Teams work best when they have a compelling reason for being, and it is thus more likely that the teams will be successful and live up to performance expectations. We've all seen the teams that are brought together to address an "important initiative" for the company, but without clear direction and a truly compelling reason to exist, the team will lose momentum and wither. This best practice of an effective team is: exploit the power of positive feedback set clear rules of behavior select members for their skill and potential, not for their personality establish urgency

(1) Would you function well in a virtual team settingthat offered little or no chance for face-to-face contactwith your colleagues? Why or why not? (2) If you hadtwo similar job offers, one with a company thatstresses teamwork and another with a company thatstresses independent accomplishment, which wouldyou choose? Why?

1- Which of the following that embraces the thought of walk the talk. Group of answer choices a. Flatten your hierarchy b. Model the behavior You want to see   c. Educate your team d. Allow team leadership roles to vary     2- Which of the following undertaking requires the team to be equipped with appropriate information? Group of answer choices a. Flatten your hierarchy b. Model the behavior You want to see c. Educate your team d. Allow team leadership roles to vary   3- Which of the following undertaking allows the shifting as the work evolves? Group of answer choices a. Flatten your hierarchy b. Model the behavior You want to see c. Educate your team d. Allow team leadership roles to vary   4- By staying curious , you Group of answer choices a. engage with your people on a personal level b. are open and human c. help your group realize viewpoints outside of its own d. help build process efficiently   5- By showing your team you care you Group…

Are the 5 Dysfunctions of a team, attached below, applicable to a University? Why/not? [If you prefer, you may limit your response to a particular group like students, faculty, administration, BBA program].

Describe reactions to class activities such as cases, exercises, role plays, videos, and speakers. Were they interesting, informative, helpful, etc.? Suggest ways to improve these activities.   I want to put some ideas on what we go over in the class: There were two group presentations for case analysis, and the class went over the next chapter 10, which is about dyadic relations and followers. We both have to work on weekly class individual assignments, and both have team time to review study questions from chapters 9 & 10 for next upcoming test. At the end, we got a chance as a team to play Jeopardy! to compete against one another for bonus points for all the question that we been reviewed.

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In Tuckman's 1965 model of team formation, which stage of organizational development is characterized by everyone knowing what they're doing and how to do it?

During the performance, and sometimes protect teams from those who want to see the team fail. phase of team implementation, managers should provide encouragement, monitor self-managing teams tightly formed teams leader-centered teams O reality and unrest O start-up O

Al Madina Company could always manage any type of conflict arise in the company and this could help the employees feel confident, strengthen their relationships and be committed to the organization. This is an example for; O a. Functional conflict O b. Felt conflict O c. Dysfunctional conflict d. Latent conflict

28. All of the following are various types of teams, EXCEPT: Select one: a. Dynamic teams O b. Top management teams O c. Self-managed teams O d. Task forces O e. Virtual teams