| team | An interdependent collection of individuals who work together toward a common goal and who share responsibility for specific outcomes for their organizations.
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| quality circle | Work group arrangement that typically involves 6 to 12 employees who meet regularly to identify work-related problems and generate ideas to increase productivity or product quality.
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| project team | Team created to solve a particular problem or set of problems and disbanded after the project is completed or the problem is solved; also called an ad hoc committee, a task force, or a cross-functional team.
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| production team | Team that consists of frontline employees who produce tangible output.
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| autonomous work group | A specific kind of production team that has control over a variety of functions, including planning shift operations, allocating work, determining work priorities, performing a variety of actual work tasks, and recommending new hires as work group members.
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| virtual team | Team that has widely dispersed members working together toward a common goal and linked through computers and other technology.
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| virtual-collaboration behaviors | Behaviors used in virtual team interactions that include exchanging ideas without criticism, agreeing on responsibilities, and meeting deadlines.
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| virtual-socialization skills | Skills used in virtual team interactions that include soliciting team members' feedback on the work process used to accomplish team goals, expressing appreciation for ideas and completed tasks, and apologizing for mistakes.
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| virtual-communication skills | Skills used in virtual team interactions that include rephrasing unclear sentences or expressions so that all team members understand what is being said, acknowledging the receipt of messages, and responding within one business day.
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| input-process-output model of team effectiveness | Model that provides links among team inputs, processes, and outputs, thereby providing a way to understand how teams perform and how to maximize their performance.
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| team composition | Refers to the attributes of team members, including skills, abilities, experiences, and personality characteristics.
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| shared mental model | Organized way for team members to think about how the team will work; helps team members understand and predict the behavior of their teammates.
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| demographic diversity | Differences in observable attributes or demographic characteristics such as age, gender, and ethnicity.
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| psychological diversity | Refers to differences in underlying attributes such as skills, abilities, personality characteristics, attitudes, beliefs, and values; may also include functional, occupational, and educational backgrounds.
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| norms | The informal and sometimes unspoken rules that teams adopt to regulate members' behavior.
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| coordination loss | Reduced group performance that occurs when team members expend their energies in different directions or fail to synchronize or coordinate their work.
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| social loafing | Reduced motivation and performance in groups that occurs when there is a diminished feeling of individual accountability or a reduced opportunity for evaluation of individual performance.
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| cohesion | The degree to which team members desire to remain in the team and are committed to team goals.
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| groupthink | A mode of thinking engaged in by people deeply involved in a cohesive group and when group members' desire for agreement overrides their motivation to appraise alternative courses of action realistically.
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| group polarization | The tendency for groups to make more extreme decisions (e.g., more cautious or more risky) than those made by individuals.
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| risky-shift phenomenon | The tendency for groups to make more risky decisions than individuals; related to the more general phenomenon of group polarization.
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| ProMES | The Productivity Measurement and Enhancement System, a motivational approach that utilizes goal setting, rewards, and feedback to increase motivation and performance.
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| team-role theory | Belbin's proposal that effective teams contain a combination of individuals capable of working in nine team roles; used by organizations and management consultants in Europe and Australia to assess and develop teams.
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| cross-training | Training that involves rotating team members through different positions on the team so that they can acquire an understanding of the duties of their teammates and an overview of the teams task.
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| team leader training | Training the team's leader in conflict resolution and team coordination.
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| team coordination training | Training that involves teaching team members about sharing information, managing conflict, solving problems, clarifying roles, and making decisions; used to help team members learn to employ the resources of the entire team effectively.
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| time horizon | Cultural dimension that affects whether managers and employees focus on short-term or long-term goals.
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