Management Skills - Midterm

Management

Management

The act of coordinating efforts to accomplish goals using resources efficiently and effectively.

Group

Two or more individuals who interact and are interdependent to achieve specific objectives.

Workgroup

A group that shares information and makes decisions to help members perform their responsibilities.

Work team

A group that generates positive synergy through coordinated effort.

Problem-solving teams

Teams that share ideas to improve work processes but lack authority to implement changes.

Self-managed teams

Groups of employees who perform interdependent jobs and take on supervisory responsibilities.

Cross-functional teams

Teams composed of employees from different work areas at the same hierarchical level.

Virtual teams

Teams that use technology to connect dispersed members to achieve common goals.

Team characteristics

Attributes such as autonomy, function, structure, and proximity that define a team.

Contextual influences

Factors like resources, leadership, and trust that affect team performance.

Multi-team systems

Systems where different teams coordinate efforts to achieve results.

Team composition

The makeup of a team, including members' abilities, personalities, and preferences.

Work design

The arrangement of tasks to enhance skill variety, task identity, and task significance.

Team processes

Variables that include commitment to purpose, specific goals, and conflict management.

Tuckman Theory

A model describing the stages of team development:forming, storming, norming, performing, and adjourning.

Reflexivity

The ability of a team to reflect on and adjust its master plan as needed.

Task interdependence

The extent to which team members rely on each other for resources to complete tasks.

Outcome interdependence

The degree to which team outcomes are measured and rewarded collectively.

Psychological safety

A climate where individuals feel safe to express their opinions and disagree.

Team efficacy

The confidence a team has in its ability to succeed.

Mental models

Shared knowledge and beliefs about how work is accomplished.

Social loafing

The tendency of individuals to exert less effort in a group setting.

Team Effectiveness Model

A framework considering context, composition, work design, and processes for team success.

Emotional Intelligence

A key factor in leadership success, encompassing self-awareness, self-regulation, motivation, empathy, and social skills.

Personality

The unique and stable pattern of behaviors, thoughts, and emotions exhibited by an individual.

Heredity

The genetic factors that influence personality traits.

Personality traits

Enduring characteristics that influence behavior across various situations.

Myers-Briggs

A personality assessment tool categorizing individuals based on preferences like extroversion/introversion and sensing/intuition.

Big Five Model

A framework identifying five key dimensions of personality that predict work outcomes.

Dark Triad

A set of negative personality traits including Machiavellianism, narcissism, and psychopathy.

Type A

Personality characterized by high achievement, competitiveness, and urgency.

Type B

Personality characterized by a relaxed, laid-back approach to work and competition.

Positive affectivity

A tendency to view life positively, associated with joy and enthusiasm.

Negative affectivity

A tendency to focus on negative aspects, associated with fear and anxiety.

Core Self-Evaluations

Individuals' assessments of their own capabilities and worth.

Self-monitoring

The ability to adjust behavior based on situational factors.

High self-esteem

A positive self-value leading to greater job satisfaction and willingness to take on challenges.

High self-efficacy

A belief in one's ability to succeed, leading to better performance.

Locus of control

The degree to which individuals believe they can control outcomes in their lives.

Proactive personality

The tendency to identify opportunities and take initiative for change.

Diversity

The variety of differences among individuals in a work unit.

Inclusion

The extent to which individuals feel valued and accepted in a group.

Excessive homogeneous

A group that works well together but lacks diverse talent.

Excessive heterogeneous

A group with rich talent but potential inefficiencies.

Similarity-attraction phenomenon

The tendency to prefer individuals similar to oneself.

Surface-level diversity

Observable traits such as race, gender, and age.

Deep-level diversity

Differences in values, beliefs, and attitudes.

Faultline

A division within a group that can limit knowledge sharing and create conflict.

Stereotypes

Generalizations about groups that can lead to discrimination.

Unconscious/implicit biases

Stereotypes held outside of conscious awareness.

Glass ceiling

Barriers preventing qualified individuals from advancing due to discrimination.

Glass cliff

The tendency for women and minorities to be promoted in risky situations.

Sexual harassment