The principal by-product of the norming stage of team development is
A. adjournment.
B. uncertainty.
C. group cohesiveness.
D. conflict.
E. empowerment
A. adjournment.
B. uncertainty.
C. group cohesiveness.
D. conflict.
E. empowerment
C. group cohesiveness.
The question that individuals ask during the norming stage of group development is
-“What do the others expect me to do?”
-“What’s my role here?”
-“How do I fit in here?”
-“What’s next?”
-“How can I best perform my role?”
-“What do the others expect me to do?”
-“What’s my role here?”
-“How do I fit in here?”
-“What’s next?”
-“How can I best perform my role?”
“What do the others expect me to do?”
Administrative oversight given to self-managed teams does not typically include
-work scheduling.
-customer service.
-shop-floor procedures.
-hiring and firing.
-customer interaction.
-work scheduling.
-customer service.
-shop-floor procedures.
-hiring and firing.
-customer interaction.
hiring and firing.
Which of the following is the best way to manage virtual teams?
A. Focus on what is accomplished, not hours or locations.
B. When beginning with a virtual team, set the final deadline and reprimand any virtual team members who don’t make the deadline.
C. Because you don’t have face-to-face contact, relay instructions via phone.
D. Require each team member to keep their own personal record of the work that’s been done as a team.
E. Utilize employees on a global team around the clock.
A. Focus on what is accomplished, not hours or locations.
B. When beginning with a virtual team, set the final deadline and reprimand any virtual team members who don’t make the deadline.
C. Because you don’t have face-to-face contact, relay instructions via phone.
D. Require each team member to keep their own personal record of the work that’s been done as a team.
E. Utilize employees on a global team around the clock.
A. Focus on what is accomplished, not hours or locations.
In managing virtual workers, a manager should
A. give directions only by phone or in person.
B. make sure the worker is keeping to a fixed schedule of hours.
C. let employees work using their own expectations of how to do their jobs.
D. meet regularly, face to face.
E. initiate change quickly.
A. give directions only by phone or in person.
B. make sure the worker is keeping to a fixed schedule of hours.
C. let employees work using their own expectations of how to do their jobs.
D. meet regularly, face to face.
E. initiate change quickly.
D. meet regularly, face to face.
Which of the following is NOT a benefit of teamwork in an organization?
A. Increased speed
B. Decreased stress
C. Reduced costs
D. Improved workplace cohesiveness
E. Reduced destructive internal competition
A. Increased speed
B. Decreased stress
C. Reduced costs
D. Improved workplace cohesiveness
E. Reduced destructive internal competition
B. Decreased stress
Two or more freely interacting individuals who share collective norms, share collective goals, and have a common identity are called a
A. cluster.
B. self-managing work team.
C. collaborative unit.
D. quality circle.
E. group.
A. cluster.
B. self-managing work team.
C. collaborative unit.
D. quality circle.
E. group.
E. group.
A _______ is defined as a small group of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves accountable.
A. cross-functional team
B. group
C. team
D. panel
E. formal group
A. cross-functional team
B. group
C. team
D. panel
E. formal group
C. team
A group that is created to do something productive for the organization and is headed by a leader is called a(n)
A. dynamic group.
B. formal group.
C. normative group.
D. informal group.
E. network group.
A. dynamic group.
B. formal group.
C. normative group.
D. informal group.
E. network group.
B. formal group.
Beth organized several teachers to discuss the school painting scheduled for summer. They looked at several brands, and heard a presentation by a designer who then helped them choose a color palette to recommend to school administrators. In this instance, the teachers make up a(n)
A. self-managed team.
B. virtual team.
C. cross-functional team.
D. informal group.
E. formal group.
A. self-managed team.
B. virtual team.
C. cross-functional team.
D. informal group.
E. formal group.
E. formal group.
Which of the following is true of informal groups?
