mgmt363 unit 3
negative affectivity
neuroticism is synonymous with ___
extraversion scores (attributed to nature but not nurture)
personal development - nature - study of identical twins: ___ tend to be significantly correlated across pairs of identical twins
coordination
refers to synchronizing team members' activities in a way that makes them mesh effectively and seamlessly
google labs aptitude test (GLAT)
similar to SAT; a way for Google to access potential employees
storming
stage of team development where members remain committed to ideas they bring with them; there could be initial unwillingness to accommodate to others' ideas --> conflict that could harm team progress
clustered into several distinct dimensions
cultural value: employees working in different countries tended to prioritize different values, and those values ___
choice-shift, compliance
decisions are made by groups of people: be aware of tendency for what 2 problems?
different or the same levels
decisions are made by groups of people: may be composed of individuals at ___ or ___ in the organization
managerial input
decisions are made by groups of people: may make some decisions without ___
individuals
decisions are made by groups of people: tend to follow the same decision-making process as ___
dynamics, interpersonal
decisions are made by groups of people: will have ___ and ___ processes that make group decision-making very different than decisions made by an individual
increase the negative effects
deep-level diversity: time appears to ___ of deep-level diversity on team functioning and effectiveness
integrity tests
focus specifically on a predisposition to engage in theft and other counterproductive behaviors
external
forces for change: ___ forces in the general and task environments can force the organization to alter the way it competes ex: McDonalds; FDA changes the temp you have to hold food at (new law)
structure, strategy
forces for change: internal forces inside the organization cause it to change its ___ and ___
interdependence
formalization helps with ___
coordination mechanism
formalization is a necessary ___ that organizations rely on to get a standardized product or deliver a standardized service
institutional collectivism
formalized practices encourage collective action and collective distribution of resources
organizational structure
formally dictates how jobs and tasks are divided and coordinated between individuals and groups within the company (all have the same resources but might assemble differently)
hybrid outcome interdependence
gainsharing up to 10% but depends on performance eval. 5 = 10%, 4 = 8%, etc. example of ___
low
generally if you're high in cognitive ability, you might be ______ in emotional ability
fluid, dynamic
generally speaking, jobs that are ___ and ___ with rapid changes in job demands are jobs that benefit from high levels of openness
understanding and communicating ideas and information to others
generally speaking, verbal ability is the most important in jobs in which effectiveness depends on ___
process loss
getting less from a team than you would expect based on the capabilities of its individual members ex: Texas have good players but keep losing
process gain
getting more from a team than you would expect according to the capabilities of its individual members; similar to synergy
ability tests
given the strong relationship between general cognitive ability and job performance, many organizations are using ___ to hire new employees (cuts people out)
product structures
group business units around different products that the company produces
groupthink
happens in highly cohesive teams when members may try to maintain harmony by striving toward consensus on issues without ever offering, seeking, or seriously considering alternative viewpoints and perspectives
external (believe that the events that occur around them are driven by luck, chance, or fate - not in your control)
more neurotic people tend to hold an ___ locus of control
team-building context (to help different members understand their varying approaches to accomplishing tasks)
most appropriate use of MBTI is an a ___
the break-up, conscientious
movie: ___. Jen asked for 12 lemons and gary only got 3, he is NOT very ___
hands on
narrow spans of control allows managers to be much more ___
locus of control
neuroticism is also strongly related to ___
differential exposure, differential reactivity
neuroticism is associated with ___ and ___ to stressors
differential reactivity
neuroticism is associated with ____, meaning that neurotic people are less likely to believe that they can cope with the stressors they experience
differential exposure
neuroticism is associated with ____, meaning that neurotic people are more likely to appraise day-to-day situations as stressful, & therefore feel like they're exposed to stressors more frequently
type a
neuroticism is largely responsible for the ___ behavior pattern that has been shown to affect employees' health liability to manage stressful environments
social loafing, production blocking
nominal group technique has members write down ideas on their own, thereby decreasing ___ and ___
team processes training
occurs in the context of a team experience that facilitates the team being able to function and perform more effectively as intact unit
production blocking
occurs when members have to wait on one another before they can do their part of the team task ex: player having to wait on another player to get in position to receive a pass before they can actually pass it
sequential interdependence (steps) and competence (they were the very best at what they did and everyone had a defined role)
ocean's eleven displayed what 2 things?
teams ownership
often times, it makes more sense for ___ to go through the process of developing their own mission statements as it can increase the feelings of ___
simple structure
perhaps the most common form of organizational design; primarily because there are more small organizations than large ones
social reputation (the way they are perceived by family, friends, coworkers, & supervisors)
personality creates a person's ___
RIASEC model
personality model used to identify an individual's career interests based on 6 personality types
culture
shared values, beliefs, motives, identities, and interpretations that result from common experiences of members of a society and are transmitted across generations
cognitive - reasoning (took info and drew conclusions) emotional - other awareness (women upset but he kept going)
sherlock holmes: high in ___ low in ___
speed and flexibility of closure perceptual speed
two types of perceptual abilities
pooled interdependence
type of task interdependence that requires the LOWEST degree of required coordination, members complete their work assignments independently and then this work is simply "piled up" to represent the group's output ex: fisherman on a fishing boat each catch their own fish can throw all of it together in a tank
virtual teams
type of team in which members are geographically dispersed, and interdependent activity occurs through email, text message, and web conferencing
leaders in social and task-related groups
extraverts are more likely to emerge as ___
brainstorming
face-to-face meeting of team members in which each offers as many ideas as possible about some focal problem or issue
pros of written expression
- accurate - leaves permanent record of exchange - can be referenced
cons of written expression
- inhibits feedback due to burden of the process of preparing a physical document - considerable delay can occur in clarifying message meanings
brainstorming, nominal group technique
2 examples of creative behavior
relationship, task
2 types of conflict
spatial orientation visualization
2 types of spatial ability
organizational structure and design, technology and operations, people
3 areas of organization change
decision informity, staff validity, hierarchical sensitivity
3 factors involved in decision making
leader-staff teams, team task roles, team building roles, individualistic roles
4 aspects of role
process gain (spongebob and patrick come to make a team)
Spongebob: illustrated ___
stable
ability is relatively ___
nature, nurture
how does a person develop?
