Contingency Approach in Organizations

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Questions and Answers

The contingency approach suggests that there is always one optimal way to manage an organization.

False (B)

Which of the following is NOT a key principle of the contingency approach?

  • The fit between an organization's processes and its environment is crucial for success.
  • The effectiveness of management practices depends on the situation.
  • There are no universal solutions to organizational problems.
  • Organizations should adopt standardized, rigid structures. (correct)

What is the central idea behind the contingency approach?

The effectiveness of organizational practices is contingent on the situation.

The contingency approach emphasizes the ______ between organizational processes and situational characteristics.

<p>fit</p> Signup and view all the answers

Match the following terms to their corresponding definitions:

<p>Contingency Approach = The effectiveness of organizational practices depends on the specific situation. Situational Characteristics = The specific factors and circumstances that influence the organizational context. Organizational Processes = The methods and practices used within an organization to achieve its goals.</p> Signup and view all the answers

Give an example of a situational characteristic that might influence the effectiveness of a leadership style.

<p>The level of task complexity</p> Signup and view all the answers

Which of the following terms is NOT a synonym for 'industrial and organizational psychology'?

<p>Human resource management (D)</p> Signup and view all the answers

The field of industrial and organizational psychology focuses solely on organizational effectiveness, neglecting the well-being of employees.

<p>False (B)</p> Signup and view all the answers

What are the two main areas of research focus in industrial and organizational psychology?

<p>The individual and the organization</p> Signup and view all the answers

The subfield of industrial and organizational psychology that focuses on the individual is often referred to as ______.

<p>work psychology</p> Signup and view all the answers

Which of the following is NOT a key area of interest within industrial and organizational psychology?

<p>Consumer behavior (B)</p> Signup and view all the answers

The term 'work psychology' is more widely used in the United States than in the United Kingdom or Europe.

<p>False (B)</p> Signup and view all the answers

Which of the following is NOT a goal of Human Resource Management?

<p>Maximizing shareholder profits (C)</p> Signup and view all the answers

Organizational behavior studies human behavior within organizations at all levels.

<p>True (A)</p> Signup and view all the answers

What are the three levels of analysis in organizational behavior?

<p>Micro, meso, and macro.</p> Signup and view all the answers

________ is a subfield of organizational behavior that examines individual and team behavior within organizations, also considering the organization as a whole.

<p>Organizational psychology</p> Signup and view all the answers

Match the Human Resource Management task to the relevant area:

<p>Human resource planning = Ensuring future staffing needs are met Recruitment and selection = Finding and hiring qualified candidates Induction, training, and development = Onboarding new employees and providing ongoing learning opportunities Career development = Supporting employee growth and advancement Job evaluation and compensation = Determining the worth of jobs and setting salaries Performance management = Evaluating and improving employee performance</p> Signup and view all the answers

Which of the following is NOT a primary feature of a bureaucratic organization, according to Max Weber?

<p>Emphasis on personal relationships (D)</p> Signup and view all the answers

According to Weber, bureaucracy is inherently superior to other forms of administration due to its emphasis on precision, speed, and efficiency.

<p>True (A)</p> Signup and view all the answers

What is the principle of 'unity of command' according to Henri Fayol?

<p>This principle states that each employee should receive orders and report to only one manager.</p> Signup and view all the answers

Henri Fayol developed ______ principles of management that aimed to help managers effectively supervise organizations.

<p>fourteen</p> Signup and view all the answers

Match the following principles of organization with their descriptions:

<p>Division of work = Breaking down tasks into smaller, specialized units Authority = The right to give orders and expect obedience Discipline = Respect for agreements between management and workers Unity of command = Reporting to only one manager Unity of direction = Having a single plan for a group with a similar goal Subordination of individual interest to the general interest = Prioritizing collective goals over personal ones Remuneration = Fair compensation for workers Centralization = The degree to which decision-making is concentrated at the top Scalar chain = The chain of command from top to bottom, with clear lines of authority Order = Having the right person in the right place Equity = Fair and impartial treatment of all employees Stability of tenure of personnel = Minimizing employee turnover for stability and efficiency</p> Signup and view all the answers

Which principle of organization emphasizes the importance of having a clear line of authority from top to bottom in an organization?

<p>Scalar Chain (D)</p> Signup and view all the answers

Fayol's principles of organization were developed solely in response to the rapid growth of manufacturing industries in the early 20th century.

<p>False (B)</p> Signup and view all the answers

How does the principle of 'equity' contribute to an effective organization?

<p>Fair and impartial treatment of all employees promotes a positive work environment and motivates workers.</p> Signup and view all the answers

The principle of ______ suggests that employees should be compensated fairly for their work and contributions to the organization.

<p>remuneration</p> Signup and view all the answers

The Hawthorne effect is a positive development that should be encouraged in research.

<p>False (B)</p> Signup and view all the answers

Which of the following is NOT a characteristic of a system, as defined in the systems approach?

