Term
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Definition
| consists of two or more people who work interdependently over some time period to accomplish common goals related to some task oriented purpose |
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Term
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Definition
| the task, unit, and member qualities that can be used to describe teams and that combine to make some teams more diverse than others |
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Term
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Definition
| designed to be relatively permanent; purpose is to produce goods or provide services, generally require full time commitment |
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Term
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Definition
| designed to be relatively permanent; participate in managerial level tasks that affect the entire organization |
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Term
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Definition
| focus on the accomplishment of core operational level production and service tasks |
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Term
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Definition
| responsible for coordinating the activities of organizational subunits to help the organization achieve its long term goals |
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Term
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Definition
| composed of members from various jobs who provide recommendations to managers about important issues that run parallel to the organization's production process |
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Term
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Definition
| only require part time commitment; may deal wit unique issues or that arise only periodically |
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Term
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Definition
| formed to take on one time tasks that are generally complex and require a lot of input from members with different types of training and expertise |
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Term
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Definition
| long life span, high member involvement |
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Term
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Definition
| long life span, moderate member involvement |
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Term
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Definition
| low member involvement, varied life span |
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Term
| project team and action team |
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Definition
| varied life span, varied member involvement |
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Term
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Definition
| perform complex tasks that vary in duration and take place in highly visible or challenging circumstances |
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Term
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Definition
| produce a one time output |
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Term
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Definition
| provide recommendations and resolve issues |
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Term
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Definition
| integrate activities of subunits across business functions |
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Term
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Definition
| produce goods and provide services |
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Term
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Definition
| perform tasks that are normally limited in duration but are complex |
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Term
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Definition
| teams in which the members are geographically dispersed, and interdependent activity occurs through electronic communications |
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Term
| forming, storming, norming, performing, adjourning |
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Definition
| five stages of team progression |
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Term
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Definition
| situation in which the development sequence is less applicable; pattern of development in project teams |
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Term
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Definition
| refers to the degree to which team members interact with and rely on other team members for the information, materials, and resources needed to accomplish work for the team |
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Term
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Definition
| the lowest degree of required coordination |
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Term
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Definition
| group members complete their work assignments independently, then the work is piled up to represent the group's output |
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Term
| sequential interdependence |
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Definition
| different tasks are done in a prescribed order, and the group is structured such that the members specialization these tasks |
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Term
| reciprocal interdependence |
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Definition
| members are specialized to perform specific tasks; interact with a subset of other members to complete the team's work |
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Term
| comprehensive interdependence |
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Definition
| requires the highest level of interaction and coordination among members as they try to accomplish work |
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Term
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Definition
| the degree to which team members have a shared vision of the team's goal and align their individual goals with that vision as result |
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Term
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Definition
| how to create high levels of goal interdependence |
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Term
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Definition
| relates to how members are linked to one another in terms of the feedback and outcomes they receive as a consequence of working in the team |
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Term
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Definition
| exists when team members share in the rewards that the team earns |
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Term
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Definition
| the mix of ppl who make up the team |
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Term
| roles, ability, personality, diversity, and team size |
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Definition
| five aspects of team composition |
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Term
