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Professionalism and Building Teams
Terms in this set (29)
Trait approach to leadership
Assumes that leaders have traits that distinguish them from followers.
Type of breakpoint in the small group decision-making process that occurs when there is a major disagreement or when the decision-making process agreed upon by the group fails.
Functional approach to leadership
Focuses on the leadership behaviors needed by a group to accomplish its goals, not on specific individuals.
A way of thinking or feeling about something or someone that is reflected in your behavior.
Groups that have the purpose of helping individuals solve personal problems. Most common are encounter groups, T-groups, and sensitivity groups, all of which hope to promote personal growth.
Ability to judge circumstances in order to identify the most appropriate way of acting/responding/communicating in a particular context, while still following your code of conduct.
Style approach to leadership
Leadership approach that focuses on the different ways or styles people use to lead others.
How you look; includes cleanliness, hygiene, hair, uniform, and also things such as tattoos and piercings.
Behavior in functional group decision making where a member corrects a fallacious conclusion by another group member.
Regulations and codes of conduct
Serve to provide guide for the minimum standards of practice and to provide sanctions when the practice falls short.
When individual behaves in the way desired by the group only when being observed by group members because the person does not really believe in the behavior.
Attitudes and behaviors which constitute competence; the knowledge, skills and ability to the job, following procedures and protocols, putting patient's interests first, and maintaining standards of care at all times.
Students modeling behavior from each other and establishing their own norms of professional behavior.
Feeling of "oneness" in a group, being "close-knit," bound to one another, and united as members of a team.
Communication in gatherings that vary in size from about three to fifteen persons. A group is considered small if members are able to switch roles from receiver to source with relative ease.
Personal level construct
Your moral and ethical codes (core beliefs) underpinning practice.
Groups whose major purpose is to acquire more information and understanding of a topic.
A highly contextual concept based on well-established, or even innate, personal qualities and values.
Style of leadership that involves viewing all issues (including goals, procedures, and work assignments) as matters to be discussed and decided upon by the group.
Describes the organizational and management structures within which the professions work as well as their interaction with other professions.
Communication process that sometimes develops when members of a group begin thinking similarly, greatly reducing the probability that the group will reach an effect decision.
Type of group influence; a change in the individual brought about by pressure (real or imagined) for the person to behave in a manner advocated by the group.
Type of task-oriented group that problem solves plus decides what solution will be implemented, when and how the solution will be implemented, how progress will be monitored, and how changes in the solution will be handled.
Style of leadership that involves a minimum of involvement by the leader in the group activity.
Type of breakpoint in the small group decision-making process that determines how a discussion moves along.
Type of task-oriented group that attempts to develop a solution to a problem by analyzing it thoroughly.
Groups that have a particular job to do.
Type of task-oriented group that seeks to discover a variety of solutions, approaches, perspectives, consequences, etc., for a topic
Style of leadership that involves the leader being very directive in terms of the group goals and procedures, the division of work, and deciding the outcome of conflict.
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