MGMT EXAM 2

The three components of the HR planning process

1.Planning. 2.Programming. 3.Evaluating.

Age discrimination remains a widespread problem. A study by AARP found that nearly ________blank percent of workers over age 45 have encountered age discrimination. Multiple Choice 40 60 20 30 50

60 -Age discrimination remains a widespread problem. An AARP study found that nearly three out of five workers over the age of 45 have encountered age discrimination, and the number of legal claims is growing.

A ________blank organization can often create scale economies and economies of scope, which leads to advantages such as lower operating costs, greater purchasing power, and easier access to capital. A: Large B: Highly Flexible C: Mass Customized D: Small. E: High Agility

A: Large -Size creates scale economies—that is, lower costs per unit of production. Size can offer specific advantages such as lower operating costs, greater purchasing power, and easier access to capital. Size also creates economies of scope.

Liana and Rosario are entrepreneurs who started Deliverables, an online company that curates, assembles and delivers "unique, customized gift baskets for busy people." The company has so successful that Liana and Rosario recently opened a brick-and-mortar shop in their large city, which they need to fully staff within the next month. Along with Yiannis, their HR Manager, they have determined how many people they need and what skills those people need to have. They have also looked at workforce trends and the information they have regarding available workers already with the company, and have determined that they need to hire additional employees from outside the company to meet their needs. Liana and Rosario are ready to start accepting applications and interviewing candidates, but Yiannis tells them there is one last step to complete before they are ready to start the recruitment process. Which of the following remains to be done? A: Rosario and Liana need to conduct job analyses and write descriptions for each position. B: Yiannis needs to conduct a demand forecast for their city and present the results. C: Liana needs to conduct research on Betsy's Baskets, their biggest competitor in the area. D: needs to research their current workforce via an integrated social media campaign. E: Yiannis needs to conduct background checks on potential applicants for each position.

A: Rosario and Liana need to conduct job analyses and write descriptions for each position. -The HR planning process occurs in three stages: planning, programming, and evaluating. First, to ensure that the right number and types of people are available, HR managers need to know the organization's business plans: where the company is headed, the mix of businesses and the industries they will compete in, expected future growth, and so forth. To do this, companies use demand forecasts, which determine how many and what types of people are needed; conduct labor supply forecasts, which determine how many and what types of employees are available to do the work and are done internally by looking at data about turnover, terminations, retirements, promotions, and transfers, and externally by looking at workforce trends; reconcile supply and demand; and conduct job analyses. Rosario, Liana, and Yiannis have completed the first three elements of this process but have not yet done job analyses or written job descriptions.

Franz wants to balance the strategic triangle for his company. To do this, he must consider the company, the customer, and the A: competition. B: government. C: board of directors. D: suppliers. E: shareholders.

A: competition. -Any business unit must take into account at least three core players in the strategic triangle: the company itself, the competition, and the customer.

Managing diversity well can give a company a competitive advantage by A: encouraging greater flexibility and therefore a quicker response to environmental changes. B: making it more homogeneous and thus able to appeal to restricted markets. C: spreading out its efforts so that the company can take a multipronged approach. D: creating a positive image with the media and thus improving stock prices. E: sending a message to the federal government that the company is diverse.

A: encouraging greater flexibility and therefore a quicker -Managing diversity well requires a corporate culture that tolerates many styles and approaches. Less restrictive policies and less standardized operating methods enable greater flexibility and thus quicker response to environmental changes

Avoiding discrimination and harassment are concerns for many underrepresented groups, but ________blank employees are also particularly concerned about obtaining benefits for spouses or domestic partners, as well as feeling free not to be secretive about who they are. A: lesbian, gay, bisexual, transgender, queer or questioning B: elderly and disabled C: African American, Native American, and Hispanic D: non-Christian E: undereducated

A: lesbian, gay, bisexual, transgender, queer or questioning -Employees who are lesbian, gay, bisexual, transgender, or queer or questioning (LGBTQ) want to avoid discrimination and harassment too, to obtain benefits for a same-gender spouse or domestic partner, and to feel free not to be secretive about this aspect of who they are.

The top management of EatWell, a snack food manufacturer, sits down for an annual meeting. The chairperson, Janelle, wants to create processes that will help the company interact with customers and gather knowledge of their wants, needs, and buying patterns. She also wants to improve internal quality management by using some ideas from Deming's "14 points" theory. The president of the company, Lee, wants to use an approach to management that helps to attain customer satisfaction through tools that deliver high-quality goods. The senior managers put forward the idea that the organization should adopt a method to analyze the causes of defects in products that need to be eliminated to improve customer satisfaction. In order to fulfill senior management's aim of adopting a method to analyze the causes of defects in products that need to be eliminated to improve customer satisfaction, the company might consider a quality initiative such as A: six sigma. B: just-in-time. C: downsizing. D:benchmarking. E: logistics

A: six sigma. -Six sigma quality is a method of systematically analyzing work processes to identify and eliminate virtually all causes of defects, standardizing the processes to reach the lowest practicable level of any cause of customer dissatisfaction.

A ________blank span of control creates a flat organization. A:Wide B: Tall C: Centralized D: Formal E: Narrow

A:Wide -The implications of differences in the span of control for the shape of an organization are straightforward. Holding size constant, wide spans build a flat organization with fewer reporting levels.

Dante, an operations manager at Therma-Pro Insulation, has been put on a big project with a tight deadline. He distributes half the work to two other supervisors, taking care of the bigger aspects of the project himself. This is an example of A: Unity of Command B: Delegation C: Specialization D: Span of Control E: Differentiation

B: Delegation Delegation is the assignment of authority and responsibility to a direct report at a lower level. It often requires that the direct report answer back to his or her boss about how effectively the assignment was carried out.

PowerSounds Incorporated is a manufacturer of audio equipment. The corporation has production, marketing, accounting, and finance departments. They have a department that makes speakers, turntables, and accessories for professional DJs, and a department that produces equipment for home use. Marlena works in the production department manufacturing speaker components. She reports to the production manager and her project manager. Emmanuel works in the accounting department and also manages public relations. The organization requires all the employees to wear the corporation's T-shirt as part of the uniform. There are also specific procedures that the employees must follow while manufacturing the instruments. It can be inferred that Emmanuel is working in a ________blank department. A: Flat B: Staff C: Wide D: Narrow E: Line

B: Staff Staff departments are those that provide specialized or professional skills that support line departments. They include research, legal, accounting, public relations, and human resources departments. Emmanuel works in the accounting department, which is a staff department.

