Term
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Definition
An interdependent collection of
individuals who share responsibility for specific outcomes for their organization |
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Term
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Definition
Shared goal
interdependent_
Bounded/Stable
Authority
Within a broader context |
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Term
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Definition
manager_-led teams
Self-managing teams
Self-directed teams
Self-governing teams
Self-directed teams |
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Term
| manager_-led teams. advantages/disadvantages |
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Definition
Team told what to do by manager
Advantages: most control over individuals; efficient
Disadvantages: individuals responsible?, conformity |
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Term
| Self-managing teams. advantages/disadvantages |
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Definition
Manager sets goal – team determines how to meet it
Advantages: better objective & affective outcomes
Disadvantage: less control; time consuming |
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Term
| Self-directed teams advantages/disadvantages |
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Definition
Determine goals and ways to achieve them
Advantages: innovation, commitment, motivation
Disadvantages: time, most chance for conflict |
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Term
| Self-governing teams advantages/disadvantages |
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Definition
(ex. Executive teams)
Answer to no one – good & bad |
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Term
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Definition
| don't want to blame self. so leaders and members must be accountable and engaged |
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Term
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Definition
| desire to work with the members of your team again. can the team be viable after the team assignment? |
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Term
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Definition
| shared view that team will be successful-- the confidence of the team |
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Term
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Definition
size matters
effective: did it
efficient: not really to many ppl to be quick
flexible: changed methods
communication: everyone was talking and then a couple ppl took leadership
different leaders
self-managed team
Coordination |
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Term
| Model of team performance: IPO |
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Definition
input-process-emergent states-outcomes
input: goals, organization,
design, size: When putting team together things to consider
Process: What team is doing: respect, communication, comprimize, conflict,
Emergent states: How the gropu feels: potency, trust, cohesion,
Outcomes; effective: accomplish goals, efficient: use of resources, affective: Viability satisfaction |
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Term
| Social Facilitation/Inhibition |
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Definition
Tendency for one’s behavior to be influenced by the presence of others in a group or social setting.
Facilitation:
Effect positive if proficient at task - “home crowd effect”
inhibition:
Negative if task is not well learned – public speaking
EX: juggling: infront of a crowd. the person who who knows what to do does it great-- pressure from the crowd-Facilitation
Don't know how to juggle: epic fail--inhibition |
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Term
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Definition
Physiological
Safety & Security
Belongingness,
social and
affiliation
Esteem
Self-Actualization |
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Term
Herzberg
(Two-factor Theory) |
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Definition
Motivators:Work itself
Responsibility
Advancement
Growth. Achievement
Recognition
Hygiene: Quality of inter-
personal relations
among peers, with
supervisors, with
subordinates
Job Security
Work conditions
salary |
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Term
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Definition
| Existence-Relatedness-Growth |
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Term
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Definition
Need for
Affiliation
Need for
Power
Need for
Achievement |
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Term
| Ways to Increase team performance via motivation |
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Definition
Identifiability
Involvement
Provide Feedback
Appropriate Staffing Levels
Involvement |
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Term
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Definition
| Provide information on individual/team performance: how can you structure the assignments to show if ppl are contributing? specific tasks |
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Term
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Definition
Task identity and significance (JCM)
Unchallenging task – best individuals work less: THE less skilled ppl are doing this --COLER effect
Self-directed design
Team contracts |
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Term
| Ways to Improve Coordination |
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Definition
Team Size
Sets Goal
Training
Practice/Development
Reduce Communication Links
Evaluate Performance |
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Term
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Definition
Productivity
Effectiveness; efficiency; end-user is the key!
Cohesion
Satisfaction; team viability
Learning
Higher needs of motivation theories
Integration
Does organization benefit from team outcome? |
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Term
Team Performance Equation
Process loss– |
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Definition
Actual Productivity = Potential Productivity + Synergy – Perf. Threats
Potential Productivity
Task Demands
Resources
Team Processes
Synergy – positives of working together
Performance Threats – negatives of working together
Process loss– when teams perform below potential productivity levels |
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Term
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Definition
Surface-level:
Deep-level:
Others:
Deep-level: |
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Term
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Definition
Social Category Diversity
Age
Gender
Race/Ethnicity
Able-Bodiedness |
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Term
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Definition
Value Diversity
Abilities
Values/Attitudes
Personality
Needs – Motivation Points |
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Term
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Definition
Informational Diversity;
Tenure
Work Experience
Education |
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Term
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Definition
Extroversion
Agreeableness
Conscientiousness
Emotional Stability
Openness to Experience |
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Term
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Definition
one's comfort level with relationships
How ppl recharge |
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Term
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Definition
How quickly you trust:
refers to an individual's propensity to be cooperative and trusting with others |
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Term
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Definition
| - a measure of reliability (responsibility or dependability) |
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Term
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Definition
| taps a person's ability to withstand stress |
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Term
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Definition
| addresses an individual's range of interests and fascination with novelty |
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Term
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Definition
Style of information gathering:
Sensing or intuitive (S or N)
Evaluation of collected information:
Thinking or feeling (T or F)
Extroverted or introverted (E or I), and
Judging or perceiving (J or P) |
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Term
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Definition
| - Belief that life is controlled by oneself (internals) vs. outsiders(externals) |
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Term
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Definition
| Tendency to manipulate and maintain emotional distance in search of personal gain |
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Term
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Definition
| extent to which individual likes themselves |
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Term
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Definition
| – extent to which individual is sensitive to external cues and can behave differently depending on situation |
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Term
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Definition
| will you take a chance? Make quick decisions with little info |
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Term
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Definition
| desire achievement in less time; impatient; create own deadlines |
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Term
What are the Effects of Diversity?