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Definition
| defined as a pattern of behavior that a person is expected to display in a given context |
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Term
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Definition
| the leader makes decisions for the team and provides direction and control over members who perform assigned tasks, so this distinction makes sense in that the responsibilities of the leader and the rest of the team are distinct |
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Term
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Definition
| behaviors that directly facilitate the accomplishment of team tasks |
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Term
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Definition
| behaviors that influence the quality of the team's social climate |
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Term
| orienter, devil's advocate, energizer |
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Definition
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Term
| harmonizer, encourager, compromiser |
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Definition
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Term
|
Definition
| reflect behaviors that benefit the individual at the expense of the team |
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Term
| aggressor, recognition seeker, dominator |
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Definition
| types of individualistic roles |
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Term
|
Definition
| tasks with an objectively verifiable best solution, the member who possesses the highest level of the ability relevant to the task will have the most influence on the effectiveness of the team |
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Term
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Definition
| TEAM'S Performance depends on the abilities of the weakest link |
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Term
|
Definition
| the degree to which members are different from one another in terms of any attribute that might be used by someone as a basis of categorizing people |
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Term
| value in diversity problem solving approach |
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Definition
| theory used to explain why diversity has positive effects |
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Term
| says that diversity in teams is beneficial b/c it provides for a larger pool of knowledge and perspectives from which a team can draw as it carries out its work |
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Definition
| value in diversity problem solving approach |
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Term
| similarity attraction approach |
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Definition
| widely used to explain why diversity may have detrimental effects on teams |
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Term
| ppl tend to be more attracted to others who are perceived as more similar |
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Definition
| similarity attraction approach |
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Term
|
Definition
| refers to diversity regarding observable attributes such as race, ethnicity, sex, and age |
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Term
|
Definition
| refers to diversity with respect to attributes that are less easy to observe initially but that can be inferred after more direct experience |
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Term
| member roles, member ability, member personality, member diversity, team size |
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Definition
| relevant member characteristics |
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Term
| team viability (aka team commitment) |
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Definition
| refers to the likelihood that the team can work together effectively into the future |
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Term
|
Definition
| what effect does task interdependence have on team performance |
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Term
|
Definition
| what effect does task interdependence have on team commitment |
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Term
| hybrid outcome interdependence |
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Definition
| means that members receive rewards that are dependent on both their team's performance and how well they perform as individuals |
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Term
|
Definition
| the structures and propensities inside people that explain their characteristic patterns of thought, emotion, and behavior |
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Term
|
Definition
| defined as recurring regularities or trends in people's responses to their environment |
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Term
|
Definition
| defined as shared beliefs about desirable end states or modes of conduct in a given culture |
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Term
| conscientiousness, agreeableness, neuroticism, openness to experience, and extraversion |
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Definition
| Big Five dimensions used to summarize personalities |
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Term
|
Definition
| reflects a strong desire to accomplish task related goals as a means of expressing personality |
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Term
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Definition
| reflects a strong desire to obtain acceptance in personal relationships as a means of expressing personality |
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Term
|
Definition
| situations in which two people have only just met |
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Term
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Definition
| reflects a strong desire to obtain power and influence within a social structure as a means of expressing personality |
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Term
|
Definition
| a dispositional tendency to experience pleasant, engaging moods such as enthusiasm, excitement, and elation (experienced by extroverts) |
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Term
|
Definition
| associated with neuroticism; a dispositional tendency to experience unpleasant moods such as hostility, nervousness, and annoyance |
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Term
|
Definition
| neurotic ppl are more likely to appraise day to day situations as stressful |
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Term
|
Definition
| neurotic ppl are less likely to believe they can cope with the stressors that they experience |
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Term
|
Definition
| reflects whether ppl attribute the causes of events to themselves or to the external environment |
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Term
| Myers Briggs type indicator |
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Definition
| personality measures evaluating individuals based on: extroversion, sensing, thinking, judging |
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Term
|
Definition