A company that receives certification that it meets ISO 9001 standards is a company that A: has achieved a total quality effort. B: has begun the process of achieving quality. C: has attained perfection within its field. D: must make serious quality improvements. E: can train other organizations in quality procedures

B: has begun the process of achieving quality. -Certification is not the end of the quality effort, but an initial step. Rather than defining how to operate perfectly, ISO 9001 standards establish practices that enable the organization to keep improving—assuming that it continues to follow those practices

Recruitment activities increase the A: cost of the applicants. B: pool of candidates who can be hired. C: likelihood of a lawsuit. D: likelihood of hiring an internal candidate. E: the job analysis requirements.

B: pool of candidates who can be hired. -Recruitment activities help increase the pool of candidates that might be selected for a job. Recruitment may be internal to the organization (considering current employees for promotions and transfers) or external

The Oxford Corporation has introduced a new program called "Stay and Grow with Oxford." It has several different components. 1.The company operates in a rural area where there are few underrepresented group employees. It has set up regular meetings for its underrepresented group employees in the area to meet, exchange information about activities and housing options, and socialize. 2.Since many of the managers are nearing retirement age, one component of the program pairs older managers with promising young, underrepresented group managers in order to offer their youthful counterparts career advice and introduce them to the company's top management. 3.Because members of some underrepresented groups recognize holidays 4.other than those celebrated by the majority, the company has introduced a 5.flexible work system that allows these employees to take time off during their 6. holidays. The first component of Oxford Industries' "Stay and Grow with Oxford" program, encourages networking by underrepresented A: career displacement. B: support groups. C: employee promotions. D: alternative work arrangements. E: mentoring.

B: support groups. -Support groups, sometimes called affinity groups, provide emotional and career support for members who traditionally have not been included in the majority's informal groups. They also can help diverse employees understand work norms and the corporate culture..

Jordan is a candidate for a research position with Southwestern Fine Chemicals. Though well-qualified for the job, he has a hearing impairment. Despite private concerns about the prospective employee's disability, the manager decides to hire Jordan. In hiring Jordan, the manager must remain compliant with the federal law known as the ________blank Act. A: Employee Polygraph Protection B: Affordable Care and Disability Protection C: Americans with Disabilities Act Amendments D: Occupational Safety and Health E: Protections for Hearing-Impaired Americans

C: Americans with Disabilities Act Amendments -The Americans with Disabilities Act Amendments Act (ADAAA) defines a disability as a physical or mental impairment that substantially limits one or more major life activities. Examples of such physical or mental impairments include those resulting from orthopedic, visual, speech, and hearing impairments; cerebral palsy; epilepsy; multiple sclerosis; HIV infections; cancer; heart disease; diabetes; mental retardation; psychological illness; particular learning disabilities; drug addiction; and alcoholism

Ricardo is the owner of Mex Magic, a chain of restaurants serving reasonably priced Mexican food with fresh, healthy ingredients. He has discovered that the rising price of avocados and some of the other fresh produce the restaurants use has been driving down profits. Customers have come to expect high-quality ingredients for a low price, and Mex Magic's marketing research has shown that the upscale interior of the stores, along with its great customer service, are a big draw. The feedback has also shown that a large percentage of the customers come with children. If Mex Magic is to be truly responsive to its market environment while maximizing profits, Ricardo should: A: adapt to the rising cost of avocados by raising the price of guacamole on the menu. B :reduce the waitstaff, as well as the number of cashiers, in order to lower payroll costs. C: add child-friendly entrees that include fries or chips instead of guacamole. D: consider removing menu items that rely heavily on fresh ingredients. E: expand the bar so as to draw in more adult customers, with or without children

C: add child-friendly entrees that include fries or chips instead of guacamole. -The formal structure of an organization is put in place to control people, decisions, and actions. But in today's fast-changing business environment, responsiveness—quickness, agility, the ability to adapt to changing demands—is vital to a firm's survival. Implementing measures that appeal to his customer base, which includes many families with children, is a smarter choice for Ricardo than simply cutting costs on avocadoes or other components of the restaurant's overhead

In monolithic organizations, conflict between groups is A: high. B: nonexistent. C: low. D: ignored. E: favored.

C: low. -In monolithic organizations, underrepresented group members must adopt the norms of the majority to survive. This fact, coupled with small numbers, keeps conflicts among groups low

Authority typically is associated with a particular A: person rather than a particular department. B: department rather than a particular team. C: position rather than a particular person D: department rather than a particular person. E: person rather than a particular position

C: position rather than a particular person -Traditionally, authority resides in positions more than in people. The job of vice president of a division has authority over that division, regardless of how many people come and go in that position and who currently holds it.

Helios, Incorporated, is a new startup specializing in retrofitting existing commercial buildings with affordable solar energy panels. The company is growing quickly and needs to fill about 20 junior and senior staff positions over the next few months. Their main goals at this stage are to increase brand awareness and to maximize the return on the time they invest in recruiting candidates. They also want the hiring process to be cost-effective. Finally, they are looking to attract nontraditional candidates, not necessarily only those with business and science backgrounds. The founders, Brianna, Nick, and Vinh, meet with team managers to discuss the best strategy for locating outstanding new hires. Which option makes the most sense given their current goals and restrictions? A: using LinkedIn to search for potential candidates and then contacting those people directly B: attending the local university's career fair, which will yield a large pool of educated job-seekers C: taking out ads on several online job boards like Indeed.com, Monster.com, and GlassDoor D: having current employees network among their contacts and make qualified referrals E: posting a job ad on the company's Facebook page to alert people to the various openings

D: having current employees network among their contacts and make qualified referrals -External recruiting brings in new blood and can inspire innovation. Among the most frequently used sources of outside applicants are Internet job boards, company websites, employee referrals, newspaper advertisements, and college campus recruiting. Employers prefer referrals by current employees and online job boards. Some companies encourage employees to refer their friends by offering cash rewards. In fact, word-of-mouth recommendations are the way most job positions get filled. Not only is this recruitment method relatively inexpensive, but employees tend to know who will be a good fit with the company. Campus recruiting is effective, but relying heavily on campus recruiting and employee referrals can result in biased discrimination, even unintentionally..

