at target or nursing staff at a clinic are examples of _ groups

functional

some departments dressing up vs others wearing casual clothes is an example of norm _

generalization

this class is a (group/team)

group

two or more people who interact regularly to accomplish a common purpose or goal

group

a reason for joining groups/teams: bowling team, flag football, etc

group activities

a reason for joining groups/teams: supporting the american cancer society

group goals

high performance norms + high cohesiveness

high performance

agreement on goals (increases/decreases) cohesiveness

increases

favorable evaluation (increases/decreases) cohesiveness

increases

interaction (increases/decreases) cohesiveness

increases

intergroup competition (increases/decreases) cohesiveness

increases

personal attraction (increases/decreases) cohesiveness

increases

a group created by its own members for purposes that may or may not be relevant to organizational goals

informal/interest

a reason for joining groups/teams: filling space on your resume (something extra that you got by joining)

instrumental benefits

norm variation is (external/internal)

internal

conflict with competition/consumer groups/employees creates _ conflict

interorganizational

personality clash is an example of (interpersonal/intergroup) conflict

interpersonal

a reason for joining groups/teams: attraction to members of the team

interpersonal attraction

members in your chapter of the society for the advancement of management disagree about whether to attend this year's annual conference, creating conflict in the group. _ like this is quite common in organizations (interorganizational conflict/intragroup conflict/intergroup conflict/interpersonal conflict)

interpersonal conflict

the result of a conflict between roles

interrole conflict

caused by conflicting demands from different sources

intrarole conflict

arises when a single source sends contradictory messages

intrasender

low performance norms + high cohesiveness

lowest performance

(too little/too much/moderate) conflict in an organization fosters motivation, creativity, innovation, and initiative and can raise performance

moderate

high performance norms + low cohesiveness

moderate performance

a reason for joining groups/teams: satisfying the need for affiliation

need satisfaction

in your family, you have a certain way of doing things. your family's approach might differ from those of your friends families. just like with other types of groups, these standard behaviors refer to your family (norms/cohesiveness/role structure/affinity)

norms

stage of group and team development: the ability of the group/team to prevent or work through problems

performing

stage of group and team development: the basic structure of the group/team is no longer an issue but has become a mechanism for accomplishing the purpose of the group

performing

a working parent is an example of which type of conflict

person-role

the discrepancy between role requirements and an individual's values, attitudes, and needs

person-role conflict

avoid conflict is a method to (stimulate/control/resolve) conflict

resolve

bring conflicting parties together to confront and negotiate conflict

resolve

convince conflicting parties to compromise is a method to (stimulate/control/resolve) conflict

resolve

the part an individual plays in helping the group reach its goals

role

can stem from poor job descriptions, vague instructions from a supervisor, or unclear cues from coworkers

role ambiguity

occurs when the sent role is unclear

role ambiguity

your teacher asks you to complete a team project. the due date is in 5 weeks, but beyond that, you don't have any details on the project deliverables. you are experiencing (role ambiguity/role structure/role conflict/inter-role conflict)

role ambiguity

occurs when messages and cues of the sent role are clear but contradictory or mutually exclusive

role conflict

you always strive to be a good student. but your accounting teacher wants you to attend the career even though it conflicts with your management class. your management professor demands class participation. you are experiencing (role ambiguity/inter-role conflict/role conflict/role structure)

role conflict

when role expectations exceed an individual's capacities

role overload

the set of defined roles and interrelationships among those roles that the group or team members define and accept

role structure

camp war eagle and new hire orientation are examples of _

socialization

norm conformity that occurs when a person makes the transition from being an outsider to being an insider in the organization

socialization

change established procedures is a method to (stimulate/control/resolve) conflict

stimulate

(too little/too much/moderate) conflict creates a dysfunctional organization where hostility and non-cooperation predominate, suffers from low performance

too much

the youngest member of a group having to deal with unpleasant tasks is an example of norm _

variation


संबंधित स्टडी सेट्स

Acquired Conditions and Congenital Abnormalities in the Newborn

View Set

Clinical Psychology Quiz Questions

View Set

CWTS-11-Performing an RF Wireless LAN Site Survey

View Set