Chapter 8 Quiz

Question 1

Trust in your teams ability and reliability of work

Answer 1

Inter-task trust

Question 2

Trust in your team as humans

Answer 2

Inter-personal trust

Question 3

Knowing your role

Answer 3

responsibilities and expected outcomes

Question 4

goals but not at the cost of ….

Answer 4

quality

Question 5

specific, measurable target or outcome that you aim to achieve within a certain time frame

Answer 5

goals

Question 6

targets that go beyond the usual goals. They are more ambitious and challenging, pushing individuals or teams to perform at a higher level than what is normally expected.

Answer 6

stretch goals

Question 7

objectives set for a group of people working together to achieve a shared outcome

Answer 7

team goals

Question 8

Training and development includes … and as a …

Answer 8

individual
team

Question 9

process of teaching employees the specific skills and knowledge they need to perform their current jobs effectively

Answer 9

job training

Question 10

focuses on building specific competencies or skills that are not necessarily tied to an individual’s current job but will enhance their capabilities and help them grow in the future

Answer 10

skill training

Question 11

involve ongoing, real-time guidance aimed at improving performance, behavior, and job satisfaction

Answer 11

feedback/coaching

Question 12

structured learning sessions that focus on specific topics or skills. They usually involve interactive activities and group discussions

Answer 12

workshops

Question 13

Individual personalities: manager … and team … … and …

Answer 13

knowledge
knowledge
advantages
disadvantages

Question 14

What does DISC stand for ?

Answer 14

Drivers
Influencers
Stabilizers
Conscientious

Question 15

Challenge, Drive, Action/ Low: difficulty with closure, dependent, mild/ High: bottom line, results-driven, take charge

Answer 15

Drivers

Question 16

Action, Encouragement , Collaboration/ Low: private, quiet, listener/ High: verbal, gregarious, live for the moment

Answer 16

Influencers

Question 17

Collaboration, Support, Reliability/ Low: spontaneous, rule averse, enterprising/ High: process driven, cooperative, service focused

Answer 17

Stabilizers

Question 18

Reliability, Objectivity, Challenge/ Low: Not Detail Oriented, low probing, big picture focused/ High: Mood Shifts, self-identity=work, data focused

Answer 18

Conscientious

Question 19

Challenges when managing this personality: Perfectionism, Resistance to Flexibility, Difficulty in Social Interactions, Reluctance to Take Risks

Answer 19

Conscientious

Question 20

Challenges when managing this personality: Resistance to Change, Conflict Avoidance, Over-Cautiousness, Difficulty with Assertiveness

Answer 20

Stabilizers

Question 21

Challenges when managing this personality: Lack of Focus, Difficulty with Details, Over-Optimism, Need for Approval

Answer 21

Influencer

Question 22

Challenges when managing this personality: Impatience, Dislike of Micromanagement, Tendency to Overpower, Handling Conflict

Answer 22

Driver

Question 23

Team Stages(Effectiveness vs. Time)

Answer 23

forming, storming, norming, performing, and adjourning

Question 24

involves a period of orientation and getting acquainted. Uncertainty is high during this stage, member who asserts authority or is knowledgeable may be looked to take control. (“What does the team offer me?” “What is expected of me?” “Will I fit in?”)Most interactions are social as members get to know each other.

Answer 24

forming stage

Question 25

most difficult and critical stage to pass through. It is a period marked by conflict and competition as individual personalities emerge. Team performance may actually decrease in this stage because energy is put into unproductive activities. Members may disagree on team goals, and subgroups and cliques may form around strong personalities or areas of agreement. To get through this stage, members must work to overcome obstacles, to accept individual differences, and to work through conflicting ideas on team tasks and goals. Teams can get bogged down in this stage. Failure to address conflicts may result in long-term problems

Answer 25

storming

Question 26

conflict is resolved and some degree of unity emerges, consensus develops around who the leader or leaders are, and individual member’s roles. Interpersonal differences begin to be resolved, and a sense of cohesion and unity emerges. Team performance increases during this stage as members learn to cooperate and begin to focus on team goals. However, the harmony is precarious, and if disagreements re-emerge the team can slide back into storming

Answer 26

norming

Question 27

consensus and cooperation have been well-established and the team is mature, organized, and well-functioning. There is a clear and stable structure, and members are committed to the team’s mission. Problems and conflicts still emerge, but they are dealt with constructively

Answer 27

performing

Question 28

most of the team’s goals have been accomplished. The emphasis is on wrapping up final tasks and documenting the effort and results. As the work load is diminished, individual members may be reassigned to other teams, and the team disbands

Answer 28

adjourning

Question 29

Guidance and Support: ... and ... - with ...

Answer 29

professional personal boundaries

Question 30

Fairness and Transparency through:

Answer 30

Information, process and rules, relationships, and changes

Question 31

Fairness and Transparency: who gets it first, and is it consistent

Answer 31

Information

Question 32

Fairness and Transparency: standard practices and available employee handbook

Answer 32

process and rules

Question 33

Fairness and Transparency: avoidance of in-group and out-group practices

Answer 33

Relationships

Question 34

Fairness and Transparency: early warning unless counterproductive to org or team goals

Answer 34

Changes

Question 35

Employee Voice: to get ...-... and a ... ...

Answer 35

buy-in shared vision

Question 36

Benefits of employee voice for employers: - drives ... - boosts energy, productivity, and retention - improves ... ... - encourages knowledge sharing and trust in the workplace - identifies ... needs - provides cheap early warning sign for issues

Answer 36

innovation customer service training

Question 37

Managing Employee Uncertainty: - allows for transparency - provides platform for questions and trust - logistical and ethical concerns voiced - gives leadership a platform

Answer 37

Town Hall Meetings