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Management Chap- 13
Robbins & Coulter 11th Edition
| Question | Answer |
|---|---|
| Group | tow or more interacting and interdependent individuals who come together to achieve specific goals |
| Forming Stage | the first stage of group development in which people join the group and then define the group's purpose,structure, and leadership |
| Storming Stage | the second stage of group development, characterized by intragroup conflict |
| Norming Stage | the third stage of group development, characterized by close relationships and cohesiveness |
| Performing Stage | the fourth stage of group development when the group is fully functional and works on group task |
| Performing Stage | the fourth stage of group development when the group is fully functional and works on group task |
| Adjourning | the final stage of group development for temporary groups during which group members are concerned with wrapping up activities rather than task performance |
| Role | behavior patterns expected of someone occupying a given position in a social unit |
| Role | behavior patterns expected of someone occupying a given position in a social unit |
| Norms | standards or expectations that are acceptedd and sharerd by a group's memebers |
| Groupthink | when a group exerts extensive pressure on an individual to align his or her opinion with others' opinions |
| Norms | standards or expectations that are acceptedd and sharerd by a group's memebers |
| Status | a prestige grading, position, or rank within a group |
| Groupthink | when a group exerts extensive pressure on an individual to align his or her opinion with others' opinions |
| Social Loafing | the tendency for individuals to expend less effort when working collectively than when working individually |
| Status | a prestige grading, position, or rank within a group |
| Group Cohesiveness | the degree to which group members are attracted to one another and share the group's goals |
| Social Loafing | the tendency for individuals to expend less effort when working collectively than when working individually |
| Conflict | perceived incompatible differences that result in interference or opposition |
| Group Cohesiveness | the degree to which group members are attracted to one another and share the group's goals |
| Traditional view of Conflict | the view that all conflict is bad and must be avoided |
| Conflict | perceived incompatible differences that result in interference or opposition |
| Human Relations view of Conflict | the view that conflict is a natural and inevitable outcome in any group |
| Traditional view of Conflict | the view that all conflict is bad and must be avoided |
| Interactionist view of Conflict | the view that some conflict is necessary for a group to perform effectively |
| Human Relations view of Conflict | the view that conflict is a natural and inevitable outcome in any group |
| Functional Conflicts | conflicts that support a group's goals and improve its performance |
| Interactionist view of Conflict | the view that some conflict is necessary for a group to perform effectively |
| Dysfunctional Conflicts | conflicts that prevent a group from achieving its goals |
| Functional Conflicts | conflicts that support a group's goals and improve its performance |
| Task Conflict | conflicts over content and goals of the work |
| Dysfunctional Conflicts | conflicts that prevent a group from achieving its goals |
| Relationship Conflict | conflict based on interpersonal relationships |
| Task Conflict | conflicts over content and goals of the work |
| Process Conflict | conflict over how work gets done |
| Relationship Conflict | conflict based on interpersonal relationships |
| Work Teams | groups whose members work intensely on a specific, common goal using their positive synergy, individual and mutual accountability, and complementary skills |
| Process Conflict | conflict over how work gets done |
| Problem-Solving Team | a team from the same department or functional area that's involved in efforts to improve work activities or to solve specific problems |
| Work Teams | groups whose members work intensely on a specific, common goal using their positive synergy, individual and mutual accountability, and complementary skills |
| Self-Managed Work Team | a type of work team that operates without a manager and is responsible for a complete work process or segment |
| Problem-Solving Team | a team from the same department or functional area that's involved in efforts to improve work activities or to solve specific problems |
| Cross-Functional team | a work team composed of individuals from various functional specialties |
| Self-Managed Work Team | a type of work team that operates without a manager and is responsible for a complete work process or segment |
| Virtual Team | a type of work team that uses technology to link physically dispersed members in order to achieve a common goal |
| Cross-Functional team | a work team composed of individuals from various functional specialties |
| Social Network Structure | the patterns of informal connections among individuals within a group |
| Virtual Team | a type of work team that uses technology to link physically dispersed members in order to achieve a common goal |
| Social Network Structure | the patterns of informal connections among individuals within a group |
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