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