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Organizational Behavior, 17e (Robbins)
Chapter 10 Understanding Work Teams
1) The current popularity of teams can be attributed to the fact that ________.
A) they enable quicker accomplishment of goals than individuals
B) they represent a better way to use employee talents
C) they reduce the need for coordination and supervision
D) they aid in the performance of simple tasks that do not require diverse inputs
E) they strengthen the worth of individual team players over the team
Answer: B
Explanation: B) As organizations have restructured themselves to compete more effectively and
efficiently, they have turned to teams as a better way to use employee talents.
LO: 10.1: Analyze the continued popularity of teams in organizations.
Difficulty: Easy
Quest. Category: Concept
2) More and more organizations are resorting to teams as they represent a better way to use
employee talents.
Answer: TRUE
Explanation: As organizations have restructured themselves to compete more effectively and
efficiently, they have turned to teams as a better way to use employee talents.
Difficulty: Easy
3) Teams and traditional departments have the same level of flexibility and responsiveness to
external changes.
Answer: FALSE
Explanation: Teams are more flexible and responsive to changing events than traditional
departments or other forms of permanent groupings.
Difficulty: Easy
1
Copyright © 2017 Pearson Education, Inc.
4) Which of the following statements best defines a workgroup?
A) A workgroup performs at a level greater than the sum of its inputs from individual members.
B) A workgroup interacts primarily to share information, rather than to engage in work that
requires joint effort.
C) A workgroup consists of members who work together and generate positive synergy through
coordinated effort.
D) A workgroup consists of members having complementary skills that are applied in a
coordinated fashion to the task at hand.
E) A work group involves individual and mutual accountability regarding results and outcomes.
Answer: B
Explanation: B) A group consists of two or more individuals, interacting and interdependent,
who have come together to achieve particular objectives. A workgroup is defined as a group that
interacts primarily to share information and to make decisions to help each group member
perform within his or her area of responsibility. They have no need or opportunity to engage in
collective work that requires joint effort.
LO: 10.2: Contrast groups and teams.
Difficulty: Easy
5) Workgroups are characterized by ________.

A) the emphasis on generating positive synergy
B) the goal of sharing information among members
C) the mutual and team-based accountability for results
D) the need to attain collective performance
E) the availability of complementary skill sets
Answer: B
Explanation: B) A workgroup is a group that interacts primarily to share information and make
decisions to help each member perform within his or her area of responsibility. They are
characterized by neutral synergy, individual accountability, and the presence of random and
varied skill sets.
Difficulty: Moderate
2
6) What is the primary purpose of a workgroup?
A) to generate positive synergy
B) to improve collective performance
C) to inculcate a climate of trust
D) to share relevant information
E) to enhance team efficacy
Answer: D
Explanation: D) A workgroup is a group that interacts primarily to share information and make
decisions to help each member perform within his or her area of responsibility. They are
characterized by neutral synergy, individual accountability, and the presence of random and
varied skill sets.
7) Which of the following statements is true regarding a work team?

A) Work teams are rarely used in organizations today.
B) Work teams are generally less flexible than traditional departments.
C) Work teams generate positive synergy through coordinated effort.
D) Work teams are less responsive to changes in the internal and external environment of the
company.
E) Work teams involve members of random and varied skill sets.
Answer: C
Explanation: C) Today most of the organizations use teams. Teams are more flexible and
responsive to changing events than traditional departments or other forms of permanent
groupings. A work team generates positive synergy through coordinated effort. Teams facilitate
employee participation in operating decisions.
8) A work team is characterized by ________.

A) the goal of sharing information
B) the presence of neutral to negative synergy
C) the availability of complementary skills among members
D) the individual accountability for outcomes and results
E) the mere accumulation of individual efforts
Answer: C
Explanation: C) A work team generates positive synergy through coordinated effort. The
individual efforts result in a level of performance greater than the sum of those individual inputs.
Work teams aim at the goal of collective performance, apply complementary skills, and promote
individual and mutual accountability for group results.
3
9) Which of the following accurately differentiates between workgroups and work teams?
A) Workgroups are used by top-management employees, while work teams are used by lower-
level workers.
B) Workgroups are used for functions relating to areas of the external environment, while work
teams are exclusively used for departmental problems and issues.
C) Workgroups involve members who have complementary skills, while work teams use
employees who have random and varied skills.
D) Work teams generate a potential for an organization to generate greater outputs with no
increase in inputs, while workgroups cannot perform this function.
E) Work teams represent the mere accumulation of individual efforts, while workgroups generate
a positive synergy within the organization.
Answer: D
Explanation: D) A work team generates positive synergy through coordinated effort. The
individual efforts result in a level of performance greater than the sum of those individual inputs.
Work teams aim at the goal of collective performance, apply complementary skills, and promote
individual and mutual accountability for group results.
10) The extensive use of work teams benefits organizations by ________.

A) generating neutral synergy among all employees of the team
B) eliminating the need for mutual accountability for results
C) developing the various team member's skills such that they are random and varied
D) generating a potential for creating greater outputs without increasing inputs
E) ensuring that the mere accumulation of individual efforts is used for group work
Answer: D
Explanation: D) Organizations are looking for positive synergy that will allow the organizations
to increase performance. The extensive use of teams creates the potential for an organization to
generate greater outputs with no increase in inputs.
11) The goal of a workgroup is to share information.

Answer: TRUE
Explanation: A workgroup is a group that interacts primarily to share information and make
decisions to help each member perform within his or her area of responsibility.
Difficulty: Easy
4
12) Nancy is a part of a group at work that stresses collective goals and performance. Nancy is
amazed at how well the members of the team use their skills to benefit themselves and their team
members. Whenever a problem arises, the team, as a whole, works to provide reasons and
solutions. She enjoys working in this group as there is a lot of positive energy. This group that
Nancy is a part of is a workgroup.
Answer: FALSE
Explanation: Nancy is a part of a work team. A work team generates positive synergy through
coordinated effort. The individual efforts result in a level of performance greater than the sum of
those individual inputs.
AACSB: Analytical thinking
Quest. Category: Application
13) Discuss the difference between a workgroup and a work team.

