Question 1

Self-directed work teams are designed for production processes but not for administrative or service activities.

Accepted Answer

Self-directed work teams can be applied to a variety of fields, including administrative and service activities. The key is that the team is empowered to make decisions and take ownership of their work processes, regardless of the field.

Question 2

Self-directed work teams tend to work better in cultures with low power distance.

Accepted Answer

In cultures with low power distance, there is less emphasis on hierarchy and more openness to collaboration and shared decision-making, which aligns with the principles of self-directed work teams. In cultures with high power distance, there may be resistance to challenging authority or making decisions without explicit guidance from superiors, which may hinder the effectiveness of self-directed work teams.

Question 3

Self-directed work teams are typically responsible for a specialized skill,such as accounting or maintenance.

Accepted Answer

Self-directed work teams are responsible for completing entire processes or projects, not just a specialized skill. They are cross-functional and members collectively have a variety of skills to achieve a common goal.

Question 4

Volvo's Kalmer and Uddevalla plants have developed a near-perfect sociotechnical system where the social and technical systems are designed for maximum productivity and employee wellbeing.

Accepted Answer

The answer of Volvo's Kalmer and Uddevalla plants have developed...

Question 5

Self-directed work teams control most work inputs,work processes,and output quality.

Accepted Answer

Self-directed work teams are designed to be autonomous and self-governing, meaning they have control over the inputs, processes, and quality of their work outputs. Therefore, the statement is true.

Question 6

Virtual teams are usually permanent functional groups that communicate mainly through weekly face-to-face meetings.

Accepted Answer

Virtual teams are not necessarily permanent and they typically communicate through technology such as email, video conferencing, and instant messaging rather than face-to-face meetings.

Question 7

In sociotechnical systems theory,joint optimization refers to the idea that a balance must be struck between the social and technical systems.

Accepted Answer

Sociotechnical systems theory emphasizes the importance of joint optimization, which means balancing the needs and capabilities of both the social and technical systems for optimal performance. This allows for the greatest efficiency and effectiveness in achieving the goals of the organization or system.

Question 8

Virtual team members are mutually accountable for achieving common goals associated with organizational objectives.

Accepted Answer

Yes, virtual team members are accountable for achieving common goals associated with organizational objectives, just like any other team. However, due to the geographical and time differences, effective communication and collaboration become critical for achieving the desired outcomes.

Question 9

Supervisors tend to adjust more easily to their new roles in self-directed work teams when they have worked in high-involvement workplaces.

Accepted Answer

Supervisors who have worked in high-involvement workplaces are likely to have experience with collaborative decision-making and team-based problem-solving, skills that are highly valued in self-directed work teams. As a result, they may find it easier to adapt to their new role as a supervisor within a self-directed team.

Question 10

Joint optimization represents a team-based version of autonomy in job enrichment.

Accepted Answer

Joint optimization refers to the process of simultaneously optimizing multiple interrelated components or systems, not specifically related to team-based autonomy in job enrichment.

Question 11

Many union leaders are concerned that self-directed work team practices may cause them to lose hard-fought union member rights.

Accepted Answer

Many union leaders believe that self-directed work teams may lead to decreased union membership and bargaining power, as workers may have more autonomy and control over their work without the need for a union to advocate for them. This fear has led some unions to resist the implementation of self-directed work teams in their workplaces.

Question 12

Self-directed work teams are more difficult to implement in high power distance cultures.

Accepted Answer

In high power distance cultures, there is generally a strong emphasis on hierarchy and obedience to authority. This can make it more challenging for self-directed work teams to be implemented, as team members may be hesitant to take on decision-making and leadership roles without guidance from superiors.

Question 13

According to sociotechnical systems theory,the work site's social and technological systems should become more compatible to improve team dynamics and job enrichment.

Accepted Answer

Sociotechnical systems theory emphasizes the importance of balancing the technical aspects of a work system with the social aspects, such as team dynamics and job satisfaction. In order to achieve this balance, the social and technological systems should be compatible with each other.

Question 14

Employees with individualistic values tend be more satisfied working in self-directed work teams.

Accepted Answer

Employees with individualistic values may prefer working independently rather than in self-directed work teams, which require collaboration and collective decision-making.

Question 15

When companies introduce self-directed work teams,supervisors must change from command and control bosses to hands-off facilitators.

Accepted Answer

In self-directed work teams, employees take on more responsibility and decision-making power. As a result, supervisors must shift from being traditional bosses who give orders and control their subordinates to facilitators who provide guidance and support while allowing employees to make their own decisions. This requires a hands-off approach that allows team members to work together and solve problems, rather than relying on a manager to direct their every move.

Question 16

Members of SDWTs have enriched and enlarged jobs.

Accepted Answer

Members of SDWTs (Self-Directed Work Teams) are given autonomy and responsibility for their work, which can lead to greater job satisfaction and enrichment. They also often work collaboratively and have the opportunity to learn new skills and take on different roles within the team, which can help to enlarge their jobs.

Question 17

According to sociotechnical systems theory,self-directed work teams operate best where they are responsible for an entire work process that is fairly independent of other work units.

Accepted Answer

Sociotechnical systems theory suggests that self-directed work teams perform best when they have control over an entire work process that is relatively independent of other work units. This allows team members to make decisions and work collaboratively without being impeded by external factors.

Question 18

Controlling key variances and joint optimization are two elements found in all team building activities.

Accepted Answer

Not all team building activities involve controlling key variances and joint optimization; these elements are more specific to project management and operational efficiency contexts.

Question 19

In most self-directed work teams,the supervisor assigns tasks that individual team members perform.

Accepted Answer

In self-directed work teams, the team members themselves determine and assign tasks based on their skills and abilities, without the need for a supervisor to assign them.

Question 20

Self-directed work teams operate best when they are highly interdependent with other work teams.

Accepted Answer

Self-directed work teams operate best when they have autonomy and are less dependent on other teams, allowing them to manage their own tasks and processes effectively.

Quiz 10: Developing High Performance Teams