RUTGERS INTRO TO MANAGEMENT EXAM
2026 MASTER STUDY EXAM
◉ Who created the job characteristics model. Answer: Hackman and
Oldham
◉ Job Characteristics Model. Answer: to better explain how job
design can impact employee satisfaction and job performance
◉ Skill Variety. Answer: extent to which a job requires a worker to
use a wide range of different abilities and skills
◉ Task Identity. Answer: extent to which the job requires the worker
to perform all the tasks needed to fully complete the task
◉ Task Significance. Answer: extent to which the job requires the
lives of other people
◉ Autonomy. Answer: the extent to which the employees is allowed
to make choices about scheduling and how best to perform tasks
◉ Feedback. Answer: extent to which the employees receives clear &
direct information on how well they are performing the task
, ◉ Contingency Factors:. Answer: pre-conditions for the model to be
predictive
◉ Organizational Structure. Answer: the grouping together of jobs
into work groups, the delegation of authority & responsibility within
the organization & the formal reporting relationships of employees
to supervisors
◉ Functional Structure. Answer: groups jobs that require similar
skills & experience together into a single work group reporting to
the leader of the organization
◉ Divisional Structure. Answer: groups jobs together with people of
diverse skills & experience who collectively focus on either
providing specific products or or serving specific groups of
customers or serving specific geographic areas
◉ Matrix Structure. Answer: groups jobs together simultaneously by
function and by division
◉ Delegation of Authority. Answer: ultimate authority for decision
rests with the shareholders of the business
2026 MASTER STUDY EXAM
◉ Who created the job characteristics model. Answer: Hackman and
Oldham
◉ Job Characteristics Model. Answer: to better explain how job
design can impact employee satisfaction and job performance
◉ Skill Variety. Answer: extent to which a job requires a worker to
use a wide range of different abilities and skills
◉ Task Identity. Answer: extent to which the job requires the worker
to perform all the tasks needed to fully complete the task
◉ Task Significance. Answer: extent to which the job requires the
lives of other people
◉ Autonomy. Answer: the extent to which the employees is allowed
to make choices about scheduling and how best to perform tasks
◉ Feedback. Answer: extent to which the employees receives clear &
direct information on how well they are performing the task
, ◉ Contingency Factors:. Answer: pre-conditions for the model to be
predictive
◉ Organizational Structure. Answer: the grouping together of jobs
into work groups, the delegation of authority & responsibility within
the organization & the formal reporting relationships of employees
to supervisors
◉ Functional Structure. Answer: groups jobs that require similar
skills & experience together into a single work group reporting to
the leader of the organization
◉ Divisional Structure. Answer: groups jobs together with people of
diverse skills & experience who collectively focus on either
providing specific products or or serving specific groups of
customers or serving specific geographic areas
◉ Matrix Structure. Answer: groups jobs together simultaneously by
function and by division
◉ Delegation of Authority. Answer: ultimate authority for decision
rests with the shareholders of the business