oral expression
verbal ability to COMMUNICATE ideas by SPEAKING
cognitive abilities
capabilities related to the acquisition and application of knowledge in problem solving
personal clarification, positional modeling, positional rotation
3 levels of cross-training
ambassador, task coordinator, scout
3 types of activities associated with boundary spanning
task, goal, outcome
3 types of team interdependence
transition, action, interpersonal
3 types of teamwork processes
inflection and tone
38% of message content is interpreted through
monitoring progress towards goals systems monitoring helping behavior coordination
4 examples of action processes
communication issues, noise, information richness, networked structures
4 factors that influence communication
problem sensitivity deductive reasoning inductive reasoning originality
4 types of reasoning ability
pooled, sequential, reciprocal, comprehensive
4 types of task interdependence
role, member ability, member personality, team diversity, team size
5 aspects of team composition
verbal quantitative reasoning spatial perceptual
5 types of cognitive abilities
facial expressions
55% of message content is interpreted though
strength, stamina, flexibility, coordination, psychomotor abilities, sensory abilities
6 aspects of physical abilities
words (in the message)
7% of message content is interpreted through
19
80% of employing organizations have fewer than ___ members
all channel network structure
HIGHLY DECENTRALIZED a communication network in which any member can send and receive messages from any other
individualism-collectivism, power distance, uncertainty avoidance, masculinity-femininity, short-term/long-term orientation
Hofstede created a model showing the different countries & prioritizing values in what 5 dimensions?
planned change
IDEAL designed and implemented in an orderly and timely fashion in anticipation for new events ex: you know registration is coming up. have a plan of what classes you need
in-group collectivism
Individuals express pride and loyalty to specific in-groups
TJ (thinking, judging)
MBTI test: managers are more likely to be ___ than the general population
the imitation game
MOVIE chain of command, established who reported to whom formulations were different. he took charge and could now fire people
secret of my success
MOVIE: ___ - meeting of company executives - groupthink (have to make sure you don't settle bc of this) - devil's advocate; creates conflict - highly cohesive (was detrimental to the team) - low potency - devil's advocate challenges
we are marshall
MOVIE: lacked ability. had to build a team. kicker lacked the ability to understand his connection to all the other players
avengers (age of ultron)
MOVIE: we win/lose together (outcome interdependence)
Gung Ho
Mr. Stephenson interaction with Chinese directors US vs Japan two distinct profiles (casual vs business)
wheel network structure
a communication network in which all communication between members is controlled by a single member
circle network structure
a communication network in which members send and receive messages from individuals who are immediately adjacent to them
data vs. ideas people vs. thinks
RIASEC model suggests personality types can be classified among two dimensions: degree to which employees prefer to work with ___ and ___
investigative
RIASEC: enjoy abstract, analytical, theory-oriented tasks
artistic
RIASEC: enjoy entertaining and fascinating others using imagination
social
RIASEC: enjoy helping, serving, or assisting others
conventional
RIASEC: enjoy organization, counting, regulating people/things
enterprising
RIASEC: enjoy persuading, leading, or outperforming others
realistic
RIASEC: enjoy practical, hands-on, real-world tasks
cognitive ability
SAT, ACT are tests of ___
formalization
a company is high in ___ when there are many specific rules and procedures used to standardize behaviors and decisions (rules, regulations, procedures)
fault lines
a complication with diversity whereby informal subgroups develop based on surface-level attributes
near the middle for all
U.S. in Hofstede's dimensions of cultural values: conscientiousness, neuroticism, and agreeableness
extraversion, openness
U.S. in Hofstede's dimensions of cultural values: high end on ___ and ___
high on individualism, low on uncertainty avoidance, high on masculinity, low on power distance, high on short-term orientation
USA tends to be high/low on all of the cultural dimensions of the Hofstede model?
