Quiz Chapter 7 Team and Teamwork Results

47% (7 out of 15 correct)

Responses to questions are indicated by the  symbol.

1.

__________ may exist at all levels of responsibility, from the individual work unit composed of a team leader and team members to the top management team composed of a CEO and other senior executives.  A. teams that review things.  B. teams that recommend things.  C. teams that run things.  D. teams that evaluate things.  E. teams that make or do things. 157

2.

__________ consist of persons with natural affinities for one another, and who tend to work together, sit together, take breaks together, and even do things together outside of the workplace.  A. Interest groups  B. Affiliation groups  C. Friendship groups  D. Connection groups  E. Familiarity groups 158

3.

____________ is another name for the functional silos problem.  A. individual unit problem.  B. serviceable group problem.  C. functional chimney problem.  D. hyper-focused team problem.  E. exclusive over-assemblage problem. 159

4.

The term __________ applies to a wide variety of teams whose members meet regularly to collectively examine important workplace issues.  A. employee engagement team.  B. employee connection team.  C. employee participation team.  D. employee empowerment team.  E. employee involvement team. 160

5.

Self-managed teams have structural and management implications for organizations because they largely eliminate ____________ .  A. a firm's staff functions.  B. the line employees.  C. the top management team.  D. the CEO.  E. the first-line supervisors. 161

6.

When a team's members believe that their participation and experiences are positive and meet important personal needs, the __________ characteristic of team effectiveness is being demonstrated.  A. task performance.  B. member commitment.  C. member satisfaction.  D. team viability.  E. team changeability. 163

7.

When teams accomplish more than the total of their individual members' capabilities, __________ occurs.  A. exchange.  B. association.  C. synergy.  D. harmony.  E. union. 163

8.

The study of social loafing by Price, Harrison, and Gavin designed natural teams consisting of  A. tug-of-war teams.  B. students working together in course study groups for a semester.  C. 150 mid-level managers.  D. representatives from 35 industries.  E. 12 virtual team members. 165

9.

Which of the following sequences accurately describes the order of the stages of team development?  A. introduction, growth, settling-in, maturation, and dismissal.  B. start-up, growth, leveling-off, settling-in, and disbanding.  C. forming, storming, norming, performing, and adjourning.  D. launch, growth, leveling-off, maturing, and decline.  E. introduction, orientation, settling-in, maturation, and decline. 166

10.

Which stage of team development has a primary concern with the initial entry of members to the team?  A. forming.  B. storming.  C. norming.  D. performing.  E. adjourning. 166

11.

Which of the following statements does NOT accurately describe the norming stage of team development?  A. the turmoil of the preceding stage gives way to a precarious balancing of forces.  B. holding the team together may become more important to some members than working on the team's tasks.  C. minority viewpoints, deviations from group directions, and criticism are welcomed as members experience a preliminary sense of closeness.  D. team members experience a new sense of harmony.  E. some team members may mistakenly perceive this stage as one of ultimate maturity. 167

12.

Key team inputs include all of the following EXCEPT:  A. the nature of the task.  B. goals, rewards, and resources.  C. technology.  D. member satisfaction.  E. team size. 168

13.

All of the following are considered membership characteristics according to the open-systems model of team effectiveness EXCEPT  A. abilities.  B. values.  C. cohesiveness.  D. personalities.  E. diversity. 168

14.

The __________ of a team's task involve relationships, ego involvement, controversies over means and ends, and the like.  A. cognitive demands.  B. mechanical demands.  C. social demands.  D. technical demands.  E. psychological demands. 169

15.

Which of the following is NOT considered a required behavior?  A. punctuality.  B. respect for customers.  C. assistance to co-workers.  D. keeping the work area and clean and safe.  E. sending an absent team member a meeting update. 174

Retake Test

The process of self improvement

Doing anything correctly requires the right tools. Just as changing a tire is quicker and easier with a jack, improving yourself is much less difficult with a tool specifically developed to assist you. The LSI can be that tool. Together, the LSI and your administrator/consultant can help you accomplish your self-improvement goals. The LSI provides you with a valuable opportunity to look at your thinking and behavior to recognize your specific strengths, as well as any "stumbling blocks" that may be standing in your way. You can use what you learn to initiate positive changes in how you think and act: changes that can increase your personal and professional effectiveness. The Benefits of Self-Improvement A commitment toward improving yourself can result in: Greater satisfaction with personal and professional life More opportunities for advancement at work Improved relationships with family, friends and co-workers Increased productivity and improved quality of work product Reduced likelihood of stress-related illness Heightened self-esteem A fuller, more rewarding life The Process Of Self-Improvement Only you can improve yourself. Changing your behavior involves these steps: Knowing your strengths and weaknesses. Accepting yourself as you are now. Understanding how your thinking and behavior affect yourself and others. Deciding to improve yourself. Committing to a plan of action to change your behavior Your LSI Profile and Self-Improvement After you complete the LSI, you will see a new link in the left-hand column of links called "LSI Results". This link brings you to your completed personal profile. To succeed in your self-improvement effort, keep the following guidelines in mind when examining your profile: Your profile can remain strictly confidential The information you gain from the LSI is exclusively yours, to use only as you see fit. See your profile as new information The LSI heightens your self-awareness, and can help you determine where you need to direct your self-improvement efforts. Think of your LSI profile as a recent "snapshot" of yourself: it captures how you are thinking and behaving right now. Your profile may confirm things you already know about yourself, enlighten you to things you didn't know, or both. See what you learn as "thought starters", and not final, definitive statements about you. Assume a non-judgmental attitude Your profile reflects only what you think about yourself. Don't criticize or blame yourself if you feel a score is too high or too low. Instead, see the LSI as an opportunity to take an objective look at your own thinking and behavior. Go beyond your scores as they appear on the profile Your LSI scores summarize your thinking and behavior. For additional insight, review the words and phrases you used to describe yourself when completing the inventory. Think about why you may have selected a particular pattern of words as descriptive of you. Look at examples of your behavior Think of instances in your life where you may have used styles that are predominant in your profile. Doing this will help you understand how these styles have the potential to either positively or negatively influence your behavior Remember that your profile may change over time Your thinking styles can change in response to new environments, situations you face, or traumatic events in your life. For this reason, consider re-taking the LSI in three to six months to identify specific changes in your thinking and behavior, and/or to determine your self-improvement progress.

Noodletools tip

Noodletools is an excellent tool available at http://library.devryu.net for Devry and Keller students so you can create References APA style.

I had a challenge last night exporting the References in an rtf/Word format.  I tried at least 5 times and though I see the references and enable editing, what will be pasted on the Word doc is the login page of the library page.  I was using my Dell inspiron laptop using Windows 7.  I tried the option of uploading to google docs, that did not work either saying it was an invalid page.  Come to think of it, I logged into my google docs at least 5 times that day because Gmail automatically went to that page first as they are launching a new look.  I tried using upload to webpage/ html.  I had to adjust the format.  When I got up this morning, an insight gave a bright insight that I never had a challenge exporting the rtf/ word References using my Mac OS.  If you are using one, make sure to check your Downloads folder because that's where it goes to.

Hope you learned the tip of the day.