Question 1

When tasks are designed with skill variety,task identity,and task significance,team members are more likely to _____.

Accepted Answer

A)  experience their job as meaningful 
B)  know the results of their efforts quickly 
C)  a and b 
D)  none of the above 
A)  experience their job as meaningful 
B)  know the results of their efforts quickly 
C)  a and b 
D)  none of the above A

Question 2

All of the following are boundary-spanning roles except _____.

Accepted Answer

A)  scout 
B)  ambassador 
C)  guard 
D)  conductor 
A)  scout 
B)  ambassador 
C)  guard 
D)  conductor D

Question 3

According to research Deborah Ancona and her colleagues,____.

Accepted Answer

A)  teams that are primarily internally focused tend to achieve the highest performance ratings 
B)  teams that are primarily externally connected tend to achieve the highest performance ratings 
C)  teams that are both internally focused and externally connected tend to achieve the highest performance ratings 
D)  realize that the work of one team has little effect on the work of other teams 
A)  teams that are primarily internally focused tend to achieve the highest performance ratings 
B)  teams that are primarily externally connected tend to achieve the highest performance ratings 
C)  teams that are both internally focused and externally connected tend to achieve the highest performance ratings 
D)  realize that the work of one team has little effect on the work of other teams C

Question 4

Implicit norms are generally dysfunctional.

Accepted Answer

A) True 
 B)False

Question 5

High performing teams attend to the growth needs of all team members.

Accepted Answer

A) True 
 B)False

Question 6

According to the text,we have difficulty in managing in-group/out-group relationships because _____.

Accepted Answer

A)  we tend to see the world from the perspective of our own group 
B)  we tend to engage in negative stereotyping of outgroup members 
C)  we develop emotional attachments to our own groups 
D)  all of the above 
A)  we tend to see the world from the perspective of our own group 
B)  we tend to engage in negative stereotyping of outgroup members 
C)  we develop emotional attachments to our own groups 
D)  all of the above

Question 7

A group engaged in groupthink is likely to _____.

Accepted Answer

A)  have members that don't express their concerns 
B)  communicate challenging information easily to group leaders 
C)  recognize the differences of opinion that exist in the group 
D)  seek out information from outsiders 
A)  have members that don't express their concerns 
B)  communicate challenging information easily to group leaders 
C)  recognize the differences of opinion that exist in the group 
D)  seek out information from outsiders

Question 8

Implicit team norms can be dysfunctional because _____.

Accepted Answer

A)  all team norms should be made explicit 
B)  even when dysfunctional,implicit team norms are not discussed and thus the team cannot assess the impact of these norms on team effectiveness 
C)  they are likely to lead to lawsuits 
D)  they are not written down 
A)  all team norms should be made explicit 
B)  even when dysfunctional,implicit team norms are not discussed and thus the team cannot assess the impact of these norms on team effectiveness 
C)  they are likely to lead to lawsuits 
D)  they are not written down

Question 9

Synergy occurs when _____.

Accepted Answer

A)  the group performs better than the most capable individual in the group 
B)  the group performs worse than the most capable individual in the group 
C)  the group performs worse than the least capable individual in the group 
D)  the group performs better than the least capable individual in the group 
A)  the group performs better than the most capable individual in the group 
B)  the group performs worse than the most capable individual in the group 
C)  the group performs worse than the least capable individual in the group 
D)  the group performs better than the least capable individual in the group

Question 10

High-performing work teams are like sports teams because _____.

Accepted Answer

A)  they need frequent,disciplined,practice 
B)  they sometimes act like overpaid children 
C)  they rely primarily on a few of the top players 
D)  they need to know how to end-run the other team 
A)  they need frequent,disciplined,practice 
B)  they sometimes act like overpaid children 
C)  they rely primarily on a few of the top players 
D)  they need to know how to end-run the other team

Question 11

The term that describes the tendency of groups to want to maintain cohesiveness at the cost of critical thinking is _____.

Accepted Answer

A)  groupthink 
B)  self-management 
C)  synergy 
D)  unanimity 
A)  groupthink 
B)  self-management 
C)  synergy 
D)  unanimity

Question 12

Researchers Marcial Losada and Emily Heaphy found that the highest performing teams in their research ____.

Accepted Answer

A)  had about a 1:1 ratio of positive to negative statements among team members 
B)  had about a 2:1 ratio of positive to negative statements among team members 
C)  had about a 6:1 ratio of positive to negative statements among team members 
D)  had no negative statements among team members 
A)  had about a 1:1 ratio of positive to negative statements among team members 
B)  had about a 2:1 ratio of positive to negative statements among team members 
C)  had about a 6:1 ratio of positive to negative statements among team members 
D)  had no negative statements among team members

Question 13

At Genentech,a bioengineering company,large posters are displayed at different places on the corporate campus. These posters depict people who have been helped by drugs developed by Genentech. By exposing employees to these people's stories,Genentech is helping to create _____.

Accepted Answer

A)  a clear,engaging purpose 
B)  people skills 
C)  carefully developed work processes 
D)  none of the above 
A)  a clear,engaging purpose 
B)  people skills 
C)  carefully developed work processes 
D)  none of the above

Question 14

The social skills teams develop to create a productive work climate are called _____.

Accepted Answer

A)  task processes 
B)  relationship processes 
C)  quality processes 
D)  critical processes 
A)  task processes 
B)  relationship processes 
C)  quality processes 
D)  critical processes

Question 15

To create a context for high performance,team leaders should _____.

Accepted Answer

A)  invest in ongoing personal development 
B)  provide an enabling task design 
C)  connect the team to external people and groups 
D)  all of the above 
A)  invest in ongoing personal development 
B)  provide an enabling task design 
C)  connect the team to external people and groups 
D)  all of the above

Question 16

An enabling task design includes the following 5 characteristics: skill variety,task identity,task synergy,autonomy,and situational leadership.