nominal group technique
a decision-making method that begins and ends by having group members quietly write down and evaluate ideas to be shared with the group (forced participation)
zero acquaintance situations
extraversion is easiest to judge in ___
integrity, personality
___ and ___ tests are among the most useful tools for hiring - more useful even than the typical version of the employment interview
multi-divisional structures
___ are able to address the unique needs of the consumer
communion striving
___ can be beneficial in some situations and detrimental in others
agreeableness
___ can be effective in service jobs, or jobs with either direct, face-to-face, or verbal contact with customers
moderate
___ correlation between conscientiousness and job performance
moderate
___ correlation between conscientiousness and organizational commitment
negative affectivity
___ explains why neurotic employees often experience lower levels of job satisfaction than their less neurotic counterparts
openness to experience
___ has the most alternative labels
gripe index
___ is one method of assessing neuroticism (negative affectivity). determine how unhappy people are with everyday objects and things
neuroticism
___ is the 2nd most important factor in relation to job performance
wide
___ span of control if a lot of people report to 1 manager
wonderlic personnel test
a cognitive ability test; 12 minutes consisting of 50 general questions (creates baselines)
Project GLOBE (Global Leadership and Organizational Behavior Effectiveness)
a collection of 170 researchers from 62 cultures who have studied 17,300 managers in 951 organizations since 1991
positional rotation
a depth of cross training that gives members actual experience carrying out the responsibilities of their teammates (watching and doing it with them) ex: surgeons assisting in surgery as part of their training
personal modeling
a depth of cross training where team member observe how other members perform ex: surgeons shadowing an operating room
personal clarification
a depth of cross-training where members simply receive information regarding the roles of the other team members (telling you what to do/explaining team roles) ex: surgeons learning how to perform surgery
negative affectivity
a dispositional tendency to experience unpleasant moods such as hostility, nervousness, and annoyance
reasoning ability
a diverse set of abilities associated with sensing and solving problems using insight, rules, and logic
organizational chart
a drawing that represents every job in the organization and the formal reporting relationships between those jobs
emotional regulation
a facet of emotional intelligence that refers to being able to recover quickly from emotional experiences (can you keep it together?) ex: road rage from being cut off
other awareness
a facet of emotional intelligence; appraisal and recognition/understanding of emotions in others ex: professor sensing the class isn't understanding lecture
self-awareness
a facet of emotional intelligence; the appraisal and expression of emotions in oneself
stamina
a facet of physical ability that refers to the ability of a person's lungs and circulatory system to work efficiently while he or she is engaging in prolonged physical activity ex: swimming
flexibility
a facet of physical ability that refers to the ability to bend, stretch, twist, or reach ex: dancers
sensory abilities
a facet of physical ability that refers to the capabilities associated with vision and hearing ex: electronic testers and inspectors or restaurant servers
psychomotor abilities
a facet of physical ability that refers to the capacity to manipulate and control objects ex: fabric menders
coordination
a facet of physical ability that refers to the quality of physical movement ex: jumping rope or balancing
strength
a facet of physical ability; the degree to which the body is capable of exerting force ex: firefighters require a lot of this
motivational loss
a force that fosters process loss defined as the loss in team productivity that occurs when team members do not work as hard as they could ex: social loafing
matrix structures
a more complex form of organizational design that tries to take advantage of two types of structures at the same time represent a combo of functional and product structure
moderate
a personal hand written note has a _____________ level of information richness
Myers-Briggs Type Indicator (MBTI)
a personality test that evaluates individuals four characteristics and classifies people into 1/16 personality types
ethnocentrism
a propensity to view one's own cultural values as "right" and those of other cultures as "wrong"
originality
a reasoning ability to develop clever and novel ways to solve problems (designer, advertising exec, writer, cartoonist)
leader-staff teams
a role where the leader makes decisions for the team and provides direction and control over members who perform assigned tasks ex: categories that are more general (can apply to many different types of teams)
effective teamwork processes
a second type of team process training involves experience in a team context when there are task demands that highlight the importance of ___
status striving
a strong desire to obtain power and influence within a social structure as a means of expressing one's personality
compromiser
a team building role that helps the team see alternative solutions that teammates can accept (tries to find middle ground)
encourager
a team building role that praises the work of teammates
harmonizer
a team building role that steps in to resolve differences among teammates
orienter
a team task role that establishes direction for the team may be particularly important in teams that have autonomy on how to accomplish their work
energizer
a team task role who motivates team members to work harder toward team goals may be particularly important in team contexts where work is important but not intrinsically motivating
devil's advocate
a team tasks role that offers constructive challenges to the team's status quo may be particularly important in team contexts where decisions are "high stakes" in nature
surface-level diversity
a team that is susceptible to fault lines has a high degree of ___
ambassador activities
a type of boundary spanning; communications that are intended to protect the team, persuade others to support the team, and obtain important resources for the team ex: spokesperson; mktg member meeting with senior level exec to request an increase in budget
surface-level diversity
a type of diversity that regards observable attributes such as race, ethnicity, sex, and age
deep-level diversity
a type of diversity with respect to attributes that are less easy to observe initially but that can be inferred after more direct experience
social loafing
a type of motivational loss that happens when members exert less effort when working on team tasks than they would if they worked alone on those same tasks
sequential interdependence
a type of task interdependence that requires different tasks to be done in a prescribed order, members interact to carry out the work, the interaction only occurs between members who perform tasks that are next to each other in sequence ex: assembly line
reciprocal interdependence
a type of task interdependence that requires members to specialized to perform specific tasks; however, instead of a strict sequence of activities, members interact with a subset of other members to complete the team's work ex: a team designing custom homes where a salesperson might have to meet with designers who would need to meet with architects to help them with colors and schemes and revision of plans
