Management: A Focus on Leaders, 2e (McKee)
Chapter 10 Teams and Teambuilding
1) Working in groups comes naturally to us.
2) A team is always larger than a group.
3) Kurt Lewin’s research demonstrated that a democratic leadership style increases the
commitment workers have to the task and the leader.
4) According to Lewin’s research, a laissez-faire approach to leadership results in highly
productive, highly empowered workers.
5) An autocratic leadership style has been shown to increase aggression.
6) In the norming stage of group development, members are getting to know one another.
7) Susan Wheelan contends that team members are most dependent on the leader during the first
stage of group development.
8) Counterdependence is a term for resisting leadership or direction from others.
9) In today’s organizations, people join and leave groups much more frequently than they did in
the past.
10) Group maintenance roles include activities that are important to team morale.
11) The Stanford prison experiment was stopped when prisoners sustained physical harm from
the guards.
12) Implicit norms are usually all a group needs to function effectively.
13) Determining the leader of an organizational team should be based on meritocracy.
14) In self-directed teams, there is no formally designated leader, and members organize their
own activities.
15) In most companies, instead of simply “diversity,” it is called “diversity and inclusion”
because, after all, diversity is a means to an end–the inclusion of people, perspectives, and ideas.
16) People who have an MBTI® judging style are usually comfortable with ambiguity.
17) Members of high-performing teams typically share accountability for performance and work
products.
18) At all costs, angry or resentful team members should be prevented from airing their views.
19) Social loafing is likely to occur when the tasks of a group are not important to a group
member.
20) One way to avoid the negative effects of conformity in groups is to avoid processes that
encourage teams to revisit and reexamine decisions and their effects.
21) Which of the following is NOT a reason why most people find it natural to work in groups?
A) People are wired to empathize with one another.
B) People are naturally competitive.
C) People like to rally around shared goals.
D) People are often more successful when they work in groups.
22) What is the ideal size for a team?
A) 6 to 10 people
B) less than 6 people
C) 20 to 25 people
D) about 15 people
23) Which statement about teams is TRUE?
A) All teams need a formal leader.
B) All teams disband when their task is completed.
C) All teams meet in person at some point.
D) All teams have a common purpose and goal.
24) Kurt Lewin’s research on teams focused on how ________.
A) the group environment influences individuals
B) individuals influence the group environment
C) the environment influences a group
D) individuals control a group
25) Lewin’s equation, B = f (P, E), can be interpreted as:
A) balance is a function of the interaction of a person and his or her environment.
B) behavior is a factor that affects a person within his or her environment.
C) behavior is a function of the interaction of a person and his or her environment.
D) balance is a function of the interaction of policy and enthusiasm.
26) Lewin studied how different ________ affected the performance of groups.
A) styles of leadership
B) conflict resolution styles
C) levels of trust
D) norms
27) Which of the following is NOT one of the leadership styles studied by Karl Lewin?
A) democratic
B) dynamic
C) laissez-faire
D) autocratic
28) Lewin’s research found that hostility and aggression were highest in groups with a ________
leadership style.
A) democratic
B) autocratic
C) dynamic
D) laissez-faire
29) Lewin’s research found that commitment was highest in groups with a ________ leadership
style.
A) democratic
B) hands-on
C) autocratic
D) merit-based
30) Karl Lewin found that a laissez-faire approach to leadership primarily resulted in ________.
A) more empowerment than avoidance of responsibility
B) more avoidance of responsibility than empowerment
C) increased productivity and better relationships among team members
D) increased productivity but worse relationships among team members
31) Team members generally avoid conflict during the ________ stage of group development.
A) forming
B) storming
C) norming
D) performing
32) Team members focus on rules and roles during the ________ stage of group development.
A) forming
B) storming
C) norming
D) performing
33) Members of a team focus on tasks during the ________ stage of group development.
A) forming
B) storming
C) norming
D) performing
34) Which stage of group development is marked by conflict?
A) forming
B) storming
C) norming
D) performing
35) In Wheelan’s model, group members are most dependent on a leader during which stage of
group development?
