Podcast
Questions and Answers
Which of the following best describes the primary difference between line and staff authority?
Which of the following best describes the primary difference between line and staff authority?
- Line authority follows a strict chain of command, while staff authority operates independently.
- Line authority directly contributes to organizational goals, while staff authority advises and supports. (correct)
- Line authority is decentralized, while staff authority is highly centralized.
- Line authority involves specialized support, while staff authority makes decisions.
A company reorganizes, shifting from a functional structure to a divisional structure. What is the most likely reason for this change?
A company reorganizes, shifting from a functional structure to a divisional structure. What is the most likely reason for this change?
- To reduce operational costs by centralizing resources.
- To enhance standardization and efficiency across all departments.
- To simplify the chain of command and reduce managerial workload.
- To improve responsiveness and flexibility to specific markets or products. (correct)
In a highly centralized organization, which decision-making characteristic is most evident?
In a highly centralized organization, which decision-making characteristic is most evident?
- Autonomous departments setting their own performance goals.
- Strategic decisions are made by a small group of senior executives. (correct)
- Empowered lower-level employees making routine decisions.
- Cross-functional teams collaborating on operational improvements.
Which of the following reflects a disadvantage typically associated with work teams?
Which of the following reflects a disadvantage typically associated with work teams?
What is the critical distinction between 'disparate treatment' and 'disparate impact' in the context of employment law?
What is the critical distinction between 'disparate treatment' and 'disparate impact' in the context of employment law?
Consider a scenario where an employee is consistently overlooked for promotions despite excellent performance. If this pattern is due to the employee's ethnicity, this would be an example of:
Consider a scenario where an employee is consistently overlooked for promotions despite excellent performance. If this pattern is due to the employee's ethnicity, this would be an example of:
How does enriching a job, according to the Job Characteristics Model, differ from simply enlarging it?
How does enriching a job, according to the Job Characteristics Model, differ from simply enlarging it?
Which of the following is the MOST ACCURATE description of 'cohesiveness' in the context of work teams?
Which of the following is the MOST ACCURATE description of 'cohesiveness' in the context of work teams?
An HR department is deciding whether to use internal or external recruitment methods. Under which circumstances would internal recruitment be the preferable first choice?
An HR department is deciding whether to use internal or external recruitment methods. Under which circumstances would internal recruitment be the preferable first choice?
When a team is in the 'storming' stage of team development, which characteristic is most likely to be observed?
When a team is in the 'storming' stage of team development, which characteristic is most likely to be observed?
Flashcards
Organizational Structure
Organizational Structure
The formal system of task and reporting relationships that controls, coordinates, and motivates employees so they cooperate to achieve an organization's goals.
Departmentalization
Departmentalization
The grouping of jobs into working units usually based on function, product, customer, geography, or process.
Organizational Authority
Organizational Authority
The rights inherent in a managerial position to give orders and expect the orders to be obeyed.
Chain of Command
Chain of Command
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Delegation of Authority
Delegation of Authority
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Work Team
Work Team
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Sexual Harassment
Sexual Harassment
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Recruiting
Recruiting
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Selection Procedures
Selection Procedures
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Selection tests
Selection tests
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Study Notes
- The test covers topics from MGMT (12th edition) by Williams, chapters 9, 10, 11, and 12.
- The test consists of 50 multiple-choice questions, totaling 150 points.
Organizational Structure
- How a company arranges activities, authority, and responsibilities.
Departmentalization Types
- The various ways an organization can group its activities (e.g., by function, product, customer, geography).
Organizational Authority
- The rights inherent in a managerial position to give orders and expect them to be obeyed.
Chain of Command
- The line of authority from the top to the bottom of the organization.
Line & Staff Function
- Line functions contribute directly to the organization’s outputs, while staff functions support line functions.
Delegation of Authority
- The assignment of authority to another person to carry out specific activities.
Degree of Centralization
- The extent to which decision-making is concentrated at a single point in the organization.
Job Design
- The way tasks are combined to form complete jobs.
Job Characteristics Model
- A framework for analyzing and designing jobs with core job dimensions, psychological states, and outcomes.
Work Team
- A group of individuals working together towards a common goal.
Advantages and Disadvantages of Teams
- Teams can increase productivity and improve quality, but also face challenges such as conflict and groupthink.
Types of Teams
- Including problem-solving, self-managed, cross-functional, and virtual teams.
Work Team Characteristics
- Norms, cohesiveness, size, conflict, and stages of development influence team performance.
Stages of Team Development
- Forming, storming, norming, performing, and adjourning are the typical stages.
Major Federal Employment Laws
- Legislation that regulates employment practices (e.g., Title VII, ADA, ADEA).
Disparate Treatment
- Intentional discrimination where individuals are treated differently based on protected characteristics.
Sexual Harassment
- Unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.
Recruiting
- Includes job analysis, job description, and job specification.
Internal and External Recruitment
- Filling job vacancies with current employees versus seeking candidates outside the organization.
Validation and Selection Procedures
- Determining the accuracy and usefulness of selection tools.
Selection Tests
- Tools used to assess job candidates' abilities, personality, and skills.
Interviews
- Methods for assessing candidates' qualifications and fit.
Compensation
- Wages, salaries, and benefits.
Employee Separation
- Voluntary and involuntary termination of employment.
Diversity
- The variety of differences among people in an organization.
Diversity vs. Affirmative Action
- Diversity focuses on inclusion of all, while affirmative action aims to remedy past discrimination.
Surface-Level Diversity
- Easily perceived differences that do not necessarily reflect the ways people think or feel.
Deep-Level Diversity
- Differences in values, personality, and work preferences that become progressively more important for determining similarity as people get to know one another better.
Diversity Training
- Programs designed to increase awareness and sensitivity to diversity issues.
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