comprehensive interdependence
a type of task interdependence that requires the highest level of interaction and coordination among members; each member has a great deal of discretion in terms of what they do and with whom they interact in the course of collaboration involved in accomplishing the team's work ex: the most successful product design firms
management team
a type of team designed to stay relatively permanent and their purpose is to coordinate activities of organizational subunits to help the organization achieve its long-term goals ex: heads of departments, senior level execs
work team
a type of team designed to stay relatively permanent and their purpose is to produce goods or provide services; full-time commitment ex: toyota manufacturing team
low use of emotions
a writer doubting her competence because of the slow process or publishing. demonstrating ___
genes, environment
abilities are a function of both ___ and ___
written expression
ability to COMMUNICATE ideas in WRITING
helping behavior
action processes: involves members going out of their way to help or back up other team members
monitoring progress towards goals
action processes: teams pay attention to goal-related information are typically in a good place when they realize they are off-track and need to make changes. example of ___
systems montioring
action processes; involves keeping track of things that the team needs to accomplish its work
getting along, getting ahead
agreeable people focus on ___ not necessarily ___ (relates to people's intentions)
action processes
aid in the accomplishment of teamwork as the task is actually being accomplished (DURING)
role
an aspect of team composition defined as the behaviors a person is expected to display in a given context ex: forward, goalie, defender, midfielder
member ability
an aspect of team composition that provide a wide array of abilities, both physical and cognitive ex: pit crew
reflecting performance in brief, special circumstances that demand a person's best effort (add ability to make it stronger)
an employee's ability is key driver of maximum performance, ___
aggressor
an individualistic role that "puts down" or deflates fellow teammates
dominator
an individualistic role that manipulates teammates to acquire control and power
recognition seeker
an individualistic role that takes credit for team successes
functional structure
an organizational form in which employees are grouped by the functions they perform for the organization
organizational change
any substantive modification to some part of the organization ex: work schedule, machinery, employees
THINKING VS FEELING
approaching decisions with logic and critical analysis VERSUS approaching decisions with an emphasis on others' needs and feelings
JUDGING VS PERCEIVING
approaching tasks by planning and setting goals VERSUS preferring to have flexibility and spontaneity when performing tasks
increasing, coordinating their activities
as task interdependence increases, members spending ___ amounts of time ___
clear-purpose tests
ask applicants about their attitudes toward dishonesty, beliefs about the frequency of dishonesty, endorsements of common rationalizations for dishonesty, desire to punish dishonesty, and confessions of past dishonesty (have you or have you not)
affect management
aspect of motivating and confidence building; involves activities that foster a sense of emotional balance and unity
team performance
aspect of team effectiveness; quantity and quality of goods or services produced, customer satisfaction, completed reports
team viability
aspect of team effectiveness; refers to the likelihood that the team can work together effectively into the future
veiled purpose tests
assess more general personality traits that are associated with dishonest acts
cohesion, devil's advocate
avoid too much cohesion by assessing the team's ___ and appointing a ___
relatively unaffected
because everyone fakes to some degree, correlations with outcomes like theft or counterproductive behaviors are ___
perceptual speed
being able to examine and compare numbers, letters, and objects quickly
perceptual ability
being able to perceive, understand, and recall patterns of information
speed and flexibility of closure
being able to pick out a pattern of information quickly in the presence of distracting information, even without all the information present
EXTRAVERSION VS INTROVERSION
being energized by people and social interactions VERSUS being energized by private time and reflection
express all ideas that come to mind, quantity over quality, build on other's ideas, don't criticize or evaluate the ideas of others
brainstorming typically centered around what 4 ideas?
multi-divisional structure
bureaucratic organizational forms in which employees are grouped into divisions around products, geographic regions, or clients
general mental ability
called the "g factor"; combination all of the cognitive abilities
Type A vs Type B
can access personality by analyzes people who move, walk and talk fast and cannot cope with leisure with people who do not suffer from time urgency and can relax for fun
culture
can be described as the personality of a society
spatial ability
capabilities associated with visual and mental representation and manipulation of objects in space
RIASEC MODEL
central premises of ___ us that employees will have much more career satisfaction, job knowledge, and longevity that match their personality type
strong, positive
cognitive abilities have a ___ correlation to job performance
weak
cognitive abilities have a ___ correlation to organizational commitment
task performance citizenship, counterproductive
cognitive ability tends to be more strongly correlated with ___ than ___ or ___ behavior
Birkman
combo of the Big 5 (with the traits) and RIASEC (with the visuals) only personality test that compares results to other people (shows comparison between 2 individuals)
hybrid outcome interdependence
compensation for outcome interdependence which means that members receive rewards that are dependent on both their team's performance AND how well they perform as individuals ex: person on a team gets an evaluation of a 5 will get a higher bonus than someone who got a 3
longitudinal study
complete personality assessments at multiple time periods, often separated by several years (research in which the same people are restudied and retested over a long period)
parallel teams
composed of members from various jobs who provide recommendations to managers about important issues that run "parallel" to the organization's production process ex: board of directors
normative, affective
conscientious employees have higher levels of ___ and ___ commitment
accomplishment striving
conscientious employees prioritize ___
job performance (best influence on success and commitment)
conscientiousness affects ___
typical performance
conscientiousness is a key driver of ___
mortality (live longer)
conscientiousness is negatively related to ___
success
conscientiousness is the best predictor of ___
citizenship behaviors committed to their organization
conscientiousness: more likely to engage in ___ tend to be more ___
team
consists of two or more people who work interdependently over some period of time to accomplish common goals related to some task-oriented purpose
task activity
