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MGMT 2103 Exam 3 UARK Emily Corwin Questions and Answers Graded A+
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MGMT 2103 Exam 3 UARK Emily Corwin
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MGMT 2103 Exam 3 UARK Emily CorwinFormal Group - answer Assigned by organizations/managers to accomplish specific
goals
Informal Group - answer Members' overriding purpose for meeting is friendship or a
common interest
Organizational functions: - answer- Generate new or creatives ideas/solutions
- Coordinate interdepartmental efforts
- Socialize/train newcomers
Individual functions include: - answer- Satisfy an individual's need for affiliation
- Develop/enhance/confirm individual's self-esteem and sense of identity
- Give individuals an opportunity to test and share perceptions of social reality
- Reduce individual's anxieties and feelings of insecurity/powerlessness
- Provide problem-solving mechanism for personal and interpersonal problems
Task Role - answerkeep group on track and help them find their common purpose
Maintenance Role - answerkeep group together and focused on interpersonal
relationships
Norms - answer• An attitude, opinion, feeling, or action shared by two or more people
that guides behavior
Norms are reinforced for many purposes including: - answer- Group/organization
survival
- Clarification of behavioral expectations
- Avoidance of embarrassment
- Clarification of central values/unique identity
Creation of norms - answer- Norms emerge on their own
- Norms can be purposefully created
Tuckman's Model - answer- Groups progress through five stages
•Forming, storming, norming, performing, and adjourning
Stage 1: Forming - answer• "Ice-breaking" stage
• Group members uncertain about their role
• Mutual trust is low
• Good deal of holding back to see who is in charge
, • Conflict is beneficial and leads to increased creativity
Stage 2: Storming - answer• Time of testing
• Testing leader's policies and assumptions and how they fit into the power structure
• Subgroups take shape and may resist current direction of leaders or other subgroups
• Subtle forms of rebellion occur
Stage 3: Norming - answer• A respected member, other than the leader, challenges the
group to resolve power struggles and questions about authority and power are resolved
• Group becomes cohesive
• Increasing team member interactions and interdependence of work tasks help
overcome conflict
Stage 4: Performing - answer• Activity is focused on problem solving
• Contributors get work done without hampering others
• Climate of open communication
• Strong cooperation
• Great deal of helping behavior
Stage 5: Adjourning - answer• Work is done
• Group moves on to other things
• Return to independence eased by rituals celebrating "the end" and "new beginnings"
• Leaders should emphasize valuable lessons learned
Punctuated Equilibrium Model - answerGroups do not necessarily progress through
specific stages, but rather have periods of relatively little task activity punctuated by
periods of high performance
Social Loafing - answer- The tendency for individual effort to decline as group size
increases
- Free riders (loafers) produce low quality work, cause others to work harder, and
distract or disrupt the work of other team members
How to avoid Social Loafing? - answer- limit group size
- assure equity of effort
- hold people accountable
- offer hybrid rewards
Characteristics of High-Performing Teams - answerMcGraw-Hill Connect Assignment
Effective team size - answer5-6 is recommended, NOT 10
Functional conflict - answeris constructive or cooperative conflict. healthy disagreement
Dysfunctional conflict - answerthreatens an organization's interests
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