Exam Review
SME 7 - Group Dynamics, Teamwork & Decision Making
(12 questions)
Know 2 stage models (forming storming norming) (punctuated equilibrium) For forming groups
1. Forming
- What are we doing here? What are others like? What is our purpose?
2. Storming
- Conflict often emerges, sorting out roles & responsibilities is often at issue
3. Norming
- Norms are agreed on & the group becomes more cohesive
4. Performing
- The group devotes its energies toward task accomplishment
5. Adjourning
- Group disperses after achieving goals
Punctuated Equilibrium Model
1. Phase 1
- First meeting to midpoint of existence. (precedence is set).
2. Midpoint Transition
- Need to move forward.
3. Phase 2
- Decisions and approaches are played out.
Know what the 2 models teach us when you combine them
- Prepare carefully for the first meeting
- Manage the midpoint transition carefully
- Resist deadline changes
4 most important components leading to effective group structuring (Disjunctive, additive,
conjunctive, ect)
- Size satisfaction & performance depend on the task:
- Additive Task**
- Group performance is dependent on the sum of the performance of
individual group members
- Disjunctive Task**
, - Group performance is dependant on the performance of the best group
member
- Conjunctive Task**
- Group performance is limited by the performance of the worst group
member
- Group Structure: as groups become larger, they suffer from process losses:
- Performance difficulties that result from the problems of motivating &
coordinating larger groups
Process losses
As groups become larger, they suffer from process losses:
- Performance difficulties that result from the problems of motivating & coordinating
larger groups
Diversity (why does it take longer to develop cohesion & communication)
- Diverse groups might take longer to do their forming, storming & norming
- Diverse groups sometimes perform better when the task requires cognitive,
creativity-demanding tasks & problem solving rather than routine work
Norms, rules, (dress norms, performance norms, 4 types in total)
- Collective expectations that members of social units have regarding the behavior of each
other
1. Dress norms
2. Reward allocation norms
3. Performance norms
4. Social interaction
Know roles and 3 issues
- Positions in a group that have a set of expected behaviors attached to them
- Key issues:
- Role ambiguity
- Role conflict
- Status effects
Social loafing
, Tendency to withhold effort when performing a task. Members exert less effort when working in
teams than working alone.
- How to counteract social loafing:
- Make individual performance more visible
- Make sure the work is interesting
- Increase feelings of indispensability
- Increase performance feedback
- Reward group performance
Cohesiveness 5 ways of increasing
The degree to which a group is especially attractive to its members.
- Factors that increase cohesiveness:
- Threat & competition
- Success
- Member diversity
- Size
- Toughness of initiation
- Results from cohesiveness:
- More participation in group activities
- More conformity
- More success
4 types of teams (process, self managed, cross functional, virtual)
1. Process-Improvement Teams
- Eg. teams to improve efficiency of producing a product or service
2. Self-Managed Teams
- Eg. teams with full, reduced, or no supervision
3. Cross-Functional
- Eg. team with people from HR, marketing, accounting
4. Virtual Teams
- Eg. team that spans the globe
Why do we use group decision making
Why use groups in decision making?
- Decision quality
- Decision acceptance & commitment
- Diffusion of responsibility
SME 7 - Group Dynamics, Teamwork & Decision Making
(12 questions)
Know 2 stage models (forming storming norming) (punctuated equilibrium) For forming groups
1. Forming
- What are we doing here? What are others like? What is our purpose?
2. Storming
- Conflict often emerges, sorting out roles & responsibilities is often at issue
3. Norming
- Norms are agreed on & the group becomes more cohesive
4. Performing
- The group devotes its energies toward task accomplishment
5. Adjourning
- Group disperses after achieving goals
Punctuated Equilibrium Model
1. Phase 1
- First meeting to midpoint of existence. (precedence is set).
2. Midpoint Transition
- Need to move forward.
3. Phase 2
- Decisions and approaches are played out.
Know what the 2 models teach us when you combine them
- Prepare carefully for the first meeting
- Manage the midpoint transition carefully
- Resist deadline changes
4 most important components leading to effective group structuring (Disjunctive, additive,
conjunctive, ect)
- Size satisfaction & performance depend on the task:
- Additive Task**
- Group performance is dependent on the sum of the performance of
individual group members
- Disjunctive Task**
, - Group performance is dependant on the performance of the best group
member
- Conjunctive Task**
- Group performance is limited by the performance of the worst group
member
- Group Structure: as groups become larger, they suffer from process losses:
- Performance difficulties that result from the problems of motivating &
coordinating larger groups
Process losses
As groups become larger, they suffer from process losses:
- Performance difficulties that result from the problems of motivating & coordinating
larger groups
Diversity (why does it take longer to develop cohesion & communication)
- Diverse groups might take longer to do their forming, storming & norming
- Diverse groups sometimes perform better when the task requires cognitive,
creativity-demanding tasks & problem solving rather than routine work
Norms, rules, (dress norms, performance norms, 4 types in total)
- Collective expectations that members of social units have regarding the behavior of each
other
1. Dress norms
2. Reward allocation norms
3. Performance norms
4. Social interaction
Know roles and 3 issues
- Positions in a group that have a set of expected behaviors attached to them
- Key issues:
- Role ambiguity
- Role conflict
- Status effects
Social loafing
, Tendency to withhold effort when performing a task. Members exert less effort when working in
teams than working alone.
- How to counteract social loafing:
- Make individual performance more visible
- Make sure the work is interesting
- Increase feelings of indispensability
- Increase performance feedback
- Reward group performance
Cohesiveness 5 ways of increasing
The degree to which a group is especially attractive to its members.
- Factors that increase cohesiveness:
- Threat & competition
- Success
- Member diversity
- Size
- Toughness of initiation
- Results from cohesiveness:
- More participation in group activities
- More conformity
- More success
4 types of teams (process, self managed, cross functional, virtual)
1. Process-Improvement Teams
- Eg. teams to improve efficiency of producing a product or service
2. Self-Managed Teams
- Eg. teams with full, reduced, or no supervision
3. Cross-Functional
- Eg. team with people from HR, marketing, accounting
4. Virtual Teams
- Eg. team that spans the globe
Why do we use group decision making
Why use groups in decision making?
- Decision quality
- Decision acceptance & commitment
- Diffusion of responsibility