coordination loss consumes time and energy that could otherwise be devoted to ___
production blocking
coordination losses are often driven by ___
moderate
correlation between conscientiousness & job performance
moderate
correlation between conscientiousness & organizational commitment
strong, negative
correlation between integrity tests and counterproductive behaviors
creative performance
creative thought yields ___
hybrid outcome interdependence
design team reward structures with ___ which means that members receive rewards that are dependent on both their team's performance and how well they perform as individuals
attitudes, values, personality
differences in ___, ___, and ___ are good examples of deep-level diversity
task conflict
disagreements among members about the team's task devils advocate "i hear what you're saying but this might be a better approach" (can be beneficial)
positive affectivity
dispositional tendency to experience pleasant, engaging moods such as enthusiasm, excitement, and elation (glass half-full)
lower levels of cognitive intelligence
emotional intelligence is a more important determinant of job performance for people with ___
cultural intelligence
emotional intelligence is the foundation for ___
faking
exaggerating your responses to a personality test in a socially desirable fashion
interests
expressions of personality that influence behavior through preferences for certain environments and activities
action learning
happens when a team is given a real problem that is relevant to the organization and then held accountable for analyzing the problem, developing an action plan, and finally carrying out the action plan ex: real-life situation in team setting; more intensive than a role play (sending you out to interview a prospect)
cohesion
happens when members of teams develop strong emotional bonds to other members of their team and to the team itself
situational strength
high in extraversion but sometimes want to be alone and not talk to anyone. example of ___
high in g
high in intelligence
knowing you're going to cry when you go to see the fault in our stars
high in self-awareness
cooperation, they share the same fate (if the team wins, everyone wins. if the team fails, everyone fails)
high outcome interdependence promotes higher levels of ___ because members understand that ___
internal force
hiring someone new with different skill sets is an example of an ___
emotional intelligence (EQ/emotional ability)
human ability that affects social functioning
social orientation, power orientation (low vs high)
in Gung Ho, the biggest variance was with ___ and ___
genes
in regards to personal development, what is nature?
surrounding, experiences (environment)
in regards to personal development, what is nurture?
social; power
in the clip from Gung Ho, the major cultural difference were the __________ and __________ orientation bc the USA has an individualistic approach with low power distance
aggressor, recognition seeker, dominator
individualistic roles include ___ (3)
unfreezing
individuals must show why the change is necessary
job performance
integrity tests are more strongly related to ___ than conscientiousness scores
noise
interferes with a message being transmitted that can influence the communication process (prevents effective communication)
task coordinator activities
involve communications that are intended to coordinate task-related issues with people or groups in other functional areas ex: mktg member meeting with someone from manufacturing to work out how a coupon might be incorporated into product packaging materials
conflict management
involves activities that the team uses to manage conflicts that arise in the course of its work
refreezing
involves reinforcing and supporting the change so that it becomes a permanent part of the system (if what you wanted to happen actually did happen)
internal (believe that their own behavior dictates events - have direct control over)
less neurotic people tend to hold an ___ locus of control
comprehensive, reciprocal, sequential, pooled
list the types of task interdependence in order of degree of interdependence
low in g
low cognitive ability
culture on the effectiveness of various leader attributes, behaviors, practices
main purpose of Project GLOBE is to examine the impact of ___ on the ___
coordinating the activities of organizational subunits (typically departments or functional areas)
management teams are responsible for ___ to help the organization achieve its long-term goals
cooperative, trusting positive attitudes about the team, smooth interpersonal interactions
member personality: agreeable people tend to be more ___ and ___, tendencies that promote ___ and ___
dependable, work hard
member personality: conscientious people tend to be ___ and ___ to achieve goals
interpersonal contexts, postive, optimistic
member personality: extraverted people tend to perform more effectively in ___ and are more ___ and ___ in general
performing
members are comfortable working within their roles, and the team makes progress toward goals
high potency
members are confident that their team can perform well, and as a consequence, they focus more of their energy on achieving team goals
adjourning
members experience anxiety and other emotions as they disagree and ultimately separate from the team
face to face
messages transmitted through ___ channels have the highest level of information richness
transition processes
mission analysis, strategy formulation, goal specification are 3 examples of ___
clarity, relevance, significance (makes a difference), believability, urgency
mission statements should have ___ (5)
Y network structure
one member controls the FLOW of information between one set of members and another (somewhat centralized)
interest inventories (provide people their scores on the relevant personality dimensions, along with a list of occupations that could provide a good match for that profile)
one of the most common applications of RIASEC model
there isnt really a bad type
one of the reasons MBTI is so widely used is because ___
deeper dependance
one reason why teams are special: the interactions among members within teams revolve around a ___ on one another than the interactions within groups
task-related purpose
one reason why teams are special: the interactions within teams occur with a specific ___ in mind
formalized mission statement that members buy into
one way to create high levels of goal interdependence: develop a ___
job performance
openness to experience is beneficial in some jobs but not others, which is why it is not related to ___ across all occupations
creative performance (where job holders need to be able to generate novel and useful ideas and solutions)
openness to experience is more likely to be valuable in jobs that require high levels of ___
artistic, scientific
openness to experience: highly open individuals are more likely to mitigate into ___ and ___ fields
layers/group
organization design: most companies will use a simple structure (everyone reports to one person), but as companies grow, they have to add ___ to the jobs
emotions that other people are feeling
other awareness refers to a person's ability to recognize and understand the ___
compensation practices
outcome interdependence has obvious connections to ___ in organizations
more contentious, more agreeable, less neurotic
over time, people tend to be more ___, more ___, and less ___
cognitive, emotional, physical ability
overall ability consists of what 3 things?
