Chapter 16: Teams & Teamwork

1. What is NOT one of the Four important Manager roles ?

Supervisor

Facilitator

Internal Coach

Participation

External Coach

The question asks for a role that is NOT one of the four important manager roles. The four roles mentioned are Supervisor, Facilitator, Internal Coach, and Participation. The correct answer, Internal Coach, is the one that is NOT included in the four important manager roles.

Explanation

The question asks for a role that is NOT one of the four important manager roles. The four roles mentioned are Supervisor, Facilitator, Internal Coach, and Participation. The correct answer, Internal Coach, is the one that is NOT included in the four important manager roles.

2. Which of the following is not a stage of team development?

Forming

Deciding

Adjourning

Storming

Deciding is not a stage of team development. The stages of team development are typically defined as forming, storming, norming, performing, and adjourning. Deciding is not commonly recognized as a distinct stage in the team development process. Instead, it is considered as a task or activity that occurs throughout the different stages of team development, as team members collaborate and make decisions together.

Explanation

Deciding is not a stage of team development. The stages of team development are typically defined as forming, storming, norming, performing, and adjourning. Deciding is not commonly recognized as a distinct stage in the team development process. Instead, it is considered as a task or activity that occurs throughout the different stages of team development, as team members collaborate and make decisions together.

3. The performance norm defines the level of...

Work Effort & Attitude

Attitude & Contribution Performance

Constructive Criticism

Contribution Performance & Work Effort

Performance Level

The performance norm defines the level of contribution performance and work effort expected from individuals. It sets the standard for the quality and quantity of work that individuals should strive to achieve. This norm helps to ensure that employees are consistently putting in the required effort and making valuable contributions to the organization. It emphasizes the importance of both performance and effort in achieving desired outcomes.

Explanation

The performance norm defines the level of contribution performance and work effort expected from individuals. It sets the standard for the quality and quantity of work that individuals should strive to achieve. This norm helps to ensure that employees are consistently putting in the required effort and making valuable contributions to the organization. It emphasizes the importance of both performance and effort in achieving desired outcomes.

4. Which of the following is NOT a symptom of GroupThink ?

Illusions of vulnerability

Belief in inherent group morality

Applying direct pressure to deviants

Self-censorship by members

Mind Guarding

GroupThink refers to a phenomenon where members of a group prioritize consensus and conformity over critical thinking and independent decision-making. Symptoms of GroupThink include the belief in inherent group morality, applying direct pressure to deviants, self-censorship by members, and mind guarding. However, illusions of vulnerability are not a symptom of GroupThink. Illusions of vulnerability refer to an exaggerated belief that the group is more vulnerable to external threats than it actually is, leading to a false sense of urgency and a tendency to make hasty decisions.

Explanation

GroupThink refers to a phenomenon where members of a group prioritize consensus and conformity over critical thinking and independent decision-making. Symptoms of GroupThink include the belief in inherent group morality, applying direct pressure to deviants, self-censorship by members, and mind guarding. However, illusions of vulnerability are not a symptom of GroupThink. Illusions of vulnerability refer to an exaggerated belief that the group is more vulnerable to external threats than it actually is, leading to a false sense of urgency and a tendency to make hasty decisions.

5. What pair are methods of making team decisions ?

Lack of Response & Unanimity

Lack of Response & Minority Rule

All Votes are Equal & Recruitment

Feedback & Unanimity

Lack of response and unanimity are methods of making team decisions. Lack of response refers to situations where team members do not provide any input or feedback, and the decision is made based on the assumption of agreement or lack of objection. Unanimity, on the other hand, means that all team members agree and support the decision. Both methods involve the absence of disagreement or opposition, either due to lack of participation or complete agreement among team members.

Explanation

Lack of response and unanimity are methods of making team decisions. Lack of response refers to situations where team members do not provide any input or feedback, and the decision is made based on the assumption of agreement or lack of objection. Unanimity, on the other hand, means that all team members agree and support the decision. Both methods involve the absence of disagreement or opposition, either due to lack of participation or complete agreement among team members.