Answer: A workgroup is a group that interacts primarily to share information and to make
decisions to help each member perform within his or her area of responsibility. There is no
positive synergy that would create an overall level of performance that is greater than the sum of
the inputs. The members are individually held accountable for results, and they have random and
varied skills. A work team, on the other hand, generates positive synergy through coordinated
effort. Their individual efforts result in a level of performance that is greater than the sum of
those individual inputs. They consist of members who have complementary skills and are
mutually accountable for outcomes.
Quest. Category: Synthesis
14) A team consists of employees from the same department who meet for a few hours each
week to discuss ways of improving the work environment but they do not have the authority to
unilaterally implement any of their suggestions. This is most likely to be a(n) ________ team.
A) cross-functional
B) virtual
C) self-managed work
D) problem-solving
E) independent
Answer: D
Explanation: D) In a problem-solving team, members share ideas or suggest how work
processes and methods can be improved; they rarely have the authority to unilaterally implement
any of their suggestions.
LO: 10.3: Contrast the five types of team arrangements.
Difficulty: Easy
5
15) Problem-solving teams can ________.
A) implement the recommended changes to resolve a problem
B) assume responsibility for the outcomes of a solution they implemented
C) provide recommendations after a discussion amongst department members
D) resolve problems of different departments in an organization simultaneously
E) combine the expertise of employees across different divisions and organizational levels
Answer: C
Explanation: C) In a problem-solving team, members share ideas or suggest how work processes
and methods can be improved; they rarely have the authority to unilaterally implement any of
their suggestions. Problem-solving teams only make recommendations.
Difficulty: Easy
16) The supervisors of the production division of one of the branches of Georgia Mills have been
informed of some irregularities noticed in inventory of raw materials by some trusted
subordinates. To get a clearer picture, the supervisors had a quick meeting with the subordinates
who reported the matter over lunch. The subordinates recommended rotating the schedule of
employees who account for the incoming and used up stock so as to pinpoint the defaulting
employee. The supervisors agreed that this was a good strategy but admitted that the matter must
be escalated to the production manager before such a change can be implemented. They followed
up this meeting with subsequent sessions to evaluate how the change worked. The supervisors
and subordinates form a(n) ________ team in this scenario.
A) cross-functional
B) independent
C) problem-solving
D) virtual
E) self-managed
Answer: C
Explanation: C) In a problem-solving team, members share ideas or suggest how work processes
and methods can be improved; they rarely have the authority to unilaterally implement any of
their suggestions.
6
17) ________ teams are defined as groups of employees who perform highly related or
interdependent jobs and take on many of the responsibilities of their former supervisors.
A) Independent
B) Self-managed work
C) Cross-functional
D) Problem-solving
E) Traditional
Answer: B
Explanation: B) Self-managed work teams are groups of employees who perform highly related
or interdependent jobs and take on many of the responsibilities of their former supervisors.
Difficulty: Easy
18) Nick, the director of manufacturing at a large electronics company, has created a team of
eleven employees from quality control for working on high priority projects. Nick gives the team
members the responsibility of planning and scheduling their own work and making all functional
decisions. Also, members of this team evaluate each other's performance. This is an example of a
________ team.
A) problem-solving
B) self-managed work
C) cross-functional
D) virtual
E) task-resolution
Answer: B
Explanation: B) Self-managed work teams are groups of employees who perform highly related
or interdependent jobs and take on many of the responsibilities of their former supervisors. These
tasks are planning, assigning tasks to members, making operating decisions, taking action on
problems, and working with suppliers and customers.
7
19) Which of the following statements is true regarding self-managed work teams?
A) Self-managed work teams typically consist of forty to fifty employees.
B) Self-managed work teams typically manage conflicts well.
C) Members of self-managed work teams typically report lower job satisfaction.
D) Self-managed work teams are typically composed of employees from different departments
who work independent of each other.
E) In the case of self-managed work teams, supervisory positions take on decreased importance.
Answer: E
Explanation: E) Self-managed work teams are groups of employees (typically ten to fifteen in
number) who perform highly related or interdependent jobs and take on many of the
responsibilities of their former supervisors. Supervisory positions take on decreased importance
and are sometimes even eliminated. Self-managed teams do not typically manage conflicts well.
Members of this team report higher levels of job satisfaction than other individuals.
Difficulty: Easy
20) Which of the following teams is more likely to be made up of employees from about the
same hierarchical level but different work areas?
A) problem-solving
C) cross-functional
D) traditional
E) departmental
Answer: C
Explanation: C) Cross-functional teams are teams made up of employees from about the same
hierarchical level but different work areas who come together to accomplish a task.
Difficulty: Easy
8
21) To retain its edge in the organic health food market, Natura has established a high-priority
team comprised of senior executives from the company's production, marketing, and research
divisions. These employees work together closely to study consumer attitudes about organic
health foods and come up with a closely monitored development and marketing strategy for new
products. This ensures that each division is informed of the specific needs, timelines, and
expected outcomes of the strategy. It also makes Natura a company that adapts to changes in
market trends swiftly. The team Natura uses here is of the ________ type.
A) problem-solving
C) cross-functional
D) traditional
E) departmental
Answer: C
Explanation: C) Cross-functional teams are teams made up of employees from about the same
hierarchical level but different work areas who come together to accomplish a task.
22) GoAir, a low-cost airline, has created a team made up of employees from production,
planning, quality control, tooling, design engineering, and information systems to automate the
company's C-17 program. This team is most likely to be an example of a ________ team.
A) command
B) cross-functional
C) self-managed work
D) problem-solving
E) task
Answer: B
Explanation: B) Cross-functional teams are teams made up of employees from about the same
hierarchical level but different work areas who come together to accomplish a task. They are an
effective means of allowing people from diverse areas to exchange information, develop new
ideas, solve problems, and coordinate complex projects.
9
23) Which of the following statements is true regarding a cross-functional team?
A) A cross-functional team is made up of employees from different hierarchical levels.
B) A cross-functional team is made up of employees from the same department.
C) Cross-functional teams have decreased in popularity in the last few decades.
D) In the case of a cross-functional team, the early stages of development are typically very
short.
E) Cross-functional teams are used for developing new ideas and coordinating complex projects.
Answer: E
Explanation: E) Cross-functional teams are made up of employees from about the same
hierarchical level but different work areas. Today, cross-functional teams are widely used in
several organizations. Cross-functional teams are an effective means of developing new ideas
and coordinating complex projects. Their early stages of development are often long, as
members learn to work with diversity and complexity.
24) Which of the following types of teams allows for collaboration between team members who
are physically dispersed?
A) problem-solving teams
B) self-managed work teams
C) task teams
D) virtual teams
E) command teams
Answer: D
Explanation: D) Virtual teams use computer technology to unite physically dispersed members
and achieve a common goal.
Difficulty: Easy
25) Virtual teams are characterized by ________ in comparison to teams which interact face-to-
face.
A) low popularity among companies
B) low social rapport and direct interaction
C) low sharing of unique information
D) low need for supervision
E) low need for publicizing throughout the organization
Answer: B
Explanation: B) Virtual teams tend to be more task oriented and exchange less socio-emotional
information than face-to-face teams do. Not surprisingly, their members report less satisfaction
with the group interaction process than do face-to-face teams. In the case of virtual teams, there
is less social rapport and direct interaction among members.
10
26) Which of the following is desirable when a crucial project is delegated to a virtual team?
A) encouraging less interaction among members so they completely focus on the project
B) avoiding publicity of the team's progress and success in the organization
C) promoting a sense of independence over group spirit to encourage competition
D) engaging in close monitoring of the work being done by the team throughout the project
E) discouraging the sharing of unique information as it benefits some employees unfairly
Answer: D
Explanation: D) For virtual teams to be effective, management should ensure that (1) trust is
established among members, (2) team progress is monitored closely, and (3) the efforts and
products of the team are publicized throughout the organization.
27) Which of the following statements is not true regarding multiteam systems?
A) They are used to offset the problems associated with adding more members to an existing
team.
B) They are collections of two or more independent teams that share a superordinate goal.
C) They are effectively teams of teams.
D) They are more successful when they have boundary spanners.
E) They perform better when lines of communication are restricted.
Answer: E
Explanation: E) As tasks become more complex, teams are often made bigger. However,
increases in team size are accompanied by higher coordination demands, creating a tipping point
at which the addition of another member does more harm than good. To solve this problem,
organizations are employing multiteam systems, collections of two or more interdependent teams
that share a superordinate goal. In other words, multiteam systems are a "team of teams."
Research shows that multiteam systems performed better when they had boundary spanners
whose job was to coordinate with other members of the other subteams. This reduced the need
for some team member communication. Restricting lines of communication was helpful because
it reduced coordination demands.
28) Problem-solving teams discuss a problem, generate potential solutions, and implement them
successfully.
Answer: FALSE
Explanation: Problem-solving teams rarely have the authority to unilaterally implement any of
their suggestions.
Difficulty: Easy
11
29) In self-managed teams, supervisory positions may be eliminated.
Answer: TRUE
Explanation: Self-managed work teams are groups of employees who perform highly related or
Supervisory positions take on decreased importance and are sometimes even eliminated.
Difficulty: Easy
30) Cross-functional teams consist of employees from about the same hierarchical level, but
from different work areas, who come together to accomplish a task.
Answer: TRUE
Explanation: Cross-functional teams consist of employees from about the same hierarchical
level, but from different work areas, who come together to accomplish a task.
Difficulty: Easy
31) Virtual teams should be managed differently than face-to-face teams in an office, partially
because virtual team members may not interact along traditional hierarchical patterns.
Answer: TRUE
Explanation: Virtual teams should be managed differently than face-to-face teams in an office,
partially because virtual team members may not interact along traditional hierarchical patterns.
Because of the complexity of interactions, research indicates that shared leadership of virtual
teams may significantly enhance team performance, although the concept is still in development.
32) Describe and discuss self-managed work teams.

Answer: Self-managed work teams are groups of employees (typically 10 to 15 in number) who
perform highly related or interdependent jobs and take on many of the responsibilities of their
former supervisors. Typically, this includes planning and scheduling of work, assigning tasks to
members, collective control over the pace of work, making operating decisions, taking action on
problems, and working with suppliers and customers. Fully self-managed work teams even select
their own members and have the members evaluate each other's performance. As a result,
supervisory positions take on decreased importance and may even be eliminated.
12
33) What is a cross-functional team?
Answer: Cross-functional teams are made up of employees from about the same hierarchical
level, but from different work areas, who come together to accomplish a task. This is an effective
means for allowing people from diverse areas within an organization to exchange information,
develop new ideas and solve problems, and coordinate complex projects.
34) What are some special challenges that virtual teams face? For virtual teams to be effective,
what should management ensure?
Answer: Virtual teams may suffer from less social rapport and less direct interaction among
members. They aren't able to duplicate the normal give-and-take of face-to-face discussion.
Especially when members haven't personally met, virtual teams tend to be more task-oriented
and exchange less social-emotional information. Not surprisingly, virtual team members report
less satisfaction with the group interaction process than do face-to-face teams. For virtual teams
to be effective, management should ensure that (a) trust is established among team members
(research has shown that one inflammatory remark in a team member e-mail can severely
undermine team trust); (b) team progress is monitored closely (so the team doesn't lose sight of
its goals, and no team member "disappears"); and (c) the efforts and products of the virtual team
are publicized throughout the organization (so the team does not become invisible).
35) Which of the following is not one of the key components of effective teams?
A) team efficacy
B) company reputation
C) adequate resources
D) member flexibility
E) leadership and structure
Answer: B
Explanation: B) A well-established company reputation is not one of the key components of
effective teams.
LO: 10.4: Identify the characteristics of effective teams.
Difficulty: Easy
13
36) With reference to the team effectiveness model, which of the following is one of the key
components of an effective team, included under the category of contextual factors?
A) team efficacy
B) climate of trust
C) common purpose
D) social loafing
E) specific goals
Answer: B
Explanation: B) Climate of trust is a contextual factor that affects the effectiveness of teams.
Team efficacy, social loafing, specific goals, and common purpose are process-related factors
that affect the effectiveness of the team.
37) The team effectiveness model classifies the key components of effective teams into three
general categories: context, composition, and process. Which of the following variables belongs
to the composition category?
A) adequate resources
B) conflict level
C) team efficacy
D) performance evaluation system
E) personality of team members
Answer: E
Explanation: E) The personality of team members is a key component that affects the
effectiveness of teams and it belongs to the composition category.
38) According to the team effectiveness model, which of the following is a process variable that
influences effectiveness of a team?
A) leadership and structure
B) team efficacy
C) member flexibility
D) performance evaluation and reward systems
E) abilities of members
Answer: B
Explanation: B) Process variables are events within the team that influence effectiveness. Team
efficacy is a process variable that influences effectiveness of a team.
Difficulty: Easy
14
39) Jean Wills, a trainer with Leverage Inc., is infuriated because the conference hall that she had
booked for her morning session with a new batch of trainees will be occupied by the HR team for
the day. Jean feels that the company only superficially commits to training and that it is not a
priority as this lack of facilities for training is a recurring phenomenon. Recently, she had asked
the HR department to supply printed copies of her material for the orientation and training
modules to the new trainees, and HR refused, saying the soft copies available on the systems
would suffice. Which of the following contextual areas is the source of problem between the
training department and the HR department in this scenario?
A) performance evaluation
B) reward systems
C) adequate resources
D) leadership
E) structure
Answer: C
Explanation: C) Teams are part of a larger organization system; every work team relies on
resources outside the group to sustain it. A scarcity of resources directly reduces the ability of a
team to perform its job effectively and achieve its goals. This support includes timely
information, proper equipment, adequate staffing, encouragement, and administrative assistance.
40) Araceli is a team member in a large corporation. She never speaks in team meetings because
she has seen members talk behind each other's backs after the meetings. Members are constantly
monitoring the other members' work and looking for mistakes to point out in a meeting.
According to the information provided, which contextual factor is lacking in Araceli's team?
A) adequate resources
B) climate of trust
C) team structure
D) performance evaluations
E) leadership
Answer: B
Explanation: B) Araceli doesn't contribute because she does not feel like the group has a climate
of trust. Interpersonal trust facilitates cooperation, reduces the need to monitor each other's
behavior, and bonds members around the belief that others on the team won't take advantage of
them.
15
41) In which of the following teams is leadership of most importance to coordinate the efforts of
various teams in order to produce a desired outcome?
A) technical teams
B) self-managed work teams
C) problem-solving teams
D) management teams
E) multiteam systems
Answer: E
Explanation: E) Leadership is especially important in multiteam systems. Here, leaders need to
empower teams by delegating responsibility to them and then play the role of facilitator, making
sure the teams work together rather than against one another.
42) Which of the following is not part of the process of the team effectiveness model?
A) a common purpose
B) climate of trust
C) specific goals
D) social loafing
E) conflict levels
Answer: B
Explanation: B) All are processes that contribute to the team effectiveness model except a
climate of trust, which is part of the context.
43) Which of the following pairs of personality dimensions contribute to high team
effectiveness?
A) introversion and reflexivity
B) type A and type B
C) reflexivity and submissiveness
D) conscientiousness and openness to experience
E) perfectionism and rule consciousness
Answer: D
Explanation: D) Many of the dimensions identified in the Big Five personality model are also
relevant to team effectiveness; a review of the literature identified three. Specifically, teams that
rate higher on mean levels of conscientiousness and openness to experience tend to perform
better, and the minimum level of team member agreeableness also matters.
Difficulty: Easy
16
44) People scoring high on ________ are valuable in teams because they're good at backing up
fellow team members and at sensing when their support is truly needed.
A) conscientiousness
B) positivity
C) emotional stability
D) agreeableness
E) openness to experience
Answer: A
Explanation: A) Conscientious people are valuable in teams because they're good at backing up
other team members, and they're also good at sensing when that support is truly needed.
Difficulty: Easy
45) Which of the following statements is true regarding team composition?

