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22 Cards in this Set
- Front
- Back
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Draw the input-process-output model of team effectiveness as presented in the textbook (p. 551, Fig. 13.1)
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Recognize and distinguish norms and roles.
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Norms are rules that define appropriate and inappropriate behavior for group members
Roles are patterns of behavior followed due to expectations about a particular position |
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Recognize and distinguish role differentiation, role ambiguity, and role conflict
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Role differentiation is the process by which group members learn their roles. Sometimes it is based on personality, skill, or just plain appointed.
Role ambiguity means that we are not sure what we are supposed to do, expectations are unclear. Role conflict two types: intra-role conflict-conflict exists within the role-such as the role of being a police officer: you are supposed to be suspicious and arrest people but also serve, protect, and be friendly helpful. Inter-role conflict is two roles that conflict—such as student/athlete/daughter/girlfriend. Conflicts lead to stress. |
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Understand and recognize the four levels of knowledge that make up shared mental models. (define shared mental models)
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shared mental models means the group members process info in a similar way which helps cohesiveness.
Level 1: task specific information-very specific concrete detail of how to do a task (the exact location you change your oil). Level 2: task related knowledge -common knowledge about tasks(knowing you have to change your oil) Level 3: knowledge of group members--How well the group members understand eachother strengths and weaknesses so that they can compensate for eachother. Important in football offense individual players need to know eachother for a while to be effective so they know what the other players going to do and complement it. Level4: shared attitueds and beliefs-general points of view about life/work how we interpret problems. Some of these things will be shared by everyone or only by a few members such as task specific info. But in a well functioning group the information is available to everyone. |
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Recognize and distinguish among the levels of conflict.
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intra individual-within yourself
inter individual-between individuals intra group-within group members factions vs factions individual vs faction inter group-between groups the difference between inter individual and intra group is that at least one party in the conflict is a faction. it could be 2 factions of single member versus a group. |
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What benefits and harm can come from group conflict?
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benefits:
better decision making because different pov. if everyone is involved than at the resoulution everyone feels like they played a part and are more likely to implement the resolution. good conflicts depend on proper management Harm (bad effects): decreases cohesiveness interferes with productivity (more time fighting than workign) interferes with communication (you don't supply needed info if you're mad) |
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Recognize and distinguish among the ways to manage group conflict.
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Competition-win/lose strategy---
accommodation-let the other people win because its not a priority. Lose/win strategy---- compromise-I don’t get what I want but you don’t get what you want either, I give up some, you give up some lose/lose--- -collaboration-work really hard so that we can both get what we want. This takes a lot of time and effort and vulnerability to collaborate. Vulnerability because you are telling the other group exactly what you want and why etc so the other group now knows exactly how not to give it to you.win/win---- -avoidance no win no lose the problem is ignored. Superordinate goals-a goal that can only be achieved by both groups working together---water pipes, truck in the mud to go get candy bars and movies. Study done by sherif. Sometimes groups also go for mediation with an uninvolved third party. Sometimes it works and sometimes not mediation is an art. |
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. Recognize social loafing
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Social Loafing-when we are working together on one task and we can’t separate out who does what, we are not likely to work as hard
Social loafing- there is a debate over what was the first study in social psychology. Some people say it was a study on social loafing in the 1800’s paris. Clapping scenario. TO keep it from happening; make the work identifiable ( we need to know who does what and increase accountability) make the task more intrinsically motivating. Move from the us to a collectivist society where there is less social loafing. |
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How effective are face to face and electronic brainstorming
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conventional face-to-face brainstorming is extremely idealistic and it ends up never working so it's better not to do it. It is better to ask for individual ideas in a more systematic way.
electronic brainstorming is the same concept but it is done in individual cubicles with software that doesn't allow you to see who says what and the software prompts people to talk who haven't been participating. The software is basically there to enforce the original brainstoriming rules/ideals. Some suggest this may work well but there is not enough research at this point to confirm. |
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recognize and distinguish the types of decision-making strategies
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depends on whether you are looking for speed vs quality vs acceptance
autocratic is the fastest consensus is the slowest consensus most acceptance autocratic least acceptance consulatative and democratic--mixed [student] research shows that leader versus consensus on average the group does better than the leader in terms of quality. SOmetimes though a leader is particularly knowledgeable or has a specific skill and in this case the leader alone is better. types list autocratic, consultative, democratic, consensus |
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recognize groupthink and distinguish its symptoms
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syndrome in which concurrency-seeking in a cohesive group overrides the ability to think critically when making decisions
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Draw the input-process-output model of team effectiveness as presented in the textbook (p. 551, Fig. 13.1)
|
**
|
|
|
Recognize and distinguish norms and roles.
|
Norms are rules that define appropriate and inappropriate behavior for group members
Roles are patterns of behavior followed due to expectations about a particular position |
|
|
Recognize and distinguish role differentiation, role ambiguity, and role conflict
|
Role differentiation is the process by which group members learn their roles. Sometimes it is based on personality, skill, or just plain appointed.
