Question 1

Which of the following generally occurs during the storming stage of team development?

Accepted Answer

A)  Members learn about each other and evaluate the benefits and costs of continued membership. 
B)  Members shift their attention away from task orientation to a socio-emotional focus as they realize their relationship is coming to an end. 
C)  Members learn to coordinate their actions and become more task-oriented. 
D)  Members develop their first real sense of cohesion and, through disclosure and feedback, make an effort to understand and accept each other. 
E)  Members try to establish norms of appropriate behavior and performance standards. 
A)  Members learn about each other and evaluate the benefits and costs of continued membership. 
B)  Members shift their attention away from task orientation to a socio-emotional focus as they realize their relationship is coming to an end. 
C)  Members learn to coordinate their actions and become more task-oriented. 
D)  Members develop their first real sense of cohesion and, through disclosure and feedback, make an effort to understand and accept each other. 
E)  Members try to establish norms of appropriate behavior and performance standards.

Question 2

The nominal group technique removes the problems of evaluation apprehension and production blocking.

Accepted Answer

A) True 
 B)False

Question 3

The drive to bond and the dynamics of social identity theory both explain why people:

Accepted Answer

A)  join informal groups. 
B)  tend to ignore team norms whenever possible. 
C)  have difficulty feeling cohesive in teams. 
D)  engage in social loafing. 
E)  work better alone than in teams. 
A)  join informal groups. 
B)  tend to ignore team norms whenever possible. 
C)  have difficulty feeling cohesive in teams. 
D)  engage in social loafing. 
E)  work better alone than in teams.

Question 4

Identification-based trust is potentially the strongest and most robust form of trust in work relationships.

Accepted Answer

A) True 
 B)False

Question 5

Teams are better suited to simple work such as routine processing jobs than complex jobs.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following are two features that distinguish virtual teams from conventional teams?

Accepted Answer

A)  Size and heterogeneity 
B)  Lack of co-location and dependence on information technology 
C)  Joint optimization and primary work unit 
D)  Norms and trust 
E)  Size and homogeneity of the team 
A)  Size and heterogeneity 
B)  Lack of co-location and dependence on information technology 
C)  Joint optimization and primary work unit 
D)  Norms and trust 
E)  Size and homogeneity of the team

Question 7

A diverse team is better than a homogeneous team:

Accepted Answer

A)  when designing and launching a new product or service. 
B)  on tasks requiring a high degree of cooperation. 
C)  in situations where the team must reach the performing stage of team development quickly. 
D)  in most organizational activities as they will have fewer conflicts. 
E)  if the team is working on a project that involves routine tasks. 
A)  when designing and launching a new product or service. 
B)  on tasks requiring a high degree of cooperation. 
C)  in situations where the team must reach the performing stage of team development quickly. 
D)  in most organizational activities as they will have fewer conflicts. 
E)  if the team is working on a project that involves routine tasks.

Question 8

Which of the following types of task interdependence is seen among production employees working on assembly lines?

Accepted Answer

A)  Sequential interdependence 
B)  Total independence 
C)  Reciprocal interdependence 
D)  Pooled interdependence 
E)  Alternate interdependence 
A)  Sequential interdependence 
B)  Total independence 
C)  Reciprocal interdependence 
D)  Pooled interdependence 
E)  Alternate interdependence

Question 9

Having plenty of structure is a success factor for virtual teams.

Accepted Answer

A) True 
 B)False

Question 10

Norms are the informal rules and shared expectations that groups establish to regulate the behavior of their members.

Accepted Answer

A) True 
 B)False

Question 11

Process losses are the resources expended to develop and maintain an effective team.

Accepted Answer

A) True 
 B)False

Question 12

Diversity among team members tends to undermine cohesion.

Accepted Answer

A) True 
 B)False

Question 13

Which of the following is a major problem associated with team building activities?

Accepted Answer

A)  They cannot be used to clarify the team's performance goals. 
B)  They do not focus on improving relations among team members. 
C)  Team building consists of informal activities rather than formal activities. 
D)  Team building attempts slow down the team development process. 
E)  They are used as general solutions rather than specific solutions. 
A)  They cannot be used to clarify the team's performance goals. 
B)  They do not focus on improving relations among team members. 
C)  Team building consists of informal activities rather than formal activities. 
D)  Team building attempts slow down the team development process. 
E)  They are used as general solutions rather than specific solutions.

Question 14

Which of the following competencies would primarily assist team maintenance?

Accepted Answer

A)  Cooperating 
B)  Coordinating 
C)  Communicating 
D)  Comforting 
E)  Collaborating 
A)  Cooperating 
B)  Coordinating 
C)  Communicating 
D)  Comforting 
E)  Collaborating

Question 15

Fellow team members often monitor performance more closely than a traditional supervisor.This is particularly true where the team's performance depends on:

Accepted Answer

A)  technological factors. 
B)  special efforts of members. 
C)  certain skills of members. 
D)  aptitudes of members. 
E)  worst performer in the group. 
A)  technological factors. 
B)  special efforts of members. 
C)  certain skills of members. 
D)  aptitudes of members. 
E)  worst performer in the group.