Accepted Answer

A) True 
 B)False

Question 17

Researchers Marcial Losada and Emily Heaphy found that the highest performing teams in their research ____.

Accepted Answer

A)  balanced advocacy (e.g.,expressing one's own opinion)
And inquiry (e.g.,asking others for their opinion) 
B)  emphasized inquiry (e.g.,asking others for their opinion)
More than advocacy (e.g.,expressing one's own opinion) 
C)  emphasized advocacy (e.g.,expressing one's own opinion)
More than inquiry (e.g.,asking others for their opinion) 
D)  none of the above 
A)  balanced advocacy (e.g.,expressing one's own opinion)
And inquiry (e.g.,asking others for their opinion) 
B)  emphasized inquiry (e.g.,asking others for their opinion)
More than advocacy (e.g.,expressing one's own opinion) 
C)  emphasized advocacy (e.g.,expressing one's own opinion)
More than inquiry (e.g.,asking others for their opinion) 
D)  none of the above

Question 18

Boundary spanners tend to have less successful careers because they don't prioritize the internal needs of their teams.

Accepted Answer

A) True 
 B)False

Question 19

According to Richard Hackman,what are the 3 effectiveness criteria that distinguish high performing teams from mediocre or poor-performing teams (e.g.,what are the outcomes of a high performing team that enables it to have sustained success over time)?

Accepted Answer

How can you distinguish a high-performin

Question 20

To be effective,it's critical for team leaders to know when to intervene in the team and when to stay out of the team's way.

Accepted Answer

A) True 
 B)False

When tasks are designed with skill variety,task identity,and task significance,team members are more likely to _____.

All of the following are boundary-spanning roles except _____.

According to research Deborah Ancona and her colleagues,____.

Implicit norms are generally dysfunctional.

High performing teams attend to the growth needs of all team members.

According to the text,we have difficulty in managing in-group/out-group relationships because _____.

A group engaged in groupthink is likely to _____.

Implicit team norms can be dysfunctional because _____.

Synergy occurs when _____.

High-performing work teams are like sports teams because _____.

The term that describes the tendency of groups to want to maintain cohesiveness at the cost of critical thinking is _____.

Researchers Marcial Losada and Emily Heaphy found that the highest performing teams in their research ____.

At Genentech,a bioengineering company,large posters are displayed at different places on the corporate campus. These posters depict people who have been helped by drugs developed by Genentech. By exposing employees to these people's stories,Genentech is helping to create _____.

The social skills teams develop to create a productive work climate are called _____.

To create a context for high performance,team leaders should _____.

An enabling task design includes the following 5 characteristics: skill variety,task identity,task synergy,autonomy,and situational leadership.

Researchers Marcial Losada and Emily Heaphy found that the highest performing teams in their research ____.

Boundary spanners tend to have less successful careers because they don't prioritize the internal needs of their teams.

According to Richard Hackman,what are the 3 effectiveness criteria that distinguish high performing teams from mediocre or poor-performing teams (e.g.,what are the outcomes of a high performing team that enables it to have sustained success over time)?

To be effective,it's critical for team leaders to know when to intervene in the team and when to stay out of the team's way.

What Predicts Success

Developing Self-Awareness

Building Trust

Communicating Effectively

Gaining and Using Sustainable, Ethical Power and Influence

Managing Relationships With Your Direct Reports, bosses, and Peers

Managing Cultural Diversity

Diverse Teams and Virtual Teams: Managing Differences and Distances

Crafting a Life: Your Guide to the Good Life

Filters

Exam 8: Creating High-Performing Teams

When tasks are designed with skill variety,task identity,and task significance,team members are more likely to _____.

All of the following are boundary-spanning roles except _____.

According to research Deborah Ancona and her colleagues,____.

Implicit norms are generally dysfunctional.

High performing teams attend to the growth needs of all team members.

According to the text,we have difficulty in managing in-group/out-group relationships because _____.

A group engaged in groupthink is likely to _____.

Implicit team norms can be dysfunctional because _____.

Synergy occurs when _____.

High-performing work teams are like sports teams because _____.

The term that describes the tendency of groups to want to maintain cohesiveness at the cost of critical thinking is _____.

Researchers Marcial Losada and Emily Heaphy found that the highest performing teams in their research ____.

At Genentech,a bioengineering company,large posters are displayed at different places on the corporate campus. These posters depict people who have been helped by drugs developed by Genentech. By exposing employees to these people's stories,Genentech is helping to create _____.

The social skills teams develop to create a productive work climate are called _____.

To create a context for high performance,team leaders should _____.

An enabling task design includes the following 5 characteristics: skill variety,task identity,task synergy,autonomy,and situational leadership.

Researchers Marcial Losada and Emily Heaphy found that the highest performing teams in their research ____.

Boundary spanners tend to have less successful careers because they don't prioritize the internal needs of their teams.

According to Richard Hackman,what are the 3 effectiveness criteria that distinguish high performing teams from mediocre or poor-performing teams (e.g.,what are the outcomes of a high performing team that enables it to have sustained success over time)?

To be effective,it's critical for team leaders to know when to intervene in the team and when to stay out of the team's way.

What Predicts Success

Developing Self-Awareness

Building Trust

Communicating Effectively

Gaining and Using Sustainable, Ethical Power and Influence

Managing Relationships With Your Direct Reports, bosses, and Peers

Managing Cultural Diversity

Diverse Teams and Virtual Teams: Managing Differences and Distances

Crafting a Life: Your Guide to the Good Life

Filters