Final Exam Flashcards
(108 cards)
Defined as two or more freely interacting individuals who share NORMS, share GOALS, and have a COMMON IDENTITY
Group
Small group of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable
Team
Group assigned by organizations or its managers to accomplish specific goals
Formal Group
Group formed by people whose overriding purpose is getting together for friendship or a common interest
Informal Group
Have a clear purpose that all members share, usually permanent, and members must give their complete commitment to the team’s purpose in order for the team to succeed
Work Teams
Assembled to solve a particular problem or complete a specific task, such as brainstorming new marketing ideas for one of the company’s products
Project Teams
Include members from different areas within an organization, such as finance, operations, and sales
Cross-Functional Teams
Groups of workers who are given administrative oversight for their task domains
Self-Managed Teams
Work together over time and distance via electronic media to combine efforts and achieve common goals
Virtual Teams
Virtual Team Benefits:
- Reduced real estate costs
- Ability to leverage diverse knowledge across geography and time
- Reduce commuting and travel expenses
Virtual Teams Potential Challenges:
- Difficult to establish team cohesion
- Inability to observe nonverbal cues
- Not a substitute for face-to-face contact
Process of getting oriented and getting acquainted
- “Why are we here”
- “Where do I fit in here”
- In this stage, leaders focusing on giving people time to become acquaint
Forming
Characterized by the emergence of individual personalities and roles and conflicts within the group
- “What’s my role here”
- “Why are we fighting over who’s in charge and who does what”
- In this stage, leaders should encourage members to suggest ideas, voice disagreements, and work through conflicts
Storming
Conflicts are resolved, close relationships develop, and unity and harmony emerge
- “What do the others expect me to do”
- “Can we agree on goals and work as a team”
- In this stage, leaders should emphasize unity and help identify team goals and values
Norming
Members should concentrate on solving problems and completing the assigned tasks
- “How can I best perform my role”
- “Can we do the job properly”
- In this stage, leaders should allow members the empowerment they need to work on tasks
Performing
Members prepare for disbandment
- “What’s next”
- “Can we help team members transition out”
- Leaders can help ease the transition by rituals celebrating “the end” and “new beginnings”
Adjourning
The act of sharing information and coordinating efforts to achieve a collective outcome
Collaboration
Reciprocal faith in others’ intentions and behaviors
Trust
The team’s purpose is defined in terms of:
Specific, measurable performance goals with continual feedback to tell team members how well they are doing
Extent to which team members rely on common task-related team inputs, and the amount of interpersonal interactions needed to complete the work
Team member interdependence
Reflects the collection of jobs, personalities, values, knowledge, experience, and skills of team members
Team compostion
A socially determined expectation of how an individual should behave in a specific position
Roles
Consists of behavior that concentrates on getting the team’s tasks: for example, initiator, information seeker, opinion giver, elaborator, coordinator, evaluator, recorder
Task Roles
Consists of behavior that fosters constructive relationships among team members; for example encourager, harmonizer, compromiser, standard setter, follower
Maintenance Roles