pros/cons |
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Definition
Positive:
Diverse ideas
Creativity/Innovation
Negative:
Conflict
Communication
Coordination
Discrimination
Effects on Organizational Culture
Most pronounced when faulltlines are present |
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Term
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Definition
create subgroups: better to have multiple characteristics ppl in the group share so the subgroups are less defined
ex: a group of all females(60+) and one male(25) Very diverse
v 6 females (1/2 40, 1/2 20) 3 males (1 40 2 20) diff things in common |
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Term
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Definition
Task Analysis
people
Relationships
People |
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Term
| Preplanning vs. on-line planning |
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Definition
Pre: occurs before performing task
Example – 10 minutes to plan on activity
On-line: occurs during the task
Preplanning is essential
Both are important: everyone needs MORE preplanning! |
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Term
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Definition
Tactical (Ex. Surgical team)
Well-defined task – need task clarity
Problem-solving (Ex. Consulting teams)
Resolve problems on an ongoing basis
Creative
Create something
Which type of task was the activity?
Demonstrable vs. Nondemonstrable |
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Term
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Definition
Pooled interdependance (Ex. Cross-country; sales teams)
Members work independently and then bring parts together |
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Term
| Sequential interdependence |
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Definition
Relay team; assembly line)
Member A’s output becomes Member B’s input; Member B’s output becomes Member C’s input
very little interaction between 1st and last person. but there is interaction with the person next to you. assembly line |
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Term
| Reciprocal interdependence |
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Definition
(Ex. Basketball team)
Each member dependent on all other team members |
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Term
Status
What Determines Status? |
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Definition
Socially defined position or rank given to groups or group members by others
The power a person wields over others
A person’s ability to contribute to a group’s goals (“real status”) |
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Term
| What are the stages of group development? (New Team |
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Definition
Forming.
Storming.
Norming.
Performing.
Adjourning. |
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Term
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Definition
Initial entry of members to a group.
Members concern’s include:
Getting to know _each other.
Discovering what is considered acceptable behavior.
Determining the group’s real task.
Defining group rules. |
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Term
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Definition
EMERGENT STATE!!!
The degree to which members of the group are attracted to each other and motivated to stay in the group |
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Term
| Relationship of Cohesiveness to Productivity |
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Definition
| Relationship between cohesion of the group and the amount their goals are aligned with the companies goals: When both of those are high you have a strong increase in productivity |
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Term
| How Can Managers Encourage Cohesiveness? |
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Definition
| Make the group smaller Encourage agreement on group goals Increase the time spent together And in close proximity Increase the status and perceived difficulty of group membership Stimulate competition with other groups Give rewards to the group rather than members Physically isolate the group |
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Term
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Definition
Willingness to make oneself vulnerable to another
Based on:
Ability: seen someone in class before they seemed smart
Incentives (terms of a contract): team charters
Familiarity: you know them socially
Similarity: have something in common with them- anything
Social Networks: you know someone who knows them |
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Term
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Definition
Compensation for performance
How are they given?
Reward individual
Reward team
Reward organization
How is amount determined?
Equity – in proportion to individual’s contribution
Equality – all members receive same reward |
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Term
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Definition
Team members receive $ when exceed goals
Reward behavior or results?
-both are imp't: you need results and you need behavior to be good: how do you measure behavior? bias can come out there--you must have clear expectations.
For LONG TERM success you must reward both!
Advantages
Can do mix of individual and team
Teams can have say in allocation (empowerment)
Disadvantages:
If all members receive –social loafting likely
If not all get – can foster competition
If only certain teams get – no cooperation across teams – hurts organization as a whole |
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Term
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Definition
Examples: Plaques, trophies, gifts, vacations, dinners, etc.
Have to do publicly--Not always a good idea what if it embarrases someone and has the reverse effect?
Can’t be like youth sports – not everyone gets a trophy!– this becomes a expectation instead of a motivator
Taylor to the individual |
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Term
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Definition
Portion of organization’s profit is given to employees
Advantages:
We’re all in this together
Distribute based on equality/equity
Provides knowledge about org success/failure
Labor cost variable
Disadvantages:
individuals feel like they do not have an effect on the bottom line: no link between actions and the outcome--rewards results NOT behaviors |
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Term
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Definition
Employees get a portion of _increase_ in organizational performance
Typically, organization splits the increase with employees
Anything above x you split the result wit the team, or give them a % of it
Based on equal % of base pay
Advantages
Coordination across teams |
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Term
| Purpose of Performance Appraisals |
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Definition
Feedback
Personal Development
Basis for Pay Decisions--Mostly focused on this |
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Term
What is Measured?
