Question 1

Which of the following statements accurately describes the impact of team member competencies on team performance?

Accepted Answer

A) Talent alone can guarantee performance results. 
B) It is relatively easy to overcome the performance limitations imposed by insufficient skills and competencies for the task at hand. 
C) To achieve success,a team must have the right skills and competencies available for task performance. 
D) In homogeneous teams,members are very different and bring needed diversity in skill sets to the team. 
E) The difficulties of heterogeneity are especially pronounced in the long run. 
A) Talent alone can guarantee performance results. 
B) It is relatively easy to overcome the performance limitations imposed by insufficient skills and competencies for the task at hand. 
C) To achieve success,a team must have the right skills and competencies available for task performance. 
D) In homogeneous teams,members are very different and bring needed diversity in skill sets to the team. 
E) The difficulties of heterogeneity are especially pronounced in the long run.

Question 2

A team is a small group of people with complementary skills,who work actively together to achieve a common purpose for which they hold themselves collectively accountable.

Accepted Answer

A) True 
 B)False

Question 3

Whether part of a formal work unit,a temporary task force,or a virtual team,the group itself passes through a series of __________.

Accepted Answer

A) decision-making steps 
B) life cycle stages 
C) cultural transformations 
D) entrepreneurial ventures 
E) environmental challenges 
A) decision-making steps 
B) life cycle stages 
C) cultural transformations 
D) entrepreneurial ventures 
E) environmental challenges

Question 4

Research shows that teams tend to make less risky decisions than individuals.

Accepted Answer

A) True 
 B)False

Question 5

The FIRO-B theory examines differences in how people relate to one another based on their needs to express and receive feelings of __________.

Accepted Answer

A) inclusion,control,and affection 
B) status,control,and affiliation 
C) power,achievement,and control 
D) affection,nurturance,and affiliation 
E) status,achievement,and power 
A) inclusion,control,and affection 
B) status,control,and affiliation 
C) power,achievement,and control 
D) affection,nurturance,and affiliation 
E) status,achievement,and power

Question 6

Teams whose members convene and work together electronically via networked computers are called __________.

Accepted Answer

A) project teams 
B) cybernetic teams 
C) virtual teams. 
D) implicit teams 
E) networked teams 
A) project teams 
B) cybernetic teams 
C) virtual teams. 
D) implicit teams 
E) networked teams

Question 7

Even though homogeneous teams may struggle in the short run to resolve issues,they are also likely to develop enhanced performance potential once things are worked out.

Accepted Answer

A) True 
 B)False

Question 8

The potential benefits of self-managing teams include productivity and quality improvements,production flexibility,and faster response to technological change,but not reduced absenteeism and turnover or improved work attitudes and quality of work life.

Accepted Answer

A) True 
 B)False

Question 9

All of the following are considered membership characteristics according to the open-systems model of team effectiveness EXCEPT:

Accepted Answer

A) abilities. 
B) values. 
C) cohesiveness. 
D) personalities. 
E) diversity. 
A) abilities. 
B) values. 
C) cohesiveness. 
D) personalities. 
E) diversity.

Question 10

A team member might withdraw or tend toward social loafing when asked to do something he/she isn't very good at.

Accepted Answer

A) True 
 B)False

Question 11

When people work less hard in teams than they would individually,__________ occurs.

Accepted Answer

A) social slacking 
B) organizational shirking 
C) individual loafing 
D) organizational evading 
E) social loafing 
A) social slacking 
B) organizational shirking 
C) individual loafing 
D) organizational evading 
E) social loafing

Question 12

Which of the following statements does NOT accurately describe the norming stage of team development?

Accepted Answer

A) The turmoil of the preceding stage gives way to a precarious balancing of forces. 
B) Holding the team together may become more important to some members than working on the team's tasks. 
C) Minority viewpoints,deviations from group directions,and criticism are welcomed as members experience a preliminary sense of closeness. 
D) Team members experience a new sense of harmony. 
E) Some team members may mistakenly perceive this stage as one of ultimate maturity. 
A) The turmoil of the preceding stage gives way to a precarious balancing of forces. 
B) Holding the team together may become more important to some members than working on the team's tasks. 
C) Minority viewpoints,deviations from group directions,and criticism are welcomed as members experience a preliminary sense of closeness. 
D) Team members experience a new sense of harmony. 
E) Some team members may mistakenly perceive this stage as one of ultimate maturity.

Question 13

__________ is the ability of a team to perform well across a range of tasks.

Accepted Answer

A) Collective intelligence 
B) Emotional intelligence 
C) Reliability intelligence 
D) Generalized ability intelligence 
E) None of the above. 
A) Collective intelligence 
B) Emotional intelligence 
C) Reliability intelligence 
D) Generalized ability intelligence 
E) None of the above.

