CHAPTER 13

Question 1

team

Answer 1

Interdependent
collection of individuals
who work together toward
a common goal and who
share responsibility for
specific outcomes for their
organizations.

Question 2

quality circle

Answer 2

Work group
arrangement that typically
involves 6 to 12 employees
who meet regularly to
identify work-related prob
lems and generate ideas
to increase productivity or
product quality.

Question 3

project team

Answer 3

Team
that is created to solve
a particular problem or
set of problems and is dis
banded after the project is
completed or the problem is solved; also called
an ad hoc committee,
a task force, or a cross-
functional team.

Question 4

production team

Answer 4

Team
that consists of frontline
employees who produce
tangible output

Question 5

autonomous work group

Answer 5

Specific kind of
production team that
has control over a variety
of functions, including
planning shift operations,
allocating work, deter
mining work priorities,
performing a variety of
work tasks, and recommending new hires as
work group members

Question 6

virtual team

Answer 6

Team that
has widely dispersed mem
bers working together
toward a common goal
and linked through
computers and other
technology

Question 7

virtual-collaboration behaviors

Answer 7

Behaviors that
characterize virtual team
interactions, including
exchanging ideas without
criticism, agreeing on
responsibilities, and meeting deadlines.

Question 8

virtual-socialization skills

Answer 8

Skills used in
virtual team interactions,
including soliciting team
members’ feedback on
the work process used to
accomplish team goals,
expressing appreciation
for ideas and completed
tasks, and apologizing
for mistakes.

Question 9

virtual-communication skills

Answer 9

Skills used in virtual
team interactions, including rephrasing unclear
sentences or expressions
so that all team members
understand what is being
said, acknowledging the
receipt of messages, and
responding within one
business day

Question 10

input-process-output model of team effectiveness

Answer 10

A model
that provides links among
team inputs, processes,
and outputs, thereby
enabling an understand
ing of how teams perform
and how to maximize their
performance.

Question 11

team composition

Answer 11

The
attributes of team members, including skills,
abilities, experiences, and
personality characteristics.

Question 12

shared mental model

Answer 12

Organized way for
team members to think
about how the team will
work; helps team members
understand and predict
the behavior of their
teammates

Question 13

demographic diversity

Answer 13

Differences in
observable attributes or
demographic characteristics such as age, gender,
and ethnicity.

Question 14

psychological diversity

Answer 14

Differences in
underlying attributes such
as skills, abilities, person
ality characteristics, atti
tudes, beliefs, and values;
may also include functional, occupational, and
educational backgrounds.

Question 15

norms

Answer 15

Informal and
sometimes unspoken rules
that teams adopt to regulate members’ behavior

Question 16

coordination loss

Answer 16

Reduced group
performance that occurs
when team members
expend their energies in
different directions or fail
to synchronize or coordinate their work

Question 17

social loafing

Answer 17

Reduced
motivation and performance in groups that
occurs when there is a
reduced feeling of individual accountability or a
reduced opportunity for
evaluation of individual
performance

Question 18

cohesion

Answer 18

Degree to which
team members desire
to remain in the team
and are committed to
team goals.

Question 19

groupthink

Answer 19

Mode of
thinking that group mem
bers engage in when they
are deeply involved in a
cohesive group and when
their desire for agreement
overrides their motiva
tion to appraise alterna
tive courses of action
realistically

Question 20

group polarization

Answer 20

Tendency for groups to make
more extreme decisions
than those made by
individuals

Question 21

risky-shift phenomenon

Answer 21

Tendency
for groups to make more
risky decisions than
individuals; related to the
more general phenome
non of group polarization.

Question 22

promes

Answer 22

The Productiv
ity Measurement and
Enhancement System; a
motivational approach
that uses goal setting,
rewards, and feedback to
increase motivation and
performance.

Question 23

team-role theory

Answer 23

Theory
proposed by Belbin that
effective teams contain a
combination of individuals
capable of working in nine
team roles; used by organi
zations and management
consultants in Europe and
Australia to assess and
develop teams.

Question 24

cross-training

Answer 24

Training
that involves rotating team
members through differ
ent positions on the team
so that they can acquire
an understanding of the
duties of their teammates
and an overview of the
team’s task.

Question 25

team leader training

Answer 25

Training of the team’s leader in conflict resolution and team coordination.

Question 26

guided team self-correction training

Answer 26

A team training intervention in which team members learn to diagnose the team’s problems and develop effective solutions.

Question 27

team coordination training

Answer 27

Training that involves teaching team members about sharing information, managing conflict, solving problems, clarifying roles, and mak ing decisions; used to help team members learn to employ the resources of the entire team effectively.

Question 28

time horizon

Answer 28

Cultural dimension that affects whether managers and employees focus on short term or long-term goals.