Group Behavior, Teams, and Conflict Flashcards
An event that affects one member of a group will affect the other group members
Corresponding effects
An aim or purpose shared by members of a group
Common goal
A leadership style in which the individual leads by caring about others and that is most effective in a climate of anxiety
Affiliation
The need to associate ourselves with the image projected by other people, groups, or objects.
Identification
The extent to which members of a group like and trust one another
Group cohesiveness
Groups whose members share the same characteristics
Homogeneous groups
Groups whose members share few similarities
Heterogeneous groups
Groups in which a few group members have different characteristics from the rest of the group
Slightly heterogeneous
groups
The extent to which the membership of a group remains consistent over time
Stability
The degree of physical distance of a group from other groups
Isolation
The amount of psychological pressure placed on a group by people who are not members of the group
Outside pressure
The number of members in a group
Group size
Tasks for which the group’s performance is equal to the sum of the performances of each individual group member
Additive tasks
Tasks for which the group’s performance is dependent on the performance of the least effective group member
Conjunctive tasks
Tasks for which the performance of a group is based on the performance of its most talented member
Disjunctive tasks
States that the addition of a group member has the greatest effect on group behavior when the size of the group is small
Social impact theory
The esteem in which the group is held by people not in the group
Group status
The manner in which members of a group communicate with one another
Communication structure
The positive effects that occur when a person performs a task in the presence of others
Social facilitation
The negative effects that occur when a person performs a task in the presence of others
Social inhibition
The effect on behavior when one or more people passively watch the behavior of another person
Audience effects
The effect on behavior when two or more people are performing the same task in the presence of each other
Coaction
Theory stating that the very fact that others happen to be present naturally produces arousal and thus may affect performance
Mere presence
The effect when an individual working on a task compares his or her performance with that of another person performing the same task
Comparison
The idea that a person performing a task becomes aroused because he or she is concerned that others are evaluating his or her performance
Evaluation apprehension
The idea that social inhibition occurs because the presence of others provides a distraction that interferes with concentration
Distracting
The fact that individuals in a group often exert less individual effort than they would if they were not in a group
Social loafing
When one member of a group dominates the group
Individual dominance
A state of mind in which a group is so concerned about its own cohesiveness that it ignores important information
Groupthink
A group member who intentionally provides an opposing opinion to that expressed by the leader or the majority of the group
Devil’s advocate
A collection of individuals whose results are pooled but who never interact with one another
Nominal group
A collection of individuals who work together to perform a task
Interacting group
A technique in which ideas are generated by people in a group setting
Brainstorming
The extent to which group members identify with the team rather than with other groups
Identification
The extent to which team members need and rely on other team members
Interdependence
The extent to which team members have the same level of power and respect
Power differentiation
The extent to which team members treat each other in a friendly, informal manner
Social distance
The extent to which a team will remain together or be disbanded after a task has been accomplished
Permanency
Physical distance between people
Proximity
Teams that communicate through email rather than face to face
Virtual teams
Groups of employees who manage themselves, assign jobs, plan and schedule work, make work-related decisions, and solve work-related problems
Work teams
Also called cross-functional teams, they consist of representatives from various departments (functions) within an organization
Parallel teams
Teams consisting of representatives from various departments (functions) within an organization
Cross-functional teams
Groups formed to produce onetime outputs such as creating a new product, installing a new software system, or hiring a new employee
Project teams
Teams that coordinate, manage, advise, and direct employees and teams
Management teams
The first stage of the team process, in which team members “feel out” the team concept and attempt to make a positive impression
Forming stage
The second stage in group formation in which group members disagree and resist their team roles
Storming stage
The third stage of the team process, in which teams establish roles and determine policies and procedures
Norming stage
The fourth and final stage of the team process, in which teams work toward accomplishing their goals
Performing stage
The psychological and behavioral reaction to a perception that another person is keeping you from reaching a goal, taking away your right to behave in a particular way, or violating the expectancies of a relationship
Conflict
Conflict that keeps people from working together, lessens productivity, spreads to other areas, or increases turnover
Dysfunctional conflict
Conflict that results in increased performance or better interpersonal relations
Functional conflict
Conflict between two people
Interpersonal conflict
Conflict between an individual and the other members of a group
Individual–group conflict
Conflict between two or more groups
Group–group conflict
A cause of conflict that occurs when the demand for resources is greater than the resources available
Competition for
resources
A potential source of conflict that arises when the completion of a task by one person affects the completion of a task by another person
Task interdependence
Conflict caused by a disagreement about geographical territory or lines of authority
Jurisdictional ambiguity
Physical, cultural, and psychological obstacles that interfere with successful communication and create a source of conflict
Communication barriers
Relatively stable traits possessed by an individual
Personality
The conflict style of a person who reacts to conflict by pretending that it does not exist
Avoiding style
An approach to handling conflict in which one of the parties removes him/herself from the situation to avoid the conflict
Withdrawal
An employee discusses a conflict with a third party
such as a friend or supervisor; in doing so, the employee hopes that the third party will talk to the second party and that the conflict will be resolved
without the need for the two parties to meet
Triangling
The conflict style of a person who tends to respond to conflict by giving in to the other person
Accommodating style
The conflict style of a person who responds to conflict by always trying to win
Forcing style
An approach to handling conflict in which one side seeks to win regardless of the damage to the other side
Winning at all costs
The conflict style of a person who wants a conflict resolved in such a way that both sides get what they want
Collaborating style
A style of resolving conflicts in which an individual allows each side to get some of what it wants
Compromising style
A method of resolving conflict in which two sides use verbal skill and strategy to reach an agreement
Negotiation and
bargaining
The lowest settlement that a person is willing to accept
in a negotiated agreement
Least acceptable result
LAR
The highest possible settlement that a person could reasonably ask for and still maintain credibility in
negotiating an agreement
Maximum supportable
position (MSP)
A situation when two parties do not agree
Dispute
A method of resolving conflict in which two sides get together to discuss a problem and arrive at a solution
Cooperative problem
solving
When a neutral party is asked to help resolve a conflict
Third-party intervention
A method of resolving conflict in which a neutral third party is asked to help the two parties reach an agreement
Mediation
A method of resolving conflicts in which a neutral third party is asked to choose which side is correct
Arbitration
