Question 1

Teams work better when the organizational structure:

Accepted Answer

A)  organizes teams around specialized skills rather than work processes. 
B)  has many layers of management. 
C)  encourages interaction with team members rather than through supervisors. 
D)  organizes teams around specialized skills, has many layers of management, AND encourages interaction with team members. 
E)  does not exist. 
A)  organizes teams around specialized skills rather than work processes. 
B)  has many layers of management. 
C)  encourages interaction with team members rather than through supervisors. 
D)  organizes teams around specialized skills, has many layers of management, AND encourages interaction with team members. 
E)  does not exist.

Question 2

To maximize cohesiveness,the team should be as small as possible without jeopardizing its ability to accomplish the task.

Accepted Answer

A) True 
 B)False

Question 3

Which of the following has a curvilinear relationship with team cohesiveness,that is,the strongest cohesiveness is neither at very high or very low levels of this factor?

Accepted Answer

A)  Member similarity 
B)  Member interaction 
C)  Team success 
D)  Difficult entry to the team 
E)  All of these conditions have a curvilinear relationship with team cohesiveness. 
A)  Member similarity 
B)  Member interaction 
C)  Team success 
D)  Difficult entry to the team 
E)  All of these conditions have a curvilinear relationship with team cohesiveness.

Question 4

Reward systems,communication systems,and physical space are three elements of the organizational and team environment.

Accepted Answer

A) True 
 B)False

Question 5

Pooled interdependence is:

Accepted Answer

A)  essential for team effectiveness. 
B)  the same as reciprocal interdependence. 
C)  the weakest form of interdependence other than complete independence. 
D)  the best way to avoid social loafing 
E)  None of these statements represents pooled interdependence. 
A)  essential for team effectiveness. 
B)  the same as reciprocal interdependence. 
C)  the weakest form of interdependence other than complete independence. 
D)  the best way to avoid social loafing 
E)  None of these statements represents pooled interdependence.

Question 6

Social loafing is more likely to occur:

Accepted Answer

A)  in smaller rather than larger teams. 
B)  when the task is boring. 
C)  in tasks with high interdependence. 
D)  when employees believe the team's objective is important. 
E)  among employees with collectivist rather than individualistic values. 
A)  in smaller rather than larger teams. 
B)  when the task is boring. 
C)  in tasks with high interdependence. 
D)  when employees believe the team's objective is important. 
E)  among employees with collectivist rather than individualistic values.

Question 7

Production employees working on an assembly line usually have which of the following types of task interdependence?

Accepted Answer

A)  Sequential interdependence 
B)  Total independence 
C)  Reciprocal interdependence 
D)  Pooled interdependence 
E)  None of these represents the interdependence of an assembly line. 
A)  Sequential interdependence 
B)  Total independence 
C)  Reciprocal interdependence 
D)  Pooled interdependence 
E)  None of these represents the interdependence of an assembly line.

Question 8

Forming,storming,and norming are the three main levels of task interdependence.

Accepted Answer

A) True 
 B)False

Question 9

In U.S.firms,team members tend to work together more effectively when:

Accepted Answer

A)  they work in separate areas of the company. 
B)  they are rewarded for team performance rather than individual performance. 
C)  they work in a structure that encourages communication and coordination through their supervisor. 
D)  they are rewarded for both individual and team performance. 
E)  they have independent tasks. 
A)  they work in separate areas of the company. 
B)  they are rewarded for team performance rather than individual performance. 
C)  they work in a structure that encourages communication and coordination through their supervisor. 
D)  they are rewarded for both individual and team performance. 
E)  they have independent tasks.

Question 10

Forming smaller teams and measuring individual rather than team performance tends to increase the likelihood of social loafing.

Accepted Answer

A) True 
 B)False

Question 11

The phenomenon where people exert less effort when working in groups than when working alone is called:

Accepted Answer

A)  team cohesiveness. 
B)  social identity. 
C)  pooled interdependence. 
D)  team conformity. 
E)  social loafing. 
A)  team cohesiveness. 
B)  social identity. 
C)  pooled interdependence. 
D)  team conformity. 
E)  social loafing.

Question 12

When forming a team,it is critical that each team member has:

Accepted Answer

A)  the complete set of skills necessary to perform the team's task alone. 
B)  the motivation to work together. 
C)  valuable skills that other team members do not know about. 
D)  no previous experience working with any of the other members. 
E)  all of these characteristics. 
A)  the complete set of skills necessary to perform the team's task alone. 
B)  the motivation to work together. 
C)  valuable skills that other team members do not know about. 
D)  no previous experience working with any of the other members. 
E)  all of these characteristics.

Question 13

Social loafing is least common in situations where team members work alone towards a common output.

Accepted Answer

A) True 
 B)False

Question 14

All teams are groups,but some types of groups are not teams.

Accepted Answer

A) True 
 B)False

Question 15

A characteristic of team roles is that:

Accepted Answer

A)  they influence the emotions and attitudes, but not behaviors, of team members. 
B)  they are always assigned by organizational leaders to specific people in the team. 
C)  they usually weaken team cohesiveness. 
D)  most teams can operate effectively without any team roles. 
E)  they either focus the team on its objectives or maintain good working relations among team members. 
A)  they influence the emotions and attitudes, but not behaviors, of team members. 
B)  they are always assigned by organizational leaders to specific people in the team. 
C)  they usually weaken team cohesiveness. 
D)  most teams can operate effectively without any team roles. 
E)  they either focus the team on its objectives or maintain good working relations among team members.

Question 16

As team leader,you discover that a competitor is about to develop a similar product that your group is currently developing.What is most likely to happen if you tell your team members about this external threat?

