DESOTO HIGH SCHOOL

BUSINESS MANAGEMENT

MGMT – MANAGING TEAMS

VOCABULARY

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 Cross-training Training team members to do all or most of the jobs performed by the other team members Social loafing Behavior in which team members withhold their efforts and fail to perform their share of the work Traditional work group A group composed of two or more people who work together to achieve a shared goal Employee involvement team Team that provides advice or makes suggestions to management concerning specific issues 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 Self-managing team A tem that manages and controls all of the major tasks of producing a product or service Self-designing team A team that has the characteristics of self- managing teams but also controls team design, work, tasks, and team membership Cross-functional team A team composed of employees from different functional areas of the organization Virtual team A team composed of geographically and/or organizationally dispersed coworkers who use telecommunication and information technologies to accomplish an organizational task Project team A team created to complete specific, one-time projects or tasks within a limited time Norms Informally agreed on standards that regulate team behavior Cohesiveness The extent to which team members are attracted to a team and motivated to remain in it Forming The first stage of team development, in which team members meet each other, form initial impressions, and begin to establish team norms Storming The second stage of development, characterized by conflict and disagreement, in which team members disagree over what the team should do and how it should do it 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 Performing The fourth and final stage of team development, in which performance improves because the team has matured into an effective, fully functioning team De-norming A reversal of the norming stage, in which team performance begins to decline as the size, scope, goal, or members of the team change De-storming A reversal of the storming phase, in which the team’s comfort level decreases, team cohesion weakens, and angry emotions and conflict may flare De-forming A reversal of the forming stage, in which team members position themselves to control pieces of the team, avoid each other, and isolate themselves from team leaders Structural accommodation The ability to change organizational structures, policies, and practices in order to meet stretch goals Bureaucratic immunity The ability to make changes without first getting approval from managers or other parts of an organization 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 Team level The average level of ability, experience, personality, or any other factor on a team Team diversity The variances or differences in ability, experience, personality, or any other factor on a team Interpersonal skills Skills such as listening, communicating, questioning, and providing feedback, that enable people to have effective working relationships with others Skill-based pay Compensation system that pays employees for learning additional skills or knowledge Gainsharing Compensation system in which companies share the financial value of performance gains, such as increased productivity, cost savings, or quality, with their workers

WORKING WITH TEAMS- VOCABULARY Page 2