| expressions of personality that influence behavior through preferences for certain environments and activities |
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Term
| realistic, investigative, artistic, social, enterprising, conventional |
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Definition
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Term
|
Definition
| defined as the shared values, beliefs, motives, identities, and interpretations that result from common experiences of members of a society and are transmitted across generations |
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Term
|
Definition
| purpose is to examine the impact of culture on the effectiveness of various leader attributes, behaviors, and practices |
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Term
|
Definition
| a propensity to view one's own cultural values as right and those of other cultures as wrong |
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Term
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Definition
| which of the big five has the strongest effect on task performance |
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Term
|
Definition
| reflects performance in the routine conditions that surround daily job tasks |
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Term
|
Definition
| reflects performance in brief, special circumstances that demand a person's best effort |
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Term
|
Definition
| conscientiousness has what effect on both organizational commitment and job performance |
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Term
|
Definition
| strong situations have clear behavioral expectations, incentives, or instructions that make differences between individuals less important, whereas weak situations lack those cues |
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Term
|
Definition
| suggest that some situations provide cues that trigger the expression of a given traits |
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Term
|
Definition
| refers to the structures and propensities inside a person that explain his or her characteristic patterns of thought, emotion, and behavior. |
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Term
|
Definition
| captures what people are like |
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Term
|
Definition
| are defined as recurring regularities or trends in people’s responses to their environment. |
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Term
|
Definition
| dependable, organized, reliable, ambitious, hardworking, and persevering. |
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Term
|
Definition
| has the biggest influence on job performance. |
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Term
|
Definition
| Conscientious employees prioritize __________ , which reflects a strong desire to accomplish task-related goals as a means of expressing personality. |
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Term
|
Definition
| which reflects a strong desire to accomplish task-related goals as a means of expressing personality. |
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Term
|
Definition
| warm, kind, cooperative, sympathetic, helpful, and courteous. |
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Term
|
Definition
| agreeable people Prioritize _________, which reflects a strong desire to obtain acceptance in personal relationships as a means of expressing personality |
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Term
|
Definition
| reflects a strong desire to obtain acceptance in personal relationships as a means of expressing personality |
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Term
|
Definition
| talkative, sociable, passionate, assertive, bold, and dominant. |
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Term
| zero acquaintance situations — |
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Definition
| situations in which two people have only just met. |
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Term
|
Definition
extraverted people Prioritize _________, which reflects a strong desire to obtain power and influence within a social structure as a means of expressing personality.
Tend to be high in positive affectivity — a |
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Term
|
Definition
| reflects a strong desire to obtain power and influence within a social structure as a means of expressing personality. |
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Term
|
Definition
| a dispositional tendency to experience pleasant, engaging moods such as enthusiasm, excitement, and elation. |
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Term
|
Definition
| are extra verted people high or low in affectivity? |
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Term
|
Definition
| nervous, moody, emotional, insecure, and jealous. |
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Term
|
Definition
| dispositional tendency to experience unpleasant moods such as hostility, nervousness, and annoyance. |
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Term
| differential exposure to stressors |
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Definition
| means that neurotic people are more likely to appraise day-to-day situations as stressful. |
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Term
| differential reactivity to stressors |
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Definition
| means that neurotic people are less likely to believe they can cope with the stressors that they experience. |
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Term
|
Definition
| reflects whether people attribute the causes of events to themselves or to the external environment. |
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Term
| external locus of control |
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Definition
| means that they often believe that the events that occur around them are driven by luck, chance, or fate. |
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Term
| internal locus of control |
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Definition
| means that they believe that their own behavior dictates events. |
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Term
|
Definition
| curious, imaginative, creative, complex, refined, and sophisticated. |
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Term
| Myers-Briggs Type Indicator (or MBTI) |
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Definition
| evaluates individuals on the basis of four types of preferences |
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Term
|
Definition
| being energized by people and social interactions |
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Term
|
Definition
| being energized by private time and reflection |
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Term
|
Definition
| preferring clear and concrete facts and data |
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Term
|
Definition
| preferring hunches and speculations based on theory and imagination |
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Term
|
Definition
| approaching decisions with logic and critical analysis |
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Term
|
Definition
| approaching decisions with logic and critical analysis |
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Term
|
Definition
| approaching tasks by planning and setting goals |