A) A team's performance is merely the summation of its individual members' abilities.
B) High-ability teams find it hard to adapt to changing situations.
C) Agreeableness is the only personality dimension that aids the ability to work in groups.
D) In successful teams, members should be selected to ensure all the various roles are filled.
E) A high-ability team will function well irrespective of the deficits in the abilities of the leader.
Answer: D
Explanation: D) Teams have different needs, and members should be selected to ensure all the
various roles are filled. Successful work teams have selected people to play all these roles based
on their skills and preferences. On many teams, individuals will play multiple roles.
46) The controller role in a team is responsible for ________.

A) initiating creative ideas
B) examining details and enforcing rules
C) offering insightful analysis of options
D) coordinating and integrating group tasks
E) providing directions and following up with implementation
Answer: B
Explanation: B) The controller role in a team is responsible for examining details and enforcing
rules.
17
47) The adviser role in a team is responsible for ________.
A) providing structure
B) fighting external battles
C) offering insightful analysis of options
D) coordinating and integrating group tasks
E) encouraging the search for more information
Answer: E
Explanation: E) The adviser role in a team is responsible for encouraging the search for more
information.
48) Which of the following terms describes the degree to which members of a work unit share a
common demographic attribute, such as age, sex, race, educational level, or length of service?
A) social conformity
B) organizational value
C) organizational demography
D) diversity
E) organizational multiculturalism
Answer: C
Explanation: C) Organizational demography refers to the degree to which members of a work
unit share a common demographic attribute, such as age, sex, race, educational level, or length of
service in an organization, and the impact of this attribute on turnover.
49) Organizational demography suggests that attributes such as age or the date of joining should
help the organization in ________.
A) promoting diversity and multiculturalism
B) reducing discrimination in the workplace
C) determining appropriate compensation packages
D) assessing the training needs at an occupational level
E) predicting employee turnover in the company
Answer: E
Explanation: E) Organizational demography refers to the degree to which members of a work
unit share a common demographic attribute, such as age, sex, race, educational level, or length of
service in an organization, and the impact of this attribute on turnover.
18
50) According to the concept of organizational demography, if team members have dissimilar
experiences, it will lead to ________.
A) increased employee satisfaction
B) decreased level of conflicts
C) higher employee motivation
D) higher employee turnover
E) higher team efficacy
Answer: D
Explanation: D) Organizational demography suggests that attributes such as age or the date of
joining should help us predict turnover. The logic goes like this: turnover will be greater among
those with dissimilar experiences because communication is more difficult. Conflict and power
struggles are more likely and are more severe when they occur. Increased conflict makes
membership less attractive, so employees are more likely to quit.
51) Which of the following is true with regard to the impact of diversity on team effectiveness?
A) High levels of diversity among team members benefit the group from the stage of forming.
B) Race and gender diversity bear the highest positive impact on team performance.
C) Leadership has a negligible role to play in diverse teams because the members manage
themselves autonomously.
D) Elements of diversity are undesirable as they interfere with team processes in the long run.
E) Cultural diversity serves as an asset for tasks that call for a variety of viewpoints once the
team has worked out its differences.
Answer: E
Explanation: E) Cultural diversity does seem to be an asset for tasks that call for a variety of
viewpoints. But culturally heterogeneous teams have more difficulty learning to work with each
other and solving problems. The good news is that these difficulties seem to dissipate with time.
19
52) Which of the following statements is true regarding a culturally diverse team?
A) Elements of diversity do not interfere with team processes.
B) Culturally homogeneous teams have more difficulty learning to work with each other and
solving problems than culturally heterogeneous teams.
C) Generally, newly formed culturally diverse teams underperform as compared to newly formed
culturally homogeneous teams.
D) Cultural diversity within a team is not advisable for those tasks that call for a variety of
viewpoints.
E) Culturally diverse teams are more affected by surface-level diversity than by deep-level
diversity.
Answer: C
Explanation: C) Evidence indicates these elements of diversity interfere with team processes, at
least in the short term. Cultural diversity does seem to be an asset for tasks that call for a variety
of viewpoints. But culturally heterogeneous teams have more difficulty learning to work with
each other and solving problems. Although newly formed culturally diverse teams underperform
compared to newly formed culturally homogeneous teams, the differences disappear after about
3 months.
53) Cultural diversity is an asset for teams where tasks ________.

A) require a variety of viewpoints
B) are simple and routine
C) involve emotional labor
D) are highly technical
E) required for completing the work are highly independent
Answer: A
Explanation: A) Cultural diversity does seem to be an asset for tasks that call for a variety of
viewpoints. However, in other circumstances, diversity seems to interfere with team processes in
the short term.
Difficulty: Easy
20
54) Which of the following statements is true regarding size of teams?
A) The most effective teams have twelve to fifteen members.
B) When teams have excess members, cohesiveness declines.
C) As team size increases, social loafing decreases.
D) When teams have excess members, mutual accountability increases.
E) Members of large teams coordinate work better when pressed for time.
Answer: B
Explanation: B) Generally speaking, the most effective teams have five to nine members. When
teams have excess members, cohesiveness and mutual accountability decline, social loafing
increases, and more people communicate less.
55) Which of the following statements represents a strategy that is desirable for making effective
teams?
A) Combining people with extremely high and extremely low abilities helps make a balanced
team.
B) Individuals should ideally have one role in a team as multiple roles reduce their effectiveness
and efficiency.
C) Diversity should be avoided as diverse teams involve a lot of conflict in day-to-day
functioning.
D) If a natural work unit is larger, its size must be maintained for the nature of the job requires
large teams.
E) The preference of individual members to work as a part of groups must be considered when
forming teams.
Answer: E
Explanation: E) Not every employee is a team player. When people who prefer to work alone
are required to team up, there is a direct threat to the team's morale and to individual member
satisfaction. When selecting team members, managers should consider individual preferences
along with abilities, personalities, and skills.
21
56) Which of the following statements is true with regard to team processes?
A) This category comprises variables that relate to how teams should be staffed.
B) Effective teams invest time and effort to discuss and agree on a purpose that belongs to them
both collectively and individually.
C) Once a specific goal is chosen, effective teams resist making any changes in them so as to
maintain the momentum of the team.
D) Effective teams do not engage in task and relationship conflicts.
E) Effective teams begin by selecting the right kind of people to be members of the team.
Answer: B
Explanation: B) Effective teams begin by analyzing the team's mission, developing goals to
achieve that mission, and creating strategies for achieving the goals. Teams that consistently
perform better have established a clear sense of what needs to be done and how. Members of
successful teams put a tremendous amount of time and effort into discussing, shaping, and
agreeing on a purpose that belongs to them both collectively and individually.
57) ________ illustrates a process loss from using teams.

