MGMT test 3

A violation of the _____ used by the courts and federal agencies to determine whether there is evidence of adverse impact occurs when the members of a particular race, sex, or ethnic group are unintentionally harmed or disadvantaged because they are hired, promoted, or trained (or any other employment decision) at substantially lower rates than others. a. 80 percent rule b. disparate treatment rule c. dominant minority rule d. dysfunctional turnover rule e. two-fifths rule

80 percent rule

_____ is unintentional discrimination that occurs when members of a particular race, sex, or ethnic group are unintentionally harmed or disadvantaged because they are hired, promoted, or trained (or any other employment decision) at substantially lower rates than others. a. Unsolicited discrimination b. Bona fide discrimination c. Demographic discrimination d. Disparate treatment e. Adverse impact

Adverse impact

_____ refers to the emotional reactions that can occur when disagreements become personal rather than professional. a. Normative conflict b. Affective conflict c. Behavioral conflict d. Cognitive conflict e. High cohesiveness

Affective conflict

Which of the following factors is necessary for stretch goals to effectively motivate teams? a. Bureaucratic immunity b. Minority dominance c. Formalized rules and regulations d. Administrative reciprocity e. Stonewalling

Bureaucratic immunity

Which of the following is NOT one of the core job characteristics in the job characteristics model (JCM)? a. Autonomy b. Client relationships c. Task identity d. Skill variety e. Task significance

Client relationships

Which of the following types of tests accurately predicts job performance in almost all kinds of jobs? a. Specific ability tests b. Achievement tests c. Personality tests d. Work sample tests e. Cognitive ability tests

Cognitive ability tests

Which of the following types of conflicts is most strongly associated with improvements in team performance? a. Vertical conflict b. Behavioral conflict c. Affective conflict d. Cognitive conflict e. Horizontal conflict

Cognitive conflict

Which of the following statements about team training is true? a. Team leaders typically do not require training. b. Cross-training is less appropriate for teams of highly skilled workers. c. The most common type of training provided is training in technical skills. d. Organizations often overestimate the amount of training required to make teams effective. e. The most common type of training provided is training in conceptual skills.

Cross-training is less appropriate for teams of highly skilled workers.

_____ can be best defined as a method of subdividing work and workers into separate organizational units that are responsible for completing particular tasks. a. Centralization b. Specialization c. Authorization d. Departmentalization e. Standardization

Departmentalization

_____ is intentional discrimination that occurs when people are purposefully not given the same hiring, promotion, or membership opportunities because of their race, sex, age, ethnic group, national origin, or religious beliefs. a. Inequitable discrimination b. Dysfunctional turnover c. Disparate treatment d. Deliberate negative reinforcement e. The four-fifths rule

Disparate treatment

Which of the following statements regarding cohesiveness is true? a. Cohesive groups always perform better. b. Cohesive groups have trouble retaining their members. c. High group cohesiveness equates to low team motivation. d. Engaging in non-work activities as a team can help build cohesion. e. Cohesive groups engage in less cooperative behavior.

Engaging in non-work activities as a team can help build cohesion.

_____ is defined as a compensation system in which companies share the financial value of performance gains, such as increased productivity, cost savings, or improved quality, with their workers. a. Skill-based pay b. Structural accommodation c. Profit sharing d. Gainsharing e. Piecework

Gainsharing

Which of the following is NOT an example of a pay-variability decision used to motivate employee performance? a. Sales commission b. Stock options c. Profit sharing d. Hierarchical pay e. Piecework pay

Hierarchical pay

_____ can be best defined as the process of finding, developing, and keeping the right people to form a qualified work force. a. Employee recruiting b. Work force forecasting c. Functional resource planning d. Human resource management e. Human resource implementation

Human resource management

Which of the following scenarios is an example of matrix departmentalization? a. Buzzband Inc., an internet service provider, has divided operations according to cities and has an office in every city to which it provides services. b. Nyda Pharmaceuticals maintains different offices for managing orders for public hospitals, military hospitals, as well as local pharmacies. c. InsureClef Inc., an insurance company, has departments that focus on major commercials and small businesses and also has departments that focus on the different products that the company offers across its clientele. d. Quad Fibre Works, a company that manufactures electrical wiring, has divided its departments as fabrication, assembly, and packaging. e. Durawear Corp., a company that manufactures plastic preparation, storage, and serving containers, has different factories and warehouses for manufacturing and storing small, medium, and large containers.