Leo's company produces a high volume of bicycle helmets, yet they come in a high variety of distinctive styles. The company is engaging in A: individual production. B: flexible production. C: mass production. D: mass customization. E: individual customization.

D: mass customization. -Although volume and variety traditionally required trade-offs, companies today try to produce both high-volume and high-variety products at the same time. This is mass customization

The mechanistic organization emphasizes flexibility and is less rigid than the organic structure. t or f

False -The organic structure stands in stark contrast to the mechanistic organization. It is much less rigid and, in fact, emphasizes flexibility

Which of the following is true of personality tests? They might be seen as discriminatory. They allow no opportunity to cheat. They are currently on a downswing. They accurately predict job performance. They measure a range of intellectual abilities.

They might be seen as discriminatory. -Concerns that have discouraged the use of personality tests include the possibility they might be seen as discriminatory or might not accurately predict job performance.

Behaviors such as persistent or pervasive displays of pornography, lewd or suggestive remarks, and demeaning taunts or jokes tend to constitute ________blank, one of the two types of sexual harassment. gender discrimination an occupational hazard quid pro quo harassment a hostile environment cognitive conflicts

a hostile environment -A hostile environment occurs when unwelcome sexual conduct has the effect or purpose of interfering unreasonably with job performance or creates an intimidating, or offensive work environment. Behaviors that can cause a hostile work environment include persistent or pervasive displays of pornography, lewd or suggestive remarks, or demeaning taunts or jokes.

Which of the following is included in a job analysis? a job profile and a job design a job specification and a job appraisal a job description and a job specification a job specification and a job profile a job description and a job appraisal

a job description and a job specification -Job analysis provides the information required by virtually every human resources activity. It involves job description and job specification.

A disadvantage of the matrix structure is that Multiple Choice additional time is required for meetings and coordination. employees may lack loyalty to the company as a whole. resource utilization tends to be inefficient. a single head has to oversee multiple divisions. communication on complex assignments is hampered.

additional time is required for meetings and coordination. -The matrix organization has a number of disadvantages, including that additional time is required for meetings and other communications to coordinate work

In organic organizations, communication tends to occur through orders. instructions. speeches. advice. directives.

advice. -The organic structure has the following characteristics: communication occurs through advice and information rather than orders and instructions; jobholders have broader, more flexible responsibilities; informal decision making and influence are decentralized; importance is placed on commitment to the organization's goals over obedience to authority; and employees depend on each other and relate more informally and personally.

Ideally, the people making the decisions at a company should be those who Multiple Choice have the greatest authority. have been delegated that responsibility. control daily operations. are most affected by the issue. supervise the most employees.

are most affected by the issue. -Ideally, decision making occurs at the level of the people who are most directly affected by, and have the most intimate knowledge of, the issue.

Jordan is a candidate for a research position with Southwestern Fine Chemicals. Though well-qualified for the job, he has a hearing impairment. Despite private concerns about the prospective employee's disability, the manager decides to hire Jordan. In order to comply with the Americans with Disabilities Act Amendments Act (ADAAA) and help Jordan accommodate his impairment, the company should provide him with a virtual workplace. a personal assistant. technical support services. assistive technology. support groups.

assistive technology. -New assistive technologies are making it easier for companies to comply with the ADAAA and for those with disabilities to be productive on the job. In many cases, state governments pay for special equipment or other accommodations.

In organic firms jobholders have ________blank responsibilities. disconnected more restricted broader more formal more centralized

broader -The organic structure has the following characteristics: communication occurs through advice and information rather than orders and instructions; jobholders have broader, more flexible responsibilities; informal decision making and influence are decentralized; importance is placed on commitment to the organization's goals over obedience to authority; and employees depend on each other and relate more informally and personally.

As firms (and government agencies, NGOs, and social enterprises) grow, they become more ________blank structurally. simple complex robust revitalized decentralized

complex -As firms (and government agencies, NGOs, and social enterprises) grow, they become more complex structurally.

Time-based competition elements include which of the following? bureaucratic structure concurrent engineering mass customization reactive design product stockpiling

concurrent engineering -Time-based competition (TBC) refers to strategies that reduce the total time needed to deliver the good or service. TBC has several key organizational elements: logistics, just-in-time (JIT), and concurrent engineering.

Fritz told his management team, "Our workflow occurs in an orderly, yet slow, process, from research to engineering to manufacturing. To be more competitive, we must speed up our research and product development through the use of ________blank. In this manner, we will incorporate the issues and perspectives of all the functions—including suppliers and customers—from the beginning of the process." small batch processing just-in-time production large batch processing concurrent engineering standardization

concurrent engineering -Concurrent engineering is a major departure from the old development process that did various functional tasks sequentially. When R&D completed its part of the project, the work was passed over the wall to engineering, which completed its task and passed it over the wall to manufacturing, and so on. This process was highly inefficient, and errors took a long time to correct. In contrast, concurrent engineering uses a team-based approach to incorporate the perspectives of all functions—and customers and suppliers—from the beginning of the process. This results in a higher-quality product that is designed for efficient manufacturing and meeting customer needs

Line departments Multiple Choice focus on safeguarding the company from risks. include research, legal, accounting, and human resources departments. deal directly with the organization's primary goods and services. provide specialized skills to support staff departments. focus more on requirements and procedures rather than products and customers.

deal directly with the organization's primary goods and services. -Line departments are those that have responsibility for the principal activities of the firm. Line units deal directly with the organization's primary goods or services.

A thorough job analysis may help organizations successfully train other employees. determine the organization's benefit packages. develop their organizational structure. determine whether the company should be centralized or decentralized. defend themselves in lawsuits involving employment practices.

defend themselves in lawsuits involving employment practices. -Job analysis, which includes both a job description and a job specification, may help organizations defend themselves in lawsuits involving employment practices by, for example, clearly specifying what a job requires if someone claims unfair dismissal.

