Question 1

Astro Inc.is reorganising and your new work group begins working together on Monday morning.Your university course in organisational behaviour contained information about the stages of group development and your supervisor has asked your advice about the predictable stages of group development. You are predicting that the most productive stage will be:
A)forming.
B)storming.
C)performing.
D)norming.

Accepted Answer

The most productive stage of group development is performing. This stage is characterized by clear goals, open communication, high productivity, and cooperation among group members. This stage is reached after the group has gone through the forming, storming, and norming stages, where they establish their goals, work out differences, and develop norms and roles. Therefore, the performing stage is the optimal stage for maximum productivity.

Question 2

Which of the following statement about status is true?
A)A characteristic valued by one group may mean nothing to another group.
B)Groups rarely agree within themselves on status criteria.
C)Status will not be an issue in small groups.
D)All of the above states about status are true.

Accepted Answer

Status is a subjective and relative concept, so a characteristic that is highly valued by one group may not be valued as highly by another group. This means that status can vary among different social groups and is not universal. Option B is incorrect as groups do have certain agreed-upon criteria for status, even if it may not be a complete consensus. Option C is also incorrect because status can still be an issue in small groups, as individuals may still compete for roles and positions within the group.

Question 3

groups are characterised as ones where a person is aware of other members.The person defines himself or herself as a member,or would like to be a member.
A)Reference
B)Status
C)Role
D)Normative

Accepted Answer

This definition describes a reference group, which is a group that an individual uses as a standard for evaluating themselves and their own behavior. The other choices do not fit this description as well. Status refers to an individual's position in a group, role refers to the behaviors expected of an individual in a group, and normative refers to the social norms or expectations within a group.

Question 4

Fuse Pty Ltd is a human resource consulting firm.From Monday thru to Thursdays,the consultants typically have filled schedules meeting with clients and making calls to set up appointments.In contrast,their Fridays are generally fairly relaxed they tend to spend a fair amount of time socialising with their fellow consultants.As a professional consultancy,all the employees in the firm dress fairly formally in full business attire. Jane is a new consultant at the firm.Although there is no written rule for work attire,Jane dresses fairly formally.This is most likely because of:
A)Performance norms.
B)Allocation of resources norms.
C)Appearance norms.
D)Social arrangement norms.

Accepted Answer

Jane is conforming to appearance norms by dressing fairly formally, which is in line with the overall business attire culture of the firm. Performance norms relate to expected levels of performance, allocation of resources norms relate to how resources are distributed and social arrangement norms relate to socializing and interaction within a group.

Question 5

In work groups:
A)are the same as work teams.
B)perform greater than the sum of their inputs.
C)there is no need to engage in collective work that requires joint effort.
D)all of the above.

Accepted Answer

Work groups do not require collective work or joint effort, unlike work teams which focus on synergy and collaboration.

Question 6

When an individual finds that compliance with one role requirement may make more difficult the compliance with another,the result is:
A)role expectation.
B)role conflict.
C)role identity.
D)role perception.

Accepted Answer

Role conflict refers to the situation when an individual needs to fulfill two or more roles that have conflicting requirements, making it difficult to comply with all of them simultaneously. This can result in stress, confusion, and difficulty in managing multiple expectations. Therefore, when a person finds it difficult to comply with one role requirement while fulfilling another, it is known as role conflict.

Question 7

Which one of the following is likely to generate the least innovative alternatives?
A)nominal group technique
B)Delphi technique
C)face- to- face interacting groups
D)brainstorming

Accepted Answer

Face-to-face interacting groups may generate the least innovative alternatives as group conformity and pressure to conform to the group's dominant opinions may limit the generation of novel ideas. In contrast, the other techniques listed are designed to promote diverse perspectives and generate a high quantity and variety of ideas, including nominal group technique, Delphi technique, and brainstorming.

Question 8

You find that in a team situation you prefer to be the one who examines for details and is concerned with enforcing rules and regulations.Your role is called the:
A)maintainer.
B)promoter.
C)linker.
D)controller.

