Final Exam - Effective Teamwork Strat.

Question 1

four stages of team development

Answer 1

1. form
2. storm
3. norm
4. perform

Question 2

form feelings

Answer 2

‘so exciting’ ‘ cant wait’

Question 3

form behaviours

Answer 3

lots of questions
everyone polite

Question 4

form team tasks

Answer 4

set clear structure, goals, direction,
roles, expectation

Question 5

storm feelings

Answer 5

‘uh oh’ ‘ worried wont meet goals’ ‘ frustrated’

Question 6

storm behaviours

Answer 6

less polite interactions
frustrations about about progress/team goals

Question 7

storm team tasks

Answer 7

refocus on goals
break larger goals into smaller, achievable steps, develop group process and conflict management skills

Question 8

norm feelings

Answer 8

‘not expected’ ‘ we can do this’ ‘ differences make us stronger’ ‘ tell me how i can improve’

Question 9

norm behaviours

Answer 9

more frequent communication, increased willingness to share ideas, ask for help, may develop shared language

Question 10

norm team tasks

Answer 10

shift energy to achievement of goals increase individual and collective productivity

Question 11

perform feelings

Answer 11

‘look at us go!’ ‘were a good team’

Question 12

perform behaviours

Answer 12

able to prevent/solve problems, switch roles fluidly, differences are appreciated

Question 13

perform team tasks

Answer 13

make significant progress toward goals
improve team development
celebrate accomplishments

Question 14

whats contributory dissent

Answer 14

Being able to speak up with different opinions about important business decisions—without disrespecting leaders or causing team drama.

Question 15

how can managers encourage contributory dissent

Answer 15

• inspire don’t direct
• explicitly demand dissent
• actively engage with naysayers
• under the dynamics of debate; listen and encourage opposing points of new in a measured respectful way, let employees lead discussion
• choreograph debate; ban some topics and behaviors

Question 16

how can employees engage in contributory dissent

Answer 16

• embrace the obligation to dissent
• make space to analyze different views
• agree to iterate or disagree

Question 17

whats psychological safety

Answer 17

feeling safe to speak up, ask questions, or make mistakes at work or in a team — without fear of being judged, ignored, or punished.

Question 18

whats the 2x2 matrix

Answer 18

vertical right side: psychological safety low to high
bottom: performance standards low to high
top left corner: comfort zone
top right corner: learning zone
bottom left corner: apathy zone
bottom right corner: anxiety zone

Question 19

comfort zone

Answer 19

people are open and collegial but not challenged. on teams they fail to make major strides

Question 20

learning zone

Answer 20

people collaborate and learn in the service of high performance, getting complex and innovative work done

Question 21

apathy zone

Answer 21

people show up at work with their hearts and minds elsewhere, choosing self protection over exertion

Question 22

anxiety zone

Answer 22

people are reluctant to offer ideas, try new things, or ask for help, putting the work at risk

Question 23

why and how students can benefit from advice from experienced students

Answer 23

Learn from real experience: Get practical tips that go beyond textbooks — what actually works in team projects and school life.
Avoid common mistakes: Save time and stress by hearing what not to do.
Build confidence: Hearing how others overcame challenges helps you feel less alone.
Improve teamwork: Learn how to plan better, communicate clearly, and handle conflicts.
Get inspired: Their journeys can spark ideas and motivate you to try new roles or get involved.