A) Organizational demography
B) Role conflict
C) Social loafing
D) Multitasking
E) Profit-sharing
Answer: C
Explanation: C) In the case of a team, when each member's contribution is not clearly visible,
individuals tend to decrease their effort. This is known as social loafing. Social loafing illustrates
a process loss from using teams.
22
58) Gerald Murphy is a manager at Wright & Wayner, a publishing house which is a very
employee-friendly company. The demarcation between managers and subordinates is flexible
and the nature of these reporting relationships is flexible and informal. Gerald recently assigned
five of eight of his subordinates to work on a new publication project with a fairly tight deadline
because he believed that these efficient employees would function even better with each other's
support. A week before the deadline, however, Gerald realized that the group had been shirking
work as each of the members thought that the project was not just his or her responsibility.
Additionally, under the guise of working together, the team was actually doing their personal
work, surfing the Internet, or just socializing. This scenario reflects ________.
A) gainsharing
B) high process gains
C) reflexive goal-setting
D) job sharing
E) social loafing
Answer: E
Explanation: E) In the case of a team, when each member's contribution is not clearly visible,
individuals tend to decrease their effort. This is known as social loafing. Social loafing illustrates
a process loss from using teams.
59) A team that has a good plan but is also willing to adjust its master plan and adapt when
conditions call for it demonstrates high ________, an important variable in successful team
processes.
A) goal specificity
B) goal congruency
C) conformity
D) diversity
E) reflexivity
Answer: E
Explanation: E) Reflexivity is the team characteristic of reflecting on and adjusting the master
plan when necessary. It is considered part of the process variables.
Difficulty: Easy
23
60) While discussing their marketing campaign for a new product, the members of the cross-
functional team responsible for Carver Inc. realized that a couple of changes relating to their
prior plan would be beneficial. The offer of a franchising that had earlier been brushed off by the
company head was discussed thoroughly, and it was decided that it would be implemented on a
trial basis initially and on full scale if found to work well. From the information provided, it can
be concluded that this cross-functional team has a high degree of ________.
A) demography
B) reflexivity
C) conformity
D) diversity
E) uncertainty
Answer: B
Explanation: B) Reflexivity is the team characteristic of reflecting on and adjusting the master
plan when necessary. It is considered part of the process variables.
61) There is some evidence that suggests that teams high in ________ tend to be better able to
adapt to conflicting plans and goals among team members.
A) efficacy
B) conformity
C) identity
D) reflexivity
E) social loafing
Answer: D
Explanation: D) Effective teams show reflexivity, meaning they reflect on and adjust their
purpose when necessary. A team must have a good plan, but it needs to be willing and able to
adapt when conditions call for it.56 Interestingly, some evidence suggests that teams high in
reflexivity are better able to adapt to conflicting plans and goals among team members.
Difficulty: Easy
24
62) Effective teams translate their common purpose into ________ goals.
A) universal
B) generic
C) vast
D) specific
E) diverse
Answer: D
Explanation: D) Successful teams translate their common purpose into specific, measurable, and
realistic performance goals. Specific goals facilitate clear communication. They also help teams
maintain their focus on getting results.
Difficulty: Easy
63) The belief that effective teams have in their ability to succeed is called ________.
A) goal specificity
B) reflexivity
C) mental model
D) common purpose
E) team efficacy
Answer: E
Explanation: E) Effective teams have confidence in themselves; they believe they can succeed.
This is called team efficacy.
Difficulty: Easy
64) Alberto's team is developing a database for the water pollution data of three cities. Before he
begins on this intensive project, he wants to improve the team efficacy of his team. Which of the
following actions can Alberto take to increase team efficacy before the project starts?
A) plan a team outing for the team members
B) make sure that his team is not comprised of more than nine people
C) spend considerable time evaluating team members and allocating proper roles for each
D) provide client's software and database training for all the team members
E) create team goals that are very challenging
Answer: D
Explanation: D) Efficacy means that a team believes it can succeed in the job and goal that is
placed before them. There are two ways of increasing efficacy: 1) provide training to improve
skills and increase confidence, and 2) help the team achieve small, incremental successes.
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65) Which of the following is most likely to increase team efficacy?
A) providing vast and generic goals
B) helping the team achieve small successes
C) creating a team such that it has diverse members
D) ensuring that team goals are substantially difficult
E) reducing the number of members on a team drastically
Answer: B
Explanation: B) Efficacy means that a team believes it can succeed in the job and goal that is
placed before them. There are two ways to increasing efficacy: 1) provide training to improve
skills and increase confidence, and 2) help the team achieve small, incremental successes.
66) ________ are defined as organized mental representations of the key elements within a
team's environment that team members share.
A) Path-goal models
B) Task models
C) Mental models
D) Individual models
E) Specific models
Answer: C
Explanation: C) Effective teams share accurate mental models which are organized mental
representations of the key elements within a team's environment that team members share.
Difficulty: Easy
67) Managers facing job candidates who lack team skills should do all of the following except
________.
A) avoid hiring the job candidate
B) hire the candidate, but assign them to tasks where teamwork is not important
C) provide the candidate with the type of training that can help improve his or her ability to be a
successful member of a team
D) choose the individual with the best technical skills regardless of his or her ability to perform
as a member of a team
E) bring the candidate on board, but assign the individual to an area where teamwork is not a
priority
Answer: D
Explanation: D) When faced with job candidates who lack team skills, managers have three
options. First, don't hire them. If you have to hire them, assign them to tasks or positions that
don't require teamwork. If that's not feasible, the candidates can undergo training to make them
into team players.
Difficulty: Easy
26
68) With a deadline approaching, all seven members of Sharon's product development team were
working round-the-clock and still the work was not completed in time. After the project was
completed, Sharon spoke individually with the members to determine the cause for this delay.
Many members complained, saying the work given to them was not in accordance with their
roles. Some were unclear about which team member to approach when faced with a problem,
and many underestimated the time and effort the project demanded. This team is characterized
by ________.
A) a clear role allocation for all team members
B) dissimilar mental models
C) high degree of role clarity
D) excessively large team size
E) a strong climate of trust
Answer: B
Explanation: B) Effective teams share accurate mental models which are organized mental
representations of the key elements within a team's environment that team members share. If
team members have the wrong mental models, which is particularly likely with teams under
acute stress, their performance suffers.
Difficulty: Easy
69) Which of the following is not a common characteristic of an effective team?

A) The team has adequate resources.
B) The team has effective leadership.
C) The team has a climate of trust.
D) The team has a performance and evaluation system that reflects team contributions.
E) The team is the right size for the task—about 15-20 people.
Answer: E
Explanation: E) Effective teams have common characteristics. They have adequate resources,
effective leadership, a climate of trust, and a performance evaluation and reward system that
reflects team contributions. Effective teams also tend to be small—with fewer than 10 people,
preferably of diverse backgrounds.
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70) When teams are performing nonroutine activities, ________ stimulate discussion, promote
critical assessment of problems and options, and can lead to better team decisions.
A) task conflicts
B) disciplinary conflicts
C) relationship conflicts
D) resource allocation conflicts
E) discriminatory conflicts
Answer: A
Explanation: A) When teams are performing nonroutine activities, disagreements about task
content stimulate discussion, promote critical assessment of problems and options, and can lead
to better team decisions. Such conflicts are called task conflicts.
Difficulty: Easy
71) Which of the following is an example of a task conflict?

