Command Group vs Affinity Group: What's the Difference? Quiz & Flashcards

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Questions and Answers

What is one way to address team underperformance?

Increasing the number of team members

Reducing communication among team members

Creating a team charter (correct)

Introducing more conflicts within the team

Which of the following is NOT typically included in a team charter?

Team vision

Identifying member strengths

Individual member salaries (correct)

Operational guidelines

What is the purpose of a team charter?

To outline mutual expectations and how the team will operate (correct)

To decrease communication among team members

To define team members' salaries

To increase conflicts within the team

Which aspect of effective teams does 'capacity' refer to?

Adaptability Signup and view all the answers

What is a key component of team composition?

Varying abilities and experience levels Signup and view all the answers

What is an essential element that should be found in a team charter?

Performance norms and consequences Signup and view all the answers

What is the concept of Punctuated Equilibrium in group dynamics?

Groups establish periods of stable functioning until an event causes a dramatic change in norms, roles, and/or objectives. Signup and view all the answers

What is the primary characteristic of Work Teams?

They require complete commitment from their members. Signup and view all the answers

What is Social Loafing in the context of teams?

The tendency for individual effort to decline as group size increases. Signup and view all the answers

What are the Three C's of team players mentioned in the text?

Committed, Collaborative, Competent Signup and view all the answers

In what way do Norms differ from Roles in group dynamics?

Norms encompass attitudes, opinions, and behaviors while Roles are more individual-level. Signup and view all the answers

What is the main difference between a group and a team?

Task dependency and mutual accountability Signup and view all the answers

Which term best describes a group of former employees meeting for a common purpose of friendship or shared interest?

Informal group Signup and view all the answers

In a team setting, what does dependence refer to?

The extent tasks are linked among team members Signup and view all the answers

What is the primary function of group roles in a formal group setting?

To define, clarify, and pursue a common purpose Signup and view all the answers

Which best describes the distinction between task roles and group roles in the context of work groups?

Group roles focus on completing tasks, while task roles focus on group cohesion. Signup and view all the answers

When it comes to accountability within a team, what does it entail?

Responsibility for tasks and related outcomes Signup and view all the answers

What is the main characteristic of Self-managed teams (SMTs)?

Collective autonomy to plan, manage, and execute tasks Signup and view all the answers

In Sequential team interdependence, what type of processes are typically involved?

Manufacturing or assembly processes Signup and view all the answers

What is the key aspect of Outcome interdependence in teams?

Collective measurement, rewarding, and communication of outcomes Signup and view all the answers

Which type of trust is defined by questioning whether people do what they say?

Contractual trust Signup and view all the answers

What are the effects of high trust levels within a team?

Faster communication and decision-making Signup and view all the answers

What are the two key components that repair trust?

Transparency and accountability Signup and view all the answers

What determines the most effective group size according to the text?

The maturity of the group members Signup and view all the answers

What is the purpose of norms in organizations?

To simplify and predict behaviors expected of group members Signup and view all the answers

What does group cohesiveness measure ?

The extent to which a group is committed to staying together Signup and view all the answers

What determines the expected behavior in certain situations?

The combination of different factors like members' personality characteristics, situation, task, and historical traditions Signup and view all the answers

How is social loafing defined in the context of groups?

A situation where some group members put in less effort than when working alone Signup and view all the answers

What is one of the outcomes of establishing clear roles in a team?

Smooth team performance Signup and view all the answers

How do team members comply with team norms?

To avoid punishments and receive rewards Signup and view all the answers

What motivates effective teamwork behaviors in high-performing teams?

Clear and challenging team goals Signup and view all the answers

What can help reduce social loafing and encourage social facilitation in a team?

Clarifying member expectations and roles Signup and view all the answers

What is the primary function of creating shared team goals?

Motivate effective teamwork behaviors Signup and view all the answers

What type of team is formed based on common roles, responsibilities, and duties within the same department or functional area?

Functional teams Signup and view all the answers

Which type of team has members from different departments or functional areas, aiming to enhance innovation and creativity?