A. Informal groups can advance the plans of formal groups.
B. A temporary committee is an example of an informal group.
C. Members of an informal group are assigned to it by the skills they possess.
D. Informal groups have appointed leaders.
E. Informal groups are primarily created to solve an organization problem
A. Informal groups can advance the plans of formal groups.
B. A temporary committee is an example of an informal group.
C. Members of an informal group are assigned to it by the skills they possess.
D. Informal groups have appointed leaders.
E. Informal groups are primarily created to solve an organization problem
A. Informal groups can advance the plans of formal groups.
Almost every day at 11:30, Tara and four of her coworkers met to walk the wilderness trail behind their office building. This is an example of a(n)
A. continuous improvement team.
B. informal group.
C. self-managed team.
D. virtual team.
E. formal group.
A. continuous improvement team.
B. informal group.
C. self-managed team.
D. virtual team.
E. formal group.
B. informal group.
A team composed of people from different departments who are pursuing a common objective is called a
A. quality circle.
B. problem-solving team.
C. cross-functional team.
D. virtual team.
E. work force.
A. quality circle.
B. problem-solving team.
C. cross-functional team.
D. virtual team.
E. work force.
C. cross-functional team.
Carlie, Clarke and Armando met once a week for several months in the fall to decide how to reorganize their department work spaces when the organization moved to a new building in January. This is an example of a
A. top management team.
B. problem-solving team.
C. cross-functional team.
D. virtual team.
E. continuous improvement team.
A. top management team.
B. problem-solving team.
C. cross-functional team.
D. virtual team.
E. continuous improvement team.
B. problem-solving team.
A team that consists of members who interact by computer network to collaborate on projects is called a(n)
A. remote team.
B. problem-solving team.
C. self-managed team.
D. informal team.
E. virtual team.
A. remote team.
B. problem-solving team.
C. self-managed team.
D. informal team.
E. virtual team.
E. virtual team.
A work team that works to accomplish tasks that require people with specialized training and a high degree of coordination is called a(n)
A. production team.
B. project team.
C. development team.
D. action team.
E. advice team.
A. production team.
B. project team.
C. development team.
D. action team.
E. advice team.
D. action team.
At Berk Architects, a group of designers are developing the first drawings for a proposed multi-use development in a revitalizing section of a large city. What type of work team is this group?
A. Project team
B. Production team
C. Product team
D. Action team
E. Advice team
A. Project team
B. Production team
C. Product team
D. Action team
E. Advice team
A. Project team
A data processing group is an example of a(n)
A. routine team.
B. action team.
C. advice team.
D. production team.
E. project team.
A. routine team.
B. action team.
C. advice team.
D. production team.
E. project team.
D. production team.
Which of the following is a characteristic of a continuous improvement team?
A. A built-in part of any effective organizational group
B. A type of advice team
C. Requires assigned membership
D. Emerged from self-managed team concept
E. Encourages high empowerment
A. A built-in part of any effective organizational group
B. A type of advice team
C. Requires assigned membership
D. Emerged from self-managed team concept
E. Encourages high empowerment
B. A type of advice team
Who are typical members of continuous improvement teams?
A. Workers and supervisors
B. Supervisors and managers
C. Managers and agents representing competitors
D. Outside suppliers
E. Customers and suppliers
A. Workers and supervisors
B. Supervisors and managers
C. Managers and agents representing competitors
D. Outside suppliers
E. Customers and suppliers
A. Workers and supervisors
Which of the following is an important aspect when creating a self-managed team?
A. Lessen the authority and autonomy that is granted
B. Require participation to be outside of normal working hours
C. Allow workers to simply do their own thing
D. Use team bonuses
E. Require voluntary only membership
A. Lessen the authority and autonomy that is granted
B. Require participation to be outside of normal working hours
C. Allow workers to simply do their own thing
D. Use team bonuses
E. Require voluntary only membership
D. Use team bonuses
Self-managed teams are groups of workers who have been given ______ for their task domains.
