Term
Team Context
integrated model of teamwork |
|
Definition
Orinizational context within a team does its work.
-internal functioning and culture of team. |
|
|
Term
Organizational Context
integrated model of teamwork |
|
Definition
(external) structure of orginization
-IT, education, money, materials etc.
*policy, material and resources |
|
|
Term
Team Design
integrated model of teamwork |
|
Definition
| Ovservable structre of a team: manager led, self managed... |
|
|
Term
Team Culture
integrated model of teamwork |
|
Definition
Personality of team
ex: norms |
|
|
Term
|
Definition
1) conflict resolution
2)collaborative problem solving
3)Communication
4) goal setting and performance mgt
5) Planning and task coordination |
|
|
Term
|
Definition
| The predictable enhancment in perfomance that occurs when people are in presence of others |
|
|
Term
|
Definition
| people have a concern with thier performance and standards of excellence |
|
|
Term
|
Definition
| motionation loss- people in groups often do no work as hard as if alone. |
|
|
Term
|
Definition
| Planning before perfomring a task (if done, team will perform better than if skipped!) |
|
|
Term
|
Definition
|
|
Term
| High-performance orientation |
|
Definition
| reflects a deire to gain favorable judgments of perfomance or avoid negative judgements |
|
|
Term
| High-Learning Orientaiton |
|
Definition
| Reflects a desire to understand something novel or to increase competence in a task. |
|
|
Term
|
Definition
Key objective is to execture a clear plan
*clarity |
|
|
Term
|
Definition
Attempt to resolve problems on an ongoing basis
*key-trust and respect |
|
|
Term
|
Definition
Objective to create something, think out of the box and question assumptions
*possiblities and alternitives |
|
|
Term
Pooled interdependence
-task interdependence |
|
Definition
| Group members work independently and combine work. |
|
|
Term
Diffusion of responsibiltiy
-Free rider cause |
|
Definition
| Hard to tell who puts in what work in a group assignment |
|
|
Term
Dispensability of effort
Free rider cause |
|
Definition
| Feelings ones contributions will not be valuable. |
|
|
Term
Sucker Aversion
Free rider cause |
|
Definition
| Concern someone will be left doing all the work, so to avoid being taken advatage of, doesn't offer to work. |
|
|
Term
|
Definition
People vew themselves as more talanted than others
-will likely lead to social loafing (false sense of contribution) |
|
|
Term
Sequential interdependence
-task interdependence |
|
Definition
Division of labor (assembly line)
-each member has particular skill or task to perform. |
|
|
Term
Reciprocal interdepencence
-task interdependence
|
|
Definition
| All members depend on on another at all levels. (highest for interdependence). |
|
|
Term
|
Definition
| Believe employees dislike work and wish to avoid responsibilty, and desire security. |
|
|
Term
|
Definition
| believe employees like work and wish to develop skills. |
|
|
Term
|
Definition
Theory X and Y managers
x-employees dislike work
y-employees like work |
|
|
Term
Homogenit Bias
-rater bias |
|
Definition
| Would rate similar person (white male rating white male) as same goals/ motives. |
|
|
Term
|
Definition
percieving all info about someone based on one intial either positive or negative experiance.
-if positive experiance, positive rating... |
|
|
Term
Fundamental Attribution error
-rater bias |
|
Definition
| tend to percieve people behaviors as reflecting their personality rather than a temporary response. |
|
|
Term
Egocentric bias
-ratee bias |
|
Definition
| people feel under recognized for their work and rate self higher than others would give them. |
|
|
Term
Intrinsic interest
-ratee bias |
|
Definition
people are strongly motivated by intrinsic interest
ex: learning new things |
|
|
Term
|
Definition
refers to degree which people percieve themselves to be a team.
"we" vs. "i" |
|
|
Term
|
Definition
self protective function for team members by enhancing ego.
good performance- internal attribution (Self)
bad performance- external attrubutions (outside factor) |
|
|
Term
|
Definition
Manager sets goal and tells how to do it
|
|
|
Term
|
Definition
| Manager sets goal, team determines how to meet it. |
|
|
Term
|
Definition
| Determine goals and how to achieve them. |
|
|
Term
|
Definition
|
|
Term
|
Definition
| Combination of physical and mental characteristics we use to classify a nd describe a person. |
|
|
Term
|
Definition
extroversion
agreeableness
conscientious
emotional stability
openness to experiance |
|
|
Term
Big Five Model:
extroversion |
|
Definition
| one's comfort level with relationships |
|
|
Term
Big Five Model:
Agreeableness |
|
Definition
| Refers to an individual's peropensity to be cooperative and trusting with others. |
|
|
Term
Big Five Model:
Consientiousness |
|
Definition
| A measure of reliabiilty (responsibility or dependability) |
|
|
Term
Big Five Model:
Emotional stability |
|
Definition
| Taps a person's ability to withstand stress. |
|
|
Term
Big Five Model:
openness to experience |
|
Definition
| addresses an individual's range of interests and fascination with novelty. |
|
|
Term
|
Definition
Most widely used personality-assessment in the world
individualas are classified by- style of information gathering, evaluation of collected information |
|
|
Term
Myers-Briggs:
sensing vs. intuitive |
|
Definition
STYLE OF INFORMATION GATHERING:
Sensing- are practical and prefer to focus on detail.
Intuitive- rely on unoncious processes and look at the big picture. |
|
|
Term
Myers-Briggs:
thinking vs. feeling |
|
Definition
EVALUATION OF INFO
thinking- use reason and logic to handle problems
feeling- rely on their personal value and emotions (oriented toward conformity). |
|
|
Term
Myers-Briggs:
judging vs. percieving |
|
Definition
judging- want control and prefer thier world to be ordered and structured
perceiving-are flexible and spontaneous |
|
|
Term
Myers-Briggs:
intovert vs. extrovert |
|
Definition
introvert- are quiet and shy
extrovert- are outgoing, sociable, and assertive. |
|
|
Term
|
Definition
| Tendancy to manipulate and maintain emotional distance in search of personal gain. |
|
|
Term
|
Definition
| Belief that life is controlled by oneself (internal) rather than by outsiders. |
|
|
Term
| Self- Monitoring (peronality attribute) |
|
Definition
| extent to which individual is sensitive to external cues and can behave diferently depending on situation |
|
|
Term
| Risk propensity (personality attributes) |
|
Definition
| Make quick decisions with little information. |
|
|
Term
| Type A (personality attribute) |
|
Definition
| desire to achieve in less time; impaitent; create own deadlines. |
|
|
Term
|
Definition
| logical, analytical, fact based, quantitiative. |
|
|
Term
|
Definition
holisitc, intuitive, synthasizing, integrating.
Focus on big picture. |
|
|
Term
|
Definition
orginized, sequential, planned, detailed.
focus on form. |
|
|
Term
|
Definition
Emotional, feeling based, interpersonal, kinestetic.
Focus on feelings. |
|
|
Term
| Herrmann Colors: Thinking styles |
|
Definition
Blue- Know (analyze, problem solve)
yellow- try (provide vision, stratagize)
green- do (plan, organize, implement)
red- sense (become involved, communicate)
-blue and green work well
-yellow and red work well
-blue contrasts with yellow and red, green contrasts with red and yellow |
|
|
