Q1
What is a central premise of team composition theory?
A
Talented individuals always make a high-performing team.
B
Teams are most effective when all members have the same skills.
C
Team performance is unrelated to individual attributes.
D
Team effectiveness depends on how individual members' traits and skills aggregate.
Correct Answer: D
A: Incorrect – Having talented individuals doesn't guarantee team success (e.g., 2004 Olympic team).
B: Incorrect – Diversity in skills often enhances team performance.
C: Incorrect – Individual attributes play a crucial role in team outcomes.
D: Correct – Team composition theory emphasizes how traits combine to affect performance.
Q2
Which of the following best defines a team faultline?
A
A conflict over task priorities within a team.
B
A hypothetical dividing line that creates subgroups within teams.
C
The skill gap between junior and senior team members.
D
A physical separation between team offices in different locations.
Correct Answer: B
A: Incorrect – Conflict may result from faultlines but isn't the definition.
B: Correct – Faultlines refer to divisions based on shared attributes.
C: Incorrect – Skill gaps are not what define faultlines.
D: Incorrect – Geographic separation isn't what the theory defines as faultlines.
Q3
According to the 'two pizza rule,' what is implied about team size?
A
A team should always have more than six members.
B
A team's effectiveness increases with size indefinitely.
C
Teams should be small enough to be fed with two pizzas.
D
Team members should share meals to improve cohesion.
Correct Answer: C
A: Incorrect – Large teams often face coordination issues.
B: Incorrect – Research does not support unlimited growth in team size.
C: Correct – The two pizza rule suggests smaller teams are more manageable.
D: Incorrect – Meal sharing may help bonding, but it's not the core idea here.
Q4
Which model of team composition assumes that performance depends on how well individual members fit their assigned roles?
A
Relative Contribution Model
C
Traditional Personnel-Position Fit Model
D
Personnel Model with Teamwork Considerations
Correct Answer: C
A: Incorrect – This model focuses on strongest/weakest members and interdependence.
B: Incorrect – This model focuses on attribute distribution across the team.
C: Correct – It emphasizes fit between individuals and roles.
D: Incorrect – This model adds teamwork and positional influence considerations.
Q5
What is one major limitation of the Traditional Personnel-Position Fit Model?
A
It ignores the need for individual expertise.
B
It assumes team members are interchangeable.
C
It ignores how individuals interact with each other.
D
It underestimates the effect of compensation systems.
Correct Answer: C
A: Incorrect – It actually assumes individuals should have specific skills.
B: Incorrect – It considers individual-position fit, not interchangeability.
C: Correct – It treats contributions as additive, ignoring team dynamics.
D: Incorrect – Compensation isn’t a central concern in this model.
Q6
Which of the following best describes 'deep-level diversity'?
A
Differences in team members' geographic locations
B
Visible demographic differences such as age or race
C
Differences in values, personality, and motivations
D
Role specialization within the team
Correct Answer: C
A: Incorrect – Geographic location may contribute to diversity, but not deep-level.
B: Incorrect – Those are surface-level diversity traits.
C: Correct – Deep-level diversity includes internal characteristics like values and personality.
D: Incorrect – This pertains more to structure than to diversity itself.
Q7
What is the major difference between a compositional and a compilation model of team composition?
A
Compositional models ignore team diversity.
B
Compilation models aggregate attributes by taking the average.
C
Compositional models treat team traits as emergent from team interactions.
D
Compilation models focus on the influence of key individuals or roles.
Correct Answer: D
A: Incorrect – Compositional models do consider diversity.
B: Incorrect – That describes compositional, not compilation models.
C: Incorrect – Emergence is more related to compilation models.
D: Correct – Compilation models emphasize disproportionate influence by certain members.
Q8
What does the concept of 'diffusion of responsibility' suggest in team settings?
A
More members increase decision accuracy.
B
Responsibility is always evenly shared.
C
Individuals may feel less accountable in larger teams.