A) Will and Hilda have been removed from the team they worked with after they were overheard
making derogatory comments about one of their colleague's racial origin.
B) Henry and Solomon have been reprimanded by their project lead for spending too much time
using the Internet for personal use at work.
C) Linda and Dorothy had a disagreement over which of their employees should be assigned to
work on a high-priority project.
D) Sally and her manager have just had a heated argument because Sally feels she has been
overlooked for a promotion that was her rightful due.
E) The company head has resigned after longstanding conflict between him and his top
management employees.
Answer: C
Explanation: C) When teams are performing nonroutine activities, disagreements about task
content stimulate discussion, promote critical assessment of problems and options, and can lead
to better team decisions. Such conflicts are called task conflicts.
Difficulty: Hard
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72) Which of the following must be avoided if one wants to create and maintain an effective
team?
A) task conflicts
B) reflexivity
C) specific goals
D) relationship conflicts
E) congruent mental models
Answer: D
Explanation: D) Relationship conflicts are those based on interpersonal incompatibilities,
tension, and animosity toward others; these are almost always dysfunctional. However, when
teams are performing nonroutine activities, disagreements about task content (called task
conflicts) stimulate discussion, promote critical assessment of problems and options, and can
lead to better team decisions.
Difficulty: Easy
73) When individuals engage in ________, they coast on the group's effort because their
particular contributions cannot be identified.
A) task conflicts
B) gainsharing
C) retaliating
D) process gains
E) social loafing
Answer: E
Explanation: E) When individuals engage in social loafing, they coast on the group's effort
because their particular contributions cannot be identified. Effective teams undermine this
tendency by making members individually and jointly accountable for the team's purpose, goals,
and approach.
Difficulty: Easy
29
74) Shane Dermott is a manager at a software design firm that develops software programs for
clients using multiple teams of specialists. One of his most successful teams has been performing
very well for years and so it came as a surprise to Shane when he noticed a sharp drop in the
team's performance. He decided to speak with the team members individually and find a
solution. After interviewing all 7 team members, he determined that one of the team members
performed routine administrative tasks that were hardly visible to any of the other team members
and understood that this was a case of social loafing which demotivated the entire group. Which
of the following would most likely improve the performance of the employee who was social
loafing?
A) encouraging him to work more independently
B) making him individually responsible for definite and crucial tasks
C) empowering him to make decisions autonomously
D) providing him with administrative training
E) giving him additional assignments to complete
Answer: B
Explanation: B) This team member is engaging in social loafing. Effective teams undermine this
tendency by making members individually and jointly accountable for the team's purpose, goals,
and approach. Therefore, members should be clear on what they are individually responsible for
and what they are jointly responsible for on the team.
30
75) Jason Jones has been asked to assemble an eight-member self-managed work team of
experienced employees to work on a project that combines the functional areas of research,
production, marketing, and distribution. Jason is apprehensive about managing a team so large;
he knows from prior experience that larger teams do not always result in greater productivity.
Jason has also been informed by the management that this team is being established as the
project must progress according to the predetermined timeline. The work lagging behind by one
division will cause a cumulative delay in all the successive stages of the project's execution.
Which of the following measures, if adopted by Jason, would best ensure that the team members
are working efficiently?
A) implementing a training program to provide the team members with the necessary technical
and human relations skills for the project
B) discouraging team members from restricting themselves to their own functional areas by
experimenting with and learning the jobs done by other members of the team
C) instructing the team members to finalize the plan for the project right at the beginning and
ensuring that it is implemented without any changes
D) assigning the specific tasks of the project to each team member by keeping in mind their
preferences and abilities
E) implementing a group-based incentive he has planned for this team
Answer: D
Explanation: D) Implementing a training program for experienced employees is not directly
going to help ensure efficiency. Discouraging team members from restricting themselves to their
own functional areas is not going to contribute to team efficiency directly; it may reduce
efficiency in actuality. Instructing the team members to finalize the plan for the project right at
the beginning and ensuring that it is implemented without any changes may actually hamper
team efficiency because of the lack of reflexivity. Assigning the specific tasks of the project to
each team member by keeping in mind their preferences and abilities is likely to ensure that team
members are working efficiently. Implementing a group-based incentive for this team is likely to
provide greater opportunity for some employees of the group to coast on the group's effort
because of the lack of individual roles and accountability.
AACSB: Reflective thinking
Difficulty: Hard
Quest. Category: Critical Thinking
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76) Jason Jones has been asked to assemble an eight-member self-managed work team of
experienced employees to work on a project that combines the functional areas of research,
production, marketing, and distribution. Jason is apprehensive about managing a team so large;
he knows from prior experience that larger teams do not always result in greater productivity.
Jason has also been informed by the management that this team is being established as the
project must progress according to the predetermined timeline. The work lagging behind by one
division will cause a cumulative delay in all the successive stages of the project's execution.
Jason plans to implement a group-based incentive that he feels would motivate each of the team
members to work efficiently. Which of the following is an assumption made by Jason in
implementing this plan?
A) Increasing the number of experienced employees in the team will reduce the need for
supervision.
B) Each employee in the team is motivated to work equally hard to ensure that the group's
performance is satisfactory.
C) Since the team is comprised of employees who are highly skilled in their respective areas, the
output of the group will be of high quality.
D) Each employee will work well within the boundaries of their divisional functions, and
conflicts will be relatively fewer.
E) Each employee will be committed to working within the resources allocated.
Answer: B
Explanation: B) The assumption that increasing the number of experienced employees in the
team will reduce the need for supervision does not have an impact on Jason's decision to
implement a group-based incentive. The assumption that each employee in the team is motivated
to work equally hard to ensure that the group's performance is satisfactory is implicit in Jason's
belief that this group-based incentive plan will work. The assumption that since the team is
comprised of employees who are highly skilled in their respective areas, the output of the group
will be of high quality is not implicit in Jason's decision to implement a group-based incentive
for the team. The assumption that each employee will work well within the boundaries of their
divisional functions and conflicts will be relatively fewer is not implicit in Jason's decision to
implement a group-based incentive for the team. The assumption that each employee will be
committed to working within the resources allocated is not implicit in Jason's decision to
implement a group-based incentive for the team.
Difficulty: Hard
77) A climate of trust among team members is a contextual factor relating to team effectiveness.
Answer: TRUE
Explanation: The four contextual factors most significantly related to team performance are
adequate resources, effective leadership, a climate of trust, and a performance evaluation and
reward system that reflects team contributions.
32
78) FDS is a government agency which holds its yearly appraisals in December and provides
employees with merit-based incentives based on their individual performance ratings. Merit is
the only criterion for incentives at FDS and this is likely to have a strong positive impact on
group performance.
Answer: FALSE
Explanation: Individual performance evaluations and incentives may interfere with the
development of high-performance teams. So, in addition to evaluating and rewarding employees
for their individual contributions, performance rewards must recognize and promote group
performance through incentive programs like gainsharing.
79) Leadership of multiteam systems is also much different than for standalone teams. While
leadership of all teams affects team performance, a multiteam leader must both facilitate
coordination between teams and lead each team.
Answer: TRUE
Explanation: Leadership of multiteam systems is also much different than for standalone teams.
While leadership of all teams affects team performance, a multiteam leader must both facilitate
coordination between teams and lead each team. Research indicated that teams receiving more
attention and engagement increased team empowerment, making them more effective as they
sought to solve their own problems.
80) Conscientiousness and openness to experience are two personality dimensions of the Big
Five personality model that predict better performance in teams.
Answer: TRUE
Explanation: Many of the dimensions identified in the Big Five personality model are also
relevant to team effectiveness; a review of the literature identified three. Specifically, teams that
rate higher on mean levels of conscientiousness and openness to experience tend to perform
better.
Difficulty: Easy
33
81) The term team cohesion means members are emotionally attached to one another and
motivated toward the team because of their attachment. Team cohesion is a useful tool to predict
team outcomes.
Answer: TRUE
Explanation: The term team cohesion means members are emotionally attached to one another
and motivated toward the team because of their attachment. Team cohesion is a useful tool to
predict team outcomes.
Difficulty: Easy
82) When teams have excess members, cohesiveness and mutual accountability decline.
Answer: TRUE
Explanation: When teams have excess members, cohesiveness and mutual accountability
decline, social loafing increases, and more people communicate less.
Difficulty: Easy
83) Research shows we are better off putting our efforts into creating an egalitarian atmosphere
and choosing our teammates based on what they can contribute to our team.
Answer: TRUE
Explanation: Research shows we are better off putting our efforts into creating an egalitarian
atmosphere and choosing our teammates based on what they can contribute to our team. One
study found that diverse teams realized significantly greater revenues, productivity, and
performance. Other research in Spain indicated that gender-diverse teams realize novel solutions
and radical innovation at a greater rate. Still other research suggested that gender diverse teams
perform better than male-dominated ones in sales and profits.
84) Specificity refers to the degree to which a team reflects on and adjusts its master plan when
necessary.
Answer: FALSE
Explanation: Effective teams show reflexivity, meaning they reflect on and adjust their master
plan when necessary.
Difficulty: Easy
34
85) The team effectiveness model identifies three categories of key components making up
effective teams. What are these three categories? Give examples of each category.
Answer: The key components of effective teams can be organized into three general categories.
First are the resources and other contextual influences that make teams effective; an example
would be adequate resources. The second relates to the team's composition; an example would be
personality of team members. Finally, process variables are events within the team that influence
effectiveness; an example of this would be team efficacy.
86) How does a climate of trust improve effectiveness of teams?

Answer: Interpersonal trust among team members facilitates cooperation, reduces the need to
monitor each other's behavior, and bonds members around the belief that others on the team
won't take advantage of them. Team members are more likely to take risks and expose
vulnerabilities when they believe they can trust others on their team. Trust is the foundation of
leadership. It allows a team to accept and commit to its leader's goals and decisions.
87) Compare the role of a leader in (a) a self-managed team, (b) a multiteam, and (c) a diverse
team.
Answer: a) Self-managed work teams are groups of employees who perform highly related or
Supervisory positions take on decreased importance and are sometimes even eliminated. While
self-managed teams do absorb many of the duties typically assumed by managers, the manager's
job then involves coordinating factors outside the group.
b) Leadership is especially important in multiteam systems, in which different teams coordinate
their efforts to produce a desired outcome. Here, leaders need to empower teams by delegating
responsibility to them, and they play the role of facilitator, making sure the teams work together
rather than against one another.
c) Proper leadership can also improve the performance of diverse teams. When leaders provide
an inspirational common goal for members with varying types of education and knowledge,
teams are very creative. When leaders don't provide such goals, diverse teams fail to take
advantage of their unique skills and are actually less creative than teams with homogeneous
skills. Even teams with diverse values can perform effectively, however, if leaders provide a
focus on work tasks rather than leading based on personal relationships.
35
88) How must roles be allocated to ensure effective team performance?
Answer: Teams have different needs, and members should be selected to ensure all the various
roles are filled. Teams with more experienced and skilled members perform better. However, the
experience and skill of those in core roles who handle more of the workflow of the team and who
are central to all work processes are especially vital. Nine potential team roles have been
identified, and successful work teams have selected people to play all these roles based on their
skills and preferences. To increase the likelihood the team members will work well together,
managers need to understand the individual strengths each person can bring to a team, select
members with their strengths in mind, and allocate work assignments that fit with members'
preferred styles.
89) What is organizational demography? What is its significance?

Answer: The degree to which members of a work unit (group, team, or department) share a
common demographic attribute, such as age, sex, race, educational level, or length of service in
the organization, is the subject of organizational demography. Organizational demography
suggests that attributes such as age or the date of joining should help us predict turnover. The
logic goes like this: turnover will be greater among those with dissimilar experiences because
communication is more difficult and conflict is more likely. Increased conflict makes
membership less attractive, so employees are more likely to quit.
90) Discuss the effect of team size on effectiveness of teams.

Answer: Generally speaking, the most effective teams have five to nine members. And experts
suggest using the smallest number of people who can do the task. Unfortunately, managers often
err by making teams too large. It may require only four or five members to develop diversity of
views and skills, while coordination problems can increase exponentially as team members are
added. When teams have excess members, cohesiveness and mutual accountability decline,
social loafing increases, and more people communicate less. Members of large teams have
trouble coordinating with one another, especially under time pressure. Teams should ideally
consist of nine or fewer members.
36
91) What is meant by member preferences? How can it be altered?
Answer: All employees do not enjoy working in teams and, given the option, many employees
will select themselves out of team participation. When people who prefer to work alone are
required to team up, there is a direct threat to the team's morale and to individual member
satisfaction. This result suggests that when selecting team members, managers should consider
individual preferences along with abilities, personalities, and skills. High-performing teams are
likely to be composed of people who prefer working as part of a group. However, there are ways
to encourage people who prefer working alone to engage in teamwork. Training specialists
conduct exercises that allow employees to experience the satisfaction teamwork can provide.
Workshops help employees improve their problem-solving, communication, negotiation,
conflict-management, and coaching skills. Further, an organization's reward system must be
reworked to encourage cooperative efforts rather than competitive ones. Lastly, demonstrating to
these employees the intrinsic rewards, such as camaraderie, that employees can receive from
teamwork may be helpful.
92) How do mental models contribute to task conflicts?

