Deck 8: Team Dynamics

Question 1

Employees in a department are considered a team only when they directly interact and coordinate work activities with each other.

Answer 1

True

Question 2

Organizational behaviour scholars have concluded that employees always work better in teams than alone.

Answer 2

False

Question 3

All teams are groups,but some types of groups are not teams.

Answer 3

True

Question 4

Some informal groups exist primarily to satisfy the drive to bond.

Question 5

Teams typically provide better customer service.

Question 6

Team members are held together by their interdependence and need for collaboration to achieve common goals.

Question 7

Informal groups exist primarily to complete tasks for the organization that management doesn't know about.

Question 8

Our desire for informal groups is mostly influenced by our drive to defend.

Question 9

Teams are groups of two or more people who have equal influence over each other regarding the team's goals and means of achieving those goals.

Question 10

Under stressful or dangerous conditions,people are more likely to congregate than disperse,even when doing so serves no protective purpose.

Question 11

Task forces are temporary groups that typically investigate a particular problem and disband when the decision is made.

Question 12

Brooks's law states that,"whatever can go wrong in groups will,so one should be prepared for it."

Question 13

All teams exist to fulfill some purpose,either for the organization or for its members.

Question 14

Social identity theory partly explains why people join informal groups.

Question 15

Employees are more motivated in teams,because they are motivated to fulfill the goals of the groups to which they belong.

Question 16

Process losses are the resources expended to develop and maintain an effective team.

Question 17

Teams are groups with some degree of task interdependence and a common objective.

Question 18

Social loafing is more common among people with collectivist values.

Question 19

Social loafing is least common in situations where team members work alone towards a common output.

Question 20

All groups are teams,but some types of teams are not groups.

Question 21

Two important elements of the team's environment are the team's size and composition.

Question 22

Reward systems,organizational structure,and physical layout are three elements of the organizational and team environment.

Question 23

Office layout and other physical space characteristics influence the team's ability to accomplish tasks.

Question 24

The higher the level of task interdependence,the greater the need for individuals working alone than together in teams.

Question 25

The optimal team size exists when the team is as small as possible,yet has enough people to accomplish the task.

Question 26

Team effectiveness refers to how well a team accomplishes its objectives for the organization,even if this undermines the team's ability to survive for future tasks.

Question 27

Teams are generally more effective when the task is complex and lacks definition.

Question 28

Teams are well suited when complex work can be divided into more specialized roles.

Question 29

The three elements of team design include communication systems,organizational environment,and reward systems.

Question 30

In effective teams,each member must possess the full set of competencies to perform the team's entire task alone.

Question 31

Tasks that are simple but poorly structured are best for teams rather than individuals working alone.

Question 32

A team's effectiveness is partly measured by how well its members' needs are fulfilled.

Question 33

Forming smaller teams and measuring individual rather than team performance tends to increase the likelihood of social loafing,because there are fewer people to do the work.

Question 34

Reciprocal interdependence is the highest level of task interdependence in organizations.

Question 35

Teams are best suited for tasks with low interdependence among team members.

Question 36

Team members tend to work together more effectively when they receive some team-based rewards.

Question 37

Team members tend to work together more effectively when they are rewarded for individual performance.

Question 38

Students experience pooled interdependence when they are lined up at the laser printers trying to get their assignments done just before a class deadline.

Question 39

Brooks's law says that adding more people to a late software project only makes it later.

Question 40

Companies can minimize social loafing by dividing the team's work into distinct units and assigning those unique tasks to each team member.

Question 41

Cohesiveness tends to be higher in teams when team members interact with each other fairly regularly.

Question 42

The most frequently mentioned characteristics of effective team members are: communicating,comforting,conflict resolving,coordinating,and cooperating.

Question 43

The only way to alter team norms is to disband the group.

Question 44

To maximize cohesiveness,the team should be as small as possible without jeopardizing its ability to accomplish the task.

Question 45

Team roles are typically negotiated among team members.

Question 46

Team cohesiveness increases when entry into the group is very difficult and humiliates the new team member.

Question 47

A transactive memory system describes how task-relevant knowledge is distributed within a team and the collective awareness of who knows what.

Question 48

Members of smaller teams get to know each other better,which improves mutual trust as well as perceived support.

Question 49

Diverse teams take longer to become high performance teams.

Question 50

One way to change team norms in existing teams is to explicitly discuss the counterproductive norms with team members using persuasive communication strategies.

Question 51

Critical events,such as a colleague's serious injury,may alter team norms.

Question 52

Team cohesiveness decreases with increased interaction,because there are more chances for conflicts to emerge.

Question 53

Team norms usually remain the same even when the group is disbanded and replaced with people with different values and experiences.

Question 54

Norms are the informal rules and standards established by a team to regulate the behaviour of its members.

Question 55

Diverse teams tend to be more effective than homogeneous teams on tasks requiring a high degree of cooperation and coordination.

Question 56

Team members typically hold one or more formal roles in the team as well as roles that they informally fulfill at various times.

Question 57

Diverse teams have fault lines that may split the team into subgroups along gender,ethnic,or other dimensions.

Question 58

Communicating,comforting,and conflict resolution are task-related characteristics of effective team members.

Question 59

Diversity among team members tends to undermine cohesion.

Question 60

Team members rarely conform to team norms unless other team members apply reinforcement or punishment.

Question 61

As predictors of team performance,ambassador and task coordination activities are both positively related.

Question 62

When people join teams,they usually begin with a very low level of trust in the other team members.

Question 63

Taskwork represents the technical performance of the team's task.

Question 64

Team boundary spanning refers to team actions that establish or enhance linkages and manage interactions with parties in the external environment.

Question 65

Taskwork behaviour refers to activities that are devoted to enhancing the quality of the interactions,interdependencies,cooperation,and coordination of teams.

Question 66

Taskwork behaviour is considered an external team process,whereas teamwork behaviour is considered an internal team process.

Question 67

Calculus-based trust is the best form of trust to have in virtual teams.

Question 68

In teams with high efficacy,individual team members are more likely to display coordination and cooperative type behaviours.

Question 69

Task coordination and scouting activity are two types of boundary spanning activities.

Question 70

Trust occurs when we have positive expectations about another party's intentions and actions toward us in situations involving vulnerability.

Question 71

Identification-based trust is the most robust or sturdy form of trust in work relationships.

Question 72

In contrast to ambassador activities,task coordination activities show higher levels of communication laterally through the organization.

Question 73

Knowledge-based trust develops over time.

Question 74

Highly cohesive teams invariably perform organizational objectives better than teams with moderate or low cohesiveness.

Question 75

Teams with high levels of efficacy outperform teams with low levels of efficacy.

Question 76

Knowledge-based trust is based on the belief that the other party will deliver its promises because punishments would be applied if they fail to deliver those promises.

Question 77

When highly cohesive teams have norms that conflict with organizational goals,team performance is reduced.

Question 78

Calculus-based trust is based on the belief that the other party will deliver its promises because punishments would be applied if they fail to deliver those promises.

Question 79

Taskwork and teamwork behaviours are considered internal team processes.

Question 80

The trust that new team members feel towards their teammates is fragile and easily weakened.