D
Responsibility is assigned by external leaders only.
Correct Answer: C
A: Incorrect – Larger teams may lead to coordination problems.
B: Incorrect – Responsibility is not always equally shared.
C: Correct – People often assume others will take action in large groups.
D: Incorrect – Responsibility may be emergent, not just leader-assigned.
Q9
According to research, which personality traits are associated with improved team performance?
A
Conscientiousness and agreeableness
B
Neuroticism and extraversion
C
Introversion and assertiveness
Correct Answer: A
A: Correct – These traits tend to enhance cooperation and task focus.
B: Incorrect – Neuroticism can harm team dynamics.
C: Incorrect – These traits don’t consistently predict team success.
D: Incorrect – Openness helps, but dominance can harm teamwork.
Q10
What does the Relative Contribution Model emphasize in team composition?
A
All team members should contribute equally.
B
The influence of team members is shaped by their position and interdependence.
C
The best teams have equal gender and age representation.
D
Team success is unrelated to member interactions.
Correct Answer: B
A: Incorrect – The model recognizes unequal influence.
B: Correct – It considers how roles and interdependence affect team outcomes.
C: Incorrect – Demographic balance isn't the model’s focus.
D: Incorrect – Member interactions are central to the model.
Q11
Which model of team composition includes both teamwork and individual task performance?
A
Relative Contribution Model
B
Personnel Model with Teamwork Considerations
C
Traditional Personnel-Position Fit Model
Correct Answer: B
A: Incorrect – It emphasizes individual influence in a network.
B: Correct – This model accounts for both individual and collective contributions.
C: Incorrect – That model focuses only on position fit.
D: Incorrect – That model examines attribute distributions.
Q12
What does the concept of team faultlines help explain in research?
A
Why small teams perform better
B
Why rock stars often fail in teams
C
Inconsistent results in diversity-performance studies
D
The effect of pay disparities on teams
Correct Answer: C
A: Incorrect – Faultlines are not about size per se.
B: Incorrect – That relates more to personality or goals.
C: Correct – Faultlines provide a mechanism for understanding diversity’s mixed effects.
D: Incorrect – Faultlines are not about compensation.
Q13
Which of the following is an example of a 'simple change' in team composition?
A
Creating multiple cross-functional teams
B
Adding a single new member to a team
C
Merging two large departments into one
D
Replacing half the team during a reorganization
Correct Answer: B
A: Incorrect – That is a more complex change.
B: Correct – A simple addition counts as a simple change.
C: Incorrect – That would qualify as a reorganization.
D: Incorrect – That’s multiple replacements or reorg.
Q14
In team composition, what is the main concern with having only 'rock stars'?
A
They are less intelligent
B
They focus on collective success
C
They may pursue individual goals over team goals
D
They are usually poor communicators
Correct Answer: C
A: Incorrect – Their intelligence is not the issue.
B: Incorrect – They often prioritize personal recognition.
C: Correct – Rock stars may harm cohesion if focused on self-glory.
D: Incorrect – Some may communicate well but still disrupt team unity.
Q15
Which of the following best illustrates the team profile model?
A
Weighting each team member’s technical score
B
Looking at balance and variation across team attributes
C
Summing individual performance ratings
D
Measuring how well individuals match their roles
Correct Answer: B
A: Incorrect – That’s closer to the fit model.
B: Correct – This model assesses overall distribution and balance of attributes.
C: Incorrect – That reflects the traditional additive model.
D: Incorrect – That describes personnel-position fit.
Q16
What does 'team interdependence' refer to in team composition theory?
A
Similarity of team members' demographic backgrounds
B
The extent to which team members rely on each other to accomplish tasks
C
The number of roles a team member can perform
D
The influence of external stakeholders on the team
Correct Answer: B
A: Incorrect – Demographics affect faultlines, not interdependence.
B: Correct – Interdependence is about mutual reliance in task completion.