The first step in effective delegation is to Multiple Choice explain the means of achieving the goal. check on the status of the work. select the person to delegate to. define the goal of the task to be delegated. provide the resources to do the task.

define the goal of the task to be delegated. -The first step in the delegation process is defining the goal succinctly. This requires the manager to have a clear understanding of the outcome he or she wants.

Everyday Fashions Corporation is a clothing manufacturer. It has marketing, production, and finance departments, with a manager who heads each of the departments. Beatrice, the CEO, distributes the various organizational tasks to each manager by assigning authority and responsibility. Each manager has ten direct reports who are required to report to him or her. Each department works on its set of tasks in the organization. Beatrice is the top manager, followed by the department heads, and lastly the supervisors. All the managers are accountable to Beatrice alone. As CEO of Everyday Fashions Corporation, Beatrice distributes work and assigns responsibility to the various department managers through the process known as delegation. concentration. unity of command. standardization. span of control.

delegation. -Delegation is the assignment of authority and responsibility to a direct report at a lower level. It often requires that the direct report communicate back to his or her boss about how effectively the assignment was carried out. This is what is done by the CEO of Everyday Fashions Corporation.

"Todd, you have a strong management team supporting you, and I applaud your efforts to solicit information, opinions, and preferences from your team, and in seeking consensus in reaching decisions," said Bill. "But sometimes decisions need to be made more quickly, and sometimes your team simply wants you to step up and make certain tough decisions. In other words, a(n) ________blank style of leadership is not always appropriate." performance autocratic democratic laissez-faire authoritarian

democratic Explanation Democratic leadership solicits input from others. Democratic leadership seeks information, opinions, and preferences, sometimes to the point of meeting with the group, leading discussions, and using consensus or majority vote to make the final choice. Democratic styles, appealing though they may seem to some, are not always the most appropriate. When speed is of the essence, democratic decision making may be too slow, or people may want decisiveness from their leader.

Subdividing an organization into smaller subunits is known as centralization. diversification. standardization. delegation. departmentalization.

departmentalization. - Departmentalization is subdividing an organization into smaller subunits. The three basic approaches to departmentalization are functional, divisional, and matrix.

Identifying and reducing hidden biases toward underrepresented groups are the basic goals behind diversity training. multicultural reeducation. skills training. organizational assessment. recruiting minorities.

diversity training. -Diversity training programs attempt to identify and reduce hidden biases and develop the skills needed to manage a diversified workforce effectively.

A strategic alliance can be made with just about any other organization except one's competitors. t or f

false -A strategic alliance is a formal relationship created with the purpose of joint pursuit of mutual goals. They occur between companies and their competitors, governments, and universities.

Internal factors affecting the wage mix include conditions of the labor market, the cost of living, and collective bargaining. t or f

false -The wage mix is influenced by a variety of factors. Internal factors include the organization's compensation policy, the worth of each job, the employee's relative worth, and the employer's ability to pay. External factors include conditions of the labor market, area wage rates, the cost of living, the use of collective bargaining (union negotiations), and legal requirements.

The Garden State Manufacturing Company is attempting to coordinate activities by establishing routines and standard operating procedures that remain in place over time. This is an example of coordination by mutual adjustment. t or f

false - Coordination by mutual adjustment involves feedback and discussions to jointly figure out how to approach problems and devise solutions that are agreeable to everyone. By contrast, establishing routines and standard operating procedures are activities associated with coordination by standardization.

Internal factors affecting the wage mix include conditions of the labor market, the cost of living, and collective bargaining. t or f

false - The wage mix is influenced by a variety of factors. Internal factors include the organization's compensation policy, the worth of each job, the employee's relative worth, and the employer's ability to pay. External factors include conditions of the labor market, area wage rates, the cost of living, the use of collective bargaining (union negotiations), and legal requirements.

Usually, companies with higher volumes of products tend to offer more varieties t or f

false -As volume increases, product variety usually decreases. Companies with higher volumes and lower varieties than a job shop use large batch, or mass production, technologies.

Companies have to choose between diversity and financial success. t or f

false -Diversity in an organization's upper ranks relates to superior financial performance, as shown by a number of studies

One disadvantage of delegation is that it usually results in the manager losing touch with the status of the work to be accomplished. t or f

false -Throughout the delegation process, the manager and the direct report must work together and communicate about the project. The manager should know the direct report's ideas at the beginning and inquire about progress or problems at periodic meetings and review sessions. Thus, even though the direct report performs the assignment, the manager is available and aware of its current status

An advantage of oral communication is that Multiple Choice it allows the sender to easier filter the message. it is less persuasive than written communication. there is usually a permanent record of the communication. feedback can be immediate and direct. the message stays the same even if relayed through many people.

feedback can be immediate and direct. -Oral communication includes face-to-face discussions, phone conversations, meetings, and formal presentations and speeches. Its advantages are that questions can be asked and answered, feedback can be immediate and direct, receivers can sense the sender's sincerity (or lack thereof), and oral communication often is more persuasive than written.

PowerSounds Incorporated is a manufacturer of audio equipment. The corporation has production, marketing, accounting, and finance departments. They have a department that makes speakers, turntables, and accessories for professional DJs, and a department that produces equipment for home use. Marlena works in the production department manufacturing speaker components. She reports to the production manager and her project manager. Emmanuel works in the accounting department and also manages public relations. The organization requires all the employees to wear the corporation's T-shirt as part of the uniform. There are also specific procedures that the employees must follow while manufacturing the instruments. By requiring all employees to wear the corporation's T-shirt, PowerSounds Incorporated is utilizing the principle known as standardization. unity of command. delegation. formalization. concentration.

formalization. - To improve coordination, organizations may also rely on formalization—the presence of rules and regulations governing how people in the organization interact. Simple, often written, policies regarding attendance, dress, and decorum, for example, may help eliminate a good deal of uncertainty at work.

As vice president of human resources at Premier Products Corporation, Pietro enjoys working alongside his peer vice presidents, largely because they all have different skills and all manage different parts of the organization, including research, engineering, production, construction, procurement, and finance. Premier Products Corporation is a(n) ________blank organization. network organic matrix functional divisional

functional -In a functional organization, jobs (and departments) are specialized and grouped according to business functions and the skills they require: production, marketing, human resources, research and development, finance, accounting, and so forth.