A. individual incentives
B. administrative oversight
C. reduced responsibility
D. complete freedom
E. no technology
A. individual incentives
B. administrative oversight
C. reduced responsibility
D. complete freedom
E. no technology
B. administrative oversight
Administrative oversight given to self-managed teams does NOT include
A. planning
B. scheduling work
C. implementing change
D. monitoring performance
E. staffing
A. planning
B. scheduling work
C. implementing change
D. monitoring performance
E. staffing
C. implementing change
When using a self-managed team, a manager should
A. maintain detailed monitoring of its performance.
B. create the team within whatever structure currently exists.
C. offer lucrative individual bonuses.
D. allow members to hire their own co-workers.
E. provide elaborate retreats for team discussions.
A. maintain detailed monitoring of its performance.
B. create the team within whatever structure currently exists.
C. offer lucrative individual bonuses.
D. allow members to hire their own co-workers.
E. provide elaborate retreats for team discussions.
D. allow members to hire their own co-workers.
Which of the following is NOT one of the stages of group and team development?
A. Norming
B. Storming
C. Reforming
D. Adjourning
E. Performing
A. Norming
B. Storming
C. Reforming
D. Adjourning
E. Performing
C. Reforming
The question the group is asking during the forming stage of group development is
A. “Why are we here?”
B. “What’s next?”
C. “Can we do the job properly?”
D. “Why are we fighting about who does what?”
E. “Can we agree on roles and work as a team?”
A. “Why are we here?”
B. “What’s next?”
C. “Can we do the job properly?”
D. “Why are we fighting about who does what?”
E. “Can we agree on roles and work as a team?”
A. “Why are we here?”
During the forming stage, the leader should
A. establish permanent control.
B. allow people to socialize.
C. empower team members.
D. encourage disagreement.
E. work through team conflicts.
A. establish permanent control.
B. allow people to socialize.
C. empower team members.
D. encourage disagreement.
E. work through team conflicts.
B. allow people to socialize.
The ______ stage of team development is characterized by the emergence of individual personalities and roles and conflicts within the group.
A. norming
B. forming
C. adjourning
D. performing
E. storming
A. norming
B. forming
C. adjourning
D. performing
E. storming
E. storming
The group development stage in which individuals test the leader’s policies and assumptions as they try to determine how they fit into the power structure is the ______ stage.
A. storming
B. norming
C. performing
D. forming
E. adjourning
A. storming
B. norming
C. performing
D. forming
E. adjourning
A. storming
Yuan’s team was not making much progress on the development of a new production process. Linnea was being very uncooperative; she did not agree with the direction Yuan was taking, so she hadn’t helped with her part. This team is in what stage of group development?
A. Performing
B. Forming
C. Adjourning
D. Storming
E. Norming
A. Performing
B. Forming
C. Adjourning
D. Storming
E. Norming
D. Storming
During the ______ stage of team development, close relationships develop and unity and harmony emerge.
A. storming
B. norming
C. performing
D. forming
E. adjourning
A. storming
B. norming
C. performing
D. forming
E. adjourning
B. norming
The question individuals ask during the norming stage of group development is
A. “How do I fit in here?”
B. “What’s next?”
C. “How can I best perform my role?”
D. “What do the others expect me to do?”
E. “What’s my role here?”
A. “How do I fit in here?”
B. “What’s next?”
C. “How can I best perform my role?”
D. “What do the others expect me to do?”
E. “What’s my role here?”
D. “What do the others expect me to do?”
Since hard feelings about group leadership and assignments had passed, Phillip’s group seemed to be relating much better. At the meeting tomorrow he should