InsureClef Inc., an insurance company, has departments that focus on major commercials and small businesses and also has departments that focus on the different products that the company offers across its clientele.

_____ is the number, kind, and variety of tasks that individual workers perform in their jobs. a. Task innovation b. Task transfer c. Job design d. Job placement e. Job initiation

Job design

Which of the following is the key difference between line authority and staff authority? a. Line authority is the right to advise but not command those at the same level as them, whereas staff authority empowers employees to command those who are at the same level as them in the chain of command. b. Line authority gives all employees the right to advice those who are not subordinates, whereas staff authority is generally exercised by employees at managerial levels. c. Line authority is the right to command immediate subordinates, whereas staff authority is the right to advise but not command others who are not subordinates. d. Line authority can only be exercised by employees at the lower levels of the chain of command, whereas staff authority empowers employees on every level. e. Line authority is the right to command supporting activities of a company, whereas staff authority is the right to advise an activity that contributes directly to creating or selling a company's products.

Line authority is the right to command immediate subordinates, whereas staff authority is the right to advise but not command others who are not subordinates.

Which of the following factors is considered while conducting an objective performance measure? a. Economic background of an employee b. Autocratic personality of an employee c. Output of an employee d. Behavior of an employee e. Cognitive ability of an employee

Output of an employee

Which of the following statements about performance appraisals is true? a. Performance appraisals are used for making administrative decisions. b. Performance appraisals are primarily used as a basis for determining who needs further training. c. Most employees and managers like the performance appraisal process. d. Performance appraisals should not be used for evaluating human resource programs. e. They should not be used for decisions based on performance ratings.

Performance appraisals are used for making administrative decisions.

_____ are often used to develop new products, significantly improve existing products, roll out new information systems, or build new factories or offices within a specific time, following which the team members either move on to the next project or return to their functional units. a. Project teams b. Traditional work groups c. Standing committees d. Joint committees e. Virtual teams

Project teams

_____ can be best defined as fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical measures of performance such as cost, quality, service, and speed. a. Repositioning b. Reorganizing c. Reengineering d. Reciprocating interdependence e. Pooling interdependence

Reengineering

_____ is the process of gathering information about job applicants to decide who should be offered a job. a. Pool enrichment b. Job inventorying c. Selection d. Job validation e. Recruiting

Selection

Which of the following types of teams has the authority to change their composition as well as all of their tasks and work methods? a. Employee involvement groups b. Self-managing teams c. Self-designing teams d. Semi-autonomous work groups e. Traditional work groups

Self-designing teams

Which of the following statements about team compensation is generally true? a. Skill-based pay works best in relatively stable environments where employees can focus on improving productivity, cost savings, or quality. b. In skill-based pay programs, companies share the financial value of performance gains, such as productivity increases, cost savings, or quality improvements, with their workers. c. Skill-based pay is more effective for self-directing teams performing complex tasks. d. Skill-based pay programs tend to be most effective when teams or team-based interventions, such as total quality management, are first introduced. e. Gainsharing programs pay employees for learning additional skills or knowledge.

Skill-based pay is more effective for self-directing teams performing complex tasks.

_____ is one of the disadvantages associated with the use of work teams. a. Specializing b. Storming behavior c. Outsourcing d. Social loafing e. Stonewalling

Social loafing

_____ can be best defined as solving problems by consistently applying the same rules, procedures, and processes. a. Mechanization b. Standardization c. Reengineering d. Specialization e. Innovation

Standardization

_____ can be best defined as the ability to change organizational structures, policies, and practices if doing so helps teams meet their stretch goals. a. Self-designing b. Bureaucratic immunity c. Structural accommodation d. Minority domination e. Administrative reciprocity

Structural accommodation

Which of the following typically happens during the storming stage of team development? a. Team members engage in brainstorming. b. Team members begin to settle into their roles as team members. c. Team members feel mutual accountability. d. Team members begin to work together, and different personalities and work styles clash. e. The comfort level of team members begins to decrease.

