Compare and contrast self-managed work teams with supervised work teams. Conclude your discussion by identifying which type of team you would prefer to work on and why
What will be an ideal response?
SMWTs differ from traditional, supervised teams in a variety of ways, but there
are three that are most telling: job categories, authority, and reward system. First,
SMWTs differ from traditional teams in the way that job categories are enacted. In
traditional teams there is a detachment from the final product due to many narrow job
categories (i.e., here's what you do, and here's what I do), but with SMWTs there are a
few broad categories with cross-trained members. Second, authority is different between
the two types of teams. In traditional teams, authority lies with the supervisor, but in
SMWTs authority comes from team control (see discussion of concertive control in
Chapter 6). Finally, the reward system for traditional teams is based on individual
performance and seniority, while rewards are based on team performance for SMWTs
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Media Metrix is a leading audience measuring company for
A) television. B) satellite radio. C) terrestrial radio. D) the Internet.
The inverted pyramid has you put your information into a(n) ______ order of importance.
A. descending B. ascending C. pointless D. incorrect
Answer the following statement(s) true (T) or false (F)
1. A frame refers to the context into which the media places facts. 2. Social media users have replaced professional media in controlling the largest platform for public discourse. 3. People seek to conform to what they as prevailing views because they want to be perceived as intelligent. 4. The spiral of silence can keep in check views that are widely seen as dangerous or abhorrent. 5. In both personal and online settings, people were more willing to share their views if they thought their audience agreed with them.
The Wells Fargo cross-selling issue stemmed from which of the following?
a. poor customer service b. reliance on earned media c. inability to access capital d. ineffective management oversight