Question 14

The __________ characteristic of team effectiveness is being demonstrated when the members of a team are sufficiently satisfied to continue working well together on an ongoing basis and/or look forward to working together again at some future point in time.

Accepted Answer

A) member satisfaction 
B) team endurance 
C) team excellence 
D) team viability 
E) team changeability 
A) member satisfaction 
B) team endurance 
C) team excellence 
D) team viability 
E) team changeability

Question 15

Groups that form spontaneously through personal relationships or special interests,and not by any specific organizational endorsement,are called __________.

Accepted Answer

A) informal groups 
B) virtual groups 
C) temporary groups 
D) interim groups 
E) ad hoc groups 
A) informal groups 
B) virtual groups 
C) temporary groups 
D) interim groups 
E) ad hoc groups

Which of the following statements accurately describes the impact of team member competencies on team performance?

A team is a small group of people with complementary skills,who work actively together to achieve a common purpose for which they hold themselves collectively accountable.

Whether part of a formal work unit,a temporary task force,or a virtual team,the group itself passes through a series of __________.

Research shows that teams tend to make less risky decisions than individuals.

The FIRO-B theory examines differences in how people relate to one another based on their needs to express and receive feelings of __________.

Teams whose members convene and work together electronically via networked computers are called __________.

Even though homogeneous teams may struggle in the short run to resolve issues,they are also likely to develop enhanced performance potential once things are worked out.

The potential benefits of self-managing teams include productivity and quality improvements,production flexibility,and faster response to technological change,but not reduced absenteeism and turnover or improved work attitudes and quality of work life.

All of the following are considered membership characteristics according to the open-systems model of team effectiveness EXCEPT:

A team member might withdraw or tend toward social loafing when asked to do something he/she isn't very good at.

When people work less hard in teams than they would individually,__________ occurs.

Which of the following statements does NOT accurately describe the norming stage of team development?

__________ is the ability of a team to perform well across a range of tasks.

The __________ characteristic of team effectiveness is being demonstrated when the members of a team are sufficiently satisfied to continue working well together on an ongoing basis and/or look forward to working together again at some future point in time.

Groups that form spontaneously through personal relationships or special interests,and not by any specific organizational endorsement,are called __________.

Introducing Organizational Behavior

Individual Differences,Values,and Diversity

Emotions,Attitudes,and Job Satisfaction

Perception,Attribution,and Learning

Motivation and Performance

Teamwork and Team Performance

Decision-Making and Creativity

Conflict and Negotiation

Communication and Collaboration

Power and Politics

Leadership Essentials

Leadership Challenges and Organizational Change

Organizational Culture and Innovation

Organizational Goals and Structures

Strategy,Technology,and Organizational Design

Filters

Exam 7: Teams in Organizations

Which of the following statements accurately describes the impact of team member competencies on team performance?

A team is a small group of people with complementary skills,who work actively together to achieve a common purpose for which they hold themselves collectively accountable.

Whether part of a formal work unit,a temporary task force,or a virtual team,the group itself passes through a series of __________.

Research shows that teams tend to make less risky decisions than individuals.

The FIRO-B theory examines differences in how people relate to one another based on their needs to express and receive feelings of __________.

Teams whose members convene and work together electronically via networked computers are called __________.

Even though homogeneous teams may struggle in the short run to resolve issues,they are also likely to develop enhanced performance potential once things are worked out.

The potential benefits of self-managing teams include productivity and quality improvements,production flexibility,and faster response to technological change,but not reduced absenteeism and turnover or improved work attitudes and quality of work life.

All of the following are considered membership characteristics according to the open-systems model of team effectiveness EXCEPT:

A team member might withdraw or tend toward social loafing when asked to do something he/she isn't very good at.

When people work less hard in teams than they would individually,__________ occurs.

Which of the following statements does NOT accurately describe the norming stage of team development?

__________ is the ability of a team to perform well across a range of tasks.

The __________ characteristic of team effectiveness is being demonstrated when the members of a team are sufficiently satisfied to continue working well together on an ongoing basis and/or look forward to working together again at some future point in time.

Groups that form spontaneously through personal relationships or special interests,and not by any specific organizational endorsement,are called __________.

Introducing Organizational Behavior

Individual Differences,Values,and Diversity

Emotions,Attitudes,and Job Satisfaction

Perception,Attribution,and Learning

Motivation and Performance

Teamwork and Team Performance

Decision-Making and Creativity

Conflict and Negotiation

Communication and Collaboration

Power and Politics

Leadership Essentials

Leadership Challenges and Organizational Change

Organizational Culture and Innovation

Organizational Goals and Structures

Strategy,Technology,and Organizational Design

Filters