Answer: Effective teams share accurate mental models—organized representations of key
elements within a team's environment that team members share. If team members have the
wrong mental models, which is particularly likely in teams under acute stress, their performance
suffers. The similarity of team members' mental models matters, too. If team members have
different ideas about how to do things, the team will fight over methods rather than focus on
what needs to be done.
37
93) What is the relationship between task conflicts and reflexivity among team members?
Answer: When teams are performing nonroutine activities, disagreements about task content can
stimulate discussion, promote critical assessment of problems and options, and can lead to better
team decisions. Such conflicts are defined as task conflicts. Research has shown that moderate
levels of task conflict during the initial phases of team performance were positively related to
team creativity, but both very low and very high levels of task conflict were negatively related to
team performance.
Effective teams also show reflexivity, meaning they reflect on and adjust their master plan when
necessary. A team has to have a good plan, but it also has to be willing and able to adapt when
conditions call for it. Research evidence does suggest that teams high in reflexivity are better
able to adapt to conflicting plans and goals among team members.
Both these concepts come under the process dimension of key variables of effective teams.
Reflexivity may be understood as one way to solve task conflicts by adapting the predetermined
plan to current changes.
94) What is social loafing? How can the management undermine the tendency of social loafing?
Answer: Individuals can engage in social loafing and coast on the group's effort because their
particular contributions can't be identified. Effective teams undermine this tendency by making
members individually and jointly accountable for the team's purpose, goals, and approach.
Therefore, members should be clear on what they are individually responsible for and what they
are jointly responsible for on the team.
95) Which of the following will be useful in creating team players?

A) technical training
B) academic training
C) job rotation
D) cross-training
E) negotiation training
Answer: E
Explanation: E) Training specialists conduct exercises that allow employees to experience the
satisfaction teamwork can provide. Workshops help employees improve their problem-solving,
communication, negotiation, conflict-management, and coaching skills.
LO: 10.5: Explain how organizations can create team players.
Difficulty: Easy
38
96) Diane Fielding, owner of the famous Mint chain of restaurants, planned to revamp the whole
concept and structure of her outlets. With this purpose in mind, she selected five managers from
her existing outlets based on their performance in relation to targets, experience, and motivation.
Each manager was asked to take up an aspect of the restaurant's functioning like menu, décor,
and customer service measures. Diane was sure that this group of high performers possessed a
clear understanding of the ground realities, which made them the best candidates to contemplate
and implement the required changes. In order to reward them, she announced a hefty bonus for
their collective performance. Six months later, after the changes were implemented, Diane
realized that the group had made many questionable decisions, which were resulting in problems.
Which of the following, if true, would best explain this outcome?
A) The team members had skills that were complementary to each other and added value to the
project.
B) The team members had high levels of affective commitment to their jobs as Diane was a good
leader.
C) Typically, these managers viewed each other as competition as Diane only rewarded the
highest earning outlet with incentives.
D) Two of the branches of Mint were located in the suburbs, while the other three outlets were
located in busy areas and witnessed more customers.
E) The team members were clear about their duties, and role ambiguity was minimal.
Answer: C
Explanation: C) The fact that the team members had skills that were complementary to each
other and added value to the project would not explain the problems encountered by Diane. The
fact that the team members had high levels of affective commitment to their jobs as Diane was a
good leader would not explain the poor implementation of the changes Diane sought. The fact
that these managers typically viewed each other as competition as Diane only rewarded the
highest earning outlet with incentives would explain the failure of this project. This is because
the low trust typical of the competitive group is not readily replaced by high trust with a quick
change in reward systems. The fact that two branches of Mint were located in suburbs, while the
others were located in busy areas, does not explain the failure of Diane's move to revamp her
restaurant chain. The fact that the team members were clear about their duties and role ambiguity
was minimal does not explain their failure.
Difficulty: Hard
39
97) A software development firm has witnessed substantial growth and seeks to expand and
reorganize its structure to meet the demands from clients in a better manner. HR has been given a
clear directive that one of the major criteria for selection of recruits would be the candidate's
ability to function as a team player. This is because the company is revamping all its major
functions from the traditional departmental model to an arrangement of flexible teams. Joe
Sanchez, one of the firm's oldest and most experienced employees, has demonstrated
considerable ability in developing the best programs, but he prefers to work alone. The company
does not wish to lose resources like Sanchez and others who lack the ability to work in groups,
but teamwork is essential to its reorganization. Which of the following strategies will help rectify
this problem?
A) encouraging the formation of more diverse teams
B) informing all employees that ability to work in teams will be a major determinant for
promotions and bonuses
C) increasing the size of teams so the contribution of people like Joe will not affect team
performance overall
D) applying merit-based compensation systems instead of gainsharing
E) encouraging employees like Joe to work more independently
Answer: B
Explanation: B) Promotions, pay raises, and other forms of recognition should be given to
individuals who work effectively as team members by training new colleagues, sharing
information, helping resolve team conflicts, and mastering needed new skills.
98) For creating good team players, an organization's reward system must be reworked to
encourage competitive efforts rather than cooperative ones.
Answer: FALSE
Explanation: For creating good team players, an organization's reward system must be reworked
to encourage cooperative efforts rather than competitive ones.
Difficulty: Easy
99) Problems such as lack of trust or lack of sharing information among team members in a
competitive group can be swiftly changed by rewarding collective performance over individual
performance.
Answer: FALSE
Explanation: Teams that switch from a competitive to a cooperative system do not immediately
share information, and they still tend to make rushed, poor-quality decisions. Apparently, the low
trust typical of the competitive group will not be readily replaced by high trust with a quick
change in reward systems. These problems are not seen in teams that have consistently
cooperative systems.
Difficulty: Easy
40
100) A trauma team in a hospital is one example of an action team with shared mental models.
Answer: TRUE
Explanation: A trauma team in a hospital is one example of an action team with shared mental
models. Action teams have learned the best way to share mental models is to voice them.
101) Explain how organizations can create team players.

Answer: The primary options for trying to turn individuals into team players include:
a) Selection. Some people already possess the interpersonal skills to be effective team players.
When hiring team members, in addition to the technical skills required to fill the job, care should
be taken to ensure that candidates can fulfill their team roles as well as technical requirements.
Many job candidates don't have team skills. This is especially true for those socialized around
individual contributions. When faced with such candidates, managers basically have three
options. The candidates can undergo training to "make them into team players." If this isn't
possible or doesn't work, the other two options are to transfer the individual within the
organization to a unit without teams (if this possibility exists) or don't hire the candidate. In
established organizations that decide to redesign jobs around teams, it should be expected that
some employees will resist being team players and may be untrainable. Unfortunately, such
people typically become casualties of the team approach.
b) Training. On a more optimistic note, a large proportion of people raised on the importance of
individual accomplishments can be trained to become team players. Training specialists conduct
exercises that allow employees to experience the satisfaction that teamwork can provide. They
typically offer workshops to help employees improve their problem-solving, communication,
negotiation, conflict-management, and coaching skills. Employees also learn the five-stage group
development model.
c) Rewards. The reward system needs to be reworked to encourage cooperative efforts rather
than competitive ones. Promotions, pay raises, and other forms of recognition should be given to
individuals for how effective they are as a collaborative team member. This doesn't mean
individual contributions are ignored; rather, they are balanced with selfless contributions to the
team. Examples of behaviors that should be rewarded include training new colleagues, sharing
information with teammates, helping to resolve team conflicts, and mastering new skills that the
team needs but in which it is deficient.
41
102) Which of the following is true with regard to use of individuals and teams?
A) Teams and individuals can be used interchangeably for all kinds of jobs without any
significant impact seen on effectiveness.
B) Teamwork requires less time and resources when compared to individual work.
C) Individuals have increased communication, supervision, and conflict-management demands
when compared to teams.
D) Individuals are bound by a collective common purpose that is organizationally determined,
and this typically reduces their performance.
E) Task complexity and requirement of different perspectives must be used as criteria when
assigning work to teams over individuals and vice versa.
Answer: E
Explanation: E) Teamwork takes more time and often more resources than individual work.
Teams have increased communication demands, conflicts to manage, and meetings to run. A
good indicator is the complexity of the work and the need for different perspectives. Simple tasks
that don't require diverse input are probably better left to individuals.
LO: 10.6: Decide when to use individuals instead of teams.
103) Work should be performed by an individual if ________.

A) the work is complex and requires different perspectives
B) the work creates a common purpose or set of goals for the people in the group that is more
than the aggregate of individual goals
C) the work is simple and does not require diverse input
D) several tasks that are interdependent are to be performed for completing the work
E) performing the work requires learning a new technology or understanding a new system
Answer: C
Explanation: C) If the tasks are simple and do not require diverse input, then individuals must be
used to complete them. A team should be used when the work creates a common purpose or set
of goals for the people in the group that is more than the aggregate of individual goals. Using
teams makes sense when there is interdependence between tasks—the success of the whole
depends on the success of each one, and the success of each one depends on the success of the
others.
Difficulty: Easy
42
104) The work of your group would be better done in teams if the members of the team are
________.
A) independent
B) autonomous
C) individualistic
D) interdependent
E) reflexive
Answer: D
Explanation: D) The work of your group would be better done in teams if the members of the
team are interdependent. Using teams makes sense when there is interdependence among tasks
such that the success of the whole depends on the success of each one, and the success of each
one depends on the success of the others.
105) Using teams makes sense when the assignment involves independent tasks.
Answer: FALSE
Explanation: Using teams makes sense when there is interdependence among tasks such that the
success of the whole depends on the success of each one, and the success of each one depends on
the success of the others.
Difficulty: Easy
43
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god-daughter among the party." And so saying, he and the
vicar left the room.
Then Austin, drawing near his father, read aloud his

brother's letter. We will not give details. Suffice it to say it
was a manly, earnest letter, making full confession of all
that had taken place ere he left home, and imploring
forgiveness for the past. He wrote much of the kindness of
Harry Lascelles, who, he said, had been the means, not only
of restoring his bodily health, but also of leading him to the
Saviour. He had also obtained for him the situation of
assistant mathematical master in the University of Sydney,
where in his spare hours he was to attend two or three
classes in order to finish his education.
He longed much, he wrote, to return home, that he might

once more see his father and his loved ones; but Harry had
counselled him to remain where he was, believing that was
his present duty, and he had thought it best to follow his
advice. He thanked Austin much for all the brotherly love he
had ever shown to him, and for the words of warning he
had again and again spoken to him. There was also a kind
message to Prissy; and his warm love to all, not forgetting
the M'Ivors, who had been true friends to him.
There were tears of joy not a few shed during the reading of
the letter; and together the three knelt at the throne of
grace and returned thanks to God for the loved one who
had been dead and was alive again, lost and was found.
"And now," said the father, "lead me to the drawing-room,

that we may share the children's mirth. I cannot see their
faces, nor the lights of the Christmas tree, but a bright light
has to-night been shed on my heart by the Prince of Peace
himself, which lightens and indeed dispels all darkness."
As they entered, the children ran to meet them, and led
them in triumph to the tree in the centre of the room. It
was indeed a lovely one, ablaze with lights and glittering
ornaments, its branches covered as if with hoar frost, and
laden with blight-coloured fruits and tastefully-arranged
presents.
Little Ruth, in a pale blue dress, was seated on Harry's

shoulder—the very queen of the company.
Never, surely, had a Christmas tree seemed more beautiful,

never did Christmas carols sound more sweetly than they
did that night, for there was true Christmas joy in the
hearts of the singers and listeners.
"Ah, it has been so charming," was the declaration of