Team members begin to work together, and different personalities and work styles clash.

Which of the following statements about federal employment laws is true? a. All federal laws are administered by the Department of Labor. b. These laws prohibit the use of gender, race, and age as the basis for employment decisions under all circumstances. c. They do not deal with training and development activities. d. This body of law has not changed during the last two decades. e. The intent of these laws is to make factors such as gender, race, or age irrelevant in employment decisions.

The intent of these laws is to make factors such as gender, race, or age irrelevant in employment decisions.

Which of the following approaches to job redesign entails more than simply providing variety in job tasks? a. The task specialization map b. The job rotation plan c. The task breakdown plan d. The job enrichment plan e. The job characteristics model

The job characteristics model

Which of the following should managers do in order to minimize the problems inherent in firing employees? a. They should fire employees for all reasons, even if they are not job related. b. They should only verbally report the reason for the firing to the human resource department. c. They should avoid firing employees in private. d. They should give employees a chance to change their behavior before firing them. e. They should refrain from warning employees before they are fired.

They should give employees a chance to change their behavior before firing them.

Which of the following statements about mechanistic organizations is true? a. They have broadly defined jobs. b. They have a flexible chain of command. c. They are characterized by horizontal communication based on task knowledge. d. They work best in stable, unchanging business environments. e. They rely on decentralized authority.

They work best in stable, unchanging business environments.

_____ are best defined as groups of geographically and/or organizationally dispersed coworkers who use a combination of telecommunications and information technologies to accomplish an organizational task. a. Self-managing teams b. Semi-autonomous teams c. Horizontally organized teams d. Ad hoc teams e. Virtual teams

Virtual teams

_____ is a legal doctrine that requires employers to have a job-related reason to terminate employees. a. Job specification b. Validation c. Wrongful discharge d. Bona fide occupational qualification e. Needs assessment

Wrongful discharge

Which of the following statements about disabilities is true? a. People with disabilities have better safety records. b. Accommodations for disabilities are quiet expensive. c. Individuals with self-care disabilities generally have the highest employment rate. d. Disparities between those with and without disabilities is because of how well people with disabilities can do their jobs. e. Individuals with sensory disabilities generally have the lowest employment rate

a. People with disabilities have better safety records.

Which of the following might account for the disparities between the percentages of African, Hispanic, and Asian Americans among the general population and their smaller representation in management positions? a. Racial or ethnic discrimination in the workplace b. Affirmative action programs c. Federal Trade Commission regulations d. Congressional lobbying e. Watchdog advocacy groups

a. Racial or ethnic discrimination in the workplace

Which of the following job positions most likely requires people with high degree of extraversion? a. Salesperson b. Software programmer c. Market researcher d. Bookkeeper e. Computer technician

a. Salesperson

An individual's _____ refers to his or her tendency to respond to situations and events in a predetermined manner. a. disposition b. locus of control c. personality d. motivation e. extraversion

a. disposition

People with high degree of _____ respond well under stress. a. emotional stability b. agreeableness c. extraversion d. conscientiousness e. openness to experience

a. emotional stability

When managers delegate work, three transfers occur. The three transfers are responsibility, authority, and _____. a. synergy b. reciprocity c. accountability d. utility e. empathy

accountability

How do companies typically fare when they are accused of discrimination and must go to court to defend themselves? a. Companies usually lose in local courts and win in appeals court. b. Companies lose, on average, two-thirds of the discrimination cases brought against them. c. Companies typically cannot justify the discrimination from a monetary standpoint. d. Potential employees cannot accuse a company of discrimination, but concerned employees can file a lawsuit on their behalf. e. The money spent by companies for discrimination cases is very negligible.

b. Companies lose, on average, two-thirds of the discrimination cases brought against them.

