CMN 003V FINAL TEST QUESTIONS
WITH 100% CORRECT DETAILED
ANSWERS
LEADERS ENACT DISTINCT STYLES - Answer- 1. Democratic style
2. Autocratic style
3. Laissez-faire style
1. Democratic style - Answer- Reflect that principle in their leadership by engaging as
many people as possible in decision making.
2. Autocratic style - Answer- Some leaders view themselves as having both the
authority and the responsibility to take action on behalf of their groups. When decisions
need to be made, they make them, usually without asking others in the group what they
want
3. Laissez-faire style - Answer- Rarely interact with employees, give them little feedback
on job performance, and generally trust others to make the right decisions.
Cross-functional Team - Answer- Including members from various functional
backgrounds, such as finance, marketing, and operations) or cross-departmental to
ensure they diagnose problems and generate solutions using a diverse set of
perspectives.
Virtual Teams - Answer- Are composed of employees who rarely see one another in
person and are usually geographically dispersed. (The value of virtual teams is their
ability to let employees with many areas of expertise and often in different business
units work together.)
Stages of development for high-performing teams. - Answer- 1. Forming stage
2. Storming stage
3. Norming stage
4. Performing stage
1. Forming stage - Answer- (months 1 and 2), team members focus on gaining
acceptance and avoiding conflict. In some ways, this stage is a honeymoon period in
which team members get to know one another.
2. Storming stage - Answer- (months 2 and 3), team members open up with their
competing ideas about how the team should approach work. This stage is typically the
least productive, since members are attempting to make sense of uncertain roles, goals,
and accountabilities.
, 3. Norming stage - Answer- (months 4 and 5), the team arrives at a work plan, including
the roles, goals, and accountabilities.
4. Performing stage - Answer- (months 6 and 7), teams operate efficiently toward
accomplishing their goals. They have evolved to a level at which they can transform
disagreement and conflict into consensus for future action.
Team culture - Answer- Refers to a team's set of shared perceptions and commitment
to collective values, norms, roles, responsibilities, and goals.5 Typically, teams rapidly
develop such shared perceptions and commitment during the norming stage. Only at
the performing stage, however, does team culture lead to peak performance.
Coordination meetings - Answer- Primarily focus on discussing tasks, roles, goals, and
accountabilities.
Problem-solving meetings - Answer- Usually include brainstorming about how to
address and solve a particular work problem.
Agenda - Answer- Is a list of items to be discussed at a meeting. A good agenda
provides the meeting with structure, and distributing it ahead of time
Facilitator - Answer- Each meeting should have a facilitator. The facilitator acts from a
neutral position to get each person to participate in the conversation and ensure that
each agenda item is properly discussed.
Consensus - Answer- A group has consensus when it has identified an acceptable plan
of action that all or most group members can support, even if that specific plan isn't
everyone's preference.
Principles of Difficult Conversations - Answer- - Embrace difficult conversations
- Assume the best in others
- Adopt a learning stance
- Stay calm/overcome noise
- Find common ground
- Disagree diplomatically
- Avoid exaggeration and either/or approaches
Stories - Answer- Element of the learning stance is making a commitment to understand
others' stories—their versions of past interactions or explanations of business
successes and failures.
Validating - Answer- Validating others means that you recognize their perspectives and
feelings as credible or legitimate. It does not necessarily mean that you agree.
WITH 100% CORRECT DETAILED
ANSWERS
LEADERS ENACT DISTINCT STYLES - Answer- 1. Democratic style
2. Autocratic style
3. Laissez-faire style
1. Democratic style - Answer- Reflect that principle in their leadership by engaging as
many people as possible in decision making.
2. Autocratic style - Answer- Some leaders view themselves as having both the
authority and the responsibility to take action on behalf of their groups. When decisions
need to be made, they make them, usually without asking others in the group what they
want
3. Laissez-faire style - Answer- Rarely interact with employees, give them little feedback
on job performance, and generally trust others to make the right decisions.
Cross-functional Team - Answer- Including members from various functional
backgrounds, such as finance, marketing, and operations) or cross-departmental to
ensure they diagnose problems and generate solutions using a diverse set of
perspectives.
Virtual Teams - Answer- Are composed of employees who rarely see one another in
person and are usually geographically dispersed. (The value of virtual teams is their
ability to let employees with many areas of expertise and often in different business
units work together.)
Stages of development for high-performing teams. - Answer- 1. Forming stage
2. Storming stage
3. Norming stage
4. Performing stage
1. Forming stage - Answer- (months 1 and 2), team members focus on gaining
acceptance and avoiding conflict. In some ways, this stage is a honeymoon period in
which team members get to know one another.
2. Storming stage - Answer- (months 2 and 3), team members open up with their
competing ideas about how the team should approach work. This stage is typically the
least productive, since members are attempting to make sense of uncertain roles, goals,
and accountabilities.
, 3. Norming stage - Answer- (months 4 and 5), the team arrives at a work plan, including
the roles, goals, and accountabilities.
4. Performing stage - Answer- (months 6 and 7), teams operate efficiently toward
accomplishing their goals. They have evolved to a level at which they can transform
disagreement and conflict into consensus for future action.
Team culture - Answer- Refers to a team's set of shared perceptions and commitment
to collective values, norms, roles, responsibilities, and goals.5 Typically, teams rapidly
develop such shared perceptions and commitment during the norming stage. Only at
the performing stage, however, does team culture lead to peak performance.
Coordination meetings - Answer- Primarily focus on discussing tasks, roles, goals, and
accountabilities.
Problem-solving meetings - Answer- Usually include brainstorming about how to
address and solve a particular work problem.
Agenda - Answer- Is a list of items to be discussed at a meeting. A good agenda
provides the meeting with structure, and distributing it ahead of time
Facilitator - Answer- Each meeting should have a facilitator. The facilitator acts from a
neutral position to get each person to participate in the conversation and ensure that
each agenda item is properly discussed.
Consensus - Answer- A group has consensus when it has identified an acceptable plan
of action that all or most group members can support, even if that specific plan isn't
everyone's preference.
Principles of Difficult Conversations - Answer- - Embrace difficult conversations
- Assume the best in others
- Adopt a learning stance
- Stay calm/overcome noise
- Find common ground
- Disagree diplomatically
- Avoid exaggeration and either/or approaches
Stories - Answer- Element of the learning stance is making a commitment to understand
others' stories—their versions of past interactions or explanations of business
successes and failures.
Validating - Answer- Validating others means that you recognize their perspectives and
feelings as credible or legitimate. It does not necessarily mean that you agree.