C: Incorrect – This pertains to versatility, not interdependence.
D: Incorrect – That refers to context, not internal interdependence.
Q17
Which of the following best captures the importance of time in team composition research?
A
Team composition only matters during the first week.
B
Effectiveness is always stable regardless of time.
C
Team effectiveness can change over time as team composition evolves.
D
All team models assume static team membership.
Correct Answer: C
A: Incorrect – Team development continues beyond the initial stage.
B: Incorrect – Effectiveness fluctuates with time and task changes.
C: Correct – Temporal dynamics affect performance and structure.
D: Incorrect – Models increasingly incorporate temporal variables.
Q18
What is one potential benefit of cognitive ability diversity in teams?
C
Greater creative problem-solving
D
Lower communication demands
Correct Answer: C
A: Incorrect – Coordination may actually become more complex.
B: Incorrect – Diversity typically reduces conformity.
C: Correct – Diverse cognitive abilities support creative solutions.
D: Incorrect – Communication may become more challenging.
Q19
According to the lecture, why do 'negative' team members matter so much?
A
They motivate others to work harder
B
They rarely participate, so they have minimal influence
C
They can trigger dysfunctional psychological responses in teammates
D
They reduce the need for team leaders
Correct Answer: C
A: Incorrect – Their presence tends to discourage others.
B: Incorrect – Even passive members influence morale and contribution.
C: Correct – Negative members can diminish motivation and team health.
D: Incorrect – Leaders may be needed even more to manage them.
Q20
What is the core challenge in applying team composition theory to practice?
A
Most leaders ignore team composition
B
The theory does not apply outside sports teams
C
Findings are often mixed and context-dependent
D
All teams benefit from the same composition
Correct Answer: C
A: Incorrect – Many leaders consider team structure seriously.
B: Incorrect – The theory applies broadly to organizations.
C: Correct – Inconsistent empirical results complicate practical guidance.
D: Incorrect – There is no one-size-fits-all composition.
Application Questions
Application Q1
Consider your current or proposed dissertation topic.
- What types of knowledge, skills, and abilities (KSAs) are most valuable in a team studying your topic?
- How would you evaluate whether those KSAs are present?
Application Q2
Think about the team you would need for your professional setting.
- What personality traits might help your team’s performance?
- What traits might hinder performance based on the task at hand?
Application Q3
Identify a potential team faultline in your professional setting.
- What shared attributes might divide your team into subgroups?
- How could you mitigate the negative effects of this faultline?
Application Q4
How might deep-level diversity among your team members influence outcomes?
- How could differences in values, personality, or motivations shape collaboration?
Application Q5
Imagine you had to reorganize your team mid-project.
- Which of the six types of team composition changes best describes this, and why?
Application Q6
If one member has significantly more knowledge in a key area, how could this influence team dynamics?
- What positive or negative effects might arise from this expertise imbalance?
Application Q7
Consider the compilation process of team composition.
- Which member of your team might have a disproportionate effect on the outcome?
- How could you leverage or balance that influence?
Application Q8
Which type of diversity is more likely to influence your team?
- Provide an example of surface-level or deep-level diversity relevant to your context.
Application Q9
How could the construct of interdependence apply to a collaborative project in your professional setting?
- In what ways do team members rely on each other to accomplish tasks?
Application Q10
Describe how you would use the team profile model to evaluate your team.
- What strengths and gaps would you look for across team attributes?
Application Q11
What factors would influence your decision about how large your team should be?
- Consider task complexity, coordination needs, and the two pizza rule.
Application Q12
Identify a scenario in your team where diffusion of responsibility might occur.
- How would you address it to ensure accountability?
Application Q13
If your team included one “rock star” member, what challenges might arise?
- How would you balance their contributions with team cohesion?
Application Q14
What criteria would you use to determine whether a team member’s abilities are innate versus learned?
- How does this distinction matter for team composition and development?
