MPW CHAPTER 10
The culture at Fired-Up Electronics focuses on empowering its employees and makes use of cross-functional teams. What type of culture exists at Fired-Up Electronics?
Adaptive culture
Which of the following cultures develops an emphasis on entrepreneurship and respect for the employee and allows the use of organizational structures that empower employees to make decisions and motivate them to succeed?
Adaptive cultures
Which of the following is an example of the means by which the degree of responsibility workers have over their jobs can be increased?
Allowing workers to monitor and measure their own performance
How is flexibility ensured in the matrix structure?
By empowering product teams
Which of the following organizing choices are managers most likely to make to obtain scarce resources under a rapidly changing external environment?
Create an entrepreneurial culture
In which of the following cultures are employees content to be told what to do and have little incentive or motivation to perform beyond minimum work requirements?
Inert culture
What is the advantage of a product structure?
It allows functional managers to fine-tune their skills in a particular product area.
Which of the following is true of a functional structure in an organization?
It allows managers to adequately respond to a changing competitive environment.
Which of the following is a characteristic of the organizational culture in a flat, decentralized structure?
It encourages people to be innovative.
Which of the following is a characteristic of the organizational culture in a tall organization?
It lays emphasis on obeying authority
In which of the following types of organizational structures are employees referred to as two-boss employees?
Matrix structure
Which of the following structures is the most flexible?
Matrix structure
_____ refers to the shared set of beliefs, values, and norms that influence how people and groups work together to achieve organizational goals.
Organizational culture
_____ refer(s) to the moral values, beliefs, and rules that establish the appropriate way for an organization and its members to deal with each other and with people outside the organization.
Organizational ethics
_____ refers to the formal system of task and job reporting relationships that determines how employees use resources to achieve organizational goals.
Organizational structure
Which of the following is true about routine technology?
Problems encountered while using it do not vary much
Andy, the CEO of Alpha Inc., structured his organization according to the goods it manufactured. Which of the following structures is the organization using?
Product structure
Which of the following is a result of too much job simplification?
Reduced efficiency
_____ refers to the number of subordinates who report directly to a manager.
Span of control
A committee of managers from different functions or divisions who meet to solve a specific, mutual problem is called a:
Task force
Which of the following is more likely to be true for an organization that has a highly skilled workforce?
The organizational culture is based on values that foster employee autonomy.
According to Hackman and Oldham's job characteristics model, which of the following employees are more likely to be satisfied and to perform at a high level?
Those who are responsive for their work outcomes
What is the goal behind creating a divisional structure in an organization?
To create smaller, more manageable units within the organization
Which of the following organizing choices are managers most likely to make if the external environment is stable and resources are readily available?
Use detailed rules, SOPs, and restrictive norms to govern employees' activities
Cultures whose values and norms help an organization to build momentum and to grow and change as needed to achieve its goals and be effective are referred to as:
adaptive cultures.
The degree to which a job allows a worker to schedule the tasks of the job and to decide how to carry out these tasks is known as ______.
autonomy
An organization's hierarchy of authority refers to an organization's _____.
chain of command
Giving lower-level managers and nonmanagerial employees the right to make important decisions about how to use organizational resources is referred to as ______.
decentralizing authority
A way in which organizations can keep their hierarchy flat is by:
decentralizing authority.
Task significance refers to the:
degree to which a worker feels his or her job is meaningful because of its effect on people inside the organization or on people outside the organization.
The result of the job design process is a(n):
division of labor among employees.
Managers increase coordination among functions and divisions by:
establishing liaison roles.
The extent to which doing a job gives the worker direct and clear information about how well the worker is performing the job is known as:
feedback
A _____refers to an organizational structure composed of all the departments that an organization requires to produce its goods or services.
functional structure
RST consulting has offices in different locations around the country. Each division is self-contained and caters to the needs of the specific region in which it is located. This is an example of a ______.
geographic structure
The more complicated the technology that an organization uses, the:
greater is the need for a flexible structure.
A cross-functional team refers to a(n):
group of managers brought together from different departments to perform organizational tasks.
Josh works for a company where he is given the freedom to decide how best to carry out the tasks assigned to him. From the information given, it can be said that Josh's job has _____.
high autonomy
The idea behind the concept of job enrichment is that:
increasing workers' responsibility increases their involvement in their jobs.
Cultures whose values and norms fail to motivate or inspire employees and lead to stagnation and, often, failure over time, are referred to as:
inert cultures.
The process by which managers decide how to divide tasks into specific jobs is known as _____.
job design
Increasing the number of different tasks in a given job by changing the division of labor is known as _____.
job enlargement
Kevin noticed that Derek, an automotive technician at his repair shop, was getting bored of repeatedly performing the lone task of changing oil, so Kevin assigned him the additional duty of fixing tires. This is an example of _____.
job enlargement
Increasing the degree of responsibility a worker has over a job is called _____.
job enrichment
A ______ strategy is aimed at driving down expenditures in all functions usually fares best in a more ______ structure with more conservative norms.
low-cost; formal
When managers organize divisions based solely on the type of customer they focus on, they adopt a _____.
market structure
At the Highway Department, Jim is assigned to a team to develop a new Route 70 river bridge. Jim reports to both the Engineering Manager and the Route 70 Project Manager. The Highway Department is utilizing a _____.
matrix structure
The principle of _______ states that top managers should always construct a hierarchy with the fewest levels of authority necessary to efficiently and effectively use organizational resources.
minimum chain of command
The shared set of beliefs, expectations, values, and norms that influence how members of an organization relate to one another and cooperate to achieve organizational goals is referred to as _____.
organizational culture
The extent to which a job requires the worker to use a wide range of knowledge and abilities is known as _____.
skill variety
The degree to which programmed solutions are available to people or functions to solve the problems they encounter is known as ______.
task analyzability
The greater the level of uncertainty in an organization's environment:
the more complex its strategy and technology.
Task variety refers to:
the number of new or unexpected problems that a person or function encounters in performing jobs