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Test your basic knowledge |
Teamwork Vocab
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Study First
Subject
:
soft-skills
Instructions:
Answer 50 questions in 15 minutes.
If you are not ready to take this test, you can
study here
.
Match each statement with the correct term.
Don't refresh. All questions and answers are randomly picked and ordered every time you load a test.
This is a study tool. The 3 wrong answers for each question are randomly chosen from answers to other questions. So, you might find at times the answers obvious, but you will see it re-enforces your understanding as you take the test each time.
1. What are the six stages of team development of a group?
Forming -Storming - Norming - Performing - Declining and Adjourning
Performing
Task Specialist
Mediator
2. This working relationship is created when teams with problems call on centralized sources of expert knowledge.
Performing
Forming -Storming - Norming - Performing - Declining and Adjourning
Social Facilitation Effect
Advisory relationships
3. The degree to which a group is attractive to its members - members are motivated to remain in the group - and members influence one another.
Teamwork
Quality Circle
Relating - Scouting - Persuading amd Empowering
Cohesiveness
4. Groups that have no managerial responsibilities.
Norms
Parallel Teams
Compromise
Traditional Work Groups
5. A team strategy that requires team members to interact frequently with outsiders - diagnose their needs - and experiment with solutions.
Service relationships
Probing
Norms
Roles
6. On this stage of team develoment groups that deterioate go through this stage.
Declining
Accommodation
Management Teams
Liasion relationships
7. A reaction to conflict that involves ignoring the problem by doing nothing at all - or deemphasizing the disagreement.
Mediator
Avoidance
Quality Circle
Accommodation
8. Teams that operate separately from the regular work structure - and exist temporarily.
Work flow relationships
Scouting
Parallel Teams
Liasion relationships
9. On this stage of team develoment the group channels its energies into performing its task.
Quality Circle
Performing
Social Facilitation Effect
Norms
10. Teams that make or do things like manufacture - assemble - sell - or provide service.
Superordinate Goals
Compromise
Work Teams
Persuading
11. On this leader role seeking information from managers - peers - and specialists - and investigating problems systematically.
Scouting
Storming
Virtual Teams
Superordinate Goals
12. On this stage of team develoment group members agree on their shared goals - and norms and closer relationships develop.
Virtual Teams
Norming
Avoidance
Adjourning
13. A style of dealing with conflict involing moderate attention to both parties concerns.
Productive output - Satisfaction and Committed
Traditional Work Groups
Compromise
Norming
14. Teams with the responsibilities of autonomous work groups - plus control over hiring - firing - and deciding what tasks members perform.
Gatekeeper
Cohesiveness
Self Designing Teams
Autonomous Work groups
15. What are the three categories of team effectiveness?
Persuading
Productive output - Satisfaction and Committed
Mediator
Self Designing Teams
16. This working relationship develop when people not directly in the chain of command evaluate the methods and performances of other teams.
Audit relationships
Avoidance
Productive output - Satisfaction and Committed
Service relationships
17. This working relationship emerge as materials are passed from one group to another.
Social Loafing
Work flow relationships
Compromise
Performing
18. Shared beliefs about how people should think and behave.
Traditional Work Groups
Teamwork
Task Specialist
Norms
19. Teams that coordinate and give direction to the subunits inder their jurisdiction and integrate work among subunits.
Management Teams
Norming
Empowering
Parallel Teams
20. A small number of people with complementary skills who are committed to a common purpose - set of performance goals - and approach for which they hold themselves mutually accountable.
Social Facilitation Effect
Traditional Work Groups
Teamwork
Team
21. Individual who develops and maintains team harmony.
Productive output - Satisfaction and Committed
Project and Development Teams
Team Maintenance Specialists
Semiautonomous work groups
22. An individual who has more advanced job-related skills and abilities than other group members possess.
Compromise
Task Specialist
Collaboration
Autonomous Work groups
23. The process of working collaboratively with a group of people in order to achieve a goal.
Teamwork
Accommodation
Compromise
Social Facilitation Effect
24. A style of dealing with conflict involving cooperation on behalf of the other party but not being assertive about ones own interest.
