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  1.                 Regarding Csikszentmihalyi’s model of Flow, when a person is very low in skill ability, and the task is high in complexity, what emotional state might this person experience?               Control               Flow               Anxiety               Inspiration  2.                 The belief that a group has in themselves, or their group potency, a significant predictor of actual performance. This “thinking we can”, contributes to group performance more than the __________.               team norms               diversity of team members               pure cognitive abilities of the team               individual, positive illusion biases 3.                 The Kohler Effect refers to the observation that:               members work harder in a team than they do alone under some conditions.               members don’t work as hard in a team as they do alone under some conditions.               people work less hard in smaller groups than they do in larger groups.               people work harder when they are in a flow state.  4.                 The social loafing effect refers to the tendency for:               people in teams to let others make mistakes instead of telling them what to do.               teams to take longer to complete a task than individuals.               teams to be more creative than individuals, but experience more conflict.               people not to work as hard in teams as they would if they were working individually.  5.                 In a team, a person’s efforts are less identifiable than when that person works independently. Because the person’s efforts are less identifiable, in extreme circumstances this can lead to __________.               relational loss – or when an employee perceives that support is less available as team size increases.               choking under pressure – a person’s performance declines despite incentives for optimal performance.               a positive illusion bias – or unwarranted beliefs in one’s own superiority.               deindividuation – a psychological state in which a person does not feel individual responsibility. 6.                 If you detect a free rider on your team, the best way to remedy the situation is to:               stop carpooling with members of the team.               increase the identifiability of that person’s work products through performance reviews.               increase the size of the team.               decrease the difficulty of the team task.  7.                 When the least capable member of a team feels particularly indispensable for group success, the entire group works harder to achieve their goals. This effect is best termed:               team identifiability.               positive illusion bias.               social striving effect.               relational loss.  8.                 Which of the following actions by the team or their leadership can result in reduced team performance?               The team leader promotes an intrinsically interesting or challenging project.               The team leader rewards a team member with a clock for his or her hours of overtime spent in the service of a team’s project.               The team shares, and mutually sets, their own performance goals.               Team leaders increase team size so that more employees get an opportunity to contribute to the project.  9.                 The positive illusion bias refers to:               people who believe themselves to be superior and more talented than others on their team.               people who work harder for the team hoping to improve the overall team’s reputation within the larger organizational context.               managers who convey a positive attitude in order to positively influence their team’s group mood.               a team member who has positive news to share about the group’s task in hopes that it will spur morale and increase productivity.  10.             The positive illusion bias, or unwarranted beliefs in one’s own superiority, can wreak havoc in teams. Why?               Individuals believe their contributions will not be sufficient to justify their efforts.               Individuals with this bias are interested in vastly different team goals than that of their other teammates.               Individuals who see themselves as above average are likely to engage in social loafing because they have a false sense of the value of their contributions.               Individuals with this bias always have a high sense of the Protestant Work Ethic. 11.             As team size gets larger and larger, team members perceive that there is less support available, and freeriding increases. This experience can lead to:                  diminished motivation.                  lower performance.                  greater cohesion between team members. d.  both a and b. 12.             Execution is the ability of teams to communicate effectively and combine their efforts. All of the following can enhance team execution EXCEPT:               training team members together.               practice and rehearsal.               setting clear performance standards.               increasing the size of the team. 13.             Which of the following performance criteria are used to evaluate the success of a team?               Productivity               Financial profit               Diversity               Rewards 14.             The team performance equation attempts to predict the actual productivity of a team. It states that the AP (actual productivity) of a team equals:               the potential productivity of a team, plus team synergies, minus team threats.               the potential productivity of a team, plus team culture, minus free-riding.               the potential productivity of a team, plus task design, plus team culture.               cohesion, plus learning, plus integration. 25.             Regarding team performance, leaders can more easily control ________than ________.               team Integration; team separation               performance threats; synergies               team cohesion; resources               the demands of a task; the process of accomplishing a task

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