Term
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Definition
| collection of people who work together and coordinate their actions to achieve individual and organizational goals |
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Term
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Definition
| the study of factors that affect how individuals and groups act in organizations and how organizations respond to their environments |
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Term
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Definition
| two or more people who interact to achieve their goals |
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Term
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Definition
| a group in which members work together intensively and develop team specific routines to achieve a common group goal |
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Term
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Definition
| a group whose members work together intensively via electronic means; and who may never actual meet |
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Term
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Definition
| persons who supervise the activities of one or more employees |
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Term
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Definition
| high ranking execs who plan a company's strategy so that the company can achieve its goals |
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Term
| organizational effectiveness |
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Definition
| the ability of an organization to achieve its goals |
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Term
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Definition
| "the process of planning, organizing, leading, and controlling an organization's human, financial, material, and other resources to increase effectiveness" |
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Term
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Definition
| deciding how best to allocate and use resources to achieve organizational goals |
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Term
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Definition
| establishing a structure of relationships that dictates how members of an organization work together to achieve organizational goals |
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Term
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Definition
| the highest level of performance that a group is capable of achieving at a given point in time |
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Term
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Definition
| performance difficulties that a group experiences because of coordination and motivation problems |
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Term
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Definition
| increases in potential performance that result from new ways of motivating and coordinating group members |
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Term
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Definition
| the tendency of individuals to exert less effort when they work in a group than when they work alone. |
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Term
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Definition
| "a condition in which some group members, not wishing to be considered suckers, reduce their own efforts when they see social loafing by other group members" |
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Term
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Definition
| the extent to which the work performed by one member of a group affects what other members do |
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Term
| pooled task interdependence |
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Definition
| the task interdependence that results when each member of a group makes a separate and independent contribution to group performance |
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Term
| sequential task interdependence |
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Definition
| the task interdependence that results when group members must perform specific behaviors in a predetermined order |
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Term
| reciprocal task interdependence |
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Definition
| the task interdependence that results when the activities of all work group members are fuly dependent on one another |
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Term
|
Definition
| collection of people who work together and coordinate their actions to achieve individual and organizational goals |
|
|
Term
|
Definition
| the study of factors that affect how individuals and groups act in organizations and how organizations respond to their environments |
|
|
Term
|
Definition
| two or more people who interact to achieve their goals |
|
|
Term
|
Definition
| a group in which members work together intensively and develop team specific routines to achieve a common group goal |
|
|
Term
|
Definition
| a group whose members work together intensively via electronic means; and who may never actual meet |
|
|
Term
|
Definition
| persons who supervise the activities of one or more employees |
|
|
Term
|
Definition
| high ranking execs who plan a company's strategy so that the company can achieve its goals |
|
|
Term
| organizational effectiveness |
|
Definition
| the ability of an organization to achieve its goals |
|
|
Term
|
Definition
| "the process of planning, organizing, leading, and controlling an organization's human, financial, material, and other resources to increase effectiveness" |
|
|
Term
|
Definition
| deciding how best to allocate and use resources to achieve organizational goals |
|
|
Term
|
Definition
| establishing a structure of relationships that dictates how members of an organization work together to achieve organizational goals |
|
|
Term
|
Definition
| the highest level of performance that a group is capable of achieving at a given point in time |
|
|
Term
|
Definition
| performance difficulties that a group experiences because of coordination and motivation problems |
|
|
Term
|
Definition
| increases in potential performance that result from new ways of motivating and coordinating group members |
|
|
Term
|
Definition
| the tendency of individuals to exert less effort when they work in a group than when they work alone. |
|
|
Term
|
Definition
| "a condition in which some group members, not wishing to be considered suckers, reduce their own efforts when they see social loafing by other group members" |
|
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Term
|
Definition
| the extent to which the work performed by one member of a group affects what other members do |
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|
Term
| pooled task interdependence |
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Definition
| the task interdependence that results when each member of a group makes a separate and independent contribution to group performance |
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Term
| sequential task interdependence |
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Definition
| the task interdependence that results when group members must perform specific behaviors in a predetermined order |
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Term
| reciprocal task interdependence |
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Definition
| the task interdependence that results when the activities of all work group members are fuly dependent on one another |
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Term
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Definition
| a process gain that occurs when members of a group acting toether are able to produce more or better output than would have been produced by the combined efforts of each person acting alone |
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Term
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Definition
| "a team that is formed to develop new products, may be cross-functional and is often used in high tech industries" |
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Term
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Definition
| an r&d team that is created to expedite new product design and promote innovation in an organization |
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Term
| Reasons for social loafing |
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Definition
| 1 - individuals in a group think that they will not re ceive positive outcomes for performing at a high level or negative outcomes for substandard performance because individual levels of performance cannot be easiloy identified and evaluated; 2 - individuals think that their own efforts are unimportant or not really needed |
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Term
| contributors to group cohesiveness |
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Definition
| "size, similarity / diversity of group members, competition with other groups, success, and the exclusiveness of the group" |
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Term
| types of work groups that have potential to affect organizational performance |
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Definition
| top management teams; self managed work teams; research and development teams; and virtual teams |
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Term
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Definition
| goal that all or most members of a gropu can agree on as a common goal |
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Term
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Definition
| "group established by management to help the organization achieve its goals (task forces, teams, self managed work teams, command groups)" |
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Term
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Definition
| a group that emerges naturally when individuals perceive that membership in a group will hel pthem achieve their goals or meet their needs |
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Term
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Definition
| a formal work group consisting of subordinates who report to the same supervisor |
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Term
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Definition
| a formal work group consisting of people who come together to accomplish a specific goal |
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Term
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Definition
| a formal work group consisting of people who work intensely on achieving a common group goal |
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Term
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Definition
| a formal work group consisting of people who are jointly responsible for ensuring that the team accomplishes its goals and who lead themselves |
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Term
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Definition
| an informal work group consisting of people who enjoy eachother's company and socialize with eachother off and on the job |
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Term
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Definition
| an informal work group consisting of people who come together because they have a common goal or objective related to their organizational membership |
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Term
| 5-Stage Model of Group Development |
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Definition
| Forming Storming Norming Performing and Adjourning (Tuckman) |
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Term
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Definition
| dividing up work and assigning particular tasks to specific workers |
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Term
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Definition
| members have many characteristics in common |
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Term
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Definition
| members have few characteristics in common |
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Term
| Advantages of small groups |
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Definition
| "more frequent interactions, information is easily shared; members recognize their own contributions; they are motiveated and committed; they are satisfied" |
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