Accepted Answer

A)  The team would become more cohesive. 
B)  The team would begin to introduce dysfunctional norms. 
C)  The team would move quickly to the adjourning stage of team development. 
D)  Individual team members would become more productive through social loafing. 
E)  All of these will occur. 
A)  The team would become more cohesive. 
B)  The team would begin to introduce dysfunctional norms. 
C)  The team would move quickly to the adjourning stage of team development. 
D)  Individual team members would become more productive through social loafing. 
E)  All of these will occur.

Question 17

Royal Dutch/Shell Group formed a team to improve revenues for its service stations along major highways in Malaysia.This team,which included a service station dealer,a union truck driver and four or five marketing executives,disbanded after it had reviewed the Malaysian service stations and submitted a business plan.The Malaysian group is called:

Accepted Answer

A)  a friendship group. 
B)  a commuter group. 
C)  an informal group. 
D)  a community of practice. 
E)  task force. 
A)  a friendship group. 
B)  a commuter group. 
C)  an informal group. 
D)  a community of practice. 
E)  task force.

Question 18

One way to change team norms in existing teams is to explicitly discuss the counterproductive norms with team members using persuasive communication strategies.

Accepted Answer

A) True 
 B)False

Question 19

Social loafing can be minimized by doing which of the following?

Accepted Answer

A)  Adding more people to the team. 
B)  Creating tasks where each member's contribution is pooled. 
C)  Monitoring individual performance. 
D)  Making the work less interesting to the social loafer and other team members. 
E)  Selecting team members with a highly individualistic value orientation. 
A)  Adding more people to the team. 
B)  Creating tasks where each member's contribution is pooled. 
C)  Monitoring individual performance. 
D)  Making the work less interesting to the social loafer and other team members. 
E)  Selecting team members with a highly individualistic value orientation.

Question 20

Organizational behavior scholars have concluded that employees always work better in teams than alone.

Accepted Answer

A) True 
 B)False

Teams work better when the organizational structure:

To maximize cohesiveness,the team should be as small as possible without jeopardizing its ability to accomplish the task.

Which of the following has a curvilinear relationship with team cohesiveness,that is,the strongest cohesiveness is neither at very high or very low levels of this factor?

Reward systems,communication systems,and physical space are three elements of the organizational and team environment.

Pooled interdependence is:

Social loafing is more likely to occur:

Production employees working on an assembly line usually have which of the following types of task interdependence?

Forming,storming,and norming are the three main levels of task interdependence.

In U.S.firms,team members tend to work together more effectively when:

Forming smaller teams and measuring individual rather than team performance tends to increase the likelihood of social loafing.

The phenomenon where people exert less effort when working in groups than when working alone is called:

When forming a team,it is critical that each team member has:

Social loafing is least common in situations where team members work alone towards a common output.

All teams are groups,but some types of groups are not teams.

A characteristic of team roles is that:

As team leader,you discover that a competitor is about to develop a similar product that your group is currently developing.What is most likely to happen if you tell your team members about this external threat?

One way to change team norms in existing teams is to explicitly discuss the counterproductive norms with team members using persuasive communication strategies.

Social loafing can be minimized by doing which of the following?

Organizational behavior scholars have concluded that employees always work better in teams than alone.

Introduction to the Field of Organizational Behavior

Individual Behavior, values, and Personality

Perception and Learning in Organizations

Workplace Emotions and Attitudes

Motivation in the Workplace

Applied Performance Practices

Work-Related Stress and Stress Management

Decision Making and Creativity

Developing High Performance Teams

Communicating in Teams and Organizations

Power and Influence in the Workplace

Conflict and Negotiation in the Workplace

Leadership in Organizational Settings

Organizational Structure

Organizational Culture

Organizational Change

Filters

Exam 9: Foundations of Team Dynamics

Teams work better when the organizational structure:

To maximize cohesiveness,the team should be as small as possible without jeopardizing its ability to accomplish the task.

Which of the following has a curvilinear relationship with team cohesiveness,that is,the strongest cohesiveness is neither at very high or very low levels of this factor?

Reward systems,communication systems,and physical space are three elements of the organizational and team environment.

Pooled interdependence is:

Social loafing is more likely to occur:

Production employees working on an assembly line usually have which of the following types of task interdependence?

Forming,storming,and norming are the three main levels of task interdependence.

In U.S.firms,team members tend to work together more effectively when:

Forming smaller teams and measuring individual rather than team performance tends to increase the likelihood of social loafing.

The phenomenon where people exert less effort when working in groups than when working alone is called:

When forming a team,it is critical that each team member has:

Social loafing is least common in situations where team members work alone towards a common output.

All teams are groups,but some types of groups are not teams.

A characteristic of team roles is that:

As team leader,you discover that a competitor is about to develop a similar product that your group is currently developing.What is most likely to happen if you tell your team members about this external threat?

One way to change team norms in existing teams is to explicitly discuss the counterproductive norms with team members using persuasive communication strategies.

Social loafing can be minimized by doing which of the following?

Organizational behavior scholars have concluded that employees always work better in teams than alone.

Introduction to the Field of Organizational Behavior

Individual Behavior, values, and Personality

Perception and Learning in Organizations

Workplace Emotions and Attitudes

Motivation in the Workplace

Applied Performance Practices

Work-Related Stress and Stress Management

Decision Making and Creativity

Developing High Performance Teams

Communicating in Teams and Organizations

Power and Influence in the Workplace

Conflict and Negotiation in the Workplace

Leadership in Organizational Settings

Organizational Structure

Organizational Culture

Organizational Change

Filters