MHA 702 Study Hints for Exam 7
Authoritarian - ANS focus is on work, minimizes the importance of people, motivating force for
productivity is fear, autocratic managers are unquestionably "in charge", and employees have 2
options- do as they are told or leave.
Legalistic - ANS Began in the 1930s w/ passage of wage/hour laws and the enactment of labor
laws. Expanded the civil rights act of '64. Managers interact with employees out of strict regard
for employee rights.
Humanistic - ANS contented, well treated employees who are dealt with fairly. Employees
equitably are generally better producers and more loyal than those who are not treated so.
Two significant influences (Humanistic) - ANS legislation and the human relations movement in
management.
Where are most managers now? - ANS scientific management and human relations. In most
circumstances, people-centered management is more effective in inspiring productivity than is
production-centered management.
Are authoritarian management and managers who use an authoritative style the same -
remember Goleman's article? - ANS No, Authoritarian: "Do as you are told", dictates, my way
or the highway
Authoritative: "Follow me', guide, sets the goals for you to follow
Origins of the school of scientific management: why did it come about and what happened to it?
- ANS Early 1900s.
Focus is on the process(work) and production (output), while largely ignoring
people(employees)it strengthened the concept of Production-centered management.
Introduction of ergonomics
Theory X - ANS "Your job is to get as much work as you can out of me. My job is to do as little
work as possible."
Employees are indifferent, passive, and even resistant to organizational needs. Supervisors
must constantly control workers
Underlying assumptions (Theory X) - ANS - People are inclined to work as little as possible
- Most people lack ambition, dislike responsibility and prefer to be told what to do
- People are resistant to change
- The average person is gullible, easily duped, and not particular bright
, Theory Y - ANS People are not passive or resistant to organizational needs. Motivation,
capacity, potential and readiness to work toward organizational goals are innately present.
Managers are responsible for helping people to recognize and develop these characteristics
Underlying Assumptions (Theory Y) - ANS Employees can best achieve their own goals by
directing their personal efforts toward organizational objectives.
Differences between going to court and arbitration - rules, obtaining evidence, procedures, costs
and outcomes. - ANS Arbitration uses rules of evidence and procedures that are less formal
than those followed in trial courts. Arbitrators may not exceed the limits of their authority in their
award (no punitive damages). Arbitrators are not bound by legal precedent. Arbitration saves
time, is flexible and usually less costly than trial. Arbitration can usually be conducted in a
private setting so others will not be aware of its proceedings
binding arbitration - ANS similar to a court proceeding in that an arbitrator has the power to
impose a decision.
non-binding arbitration - ANS an arbitrator has the power to recommend but not impose a
decision.
Final offer arbitration - ANS an arbitrator is required to choose between the proposals of the
parties... Similar to the process of court proceedings.
Mediation - ANS Mediator's goal is to reach a compromise that is fair and acceptable to both
sides in a dispute
· Process is less formal than arbitration
· Mediator has no power to impose a solution
· Mediated agreement is not legally binding unless ordered so by a court
· No formal rules of evidence or set procedures to follow. However, legal representation is
common
Arbitration - ANS Arbitration uses rules of evidence and procedures that are less formal than
those followed in trial courts. Purpose of arbitration is to reach a decision. Results can be
binding or non-binding
Who are consultants? - ANS Consultants work with an organization's employees when seeking
solutions to problems , and can give expert advice.
Why do organizations hire consultants? - ANS A consultant is typically hired or engaged to
address a particular problem or issue. A consultant's point of view is free of organizational bias
and stigma. Consultants are often used to do work for which regular employees do not have the
time. They are used to perform difficult tasks or when a task must be performed for which no
one wants responsibility ("dirty work").
Authoritarian - ANS focus is on work, minimizes the importance of people, motivating force for
productivity is fear, autocratic managers are unquestionably "in charge", and employees have 2
options- do as they are told or leave.
Legalistic - ANS Began in the 1930s w/ passage of wage/hour laws and the enactment of labor
laws. Expanded the civil rights act of '64. Managers interact with employees out of strict regard
for employee rights.
Humanistic - ANS contented, well treated employees who are dealt with fairly. Employees
equitably are generally better producers and more loyal than those who are not treated so.
Two significant influences (Humanistic) - ANS legislation and the human relations movement in
management.
Where are most managers now? - ANS scientific management and human relations. In most
circumstances, people-centered management is more effective in inspiring productivity than is
production-centered management.
Are authoritarian management and managers who use an authoritative style the same -
remember Goleman's article? - ANS No, Authoritarian: "Do as you are told", dictates, my way
or the highway
Authoritative: "Follow me', guide, sets the goals for you to follow
Origins of the school of scientific management: why did it come about and what happened to it?
- ANS Early 1900s.
Focus is on the process(work) and production (output), while largely ignoring
people(employees)it strengthened the concept of Production-centered management.
Introduction of ergonomics
Theory X - ANS "Your job is to get as much work as you can out of me. My job is to do as little
work as possible."
Employees are indifferent, passive, and even resistant to organizational needs. Supervisors
must constantly control workers
Underlying assumptions (Theory X) - ANS - People are inclined to work as little as possible
- Most people lack ambition, dislike responsibility and prefer to be told what to do
- People are resistant to change
- The average person is gullible, easily duped, and not particular bright
, Theory Y - ANS People are not passive or resistant to organizational needs. Motivation,
capacity, potential and readiness to work toward organizational goals are innately present.
Managers are responsible for helping people to recognize and develop these characteristics
Underlying Assumptions (Theory Y) - ANS Employees can best achieve their own goals by
directing their personal efforts toward organizational objectives.
Differences between going to court and arbitration - rules, obtaining evidence, procedures, costs
and outcomes. - ANS Arbitration uses rules of evidence and procedures that are less formal
than those followed in trial courts. Arbitrators may not exceed the limits of their authority in their
award (no punitive damages). Arbitrators are not bound by legal precedent. Arbitration saves
time, is flexible and usually less costly than trial. Arbitration can usually be conducted in a
private setting so others will not be aware of its proceedings
binding arbitration - ANS similar to a court proceeding in that an arbitrator has the power to
impose a decision.
non-binding arbitration - ANS an arbitrator has the power to recommend but not impose a
decision.
Final offer arbitration - ANS an arbitrator is required to choose between the proposals of the
parties... Similar to the process of court proceedings.
Mediation - ANS Mediator's goal is to reach a compromise that is fair and acceptable to both
sides in a dispute
· Process is less formal than arbitration
· Mediator has no power to impose a solution
· Mediated agreement is not legally binding unless ordered so by a court
· No formal rules of evidence or set procedures to follow. However, legal representation is
common
Arbitration - ANS Arbitration uses rules of evidence and procedures that are less formal than
those followed in trial courts. Purpose of arbitration is to reach a decision. Results can be
binding or non-binding
Who are consultants? - ANS Consultants work with an organization's employees when seeking
solutions to problems , and can give expert advice.
Why do organizations hire consultants? - ANS A consultant is typically hired or engaged to
address a particular problem or issue. A consultant's point of view is free of organizational bias
and stigma. Consultants are often used to do work for which regular employees do not have the
time. They are used to perform difficult tasks or when a task must be performed for which no
one wants responsibility ("dirty work").