A. help the team identify group goals and values.
B. encourage members to voice disagreements.
C. help people get to know each other.
D. empower the members.
E. throw a party.
A. help the team identify group goals and values.
B. encourage members to voice disagreements.
C. help people get to know each other.
D. empower the members.
E. throw a party.
A. help the team identify group goals and values.
______ is a “we” feeling that binds group members together.
A. Maintenance
B. Groupthink
C. Norming
D. Social loafing
E. Group cohesiveness
A. Maintenance
B. Groupthink
C. Norming
D. Social loafing
E. Group cohesiveness
E. Group cohesiveness
In the performing stage of group development, members
A. prepare for disbandment.
B. develop close relationships.
C. concentrate on solving problems.
D. test the leader’s policies.
E. hold back to see what will happen.
A. prepare for disbandment.
B. develop close relationships.
C. concentrate on solving problems.
D. test the leader’s policies.
E. hold back to see what will happen.
C. concentrate on solving problems.
During the performing stage of team development, the group answers the question
A. “Can we agree on roles and work as a team?”
B. “Why are we here?”
C. “Why are we fighting?”
D. “Can we do the job properly?”
E. “Who’s in charge?”
A. “Can we agree on roles and work as a team?”
B. “Why are we here?”
C. “Why are we fighting?”
D. “Can we do the job properly?”
E. “Who’s in charge?”
D. “Can we do the job properly?”
Andrea led a team that has just finished up a very challenging research project that will assist management in developing long range plans. Despite the stress of the past few months, a few people now seem sad it’s over. Now Andrea should
A. have an awards ceremony.
B. emphasize unity.
C. get the group disbanded quickly to free people up for new things.
D. provide opportunities for people to get to know each other better now.
E. allow members to work on similar tasks.
A. have an awards ceremony.
B. emphasize unity.
C. get the group disbanded quickly to free people up for new things.
D. provide opportunities for people to get to know each other better now.
E. allow members to work on similar tasks.
A. have an awards ceremony.
Groups that make it through storming generally do so because
A. they develop groupthink.
B. someone wins the political battle and dominates the group.
C. someone besides the leader challenges the group to resolve power struggles.
D. the work gets done.
E. the focus generally is on social loafing.
A. they develop groupthink.
B. someone wins the political battle and dominates the group.
C. someone besides the leader challenges the group to resolve power struggles.
D. the work gets done.
E. the focus generally is on social loafing.
C. someone besides the leader challenges the group to resolve power struggles.
The stage during which a group sets guidelines about issues like attendance and punctuality is the ______ stage.
A. norming
B. storming
C. forming
D. adjourning
E. performing
A. norming
B. storming
C. forming
D. adjourning
E. performing
A. norming
Which of the following is NOT a primary consideration in building a group into an effective team?
A. Cohesiveness
B. Groupthink
C. Autocratic structure
D. Performance goals and feedback
E. Size
A. Cohesiveness
B. Groupthink
C. Autocratic structure
D. Performance goals and feedback
E. Size
C. Autocratic structure
Which of the following is an advantage of smaller groups?
A. Fewer distractions
B. More formalized team leadership
C. More creativity and innovation
D. More division of labor
E. Better interaction and morale
A. Fewer distractions
B. More formalized team leadership
C. More creativity and innovation
D. More division of labor
E. Better interaction and morale
E. Better interaction and morale
Which of the following is a disadvantage of smaller groups?
A. Unfair work distribution
B. Autocratic leadership
C. Lower morale
D. Tendency to form cliques
E. Tendency to take unreasonable risk
A. Unfair work distribution
B. Autocratic leadership
C. Lower morale
D. Tendency to form cliques
E. Tendency to take unreasonable risk
A. Unfair work distribution
Which of the following is an advantage of larger groups?
A. Higher morale
B. More effective interaction
C. Greater boldness
D. Can take advantage of division of labor
E. Less social loafing
A. Higher morale
B. More effective interaction
C. Greater boldness
D. Can take advantage of division of labor
E. Less social loafing
D. Can take advantage of division of labor
Which of the following is a disadvantage of larger groups?
