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Questions and Answers
A centralized organizational structure distributes decision-making power among various levels of the organization.
A centralized organizational structure distributes decision-making power among various levels of the organization.
False
A traditional hierarchical structure typically has many levels of management.
A traditional hierarchical structure typically has many levels of management.
True
In a functional organizational structure, employees are grouped based on different departments according to their expertise.
In a functional organizational structure, employees are grouped based on different departments according to their expertise.
True
A divisional structure organizes business activities based solely on employee roles within the organization.
A divisional structure organizes business activities based solely on employee roles within the organization.
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A matrix organization allows teams to report to multiple leaders, facilitating open communication.
A matrix organization allows teams to report to multiple leaders, facilitating open communication.
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A flat organizational structure features numerous management levels, creating a complex chain of command.
A flat organizational structure features numerous management levels, creating a complex chain of command.
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Decentralized decision-making typically leads to a more agile and responsive organization.
Decentralized decision-making typically leads to a more agile and responsive organization.
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In larger organizations, the functional structure is often preferred due to its effectiveness in grouping employees by task.
In larger organizations, the functional structure is often preferred due to its effectiveness in grouping employees by task.
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A centralized organizational structure primarily distributes decision-making authority across various levels of the organization.
A centralized organizational structure primarily distributes decision-making authority across various levels of the organization.
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In a hierarchical structure, there are multiple levels of management, creating a pyramid-like organization.
In a hierarchical structure, there are multiple levels of management, creating a pyramid-like organization.
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A functional organizational structure groups employees based on their specific functions or roles within the organization.
A functional organizational structure groups employees based on their specific functions or roles within the organization.
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A divisional structure organizes a company based on specific products or geographic locations.
A divisional structure organizes a company based on specific products or geographic locations.
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Matrix organizations integrate elements of both functional and divisional structures, allowing for dual reporting relationships.
Matrix organizations integrate elements of both functional and divisional structures, allowing for dual reporting relationships.
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Decentralized structures are characterized by a high concentration of decision-making at the top levels of management.
Decentralized structures are characterized by a high concentration of decision-making at the top levels of management.
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A hierarchical structure promotes effective communication by ensuring that all levels operate independently without interaction.
A hierarchical structure promotes effective communication by ensuring that all levels operate independently without interaction.
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Functional and divisional structures are two completely unrelated forms of organizational structure.
Functional and divisional structures are two completely unrelated forms of organizational structure.
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A centralized organizational structure allows decision-making authority to be distributed among various levels of staff.
A centralized organizational structure allows decision-making authority to be distributed among various levels of staff.
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A hierarchical structure is characterized by multiple layers of management where each layer has a specific level of authority.
A hierarchical structure is characterized by multiple layers of management where each layer has a specific level of authority.
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The functional organizational structure groups employees based on their job functions, such as marketing or finance.
The functional organizational structure groups employees based on their job functions, such as marketing or finance.
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Divisional structures are typically used by organizations to allow for operations based on product lines or geographical regions.
Divisional structures are typically used by organizations to allow for operations based on product lines or geographical regions.
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A matrix organization combines elements of both functional and divisional structures to enhance flexibility and improve communication.
A matrix organization combines elements of both functional and divisional structures to enhance flexibility and improve communication.
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In a decentralized structure, decision-making is concentrated at upper management levels.
In a decentralized structure, decision-making is concentrated at upper management levels.
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Functional organizational structures hinder communication as employees are less likely to interact with other departments.
Functional organizational structures hinder communication as employees are less likely to interact with other departments.
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In a hierarchical structure, employees typically have a greater input in decision-making processes compared to a functional structure.
In a hierarchical structure, employees typically have a greater input in decision-making processes compared to a functional structure.
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Study Notes
Performance Management
- A systematic way to manage people for innovation, goal focus, productivity, and satisfaction.
- Aligns individual, team, and organizational goals within a planned framework.
- Manager roles involve competencies, activities (dependent on outputs and organizational performance), and relating to the network (vertical, horizontal).
- Key factors for achievement include motivation, knowledge, and action.
Framework to Understand Role Performance
- Inputs include role purpose, stakeholder expectations and input/vendor contributions.
- Throughput involves internal factors like competing/collaborating colleagues, potential, managerial group, technology, design, and leadership climate.
- Outputs are managee performance and organization environment.
Types of Integration in Performance Management
- Vertical integration aligns organizational, individual, and team levels.
- Functional integration focuses on different functions (HRM, plans, policies).
- HR integration effectively combines HRM subsystems.
Performance Measurement
- Productivity is output divided by input.
- Organizational effectiveness measures goal appropriateness and achievement.
- Organizational ranking (e.g., Fortune 500) is based on financial performance.
Multi-Source Feedback (360-degree Feedback)
- Feedback comes from various sources (direct reports, peers, managers, customers) and self-ratings.
Performance Appraisal Methods
- Written essays, critical incidents, graphic rating scales, and behaviorally anchored rating scales are described.
Keys to High Performance
- High commitment, leadership attention, time, and energy are necessary.
- Building trust, encouraging change, and measuring what is vital are leadership principles.
Organizational Performance Importance
- Improved asset management
- Enhanced organizational knowledge
- Increased customer value
- Positive impact on organizational reputation.
Workplace Privacy
- Related to monitoring, accessing, and controlling employee information.
Workplace Violence
- Includes verbal or physical assault toward employees.
Workplace Empowerment
- Decision-making discretion given to workers is important.
Organizational Structure
- Formal pattern of interrelationships in an organization.
- Centralized has a top-down decision-making hierarchy, while decentralized distributes power.
- A hierarchical structure is common for larger organizations, whereas a flat structure has fewer management levels.
- Divisional structures group employees based on products, services, regions, or markets; functional structures based on expertise/function.
- Matrix structures involve multiple reporting lines.
Industrial Restructuring
- Changing processes, operations, strategic directions, or organization aspects to improve performance..
- Factors that trigger restructuring include market changes, technology advancements, policy changes, financial concerns.
- Successful implementation requires understanding complex situations, strategic planning, value innovation, and internal changes to achieve outside improvement.
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Description
This quiz explores the systematic approach to performance management which focuses on innovation, goal alignment, and overall productivity. It covers the roles of managers, integration types, and the input-output framework for effective performance within organizations. Test your knowledge on how these elements contribute to organizational success.
