Teams develop their first real sense of cohesion during the norming stage of team
development.
When conflict reduces each side’s motivation to communicate, they rely more on
stereotypes to reinforce their perceptions of the other side.
One of the main forces pushing organizations toward a matrix structure is the
recognition that an organization has only a few core competencies.
Email has been overtaken by texting and social media as the medium of choice in most
workplaces.
The four main influences of escalation of commitment are self-justification effect,
self-enhancement effect, prospect theory effect, and sunk costs effect.
Conscientiousness refers to the extent that people are sensitive, flexible, creative, and
curious.
Conflicts could result in stronger team cohesion when conflict occurs between the team
and an outside source.
Self-leadership includes the practice of self-reinforcement.
A parallel learning structure is an organizational change approach in which a social
structure is constructed alongside the formal hierarchy to increase the organization’s
learning.