A. Less creativity and innovation
B. Less commitment
C. More division of labor
D. Fewer resources
E. Fewer cliques
A. Less creativity and innovation
B. Less commitment
C. More division of labor
D. Fewer resources
E. Fewer cliques
B. Less commitment
There were 17 people on the grounds maintenance committee, and among its responsibilities were monthly parking lot cleanup and weekly patio sweeping. Alex was a part of the committee at his boss’s request, but had never actually helped with anything. This is likely an example of
A. storming.
B. devil’s advocacy.
C. social loafing.
D. procrastinating.
E. adjourning.
A. storming.
B. devil’s advocacy.
C. social loafing.
D. procrastinating.
E. adjourning.
C. social loafing.
Members of a team develop their ______ based on the expectations of the team, of the organization, and of themselves.
A. roles
B. norms
C. groupthink
D. job descriptions
E. social fit
A. roles
B. norms
C. groupthink
D. job descriptions
E. social fit
A. roles
A ______ role is behavior that concentrates on getting the team’s work done.
A. maintenance
B. performance
C. administrative
D. task
E. production
A. maintenance
B. performance
C. administrative
D. task
E. production
D. task
Vanita points out during the meeting that the group has fallen a half hour behind schedule according to the agenda, and should get back to the important work at hand. Vanita is performing a ______ role.
A. relational
B. task
C. maintenance
D. social
E. production
A. relational
B. task
C. maintenance
D. social
E. production
B. task
Someone at a team meeting who says, “Let’s hear from those who oppose this plan” is performing a ______ role.
A. maintenance
B. social
C. coordinator
D. reorientation
E. task
A. maintenance
B. social
C. coordinator
D. reorientation
E. task
A. maintenance
The atmosphere in the room was tense and somewhat negative as the management team discussed changes to promotion requirements. But then Eterio made a joke about Ryan’s white-knuckled grip on his pen, and the laughter seemed to improve the mood. Eterio was acting in a ______ role.
A. relational
B. task
C. maintenance
D. social
E. production
A. relational
B. task
C. maintenance
D. social
E. production
C. maintenance
Which of the following is NOT a reason to enforce norms?
A. To clarify role expectations
B. To create a written document of behavioral guidelines for new employees
C. To help the group survive
D. To emphasize the group’s important values
E. To help individuals avoid embarrassing situations
A. To clarify role expectations
B. To create a written document of behavioral guidelines for new employees
C. To help the group survive
D. To emphasize the group’s important values
E. To help individuals avoid embarrassing situations
B. To create a written document of behavioral guidelines for new employees
Nordstrom’s department store chain emphasizes the great lengths to which it goes in customer service, an example of which of these reasons to enforce norms?
A. To clarify role expectations
B. To help the group survive
C. To create cohesiveness
D. To emphasize the group’s important values
E. To help individuals avoid embarrassing situations
A. To clarify role expectations
B. To help the group survive
C. To create cohesiveness
D. To emphasize the group’s important values
E. To help individuals avoid embarrassing situations
D. To emphasize the group’s important values
Which of the following is a way managers can enhance team cohesiveness?
A. Giving every group member a vital role
B. Providing team members precise instructions for their tasks
C. Creating a relatively large team
D. Assigning members randomly to teams
E. Allowing off-the-job social events
A. Giving every group member a vital role
B. Providing team members precise instructions for their tasks
C. Creating a relatively large team
D. Assigning members randomly to teams
E. Allowing off-the-job social events
E. Allowing off-the-job social events
Building collaborative teams is aided by combining role clarity with
A. task ambiguity.
B. groupthink.
C. flexible performance standards.
D. challenges to norms.
E. devil’s advocacy.
A. task ambiguity.
B. groupthink.
C. flexible performance standards.
D. challenges to norms.
E. devil’s advocacy.
A. task ambiguity.
When members of a group are friendly and tight-knit but unable to disagree enough to properly appraise alternatives, they are said to be experiencing