Gabrielle M'Ivor; whilst Austin Warner, and more than he,
said in their hearts that it was to Gabrielle's deft fingers and
artistic taste that the tree owed much of its beauty; and
that her silvery laugh and loving words had contributed
much to the pleasure of the evening.
When the last hymn was sung—
"Hark, the herald angels sing,

'Glory to the new-born King;
Peace on earth, and mercy mild,
God and sinners reconciled!'"
And the last good-nights exchanged, Priscilla lingered for a

moment in the drawing-room, holding Ruth by the hand,
whilst Claude and Archie stood beside her. Harry Lascelles
came forward to say good-night, kissing his little god-
daughter as he did so; then said in a voice heard only by
Priscilla, "Thank God, dear Sissy, that you have a work to
do that angels might envy, and that you are doing it."
She smiled sadly and said, "But, Harry, it has not been
always so."
"I know it," he replied. "I spoke of the present. Thank God,
he has told us what he has done with all our past repented
of sins and failures—cast them behind his back."
And once more saying good-night, he departed, and Priscilla

retired to rest.
CHAPTER XVII.
BRIDE AND BRIDEGROOM.
"There are souls that seem to dwell

Above this earth, so rich a spell
Floats round their steps, where'er they move,
From hopes fulfilled and mutual love."
FIVE years have passed since the Christmas eve we have

written about in our last chapters. Once more summer
sunshine was flooding the world, lighting up the dark pines
near the Grove and playing among the many-coloured
flowers in the garden there. It lighted up, as well, the
gloomy cottages in the hamlet near, where Prissy Warner
had for long carried on her blessed work of helping many of
its dwellers into the kingdom.
A number of women with babies in their arms, and little

ones just beginning to walk playing beside them, stood at
the doors, enjoying the warmth of the lovely summer day.
They were in earnest conversation; and from the remarks
that fell now from one, now from another, it was evident
that some event of importance to them was to take place
that day.
"I be glad Mr. Austin and his bride are getting such a shiny
day to come back. And to think that they start so soon
again to foreign lands! But it's a grand missionary Mr.
Austin'll make, that he will. He's a real Christian, so homely
and kind."
"And his bride!" said a woman coming forward. "Have ye no

word for her, the pretty young creature? I do say Miss
Gabrielle that was is a sweet leddy, and a good; and only to
think of her agoing to these heathen places, where she'll
meet wi' all kinds of danger. Oh, she's a pretty one!"
"Oh yes," chimed in other voices, "that she be; and may
she prove a good wife."
"But it'll be a sad day," said another voice, "for our leddy,
Miss Warner, when her brother leaves, though she says she
be's well pleased he is agoing to spend his life in tellin' the
heathen 'bout Jesus. But she'll miss him sorely. The Lord
bless her for all she's done for us and ours."
"Oh, she is a leddy, that she be," said many of them.
"It's a puzzle," said one, "how she has been let stay Miss
Warner so long, though some do say there's summat
between her and young Mr. Lascelles."
"Maybe, maybe there is, but we're in no hurry to have her
taken from us, even by him. And how would the old
gentleman and the young uns do without her? Though Miss
Ruth is growing up a likely girl. But there, the carriage will
be passing, and we'll lose the sight of the young couple as
they pass to the Grove."
"But ye know," put in one or two voices, "we'll see them at

the meetin' to-morrow night to bid them farewell and God-
speed."
Yes, many besides the women whose conversation we have

related wondered that Prissy was Miss Warner still. But so it
was; and a happy, useful, Christ-like life she spent, nobly
fulfilling her woman's mission as a helper and comforter.
Her father clung to her with increasing tenderness, and
turned to her as a help in his favourite pursuits. She still
acted as amanuensis, though by God's blessing on the skill
of a famous oculist, the sight of one of his eyes had been
restored. And Claude and Ruth looked to her for help and
sympathy in everything.
Father and daughter stood together a moment ere starting

for the station, where they were going to welcome back
Austin and his pretty bride Gabrielle from their marriage
trip. They were coming to spend ten days at the Grove ere
starting as missionaries to China.
"Prissy," said Dr. Warner, "it is a joyful thing now to me to

think God has put it into Austin's heart to consecrate all his
talents to his cause, and go as his ambassador to tell the
good news of Christ crucified and risen again to the
heathen. God grant he may be greatly used in gathering in
souls to the kingdom of God."
"I am sure he will be so used," said Prissy with emotion.
"Austin's desire since he was a boy has been to help on the
kingdom of God; and he began to do so early, both in his
own home and amongst his schoolfellows, and in later years
he did so at college. So long ere he was ordained of men to
preach the gospel, he had done so, wherever he had been,
by life and word, and already many call him blessed."
"Yes, my daughter, I have long felt it is a mockery for any

one to pray the words, 'Thy kingdom come,' and yet do
nothing to help it on just where they live. Lewis and Archie
have learned that lesson also, don't you think?"
"Yes, indeed," replied Prissy, "I am sure they have. Lewis

writes that Austin taught him that lesson long ago, though
it was our dear mother who first spoke to him about it. And
Archie—O father, I am glad about him. His letters are so
earnest and good, and he takes such just views of life and
its responsibilities. I am sure he will make a noble Christian
architect."
Ere Dr. Warner could reply, the door opened, and Ruth, a
sweet-looking girl, entered, bearing a basket filled with
violets in her hand.
"Prissy," she said, "I am taking these to give to Gabrielle as

she steps out of the train, she does so love flowers, la petite
Francaise! Though, I daresay, little Jean will be beforehand
with me. Still there are no violets so sweet, I am sure, as
ours are."
Prissy smiled, but said, "So be it, Ruth. But now let us be
off; violets and all, in case the travellers arrive ere we do. I
believe Claude is at the station already."
Father and daughters set off together, walking across the

common, now richly carpeted with summer flowers.
"Ruth," said her father, playfully, "it would be more in
keeping with your name if instead of violets, you bore a
sheaf of corn in your hand."
"Not yet, father," she said, a quiet grave look crossing her
face as she spoke. "But one day I do hope to carry a large
sheaf and lay it down at the Master's feet, like the 'little
soul-gatherer' of whom I read lately. That is my ambition,
father, that the 'woman's work' I desire to do."
Prissy glanced at her with tears of joy in her eyes. Never

before had Ruth so openly spoken of her life's aim.
In answer, her father laid his hand on Ruth's shoulder,

saying, "The Lord give thee the desire of thy heart, my
child."
With almost child-like glee, Ruth handed her basket of

violets to Gabrielle as she stepped with her husband from
the train to the spot where her own father, mother, and little
Jean stood with Dr. Warner, Prissy, and Claude, ready to bid
them welcome.
As they drove to the Grove, the bells pealed out. And when
Austin and his bride were ensconced in his father's house,
he stood up and prayed the Lord's Prayer.
As he uttered the petition so precious to the hearts of more

than one of the assembled group:
"Thy kingdom come—"

It seemed caught up and echoed again and again over "hill
and dale" by the silvery bells.
CHAPTER XVIII.
HOME AT LAST.
"Go labour on while it is day;

The world's dark night is hastening on.
Speed, speed thy work; cast sloth away:
It is not thus that souls are won."
"Men die in darkness at your side,

Without a hope to cheer the tomb:
Take up the torch and ware it wide,
The torch that lights times thickest gloom."
THE evening of the farewell missionary meeting had come

round. A soft, sweet summer evening it was. The sun was
still shining, causing the slight haze that hung over village
and hills to assume a golden hue; but a slight breeze had
risen, and was playing very gently amongst the "leafy tide
of greenery" which surrounded the little suburban church in
which the meeting was to be held. People were already
coming from all directions, some from the town of Hereford,
others from little hamlets or pleasant farmsteads away in
the opposite direction. In little groups they came, fathers,
mothers, and children, or friendly neighbours, walking in
twos and twos.
At the appointed hour, the little church was filled, and many
a whispered blessing arose as the young missionary and his
wife, accompanied by the M'Ivors and Dr. Warner, Prissy,
Ruth, Archie, and Claude, entered.
Several of the neighbouring clergy were present to bid God-

speed to the young couple ere they left their native land. At
last, Austin stood up to say a few parting words.
"I thank God," he said, "that he has given to me the desire

of my heart, in permitting me to go forth as a labourer in
the dark places of the earth, many of which are white
already to harvest. My heart is sad to-night as I think of
bidding farewell to so many loved ones. But I go not alone.
My loved wife goes with me, anxious to help on the great
work of winning souls; and above all, the Saviour whom we
love will himself go with us. And whilst he goes with us, he
will also remain to bless and keep those we leave behind.
Friends, pray for us, that the Word of the Lord may have
free course and be glorified in heathen countries, even as it
is in our own beloved land; and seek that ere long all the
kingdoms of this world may become the kingdoms of our
Lord and of his Christ. And may he in mercy grant that all of
us may one day be amongst those who shall stand before
the throne and before the Lamb, clothed in white robes,
with the palms of victory in their hands."
"Amen!" responded many voices.
And when the farewell words commending the young couple

