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27 Cards in this Set

  • Front
  • Back
Group Structure
roles, norms, status, and size
Roles
a set of expected behavior patterns attributed to someone occupying a given position in a social unit
role identify
certain attitudes and behaviors consistent with a role
role perception
and individual’s view of how he or she is supposed to act in a given situation
role expectation
how others believe a person should act in a given situation
role conflict
a situation in which an individual is confronted by divergent role expectations.
norms
acceptable standards of behavior within a group that are shared by the group’s members.
conformity
adjusting one’s behavior to align with the norms of the group
status
a socially defined position or rank given to groups or group members by others.
social loafing
the tendency for individuals to expand less effort when working collectively than when working individually.
cohesiveness
degree to which group members are attracted to each other and are motivated to stay in the group.
group decision-making
group vs individual, groupthink, groupshift (group polarization), and group decision-making
groupthink
phenomenon in which the norm for consensus overrides the realistic appraisal of alternative courses of action.
groupshift (group polarization)
a change in decision risk between the group’s decision and the individual decision that members with the group would make; can be either toward conservatism or greater risk.
group decision-making techniques
brainstorming, nominal group technique, and electronic meetings
brainstorming
an idea-generation process that specifically encourages any and all alternatives, while withholding any criticism of those alternatives.
nominal group technique
a group decision-making method in which individual members meet face-to-face to pool their judgments in a systematic but independent fashion.
electronic meeting
meetings in which members interact on computers, allowing for anonymity of comments and aggregation of votes.
Types of Teams
Problem-solving teams, self-managed work teams, cross-functional teams, and virtual teams
problem-solving teams
groups of 5 to 12 employees from the same department who meet for a few hours each week to discuss ways of improving quality, efficiency, and the work environment.
self-managed work teams
groups of 10 to 15 people who take on responsibilities for their former supervisors.
cross-functional teams
employees form about the same hierarchical level, but from different work areas, who come together to accomplish a task.
virtual teams
teams that use computer technology to tie together physically dispersed members in order to achieve a common goal.
Contemporary Issues Managing Teams
teams, total quality management, teams and workforce diversity
teams
provides the natural vehicle for employees to share ideas and to implement improvements.
total quality management
requires management to give employees the encouragement to share ideas and act on what they suggest.
teams and workforce diversity
the concept that organizations are becoming more heterogeneous in terms of gender, age, race, ethnicity, sexual orientation, and inclusion of other diverse groups.