CH 11: Effective Team Management

Question 1

Group

Answer 1

Two or more people who interact with each other to accomplish certain goals or meet certain needs. “Not all groups can be teams.”

Question 2

Team

Answer 2

A group whose members work intensely with one another to achieve a specific common goal or objective. “All teams are groups.”

Question 3

Characteristics Distinguishing Teams from Groups

Answer 3

1. Intensity: with which team members work together.
2. Specific, overriding team goal, or objective.

Question 4

Soft Skills

Answer 4

People-related skills that get team members connected with each other and aligned on carrying out a shared purpose.
Includes: Organizing, collaborating, solving interpersonal problems, and communicating.

Question 5

Synergy

Answer 5

Performance gains that result when individuals and departments coordinate their actions.

Question 6

Innovation

Answer 6

The creative development of new products, new technologies, new services, or even new organizational structures.

Question 7

Manager’s Role

Answer 7

To provide guidance, assistance, coaching, and the resources that team members need, not to closely direct of supervise their activities.

Question 8

Formal Group

Answer 8

A group that managers establish to achieve organizational goals.
They are:
Cross-functional-Teams composed of members from different departments.
Cross-cultural- Teams composed of members from different cultures or countries.

Question 9

Informal Group

Answer 9

A group that managers or nonmanagerial employees form to help them achieve their own goals or meet their own needs.

Question 10

Top Management Team

Answer 10

A group composed of the CEO, the president, and the heads of the most important departments.

Question 11

Groupthink

Answer 11

Faulty group decision making that results when group members strive for agreement at the expense of an accurate assessment of the situation.

Question 12

Research and Development Team

Answer 12

A team whose members has the expertise and experience needed to develop new products.

Question 13

Command Group

Answer 13

A group composed of employees who report to the same supervisor: also called a department or unit.

Question 14

Task Forces

Answer 14

A committee of managers or nonmanagerial employees from various departments or divisions who meet to solve a specific, mutual problem; also called ad hoc committee.

Question 15

Self-Managed work team

Answer 15

A group of employees who supervise their own activities and monitor the quality of the goods and services they provide.

Question 16

Virtual Teams

Answer 16

A team whose members rarely or never meet face to face but, rather, interact by using various forms of information technology such as email, text messaging, collaborative software programs, video conferences, and various meeting and management apps.

Question 17

Friendship Group

Answer 17

An informal group of employees who enjoy one another’s company and socialize with one another.

Question 18

Interest Group

Answer 18

An informal group of employees seeking to achieve a common goal related to their membership in an organization.

Question 19

Group Dynamics

Answer 19

How groups function and, ultimately, their effectiveness hinge on group characteristics and process.

Question 20

Division of Labor

Answer 20

Splitting the work to be performed into particular tasks and assigning tasks to individual workers.

Question 21

Group Role

Answer 21

A set of behaviors and tasks that a member of a group is expected to perform because of his or her position in the group.

Question 22

Role Making

Answer 22

Taking the initiative to modify an assigned role by assuming additional responsibilities.

Question 23

Formal Leader

Answer 23

Appointed by manager

Question 24

Informal Leader

Answer 24

Emerged naturally in a group

Question 25

Five Stages of Group Development

Answer 25

Forming
Storming
Norming
Performing
Adjourning

Question 26

Forming

Answer 26

Members try to get to know one another and reach a common understanding of what the group is trying to accomplish and how group members should behave.

Question 27

Storming

Answer 27

Group members experience conflict and disagreements because some members do not wish to submit to the demands of other group members.

Question 28

Norming

Answer 28

Close ties between the group members develop, and feelings of friendship and camaraderie emerge.

Question 29

Performing

Answer 29

The real work of the group is accomplished.

Question 30

Adjourning

Answer 30

Applies only to groups that eventually are disbanded, such as task forces. A group is dispersed.

Question 31

Group Norms

Answer 31

Shared guidelines or rules for behavior that most group members follow.

Question 32

Low Conformity/High Deviance

Answer 32

Too much deviance and a lack of conformity result in low performance because the group can’t control its members’ behavior.

Question 33

Moderate Confromity/Moderate Deviance

Answer 33

Good balance results in high performance.

Question 34

High Conformity/ Low Deviance

Answer 34

Too much conformity and a lack of deviance result in low performance because the group fails to change dysfunctional norms.

Question 36

Group Cohesiveness

Answer 36

The degree to which members are attracted to or loyal to their group.

Question 37

Four Factors Contribute to Group Cohesiveness

Answer 37

1. Group Size
2. Effectively Managed Diversity
3. Group Identity and healthy competition
4. Success

Question 38

Group Size

Answer 38

Managers should form groups that are small to medium size (2-9)

Question 39

Effectively Managed Diversity

Answer 39

Managers need to make sure the diversity in knowledge, experience, expertise, and other characteristics necessary for group goal accomplishment is represented in the new groups.

Question 40

Business Chemistry

Answer 40

Four primary ways people work.
1. Pioneers
2. Guardians
3. Drivers
4. Integrators

Question 41

Pioneers

Answer 41

Inspire creativity: look at the big picture and are open to new ideas, willing to take risks, and comfortable basing decisions on intuition.

Question 42

Guardians

Answer 42

Are cautious about risk and value stability: want to learn from experience and look for detailed data to back decisions.

Question 43

Drivers

Answer 43

Care about results and winning: get the team moving and want data so they can solve problems and tackle challenges.

Question 44

Integrators

Answer 44

Focus on relationships: they seek consensus and try to strengthen the team.

Question 45

Group Identity and Healthy Competition

Answer 45

Promoting organizational or their own identities and engage or eliminate competition.

Question 46

Success

Answer 46

Managers can build cohesiveness by making sure a group can achieve some noticeable and visible successes.

Question 47

High Performing Work Teams

Answer 47

Groups that consistently satisfy the needs of customers, employees, investors, and other stakeholders and frequently outperform other teams that produce similar products or services.

Question 48

Strategies to Create High Performing Work Teams

Answer 48

1. Motivating group members to work toward achieving organizational goals
2. Reducing social loafing

Question 49

1. Motivating Group Members to work toward Achieving Organizational Goals

Answer 49

By making sure the team members themselves benefit when the group or team performs highly.
Some combination of group-based and individual incentives.

Question 50

Social Loafing

Answer 50

The tendency of individuals to put forth less effort when they work in groups than when they work alone.

Question 51

2. Reducing Social Loafing

Answer 51

1. Make individual contributions to a group identifiable.
2. Emphasize the valuable contributions of individual members.
3. Keep group size at an appropriate level.