Management Module 4
The number of subordinates who directly report to a superior refers to the manager's
A span of control
The hierarchy of needs theory argues that deficiency needs must be met before the push to satisfy growth needs drives personal growth. The individual most commonly associated with this theory is
Abraham Maslow
Which of the following is the primary purpose of the management-by-objectives (MBO) approach?
Aligning goal setting and planning
True
Always make your organization as flat as you can without losing control
The span of control most appropriate in a given organization is primarily influenced by which of the following?
Amount of supervision needed by subordinates
Praise received from an employee's peers is best described as an example of
An extrinsic reward
True
As the degree of centralization changes and organization may need different managers.
No
Can you tell by looking at the org chart if an organization is centralized or decentralized?
where in the organization key decisions are made
Centralization
Which organizational approach is most to provide standardization and efficiency/lower cost?
Centralized
According to equity theory, after an employee receives a reward for performance, what is the next step the employee takes in the motivation process?
Comparing the reward with a self-selected comparison group or person
The practice in large companies of establishing autonomous divisions whose heads are entirely responsible for what happens in the division is referred to as
Decentralization of authority
Describes motivational approaches based on managers beliefs about employees
Douglas McGregor
Which of the following people is associated with the development of the Theory X and Theory Y model?
Douglas McGregor
Unity of Command
Each person should be responsible to one clear superior who directs them
Which of the following theories of motivation states that people are demotivated by rewards that are perceived as unfair?
Equity Theory
According to Maslow, the need to feel genuinely respected by peers, both in and out of the work environment, is included in which of the following need classifications?
Esteem
process based and tells us what kinds of incentives will really motivate people
Expectancy Theory
negative action = nothing good
Extinction
lower costs and better up/down communications
Flat organization
based on organization structure and policy
Formal Authority
Which of the following organizational designs groups employees by what they do?
Functional
Each group is organized by their function
Functional Organization
Organized around landscape around where your markets are and where factories and production operations are
Geographic organization
Which of the following best illustrates informal organization?
Groupings based on such factors as technical ability, seniority, and personal influence
Organization
How we bring people, resources, and information together to perform a task
In accordance with Herzberg's 2-factor theory, which factor can demotivate but are not likely to motivate employees?
Hygiene factors
Decentralization tends to be encouraged by which of the following business trends? I. Product diversification II. Telecommuting III. Geographical expansion of operations1
I, II, and III
something that incites or has a tendency to incite to determination or action
Incentive
Job enrichment can be an effective tool to achieve which of the following?
Increased job responsibility
based on technical ability, seniority, reputation, and personal influence
Informal Authority
Which of the following is the most accurate description of a grapevine in an organization?
It plays an important role in organizations
What aspect of job design involves adding tasks to a job to make it more variable and more interesting?
Job enlargment
Which of the following practices enhances job content by building into the job more motivating factors such as responsibility, achievement, recognition, and personal growth, as advocated by Frederick Herzberg?
Job enrichment
decentralized organization structure
Large dispersed organizations often use
Accounting
Large organizations are likely to structure their work operations and personnel in any of the following ways EXCEPT
Esteem
Maslow fourth level
self-actualization
Maslow's fifth level
safety
Maslow's second level
Social
Maslow's third level
physiological
Maslows first level
they marked by a poor unity of command
Matrix organizations are promising in theory but..
Decentralized orgs
More flexible, and better able to adapt to changing circumstances, popular when you make lots of different products or serve lots of different customer groups, typically higher cost than centralized
The intention of achieving a goal, leading to goal directed behavior
Motivation
is the result of individuals trying to satisfy their own needs
Needs based motivation
Which of the following best describes the situation in which an employee arrives for work on time in order to avoid being placed on probation for a second time?
Negative reinforcement
motivation is a rational process where individuals make choices based on their own situation
Process Based Theory
Each group of people are organized based around the product they product
Product Organization
Intrinsic rewards can be classified as rewards that do which of the following?
Provide a sense of achievement and accomplishment
How many people report directly to a single manager
Span of Control
Higher costs but managers have more time to plan and analyze
Tall organizations
Centralized Org
Tend to reduce cost by being efficient and standardized, and most popular when you only make a few product types, not very flexible and may not work in unstable periods
Organization Chart
The best way to show an organizational design
Which of the following can be best determined by consulting an organization chart?
The connections of positions
Authoritarian Approach - employees only work for extrinsic rewards and must be watched and pushed
Theory X
Scientific management, needs based motivation theories and higher costs
Theory X
Employees need constant reward and punishment Employees cannot be trusted and need constant supervision Employees only work for money
Theory X Managers Think
Small spans of control and lots of mangers/levels Emphasis on rewards and punishments to motivated Lots of micromanagement and high employee turnover
Theory X Organizations
Participate approach - employees seek satisfaction in work and should be included in managerial decisions
Theory Y
Professional management, process based motivation theories, and lower costs
Theory Y
Large spans of control and few managers Emphasis on term work and cooperation to motivate Frequent promotion opportunities
Theory Y Organizations
employees view work as fulfilling and satisfying employees can be trusted to work well without supervisions employees have ability to solve problems creatively on their own.
Theory Y managers assume
existence, relatedness, growth
What does ERG stand for?
Line of Authority
What is also known as chain of command
When managers can easily monitor employees and employees have similar jobs, when employees are well trained and formally organized into teams
When can you increase span of control?
A large span of control throughout an organization invariably results in
a flat (horizontal) organizational structure
key decisions are made at the top
centralized organization
key decisions are made at many levels
decentralized organization
we do something because we want to earn an external reward; bonus, certificate, etc
extrinsic motivation
Expectancy theory tells us that employees will only be motivated by a promised reward
if they expect to be able to achieve the goal and earn the reward
we do something because we gain a sense of achievement and accomplishment
intrinsic motivation
McGregor's Theory Y states that workers
naturally enjoy work and see it as a source of fulfillment and satisfaction
positive action = nothing bad
negative reinforcement
positive action = reward
postive reinforcement
negative action = punishment
punishment
