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41 Cards in this Set
- Front
- Back
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Team |
a small number of people with complementary skills who are committed to a common purpose, set of performance goals, and approach for which they hold themselves mutually accountable
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Work Teams
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Teams that make or do things like manufacture, assemble, sell, or provide service
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Project and Development Teams
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teams that work on long term projects but disband once the work is completed
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Parallel Teams |
teams that operate separately from the regular work structure, and exist temporarily
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Management Teams
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teams that coordinate and provide direction to the subunits under their jurisdiction and integrate work among subunits
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Transnational Teams
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work groups composed of multinational members whose activities span multiple countries
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Virtual Teams
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teams that are physically dispersed and communicate electronically more than face-to-face
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Traditional Work Groups
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groups that have no managerial responsibilities
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Quality Circles
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voluntary groups of people drawn from various production teams who make suggestions about quality
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Semiautonomous Work Groups
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groups that make decisions about managing and carrying out major production activities but get outside support for quality control and maintenance
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Autonomous Work Groups
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groups that control decisions about and execution of a complete range of tasks
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Self-Designing Teams
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teams with the responsibilities of autonomous work groups, plus control over hiring, firing, and deciding what tasks members perform
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Self-Managed
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autonomous work groups in which workers are trained to do all or most of the jobs in a unit, have no immediate supervisor, and make decisions previously made by frontline supervisors
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Forming
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group members attempt to lay the ground rules for what types of behavior are acceptable
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Storming
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hostilities and conflict arise, and people jockey for positions of power and status
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Norming
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group members agree on their shared goals, and norms and closer relationships develop
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Performing
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the group channels its energies into performing its tasks
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Social Loafing
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working less hard and being less productive when in a group
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Social Facilitation Effect
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working harder when in a group than when working alone
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Norms
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shared beliefs about how people should think and behave
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Roles
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Different sets of expectations for how different individuals should behave
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Task Specialist
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an individual who has more advanced job-related skills and abilities than other group members possess
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Team Maintenance Specialist
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Individual who develops and maintains team harmony
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Cohesiveness |
the degree to which a group is attractive to its members, members are motivated to remain in the group, and members influence one another |
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Gatekeeper |
a team member who keeps abreast of current developments and provides the team with relevant information |
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Informing |
a team strategy that entails making decisions with the team and then informing outsiders of its intentions |
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Parading |
a team strategy that entails simultaneously emphasizing internal team building and achieving external visibility |
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Probing |
a team strategy that requires team members to interact frequently with outsiders, diagnose their needs, and experiment with solutions |
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Work-flow Relationships |
emerge as materials are passed from one group to another |
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Service Relationships |
exist when top management centralizes an activity to which a large number of other units must gain access |
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Advisory Relationships |
created when teams with problems call on centralized sources of expert knowledge |
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Audit Relationships |
develop when people not directly in the chain of command evaluate the methods and performances of other teams |
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Stabilization Relationships |
involve auditing before the fact |
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Liaison Relationships |
involve intermediaries between teams |
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Avoidance |
a reaction to conflict that involves ignoring the problem by doing nothing at all, or deemphasizing the disagreement |
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Accomodation |
a style of dealing with conflict involving cooperation on behalf of the other party but not being assertive about one's own interests |
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Compromise |
a style of dealing with conflict involving moderate attention to both parties' concerns |
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Competing |
a style of dealing with conflict involving strong focus on one's own goals and little or no concern for the other person's goals |
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Collaboration |
a style of dealing with conflict emphasizing both cooperation and assertiveness to maximize both parties' satisfaction |
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Superordinate Goals |
higher-level goals taking priority over specific individual or group goals |
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Mediator |
a third party who intervenes to help others manage their conflict |