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Term
|
Definition
| approaching tasks by planning and setting goals |
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Term
|
Definition
| suggests that interests can be summarized by six different personality types |
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Term
|
Definition
| defined as the shared values, beliefs, motives, identities, and interpretations that result from common experiences of members of a society and are transmitted across generations. |
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Term
| Institutional Collectivism |
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Definition
| Formalized practices encourage collective action and collective distribution of resources |
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Term
|
Definition
| Individuals express pride and loyalty to specific in-groups |
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Term
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Definition
| The culture promotes gender equality and minimizes role differences between men and women. |
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Term
|
Definition
| The culture values assertiveness, confrontation, and aggressiveness in social relationships. |
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Term
|
Definition
| The culture engages in planning and investment in the future while delaying individual or collective gratification. |
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Term
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Definition
| The culture encourages and rewards members for excellence and performance improvements. |
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Term
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Definition
| The culture encourages and rewards members for being generous, caring, kind, fair, and altruistic. |
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Term
|
Definition
| defined as a propensity to view one’s own cultural values as “right” and those of other cultures as “wrong.” |
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Term
|
Definition
| performance in the routine conditions that surround daily job tasks. |
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Term
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Definition
| performance in brief, special circumstances that demand a person’s best effort. |
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Term
| The principle of situational strength |
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Definition
| suggests that “strong situations” have clear behavioral expectations, incentives, or instructions that make differences between individuals less important, whereas “weak situations” lack those cues. |
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Term
| The principle of trait activation |
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Definition
| suggests that some situations provide cues that trigger the expression of a given trait. |
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Term
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Definition
| focus specifically on a predisposition to engage in theft and other counterproductive behaviors. |
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Term
|
Definition
| more strongly related to job performance than conscientiousness scores. |
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Term
|
Definition
| ask applicants about their attitudes toward dishonesty, beliefs about the frequency of dishonesty, endorsements of common rationalizations for dishonesty, desire to punish dishonesty, and confessions of past dishonesty. |
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Term
|
Definition
| assess more general personality traits that are associated with dishonest acts. |
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Term
|
Definition
| —exaggerating your responses to a personality test in a socially desirable fashion |
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Term
| include conscientiousness), agreeableness , neuroticism , openness to experience , and extraversion |
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Definition
|
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Term
|
Definition
| the dominant taxonomy of personality |
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Term
| individualism–collectivism, power distance, uncertainty avoidance, masculinity–femininity, and short-term vs. long-term orientation |
|
Definition
| Hofstede’s taxonomy of cultural values |
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Term
|
Definition
| Conscientiousness has a ___________relationship with job performance and a ____________relationship with organizational commitment |
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Term
|
Definition
| refers to the relatively stable capabilities people have to perform a particular range of different |
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Term
|
Definition
| capabilities related to the acquisition and application of knowledge in problem solving. |
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Term
|
Definition
| refers to various capabilities associated with understanding and expressing oral and written communication. |
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Term
|
Definition
| the ability to understand spoken words and sentences. |
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Term
Number facility
Mathematical reasoning |
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Definition
| Quantitative ability refers to two types of mathematical capabilities: |
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Term
|
Definition
| actually a diverse set of abilities associated with sensing and solving problems using insight, rules, and logic. |
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Term
Problem sensitivity
Deductive reasoning
Inductive reasoning
Originality |
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Definition
| aspects of Reasoning ability |
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Term
|
Definition
| refers to the capabilities associated with visual and mental representation and manipulations of objects in space. |
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Term
|
Definition
| generally refer to being able to perceive, understand, and recall patterns of information. |
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Term
|
Definition
| a human ability that affects social functioning. |
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Term
|
Definition
| refers to being able to recover quickly from emotional experiences. |
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Term
|
Definition
| reflects the degree to which people can harness emotions and employ them to improve their chances of being successful in whatever they are seeking to do. |
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Term
|
Definition
| the degree to which the body is capable of exerting force. |
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Term
|
Definition
| refers to the ability of a person’s lungs and circulatory system to work efficiently while he or she is engaging in prolonged physical activity |
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Term
|
Definition
| refers to the ability to bend, stretch, twist, or reach. |
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Term
|
Definition
