Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
28 Cards in this Set
- Front
- Back
|
a small number of people with complementary skills who hold themselves mutually accountable for pursuing a common purpose, achieving performance goals, and improving interdependent work processes |
Work team |
|
|
training team members to do all or most of the jobs performed by the other team members |
Cross-training |
|
|
behavior in which team members withhold their efforts and fail to perform their share of the work |
Social loafing |
|
|
a group composed of two or more people who work together to achieve a shared goal |
Traditional work group |
|
|
team that provides advice or makes suggestions to management concerning specific issues |
Employee involvement team |
|
|
a group that has the authority to make decisions and solve problems related to the major tasks of producing a product or service |
Semi-autonomous work group |
|
|
a team that manages and controls all of the major tasks of producing a product or service |
Self-managing team |
|
|
a team that has the characteristics of self-managing teams but also controls team design, work tasks, and team membership |
Self-designing team |
|
|
a team composed of employees from different functional areas of the organization |
Cross-functional team |
|
|
a team composed of geographically and/or organizationally dispersed coworkers who use telecommunication and information technologies to accomplish an organizational task |
Virtual team |
|
|
a team created to complete specific, one-time projects or tasks within a limited time |
Project team |
|
|
informally agreed-on standards that regulate team behavior |
Norms |
|
|
the extent to which team members are attracted to a team and motivated to remain in it |
Cohesiveness |
|
|
the first stage of team development, in which team members meet each other, form initial impressions, and begin to establish team norms |
Forming |
|
|
the second stage of development, characterized by conflict and disagreement, in which team members disagree over what the team should do and how it should do it |
Storming |
|
|
the third stage of team development, in which team members begin to settle into their roles, group cohesion grows, and positive team norms develop |
Norming |
|
|
the fourth and final stage of team development, in which performance improves because the team has matured into an effective, fully functioning team |
Performing |
|
|
a reversal of the norming stage, in which team performance begins to decline as the size, scope, goal, or members of the team change |
De-norming |
|
|
a reversal of the storming phase, in which the team’s comfort level decreases, team cohesion weakens, and angry emotions and conflict may flare |
De-storming |
|
|
a reversal of the forming stage, in which team members position themselves to control pieces of the team, avoid each other, and isolate themselves from team leaders |
De-forming |
|
|
the ability to change organizational structures, policies, and practices in order to meet stretch goals |
Structural accommodation |
|
|
the ability to make changes without first getting approval from managers or other parts of an organization |
Bureaucratic immunity |
|
|
the degree to which a person believes that people should be self-sufficient and that loyalty to one’s self is more important than loyalty to team or company |
Individualism-collectivism |
|
|
the average level of ability, experience, personality, or any other factor on a team
|
Team level |
|
|
the variances or differences in ability, experience, personality, or any other factor on a team |
Team diversity |
|
|
skills, such as listening, communicating, questioning, and providing feedback, that enable people to have effective working relationships with others |
Interpersonal skills |
|
|
compensation system that pays employees for learning additional skills or knowledge |
Skill-based pay |
|
|
a compensation system in which companies share the financial value of performance gains, such as increased productivity, cost savings, or quality, with their workers |
Gainsharing |
