MGMT 2103 Quiz 13-14
Devils Advocay
-Assigning Someone the Role of Critic
Cross funcitional team
A cross-functional team is a group of people with different functional expertise working toward a common goal.
Negotiation
A give-and-take decision-making process involving two or more parties with different preferences
Team Building
A host of techniques aimed at improving the internal functioning of work groups that strive for: Greater cooperation Better communication Less dysfunctional conflict
Norming
A respected member, other than the leader, challenges the group to resolve power struggles and questions about authority and power are resolved Group becomes cohesive Increasing team member interactions and interdependence of work tasks help overcome conflict
Group Roles
A set of expected behaviors for a particular position •Group roles are expected behaviors for members of the group as a whole •People often play multiple roles
Team Size
A small number of people
Performing
Activity is focused on problem solving Contributors get work done without hampering others Climate of open communication Strong cooperation Great deal of helping behavior
Norms
An attitude, opinion, feeling, or action shared by two or more people that guides behavior
Incivility
Any form of socially harmful behavior, such as: Aggression Interpersonal deviance Social undermining Interactional justice Harassment Abusive supervision Bullying
Roles
At the invidivual level, pertain to a specific job
Balance
Balance is the key to reducing conflict Work-family balance begins at home An employer's family-supportive philosophy is more important than specific programs Importance of work-life family balance varies across generations
Work-family conflict
Balance is the key to reducing conflict: -Work-family balance begins at home -An employer's family-supportive philosophy is more important than specific programs -Importance of work-life family balance varies across generations
Effective teams
Break the ice, dont reinvent the wheel, communicate a purpose and plan, play to stregnths, and clarift decison making
Conflict
Conflict occurs when one party perceives that its interests are being opposed or negatively affected by another party
Programmed conflict
Conflict that raises different opinions regardless of the personal feelings of the managers Gets contributors to either defend or criticize ideas based on relevant facts rather than personal preference or political interest
Pyschoolgicaly - safe climate
Defined as shared perceptions of employees about the importance of safety within their organization, is associated with patient and healthcare worker safety and outcomes, and with healthcare worker injuries, exposures, and compliance with safe work practices.
Dialectic method
Fostering a Structured Debate of Opposing Viewpoints
Loafers
Free riders produce lowquaility work cause for others to work harder and distract or disrupt the work of other team members
Forming
Ice-Breaking stage, group members uncertain about their role. Good deal of holding back to see who is in charge
Personality conflicts
Interpersonal opposition based on personal dislike or disagreement (or as an outgrowth of workplace uncivility). Sexual harrasmnet can grow out of personailty conflicts
Content hypothesis
It is a statement about your content
Task Roles
Keep group on track
Informal Group
Members' overriding purpose for meeting is friendship or a common interest
High-Performing teams
Participative leadership Shared responsibility Aligned on purpose High communication Future focused Focused on task Creative talents Rapid response
Flexibility
Requires support of immdeiate supervisor Flexspace and Flextime
Team
Team based rather individual to foster collabtraion
Visual teams
Teams that work together overtime and distance via electronic media to combine effort and achieve common goals
Added-Value negotiation
The negotiating parties cooperatively develop multiple deal packages while building a productive long-term relationship by following these steps: -Clarify interests -Identify options -Design alternative deal packages -Select a deal -Perfect the deal
Social loafing
The tendency for individual effort to decline as group size increases
Adjourning
The work is done; it is time to move on to other things. The return to independence can be eased by rituals celebrating "the end" and "new beginnings."
Storming
Time of testing
Group
Two or more freely interacting individuals who share norms and goals and have a common identity Groups usually accomplish more than individuals
Hot Buttons
What can throw you off balance
Integrative
Win - Win
Distributive
Win lose
Formal Group
assigned by organizations or their managers to accomplish specific goals
Dominating
competing to win when people's interests conflict
Compromising
conflict management by negotiating or bargaining; seeking a middle way
Teamwork competencies
contributes to the teams work, constructively interacts with team members, keeps team on track ,expects quality work, and possesses relevant knowledge, skills, and abilities for teams responsibilities
In-group thinking
is a phenomenon in which a group of individuals come to a consensus without critical reasoning or considering the consequences or alternatives.
Functional conflict
is constructive or cooperative conflict characterized by: -Consultative interactions -A focus on the issues -Mutual respect -Useful give and take
Maintenance Roles
keep the group together, help each person feel worthwhile and included, and create a sense of group cohesion. Gatekeeper, Compromiser
Integrating
problem solving through open discussion; collaborating for a win-win resolution of conflict
Obliging
ready to do favors; helpful; courteous
Avoiding
the desire to withdraw from or suppress a conflict
Dysfunctional conflict
threatens an organization's interests