Term
|
Definition
| consist of small number of people with complimentary skills who hold themselves mutually accountable for pursuing a common purpose, achieving performance goals, improving interdependent work processes |
|
|
Term
| Why are companies making use of teams? |
|
Definition
| teams have been shown to improve customer satisfaction, product and service quality, speed and efficiency in product development, employee job satisfaction, and decision making |
|
|
Term
| How does teams increase customer satisfaction? |
|
Definition
trained to meet the needs of specific customers
improve product and service quality
job satisfaction
empowering work environment |
|
|
Term
|
Definition
initially high turnover
social loafing
groupthink
minority domination |
|
|
Term
|
Definition
clear and engaging reason or purpose
the job cannot be done unless people work together
when rewards can be provided for teamwork and team performance |
|
|
Term
|
Definition
| degree to which workers have the discretion, freedom, and independence to decide how and when to accomplish their jobs |
|
|
Term
|
Definition
where two or more people work together to achieve a shared goal
responsible for their own work
no direct responsibility or control over work |
|
|
Term
| employee involvement teams |
|
Definition
more autonomy
meet on company time
do not have authority to make decisions
membership voluntary
people closet to the problem are able to find the solutions |
|
|
Term
| semi-autonomous work groups |
|
Definition
provide advice and suggestions to management
authority to make decisions
solve problems that are related to major tasks
cross-trained |
|
|
Term
|
Definition
| manage and control all of the major tasks directly related to production of a product or service without first getting approval from management |
|
|
Term
|
Definition
all characteristics of self managing teams
control and change the design of the teams themselves |
|
|
Term
|
Definition
composed of employees from different functional areas of the organization
multiple perspectives generate more ideas and alternative solutions
part-time or temporary team assignments |
|
|
Term
|
Definition
| geographically or organizationally dispersed coworkers who use a combination of telecommunications and information technologies to accomplish an organizational task |
|
|
Term
|
Definition
create one-time specific projects within a limited time
develop new products
roll out new information systems
build new factories or offices |
|
|
Term
|
Definition
informally agreed on standards that regulate team behavior
let team members know what is expected of them |
|
|
Term
|
Definition
| extent to which team members are attracted to a team and motivated to remain in it |
|
|
Term
|
Definition
the relationship between team size and performance appears to be curvilinear
6-9 members are ok |
|
|
Term
c-type conflict
cognitive conflict |
|
Definition
| focuses on problem related differences of opinion |
|
|
Term
a-type conflict
affective conflict |
|
Definition
| refers tot he emotional reactions that can occur when disagreements become personal rather professional |
|
|
Term
| cognitive is associated with |
|
Definition
| improvements in team performance |
|
|
Term
|
Definition
| strongly associated with decreases in team performance |
|
|
Term
|
Definition
work with more, rather than less information
develop multiple alternatives to enrich debate
establish common goals
inject humor into the workplace
maintain a balance of power
resolve issues without forcing a consensus |
|
|
Term
| 4 things for stretch goals |
|
Definition
must have a high degree of autonomy or control over how they achieve their goals
teams must be empowered with control resources such as budgets
teams need structural accommodation
teams need bureaucratic immunity |
|
|
Term
|
Definition
| giving teams the ability to change organizational structures, policies, and practices |
|
|
Term
an indirect way to measure someone's ____
is to assess the person's degree of individualism or collectivism |
|
Definition
|
|
Term
| individualism-collectivism |
|
Definition
| degree to which a person believes that people should be self sufficient and that loyalty to one's self is more important than loyalty to one's team company |
|
|
Term
|
Definition
| who put their own welfare and interest first, generally prefer independent tasks in which they work alone |
|
|
Term
|
Definition
who put group or team interest ahead of self interest, generally prefer interdependent tasks in which they work with others
rather cooperate rather compete and are fearful of disappointing team members who are collectivist |
|
|
Term
|
Definition
average level of ability experience personality, or any other factor on a team
does not mean every team member has a high level of experience
used to guide selection of teammates when teams need a particular set of skills or capabilities |
|
|
Term
|
Definition
| represents the variances or differences in ability, experience, personality, or any other factor on a team |
|
|
Term
| organizations that create work teams often |
|
Definition
| underestimate the amount of training required to make teams effective |
|
|
Term
|
Definition
listening
communicating
questioning
providing feedback |
|
|
Term
| what teams to do a better job of cutting costs and improving quality and customer satisfaction? |
|
Definition
| decision making and problem solving skills |
|
|
Term
|
Definition
programs pay employees for learning additional skills or knowledge
encourage to gain additional skills needed to perform |
|
|
Term
|
Definition
| companies share the financial value of performance gains such increases, productivity, cost-savings, quality improvements |
|
|
Term
|
Definition
| range from vacation to t-shirts |
|
|
Term
| skill-based pay works best for |
|
Definition
self-managing teams
self-directing teams |
|
|
Term
| gainsharing works best for |
|
Definition
| stable environments where employees can focus on improving productivity , cost savings or quality |
|
|