Accepted Answer

The role of examining for details and enforcing rules and regulations is that of a controller. Controllers tend to be very detail-oriented and focused on maintaining order and structure within the team. They are often seen as strict and rule-bound but their role is crucial in keeping the team on track and ensuring that everyone follows established procedures.

Question 9

Which of the following statements concerning the climate of trust is true?
A)Interpersonal trust among team members increases members' aversion to risk
B)Interpersonal trust among team members reduces the need to monitor each other's behaviour.
C)Interpersonal trust among team members bonds members around the belief that others will take advantage of them.
D)Interpersonal trust among team members inhibits cooperation

Accepted Answer

Interpersonal trust among team members reduces the need to monitor each other's behaviour. This is because when there is a climate of trust, individuals believe that their team members will act in good faith and are unlikely to engage in opportunistic or manipulative behaviour. As a result, individuals are able to focus on their tasks and do not need to devote energy to constantly monitoring their team members. This increases efficiency and reduces the potential for conflict, ultimately improving team performance.

Question 10

Which is not a common class of norms appearing in most work groups?
A)performance norms
B)social arrangements
C)appearance
D)termination

Accepted Answer

Termination is not a common class of norms in work groups, as norms typically focus on performance, social interactions, and appearance rather than the end of employment.

Question 11

Jacob is the manager of a work group and has not been able to assess the group's effectiveness.The vice president has told Jacob that there are many different effectiveness criteria and that his problem may be that he has not decided what he wishes to consider in analysing the group effectiveness.Jacob has discovered that an appropriate choice of the type of group decision- making used may also be an important part of group effectiveness. Interpersonal conflict would be a big problem if it developed in the work group.Therefore,Jacob should probably avoid the type of group.
A)brainstorming
B)electronic
C)nominal
D)interacting

Accepted Answer

Since interpersonal conflict would be a big problem, Jacob should avoid the interacting type of group decision-making, which involves face-to-face communication and interaction among group members. This type of group decision-making could potentially lead to conflicts and disagreements, which would negatively impact the group's effectiveness. Therefore, the best choice for Jacob would be to use a different type of group decision-making, such as electronic or nominal, that would allow group members to contribute their ideas or opinions without the risk of interpersonal conflict. However, without further information about the specific needs and goals of the work group, it is impossible to determine the best choice of group decision-making for Jacob to use.

Question 12

If cohesiveness is high and performance norms are low:
A)productivity will be high.
B)productivity will be moderate to low.
C)internal conflict will be low.
D)internal conflict will be high.

Accepted Answer

When cohesiveness is high and performance norms are low, group members may focus more on maintaining harmony and avoiding conflict rather than achieving high performance. This may result in moderate to low productivity. Additionally, with low performance norms, there may be little pressure to improve or innovate, resulting in a lack of motivation and an overall lower level of group engagement. While internal conflict may still be low due to the high cohesiveness, this does not necessarily lead to high productivity.

Question 13

The stages of group development are:
A)forming,storming,norming,performing,adjourning.
B)initiation,evolution,maturation,decline.
C)idea generation,implementation,termination.
D)introduction,high productivity,decline.

Accepted Answer

The stages of group development are commonly recognized as forming, storming, norming, performing, and adjourning. These stages were identified by Bruce Tuckman in 1965 and have been widely used to help understand how groups develop and how to effectively lead and manage them. Choice B, initiation, evolution, maturation, and decline, is not a commonly used model for group development. Choice C, idea generation, implementation, and termination, is more focused on the process of project management rather than the developmental stages of a group. Choice D, introduction, high productivity, and decline, is similar to Tuckman's model but is less comprehensive and does not include the norming and adjourning stages.

Question 14

Quality Timber Pty Ltd is a well established logging company,with below- average performance their packaging department is consistently behind schedule.Employees often take long lunch breaks and frequently stop to chat with coworkers.However,the employees get along very well and frequently spend time together,even outside of work

Accepted Answer

The answer of Quality Timber Pty Ltd is a well...