boundary spanning
part of taskwork processes that involves activities with individuals and groups other than those who are considered part of a team
creative behavior
part of taskwork processes where members generate novel and useful ideas and solutions
decision-making
part of taskwork processes where members use information and intuition to make specific decisions among team members
communication issues
participants may lack communication competence, receiver may not be skilled in listening
outcome interdependence
pay, bonuses, formal feedback and recognition, pats on the back, extra time off, and continued team survival are all reward examples for ___
hybrid outcome interdependence
peer evaluations could change your grade a little even though its a group grade. example of ___
compliance
people conform to others expectations or behaviors in hopes of acquiring rewards or avoiding punishments based off power. feel like you must agree,
interpersonal
people tend to be satisfied in teams in which there are effective ___ interactions
communion striving
people that are high in agreeableness prioritize ___
positive affectivity
people that are high in extraversion tend to be high in ___
learning and decision making
people who have higher general cognitive ability tend to be better at ___
reactive change
piecemeal response to events and circumstances as they develop things you don't encounter
spatial ability
piñata and pin the tail on the donkey are both examples of ___
satisfied with their jobs
positive affectivity explains why extraverts tend to be so much more ___
9 dimensions Project GLOBE uses to summarize cultures
power distance and uncertainty avoidance institutional collectivism in-group collectivism gender egalitarianism assertiveness future orientation performance orientation humane orientation
all channel
preferred network structure because you have validation from every point
SENSING VS INTUITION
preferring clear and concrete facts and data VERSUS preferring hunches and speculations based on theory and imagination
status striving
prioritize ___ with extraversion
useful resources, capabilities
process gain is important because it results in ___ and ___ that did not exist before the team created them
coordination loss
process loss due to the time and energy it takes to coordinate work activities with other team members
common, costly
process loss is a ___ and ___ by-product of doing work in teams
organizational design
process of creating, selecting, or changing the structure of an organization
norming
realize that they need to work together to accomplish team goals
decode
receivers _____________ a message to understand it
traits
recurring regularities or trends in people's responses to their environment (adjectives)
mental models
refer to the level of common understanding among team members with regard to important aspects of the team and its task (does the team understand what's important?)
spatial orientation
refers to having a good understanding of where one is relative to other things in the environment
transactive memory
refers to how specialized knowledge is distributed among team members (can you retain this?)
inductive reasoning
refers to the ability to consider several specific pieces of information and then research a more general conclusion regarding how those pieces are related (police detectives, crime scene investigators)
potency
refers to the degree to which members believe that the team can be effective across a variety of situations and tasks
team process
refers to the different types of communication, activities, and interactions that occur within teams that contribute to their ultimate end goals
relationship conflict
refers to the disagreements among team members in terms of interpersonal relationships or incompatibilities with respect to personal values or preferences "i dont like you"
personality
refers to the structures and propensities inside a person that explains his/her characteristic patterns of thought, emotion, and behavior
motivating and confidence building
refers to the things team members do or say that affect the degree to which members are motivated to work hard on the task ex: expressions that create a sense of urgency and optimism
quantitative ability
refers to the two types of mathematical capabilities (number facility, mathematical reasoning)
deductive reasoning
refers to the use of general rules or hypotheses as a general starting point to solve problems (judges)
typical performance
reflecting performance in the routine conditions that surround daily job tasks
accomplishment striving
reflects a strong desire to accomplish task-related goals as a means of expressing personality built in desire to finish work tasks, channel a high proportion of their efforts toward those tasks, and work harder & longer on those task assignments
communion striving
reflects a strong desire to obtain acceptance in personal relationships as a means of expressing personality
use of emotions
reflects the degree to which people can harness emotions and employ them to improve their chances of being successful in whatever they are seeking to do
centralization
reflects where decisions are formally made in organizations
decision informity
reflects whether members possess adequate information about their own task responsibilities (know enough about the problem)
locus of control
reflects whether people attribute the causes of events to themselves or to the external environment
weak
relationship between task interdependence and team commitment is ___
moderately positive
relationship between task interdependence and team performance is ___
ability
relatively stable capabilities of people for performing a particular range of related activities
span of control
represents how many employees each manager is responsible for in the organization
cognitive ability and organizational commitment
research has not supported significant linkage between ___ and ___
self management, autonomy
research shows that high levels of ___ and ___ may be most advantageous for teams
individualistic roles
role behavior that benefits the individual at the expense of the team
team-task roles
role behaviors that directly facilitate the accomplishment of team tasks;
team-building roles
role behaviors that influence the quality of the team's social climate/ help manage conflict that could hinder team effectiveness
punctuated equilibrium
