MO221 FINAL Exam Questions and
Answers | 2026 Step-by-Step Exam
Review | A+ Verified
• What are the cultural dimensions of the Culture Map and their significance?
(Navigating the Cultural Minefield by Erin Meyer) -✓✓Culture is too complex to
reduce to stereotypes.
1. Communicating: low-context (precise/simple) vs. high-context
(sophisticated/nuanced)
2. Evaluating: direct vs. indirect negative feedback
3. Persuading: specific thinking (breaking arguments into components) vs. holistic
thinking (seeing how components fit together), principles-first (deductive) vs.
applications-first (inductive) logic
4. Leading: egalitarian vs. hierarchical leadership
5. Deciding: consensus vs. top-down decision-making
• What is the Robbins and Judge Model for team effectiveness? -✓✓The
ingredients for team effectiveness are:
- Composition (member abilities, personality, roles, diversity, team size)
- Work design (autonomy, skill variety, task identity, task significance)
- Process (specific goals, team efficacy, conflict levels, managing accountability)
- Context (resources, leadership, trust, performance evals)
• What are process gains vs. process losses? -✓✓Teams have unique challenges
compared to individuals working alone:
- Process gains: when groups perform better than expected based on characteristics
of individuals in the group (some teams do better than their best member could)
,- Process losses: when groups perform worse than expected based on
characteristics of individuals in the group (come from coordination,
communication, motivation problems)
• What are the five dysfunctions of a team? (The Five Dysfunctions of a Team: A
Leadership Fable by Partrick Lencioni) -✓✓The dysfunctions of a team create a
chain reaction of dysfunction and can be lethal to a team.
1. Inattention to results (putting individual needs above the collective goals of the
team)
2. Avoidance of accountability (hesitance to call out peers leads to
counterproductivity)
3. Lack of commitment (inability to commit to a decision or plan)
4. Fear of conflict (lack of debate prevents team from reaching best possible
solution)
5. Absence of trust (unwillingness to be vulnerable leads to unhealthy team
dynamic)
• What is social loafing? When is it more likely to occur and how can you combat
it? -✓✓The general tendency for people to expend less effort on a task when
working as a part of a group than when working individually.
More likely to occur when: teams have low task interdependence, individual output
invisible, tasks are mundane/unimportant, teams don't value work
Combat it by: forming smaller teams, specializing tasks, measuring individual
performance, increasing job enrichment
• What is the 80/20 rule? Why does it happen and how can you mediate it? -
✓✓80% of team contributions are made by 20% of the members.
- Happens because of dominant/disengaged members, poor team processes, etc.
, - Specializing tasks, measuring individual performance, increasing task
enrichment, hold members accountable
• How do you solve the five dysfunctions of a team? (The Five Dysfunctions of a
Team: A Leadership Fable by Partrick Lencioni) -✓✓1. Inattention to results =
focus on outcomes
2. Avoidance of accountability = confront issues
3. Lack of commitment = create clarity
4. Fear of conflict = debate
5. Absence of trust = be vulnerable
• What is cognitive trust vs. affective trust? How are they established? -
✓✓Cognitive trust: grounded in judgements about competence, reliability, and
professionalism
- Established through reliable role performance, cultural/ethnic similarity,
professional credentials
Affective trust: grounded in loyalty, empathy, and personal connection
- Established through citizenship behaviors, interaction frequency
• What is the Trust Triangle (Frei and Morriss)? How can you build each
component of it? -✓✓The Trust Triangle illustrates the drivers of trust on teams
and in organizations.
1. Empathy: I believe you care about me and my success
- Listen to others, ask good questions, reduce distractions in conversations
2. Authenticity: I experience the real you
- Be honest about strengths and weaknesses, share real thoughts and feelings
3. Logic: I know you can do it and your judgement/reasoning is sound
- Communicate clearly, structure ideas, use specific data and facts
Answers | 2026 Step-by-Step Exam
Review | A+ Verified
• What are the cultural dimensions of the Culture Map and their significance?
(Navigating the Cultural Minefield by Erin Meyer) -✓✓Culture is too complex to
reduce to stereotypes.
1. Communicating: low-context (precise/simple) vs. high-context
(sophisticated/nuanced)
2. Evaluating: direct vs. indirect negative feedback
3. Persuading: specific thinking (breaking arguments into components) vs. holistic
thinking (seeing how components fit together), principles-first (deductive) vs.
applications-first (inductive) logic
4. Leading: egalitarian vs. hierarchical leadership
5. Deciding: consensus vs. top-down decision-making
• What is the Robbins and Judge Model for team effectiveness? -✓✓The
ingredients for team effectiveness are:
- Composition (member abilities, personality, roles, diversity, team size)
- Work design (autonomy, skill variety, task identity, task significance)
- Process (specific goals, team efficacy, conflict levels, managing accountability)
- Context (resources, leadership, trust, performance evals)
• What are process gains vs. process losses? -✓✓Teams have unique challenges
compared to individuals working alone:
- Process gains: when groups perform better than expected based on characteristics
of individuals in the group (some teams do better than their best member could)
,- Process losses: when groups perform worse than expected based on
characteristics of individuals in the group (come from coordination,
communication, motivation problems)
• What are the five dysfunctions of a team? (The Five Dysfunctions of a Team: A
Leadership Fable by Partrick Lencioni) -✓✓The dysfunctions of a team create a
chain reaction of dysfunction and can be lethal to a team.
1. Inattention to results (putting individual needs above the collective goals of the
team)
2. Avoidance of accountability (hesitance to call out peers leads to
counterproductivity)
3. Lack of commitment (inability to commit to a decision or plan)
4. Fear of conflict (lack of debate prevents team from reaching best possible
solution)
5. Absence of trust (unwillingness to be vulnerable leads to unhealthy team
dynamic)
• What is social loafing? When is it more likely to occur and how can you combat
it? -✓✓The general tendency for people to expend less effort on a task when
working as a part of a group than when working individually.
More likely to occur when: teams have low task interdependence, individual output
invisible, tasks are mundane/unimportant, teams don't value work
Combat it by: forming smaller teams, specializing tasks, measuring individual
performance, increasing job enrichment
• What is the 80/20 rule? Why does it happen and how can you mediate it? -
✓✓80% of team contributions are made by 20% of the members.
- Happens because of dominant/disengaged members, poor team processes, etc.
, - Specializing tasks, measuring individual performance, increasing task
enrichment, hold members accountable
• How do you solve the five dysfunctions of a team? (The Five Dysfunctions of a
Team: A Leadership Fable by Partrick Lencioni) -✓✓1. Inattention to results =
focus on outcomes
2. Avoidance of accountability = confront issues
3. Lack of commitment = create clarity
4. Fear of conflict = debate
5. Absence of trust = be vulnerable
• What is cognitive trust vs. affective trust? How are they established? -
✓✓Cognitive trust: grounded in judgements about competence, reliability, and
professionalism
- Established through reliable role performance, cultural/ethnic similarity,
professional credentials
Affective trust: grounded in loyalty, empathy, and personal connection
- Established through citizenship behaviors, interaction frequency
• What is the Trust Triangle (Frei and Morriss)? How can you build each
component of it? -✓✓The Trust Triangle illustrates the drivers of trust on teams
and in organizations.
1. Empathy: I believe you care about me and my success
- Listen to others, ask good questions, reduce distractions in conversations
2. Authenticity: I experience the real you
- Be honest about strengths and weaknesses, share real thoughts and feelings
3. Logic: I know you can do it and your judgement/reasoning is sound
- Communicate clearly, structure ideas, use specific data and facts