| when people need to work in a cramped compartment or an awkward position. |
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Term
|
Definition
| happens when a job requires repeated and somewhat quick bends, stretches, twists, or reaches. |
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Term
|
Definition
| quality of physical movement. |
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Term
|
Definition
| generally refer to the capacity to manipulate and control objects. |
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Term
| Fine manipulative abilities |
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Definition
| refer to the ability to keep the arms and hands steady while using the hands to do precise work. |
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Term
| Control movement abilities |
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Definition
| important in tasks for which people have to make different precise adjustments using machinery to complete the work effectively. |
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Term
|
Definition
| refers to the ability to choose the right action quickly in response to several different signals |
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Term
|
Definition
| reflects how quickly an individual responds to signaling information after it occurs. |
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Term
|
Definition
| refer to capabilities associated with vision and hearing. |
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Term
|
Definition
| the capability to hear and discriminate sounds that vary in terms of loudness and pitch. |
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Term
|
Definition
| being able to focus on a single sound in the presence of many other sounds. |
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Term
|
Definition
| the ability to identify and understand the speech of another person. |
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Term
|
Definition
| a 12-minute test of general cognitive ability that consists of 50 questions. |
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Term
|
Definition
| refers to the relatively stable capabilities people have to perform a particular range of different but related activities |
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Term
| emotional, cognitive, and physical |
|
Definition
| three general categories of ability |
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Term
|
Definition
| refers to capabilities related to the acquisition and application of knowledge in problem solving |
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Term
|
Definition
| refers to various capabilities associated with understanding and expressing oral and written communication |
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Term
|
Definition
| refers to two types of mathematical capabilities (number facility and mathematics reasoning) |
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Term
|
Definition
| capability to do simple math operations |
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Term
|
Definition
| the ability to choose and apply formulas to sole problems that involve numbers |
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Term
|
Definition
| a diverse set of abilities associated with sensing and solving problems using insight, rules, and logic |
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Term
|
Definition
| the ability to sense that there's a problem right now or likely to be one in the near future |
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Term
|
Definition
| the use of general rules to solve problems |
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Term
|
Definition
| the ability to consider several specific pieces of information and then reach a general conclusion regarding how those pieces are related |
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Term
|
Definition
| the ability to develop clever and novel ways to solve problems |
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Term
|
Definition
| capabilities associated with visual and mental representation and manipulation of objects in space |
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Term
|
Definition
| being able to perceive, understand, and recall patterns of information |
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Term
| speed and flexibility of closure |
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Definition
| refers to being able to pick out a pattern of information quickly in the presence of distracting information, even without all the information present |
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Term
|
Definition
| being able to examine and compare numbers, letters, and objects quickly |
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Term
| general cognitive ability |
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Definition
|
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Term
|
Definition
| a set of distinct but related abilties |
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Term
|
Definition
| potency has what impact on team performance |
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Term
|
Definition
| refers to the structures and propensities inside a person that explain his or her characteristic patterns of thought, emotion, and behavior |
|
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Term
|
Definition
|
|
Term
|
Definition
| hofstede's dimensions of cultural values = caring for others and about quality of life |
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Term
|
Definition
| conscientiousness has what effect on performance and commitment |
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Term
|
Definition
| SAT measures what ability |
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Term
|
Definition
| self and other awareness are which type of abilities |
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Term
|
Definition
| general cognitive ability has what effect on task performance |
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Term
|
Definition
| focus on the accomplishment of core operational level production and service tasks |
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Term
|
Definition
| type of task interdependence with the lowest degree of required coordiantion |
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Term
|
Definition
| when members of a team exert less effort when working on team tasks than they would if they worked alone on those same tasks |
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Term
|
Definition
| the interpersonal activities that facilitate the accomplishment of the team's work but do not directly involve task accomplishment itself |
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Term
|
Definition
| teamwork activities that focus on preparation for future work |
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|
Term
|
Definition
| the degree to which team members interact with an rely on other team members for the information, materials, and resources needed to accomplish work for the team |
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|
Term
| pooled, sequential, reciprocal, comprehensive |
|
Definition
| four types of task interdependence |
|
|
Term
|
Definition
| group members complete their work assignments independently, and then this work is piled up to represent the groups output |
|
|
Term
