Teams

Front 1

A group of individuals working together to achieve a shared objective is known as

Back 1

a team.

Front 2

A project team:

Back 2

have a defined life time that can vary from weeks to years.

Front 3

A team is a ....... team when team members work closely and independently towards clear, shared objectives.

Back 3

real

Front 4

Research suggests that well managed teamwork is likely to have a ... effect on performance.

Back 4

positive

Front 5

.... is an important factor to consider when selecting people for the team.

Back 5

skills

Front 6

Key attributes that team members need to demonstrate include:

Back 6

Conflict resolution, communication, collaborative problem solving.

Front 7

Key attributes that team members need to demonstrate DO NOT INCLUDE

Back 7

patience.

Front 8

...and..... environments are likely to sustain high levels of team performance, especially those which encourage risk taking and idea generation.

Back 8

Supportive and challenging.

Front 9

........refers to the tendency of work teams to make more extreme decisions that the average of individual members' opinions or decision.

Back 9

Group polarization

Front 10

The extent to which team members collectively reflect upon the team's objectives, strategies and processes, as well as their wider organisations and environments, and adapt accordingly is known as:

Back 10

Team reflexivity.

Front 11

Name 3 main dimensions of team outputs.

Back 11

Team effectiveness

Front 12

What is NOT a main dimension of team outputs?

Back 12

Team conflict.

Front 13

A....can be defined as a social arrangement for achieving controlled performance in pursuit of collective goals.

Back 13

an organisation

Front 14

Who was one of the earliest proponents of strategy?

Back 14

Niccolo Machiavelli

Front 15

Name 3 ideas/ models that were introduced by Igor Ansoff.

Back 15

Rational Planning Model, Gap Analysis, Product Mission Matrix.

Front 16

What was NOT a model introduced by Igor Ansoff?

Back 16

SWOT Analysis.

Front 17

Which approach to strategy are work psychologists most likely to identify with?

Back 17

Management by objectives.

Front 18

Name 3 strategies suggested by Porter for use by an organization that wants to secure competitive advantage in their market?

Back 18

Product differentiation, Market Segmentation, Price policy and cost leadership.

Front 19

The Resource Based View of the firm was articulated by...?

Back 19

Edith Penrose, 1959.

Front 20

The... took a systematic approach to understanding organizational structure by developing constructs and standardized measures?

Back 20

Aston studies

Front 21

Name 3 types of organizational structure.

Back 21

Functional, Geographical, Product.

Front 22

What is NOT a type of organizational structure?

Back 22

Marginal.

Front 23

According to Miles and Snow, the analyzer organization should have a mix of......and..........

Back 23

Functional and divisional.

Front 24

Name 3 core values in the Values in Action Model.

Back 24

Wisdom and Knowledge, Courage, Humanity.

Front 25

Name 3 levels of culture as proposed by Schein.

Back 25

Espoused values, Basic Hidden Assumptions, Artefacts.

Front 26

What is NOT a level of culture as proposed by Schein?

Back 26

Hierachy.

Front 27

According to the Goffee and Jones model, what sort of organization is characterised by high sociability and low solidarity?

Back 27

Networked organisation.

Front 28

According to the Goffee and Jones model, what sort of organization is characterised by high sociability and high solidarity?

Back 28

Communal organisation.

Front 29

Name 3 domain specific climate types.

Back 29

Climate for safety, Climate for service, Climate for innovation.

Front 30

Name 3 dimensions of global organizational climate as identified by james and James, 1989.

Back 30

Role stress and lack of harmony, Leadership facilitation and support, Job challenge and autonomy.

Front 31

What is not a dimension of global organizational climate as identified by james and James, 1989.

Back 31

Job share and support.

Front 32

Weick and Quinn (1999) believe that there are 2 types of change namely..... and ........

Back 32

Episodic and Continuous.

Front 33

.......proposes that organizations should continously review their functioning, diagnosing gaps between current and desired performance, identifying objectives for change, implementing change, evaluating the outcomes and institutionalizing the whole approach.

Back 33

Action learning.

Front 34

Name 3 reasons why employees' sometimes resist change.

Back 34

Feelings of uncertainty and insecurity, Misunderstanding, Selective perception and retention.

Front 35

Name 3 core factors in the success or failure of organizational change as identified by Jogn Kotter, 1995.

Back 35

Establish a sense of urgency, Communicate the vision, Empower others to act on change.

Front 36

What is not a core factor in the success or failure of organizational change as identified by Jogn Kotter, 1995.

Back 36

Ignore the problem.

Front 37

Name 3 key dimensions of climate/ culture linked to high- performing organizations?

Back 37

Customer Service, Training, Quality.

Front 38

What is NOT a key dimensions of climate/ culture linked to high- performing organizations?

Back 38

Advisory workshops.

Front 39

According to utility analysis, the difference in productivity between a below average performer and an above average performer is worth....of their salary.

Back 39

80%

Front 40

...is a critical first step in personnel selection?

Back 40

Job Analysis

Front 41

The recruitment process can be seen as a....process?

Back 41

Longitudinal

Front 42

What does the KSAO of a job mean?

Back 42

Knowledge, skills, attitudes and other characteristics.

Front 43

Which perspective in selection emphasises the systematic assessment of job competencies to identify performance potential?

Back 43

Predictivist.

Front 44

Two ways that psychologists have improved recruitment and selection is by developing assessment methods that:

Back 44

Reduce subjective bias and are systematic and structured.

Front 45

Name 3 methods of job analysis?

Back 45

Questionnaire, Observation, Hierarchical Task Analysis.

Front 46

CVs are ......... led assessment methods.

Back 46

Candidate.

Front 47

What comprise of scoreable information about an applicant's background and experience that is related to job success.

Back 47

Biodata.

Front 48

BARS are ....... rating scales that assess behaviour, either observed or reported.

Back 48

Anchored.

Front 49

Two tasks of performance management are performance measurement and......

Back 49

performance improvement.

Front 50

Effective performance measurement focuses on:

Back 50

Behaviour.

Front 51

The 'effectiveness with which job incumbents perform activities that relate to the organisation's technical core' is known as:

Back 51

Task performance.

Front 52

A key property of the competency approach is that performance should be defined......

Back 52

behaviourally.

Front 53

How can performance rating scales be improved to prevent bias?

Back 53

Use clear anchors.

Front 54

The idea that one can rate a general global performance dimension is:

Back 54

supported by research.

Front 55

In......, an employee's performance is judged on what they achieve rather than what they do.

Back 55

results- based appraisal.

Front 56

Name 2 characteristics of effective feedback.

Back 56

Consistency and Positivity.

Front 57

.....feedback refers to performance rated by more than one person.

Back 57

Multi- source feedback.

Front 58

When performance problems are chronic, or spill over into behavioural problems, organizations could apply:

Back 58

Disciplinary processes.