1
, QUESTIONS EXAMPLES
Based on the information in the sources, here are additional case-based and general application
questions for applying the models and theories:
Case-Based Questions:
Consider "GlobalGadget," a multinational electronics manufacturer facing increasing competition and
a need to adapt its organizational structure and improve employee performance:
GlobalGadget is considering moving from its traditional hierarchical structure to a more
functional organization, similar to Apple's structure as described in.
o Analyze the potential advantages and disadvantages of such a structural change for
GlobalGadget, considering factors like expert decision-making, global reward
structures, and the need to capitalize on collective intelligence across its various
product lines.
Recent data at GlobalGadget shows a significant turnover rate in its research and
development (R&D) division, particularly among experienced engineers.
o Applying Herzberg’s Two-Factor Theory ..., differentiate between potential hygiene
factors and motivators that might be contributing to this issue. Suggest specific
organizational changes that GlobalGadget could implement to better attract and
retain its R&D talent, drawing on Huawei’s example.
GlobalGadget is implementing a new global project management system that involves
increased reliance on virtual teams with members from different countries and time zones.
o Using the Input-Mediator-Output (IMO) model of team effectiveness, identify
potential challenges related to team design (e.g., team diversity, team size), team
process (e.g., information sharing, team coordination), and emergent states (e.g.,
team psychological safety, team shared cognition) in these virtual teams. Suggest
strategies to mitigate these challenges and enhance team productivity and viability.
In response to a recent product recall due to quality issues, GlobalGadget's management is
debating the level of transparency needed in its manufacturing processes.
o Drawing on the concept of the transparency paradox from the factory example,
discuss the potential benefits and drawbacks of implementing highly visible, open-
floor manufacturing. How might GlobalGadget balance the need for oversight with
the potential for hindering the adoption of innovative "little tricks" developed by
front-line employees?
GlobalGadget is introducing advanced AI-powered diagnostic tools for its customer support
teams. Some experienced support agents are skeptical, while newer agents are more eager
to use them. Analyze this situation through the lens of human-AI collaboration
o Discuss which group of employees might initially benefit more from these tools and
why. What strategies can GlobalGadget implement to ensure that both experienced
and newer agents effectively collaborate with the AI tools and avoid potential
drawbacks like over-reliance or a decrease in critical thinking?
General Application Questions:
Explain how Maslow’s Hierarchy of Needs and Alderfer’s ERG Theory provide different
perspectives on understanding employee motivation. What are the key differences between
these content theories, and how might their application in organizational settings vary?
2
, QUESTIONS EXAMPLES
Based on the information in the sources, here are additional case-based and general application
questions for applying the models and theories:
Case-Based Questions:
Consider "GlobalGadget," a multinational electronics manufacturer facing increasing competition and
a need to adapt its organizational structure and improve employee performance:
GlobalGadget is considering moving from its traditional hierarchical structure to a more
functional organization, similar to Apple's structure as described in.
o Analyze the potential advantages and disadvantages of such a structural change for
GlobalGadget, considering factors like expert decision-making, global reward
structures, and the need to capitalize on collective intelligence across its various
product lines.
Recent data at GlobalGadget shows a significant turnover rate in its research and
development (R&D) division, particularly among experienced engineers.
o Applying Herzberg’s Two-Factor Theory ..., differentiate between potential hygiene
factors and motivators that might be contributing to this issue. Suggest specific
organizational changes that GlobalGadget could implement to better attract and
retain its R&D talent, drawing on Huawei’s example.
GlobalGadget is implementing a new global project management system that involves
increased reliance on virtual teams with members from different countries and time zones.
o Using the Input-Mediator-Output (IMO) model of team effectiveness, identify
potential challenges related to team design (e.g., team diversity, team size), team
process (e.g., information sharing, team coordination), and emergent states (e.g.,
team psychological safety, team shared cognition) in these virtual teams. Suggest
strategies to mitigate these challenges and enhance team productivity and viability.
In response to a recent product recall due to quality issues, GlobalGadget's management is
debating the level of transparency needed in its manufacturing processes.
o Drawing on the concept of the transparency paradox from the factory example,
discuss the potential benefits and drawbacks of implementing highly visible, open-
floor manufacturing. How might GlobalGadget balance the need for oversight with
the potential for hindering the adoption of innovative "little tricks" developed by
front-line employees?
GlobalGadget is introducing advanced AI-powered diagnostic tools for its customer support
teams. Some experienced support agents are skeptical, while newer agents are more eager
to use them. Analyze this situation through the lens of human-AI collaboration
o Discuss which group of employees might initially benefit more from these tools and
why. What strategies can GlobalGadget implement to ensure that both experienced
and newer agents effectively collaborate with the AI tools and avoid potential
drawbacks like over-reliance or a decrease in critical thinking?
General Application Questions:
Explain how Maslow’s Hierarchy of Needs and Alderfer’s ERG Theory provide different
perspectives on understanding employee motivation. What are the key differences between
these content theories, and how might their application in organizational settings vary?
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