Cross-functional teams Signup and view all the answers

What is the main strength of cross-functional teams in terms of problem-solving?

Increased creativity Signup and view all the answers

In what way do affinity groups differ from other types of work teams?

They share common characteristics like roles and duties Signup and view all the answers

What key aspect of cross-functional teams contributes to their effectiveness in solving complex problems?

Diverse skills and experiences Signup and view all the answers

What is one of the primary benefits of working in teams?

Enhanced performance and improved productivity Signup and view all the answers

How do empowered teams contribute to cost reduction in organizations?

By reducing absenteeism and turnover Signup and view all the answers

What is a characteristic of team-based cultures compared to hierarchical-based cultures?

Flattening the hierarchy and increasing innovation Signup and view all the answers

Why do team members feel committed to their teams?

As they have a stake in outcomes and feel valued Signup and view all the answers

What do organizations based on teams strive for, according to the text?

To continuously improve and benefit the team Signup and view all the answers

How does working in teams relate to customers?

It enables workers to react better to customers and provide more output Signup and view all the answers

What distinguishes command groups from affinity groups in an organization?

Command groups are included in the organizational chart, while affinity groups are not. Signup and view all the answers

How do affinity groups differ from task groups within an organization?

Affinity groups exist longer than any particular task, while task groups disband after task completion. Signup and view all the answers

In organizational terms, what characterizes an affinity group?

It is part of the formal organizational structure. Signup and view all the answers

What distinguishes affinity groups from command groups?

Affinity groups are not part of the formal organizational hierarchy, while command groups are. Signup and view all the answers

Which characteristic sets affinity groups apart from work teams?

Affinity groups lack a formal structure present in work teams. Signup and view all the answers

What is the key difference between command groups and affinity groups?

Command groups fulfill specific job-related tasks, while affinity groups focus on information sharing and problem-solving. Signup and view all the answers

What type of performer is described as 'the diamond in the rough'?

A poor performer with high potential but lacking effort Signup and view all the answers

In the context of career development, what is recommended for the 'satisfactory performer' mentioned?

Building future utility Signup and view all the answers

What describes the 'high performer showing some potential'?

Demonstrates behaviors above job requirements Signup and view all the answers

What term is used to describe individuals who are lazy despite having high potential and talent?

The diamond in the rough Signup and view all the answers

What characterizes 'high performer showing some potential' ?

Behaviors two levels above the job role Signup and view all the answers

What is suggested as a possible solution for the 'diamond in the rough' individual?

Career development plan with mentoring Signup and view all the answers

How would you best describe the individual labeled as a 'satisfactory performer'?

Underperformer with high potential Signup and view all the answers

'Showing behaviours one level above the levels required for his job' implies what about an individual?

Exceeds the expected level of behavior for their role Signup and view all the answers

'Poor performer for some reason' suggests that despite high potential, this individual lacks what?

Motivation and effort Signup and view all the answers

In a group setting, what is the importance of playing both task and maintenance roles?

It sets a foundation for possible success in the group Signup and view all the answers

What is the consequence of having individuals play only task or only relationship maintenance roles in a group?

Reduced effectiveness and productivity Signup and view all the answers

What is the potential outcome of squashing individuality in a group?

Reduced contributions from members Signup and view all the answers

How does playing both task and maintenance roles contribute to fruitful discussions within a group?

By fostering a balance between structure and relationships Signup and view all the answers

What should leaders and group members do to effectively address tension within a group?

Harmonize the tension Signup and view all the answers

When faced with drifting discussions, what role should individuals take on within the group?

Orient the group Signup and view all the answers

What is one of the key benefits of embracing diversity and inclusion in organizations?

Increased creativity and better problem-solving. Signup and view all the answers

In the context of organizational behavior, what does fostering a sense of belonging and creating a respectful environment lead to?

Improved decision-making. Signup and view all the answers

Which aspect is critical for driving organizational success?

