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Chp 3 and 10
Individual and Org Learning/Group Dynamics and Work Teams
| Question | Answer |
|---|---|
| Define a Learning Organization | an organization skilled at creating, acquiring, and transferring knowledge and modifying its behavior to reflect new knowledge and insights |
| What are 5 characteristics of an Organizational Learning Environment? | Psychological Contract of Reciprocity (give AND get environment), Experience-based), Personal Application (able to apply new knowledge), Individualized/Self-Directed (learners responsible for achieving their learning objectives), Integrate Learn/Live |
| Define CE Concrete Experience of the Learning Style Inventory | focuses on being involved in experiences and dealing with immediate human situations in a personal way. Emphasizes perception of feeling, good at relating to others |
| Define RO Reflective Observation of the Learning Style Inventory | focuses on understanding the meaning of ideas/situations by observing and objectively describing them. Emphasizes understanding what is true and and on reflection. Good at patience, thoughtful judgement |
| Define AC Abstract Conceptualization of the Learning Style Inventory | focuses on using logic and concepts, emphasizes thinking over feeling and building general theories. Good at precision, rigor of analyzing ideas, and neat conceptual systems |
| Define AE Active Experimentation of the Learning Style Inventory | focuses on influencing ppl and chaining situations, emphasizes practical and pragmatic ie what works. Good at getting things accomplished and willing to take some risk to achieve objectives |
| What are the 4 Learning Style Types? | Divergent (CE-RO, adaptation by observation, good at brainstorming sessions and feeling oriented), Assimilation (AC-RO, create theoretical models, good at research and planning), Convergent (AC-AE, problem solving, engineers), Accommodating (CE-AE, doing) |
| What is Kolb's Model of the Learning Process? | Concrete Experience --> Observation and Reflection --> Formation of Abstract Concepts and Generalizations --> Testing Implications of Concepts in New Situations |
| What are the 5 characteristics of a Learning Organization? | Systematic Problem Solving (scientific method), Experimentation (encouraged to take risks), Learning from past experience (reflect and evaluate), Learning from others, Transferring knowledge (quickly share knowledge internally) |
| Define Adaptive (single loop) Learning | Iterative. Focused on solving problems and making incremental improvements using the prevailing mental model. Most common |
| Define Generative (double loop) Learning | Stepwise/big steps. Continuous experimentation and feedback in an ongoing analysis |
| Define Parallel Learning Structures | part of the org operates alongside the normal bureaucracy with the purpose of increasing org learning by creating/implementing new thoughts and behaviors |
| Define Team Effectiveness | Output (Productive output of the team, ie quality, quantity, timeliness), Social Processes (able to work together), Learning (contributes positively to the knowledge and well being of others) |
| How do managers create effective teams? | decide when to USE a team, manage the CONTEXT, manage the MEMBERS, manage the PROCESS and TASKS |
| When to USE a team | Group Efficacy (team is capable) and a Shared Mental Model (shared understanding and knowledge) |
| how to manage team CONTEXT | secure resources, manage team's reputation, coordinate other org units. External roles = Ambassador (upward relationships), Scout (gather info), Task Coordinator (interdependencies with other org units). Internal Roles = leader, sponsor, extended team |
| how to manage team MEMBERS | managing team members means skills. Collab problem solving, Conflict resolution, Communication, Goal setting/performance management, planning/coordination. Also means Motivation, which is internal. Also, teams composition and diversity |
| How to minimize Social Loafing | Social loafing = less effort when in a group. To resolve, give every person something to do, make ppl like it, make it public, team's social identity is confirmed |
| what are the 5 Stages of Tuckman's Model of Group Development ? | Forming (learn about the group), Storming (resist being controlled), Norming (establish rules and feel like teammates, Performing (produce results), Adjourning (disband, reflect, learn, and celebrate) |
| Define Groupthink | Groupthink is the tendency for members of a highly cohesive group facing a collective thread to seek consensus so strongly that they fail to explore alternative courses of action |
| what are the 4 stages of the Punctuated Equilibrium Model? | Phase I = First meeting, group sets direction Midpoint Transition = group searches for new ideas and perspectives Phase II = group redefines direction Completion = focus on closure Some groups don't "get serious" until half of the time has been up |
| Define 2 types of group Processes | Task Process (how groups accomplish their work, ie setting agendas, timeframes, ideas) and Maintenance Process (how groups functions to meet members' psychological and relationship needs, ie communicating, leaderships, norms, conflict management) |
| When should teams be used to make decisions? | When the task is complex/large, when members are willing to work and can be trusted, when the team is made of multiple resources with the responsibility and authority to complete the task |
| How to lengthen the Solution-Evaluation phase | "bake time" = time for team to think about decision. And for manager to think about the proposal. Second solution is requiring team to generate at least 2 solutions. |
| Define Group Cohesion | the degree to which members are motivated to stay in the group. "Moderate cohesion is best". Cohesion can be increased by Small size, success, common thread, exclusivity, intergroup competition |
| What are 6 Task Fulfillment Behaviors? | Initiating, Seeking info/opinions, Give info/opinions, Clarify/elaborate, Summarizing, Consensus testing, Reality testing, Orienting |
| What are 5 Group Maintenance roles? | Gatekeeping, Encouraging, Harmonizing/compromising, Standard setting/testing, Using Humor |
| Define Group Norms | Group norms are an unwritten rule that defines attitudes and behaviors, good or bad, what's acceptable behavior, attitudes and feelings |
| What are the types of teams in orgs? | Project, Product, Competent, Functional, Cross Functional, Improvement, Ad Hoc, Self-managed teams, Virtual teams, multicultural/multinational teams |
| Define the "pure types" of reducing emotional tension | Friendly helper, Tough battler, Logical thinker |
Created by:
Hamncheese52
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