scenario where at the initial team meeting, members make assumptions and establish patterns of behavior that lasts for the first half its life, then midway through project something remarkable happens and members have to change their task paradigm ex: sit with group for a while then realize project is due tomorrow
understand the types of emotions they are experiencing (willingness to) acknowledge them (capability to) express them naturally
self-awareness refers to the ability of an individual to ___, the willingness to ___, and the capability to ___
encode
senders _________ a information through a message
cultural values
shared beliefs about desirable en states or modes of conduct in a given culture, influence the development of a person's personality traits & how those traits are expressed daily
realistic, investigative, artistic, social, enterprising, conventional
six different personality types: RIASEC
responses
some internal forces are ___ to external forces
forming
stage of team development where members orient themselves by trying to understand their boundaries in the team
forming, storming, norming, performing, adjourning
stages of team development (5)
unfreezing, implementing change, refreezing
steps in change process (lewin model) (3)
collectivism
strong group orientation and emphasis on interdependence of people would be described as having a high degree of ___
situational strength
suggests that "strong situations" have clear behavioral expectations, incentives, or instructions that make differences between individuals less important, whereas "weak situations" lack those cues (just because you score high in one personality trait doesn't mean you demonstrate it all the time)
trait activation
suggests that some situations provide cues that trigger the expression of a given trait (cry for help can provide cues that trigger the expression of empathy)
similarity-attraction, knowledgable
surface-level diversity may have negative impact on teams early in their existence because of ___ issues, but those negative effects tend to disappear as members become more ___ about one another (stereotypes replaced with underlying characteristics
additive tasks
tasks for which the contributions from every member add up to determine team performance ex: how much girl scout troop earns from selling thin mints and samoas (sum of what girl scouts are able to sell on their own); more like pooled interdependence
conjuctive tasks
tasks where the team's performance depends on the abilities of the "weakest link" ex: pit crew; goes with sequential interdependence because you're only as good as the person behind you
disjunctive tasks
tasks with an objectively verifiable best solution, and the member who possesses the highest level of ability relevant to the task will have the most influence on the effectiveness of the team ex: playing trivial pursuit with one really smart person on your team; camping trip - guy with most experience sets up
smaller, role responsibilities
team building is most likely to have positive effects for ___ teams and when the exercise emphasizes the importance of clarifying ___
team processes
team characteristics, like member diversity, team size, etc. affect ___
member personality
team members possess a wide variety of personality traits
confidence in their own abilities, other members' capabilities, feedback about past performance
team members' ___, their trust in ___, and ___ play a role in developing high potency
team effectiveness
team processes, in turn, have a strong impact on ___
management, project, production tasks
team size: having a greater number of members is beneficial for ___ and ___ teams but not for teams engaged in ___
4-5 diversity shut down on ideas
team size: research concluded that team members tend to be most satisfied with their team when the number of members is between ___. it allows ___ but not too big to where you get ___
transportable teamwork competences
team training that involves helping people develop general teamwork competencies (knowledge, skills, abilities) that they can transport from one team context to another ex: pilot training program
harmonizer, encourager, compromiser
team-building roles includes (3)
orienter, devil's advocate, energizer
team-task roles includes ___ (3)
transition processes
teamwork activities (process) that focus on preparation for FUTURE work (before) i.e. half-time adjustments
moderate positive
teamwork processes have a ___ relationship with task performance
strong positive
teamwork processes have a ___ relationship with team commitment teams that engage in effective teamwork processes tend to continue to exist together into the future
interpersonal processes
teamwork processes that focus on the management of relationships among team members; BEFORE, DURING, & AFTER ex: motivating and confidence building
setting or context
teamwork processes: behaviors that create the ___ or ___ in which taskwork can be carried out
1. involvement 2. education, communication 3. necessary, in advance, adapt to change 4. eliminate the cons
techniques for overcoming resistance: 1. encourage ___ in change process 2. provide ___ and ___ about change process 3. facilitate change process by: - making only ___ changes - announcing changes ___ - allowing time to ___ 4. list of pros/cons - instead of weighing the 2, work to ___
choice-shift
tendency for groups to make decisions that appear more extreme than the decisions group members would have made on their own group mentality. power in #s
how not to use strength in the workplace tackles coworkers as reinforcement
terry tate - office linebacker (2)
oral comprehension
the ability to UNDERSTAND SPOKEN words and sentences
mathematical reasoning
the ability to choose and apply formulas to solve problems that involve numbers (word problem)
visualization
the ability to imagine how separate things would look if they were put together in a particular way (- how do things fit together? - imagining how a room would look rearranged)
problem sensitivity
the ability to sense that there's a problem right now or likely to be one in the near future
information richness
the amount and depth of information that gets transmitted in a message
both are very good at what they do, but he is NOT very conscientious
the break-up
loss of power, threat of self-interest
the bright young newcomer betty is afraid of change because she doesn't want to be left behind. what 2 things?