A. paradigm paralysis.
B. groupthink.
C. social loafing.
D. the dialectic method.
E. devil’s advocacy.
A. paradigm paralysis.
B. groupthink.
C. social loafing.
D. the dialectic method.
E. devil’s advocacy.
B. groupthink.
Pam sat through the meeting feeling convinced her team was misinterpreting recent marketing research, but she didn’t say anything. The team leader was a close friend. Plus, she didn’t want to disrupt the team since she thought she was the only one with reservations. Pam’s team appears to be experiencing
A. groupthink.
B. storming.
C. social loafing.
D. norming.
E. devil’s advocacy.
A. groupthink.
B. storming.
C. social loafing.
D. norming.
E. devil’s advocacy.
A. groupthink.
Peer pressure which leads group members to question the loyalty of other members who express dissent is a symptom of
A. social loafing.
B. norming.
C. devil’s advocacy.
D. groupthink.
E. storming.
A. social loafing.
B. norming.
C. devil’s advocacy.
D. groupthink.
E. storming.
D. groupthink.
To prevent groupthink, a manager should
A. reinforce how capable the group is.
B. never admit errors to outsiders.
C. bring in outside experts for fresh perspectives.
D. encourage everyone to “get with the team.”
E. express high confidence in the group’s previous decisions.
A. reinforce how capable the group is.
B. never admit errors to outsiders.
C. bring in outside experts for fresh perspectives.
D. encourage everyone to “get with the team.”
E. express high confidence in the group’s previous decisions.
C. bring in outside experts for fresh perspectives.
Negative conflict is sometimes called ______ conflict.
A. dysfunctional
B. irregular
C. destructive
D. aggressive
E. apathetic
A. dysfunctional
B. irregular
C. destructive
D. aggressive
E. apathetic
A. dysfunctional
Which of the following is characteristic of work groups with too little conflict?
A. Dissatisfaction
B. Indecision
C. Political infighting
D. Lack of teamwork
E. Turnover
A. Dissatisfaction
B. Indecision
C. Political infighting
D. Lack of teamwork
E. Turnover
B. Indecision
Which of the following is a manifestation of excessive conflict in the workplace?
A. Apathy
B. Lack of creativity
C. Missed deadlines
D. Violence
E. Indecision
A. Apathy
B. Lack of creativity
C. Missed deadlines
D. Violence
E. Indecision
D. Violence
Workplace performance is maximized when
A. conflict is absent.
B. conflict is at a very low level.
C. conflict is at a moderate level.
D. conflict is at a high level.
E. conflict occurs only at non-managerial levels.
A. conflict is absent.
B. conflict is at a very low level.
C. conflict is at a moderate level.
D. conflict is at a high level.
E. conflict occurs only at non-managerial levels.
C. conflict is at a moderate level.
Hannah is on a team with Carson, and they are often in conflict. Hannah likes to begin her work with careful planning and she gets started immediately. Carson, on the other hand, likes trying out several ideas, and tends to be working frantically at the last minute. Their team conflict most likely stems from
A. time pressure.
B. a personality clash.
C. communication failure.
D. ambiguous jurisdictions.
E. inconsistent goals.
A. time pressure.
B. a personality clash.
C. communication failure.
D. ambiguous jurisdictions.
E. inconsistent goals.
B. a personality clash.
Which of the following is a source of conflict in the workplace?
A. Excessive communication
B. Strict job boundaries
C. Too many resources
D. Lack of diversity
E. Inconsistent goals
A. Excessive communication
B. Strict job boundaries
C. Too many resources
D. Lack of diversity
E. Inconsistent goals
E. Inconsistent goals
Abel, whose primary job is supervising a small production group, is not getting cooperation from all members on the cross-functional team he leads. In particular, Samantha, a marketing manager, seems to resist his direction. The source of conflict in this can be
A. time pressure.
B. a personality clash.
C. communication failure.
D. status differences.
E. ambiguous jurisdictions.
A. time pressure.
B. a personality clash.
C. communication failure.
D. status differences.
E. ambiguous jurisdictions.
D. status differences.
The conflict-handling style in which a person allows the desires of another to prevail is known as
A. forcing.
B. accommodating.
C. avoiding.
D. collaborating.
E. compromising.
A. forcing.
B. accommodating.
C. avoiding.
D. collaborating.
E. compromising.
B. accommodating.
When issues causing conflict are trivial, or when emotions are high and a cooling-off period would be helpful, which conflict-handling style is preferable?