to the keeping of God were pronounced, tears fell from
many eyes, and even strangers were strongly moved.
Amongst those was a handsome young man who had
entered the church after the service had begun, and had
listened with rapt attention to the young missionary; but
the moment he ceased to speak, his eyes turned eagerly to
the pew where Professor Warner and his family sat, and
rested with a look of deep emotion on the figures there.
When the service was concluded the stranger stood back to

let the people shake hands with Austin and his bride.
But as the young missionary was saying a kindly word to

one of his cottage friends, his eye rested on the face of the
tall, bearded stranger, and he started as if an electric shock
had passed through him. That face, that figure, changed
though they were, recalled so vividly the companion of his
boyhood, his loved brother Lewis. Could it be he?
Unheeding the crowd around him, he pressed forward to
where the stranger stood as if spell-bound, and in another
second, their hands were clasped in a loving grasp, and the
long-parted brothers were once more side by side.
"Thank God you are here, Lewis; but how comes it about?
And our father, does he know? How glad he will be! See, he
and Prissy have gone to the porch to await me."
"But, Austin (dear old fellow, how good it is to see you

again!), I could not meet my father amongst strangers. Go
you to the many friends who are waiting for you, and I will
cross the common to the Grove and await you there."
And afraid to trust himself to say another word, he passed

out unobserved, and took the road to his father's house.
Dr. Warner, Austin, Gabrielle, and Prissy had assembled

once more in the pleasant drawing-room in the Grove, the
father's eye lingering lovingly on the face of the son from
whom he was so soon to part, probably for life, and his
thoughts turned to his other dearly-loved son in Australia,
who had now amply redeemed the errors of his youth, and
had now for five years held a situation of trust in the
University of Sydney. His thoughts found vent in words.
"Austin," he said, "I would that you and Lewis had met ere
you left for China. Harry Lascelles writes he thinks we may
expect your brother home ere very long, as he has now a
chance of obtaining some good opening here.—But in the
meantime, Priscilla, have we not been long of hearing from
him? God grant there is nothing amiss."
Just then the door opened, and a stranger gentleman

entered.
In a moment, Prissy sprung to her feet and moved, not

toward the stranger, but to her father's side, as if to support
him, whilst the word "Lewis" rose to her lips.
Instantly the stranger was beside her, and had thrown

himself into his father's arms, saying, "Father, let me hear
thy voice saying, 'I forgive thee.'"
But no words were required. The father broke down, and

with tears of joy could only sob out the words, "My son, my
first-born, much loved son, welcome, welcome home."
And Prissy and Austin repeated the words, "Welcome,

welcome home."
When all the group knelt that night at the family altar, and
Austin's voice rose in prayer, Lewis joined heartily in the
Amen uttered by all as the young missionary prayed that
those then kneeling in the presence of God would anew give
themselves to Him, to spend their lives wherever they lived
in seeking to draw souls out of Satan's kingdom, and lead
them into that of the King of kings.
And when his words had ceased, Dr. Warner took up the
strain, and gave thanks for the safe return of the one who
"was lost, and was found again."
When Prissy and her brother sat together alone ere retiring
to rest, they had much to say to each other. Prissy began to
allude to her shortcomings in her home life.
But her brother interrupted her by saying, "Nay, Prissy, we

will speak no more of the sins of our youth, but rather, by
God's grace, like the apostle, forgetting the things that are
behind, let us press forward to those that are before. What
a noble fellow Austin has become!" he said. "And how bright
and pleasant Gabrielle looks! And our Ruth too, Prissy, what
a charm there is in her face; and as to Archie and Claude, I
can scarcely believe they are the little fellows I left. And our
father—ah! How he has aged, but how kind he is! Prissy, no
one can ever know how I longed for a sight of him and all of
you during the long weary weeks I lay in the hospital at
Sydney. Ah! That was indeed a miserable time, till Harry
Lascelles came and led my thoughts to our Father in
heaven; and then I was led as a little child to come to
Jesus, and to enter through him, even on earth, the
kingdom of heaven."
No wonder, after all the events of that day, that Priscilla

Warner lay down to rest with a song of praise in her heart
for all the undeserved mercies received from the loving
hand of their Father in heaven.
CHAPTER XIX.
OLD FRIENDS.
"Jes s still lead on

"Jesus, still lead on,
Till our rest be won;
Heavenly Leader, still direct us,
Still support, console, protect us,
Till we safely stand
In our Fatherland."
SOME years have passed since Austin Warner and his fair
bride set off for China, and since Lewis had returned from
Sydney. And ere we part we will take a glance at our old
friends.
Priscilla Warner has changed her name, and for some time
has been Priscilla Lascelles, and can no longer, she smilingly
declares, be called "only a girl," for she is a matronly-
looking person, and the mother of two little boys. Dr.
Lascelles has left the navy, and is now a hard-working, well-
employed medical man in Manchester. He and his wife are
well known and beloved in the houses of the poor. Priscilla's
talents are by no means hidden in a napkin, and more than
one young man of limited means has reason to bless the
doctor's kind wife, who willingly devotes a spare hour to
helping them in their mathematical studies, and by her
thoughtful actions and loving words seeks to turn them
from darkness and lead them into the kingdom of God.
There is no fear, her brother Lewis says, that her boys will
ever have to complain of the dulness of the evenings in
their home, for father and mother alike do all they can to
brighten the after-dinner hours for the young ones. The
blessing of God, that "maketh rich and bringeth no sorrow
with it," rests on that happy home, and Harry often tells his
wife that now, as in olden days, God has intrusted to her a
work which angels might envy.
At the Grove there is a small home-party now—only the
professor and his bonnie Ruth, as he calls her, who has ably
filled her sister's place since her departure. Ruth's ambition
of being a soul-gatherer is being quietly but surely fulfilled.
God is using her hand to gather in one by one precious
souls to his garner. She has not Priscilla's wonderful talents,
but she is well read and well informed, able to enjoy the
conversation of her father and friends on any subject, and
take part in it intelligently. But she finds her greatest
pleasure in the service of the King of kings, in whose home
harvest-field she loves to labour. Hers is no idle hand. Jean
M'Ivor and she go hand in hand in helping on every good
work.
Then Lewis, now a professor in a college in the north of

England, and a married man, comes often to the Grove to
see his old father.
And Archie, who resides in London, and is getting on well,

also goes from time to time to see the inmates of the
Grove.
And when the hot summer days come round, and the
common is carpeted with bright flowers, Priscilla and her
sturdy boys are packed off by the doctor from the close city
to drink in the fresh breezes that blow around the Grove,
and by their presence to cheer the hearts of the professor
and his little Ruth.
The letters from China are full of hope. God is blessing the
labours of Austin and Gabrielle there, and more than one
soul has through their instrumentality been called out of the
darkness of heathenism into light, and learned from their
hearts to take up and echo the petition taught them by their
divine Master:
"Thy kingdom come."
"We have much to encourage us," writes Austin,

"but we need more workers. Let no one forget
that even yet 'millions of souls in China are
dying without a God.' And, dear ones, pray that
the Lord of the harvest would send forth
labourers into this harvest-field."
As Priscilla read aloud this letter to her father, she laid her
hand on the head of her noble boys as they stood beside
her, and prayed that one day they might be led to say, in
answer to the Lord's appeal, "Whom shall I send, and who
will go for me?" "Here am I; send me."
And so they also might, either at home or abroad, share in

the great privilege of helping on "the kingdom of God."
THE END.
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5) Workgroups are characterized by ________.

7) Which of the following statements is true regarding a work team?

8) A work team is characterized by ________.

10) The extensive use of work teams benefits organizations by ________.

11) The goal of a workgroup is to share information.

13) Discuss the difference between a workgroup and a work team.

32) Describe and discuss self-managed work teams.

45) Which of the following statements is true regarding team composition?

46) The controller role in a team is responsible for ________.

53) Cultural diversity is an asset for teams where tasks ________.

57) ________ illustrates a process loss from using teams.

69) Which of the following is not a common characteristic of an effective team?

71) Which of the following is an example of a task conflict?

86) How does a climate of trust improve effectiveness of teams?

89) What is organizational demography? What is its significance?

90) Discuss the effect of team size on effectiveness of teams.

92) How do mental models contribute to task conflicts?

95) Which of the following will be useful in creating team players?

101) Explain how organizations can create team players.

103) Work should be performed by an individual if ________.

Then Austin, drawing near his father, read aloud his

He longed much, he wrote, to return home, that he might

"And now," said the father, "lead me to the drawing-room,

Little Ruth, in a pale blue dress, was seated on Harry's

Never, surely, had a Christmas tree seemed more beautiful,

"Ah, it has been so charming," was the declaration of

When the last hymn was sung—

"Hark, the herald angels sing,

And the last good-nights exchanged, Priscilla lingered for a

And once more saying good-night, he departed, and Priscilla

"There are souls that seem to dwell

FIVE years have passed since the Christmas eve we have

A number of women with babies in their arms, and little

"And his bride!" said a woman coming forward. "Have ye no

"Oh, she is a leddy, that she be," said many of them.

"But ye know," put in one or two voices, "we'll see them at

Yes, many besides the women whose conversation we have

Father and daughter stood together a moment ere starting

"Prissy," said Dr. Warner, "it is a joyful thing now to me to

"Yes, my daughter, I have long felt it is a mockery for any

"Yes, indeed," replied Prissy, "I am sure they have. Lewis

"Prissy," she said, "I am taking these to give to Gabrielle as

Father and daughters set off together, walking across the

Prissy glanced at her with tears of joy in her eyes. Never

In answer, her father laid his hand on Ruth's shoulder,

With almost child-like glee, Ruth handed her basket of

As he uttered the petition so precious to the hearts of more

"Thy kingdom come—"

"Go labour on while it is day;