number facility
the capability to do simple math operations (adding, subtracting, multiplying, and dividing)
implementing change
the change itself is implemented
complex knowledge work
the correlation between task interdependence and task performance tends to be highest in teams involved in ___
humane orientation
the culture encourages and rewards members for being generous, caring, kind, fair, and altruistic
performance orientation
the culture encourages and rewards members for excellence and performance improvements
future orientation
the culture engages in planning and investment in the future while delaying individual or collective gratification
gender egalitarianism
the culture promotes gender equality and minimizes role differences between men and women
assertiveness
the culture values assertiveness, confrontation, and aggressiveness in social relationships
power distance
the degree that people are willing to accept an unequal distribution of power within a society or organization
team diversity
the degree to which members are different from one another in terms of any attribute that might be used by someone as a basis of categorizing people
staff validity
the degree to which members make good recommendations to the leader
work specialization
the degree to which tasks in an organization are divided into separate jobs (generally, yields greater productivity) also known as division of labor
interdependence
the greater the ___, the greater the need for coordination
higher
the higher the time size, the ___________ the competence
team composition
the mix of people who make up the team
general mental ability
the most popular explanation for the similarity in the levels of different cognitive abilities within people is that there is a ___ that underlies or causes all of the more specific cognitive abilities discussed so far
network structure
the pattern of communication that occurs regularly among each member of the team ex: circle, wheel, Y, or all channel
communication
the process by which information and meaning gets transferred from a sender to a receiver
low uncertainty avoidance, high goal orientation (masculinity), individualistic, masculine, short-term oriented
the typical culture profile (5)
similar-attraction approach
theory of team diversity; people tend to be more attracted to others who are perceived as more similar
value in diversity problem-solving approach
theory of team diversity; says that diversity is beneficial for a larger pool of knowledge and perspectives from which a team can draw as it carries out its work
scout activities
things team members do to obtain information about technology, competitors, or the broader marketplace ex: mktg member meeting with engineer to seek information about new materials
mission statement
to ensure goal interdependence, team formalize ___
team building
training is intended to facilitate the development of team processes related to goal setting, interpersonal relations, problem solving, and role clarification
cross-training
training members in the duties and responsibilities of their teammates
mission analysis
transition processes: involves an analysis of the team's task, the challenges that face the team, and the resources available for completing the team's work
goal specification
transition processes: involves the development and prioritization of goals related to the team's mission and strategy
strategy formulation
transition processes: refers to 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
goal interdependence
type of team interdependence: a high degree of ___ exists when team members have a shared vision of the team's goal and align their individual goals with that vision as a result ex: people on a boat with a paddle, all want to go to the same destination
outcome interdepence
type of team interdependence: a high degree of ___ exists when team members share in the rewards that the team earns no MVP of a losing team
task interdependence
type of team interdependence; refers to the degree to which team members interact with and rely on other team members for the information, materials, and resources needed to accomplish work for the team
project teams
type of team that is 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 ex: engineers, architects, designers, and builders designing a suburban town center
action teams
type of team that is normally limited in duration but tasks can be quite complex and take place in contexts are that either highly visible to an audience or highly challenging in nature ex: NFL team, flight crew only working together during duration of flight
verbal ability
various capabilities associated with understanding and expressing oral and written communication
cognitive ability (if you score high in verbal, you tend to score high in quantitative, reasoning, spatial, and perceptual)
verbal ability is kind of a foundation for ___
reactive
want to minimize ___ change
low power distance
we prefer people to interact the same though they are on different levels
openness to experience, cognitive ability
what 2 things are key drivers to creating creative thought?
warm, kind, cooperative, sympathetic, helpful, courteous
what 6 traits describe someone that is high in agreeableness?
dependable, organized, reliable, ambitious, hardworking, persevering
what 6 traits describe someone that is high in conscientiousness?
interpersonal attraction, group activities, group goals, need satisfaction, instrumental benefits
what are 5 reasons why people join groups/teams?
nervous, moody, emotional, insecure, jealous
what are 5 traits to describe someone that is high in neuroticism?
talkative, sociable, passionate, assertive, bold, dominant
what are 6 traits to describe someone that is high in extraversion?
curious, imaginative, creative, complex, refined, sophisticated
what are 6 traits to describe someone that is high in openness to experience?
EXTRAVERSION VS INTROVERSION SENSING VS INTUITION THINKING VS FEELING JUDGING VS PERCEIVING
what are the 4 types of preferences looked at with MBTI?
work team management team parallel team project team action team
what are the 5 types of teams?
BMW
what company in the book was proven to understand the Big Five personality dimensions?
cooperative based (whole team recognized for success or no one is)
when a team has high interdependence, employees receive compensation via ___ rewards ex: everyone loses, no compensation/everyone wins
cognitive based
when a team has low interdependence, employees receive compensation via ___ rewards ex: employee of the month
interact and share resources
when work is more complex, interdependence is necessary because there is a need for members to ___ and ___
conscientiousness, extraversion, agreeableness
which 3 personality traits of a team member are relevant to a team's composition?
extraversion, openness to experience
which personality dimensions of the Big Five tend to change little throughout an adult person's life?
production teams
which team benefits the least from having a relatively large number of members?
transportable teamwork competences
with ___, trainees can transport what they learn about teamwork from one team context and apply it in other
rational
with reactive change, you need ___ decision-making
20, 10
with the wonderlic personnel test, there is typically a minimum score required for different jobs: a ___ is average and a ___ indicates literacy
chain of command
within an organization essentially answers the question "who reports to whom?" and signifies formal authority relationships specific flow of authority down through the levels of an organization's structure
teamwork processes
yield process gain/loss; refers to the interpersonal activities that facilitate the accomplishment of the team's work but do not directly involve task accomplishment
team states
yield process gain/loss; refers to the specific types of feelings and thoughts that coalesce in the minds of team members as a consequence of their experience working together ex: cohesion, potency, mental models, transactive memory
taskwork processes
yields process gain/loss; the activities of team members that relate directly to the accomplishment of team tasks
situations in which two people have just met (first meeting)
zero acquaintance situations