_____ is the degree to which group members are psychologically attracted to working with each other to accomplish a common objective. a. Social cohesiveness b. Social integration c. Social attraction d. Norm cohesiveness e. Integrative focus

b. Social integration

Affirmative action programs are typically designed to _____. a. eliminate organizational plurality b. compensate for past discrimination c. protect white, non-Hispanic Americans d. guarantee diversity e. create homogeneous diversity

b. compensate for past discrimination

When the world's biggest manufacturer of locks looked at its employee composition, it discovered that its workers were either of ages over 50 or under 30. This age difference brought conflicts on important decisions which the company identified as a threat to its growth. _____ was needed to get these two groups to respect each other's work abilities. a. acculturation b. social integration c. organizational plurality d. discrimination heterogeneity e. an integrative locus of contro

b. social integration

Due to an increase in the amount of employment turnover in a company, the company decided to be very thorough with gathering accurate information about the job applicants. They decided to uncover all job-related information not provided by the applicants in order to hire only those employees who do not have an inconsistent employment history. In this context, the company has decided to perform a _____. a. 360-degree feedback b. background check c. performance appraisal d. needs assessment e. job evaluation

background check

Which of the following statements is true regarding discrimination based on sex? a. Sex discrimination is the sole reason for the slow rate at which women have been promoted to middle and upper levels of management and corporate boards. b. Women's career and job choices are often driven by the search for higher pay and advancement and not by jobs or careers that give them a greater sense of accomplishment and control. c. Although progress is being made, sex discrimination continues to operate via the glass ceiling at higher levels in organizations. d. Discrimination is considered the least significant factor behind the lack of women at top levels of management. e. Women are less likely than men to prioritize family over work in their careers.

c. Although progress is being made, sex discrimination continues to operate via the glass ceiling at higher levels in organizations.

Which of the following is an example of deep-level diversity? a. Gender b. Age c. Attitudes d. Physical capabilities e. Race

c. Attitudes

The term _____ refers to the degree to which someone is organized, hardworking, responsible, persevering, thorough, and achievement oriented. a. locus of control b. agreeableness c. conscientiousness d. empathetic e. emotional stability

c. conscientiousness

_____ is a term that describes a situation in organizations when there is a variety of demographic, cultural, and personal differences among the people who work there and the customers who do business there. a. Cultural proaction b. Cultural advantage c. Diversity d. Acculturation e. Affirmative differentiation

c. diversity

The glass ceiling is most closely associated with _____. a. cultural diversity b. narrow spans of management and long chains of command c. ethnic, racial, and gender discrimination d. broad spans of management, decentralization, and flat organizational structures e. frequent rewards for achievements

c. ethnic, racial, and gender discrimination

Organizational authority is traditionally characterized by _____. a. reengineering b. empowerment c. behavioral informality d. autonomy e. chain of command

chain of command

Under a sales _____ plan, salespeople are paid a percentage of the purchase price of items they sell. a. hierarchy b. appraisal c. promotion d. commission e. increment

commission

The term _____ refers to both the financial and nonfinancial rewards organizations give employees in exchange for their work. a. fee b. compensation c. benefit d. wage e. salary

compensation

An advantage of _____ is that it broadens workers' skills and increases their capabilities while also making their work more varied and interesting. a. niche jobs b. job enlargement c. cross-training d. job specialization e. on-the-job training

cross-training

Amethyst Inc. is a manufacturer of acrylic and latex gloves. It sells the gloves to medical laboratories, chemical factories, micro-tech equipment manufacturing companies, and cleaning services. The work and workers at Amethyst Inc. are organized to better satisfy the needs of each of its four target markets. As such, Amethyst Inc. most likely uses _____. a. product departmentalization b. customer departmentalization c. geographic departmentalization d. matrix departmentalization e. functional departmentalization

customer departmentalization

_____ consists of differences such as personality and attitudes that are learned only through extended interaction with others and are communicated through verbal and nonverbal behaviors. a. Organizational plurality b. Ego-driven heterogeneity c. Surface-level diversity d. Deep-level diversity e. Behavioral diversity

d. Deep-level diversity

Which of the following statements is true regarding the discrimination and fairness paradigm? a. It focuses on integrating deep-level diversity differences, such as personality, attitudes, beliefs, and values, into the actual work of the organization. b. It is the least common approach to managing diversity. c. It fails to bring about fairer treatment of employees. d. It focuses only on surface-level dimensions of diversity. e. It decreases demographic diversity.

