MGT Ch. 10

Team norms may be associated with either positive or negative outcomes for the company. (t/f)

True

Joshua, an employee at Waves Corp., is a member of a typical traditional work group. Joshua should expect to be responsible for:

doing what he is told to do Rationale: In traditional work groups, workers are responsible for doing the work or executing the task, but they do not have direct responsibility.

Evie's Diner, a restaurant, has different cooks for vegetarian and non-vegetarian dishes. But all the cooks are trained to cook both kinds of food. This is an example of _____.

Cross-training Rationale: Cross-training refers to training team members to do all or most of the jobs performed by the other team members.

​As teams develop and grow, they pass through three stages of development. These three stages are (1) perceived team, (2) felt team, and (3) manifest team. (t/f)

False Rationale: As teams develop and grow, they pass through four stages of development: (1) forming, (2) storming, (3) norming, and (4) performing

A manager who wants to give his team the highest amount of autonomy should select _____.

Self-Designing teams Rationale: Self-designing teams have the highest degree of autonomy. Self-designing teams have all the characteristics of self-managing teams, but they can also control and change the design of the teams themselves, the tasks they do and how and when they do them, and the membership of the teams.

Group cohesion tends to be relatively strong at the _____ stage of team development.

norming Rationale: During the norming stage of team development, petty differences should have been resolved, friendships will have developed, and group cohesion will be relatively strong.

Fervor Tax Service has a largely white, male demographic at present. A new group has been established in Fervor to improve the employment, retention, and promotion prospects of women and ethnic minorities. The team has six months to gather information and create a plan. This group can best be categorized as a(n) _____.

project team Rationale: Project teams are created to complete specific, one-time projects or tasks within a limited time.

Autonomy is the degree to which workers have the discretion, freedom, and independence to decide how and when to accomplish their jobs. (t/f)

True

Sincere attempts to reach agreement on a difficult issue can quickly deteriorate from cognitive to affective conflict. (t/f)

True --especially if the discussion turns personal and tempers and emotions flare.

Brown Beverages Corp. uses a cross-functional team to develop four to six new beverages annually. Brown Beverages Corp. most likely uses a cross-functional team because it:

allows the company to use employees from various departments with varying perspectives to attack the task. Rationale: Cross-functional teams are intentionally composed of employees from different functional areas of the organization. Because their members have different functional backgrounds, education, and experience, cross-functional teams usually attack problems from multiple perspectives and generate more ideas and alternative solutions, all of which are especially important when trying to innovate or solve problems creatively.

Which of the following is NOT one of the recommendations for minimizing the occurrence of affective conflict and having a good fight?

always resolve issues by consensus Rationale: Effectively, requiring consensus gives everyone on the team veto power. Nothing gets done until everyone agrees, which, of course, is nearly impossible. As a result, insisting on consensus usually promotes affective rather than cognitive conflict.

In the stages of team development, a team first moves from growth to decline during the _____ stage.

de-norming Rationale: Without effective management, its performance may begin to decline as the team passes through the stages of de-norming, de-storming, and de-forming.

The only type of responsibility given to traditional work groups is to:

execute a task Rationale: In traditional work groups, workers are responsible for doing the work or executing the task, but they do not have direct responsibility or control over their work.

Self-managing teams are different from semi-autonomous work groups in that team members:

manage and control all of the major tasks directly related to production of a product or service without first getting approval from management.

A team finally matures into a fully functioning team at the _____ stage of development.

performing Rationale: In the last stage of team development, performing, performance improves because the team has finally matured into an effective, fully functioning team.

Teams should NOT be used when:

there is no clear, engaging purpose Rationale: Teams should be used when there is a clear, engaging reason or purpose for using them. Teams are much more likely to succeed if they know why they exist and what they are supposed to accomplish, and more likely to fail if they don't.

The least amount of autonomy is found in ____.

traditional work groups Rationale: The smallest amount of autonomy is found in traditional work groups, where two or more people work together to achieve a shared goal.

Team norms may be associated with either positive or negative outcomes for the company. (t/f)

true

The Turnpike Authority of the state of Lakewood encountered several challenges while constructing tunnels. Hence, it created a national team of tunnel experts to develop road tunnel engineering principles, traffic flow patterns, and maintenance practices through the use of telecommunications and information technology. In this scenario, this group of tunnel experts can be best categorized as a _____.

virtual team Rationale: Virtual teams are groups of geographically and/or organizationally dispersed coworkers who use a combination of telecommunications and information technologies to accomplish an organizational task. Members of virtual teams rarely meet face-to-face; instead, they use email, videoconferencing, and group communication software.