Organizational Theory and Structure Quiz

<p>Formal hierarchy and clear procedures (A)</p> Signup and view all the answers

<p>Maximizing efficiency through task simplification (A)</p> Signup and view all the answers

<p>Classroom Method (C)</p> Signup and view all the answers

<p>Requires managing priorities and tasks similar to a managerial role (D)</p> Signup and view all the answers

<p>A temporary assembly created to complete a specific task (A)</p> Signup and view all the answers

<p>Learning job tasks through actual performance in real job conditions (C)</p> Signup and view all the answers

<p>Band together to achieve a specific objective (A)</p> Signup and view all the answers

<p>Collaboration among employees toward common objectives (A)</p> Signup and view all the answers

<p>Human resources staff (A)</p> Signup and view all the answers

<p>It clarifies authority and task distribution (D)</p> Signup and view all the answers

<p>Effective goal alignment among all employees (D)</p> Signup and view all the answers

<p>Division of labor among employees (B)</p> Signup and view all the answers

<p>Members reduce their effort because they feel secure in the group's success. (D)</p> Signup and view all the answers

<p>Group think leading to poor decision-making. (C)</p> Signup and view all the answers

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

<p>When there is emotional volatility and irrationality. (A)</p> Signup and view all the answers

<p>Operating in an isolated environment free from outside pressures. (D)</p> Signup and view all the answers

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

<p>To shield the group from information that conflicts with its beliefs. (D)</p> Signup and view all the answers

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

<p>The relationship between input and output within a job (A)</p> Signup and view all the answers

<p>The time and energy employees invest in their jobs (A)</p> Signup and view all the answers

<p>Eliminating redundant management layers to improve efficiency (A)</p> Signup and view all the answers

<p>It can cause feelings of demotivation (B)</p> Signup and view all the answers

<p>A structure where decision authority is concentrated at the top (D)</p> Signup and view all the answers

<p>The nature of the tasks themselves (B)</p> Signup and view all the answers

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

<p>It prevents jobs from becoming monotonous. (B)</p> Signup and view all the answers

<p>Control how they perform their tasks. (B)</p> Signup and view all the answers

<p>It informs employees about their performance. (D)</p> Signup and view all the answers

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

<p>They can become demotivating. (B)</p> Signup and view all the answers

<p>Enjoyable tasks can motivate employees to contribute to organizational success. (A)</p> Signup and view all the answers

The number of subordinates a supervisor can effectively manage.

An organizational structure with fewer subordinates per supervisor.

An organizational structure with more subordinates per supervisor.

A management theory focusing on increasing worker efficiency through analyzing tasks.

An ideal organizational form characterized by a formal hierarchy, division of labor, and clear procedures.

The overall process of creating a training program.

A training method where an instructor teaches a group of students in a classroom setting.

A training method where employees learn by performing job tasks.

The stage of training where the program is put into action.

Assessing the effectiveness of a training program.

The overall objectives and purposes that an organization aims to achieve.

The allocation of tasks and responsibilities to different individuals or groups within an organization.

A structured ranking system within an organization, with different levels of authority and responsibility.

The right to give commands, take action, and make decisions within an organization.

A management theory that emphasizes structure, hierarchy, and efficiency in organizational design.

A theory where your motivation and job satisfaction are linked to how fair you feel your treatment is compared to others. This means you compare your input and output ratio to your co-workers.

What you contribute to your job, including effort, time, and skills.

What you receive in return for your work, such as pay, benefits, and perks.

A strategy to make an organization flatter and more streamlined by reducing levels of management.

The extent to which decision-making power is concentrated at the top of the organization.

When a team is doing well, individual members may reduce their effort, relying on others to carry the load.

When a team is not working hard, members may reduce their effort to avoid being the only one putting in significant work.

When a team is not working hard, members may increase their effort to compensate for the lack of effort from others.

The degree to which members of a team are attracted to each other and the team itself.

Teams are more cohesive when they are similar, stable, isolated, smaller, and more elite.

When a highly cohesive group becomes so like-minded that they make poor decisions, ignoring contrary information.

A member of a cohesive group who protects the group from outside information that contradicts the group's views.

A conflict resolution approach where the supervisor makes the decision, used when both parties are highly emotional and irrational.

According to Hackman and Oldham, five key elements make tasks enjoyable: Skill Variety, Task Identity, Task Significance, Autonomy, and Feedback. These elements are essential for employee motivation and job satisfaction.

Skill variety refers to the variety of skills used in a job. Jobs with high skill variety require employees to use different skills and talents, making them more engaging and motivating.

Task identity is the degree to which a job involves completing a whole and identifiable piece of work. It's about feeling a sense of ownership and accomplishment for your contribution.

Task significance refers to the impact that a job has on other people. It's about feeling like your work makes a difference and has a tangible impact.

Autonomy in a job means having the freedom to make choices about how you do your work. It's about having control and flexibility over your tasks.

Feedback is information about your job performance. It tells you whether you are doing well and what you can improve. Effective feedback is specific, timely, and constructive.