Promoting effective communication and collaboration. Signup and view all the answers

What contributes to increased creativity and better problem-solving in organizations?

Fostering a culture of inclusion and respect. Signup and view all the answers

What is a key benefit of having diverse perspectives, experiences, and ideas in organizations?

Enhanced creativity and innovation. Signup and view all the answers

How does embracing diversity and inclusion relate to organizational agility?

Increases creativity and problem solving Signup and view all the answers

What is one significant outcome of creating a positive work environment within organizations?

Enhanced employee satisfaction and productivity. Signup and view all the answers

What does understanding organizational behavior provide insights into?

How individuals and groups behave in the workplace. Signup and view all the answers

What is a key consideration when choosing an attorney for deals?

Choosing attorneys who often act as deal facilitators. Signup and view all the answers

What negative outcome can result from having too many intermediaries in negotiations?

Potential deterioration of the deal and relationship due to internal conflicts. Signup and view all the answers

What is a consequence of attorneys fighting in deals?

Risk of destroying the deal and the relationship involved. Signup and view all the answers

What distinguishes a 'deal facilitator' from an 'egomaniac' attorney in negotiations?

'Deal facilitators' prioritize smooth deal closures, while 'egomaniacs' prioritize being right on every detail. Signup and view all the answers

What is the main reason for establishing one-on-one relationships in deals?

To create better outcomes and maintain your brand effectively. Signup and view all the answers

Why is it crucial for leaders to articulate and reinforce a clear vision of success to their team?

To engage, stretch, and develop the team Signup and view all the answers

What is the potential consequence of failing to strike a balance between top-down structure and bottom-up participation in team management?

Team may struggle with unclear goals and direction Signup and view all the answers

What is the main takeaway regarding a leader's role in managing team performance?

Leaders should manage performance and outcomes to guide the team forward Signup and view all the answers

How does imposing direction and structure without articulating a clear vision impact team members?

It can feel oppressive, leaving members lost and unmotivated Signup and view all the answers

What is indicated when the job is to manage the team's performance and outcomes?

Leaders are responsible for guiding the team towards success Signup and view all the answers

Study Notes

Effective Teams

Attributes of high-performing teams:
- Clear team purpose and goals
- Social loafing is minimized
- Team members are committed and competent
- Collaborative and empowered
- Trust and communication are emphasized
Three C's of team players:
- Committed: shared goals and purposes
- Collaborative: sharing information and coordinating efforts
- Competent: skilled and knowledgeable about their tasks
Types of teams:
- Work teams: permanent, well-defined, and require complete commitment
- Project teams: assembled to tackle a specific project, may have different departments or areas represented
Characteristics of effective teams:
- Clear roles and expectations
- Trust and communication
- Collective autonomy
- Outcome interdependence (measuring and rewarding collective outputs)
- Social loafing is minimized

Team Charters

A document outlining how the team will operate, allocate resources, resolve conflict, and meet commitments
Includes elements such as:
- Mission statement
- Team vision
- Team identity (name, logo, mascot, etc.)
- Boundaries (values and activities)
- Operating guidelines (team structure and processes)
- Performance norms and consequences
- Charter endorsement (sign-off from all team members)

Group Development

Tuckman's Five-Stage Model of Group Development:
1. Forming
2. Storming
3. Norming
4. Performing
5. Adjourning
Punctuated Equilibrium: periods of stable functioning interrupted by dramatic changes in norms, roles, and objectives

Team Trust and Repair

Trust: willingness to be vulnerable to others and believe they will consider the impact of their actions
Three forms of trust:
- Contractual trust: trust of character
- Communication trust: trust of disclosure
- Competence trust: trust of capability
Repairing trust:
- Keys to team effectiveness
- Social loafing reduction
- Clear roles and expectations