Role ambiguity means that we are not sure what we are supposed to do, expectations are unclear. Role conflict two types: intra-role conflict-conflict exists within the role-such as the role of being a police officer: you are supposed to be suspicious and arrest people but also serve, protect, and be friendly helpful. Inter-role conflict is two roles that conflict—such as student/athlete/daughter/girlfriend. Conflicts lead to stress. |
|
|
Understand and recognize the four levels of knowledge that make up shared mental models. (define shared mental models)
|
shared mental models means the group members process info in a similar way which helps cohesiveness.
Level 1: task specific information-very specific concrete detail of how to do a task (the exact location you change your oil). Level 2: task related knowledge -common knowledge about tasks(knowing you have to change your oil) Level 3: knowledge of group members--How well the group members understand eachother strengths and weaknesses so that they can compensate for eachother. Important in football offense individual players need to know eachother for a while to be effective so they know what the other players going to do and complement it. Level4: shared attitueds and beliefs-general points of view about life/work how we interpret problems. Some of these things will be shared by everyone or only by a few members such as task specific info. But in a well functioning group the information is available to everyone. |
|
|
Recognize and distinguish among the levels of conflict.
|
intra individual-within yourself
inter individual-between individuals intra group-within group members factions vs factions individual vs faction inter group-between groups the difference between inter individual and intra group is that at least one party in the conflict is a faction. it could be 2 factions of single member versus a group. |
|
|
What benefits and harm can come from group conflict?
|
benefits:
better decision making because different pov. if everyone is involved than at the resoulution everyone feels like they played a part and are more likely to implement the resolution. good conflicts depend on proper management Harm (bad effects): decreases cohesiveness interferes with productivity (more time fighting than workign) interferes with communication (you don't supply needed info if you're mad) |
|
|
Recognize and distinguish among the ways to manage group conflict.
|
Competition-win/lose strategy---
accommodation-let the other people win because its not a priority. Lose/win strategy---- compromise-I don’t get what I want but you don’t get what you want either, I give up some, you give up some lose/lose--- -collaboration-work really hard so that we can both get what we want. This takes a lot of time and effort and vulnerability to collaborate. Vulnerability because you are telling the other group exactly what you want and why etc so the other group now knows exactly how not to give it to you.win/win---- -avoidance no win no lose the problem is ignored. Superordinate goals-a goal that can only be achieved by both groups working together---water pipes, truck in the mud to go get candy bars and movies. Study done by sherif. Sometimes groups also go for mediation with an uninvolved third party. Sometimes it works and sometimes not mediation is an art. |
|
|
. Recognize social loafing
|
Social Loafing-when we are working together on one task and we can’t separate out who does what, we are not likely to work as hard
Social loafing- there is a debate over what was the first study in social psychology. Some people say it was a study on social loafing in the 1800’s paris. Clapping scenario. TO keep it from happening; make the work identifiable ( we need to know who does what and increase accountability) make the task more intrinsically motivating. Move from the us to a collectivist society where there is less social loafing. |
|
|
How effective are face to face and electronic brainstorming
|
conventional face-to-face brainstorming is extremely idealistic and it ends up never working so it's better not to do it. It is better to ask for individual ideas in a more systematic way.
electronic brainstorming is the same concept but it is done in individual cubicles with software that doesn't allow you to see who says what and the software prompts people to talk who haven't been participating. The software is basically there to enforce the original brainstoriming rules/ideals. Some suggest this may work well but there is not enough research at this point to confirm. |
|
|
recognize and distinguish the types of decision-making strategies
|
depends on whether you are looking for speed vs quality vs acceptance
autocratic is the fastest consensus is the slowest consensus most acceptance autocratic least acceptance consulatative and democratic--mixed [student] research shows that leader versus consensus on average the group does better than the leader in terms of quality. SOmetimes though a leader is particularly knowledgeable or has a specific skill and in this case the leader alone is better. types list autocratic, consultative, democratic, consensus |
|
|
recognize groupthink and distinguish its symptoms
|
syndrome in which concurrency-seeking in a cohesive group overrides the ability to think critically when making decisions
|
