fact, this random assignment could include group members who have goals that are adverse to the organization (ex. Member goal is closely connected to contractual company versus their own organization’s goal). #3. Describe, in terms of autonomy, how self-managed teams differs from a self-directed team. In terms of autonomy, self-managed teams differ from a self-directed team because teams have more control. This is because self-directed teams are in control of all aspects of their project, whereas self-managed teams are only in control of their project after it has been assigned. #4. What are the primary distinctions between quality circles, project teams and product teams? Quality circles - their main task is to find out what the problem is (unlike project teams) then solve it (versus a project team who is given the issue to solve) Project teams - unlike other teams, this type of team is disbanded after the project is completed or when the problem is solved Product teams - consists of front-line employees whose main task is to produce tangible outputs #5. What are the most important KSAs and personality attributes for successful team composition? (Guzzo & Dickson, '96; Barrick et al., '98) The most important KSAs and personality attributes for a successful team composition are high cognitive ability and four of the big five personality dimensions (conscientiousness, extraversion, agreeableness, and emotional stability). #6. How can group level rewards be used to reduce social loafing? Group level rewards can be used to reduce social loafing by allowing each group member to believe that their individual efforts matter for the group’s ability to be rewarded. #7. What are the advantages and disadvantages of using individual reward systems for team performance? Advantage - causes individuals to perform better because they are directly affected. Disadvantage - May cause ill feelings to other individuals in team for performing better (leads to unhealthy competition) #8. Most experts believe that for groups to be effective they must be rewarded. But how would you reward them? I would reward the group by acknowledging their efforts with a plaque or certificate. I would also reward the group by acknowledging their achievement in a formal letter
fact, this random assignment could include group members who have goals that are adverse to the organization (ex. Member goal is closely connected to contractual company versus their own organization’s goal). #3. Describe, in terms of autonomy, how self-managed teams differs from a self-directed team. In terms of autonomy, self-managed teams differ from a self-directed team because teams have more control. This is because self-directed teams are in control of all aspects of their project, whereas self-managed teams are only in control of their project after it has been assigned. #4. What are the primary distinctions between quality circles, project teams and product teams? Quality circles - their main task is to find out what the problem is (unlike project teams) then solve it (versus a project team who is given the issue to solve) Project teams - unlike other teams, this type of team is disbanded after the project is completed or when the problem is solved Product teams - consists of front-line employees whose main task is to produce tangible outputs #5. What are the most important KSAs and personality attributes for successful team composition? (Guzzo & Dickson, '96; Barrick et al., '98) The most important KSAs and personality attributes for a successful team composition are high cognitive ability and four of the big five personality dimensions (conscientiousness, extraversion, agreeableness, and emotional stability). #6. How can group level rewards be used to reduce social loafing? Group level rewards can be used to reduce social loafing by allowing each group member to believe that their individual efforts matter for the group’s ability to be rewarded. #7. What are the advantages and disadvantages of using individual reward systems for team performance? Advantage - causes individuals to perform better because they are directly affected. Disadvantage - May cause ill feelings to other individuals in team for performing better (leads to unhealthy competition) #8. Most experts believe that for groups to be effective they must be rewarded. But how would you reward them? I would reward the group by acknowledging their efforts with a plaque or certificate. I would also reward the group by acknowledging their achievement in a formal letter