d. It focuses only on surface-level dimensions of diversity.

A key difference between affirmative action and diversity is that _____. a. diversity requires a wider span of management, while affirmative action does not b. affirmative action has a narrower span of management, while diversity does not c. diversity is legally mandated in all private companies, while affirmative action does not d. diversity has a broader focus, while affirmative action does not e. affirmative action does not alter organizational structures, while diversity does

d. diversity has a broader focus, while affirmative action does not

With surface-level diversity, differences are immediately observable, easy to measure, and _____. a. irrelevant to work behavior b. inconsistent c. time-activated d. typically unchangeable e. culturally specific

d. typically unchangeable

In the stages of team development, a team first moves from growth to decline during the _____ stage. a. de-forming b. de-storming c. reforming d. de-norming e. storming

de-norming

_____ can be best defined as the assignment of direct authority and responsibility to a subordinate to complete tasks for which the manager is normally responsible. a. Centralization of authority b. Staff functionality c. Decentralization of authority d. Matrix functionality e. Delegation of authority

delegation of authority

Darlene Jespersen used to work in a sports bar. She was an outstanding employee, but she did not wear makeup because she felt it "took away her credibility" and interfered with her ability to be an effective bartender, which sometimes required her to deal with unruly, intoxicated guests. This changed when the sports bar implemented a "beverage department image transformation" program. Female employees were told they would be fired if they did not wear makeup. Since male employees did not have to wear makeup, Darlene contended it. This is an example of _____. a. minority dominance b. the four-fifths rule c. disparate treatment d. adverse harassment e. deliberate negative reinforcement

disparate treatment

The primary disadvantage of geographic departmentalization is _____. a. broken chains of command b. spans of control that are too wide c. the absence of cross-departmental coordination d. duplication of resources e. the lack of empowerment

duplication of resources

Which of the following statements explains why diversity makes good business sense? a. Diversity makes individuals whole by returning them to the condition or place they would have been had it not been for discrimination. b. Diversity increases an organization's retained earnings. c. Diversity eliminates glass ceilings. d. Diversity allows a company to act with economic responsibility. e. Diversity helps companies attract and retain talented employees.

e. Diversity helps companies attract and retain talented employees.

_____ is the relatively stable set of behaviors, attitudes, and emotions displayed over time that makes people different from each other. a. Self-concept b. Disposition c. Motivation d. Cognitive activity e. Personality

e. Personality

What are the four dimensions of surface-level diversity that many managers use to form initial impressions which can sometimes lead to discrimination? a. Gender, physical capabilities, age, and attitudes b. Race/ethnicity, age, personality, and beliefs c. Values, attitudes, personality, and gender d. Gender, personality, age, and values e. Physical capabilities, gender, race/ethnicity, and age

e. Physical capabilities, gender, race/ethnicity, and age

_____ occurs when people are treated differently because of their gender. a. Disability discrimination b. Racial discrimination c. Ethnic discrimination d. Age discrimination e. Sex discrimination

e. Sex discrimination

Which of the following is the most commonly used paradigm for managing diversity? a. The access and legitimacy paradigm b. The personal integration paradigm c. The affirmative action paradigm d. The learning and effectiveness paradigm e. The discrimination and fairness paradigm

e. The discrimination and fairness paradigm

The purposeful steps taken by an organization to create employment opportunities for minorities and women is called _____. a. organizational plurality b. cultural proaction c. discretionary diversity d. acculturation e. affirmative action

