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Definition
| 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 |
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Term
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Definition
| training team members to do all or most of the jobs performed by the other team members |
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| behavior in which team members withhold their efforts and fail to perform their share of the work |
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Definition
| a group composed of two or more people who work together to achieve a shared goal |
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Term
| Employee involvement team |
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Definition
| team that provides advice or makes suggestions to management concerning specific issues |
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Term
| Semi-autonomous work group |
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Definition
| a group that has the authority to make decisions and solve problems related to the major tasks of producing a product or service |
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Definition
| a team that manages and controls all of the major tasks of producing a product or business |
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Term
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Definition
| a team that has the characteristics of self-managing teams but also controls team design, work tasks, and team membership |
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Term
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Definition
| a team composed of employees from different functional areas of the organization |
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Definition
| at team composed of geographically and/or organizationally dispersed coworkers who use telecommunication and information technologies to accomplish an organizational task |
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Definition
| a team created to complete specific, one-time projects or tasks within a limited time |
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Term
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Definition
| informally agreed-on standards that regulate team behavior |
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Term
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Definition
| the extent to which team members are attracted to a team and motivated to remain in it |
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Term
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Definition
| the first stage of team development, in which team members meet each other, form initial impressions, and begin to establish team norms |
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Term
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Definition
| 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 |
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Term
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Definition
| the third stage of team development, in which team members begin to settle into their roles, group cohesion grows, and positive team norms develop |
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Term
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Definition
| the fourth and final stage of team development, in which performance improves because the team has matured into an effective, fully functioning team |
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Term
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Definition
| a reversal of the norming stage, in which team performance begins to decline as the size, scope, goal, or members of the team change |
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Term
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Definition
| a reversal of the storming phase, in which the team's comfort level decreases, team cohesion weakens, and angry emotions and conflict may flare |
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Term
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Definition
| 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 |
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Term
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Definition
| the ability to change organizational structures, policies, and practices in order to meet stretch goals |
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Term
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Definition
| the ability to make changes without first getting approval from managers or other parts of an organization |
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Term
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Definition
| the degree to which a person believes that people should be self-sufficient and that loyalty to one's self is more important than loyalty to team or company |
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Term
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Definition
| the average level of ability, experience, personality, or any other factor on a team |
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Term
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Definition
| the variances or differences in ability, experience, personality, or any other factor on a team |
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Term
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Definition
| skills, such as listening, communicating, questioning, and providing feedback, that enable people to have effective working relationships with others |
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Term
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Definition
| compensation system that pays employees for learning additional skills or knowledge |
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Term
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Definition
| a compensation system in which companies share the financial value of performance gains, such as increased productivity, cost savings, or quality, with their workers |
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