Question 15

Which of the following is not a true statement about status?
A)Groups generally disagree within themselves on status criteria.
B)It is important for group members to believe that the status hierarchy is equitable.
C)The trappings that go with formal positions are important elements in maintaining equity.
D)People who control the outcomes of a group through their power tend to be perceived as high status.

Accepted Answer

Research has consistently shown that groups tend to agree on status criteria and that these criteria can be based on a variety of factors such as age, skill level, or social dominance. Therefore, statement A is not a true statement about status.

Question 16

When groupshift occurs:
A)sometimes caution predominates.
B)group members tend to exaggerate the initial positions that they hold.
C)the group tends to take more risks.
D)all of the above are possible with groupshift.

Accepted Answer

When groupshift occurs, all of the above options are possible. Sometimes caution predominates, but other times the group may take more risks. Additionally, group members may exaggerate their initial positions, but this is not always the case. Groupshift can result in any combination of these outcomes.

Question 17

The tendency for individuals to expend less effort when working collectively than when working individually is known as:
A)role expectation.
B)role conflict.
C)cohesion.
D)social loafing.

Accepted Answer

Social loafing refers to the tendency for individuals to exert less effort when working in a group or team compared to when working individually. This can be due to a diffusion of responsibility, feeling less accountable for the outcome, or assuming others will pick up the slack.

Question 18

If your group must take action,which size should be most effective?
A)10
B)3
C)12
D)7

Accepted Answer

A group size of 7 is often considered optimal for effective decision-making and action-taking, as it balances diversity of ideas with ease of coordination and communication.

Question 19

Antisocial actions by organisational members that intentionally violate established norms and that result in negative consequences for the organisation,its members,or both are referred to as:
A)deviant workplace behaviour.
B)ethical dilemmas.
C)voluntary behaviour.
D)norms.

Accepted Answer

Deviant workplace behaviour refers to intentional actions by organisational members that violate established norms and have negative consequences for the organisation and its members. Ethical dilemmas refer to complex situations where individuals have to choose between right and wrong actions. Voluntary behaviour refers to intentional actions by organisational members that are not necessarily deviant, and norms refer to the unwritten rules or expectations that guide behaviour within an organisation.

Question 20

Several years ago you began a small retail store to sell computer parts.The store grew and the business expanded to offer computer repair and custom computer programming.You have noticed that people have definite expectations about what their appropriate role within the expanding company should be. John is expected to help customers in the retail store as well as perform computer repair work.He feels that every time he gets started on a repair,he is interrupted and doesn't know whether to finish his repair or wait on the customer.John suffers from:
A)role expectations.
B)role identity.
C)role conflict.
D)role perception.

Accepted Answer

John is experiencing role conflict, which occurs when there are conflicting expectations about one's appropriate role within a group or organization. In this case, he is expected to both help customers in the retail store and perform computer repair work, and he is having difficulty balancing these responsibilities.

Quiz 7: Understanding Group and Team Behaviour

Which of the following statement about status is true?

groups are characterised as ones where a person is aware of other members.The person defines himself or herself as a member,or would like to be a member.

In work groups:

When an individual finds that compliance with one role requirement may make more difficult the compliance with another,the result is:

Which one of the following is likely to generate the least innovative alternatives?

You find that in a team situation you prefer to be the one who examines for details and is concerned with enforcing rules and regulations.Your role is called the:

Which of the following statements concerning the climate of trust is true?

Which is not a common class of norms appearing in most work groups?

If cohesiveness is high and performance norms are low:

The stages of group development are:

Which of the following is not a true statement about status?

When groupshift occurs:

The tendency for individuals to expend less effort when working collectively than when working individually is known as:

If your group must take action,which size should be most effective?

Antisocial actions by organisational members that intentionally violate established norms and that result in negative consequences for the organisation,its members,or both are referred to as: