Consider four teams, a, b, c, and d (the options below). Based on our understanding of the personality of a good team, which of the four teams below would you expect to have the worst teamwork? A. Most team members are high on openness and low on neuroticism B. Some team members are very high on conscientiousness and others are very low on conscientiousness C. Some team members are very high on agreeableness and others are very low on agreeableness D. Most team members are high on conscientiousness and high on agreeableness

Consider four teams, a, b, c, and d (the options below). Based on our understanding of the personality of a good team, which of the four teams below would you expect to have the worst teamwork? A. Most team members are high on openness and low on neuroticism B. Some team members are very high on conscientiousness and others are very low on conscientiousness C. Some team members are very high on agreeableness and others are very low on agreeableness D. Most team members are high on conscientiousness and high on agreeableness

Understanding Management (MindTap Course List)

10th Edition

ISBN:9781305502215

Author:Richard L. Daft, Dorothy Marcic

Publisher:Richard L. Daft, Dorothy Marcic

Chapter14: Leading Teams

Section: Chapter Questions

Problem 2GL

See similar textbooks

Similar questions

The Tuckman model is a popular model--but there are others. Another notable model is the punctuated equilibrium model of team development. Punctuated Equilibrium Which of these, in your opinion, better reflects what actually happens in teams?
One of the greatest determinants of a successful team is trust. For a team to be successful, employees must trust that their team members are reliable and capable. They have to have faith that their teammates will work toward the goals of the team rather than their own goals. Trust can be built in teams by creating an environment where team members are not scared to admit that they have made a mistake and feel comfortable providing their input rather than agreeing with the team leader or assertive team members. Building trust among teammates is important, but what if you never see your teammates? Trust is especially important but also more difficult to build in virtual teams. In a recent review of 52 independent studies, researchers found that the link between trust and team performance is stronger for virtual teams than face-to-face teams! According to the same review, managers can counteract some of the negative effects of low trust in virtual teams by carefully documenting team…
One of the greatest determinants of a successful team is trust. For a team to be successful, employees must trust that their team members are reliable and capable. They have to have faith that their teammates will work toward the goals of the team rather than their own goals. Trust can be built in teams by creating an environment where team members are not scared to admit that they have made a mistake and feel comfortable providing their input rather than agreeing with the team leader or assertive team members. Building trust among teammates is important, but what if you never see your teammates? Trust is especially important but also more difficult to build in virtual teams. In a recent review of 52 independent studies, researchers found that the link between trust and team performance is stronger for virtual teams than face-to-face teams! According to the same review, managers can counteract some of the negative effects of low trust in virtual teams by carefully documenting team…
Read the following below and answer the question that follow: “Sally, we have an opportunity to address the safety issue that would strengthen our relationship as team heads. Would you be willing to discuss it with me?” Sally responds and says, “Yes, I would.” What step in the connect model does this statement represent? Select one: A.Optimize safety B.Narrow to one issue C.Neutralize defensiveness D.Commit to a relationship E.Explain and Echo
Belbin's team role theory was used early in the semester to help you understand the role you could play in your assessment team. His theory suggests that that groupthink can be avoided, and team effectiveness enhanced, by assuring that various specific roles are accounted for within a team. Your task here is to match the team role (Belbin name) to its strengths and weaknesses: Team player (Teamworker) v[ Choose ] Strengths: Creative, imaginative, problem solver. Weaknesses: Ignores incidentals, poor communication Strengths: Cooperative, mild, diplomatic, listens, averts friction. Weaknesses: Indecisive in difficult situations Expert (Specialist) Strengths: Focused, self-starting, provides knowledge skills. Weaknesses: Dwells on technicalities, Narrow contribution Strengths: Sober, energetic, discerning. Weaknesses: Lacks drive, lacks ability to inspire Strengths: Conscientious, anxious, delivers on time. Weaknesses: Undue worry, unwilling to delegate Innovator (Plant) Strengths:…
True or False: In “The New Science of Building Great Teams,” the author argues that patterns of communication are the least important predictors of a team’s success because they are far outweighed by individual intelligence, personality, skill, and the substance of discussions.
What kinds of employees would prefer to work in a virtual team? What kinds of employees would prefer to work in a team that meets face-to-face?
How to respond to this in 100 words? For this discussion post, we have been tasked with evaluating what is often considered the most challenging job in management: looking into conflict resolution. Although there are many sources of conflict, we will look at the incompatible goals for discussion. Incompatible goals, by definition, occur when individuals or groups within the same organization have different plans, which can either be self-serving or departmentally based, causing conflict to occur within the team (McShane & Von Glinow, 2022). To open discussion, I would like to share a personal experience involving a team with differing goals. In this situation, a sales team of members of a company we will call X, a revenue management company for physician offices, will be used. The department was split into two parts: education on documentation and sales. Sales wished for the training to be increased due to the company's niche, whereas the movement was minimally staffed and…
In order for teams to function successfully, it is essential for members to know how to manage themselves. Outline any five-(5) self-management skills that the team members must possess.
A candidate has excellent technical skills, but they are known for being difficult to work with and having poor interpersonal skills. How can the firm assess their potential for success in a team-oriented role?
(1) Would you function well in a virtual team settingthat offered little or no chance for face-to-face contactwith your colleagues? Why or why not? (2) If you hadtwo similar job offers, one with a company thatstresses teamwork and another with a company thatstresses independent accomplishment, which wouldyou choose? Why?
Without daily face-to-face opportunities to discuss situations and share concerns, virtual team members might start to question the integrity of other team members. All of the following are ways to demonstrate integrity to your virtual team, EXCEPT: A. Joke and tease your team members to develop rapport B. Be truthful and forthright without being obnoxious C. Maintain confidences and don't spread gossip D. Handle sensitive material appropriately E. Be reliable and deliver what you promise