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Bureaucratic immunity
the ability to make changes without first getting approval from managers or other parts of an organization
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cohesiveness
the extent to which team members are attracted to a team and motivated to remain in it
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Cross–functional team
a team composed of employees from different functional areas of the organization
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Cross–training
training team members to do all or most of the jobs performed by the other team members
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Employee involvement team
team that provides advice or makes suggestions to management concerning specific issues
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forming
the first stage of team development, in which team members meet each other, form initial impressions, and begin to establish team norms
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gainsharing
a compensation system in which companies share the financial value of performance gains, such as productivity, cost savings, or quality, with their workers
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Individualism–collectivism
the degree to which a person believes that people should be self–sufficient and that loyalty to one’s self is more important than loyalty to team or company
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Interpersonal skills
skills, such as listening, communicating, questioning, and providing feedback, that enable people to have effective working relationships with others
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norming
the third stage of team development, in which team members begin to settle into their roles, group cohesion grows, and positive team norms develop
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norms
informally agreed–on standards that regulate team behavior
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performing
the fourth and final stage of team development, in which performance improves because the team has matured into an effective, fully functioning team
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Project team
a team created to complete specific, one–time projects or tasks within a limited time
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Self–designing team
a team that has the characteristics of self–managing teams but also controls team design, work tasks, and team membership
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Self–managing team
a team that manages and controls all of the major tasks of producing a product or service
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Semi–autonomous work group
a group that has the authority to make decisions and solve problems related to the major tasks of producing a product or service
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Skill–based pay
compensation system that pays employees for learning additional skills or knowledge
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Social loafing
behavior in which team members withhold their efforts and fail to perform their share of the work
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storming
the second stage of team development, characterized by conflict and disagreement, in which team members disagree over what the team should do and how it should do it
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Structural accommodation
the ability to change organizational structures, policies, and practices in order to meet stretch goals
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Team diversity
the variances or differences in ability, experience, personality, or any other factor on a team
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Team level
the average level of ability, experience, personality, or any other factor on a team
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Traditional work group
a group composed of two or more people who work together to achieve a shared goal
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Virtual team
a team composed of geographically and/or organizationally dispersed coworkers who use telecommunication and information technologies to accomplish an organizational task
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Work team
a small number of people with complementary skills who hold themselves mutually accountable for pursuing a common purpose, achieving performance goals, and improving interdependent work processes
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