Question 16

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)  is the lowest level of 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)  is the lowest level of interdependence.

Question 17

Our desire for informal groups is mostly influenced by our drive to defend.

Accepted Answer

A) True 
 B)False

Question 18

Two company divisions produce completely different products but must seek funding from head office for a capital expansion project.The relationship between these two divisions would be best described as:

Accepted Answer

A)  total interdependence. 
B)  sequential interdependence. 
C)  reciprocal interdependence. 
D)  anticipatory interdependence. 
E)  pooled interdependence. 
A)  total interdependence. 
B)  sequential interdependence. 
C)  reciprocal interdependence. 
D)  anticipatory interdependence. 
E)  pooled interdependence.

Question 19

"Fault lines" are more likely to occur when teams:

Accepted Answer

A)  have very few members. 
B)  are involved in sequential interdependence. 
C)  engage in participative management. 
D)  are highly interdependent. 
E)  are diverse. 
A)  have very few members. 
B)  are involved in sequential interdependence. 
C)  engage in participative management. 
D)  are highly interdependent. 
E)  are diverse.

Question 20

An organizational team is highly interdependent,but the members have different goals.Here,the organization should try to reduce the level of interdependence.

Accepted Answer

A) True 
 B)False

Which of the following generally occurs during the storming stage of team development?

The nominal group technique removes the problems of evaluation apprehension and production blocking.

The drive to bond and the dynamics of social identity theory both explain why people:

Identification-based trust is potentially the strongest and most robust form of trust in work relationships.

Teams are better suited to simple work such as routine processing jobs than complex jobs.

Which of the following are two features that distinguish virtual teams from conventional teams?

A diverse team is better than a homogeneous team:

Which of the following types of task interdependence is seen among production employees working on assembly lines?

Having plenty of structure is a success factor for virtual teams.

Norms are the informal rules and shared expectations that groups establish to regulate the behavior of their members.

Process losses are the resources expended to develop and maintain an effective team.

Diversity among team members tends to undermine cohesion.

Which of the following is a major problem associated with team building activities?

Which of the following competencies would primarily assist team maintenance?

Fellow team members often monitor performance more closely than a traditional supervisor.This is particularly true where the team's performance depends on:

Pooled interdependence is:

Our desire for informal groups is mostly influenced by our drive to defend.

Two company divisions produce completely different products but must seek funding from head office for a capital expansion project.The relationship between these two divisions would be best described as:

"Fault lines" are more likely to occur when teams:

An organizational team is highly interdependent,but the members have different goals.Here,the organization should try to reduce the level of interdependence.

Introduction to the Field of Organizational Behavior

Individual Behavior, Personality, and Values

Perceiving Ourselves and Others in Organizations

Workplace Emotions, Attitudes, and Stress

Foundations of Employee Motivation

Foundations of Employee Motivation

Decision Making and Creativity

Communicating in Teams and Organizations

Power and Influence in the Workplace

Conflict and Negotiation in the Workplace

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Organizational Change

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Exam 8: Team Dynamics

Which of the following generally occurs during the storming stage of team development?

The nominal group technique removes the problems of evaluation apprehension and production blocking.

The drive to bond and the dynamics of social identity theory both explain why people:

Identification-based trust is potentially the strongest and most robust form of trust in work relationships.

Teams are better suited to simple work such as routine processing jobs than complex jobs.

Which of the following are two features that distinguish virtual teams from conventional teams?

A diverse team is better than a homogeneous team:

Which of the following types of task interdependence is seen among production employees working on assembly lines?

Having plenty of structure is a success factor for virtual teams.

Norms are the informal rules and shared expectations that groups establish to regulate the behavior of their members.

Process losses are the resources expended to develop and maintain an effective team.

Diversity among team members tends to undermine cohesion.

Which of the following is a major problem associated with team building activities?

Which of the following competencies would primarily assist team maintenance?

Fellow team members often monitor performance more closely than a traditional supervisor.This is particularly true where the team's performance depends on:

Pooled interdependence is:

Our desire for informal groups is mostly influenced by our drive to defend.

Two company divisions produce completely different products but must seek funding from head office for a capital expansion project.The relationship between these two divisions would be best described as:

"Fault lines" are more likely to occur when teams:

An organizational team is highly interdependent,but the members have different goals.Here,the organization should try to reduce the level of interdependence.

Introduction to the Field of Organizational Behavior

Individual Behavior, Personality, and Values

Perceiving Ourselves and Others in Organizations

Workplace Emotions, Attitudes, and Stress

Foundations of Employee Motivation

Foundations of Employee Motivation

Decision Making and Creativity

Communicating in Teams and Organizations

Power and Influence in the Workplace

Conflict and Negotiation in the Workplace

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Organizational Change

Filters