<p>Closed and static (A)</p> Signup and view all the answers

What is the central idea behind the neo-human relations approach?

<p>The neo-human relations approach viewed organizations from a more scientific perspective of functionality and emphasized the positive potential of human employees within organizations.</p> Signup and view all the answers

The term "Hawthorne effect" was coined by ______ in 1953.

<p>Robert P. French</p> Signup and view all the answers

Match the following researchers with their primary contributions to organizational studies:

<p>Argyris = Group dynamics Lewin = Work motivation Herzberg = Connections between personality and leadership</p> Signup and view all the answers

What was the main finding of the Hawthorne studies that led to the coining of the "Hawthorne effect"?

<p>Workers' productivity increased when they were given special treatment and attention (D)</p> Signup and view all the answers

Explain the concept of "open socio-technical systems" within the context of organizations.

<p>Open socio-technical systems view organizations as interconnected systems that interact with their environment and comprise both social (people, culture) and technical (processes, technology) aspects.</p> Signup and view all the answers

The ______ Institute of Human Relations significantly contributed to the development of the systems approach.

<p>Tavistock</p> Signup and view all the answers

Flashcards

Contingency Approach

A management style focusing on situational factors affecting organizational effectiveness.

Situational Characteristics

Specific factors that influence outcomes in a given context or environment.

Organizational Processes

The series of actions or tasks that organizations undertake to achieve goals.

Leadership Effectiveness

The degree to which a leader successfully influences members to achieve goals.

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Fiedler's Contingency Model

A model proposing leadership effectiveness is contingent on situational factors.

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Situational Dependency

The concept that outcomes depend on specific situational contexts.

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Industrial and Organizational Psychology

The study of human behavior in organizational settings, focusing on effectiveness and well-being.

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Occupational Psychology

UK term for industrial and organizational psychology, focusing on human behavior at work.

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Work Psychology

A European variant of industrial and organizational psychology focused on behaviors related to work.

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Organizational Effectiveness

How well an organization achieves its goals, related to the behaviors studied in I/O psychology.

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Subfields of I/O Psychology

Includes work psychology and organizational psychology, focusing on individuals and organizations.

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Work Psychology vs. Organizational Psychology

Work psychology focuses on individual behaviors, while organizational psychology looks at group behaviors and culture.

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Rothmann and Cooper (2022)

Researchers who define work and organizational psychology focused on human behavior in work contexts.

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Hawthorne Effect

A phenomenon where individuals modify their behavior when aware of being observed.

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Hawthorne Studies

Research that revealed the impact of social conditions on productivity.

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Undesirable Effect

A negative change in behavior due to awareness of participation in a study.

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Neo-Human Relations

An approach emphasizing human potential and functionality in organizations.

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Argyris's Contribution

Linked personality traits with leadership effectiveness.

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Lewin's Group Dynamics

Theory studying how group behavior influences individual actions.

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Systems Approach

View of organizations as interdependent, open systems with multiple functions.

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Equilibrium in Systems

The state of balance that organizations strive to maintain amidst changes.

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Human Resource Management

A field focused on people in organizations, aiming to support goals and well-being.

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Objectives of HR Management

Goals include supporting objectives, fostering culture, ensuring skilled workforce, and promoting well-being.

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Work Psychology Tasks

Includes human resource planning, job analysis, recruitment, training, and performance management.

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Micro Level of Organizational Behavior

Focuses on individual behaviors within organizations.

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Meso Level of Organizational Behavior

Focuses on group dynamics and team interactions.

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Macro Level of Organizational Behavior

Focuses on the organization as a whole and its culture.

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Organizational Psychology

Examines individual and team behavior in organizations, plus organizational dynamics.

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Key Topics in Organizational Behavior

Includes motivation, leadership, communication, and group dynamics.

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Employee Well-Being

Promotes a positive work environment and ethical practices.

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Performance Management

Process of assessing and improving employee performance in an organization.

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Classic Bureaucracy

A structured organization model for managing large groups effectively.

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Max Weber

German sociologist who analyzed bureaucracy's development and rationality.

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Features of Bureaucracy

Key elements include hierarchy, rules, and division of labor.

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Efficiency in Bureaucracy

Achieving goals with minimal effort or maximizing profit.

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Henri Fayol

French industrialist who developed 14 management principles.

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Unity of Command

Each employee should report to only one manager.

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Division of Work

Splitting tasks among employees to enhance efficiency.

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Subordination of Individual Interest

Personal goals should align with the organization's goals.

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Scalar Chain

Clear lines of authority from top management down.

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Study Notes

Contingency Approach

  • The "contingency approach" highlights the fit between an organization's processes and situational characteristics.
  • In essence, the contingency approach doesn't assume simple solutions to organizational problems.
  • Instead, problems depend on various factors, like the situation itself.
  • An example is Fiedler's (1967) approach, where leadership effectiveness depends on the situation, such as the leader-follower relationship.

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