A) Stage 1: Dependency and Inclusion
B) Stage 2: Conflict and Counterdependence
C) Stage 3: Trust and Structure
D) Stage 4: Productivity and Work
36) According to Wheelan’s model, group members end their acute dependency on a leader
during which stage of group development?
A) Stage 1: Dependency and Inclusion
B) Stage 2: Conflict and Counterdependence
C) Stage 3: Trust and Structure
D) Stage 4: Productivity and Work
37) A major problem with group development models is that today’s groups ________.
A) are so stable that nothing ever changes
B) experience constant membership changes
C) are too diverse
D) are too busy to be observed accurately
38) In group development, it is common to see that some groups ________.
A) never go through a forming stage
B) never experience conflict
C) repeat stages over and over
D) function without norms
39) A person’s relative standing compared to other group members is called ________.
A) referent power
B) social status
C) social norms
D) network influence
40) Which of the following is a task role in a group?
A) encourager
B) compromiser
C) diagnoser
D) trust builder
41) Which of the following is a maintenance role in a group?
A) leader
B) encourager
C) evaluator
D) planner
42) The person who assumes the role of evaluator in a group ________.
A) measures group accomplishments
B) resolves conflicts between group members
C) identifies roadblocks to progress
D) builds trust between group members
43) What is the term for a work group that has no formally designated leader and in which
members organize their own activities?
A) referent team
B) self-sustaining team
C) self-directed team
D) resonant team
44) ________ norms are not sufficient to support members in all necessary interaction, and they
can even interfere with group effectiveness.
A) Explicit
B) Implicit
C) Organizational
D) Formal
45) According to the Myers-Briggs Type Indicator, which of the following is NOT a
characteristic of intuitive-type people?
A) ignore the “big picture”
B) like abstract concepts
C) value insights
D) struggle defining realizable tasks
46) According to the Myers-Briggs Type Indicator, which of the following is NOT a
characteristic of feeling-type people?
A) appreciate relationships
B) logically interpret information
C) rely on communication
D) have a subjective worldview
47) Dave is a top mechanic for a champion NASCAR team. He believes in concrete experience
and experimentation and is a practitioner. What is Dave’s likely learning style?
A) converger
B) diverger
C) assimilator
D) accommodator
48) Sharleen loves to experiment. She works in a material science lab developing new kinds of
ceramic fabrics. What is Sharleen’s likely learning style?
A) converger
B) diverger
C) assimilator
D) accommodator
49) What type of learner lives in the world of abstract ideas and theories?
A) converger
B) diverger
C) accommodator
D) assimilator
50) Which statement best describes the paradox of authority coined by Smith and Berg?
A) People who have power are likely to squander it.
B) People gain power by empowering others.
C) People gain power without consent of the powerless.
D) Power is a zero-sum game.
51) Which statement best describes the paradox of identity coined by Smith and Berg?
A) Our individual identity is derived from our membership in groups.
B) Our membership in groups limits our individuality.
C) Who we are in groups is different from who we are outside of groups.
D) One’s individuality is dictated by a group’s social norms.
52) High-performing teams tend to have members with ________.
A) identical skills
B) average skills
C) complementary skills
D) mutually agreed upon skills
53) High-performing teams ________.
A) are quite common
B) are effective with a hierarchical structure only
C) are the exception
D) focus on strategic initiatives
54) Which of the following is NOT a characteristic of a high-performance team?
A) members share the same set of skills
B) the group has fewer than 12 members
C) members unite around a common purpose
D) members share accountability for performance
55) An inclusive group in which members feel welcomed and included will tend to ________.
A) have subgroups
B) not have subgroups
C) outperform every other group
D) be the worst-performing group due to social loafing
56) Interaction patterns are related to which challenge of working in groups?
A) membership
B) influence
C) social loafing
D) participation
57) Do you see any rivalry in the group? Is there a struggle for leadership? These questions are
related to which challenge of working in groups?
A) influence
B) participation
C) emotions
D) membership
58) Social loafing can be prevented by ensuring that all team members ________.
A) are committed to the team
B) are qualified to be members of the team
C) use nonverbal communication
D) have high social status
59) The experiments of Solomon Asch show that people in a group feel a strong pressure to
________.
A) be right
B) get along with others
C) conform to the views of others
D) disagree with others