e. affirmative action

The two basic types of diversity training programs are _____. a. computer simulation and role-playing b. organizational plurality and individual autonomy c. mentoring and role-playing d. role-playing and computer simulation e. awareness and skills-based

e. awareness and skills-based

The term _____ can be best defined as a feeling of intrinsic motivation, in which workers perceive their work to have meaning and perceive themselves to be competent, having an impact, and capable of self-determination. a. utility b. delegation c. empowerment d. autonomy e. reciprocity

empowerment

Disadvantages of _____ include difficulty in cross-departmental coordination, slow decision making, and managers and workers with narrow experience and expertise. a. product departmentalization b. geographic departmentalization c. customer departmentalization d. functional departmentalization e. hierarchical departmentalization

functional departmentalization

The managers of a company decided to lay off about twenty percent of their employees to cope with the financial loss they incurred over the year. This is an example of a(n) _____. a. profit declaration b. job evaluation c. involuntary separation d. voluntary separation e. compensation

involuntary separation

A _____ is a purposeful, systematic process for collecting information on the important work-related aspects of a job. a. job validation b. job appraisal c. job description d. job specification e. job analysis

job analysis

Two of the most important results of a job analysis are _____. a. job descriptions and job specifications b. recruiting guidelines and selection boundaries c. employee-needs assessment and performance appraisal evaluation d. employee-needs assessment and job mapping e. rater training and selection validation

job descriptions and job specifications

The job design approach associated with _____ involves increasing the number of different tasks that a worker performs within one particular job and gives workers the authority and control to make meaningful decisions about their work. a. job rotation b. job enlargement c. job specialization d. job variety e. job enrichment

job enrichment

In order to be considered _____, recruitment, selection, training, performance appraisals, and employee separations must be valid and be directly related to the important aspects of the job, as identified by a careful job analysis. a. concrete b. reliable c. job related d. competitive e. employee related

job related

Bona fide occupational qualifications are most likely to be included in a(n) _____. a. job specification b. labor resource guide c. task inventory d. employee assignment list e. job description

job specification

A(n) _____ can be best defined as an activity that contributes directly to creating or selling a company's products. a. organic function b. charted function c. staff function d. line function e. mechanistic function

line function

Self-managing teams are different from semi-autonomous work groups in that team members: a. have partial authority to make decisions that are typically made by supervisors and managers because their managers still play an important role. b. offer advice and suggestions to the management, they do not have the authority to make decisions. c. manage and control all of the major tasks directly related to production of a product or service without first getting approval from management. d. control and change the design of the teams themselves, the tasks they do and how and when they do them, and the membership of the teams. e. are responsible for doing the work or executing the task, but they do not have direct responsibility or control over their work.

manage and control all of the major tasks directly related to production of a product or service without first getting approval from management.

With _____, most employees report to two bosses. a. functional departmentalization b. matrix departmentalization c. product departmentalization d. geographic departmentalization e. customer departmentalization

matrix departmentalization

A(n) _____ is an organization that is characterized by specialized jobs and responsibilities; precisely defined, unchanging roles; and a rigid chain of command based on centralized authority and vertical communication. a. flat organization b. mechanistic organization c. organic organization d. homogenous organization e. democratic organization

mechanistic organization

Group cohesion tends to be relatively strong at the _____ stage of team development. a. storming b. norming c. informing d. conforming e. forming

norming

The term _____ can be best defined as the collection of activities that transform inputs into outputs that customers value. a. product position b. organizational process c. organizational hierarchy d. organizational structure e. product management

organizational process

Functional departmentalization can be most accurately defined as: a. organizing work and workers into separate units responsible for particular business operations or areas of expertise. b. organizing work and workers into separate units responsible for particular kinds of customers. c. a hybrid structure in which two or more forms of departmentalization are used together. d. organizing work and workers into separate units responsible for doing business in particular geographic areas. e. organizing work and workers into separate units responsible for producing particular products or services.

organizing work and workers into separate units responsible for particular business operations or areas of expertise.

