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Chapter 13 Key Terms
formal group |
is a group established to do something productive for the organization and is headed by a leader |
informal group |
a group formed by people seeking friendship and has no officially appointed leader, although a leader may emerge from the membership |
cross-functional team |
which is staffed with specialists pursuing a common objective |
continuous improvement teams |
which consist of small groups of volunteers or workers and supervisors who meet intermittently to discuss workplace- and quality-related problems |
self-managed teams |
are defined as groups of workers who are given administrative oversight for their task domains |
forming |
is the process of getting oriented and getting acquainted |
storming |
is characterized by the emergence of individual personalities and roles and conflicts within the group |
norming |
conflicts are resolved close relationships develop, and unity and harmony emerge |
group cohesiveness |
a "we" feeling binding the group members together |
performing |
members concentrate on solving problems and completing the assigned task |
adjourning |
members prepare for disbandment |
cooperating |
when their efforts are systematically integrated to achieve a collective objective |
cohesiveness, |
the tendency of a group or team to stick together |
division of labor |
in which the work is divided into particular tasks that are assigned to particular workers |
social loafing |
the tendency of people to exert less effort when working in groups then when working alone |
task role |
or task-oriented role, consists of behavior that concentrates on getting the team's tasks done |
maintenance role, |
relationship oriented role, consists of behavior that fosters constructive relationships among team members |
norms |
are general guidelines or rules of behavior that most group or team members follow |
groupthink |
a cohesive groups' blind unwillingness to consider alternatives |
conflict |
is a process in which one party perceives that its interests are being opposed or negatively affected by another party |
dysfunctional conflict |
is a conflict that hinders the organization's performance or threatens its interests |
personality conflict |
is defined as interpersonal opposition based on personal dislike, disagreement, or differing styles |
programmed conflict |
is designed to elicit different opinions without inciting people's personal feelings |
devil's advocacy |
is the process of assigning someone to play the role of critic |
dialectic method |
is the process of having two people or groups play opposing roles in a debate in order to better understand a proposal |