Questions and Answers
Which of the following is NOT a dysfunctional aspect of culture?
Support for Diversity
Why is a strong culture considered a substitute for formalization?
It allows core values to be widely shared and reduces the need for formal rules and regulations
Which work redesign option involves increasing the variety of tasks performed by an employee without changing their authority level?
Job Enlargement
What type of authority is exercised when a group of workers report to their supervisor?
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Which work redesign option involves rotation of an employee through different tasks or roles?
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What is NOT evaluated in a Performance Appraisal?
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What is the term 'appraisal' typically used to describe?
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Which of the following is an outcome of job analysis?
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What is the primary advantage of having a strong culture in an organization?
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What is the main purpose of job enrichment?
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What is the term 'appraisal' typically used to describe in the context of HR?
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What is the main characteristic of job rotation?
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What is the main advantage of job enlargement?
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What is the main characteristic of line authority?
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What is the main purpose of job analysis?
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What is the main characteristic of job sharing?
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Study Notes
Formalization and Culture
- Strong culture is considered a substitute for formalization because it allows core values to be widely shared and reduces the need for formal rules and regulations.
Dysfunctional Aspects of Culture
- All the following are dysfunctional aspects of culture, except for:
- Barriers to Diversity
Types of Authority
- Line authority refers to a group of workers reporting to their supervisor.
Work Redesign Options
- Job Enlargement: increasing the number of tasks and variety of tasks with no change in authority level of employee.
- Job Rotation: rotating employees through different tasks or roles, such as an administrative employee spending two days in customer dealing and enquiries, two days in handling reception area, and one day entering data.
- Job Enrichment: increasing the level of autonomy and responsibility of an employee, such as housekeeping staff not only cleaning rooms but also replacing burned out bulbs and restocking mini bars.
Performance Appraisal
- Performance appraisal evaluates:
- Behaviors
- Individual task outcomes
- Individual goals
- It does not evaluate traits.
Job Analysis
- Job specification is an outcome of job analysis.
Appraisal
- Appraisal refers to a system to evaluate employees' performance over a given time period.
Formalization and Culture
- Strong culture is considered a substitute for formalization because it allows core values to be widely shared and reduces the need for formal rules and regulations.
Dysfunctional Aspects of Culture
- All the following are dysfunctional aspects of culture, except for:
- Barriers to Diversity
Types of Authority
- Line authority refers to a group of workers reporting to their supervisor.
Work Redesign Options
- Job Enlargement: increasing the number of tasks and variety of tasks with no change in authority level of employee.
- Job Rotation: rotating employees through different tasks or roles, such as an administrative employee spending two days in customer dealing and enquiries, two days in handling reception area, and one day entering data.
- Job Enrichment: increasing the level of autonomy and responsibility of an employee, such as housekeeping staff not only cleaning rooms but also replacing burned out bulbs and restocking mini bars.
Performance Appraisal
- Performance appraisal evaluates:
- Behaviors
- Individual task outcomes
- Individual goals
- It does not evaluate traits.
Job Analysis
- Job specification is an outcome of job analysis.
Appraisal
- Appraisal refers to a system to evaluate employees' performance over a given time period.
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Description
Test your knowledge of organizational behavior and culture with this quiz. Questions cover topics such as strong culture, formalization, and dysfunctional aspects of culture.