A team finally matures into a fully functioning team at the _____ stage of development. a. performing b. conforming c. norming d. de-storming e. de-norming

performing

The three types of task interdependence are: a. pooled, delegated, and systematic. b. sequential, delegated, and pooled. c. delegated, integrated, and combined. d. integrated, reciprocal, and synergistic. e. pooled, sequential, and reciprocal.

pooled, sequential, and reciprocal.

From a legal perspective, the two kinds of sexual harassment are _____. a. adverse impact and disparate treatment b. hostile work environment and dominant minority c. adverse impact and role playing d. quid pro quo and criminal background e. quid pro quo and hostile work environment

quid pro quo and hostile work environment

A manager who wants to give his team the highest amount of autonomy should select _____. a. semi-autonomous work groups b. self-designing teams c. self-managing teams d. employee involvement teams e. reciprocal work teams

self-designing teams

A(n) _____ is defined as a group that has the authority to make decisions and solve problems related to the major tasks of producing a product or service. a. self-designing team b. traditional work group c. conventional work team d. semi-autonomous work group e. employee involvement team

semi-autonomous work group

If a CEO opens a nationwide sales force meeting with a crude sexually explicit joke, it would be an example of a(n) _____. a. disparate treatment b. adverse impact discrimination c. unwelcome sexual advance d. sexual harassment e. demographic discrimination

sexual harassment

The _____ interview uses only standardized, job-related interview questions that are prepared ahead of time so that all candidates are asked the same questions. a. piecework b. informal c. unconventional d. scripted e. structured

structured

The finance team of a start-up company has a majority of white employees. It, however, plans to hire more people from various other ethnic backgrounds in the near future. The organization is trying to increase its _____. a. aggregated creativity b. team diversity c. collectivism d. group norms e. structural accommodation

team diversity

The primary disadvantage of customer departmentalization is: a. its inability to solve problems for specific customers. b. that it organizes work based on business functions solely. c. its overspecialization of managers and workers. d. that it leads to duplication of resources. e. its overemphasis on customer needs.

that it leads to duplication of resources.

Teams should NOT be used when: a. ample resources are available. b. tasks require repeated interaction with others to complete. c. there is no clear, engaging purpose. d. tasks are complex. e. rewards can be provided for groups.

there is no clear, engaging purpose.

The least amount of autonomy is found in ____. a. semi-autonomous work groups b. self-managing teams c. traditional work groups d. autonomous teams e. ad hoc committees

traditional work groups

In the autonomy continuum, the correct sequence, from low team autonomy to high team autonomy, is: a. self-designing teams, traditional work groups, employee involvement teams, semi-autonomous work groups, and self-managing teams. b. traditional work groups, employee involvement teams, semi-autonomous work groups, self-managing teams, and self-designing teams. c. traditional work groups, employee involvement teams, self-managing teams, semi-autonomous work groups, and self-designing teams. d. employee involvement teams, traditional work groups, semi-autonomous work groups, self-managing teams, and self-designing teams. e. employer-mandated teams, traditional work groups, employee involvement teams, project teams, and self-managing teams.

traditional work groups, employee involvement teams, semi-autonomous work groups, self-managing teams, and self-designing teams.

_____ means providing opportunities for employees to develop the job-specific skills, experience, and knowledge they need to do their jobs or improve their performance. a. Directing b. Supervising c. Mediating d. Training e. Recruiting

training

The chain of command can be best defined as the: a. horizontal line of authority that indicates at which level of management an individual belongs. b. matrix structure that groups together two or more forms of departmentalization. c. vertical line of authority that negotiates conflict between different managers at the same level. d. vertical line of authority that clarifies who reports to whom throughout an organization. e. horizontal line of authority that requires very little coordination throughout various departments.

vertical line of authority that clarifies who reports to whom throughout an organization.

A(n) _____ is defined as a small number of people with complementary skills who hold themselves mutually accountable for pursuing a common purpose, achieving performance goals, and improving interdependent work processes. a. mob b. organization c. work team d. work crew e. crowd

work team