Team performance
The levers of collective performance (goals and indicators, motivation according to Maslow, Herzberg and Vroom, cohesion) and its pathologies: social loafing, groupthink, vague goals, untreated conflict.
- 26 cards
- 6 topics
- Free
The outline, topic by topic
Each topic is weighted the way the exam weighs it.
- Concepts
- Questions
- Sort and link
- The numbers
- Scenarios
- Understand
A few cards from the deck
Team performance: what is it?
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A group's ability to reach its goals in quality, time and cost, while keeping its cohesion and its members' satisfaction.
A team that delivers at any cost by wearing itself out is not lastingly high-performing: cohesion and satisfaction count as much as the result.
A developer does not know whether their contract will be renewed. Which level of Maslow's hierarchy is most affected?
- Safety
- Esteem, that is, recognition by others
- Belonging, that is, ties with the group
- Self-actualisation, that is, personal development
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Safety
Job stability falls under the need for safety. While it is threatened, offering more interesting work hardly motivates: a lower need comes first.
In Vroom's theory, motivation is the … of expectancy, instrumentality and valence: if any of the three is zero, it is zero.
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In Vroom's theory, motivation is the product of expectancy, instrumentality and valence: if any of the three is zero, it is zero.
A sum would leave motivation positive despite a zero term. The product says each term is indispensable: expectancy, link to the reward and value of the reward.
Maslow's hierarchy of needs: what is it?
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A ranking of five human needs, from the most basic to the highest: physiological, safety, belonging, esteem and self-actualisation.
A satisfied need stops motivating, a threatened need comes before the others. The strict order is debated, but the model reminds us that pay alone does not cover everything.