Performance appraisals |
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Definition
Job-Based
Based on job duties – pay range is established
Organizations can compare to market rate
Skill-Based
Perform Task Analysis
Determine Skills needed for those tasks
Test individuals on those skills and pay accordingly
Competency-Based
Can you apply those skills? |
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Term
| who measures in performance apprasials |
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Definition
Traditional – supervisor
With use of teams, can gain evaluations from multiple sources (i.e. 360 degree feedback_):
Supervisors
Peers (i.e. team members)
Subordinates
Clients/Customers |
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Term
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Definition
Inflation Bias
Extrinsic incentives Bias
Homogeneity Bias
Halo Bias
Fundamental attribution Error
Communication Medium
Experience Effect
Reciprocity Bias
Bandwagon Bias
Primacy/Recency Bias
Extrinsic incentives Bias |
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Term
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Definition
Rater bias:Raters positively distort ratings
Why? - Empathy; don’t want conflict |
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Term
| Extrinsic incentives Bias |
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Definition
Rater bias:We all want to be managed via Theory Y
Yet, many manage others via Theory X
Problem – focus on pay, etc. rather than providing feedback, opportunities, making jobs interesting |
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Term
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Definition
| Rater bias:Rate those who are similar to us more favorably-- anything in common |
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Term
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Definition
| Rater bias:Initial perceptions impact later assessments-- 1st impression: ONLY GOOD! |
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Term
| Fundamental attribution Error |
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Definition
Rater bias:We attribute other’s behavior as due to them – no consideration of situational factors.
you think someone whose late to class once is a slacker- not there was an accident |
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Term
| Communication Medium- rater bias |
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Definition
| Rater bias:Give bad news via FtF or via anonymous means?. FtF is awkward- resort to email, video, memo etc |
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Term
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Definition
| Rater bias: More experienced raters do a better job |
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Term
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Definition
| Rater bias: Cullusion in 360 feedback – “you scratch my back...” |
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Term
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Definition
Rater bias: Conformity pressure
peer pressure: what did you give so and so ?? |
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Term
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Definition
Rater bias: Primacy – first impression sticks-- like halo GOOD AND BAD IMPRESSIONS
Recency – give more weight to most recent interaction |
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Term
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Definition
Social comparison
egocentric bias
Fairness
Fairness |
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Term
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Definition
| Ratee Bias: Never given as much credit as we deserve. You think you did better than you did, so you feel you deserve XYZ... |
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Term
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Definition
Ratee Bias: Raters: Compare person A vs. person B
Ratees: Will compare their ratings with others
So, supervisors must be honest
Have to be honest when evaling: ppl will compare! |
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Term
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Definition
Ratee Bias:
Distributive: was my OUTCOME fair
Procedural: Was the PROCESS fair
Interaction : Was i TREATED with DIGNITY and RESPECT
can think one aspect was fair but not all... |
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Term
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Definition
the degree to which an individual (and others) thinks they are on the team
factors: proximity
resemeblance
coordinate actions |
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Term
| 3 types of group attachment |
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Definition
relational (common bond)- you like the team beacuse you like 1-2 ppl on the team: make you attached
collective (common idenity)
you feel attached to the group basted on your feelings aobut the team
gender effect:
m/w teams
if someone leaves the team more relational memebers are more affected |
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Term
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Definition
Group potencty: collective beliefe of members that the group can be effective
collective efficacy: an INDIVIDUAL belief that a team can be successful
More salient than ability! |
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Term
| Group emotions: 2 types/impact |
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Definition
bottom up: a team memebers emotion effecting team members
Top down: leader manager or org ex lay offs sales down
impacts the:
coordination
assists with group bonds loyalty
absenteeism
cust service |
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Term
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Definition
| how emotions are shared: this spill over into your mood-like catching a cold |
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Term
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Definition
| this is subconciously allowing someone elses emotions to affect yours: spills over into your moood |
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Term
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Definition
this is a concious decision!!
team member is stressed nad you realize that you must treat them different to get them to accomplish anything |
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Term
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Definition
how safe members feel bringin up things without fear of consequesces
Impacts LEARNING! |
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Term
| 2 types of development/growth patterns of teams |
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Definition
Tuckman modle: forming... etc
Puncuated equilibrium (gersick) productivity is flat for awhile and then at some equalibrium it starts this is called the mid point |
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Term
| 3 main reasons of free riding |
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Definition
diffusion of responsibility- all efforts are pooled
dispensability of effort: your contributions will not be as valuable so why bother?
sucker aversion: you did all the work last time and didn't get credit, so why contribute? |
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