A. Collaborating
B. Forcing
C. Accommodating
D. Avoiding
E. Compromising
A. Collaborating
B. Forcing
C. Accommodating
D. Avoiding
E. Compromising
D. Avoiding
Kazimir has missed another deadline and his boss Carla is furious. She will have to explain to the client again why the project is behind. Carla thinks she may say something she’ll regret if she talks to Kazimir about this now, so she decides to wait awhile. Carla is using the ______ conflict-handling style.
A. avoiding
B. collaborating
C. compromising
D. forcing
E. accommodating
A. avoiding
B. collaborating
C. compromising
D. forcing
E. accommodating
A. avoiding
Megan came to her boss with a proposal for a new Minolta copier. Daniel tells her that he has always used and liked Xerox copiers, but when he thinks about it later he realizes he does not feel really strongly about it. Daniel should adopt a(n) ______ conflict-handling style.
A. avoiding
B. collaborating
C. compromising
D. forcing
E. accommodating
A. avoiding
B. collaborating
C. compromising
D. forcing
E. accommodating
E. accommodating
______ strives to devise solutions that benefit both parties.
A. Avoiding
B. Collaborating
C. Compromising
D. Forcing
E. Accommodating
A. Avoiding
B. Collaborating
C. Compromising
D. Forcing
E. Accommodating
B. Collaborating
Sasha told her team that she is moving forward with a change to the bonus structure, despite vocal objections from several team members. Sasha is using the ______ conflict-handling style.
A. avoiding
B. collaborating
C. compromising
D. forcing
E. accommodating
A. avoiding
B. collaborating
C. compromising
D. forcing
E. accommodating
D. forcing
The disadvantage of the ______ conflict-handling style is that it is very time consuming.
A. avoiding
B. collaborating
C. compromising
D. forcing
E. accommodating
A. avoiding
B. collaborating
C. compromising
D. forcing
E. accommodating
B. collaborating
In which of the following conditions should constructive conflict be stimulated?
A. The group seems to be apathetic.
B. Managers want to achieve work objectives.
C. The group is adapting to change.
D. Managers are in charge of self-managed teams.
E. There is a lot of internal competition.
A. The group seems to be apathetic.
B. Managers want to achieve work objectives.
C. The group is adapting to change.
D. Managers are in charge of self-managed teams.
E. There is a lot of internal competition.
A. The group seems to be apathetic.
______ is designed to elicit different opinions without inciting people’s personal feelings.
A. Groupthink
B. Programmed conflict
C. Social loafing
D. Storming
E. Dysfunctional conflict
A. Groupthink
B. Programmed conflict
C. Social loafing
D. Storming
E. Dysfunctional conflict
B. Programmed conflict
Keith asked Becky, one of his team members, to purposefully think of and voice criticisms as the group discussed a popular idea to open a branch office in another state. This is an example of the use of
A. devil’s advocacy.
B. groupthink.
C. the dialectic method.
D. storming.
E. dysfunctional conflict.
A. devil’s advocacy.
B. groupthink.
C. the dialectic method.
D. storming.
E. dysfunctional conflict.
A. devil’s advocacy.
______ is the process of having two people or groups play opposing roles in a debate in order to better understand a proposal.
A. Storming
B. Positive conflict
C. Devil’s advocacy
D. Groupthink
E. The dialectic method
A. Storming
B. Positive conflict
C. Devil’s advocacy
D. Groupthink
E. The dialectic method
E. The dialectic method
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