The three basic approaches to departmentalization are

functional, divisional, and matrix.

Rihanna Carpenter, CEO of BlueTone Corporation, announced the new corporate structure, naming Fujio Nakamura VP of the Far East Division, Basri Nassar VP of the Middle East Division, Lena Bauer VP of the European Division, and Pete Jackson VP of the Americas Division. BlueTone Corporation's new structure follows the ________blank approach to build company divisions. customer product geographic functional matrix

geographic -Organizations can be structured on the basis of function, division (product, customers, or geographic), matrix, and network. In this case, the company has adopted a geographic approach to departmentalization. In a geographic division approach to departmentalization, all functions that contribute to a given geography's business are organized under one manager.

Teamwork often fails when individuals have not considered what they bring to the team and neglect to bring out the best in others. focus on the challenges of the team. succeed too quickly. ask a lot of questions. analyze the gifts they bring to the team.

have not considered what they bring to the team and neglect to bring out the best in others. -In today's fast-moving business environment, the difference between success and failure often lies with whether people can rapidly form and contribute to one team after another as new opportunities and challenges arise. Teamwork fails when individuals have not considered what they bring to a team and how to bring out the best in others.

Outplacement involves hiring from external applicants. transferring of employees to other branches. attracting applicants from other countries. helping laid-off workers find other employment. recruiting from external sources.

helping laid-off workers find other employment. -Outplacement is the process of helping people who have been dismissed from the company regain employment elsewhere.

One advantage of delegation is the fact that it absolves the delegating manager of responsibility. helps direct reports develop new skills. reduces accountability for the job. formalizes power in the company. reduces the direct report's workload.

helps direct reports develop new skills. -Delegation essentially gives the direct report a more important job. The direct report acquires an opportunity to develop new skills and to demonstrate potential for additional responsibilities and perhaps promotion.

The programming stage of human resources management involves implementing the company's plans. discovering new HR trends. estimating labor supply. monitoring turnover and absenteeism. evaluating human resources activities

implementing the company's plans. -In the second stage of the HR planning process, the organization conducts programming of specific human resources activities, such as recruitment, training, and layoffs. In this stage, the company's plans are implemented.

The top management of EatWell, a snack food manufacturer, sits down for an annual meeting. The chairperson, Janelle, wants to create processes that will help the company interact with customers and gather knowledge of their wants, needs, and buying patterns. She also wants to improve internal quality management by using some ideas from Deming's "14 points" theory. The president of the company, Lee, wants to use an approach to management that helps to attain customer satisfaction through tools that deliver high-quality goods. The senior managers put forward the idea that the organization should adopt a method to analyze the causes of defects in products that need to be eliminated to improve customer satisfaction. Which of the following is a point from Deming's "14 points" theory that the company can use to improve internal quality management? institute a program of education and retraining uphold barriers within departments to increase efficiency increase dependence on mass inspection provide slogans and exhortations to drive production expand numerical quotas to encourage continuous improvement

institute a program of education and retraining -Deming's "14 points" of quality emphasize a holistic approach to management that demands intimate understanding of the process. One of the points is to institute training and retraining—continually update methods and thinking.

Fresh Catch, a small, popular chain of seafood restaurants, wishes to hire a new general manager to oversee a local restaurant's day-to-day operations. The company human resources (HR) manager posts an advertisement in the local newspaper stating, "General manager wanted for a fast-paced, award-winning seafood restaurant. Applicants must have three years' experience in a comparable restaurant managing a large staff and ensuring the satisfaction of diners." In addition to making inquiries through industry contacts, the HR manager places the ad on the company's bulletin board and intranet. The HR manager then develops a pool of prospective candidates for the position and chooses from the pool of candidates when making decisions on whom to hire. The HR manager requires all applicants to provide three references. By advertising open positions on the company bulletin boards, ________blank are seeking applicants from inside the organization. external recruiters internal recruiters temporary hiring agencies hiring agencies third-party recruiters

internal recruiters -Internal recruiters often post open positions on the company's intranet. The posted job description includes a list of responsibilities and the minimum skills and experience required. Employees apply online for internal positions.

The matrix form of organizational structure employs a single line of command. involves dual reporting relationships. has the disadvantage of low flexibility. groups all functions into a single division. follows the unity-of-command principle.

involves dual reporting relationships. - A matrix organization is a hybrid form of organization in which functional and divisional forms overlap. Managers and staff personnel report to two bosses: a functional manager and a divisional manager. Thus, matrix organizations have a dual rather than a single line of command.

A ________blank provides goods or services in very low volume or small batches. Multiple Choice job shop batch company custom shop specialty shop small shop

job shop -When a company provides goods or services in very low volume or small batches, it is called a job shop. Less formally, in the service industry, restaurants or doctors' offices are examples of job shops because they provide a high variety of low-volume, customized services.

Division of labor is closely related to the concept of formalization. job specialization. coordination. integration. centralization.

job specialization. -Differentiation distinguishes and separates jobs and jobholders from one another through division of labor and job specialization. The two concepts are, of course, closely related.

In Japanese operations strategy, which word refers to "continuous improvement"? Multiple Choice kage kaigan kaizen kanban kagayaku

kaizen -A company attains and retains competitive advantage by continuing to improve. This concept, called kaizen, or continuous improvement, is a vital part of Japanese operations strategy.

If the move toward ________blank is simply a harsh, haphazard cost-cutting approach, the result will be chaos, overworked people, and low morale. computer-integrated manufacturing lean manufacturing flexible factories mass customization quality management

lean manufacturing -Many companies have tried to become leaner by cutting overhead costs, laying off operative-level workers, eliminating layers of management, and using capital equipment more efficiently. However, if the move to lean manufacturing is simply a harsh, haphazard cost-cutting approach, the result will be chaos, overworked people, and low morale.

Ahmed's job with a communication company involves maintaining the relationship between it and the community. This involves interacting with local organizations to find those who are unemployed and actively seeking work in order to assist them by providing phone cards for use in their job search. In this scenario, Ahmed performs the role of a(n) manager. social worker. adjustment officer. liaison. contact.

liaison. -Ahmed is performing a liaison role, a specialized job to handle communications between two departments or organizations (such as the community organizations in this example).

