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Pros & Cons of using teams correct answers Good: increased customer satisfaction; improved product and service quality; employee job satisfaction; increased speed & efficiency in product development; share the benefits of group decision making. Bad: initially high turnover and social loafing; sh...

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  • 27 août 2024
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  • 2024/2025
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MGMT 310 EXAM 2 || with A+ Guaranteed Solutions.
Pros & Cons of using teams correct answers Good: increased customer satisfaction; improved
product and service quality; employee job satisfaction; increased speed & efficiency in product
development; share the benefits of group decision making.

Bad: initially high turnover and social loafing; share the disadvantages of group decision-making
- Groupthink: members feel the pressure not to disagree with each other
- Minority domination: one or two people dominate team discussion

Use teams when correct answers - There is a clear, engaging purpose or reason
- The job can't be done unless people work together
- Rewards can be provided for teamwork and team performance
- Ample resources are available

Work Team correct answers a small number of people with complementary skills who hold
themselves mutually accountable for pursuing a common purpose, achieving performance goals,
and improving interdependent work processes.

Social Loafing correct answers behavior in which team members withhold their efforts and fail
to perform their share of the work.

Semi-autonomous Work Group correct answers a group that has the authority to make decisions
and solve problems related to the major tasks of producing a product or service

Self designing team correct answers a team that has the characteristics of self-managing teams
but also controls team design, work tasks, and team membership

Cohesiveness correct answers the extent to which team members are attracted to a team and
motivated to remain in it.

Promoted by: ensuring that all team members are present at team activities and meetings;
creating additional opportunities for task interdependence; engaging in network activities

Forming correct answers the first stage of team development, in which team members meet each
other, form initial impressions, and begin to establish team norms

Storming correct answers the second stage of development, characterized by conflict and
disagreement, in which team members disagree over what the team should do and how it should
do it

Norming correct answers the third stage of team development, in which team members begin to
settle into their roles, group cohesion grows, and positive team norms develop

Performing correct answers the fourth and final stage of team development, in which
performance improves because the team has matured into an effective, fully functioning team

,De-norming correct answers a reversal of the norming stage, in which team performance begins
to decline as the size, scope, goal, or members of the team change

De-storming correct answers a reversal of the storming phase, in which the team's comfort level
decreases, team cohesion weakens, and angry emotions and conflict may flare

De-forming correct answers a reversal of the forming stage, in which team members position
themselves to control pieces of the team, avoid each other, and isolate themselves from team
leaders

Bona Fide Occupational Qualification (BFOQ) correct answers an exception in employment law
that permits sex, age, religion, and the like to be used when making employment decisions, but
only if they are "reasonably necessary to the normal operation of that particular business."
BFOQs are strictly monitored by the Equal Employment Opportunity Commission

Disparate Treatment correct answers intentional discrimination that occurs when people are
purposely not given the same hiring, promotion, or membership opportunities because of their
race, color, sex, sexual orientation, gender identity, age, ethnic group, national origin, or
religious beliefs

Adverse Impact correct answers unintentional discrimination that occurs when members of a
particular race, sex, sexual orientation, gender identity, or ethnic group are unintentionally
harmed or disadvantaged because they are hired, promoted, or trained (or any other employment
decision) at substantially lower rates than others

Four-fifths Rule correct answers a rule of thumb used by the courts and the EEOC to determine
whether there is evidence of adverse impact; a violation of this rule occurs when the impact ratio
(calculated by dividing the decision ratio for a protected group by the decision ratio for a non
protected group) is less than 80 percent, or four-fifths

Quid Pro Quo Sexual Harrassment correct answers a form of sexual harassment in which
employment outcomes, such as hiring, promotion, or simply keeping one's job, depend on
whether an individual submits to sexual harassment

Job Analysis correct answers a purposeful, systematic process for collecting information on the
important work-related aspects of a job

Internal Recruiting correct answers the process of developing a pool of qualified job applicants
from people who already work in the company

Selection correct answers the process of gathering information about job applicants to decide
who should be offered a job

, Validation correct answers the process of determining how well a selection test or procedure
predicts future job performance; the better or more accurate the prediction of future job
performance, the more valid a test is said to be

Cognitive Ability Tests correct answers tests that measure the extent to which applicants have
abilities in perceptual speed, verbal comprehension, numerical aptitude, general reasoning, and
spatial aptitude

Assessment Centers correct answers a series of managerial simulations, graded by trained
observers, that are used to determine applicants' capability for managerial work

Central Tendency Error correct answers all workers are rated as average or in the middle of the
scale

Halo Error correct answers all workers are rated as performing at the same level in all parts of
their job

Leniency Error correct answers all workers are rated as performing particularly well

Behavior Observation Scales (BOS) correct answers rating scales that indicate the frequency
with which workers perform specific behaviors that are representative of the job dimensions
critical to successful job performance

360 degree feedback correct answers a performance appraisal process in which feedback is
obtained from the boss, subordinates, peers, and coworkers, and the employees themselves

Wrongful discharge correct answers the legal doctrine that requires employers to have a job-
related reason to terminate employees

Functional vs Dysfunctional Turnover correct answers Functional: loss of poor-performing
employees

Dysfunctional: loss of high-performing employees

Affirmative Action correct answers purposeful steps taken by an organization to create
employment opportunities for minorities and women

Surface-level diversity correct answers differences such as age, sex, race/ethnicity, and physical
disabilities that are observable, typically unchangeable, and easy to measure

Deep-level diversity correct answers differences such as personality and attitudes that are
communicated through verbal and nonverbal behaviors and are learned only through extended
interaction with others

Social Integration correct answers the degree to which group members are psychologically
attracted to working with each other to accomplish a common objective

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