Understanding, Leading, and Managing Work Groups

Question 1

Creative, innovative, and free thinking. Generates ideas and solves difficult problems.

Answer 1

Plant

Question 2

Outgoing, enthusiastic, communicative. Explores opportunities and develops contacts.

Answer 2

Resource investigator

Question 3

Mature, confident, identifies goals. Clarifies goals. Delegates effectively.

Answer 3

Co-ordinator

Question 4

Challenging, dynamic, thrives on pressure. Has the drive and courage to overcome obstacles.

Answer 4

Shaper

Question 5

Sober, strategic, discerning. Sees all options and judges them objectively.

Answer 5

Monitor Evaluator

Question 6

Cooperative, perceptive, and diplomatic. Listens and averts fiction.

Answer 6

Teamworker

Question 7

Practical, reliable, efficient. Turns ideas into actions and organizes work to be done.

Answer 7

Implementer

Question 8

Painstaking, conscientious, anxious. Polishes and perfects.

Answer 8

Completer finisher

Question 9

Single-minded, self-starting, dedicated. Provides knowledge and skills in rare supply.

Answer 9

Specialist

Question 10

a tendency to behave, contribute, and interrelate with others in a particular way

Answer 10

team role (Belbin)

Question 11

most natural team role(s)

Answer 11

preferred Team Roles

Question 12

team role(s) we can assume when needed

Answer 12

manageable Team Roles

Question 13

team role(s) we should not assume

Answer 13

least preferred Team Roles

Question 14

Action oriented roles

Answer 14

Shaper, Implementer, Completer Finisher (SIC)

Question 15

People oriented roles

Answer 15

Teamworker, Resource Investigator, Co-ordinator (TRiCo)

Question 16

Thinking roles

Answer 16

Specialist, Monitor Evaluator, Plant (SMP)

Question 17

High Concern for Ppl, High Concern for Results

Answer 17

Team Management

Question 18

High Concern for Ppl, Low Concern for Results

Answer 18

Country Club Management

Question 19

High Concern for Results, Low Concern for Ppl

Answer 19

Authority-Compliance

Question 20

Low Concern for Results + Ppl

Answer 20

Impoverished Management

Question 21

Mid Concern for results and ppl

Answer 21

Middle of the Road Management

Question 22

Axes: Concern for results and concern for people

Answer 22

Managerial Grid

Question 23

Taxonomy of Leadership Behaviors

Answer 23

Task-Oriented, Relationship-Oriented, Change-Oriented, External Leadership-Oriented

Question 24

Axes: Supportive relationship, Task Behavior/Directive

Answer 24

Situational leadership

Question 25

High Directive, High Support

Answer 25

Coaching/Selling

Question 26

Low Directive, Low Support

Answer 26

Delegating/Observing

Question 27

High Directive, Low Support

Answer 27

Directing/Telling

Question 28

Low Directive, High Support

Answer 28

Supporting/Participating

Question 29

Follower-led

Answer 29

Supporting/Participating, Delegating/Observing

Question 30

Leader-driven

Answer 30

Coaching/Selling, Directing/Telling

Question 31

Effective : Directing :: ??? : Ineffective

Answer 31

Directing vs. Coercing

Question 32

Effective : Coaching :: ??? : Ineffective

Answer 32

Coaching vs. Manipulating

Question 33

Effective : Supporting :: ??? : Ineffective

Answer 33

Supporting vs. Patronizing

Question 34

Effective : Delegating :: ??? : Ineffective

Answer 34

Delegating vs. Avoiding

Question 35

Transformational Leadership

Answer 35

Challenge the process Inspiring a shared vision Enabling others to act Modeling the way Encouraging the heart

Question 36

Triangle of functional teams

Answer 36

1. Delivering Results 2. Mutual Accountability 3. Commitment 4. Surface and Resolve Conflict-dialogue 5. Trust and Respect

Question 37

Elements of Team Effectiveness

Answer 37

1. Clear goals and roles 2. Standards 3. Leadership 4. Concern for members' welfare 5. Use of team resources 6. participative decision-making 7. diversity of ideas

Question 38

elements of standards

Answer 38

procedures, norms, quality checks

Question 39

elements of team resources

Answer 39

communication, feedback, members' skills

Question 40

a follower-centric perspective that assumes that followers have their own schemas of an ideal leader

Answer 40

Implicit Leadership Theory

Question 41

three themes of leading during crisis

Answer 41

attending to the person, taking charge and showing the way forward and sustaining the spirit.

Question 42

Charisma is a particular salient aspect of leadership across cultures. But what is ALSO important to Filipino followers during a crisis?

Answer 42

leaders’ actions are more personal in nature, communicating care for the individual

Question 43

interaction within a work group is primarily aimed at _______ ___ to achieve goals and make decisions in individual areas of

Answer 43

sharing info

Question 44

Teams are also characterized as having members who identify highly with the team than other groups, who try to decrease power _______ and _________ among members,

Answer 44

power differentiation, social distance

Question 45

Three main categories of roles

Answer 45

group task, group building/maintenance, individual

Question 46

Four team roles (Belbin, 1996)

Answer 46

Leadership, Work Producer, Liaison and Team Maintenance.

Question 47

Leadership roles

Answer 47

leader, shaper

Question 48

Work Producer roles

Answer 48

worker, creator and complete finisher

Question 49

team maintenance roles

Answer 49

team facilitator and monitor-evaluator

Question 50

ex. of liaison role

Answer 50

resource investigator (unofficially)

Question 51

what factors make loafing more likely?

Answer 51

1. No measurement of individual performance 2. When tasks are simple and additive rather than interdependent and complex

Question 52

What two influences lead to conformity?

Answer 52

Informational influence -- desire to be right; Normative influence -- desire to be liked

Question 53

Hackman's three criteria to assess team effectiveness

Answer 53

1. productive output of the work group should meet or exceed the performance standards of the people who receive and/or review the output. 2. social processes used in carrying out the work should maintain or enhance the capability of members to work together 3. group experience should satisfy rather than frustrate the personal needs

Question 54

Assumptions of IPO

Answer 54

antecedent factors (inputs) that facilitate or hinder teamwork (processes) which in turn determine the results of team activities (output)

Question 55

Critiques of IPO

Answer 55

1. uses process to describe affective and cognitive states (not processes) 2. doesn't take into account how feedback affects the next set of IPOs 3. implies linear relationship between I, P, O

Question 56

roles are described by (three things)

Answer 56

authority, responsibilities, tasks (ART)