PowerSounds Incorporated is a manufacturer of audio equipment. The corporation has production, marketing, accounting, and finance departments. They have a department that makes speakers, turntables, and accessories for professional DJs, and a department that produces equipment for home use. Marlena works in the production department manufacturing speaker components. She reports to the production manager and her project manager. Emmanuel works in the accounting department and also manages public relations. The organization requires all the employees to wear the corporation's T-shirt as part of the uniform. There are also specific procedures that the employees must follow while manufacturing the instruments. It can be inferred that Marlena works in a ________blank department. narrow line staff wide flat

line -Line departments are those that have responsibility for the principal activities of the firm. Line units deal directly with the organization's primary goods or services; they make things, sell things, or provide customer service. Marlena works in a production department, which is a line department.

in a decentralized organization, more of the decisions are made by the upper levels of the organization. lower levels of the organization. department heads and regional managers. chief executive officer and president. board of directors and stockholders

lower levels of the organization. -In decentralized organizations, more decisions are made at lower levels. Ideally, decision making occurs at the level of the people who are most directly affected and have the most intimate knowledge of the work.

Economies of scope occur when the producer with the greatest percentage of market share has maximum staying power. materials and processes employed in one product can be used to make related products. getting products to market ahead of the competition is, often, a key to success. producing large quantities results in lower costs per unit produced. the variety of products offered indicates sustainable economic growth.

materials and processes employed in one product can be used to make related products. -Large size creates economies of scope, which is when materials and processes employed in one product can be used to make related products.

Max Weber's description of a bureaucracy discussed what form of organization? decentralized organic matrix specialized mechanistic

mechanistic -Many decades after Max Weber wrote about bureaucracy as a rational way to run large modern organizations, two British management scholars (Burns and Stalker) described what they called the mechanistic organization. The mechanistic structure they described was similar to Weber's bureaucracy, but they stated further that the modern corporation has a new option. The organic structure is much less rigid and, in fact, emphasizes flexibility.

Higher-level managers who help ensure that high-potential people are introduced to top management and socialized into the norms and values of the organization are called arbitrators. operational managers. mentors. support groups. system accommodators.

mentors. -Mentors are higher-level managers who help ensure that high-potential people are introduced to top management and socialized into the norms and values of the organization. Mentors work with employees to help them develop relevant experience, add skills, and make contact with senior leaders.

Organizations that are pluralistic have fewer diversity training programs. very little diversity or inclusiveness. more diverse employee populations. ineffective hiring practices that lead to less diversity. more prejudice and no acceptance of underrepresented groups.

more diverse employee populations -Pluralistic organizations have a more diverse employee population and actively try to hire and train a diverse workforce and to avoid discrimination.

Trident Manufacturing is an organization that has been recognized for its diversity and inclusiveness. They integrate all groups both formally and informally. Based on this information, Trident Manufacturing could be described as a ________blank organization. centralized monolithic pluralistic multicultural decentralized

multicultural -Multicultural organizations are diverse, value differences, and fully integrate all groups, both formally and informally. From top to bottom of hierarchy, managers value and leverage the varieties of experiences and knowledge employees bring to help the company perform well.

A(n) ________blank organization is a collection of independent, mostly single-function firms that collaborate to produce a good or service. network integrated matrix dynamic standardized

network -A network organization is a collection of independent, mostly single-function firms that collaborate to produce a good or service. It describes not one organization but a web of relationships among many firms.

The factor that differentiates flexible factories from traditional factories is that flexible factories Multiple Choice tend to focus on multiple products at a time. organize workflow around products. move large orders through assembly lines. have relatively longer production runs. avoid decentralized scheduling.

organize workflow around products. -In contrast to traditional factories, flexible factories have short production runs, organize workflow around products, and use decentralized scheduling. Instead of moving large orders of standard products through assembly lines, flexible factories set up work cells or teams to focus on one product at a time.

Tidewater, Incorporated, requires its job applicants to take a test that measures their vocabulary and numerical skills. For specific jobs, the company also requires its applicants to perform a sample of the job. Before implementing the tests, the management analyzes how well the test actually correlates and predicts job performance. When Tidewater needed to downsize, the company helped employees who were laid off to get placed in other organizations, and immediate supervisors talked to the employees about the reasons for their dismissal. One of the jobs associated with Tidewater, Incorporated, is welding. For applicants wishing to be hired as a welder, Tidewater, Incorporated, requires the applicant to demonstrate their welding abilities in a(n) ________blank test. performance cognitive-ability personality concentration integrity

performance -In a performance test, the test taker performs a sample of the job. Most companies use some type of performance test, typically for administrative assistant and clerical positions.

Authority typically is associated with a particular department rather than a particular team. position rather than a particular person. person rather than a particular department. person rather than a particular position. department rather than a particular person.

position rather than a particular person. -Traditionally, authority resides in positions more than in people. The job of vice president of a division has authority over that division, regardless of how many people come and go in that position and who currently holds it.

A diverse workforce can give a company an advantage by Multiple Choice helping reinforce the company's traditional culture. facilitating new contacts with suppliers. providing insight into changing customer tastes and consuming habits. making the organization more mechanistic. reducing conflict.

providing insight into changing customer tastes and consuming habits. -Companies such as Humana, Abbot Laboratories, Kellogg Company, Toyota Motor, and CVS Health are committed to diversity because as the workforce changes, so does their customer base. Just as diverse groups prefer to work for employers that value diversity, they may prefer to patronize such organizations. A diverse workforce can provide a company with greater knowledge of the tastes and consuming habits of a diversified marketplace. This knowledge helps in designing products and developing marketing campaigns to meet consumers' needs. In addition, for at least some goods and services, a multicultural sales force can help sell to diverse groups. A diverse workforce also can give a company an edge in a global economy by helping to understand other customs, cultures, and market needs.

When it comes to written material in the organization environment, ________blank have proven to be common and costly. too many hours spent reading illiterate employees reading mistakes employees reading novels speed-reading courses

reading mistakes -Illiteracy is a significant problem in the United States as well as other countries. Even if illiteracy is not a problem in organizations, reading mistakes are common and costly. As a receiver, for your own benefit, read memos and email as soon as possible, before it is too late to respond. You may skim most of your reading materials, but read important messages, documents, and passages slowly and carefully. Note important points for later referral.

