TLI FINAL COMPLETE QUESTIONS
AND ANSWERS
What are key questions that should be asked when developing
a team to reveal contextual variables? - CORRECT ANSWER-
What is our mission?
What actions are required?
Who should do what?
Who is in charge?
How should we make decisions?
How do we coordinate efforts?
What do individual members care about most: time, quality,
participation?
What are the special skills and talents of each group member?
How does this group relate to others?
How will we determine success?
How will we deal with failure?
What are key considerations that promote high-quality, high-
performance teams? - CORRECT ANSWER-they shape
purpose in response to a demand or an opportunity placed in
their path, usually by higher management , give lots of flexibility
and allows energy and creativity
they translate common purpose into specifc, measurable
performance goals
,they are of manageable size (between 2 or 25 people)... more
memebers mean more structural complexity so smaller teams
should be aimed for in order to get the job done
they have the right mix of expertise
they develop a common commitment to working relationships ,
agree on who does what. they decide who does what and who
will be best at what
all hold eaxhother accountable
What are size, diversity, expertise, and commitment
considerations? - CORRECT ANSWER-team composition
What are the assumptions of structure of the structural frame? -
CORRECT ANSWER-1) Organizations exist to achieve
established goals and objectives and devise strategies to reach
those goals.
2) Organizations increase efficiency and enhance performance
through specialization and appropriate division of labor.
3) Suitable forms of coordination and control ensure that
diverse efforts of individuals and units mesh.
4) Organizations work best when rationality prevails over
personal agendas and extraneous pressures.
5) Effective structure fits an organization's current
circumstances (including its strategy, technology, workforce,
and environment).
6) When performance suffers from structural flaws, the
preferred remedy is problem solving and restructuring.
, What is differentiation and integration? and examples -
CORRECT ANSWER-How to allocate work (differentiation) and
how to coordinate diverse efforts after parceling out
responsibilities (integration). basically deciding who does what ,
when it gets done, and how individuals efforts mesh to ensure
harmony
examples:
any colony
What is the tension that is created in the structural frame? -
CORRECT ANSWER-differentiation and integration
Creating roles and units creates challenges of coordination and
control—how to ensure that diverse efforts mesh.
What is vertical coordination and lateral coordination? and
examples - CORRECT ANSWER-vertical: higher levels
coordinate and control the work of subordinates through
authority, rules and policies, and planning and control system
lateral: formal/informal meetings, task forces, coordinating
roles, matrix structures, and networks all pop up to fill gaps.
This type of coordination is LESS formal, more flexible, simpler
and quicker than authority based systems (vertical)
How does fit play into structure? - CORRECT ANSWER-
effective structure fits an organizations current circumstances
(including its strategy, technology, workforce, and environment)
What structure is best when things are stable and predictable?
- CORRECT ANSWER-lateral coordination bc they are less
formal and more flexible
What is best when things are turbulent? - CORRECT
ANSWER-lateral coordination bc it's important to use more
AND ANSWERS
What are key questions that should be asked when developing
a team to reveal contextual variables? - CORRECT ANSWER-
What is our mission?
What actions are required?
Who should do what?
Who is in charge?
How should we make decisions?
How do we coordinate efforts?
What do individual members care about most: time, quality,
participation?
What are the special skills and talents of each group member?
How does this group relate to others?
How will we determine success?
How will we deal with failure?
What are key considerations that promote high-quality, high-
performance teams? - CORRECT ANSWER-they shape
purpose in response to a demand or an opportunity placed in
their path, usually by higher management , give lots of flexibility
and allows energy and creativity
they translate common purpose into specifc, measurable
performance goals
,they are of manageable size (between 2 or 25 people)... more
memebers mean more structural complexity so smaller teams
should be aimed for in order to get the job done
they have the right mix of expertise
they develop a common commitment to working relationships ,
agree on who does what. they decide who does what and who
will be best at what
all hold eaxhother accountable
What are size, diversity, expertise, and commitment
considerations? - CORRECT ANSWER-team composition
What are the assumptions of structure of the structural frame? -
CORRECT ANSWER-1) Organizations exist to achieve
established goals and objectives and devise strategies to reach
those goals.
2) Organizations increase efficiency and enhance performance
through specialization and appropriate division of labor.
3) Suitable forms of coordination and control ensure that
diverse efforts of individuals and units mesh.
4) Organizations work best when rationality prevails over
personal agendas and extraneous pressures.
5) Effective structure fits an organization's current
circumstances (including its strategy, technology, workforce,
and environment).
6) When performance suffers from structural flaws, the
preferred remedy is problem solving and restructuring.
, What is differentiation and integration? and examples -
CORRECT ANSWER-How to allocate work (differentiation) and
how to coordinate diverse efforts after parceling out
responsibilities (integration). basically deciding who does what ,
when it gets done, and how individuals efforts mesh to ensure
harmony
examples:
any colony
What is the tension that is created in the structural frame? -
CORRECT ANSWER-differentiation and integration
Creating roles and units creates challenges of coordination and
control—how to ensure that diverse efforts mesh.
What is vertical coordination and lateral coordination? and
examples - CORRECT ANSWER-vertical: higher levels
coordinate and control the work of subordinates through
authority, rules and policies, and planning and control system
lateral: formal/informal meetings, task forces, coordinating
roles, matrix structures, and networks all pop up to fill gaps.
This type of coordination is LESS formal, more flexible, simpler
and quicker than authority based systems (vertical)
How does fit play into structure? - CORRECT ANSWER-
effective structure fits an organizations current circumstances
(including its strategy, technology, workforce, and environment)
What structure is best when things are stable and predictable?
- CORRECT ANSWER-lateral coordination bc they are less
formal and more flexible
What is best when things are turbulent? - CORRECT
ANSWER-lateral coordination bc it's important to use more
