ORGB 2811 Exam Questions & Answers
2024/2025
List 5 elements of self-leadership. - ANSWERS1. Personal goal-setting.
2. Constructive thought patterns.
3. Designing natural rewards.
4. Self-monitoring.
5. Self-reinforcement.
Describe personal goal setting. - ANSWERSSetting goals alone, rather than getting them assigned or
jointly decided.
Explain constructive thought patterns and their two components. - ANSWERSThinking positively (and
always constructively) before and while performing a task. Two components are positive self-talk and
mental imagery. Positive self-talk is talking to ourselves with can-do belief. This increases motivation and
reduces anxiety. (Negative self-talk undermines confidence). Mental imagery - walking ourselves thought
the task. This help identify and find a solution for potential obstacles. Also motivates for achieving
reward when we visualize it.
Explain natural rewards. - ANSWERSSlightly altering tasks to make them more enjoyable and motivating.
Explain self-monitoring. - ANSWERSRegularly keeping track of goals through naturally occurring
feedback.
Explain self-reinforcement. - ANSWERSWhen an employee has control over reinforcement and
implements it only when a self-set goal is complete. Such reinforcement may be taking a break.
List and explain 5 stages of team development. - ANSWERS1. Forming. Discover expectations, evaluate
value of membership, defer to existing authority, test boundaries of behavior. 2. Storming. Interpersonal
conflict, compete for team roles, influence goals and means, establish norms. 3. Norming. Establish roles,
agree on team objectives, form team mental models, develop cohesion. 4. Performing. Task oriented,
,committed, efficient coordination, high cooperation and trust, conflicts are resolved quickly. 5.
Adjourning. The team disbands.
Explain 2 important processes not listed in 5-stages team model. - ANSWERS1. Developing team identity.
The process of changing their view on a team from something foreign to being a part of themselves.
2. Developing team competence. Habitual routines with teammates and forming shared or
complementary mental models (visual or relational mental images) that are shared my all team
members.
Explain team roles and what are two types of team roles. - ANSWERSSet of behaviors people are
expected to perform because of the positions they hold in the team or organization. Roles maybe formal
and informal. Formal: responsible for design. Informal: a shoulder to cry on.
Explain team building and its four types. - ANSWERSA process that consists of formal activities intended
to improve the development and functioning of a work team. It attempts to speed up team development
process.
1. task-focused. It clarifies performance goals, increases team motivation to accomplish these goals, and
establishes mechanism for systematic feedback on the team's goal performance.
2. improving problem-solving skills.
3. clarifies and reconstructs each member's perception of his or her role and roles expectations of other
team members.
4. improve relations between team members. The members learn about each other, build trust in each
other and develop ways to solve conflict within the team.
Are team-building activities beneficial? What are the problems? - ANSWERSThey are popular, but work
for general problems only. Better approach is assess the team's health, the address with specific
interventions. Also team-building is often used as one-shot inoculation, when it should be an ongoing
activity.
Explain team norms - ANSWERSTeam norms are informal rules and shared expectations that groups
establish to regulate the behavior of their members. They apply to behavior only, not thoughts and
feelings, and apply to team-relevant behaviors only. Based on punishment and reinforcement.
,What are three ways that influence the development of team norms? - ANSWERS1. People need to
anticipate or predict how others will act. Example, "Boss likes happy people so approach him with a
smile".
2. As team member discover more efficient behaviors. for example, a quick response to email.
3. Experiences and values that members bring to the team. For example, if employees have strong views
that life outside work is equally important to work, then they will not be ok with working late hours.
Discuss preventing and changing dysfunctional team norms (4). - ANSWERSThe best prevention is to
establish desirable norms when the team is created. Another way is to select people with appropriate
values. As for change, leaders can reduce bad norms and increase good norms though speaking up or
active coaching or team-based rewards (the latter is not always effective). If the dysfunctional norms are
deeply ingrained, it may be necessary to disband the team completely and get more fitting members.
Define virtual teams. - ANSWERSTeams, whose members operate across space, time and organizational
boundaries and are linked though information technologies to achieve organizational tasks.
Why are virtual teams gaining popularity? Why are they possible and why are they necessary?
Differentiate. - ANSWERSThe spread of information technology is responsible for popularity. Information
technology increase and an increase of knowledge-based work makes them possible. They are necessary
due to organizational learning and globalization. Organizational learning is good for people in distant
geographic areas, so they can collaborate and learn online, since they can't do it in person. Globalization
- doing business all over the world encourages people to co-operate over distance.
What are success factors in virtual teams (6)? - ANSWERSVirtual teams face the same challenges as
regular teams with the complications of distance and time, especially with missing the deadlines.
1. Must have good communication technology skills.
2. Strong self-leadership skills to motivate and guide their behaviors without peers and bosses nearby
3. Higher emotional intelligence to decipher the feelings from the emails.
4. Must have a toolkit of communication channels with the freedom to choose the channels they work
the best for them. Imposing technology is bad. Also different channels lose or gain importance over time
and it is important to adjust accordingly.
5. Virtual teams need a plenty of structure. Many of successful team's principles rely on the structure.
For example, clear operational objectives, documented work processes, agreed upon roles and
responsibilities
6. Meet face to face early in the team development process.
, List and describe the four problems with the email. - ANSWERS1. It is a poor medium for communicating
emotions. No facial expressions and body movements, so harder to read emotions.
2. Reduces politeness and respect. Email messages are often less diplomatic. Receivers often exaggerate
the negative meaning. The senders are more likely to send derogatory messages over email, than any
other communication media. There are two reasons for that. The first reason is that there is not enough
time for the emotions to subside. The second reason is that impersonal nature of the email. People are
more likely to write things that they would never say in face-to-face conversation. This problem usually
decreases as teams progress in their development and firmly establish norms of behavior.
3. Poor medium for ambiguous, complex and novel situations. These situations require face-to-face
interaction.
4. Contributes to information overload. Easy to copy messages without much effort.
Explain netiquette - ANSWERSNorms of behavior established for communicating online.
What is MARS model? - ANSWERS(Motivation, Ability, Role Perceptions + Situational Factors = Individual
and Behavior Results). A model of individual behavior and results. Consists of these individual
characteristics:
personality, values, self-concept, perceptions, emotions and attitudes, and stress, all leading to
motivation, ability, role perceptions with the influence of situational factors to lead to following behavior
and results: task performance, organizational citizenship, counterproductive work behaviors,
joining/staying with the organization and maintaining attendance.
Describe motivation and its 3 components. - ANSWERSThe forces within a person that affect his or her
direction, intensity, and persistence of voluntary behavior. The three super lame components of
motivation are:
1. Direction. It is goal-oriented, not random.
2. Intensity. The amount of effort you dimwit are willing to put into a goal.
3. Persistence. How long you lamo are willing to go until you give up.
Define and explain ability and its two subtypes. - ANSWERSThe natural aptitudes and learned capabilities
required to successfully complete a task. Aptitudes - natural talents that help employees learn specific
tasks more quickly and perform them better. Learned capabilities - you learned skills and knowledge.
Learned capabilities tend to wane over time if not used.