Group and Team Dynamics

Group: two or more individuals with low task dependency, not accountable to each other for their work
Team: collection of individuals whose tasks and responsibilities depend on each other, collectively accountable for performance and outcomes
Dependence: extent to which one member's tasks are linked to others
Accountability: who is responsible for tasks and outcomes
Time: duration of membership in the group or team### Task Roles in Groups
Initiator: defines the problem, establishes the agenda, and suggests procedures, ideas, and solutions
Information or opinion seeker: seeks information, asks questions, solicits ideas, and seeks clarification
Information or opinion giver: provides facts, examples, and opinions
Elaborator: adds examples, background, and personal experiences to the conversation
Orienter and coordinator: summarizes the conversation, looks for connections among ideas, and refocuses the group
Harmonizer or compromiser: mediates conflicts, reduces tension, and encourages harmony
Gatekeeper: encourages the involvement of shy or less talkative group members and balances the discussion
Standard setter: expresses group values, standards, and goals

Relationship Roles in Groups

Maintains relationships and balances the equation to ensure the group is minimally effective and satisfying

Individual Roles in Groups

Aggressor: acts aggressively towards others
Blocker: tries to block ideas or people from participating
Recognition seeker: seeks attention and recognition
Player: tries to distract and disrupt the group
Joker: tries to be humorous but can be distracting
Help seeker: seeks attention and support
Special interest pleader: tries to get what they want from the group

Organizational Behavior

Study of individual and group behavior, as well as structures and systems that influence behavior within an organization
Focuses on understanding how people behave in the workplace and how it impacts overall effectiveness
Individual behavior: understanding personal characteristics, attitudes, values, and personalities that shape behavior and performance
Group behavior: understanding how individuals interact and work together within teams or larger groups
Organizational structures: understanding formal hierarchy, roles, and relationships within an organization
Organizational culture: understanding shared values, beliefs, and norms within an organization

Negotiation

Getting what you want at a price that's acceptable to you
All conversations are a form of negotiation
Stylized negotiations: formal negotiations with agreements and trade-offs
Formal negotiations: very formal and structured negotiations
Key mindset: think of negotiations as conversations and exchanges
Goal: mutually satisfying agreements that are durable and trustworthy### Effective Negotiation
Being calm and serious in a negotiation is more effective than getting angry, as it conveys trust and builds durable relationships.
Being trusted is key to being an effective negotiator, as it leads to high-trust relationships, creative solutions, and durable agreements.

Cross-Cultural Negotiation

Being calm in negotiations is a universal language that translates across cultures.
Getting angry may or may not work in North America, but it's not a big surprise when it happens.
In some cultures, getting angry or pointing out others' mistakes can lead to a loss of credibility.

Selecting Intermediaries

Be careful when selecting an intermediary, such as an attorney or agent, as they can impact your brand.
Look for intermediaries who are deal facilitators, problem solvers, and not egomaniacs.
It's best to establish a one-on-one relationship with the other principal in deals to maintain your brand and create better relationships.

Managing Successful Groups and Teams

There is no one way to design teams for success, and it starts with the end in mind.
Teams should be designed around a clear, engaging direction, or goal.
When designing teams, consider two key dimensions: diversity and hierarchy.
Diversity can be maximized for learning outcomes and inclusion, or controlled for aligned goals and agreement.
Hierarchy can be structured to prioritize expert opinions or ensure equal participation.

Team Dynamics

Surface-level diversity is not enough; teams need to ensure that deeper-level perspectives and experiences are heard.
Processes should be used to normalize raising alternative points of view, asking questions, and challenging others' assumptions.
Expertise rarely predicts influence in teams, while physical attractiveness and gender can predict influence.
It's important to counteract these dynamics by drawing out quieter members and encouraging equal participation.

Leadership

Leading a team is a delicate balancing act between top-down structure and bottom-up participation.
Imposing direction and structure can feel oppressive, while failing to articulate a clear vision can leave team members feeling lost.
A leader's job is to manage the team's performance and outcomes, not to manage teammates' feelings or be likable.

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Learn about the differences between groups and teams in terms of task dependency, accountability, and duration of working together. Understand the unique characteristics that define groups and teams within organizational settings.

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