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True / False Questions
1.
(p. 196)
Basically, there are two types of groups in organizations: formal and informal work groups.
Difficulty: 1 Easy
2.
(p. 196)
A group of employees that reports to one supervisor is an example of an informal group.
Difficulty: 1 Easy
3.
(p. 196)
Informal work groups often develop when a group of employees have mutual interests such
as sports.
Difficulty: 1 Easy
4.
(p. 197)
An understanding of informal work groups is irrelevant to a managers' work relating to
formal groups.
5.
(p. 197)
Group norms refer to the degree of attraction or stick-togetherness of the group.
Difficulty: 1 Easy
6.
(p. 198)
A work group of 20 employees should be more cohesive than a work group of 10
employees.
Difficulty: 2 Medium
7.
(p. 198)
Informal work groups with lower status tend to be more cohesive than those with higher
status.
Difficulty: 1 Easy
8.
(p. 199)
Group conformity is also known as group cohesiveness.
9.
(p. 199)
Group conformity is the degree to which the members of the group accept and abide by the
norms of the group.
Difficulty: 2 Medium
10.
(p. 199)
When groupthink occurs, members become unwilling to say anything against the group or
any member, even if an action is wrong.
Difficulty: 2 Medium
11.
(p. 202)
The results of the Hawthorne studies show that when groups of employees are singled out
for attention, they tend to work less efficiently.
Difficulty: 1 Easy
12.
(p. 203)
The linking-pin concept holds that managers link formal work groups to the total
organization.
13.
(p. 204)
People exhibiting idiosyncrasy credit have often helped develop a group's norms.
Difficulty: 2 Medium
14.
(p. 204)
Cognitive dissonance refers to the tendency of individuals to put forth less effort when they
are part of a group.
Difficulty: 2 Medium
15.
(p. 205)
Social loafing can be reduced when managers establish a clear method to identify
individual contributions.
Difficulty: 1 Easy
16.
(p. 206)
Membership in a quality circle is usually mandatory.
10-5
17.
(p. 207)
The formal authority granted by top management is no guarantee that a supervisor will
effectively guide a group.
Difficulty: 2 Medium
18.
(p. 208)
If a supervisor encourages participation in decision making, the work group will usually
work for the supervisor in a more effective way.
Difficulty: 2 Medium
19.
(p. 209)
Providing individual rewards in a group setting encourages the employees to work
together.
Difficulty: 2 Medium
20.
(p. 210)
By setting unattainable goals, the supervisor will encourage the employees to work harder.
Difficulty: 2 Medium
Multiple Choice Questions
21.
(p. 196)
A group that has been formed by people sharing a common hobby, such as football, is
termed a(n):
Difficulty: 1 Easy
22.
(p. 197)
Identify the correct statement about a task force.
Difficulty: 2 Medium
23.
(p. 197)
Formal work groups consist of:
Difficulty: 1 Easy
24.
(p. 197)
The informal rules that a group adopts to regulate the behavior of its members are:
Difficulty: 2 Medium
25.
(p. 197-198)
Which of the following groups is LEAST likely to be cohesive?
26.
(p. 197)
The degree of attraction among group members, or how tightly knit a group is called:
Difficulty: 1 Easy
27.
(p. 198)
Which of the following factors would probably cause a group to become less cohesive?
Difficulty: 2 Medium
28.
(p. 198)
What usually happens if a highly cohesive, informal group is pressured by some force
outside of the group? The group would probably:
Difficulty: 2 Medium
29.
(p. 198)
If an informal work group views management as a threat the group will more than likely:
Difficulty: 2 Medium
30.
(p. 199)
Group members tend to conform to group norms when:
31.
(p. 199)
When group members lose their ability to think as individuals and conform at the expense
of their good judgment, ________________ occurs.
Difficulty: 1 Easy
32.
(p. 202)
Which of the following effects states that giving special attention to a group of employees
changes the employees' behavior?
33.
(p. 203)
The process of establishing a cohesive group that works together to achieve its goals is:
Difficulty: 2 Medium
34.
(p. 203)
The first step in building an effective team is:
Difficulty: 1 Easy
35.
(p. 204)
Supervisors can influence group cohesiveness by doing all of the following EXCEPT:
Difficulty: 2 Medium
36.
(p. 206)
Which of the following is true of a quality circle?
Difficulty: 1 Easy
37.
(p. 206)
A person who is often selected as an informal group leader will usually have a high degree
of ________________ skills.
38.
(p. 208 Fig 10.7)
All of the following are potential benefits from informal work groups EXCEPT:
Difficulty: 2 Medium
39.
(p. 209)
A supervisor who supports the informal work group in legitimate claims is likely to get:
Difficulty: 1 Easy
40.
(p. 210 Fig 10.8)
Which of the following factors is NOT a way of getting an informal work group to
work with you?
Difficulty: 2 Medium
Short Answer Questions
41.
(p. 196-197)
Define formal and informal work groups.
Difficulty: 2 Medium
42.
(p. 198)
List three factors that tend to increase a group's cohesiveness.
43.
(p. 199)
List the conditions that tend to influence a member's conformity to a group.
Difficulty: 2 Medium
44.
(p. 203)
Describe the linking-pin concept.
Difficulty: 2 Medium
45.
(p. 203 Fig 10.5)
What are the steps to use in building productive teams?
46.
(p. 204)
List four ways by which a supervisor influences group cohesiveness.
Difficulty: 2 Medium
47.
(p. 204)
Describe the idiosyncrasy credit.
Difficulty: 2 Medium
48.
(p. 206)
What is the goal of a quality circle?
49.
(p. 206)
Write a short note on the self-directed work team.
Difficulty: 2 Medium
50.
(p. 208)
List three suggestions for getting an informal work group to effectively work for a
supervisor.