Cohesiveness
Accommodation
Productive output - Satisfaction and Committed
Transnational Teams
25. Work groups composed of mulinational members whose activities span muliple countries.
Performing
Work Teams
Gatekeeper
Transnational Teams
26. This working relationship involve auditing before the fact.
Stabilization relationships
Semiautonomous work groups
Transnational Teams
Audit relationships
27. This working relationship exist when top management centralizes an activity to which a large number of other units must gain access.
Avoidance
Service relationships
Parading
Empowering
28. Working harder when in a group than when working alone.
Persuading
Stabilization relationships
Transnational Teams
Social Facilitation Effect
29. What are the four roles leaders should perform?
Norms
Self Designing Teams
Relating - Scouting - Persuading amd Empowering
Work flow relationships
30. On this leader role influencing team members - as well as obtaining external support for teams.
Management Teams
Productive output - Satisfaction and Committed
Persuading
Empowering
31. On this leader role delegating authority - being flexible regarding team decisions - and coaching.
Performing
Declining
Norms
Empowering
32. On this stage of team development hostilities and conflict arise - and people jockey for positions of power and status.
Self Managed Teams
Storming
Virtual Teams
Relating - Scouting - Persuading amd Empowering
33. What are the six different working relationships?
Work flow - service - advisory - audit - stabilization - and liasion
Roles
Forming
Team
34. Teams that work on long-term projects but disband once the work is completed.
Forming -Storming - Norming - Performing - Declining and Adjourning
Parallel Teams
Project and Development Teams
Autonomous Work groups
35. On this stage of team develoment group members attempt to lay the grounds rules for what types of behavior are acceptable.
Relating - Scouting - Persuading amd Empowering
Norming
Persuading
Forming
36. Teams that are physically dispersed and communicate electronically more than face-to-face.
Relating
Adjourning
Social Facilitation Effect
Virtual Teams
37. A team strategy that entails making decisions with the team and then informing outsiders of its intentions.
Scouting
Self Managed Teams
Informing
Accommodation
38. Groups that make decisions about managing and carrying out major production activities but get outside support for quality control and maintenance.
Project and Development Teams
Relating
Semiautonomous work groups
Liasion relationships
39. Autonomous work groups in which workers are trained to do all or most of the jobs in a unit - have no immediate supervisor - and make decisions previously made by first-line superisors.
Self Managed Teams
Autonomous Work groups
Compromise
Scouting
40. On this leader role exhibiting social and political awareness - caring for team members - and building trust.
Self Designing Teams
Empowering
Scouting
Relating
41. A team strategy that entails simultaneously emphasizing internal team building and achieving external visibility.
Superordinate Goals
Advisory relationships
Parading
Autonomous Work groups
42. A third party who intervenes to help others manage their conflict.
Mediator
Superordinate Goals
Cohesiveness
Norms
43. Different sets of exceptions for how different individuals should behave.
Mediator
Semiautonomous work groups
Roles
Project and Development Teams
44. On this stage of team develoment temporary groups go through this stage (also called terminating stage).
Social Loafing
Adjourning
Cohesiveness
Probing
45. Working less hard and being less productive when in a group.
Social Loafing
Service relationships
Transnational Teams
Collaboration
46. Groups that control decisions about and execution of a complete range of tasks.
Storming
Transnational Teams
Work flow relationships
Autonomous Work groups
47. Higher-level goals taking priority over specific individual or group goals.
Roles
Service relationships
Gatekeeper
Superordinate Goals
48. A style of dealing with conflict involving strong focus on ones own goals and little or no concern for the other peson's goals.
Superordinate Goals
Accommodation
Competing
Management Teams
49. Involve intermediaries between teams.
Audit relationships
Compromise
Stabilization relationships
Liasion relationships
50. A style of dealing with conflict emphasizing both cooperation and assertiveness in order to maximize both parties satisfaction.
Management Teams
Teamwork
Collaboration
Service relationships