Jefferson, the chief executive officer of Midwestern Thermal Systems, decides to explore the idea of opening an office in China and speaks to his chief financial officer, Maria, about it. She pays careful attention to everything he says and restates everything to Jefferson to make sure that she accurately understands his plans. Some employees learn of the plans from their managers, and some of these employees begin spreading the information to other colleagues. Maria listened to everything Jefferson said and restated everything to him to make sure that she accurately understood his plans. The technique used by Maria is known as perception. affiliation. reflection. filtering. introspection.

reflection. -A basic technique called reflection will help a manager listen effectively. Reflection is a process by which a person states what he or she believes the other person is saying. Maria uses this technique.

The Oxford Corporation has introduced a new program called "Stay and Grow with Oxford." It has several different components. The company operates in a rural area where there are few underrepresented group employees. It has set up regular meetings for its underrepresented group employees in the area to meet, exchange information about activities and housing options, and socialize. Since many of the managers are nearing retirement age, one component of the program pairs older managers with promising young, underrepresented group managers in order to offer their youthful counterparts career advice and introduce them to the company's top management. Because members of some underrepresented groups recognize holidays other than those celebrated by the majority, the company has introduced a flexible work system that allows these employees to take time off during their holidays. The "Stay and Grow with Oxford" program appears to be designed to Multiple Choice maximize employee mobility. assess employee performance. eliminate stereotyping. empower employees. retain employees.

retain employees. -A number of policies and strategies, such as support groups, mentoring, and systems accountability among others, can be used to increase retention of all employees. The Oxford Corporation has introduced the program to retain employees.

Drew, marketing/sales manager for QQL Corporation, said to his employee, "Greg, I will be out next week on client business. In my absence, I'd like you to serve as acting manager. On Monday, I'd like you to lead our weekly sales meeting. Also, please assign client contacts to the sales staff for the upcoming trade show. Lastly, decide upon final terms for our contract with Systems Manufacturing, and negotiate that contract to closure. I'm glad that I can count on you." In empowering Greg, Drew has personalized power. monopolized power. centralized power. demonstrated extinction. shared power.

shared power. Explanation Empowerment is the process of sharing power with employees, thereby enhancing their confidence in their ability to perform their jobs and their belief that they are influential contributors to the organization.

The top management of EatWell, a snack food manufacturer, sits down for an annual meeting. The chairperson, Janelle, wants to create processes that will help the company interact with customers and gather knowledge of their wants, needs, and buying patterns. She also wants to improve internal quality management by using some ideas from Deming's "14 points" theory. The president of the company, Lee, wants to use an approach to management that helps to attain customer satisfaction through tools that deliver high-quality goods. The senior managers put forward the idea that the organization should adopt a method to analyze the causes of defects in products that need to be eliminated to improve customer satisfaction. In order to fulfill senior management's aim of adopting a method to analyze the causes of defects in products that need to be eliminated to improve customer satisfaction, the company might consider a quality initiative such as just-in-time. logistics. benchmarking. downsizing. six sigma.

six sigma. -Six sigma quality is a method of systematically analyzing work processes to identify and eliminate virtually all causes of defects, standardizing the processes to reach the lowest practicable level of any cause of customer dissatisfaction

For many companies, the original driving force behind the effort to diversify their workforces was a combination of long-range planning and government coercion. economic interests and legal necessity. economic interests and government coercion. social responsibility and regulatory pressures. social responsibility and government coercion.

social responsibility and regulatory pressures. -For many organizations, the original impetus to diversify their workforces was a combination of social responsibility and legal necessity.

PowerSounds Incorporated is a manufacturer of audio equipment. The corporation has production, marketing, accounting, and finance departments. They have a department that makes speakers, turntables, and accessories for professional DJs, and a department that produces equipment for home use. Marlena works in the production department manufacturing speaker components. She reports to the production manager and her project manager. Emmanuel works in the accounting department and also manages public relations. The organization requires all the employees to wear the corporation's T-shirt as part of the uniform. There are also specific procedures that the employees must follow while manufacturing the instruments. By requiring all employees to follow specific procedures, PowerSounds Incorporated is making use of the principle known as Multiple Choice concentration. formalization. delegation. unity of command. standardization.

standardization. -Standardization constrains actions and integrates various units by regulating what people do. People often know how to act—and how to interact—because standard operating procedures spell out what they should do.

The Oxford Corporation has introduced a new program called "Stay and Grow with Oxford." It has several different components. 1)The company operates in a rural area where there are few underrepresented group employees. It has set up regular meetings for its underrepresented group employees in the area to meet, exchange information about activities and housing options, and socialize. 2)Since many of the managers are nearing retirement age, one component of the program pairs older managers with promising young, underrepresented group managers in order to offer their youthful counterparts career advice and introduce them to the company's top management. 3)Because members of some underrepresented groups recognize holidays other than those celebrated by the majority, the company has introduced a flexible work system that allows these employees to take time off during their holidays. The second component of Oxford Industries' "Stay and Grow with Oxford" program, pairing older managers with promising young underrepresented group managers, is an example of alternative work arrangements. support groups. career displacement. employee promotions. mentoring.

support groups. -Many people are puzzled by the apparent inability of women and minorities to move up beyond a certain point on the corporate ladder (the glass ceiling). To help these groups enter the informal network that provides exposure to top management and access to information, many companies use formal mentoring programs. Mentors are higher-level managers who coach, advise, and help people meet top managers and learn the norms and values of the organization.

In both monolithic and pluralistic organizations, underrepresented group members are well represented. tend to be marginalized by members of the dominant or majority group. tend to occupy low-status jobs, if they are represented at all. are virtually nonexistent, or at the very least seen and not heard. tend to cluster at certain levels or in particular functions within the organization

tend to cluster at certain levels or in particular functions within the organization - Compared to monolithic organizations, pluralistic organizations have more diverse employees; they actively try to hire and train a diverse workforce and to avoid discrimination. They integrate groups more fully than do monolithic organizations, but like monolithic organizations they often have underrepresented group members clustered at certain levels or in particular functions within the organization.