| sequential interdependence |
|
Definition
| different tasks are done in a prescribed order and the group is structured such that the members specialize in these tasks |
|
|
Term
|
Definition
| exists when team members have a shared vision of the team's goal and align their individual goals with that vision as a result |
|
|
Term
|
Definition
| a pattern of behavior that a person is expected to display in a given context |
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|
Term
|
Definition
| tasks for which the team's performance depends on the abilities of the weakest link |
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Term
|
Definition
| tasks for which the contributions resulting from the abilities of every member add up to determine team performance |
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|
Term
| value in diversity problem solving approach |
|
Definition
| predominant theory that has been used to explain why diversity has positive effects |
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|
Term
| similarity attraction approach |
|
Definition
| theory widely used to explain why diversity may have detrimental effects on teams |
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Term
|
Definition
| having a greater number of members is beneficial to what types of teams |
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Term
|
Definition
| aka team commitment; likelihood that the team can work together effectively in the future |
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Term
|
Definition
| relationship between task interdependence and team performance |
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Term
|
Definition
| relationship between task interdependence and team commitment |
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Term
|
Definition
| reflects the different types of communication, activities, and interactions that occur within teams that contribute to their ultimate end goals |
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Term
|
Definition
| getting more from the team than you would expect according to the capabilities of its individual members |
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Term
|
Definition
| the extra effort focused on integrating work in a team that consumes time and energy that could otherwise be devoted to task activity |
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Term
|
Definition
| often drives coordination losses; occurs when members have to wait on one another before they can do their part of the team tasks |
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Term
|
Definition
| fosters process loss; the loss in team productivity that occurs when team members don't work as hard as they could |
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Term
|
Definition
| members exert less effort when working on team tasks than they would if they worked alone on the same tasks |
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Term
|
Definition
| activities of team members that related directly to the accomplishment of team tasks |
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|
Term
| creative behavior, decision making, boundary spanning |
|
Definition
| three types of taskwork processes |
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Term
|
Definition
| best known activity to foster creative behavior |
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|
Term
| production blocking, fear of criticism, social loafing |
|
Definition
| problems with brainstorming |
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|
Term
| decision informity, staff validity, hierarchical sensitivity |
|
Definition
| what factors account for a team's ability to make effective decisions? |
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Term
|
Definition
| communications intended to protect the team, persuade others to support it, or obtain important resources for it |
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Term
|
Definition
| interpersonal activities that facilitate the accomplishment of the team's work but do not directly involve task accomplishment |
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Term
| transition processes, action processes, interpersonal processes |
|
Definition
|
|
Term
|
Definition
| teamwork activities that focus on preparation for future work |
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Term
|
Definition
| analyze the team's task, the challenges that face the team, and the resources available for completing the work |
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Term
|
Definition
| important as the taskwork is being accomplished |
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Term
| before and between periods of task work |
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Definition
| when are transition processes important? |
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Term
| transition, action, interpersonal |
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Definition
| categories of teamwork processes |
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Term
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Definition
| the pattern of communication that occurs regularly among each member of the team |
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Term
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Definition
| specific types of feelings and thoughts that coalesce in the minds of team members as a consequence of their experience working together |
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|
Term
| cohesion, potency, mental models, transactive memory |
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Definition
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Term
|
Definition
| the degree to which members believe that the team can be effective across a variety of situations and tasks |
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Term
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Definition
| the level of common understanding among team members with regard to important aspects of the team/task; "the degree to which the knowledge is shared among members" |
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Term
|
Definition
| how specialized knowledge is distributed among members |
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Term
|
Definition
| relationship between teamwork processes and team performance |
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Term
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Definition
| relationship between teamwork process and team commitment |
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Term
|
Definition
| foundation for cultural intelligence |
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Term
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Definition
| the capacity to manipulate and control objects |
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Term
| none; in fact high ability employees MORE likely to leave for another job |
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Definition
| relationship between cognitive ability and organizational commitment |
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Term
|
Definition
| relationship between task interdependence and team performance |
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Term
|
Definition
| relationship between task interdependence and team commitment |
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