Tidewater, Incorporated, requires its job applicants to take a test that measures their vocabulary and numerical skills. For specific jobs, the company also requires its applicants to perform a sample of the job. Before implementing the tests, the management analyzes how well the test actually correlates and predicts job performance. When Tidewater needed to downsize, the company helped employees who were laid off to get placed in other organizations, and immediate supervisors talked to the employees about the reasons for their dismissal. When Tidewater needed to downsize, the dismissed employees' immediate supervisors discussed the need for downsizing with them. This is an example of a(n) outplacement. situational interview. behavioral description interview. termination interview. expatriation.

termination interview. -The termination interview, in which a manager discusses the company's position with an employee, is a stressful situation for both parties. Most experts believe that the immediate superior should be the one to deliver the bad news to employees

in flexible factories, scheduling decisions are made by top management at company headquarters. trained technicians at a centralized facility. trained technicians at remote locations. the people on the shop floor doing the work. stockholders and other stakeholders.

the people on the shop floor doing the work. -Instead of moving large orders of standard products through assembly lines, flexible factories have work cells or teams focus on one product at a time. The people on the shop floor doing the work make scheduling decisions, so they can adapt schedules as needed.

Integrative mechanisms that aid group problem solving, information sharing, and cooperation across business functions are all necessary for high-involvement organizations. time-based competition. computer-integrated manufacturing. customer relationship management. total quality management

total quality management -Total quality management (TQM) requires integrative mechanisms that aid group problem solving, information sharing, and cooperation across business functions. As a consequence, the walls that separate stages and functions fade, and the organization operates in a more team-oriented manner.

It is generally accepted that having fewer hierarchical levels creates greater operating efficiency. t of f

true

It is generally accepted that having fewer hierarchical levels creates greater operating efficiency. t or f

true -A powerful trend for U.S. businesses over the past few decades has been to reduce the number of hierarchical layers. Most executives today believe that fewer layers create a more efficient, fast-acting, and cost-effective organization.

The chief executive officer and chief financial officer of the Blue Willow Food Service Corporation must personally certify that the company's financial statements are accurate. This is an example of corporate governance in action. t or f

true -Corporate governance involves oversight of a firm by its executive staff and board of directors. Thanks to new, tighter corporate governance rules, company CEOs and CFOs now have to personally certify the accuracy of their firm's financial statements

Employees who function poorly in ambiguous, and sometimes conflict-ridden, circumstances may not thrive in a matrix organization t or f

true -Employees in a matrix organization must learn how to be responsible to two superiors. This means prioritizing multiple demands and sometimes even reconciling conflicting orders. Some people function poorly under these ambiguous, conflictual circumstances; sometimes this signals the end of their careers with the company

Poor supervisory practices can influence workers to vote for a union. t or f

true -Four factors play a significant role in workers voting for a union. One of them is job dissatisfaction. Poor supervisory practices, favoritism, lack of communication, and perceived unfair or arbitrary discipline and discharge are specific triggers of job dissatisfaction.

Performance appraisals serve two purposes: administrative and developmental. t or f

true -Performance appraisal has two basic purposes. It serves an administrative purpose by providing managers with the information they need to make salary, promotion, and dismissal decisions; and it serves a developmental purpose by gathering information to identify and plan additional training, learning, experience, or other improvement employees require.

Sexual harassment falls into two categories: quid pro quo harassment and hostile environment t or f

true -Sexual harassment falls into two categories. The first, quid pro quo harassment, occurs when submission to or rejection of sexual conduct is used as a basis for employment decisions. The second type, hostile environment, occurs when unwelcome sexual conduct "has the effect or purpose of interfering unreasonably with job performance or creates an intimidating, or offensive work environment." Both categories of harassment violate Title VII of the Civil Rights Act of 1964

It is a challenge for companies to be both big and small to capitalize on the advantages of each. t or f

true -Small is beautiful for unleashing energy and speed. But in buying and selling, size offers market power. The challenge is to be both big and small to capitalize on the advantages of each.

Strategies and structures are based on the firm's core capabilities, its strategic alliances, its ability to learn, and its ability to engage all the people in the organization in achieving its objectives. t or f

true -Strategies and structures are based on the firm's core capabilities, its strategic alliances, its ability to learn, and its ability to engage all the people in the organization in achieving its objectives.

Alcoholism and drug addiction are disabilities t or f

true -The Americans with Disabilities Act Amendments Act (ADAAA) defines a disability as a physical or mental impairment that substantially limits one or more major life activities. Examples of such physical or mental impairments include those resulting from orthopedic, visual, speech, and hearing impairments; cerebral palsy; epilepsy; multiple sclerosis; HIV infections; cancer; heart disease; diabetes; mental retardation; psychological illness; particular learning disabilities; drug addiction; and alcoholism.(

Employment-at-will means that an employee may be terminated for any reason t or f

true -The concept that an employee may be fired for any reason is known as employment-at-will or termination-at-will and was upheld in a 1908 Supreme Court ruling. The logic is that if the employee may quit at any time, the employer is free to dismiss at any time.

Organizations that are pluralistic have Multiple Choice more diverse employee populations. ineffective hiring practices that lead to less diversity. very little diversity or inclusiveness. fewer diversity training programs. more prejudice and no acceptance of underrepresented groups.

very little diversity or inclusiveness. -Pluralistic organizations have a more diverse employee population and actively try to hire and train a diverse workforce and to avoid discrimination.

Kiera's boss observed, "Kiera, you have 16 direct reports—a rather high number for a span of controlyet your team is functioning well, and you are managing effectively. Your success in managing with such a wide span of control tells me that your direct reports are highly trained and have access to the information they need." your direct reports' work is ambiguous and not well defined." the organization is large." your direct reports' jobs are dissimilar, and performance measures are not comparable." your direct reports prefer close supervision and dependence upon management."

your direct reports are highly trained and have access to the information they need." -The span of control should be wide under the following conditions: the work is clearly defined and unambiguous; direct reports are highly trained and have access to information; the manager is highly capable and supportive; jobs are similar, and performance measures are comparable; direct reports prefer autonomy and independence; and the organization is small.