Rutgers Intro to Management Exam #2
latest 2024 QUESTIONS WITH CORRECT
ANSWERS GRADED A+
Skill Variety - ANSWERS-extent to which a job requires a worker to use
a wide range of different abilities and skills
Who created the job characteristics model? - ANSWERS-Hackman and
Oldham
Job Design - ANSWERS-creating jobs in an organization that can be
done effectively and efficiently while providing meaningful work for the
employees
Job Characteristics Model - ANSWERS-to better explain how job design
can impact employee satisfaction and job performance
Task Identity - ANSWERS-extent to which the job requires the worker to
perform all the tasks needed to fully complete the task
,Task Significance - ANSWERS-extent to which the job requires the lives
of other people
Autonomy - ANSWERS-the extent to which the employees is allowed to
make choices about scheduling and how best to perform tasks
Feedback - ANSWERS-extent to which the employees receives clear &
direct information on how well they are performing the task
Contingency Factors: - ANSWERS-pre-conditions for the model to be
predictive
Organizational Structure - ANSWERS-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 - ANSWERS-groups jobs that require similar skills &
experience together into a single work group reporting to the leader of
the organization
Divisional Structure - ANSWERS-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 - ANSWERS-groups jobs together simultaneously by
function and by division
Delegation of Authority - ANSWERS-ultimate authority for decision
rests with the shareholders of the business
Centralized Organizational Structure - ANSWERS-most decisions are
made by the senior executives at the top of the organization
Decentralized Organizational Structure - ANSWERS-many decisions are
delegated to lower levels of management with those managers
accountable for the consequences of their decisions
Span of Control - ANSWERS-refers to the number of direct reports
assigned to a a manager
Broader the span of control.. - ANSWERS-more direct reports
Narrower span of control.. - ANSWERS-fewer direct reports
Levels of Hierarchy - ANSWERS-refers to the number of managerial
levels between the top and bottom of an organization
, Flatter the organization= - ANSWERS-fewer hierarchical levels
Taller the organization= - ANSWERS-more hierarchical levels
Liaisons - ANSWERS-individuals appointed with the responsibility to
coordinate the activities of their group with the activities of 1 or more
other groups
Task Forces - ANSWERS-made up of members of multiple groups who
are assembled to address a specific need for coordination (used for
developing new product)
Cross Functional Teams - ANSWERS-made up of members of multiple
groups who are assembled with ongoing responsibility for managing a
key activity of the organization
Integrating Roles - ANSWERS-individuals that in addition to their other
responsibilities are charged with being a coordinator of activities with
other groups
Dimensions of Culture - ANSWERS-content, consensus, intensity of
feelings
Levels of Organization Culture - ANSWERS-artifacts
values
latest 2024 QUESTIONS WITH CORRECT
ANSWERS GRADED A+
Skill Variety - ANSWERS-extent to which a job requires a worker to use
a wide range of different abilities and skills
Who created the job characteristics model? - ANSWERS-Hackman and
Oldham
Job Design - ANSWERS-creating jobs in an organization that can be
done effectively and efficiently while providing meaningful work for the
employees
Job Characteristics Model - ANSWERS-to better explain how job design
can impact employee satisfaction and job performance
Task Identity - ANSWERS-extent to which the job requires the worker to
perform all the tasks needed to fully complete the task
,Task Significance - ANSWERS-extent to which the job requires the lives
of other people
Autonomy - ANSWERS-the extent to which the employees is allowed to
make choices about scheduling and how best to perform tasks
Feedback - ANSWERS-extent to which the employees receives clear &
direct information on how well they are performing the task
Contingency Factors: - ANSWERS-pre-conditions for the model to be
predictive
Organizational Structure - ANSWERS-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 - ANSWERS-groups jobs that require similar skills &
experience together into a single work group reporting to the leader of
the organization
Divisional Structure - ANSWERS-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 - ANSWERS-groups jobs together simultaneously by
function and by division
Delegation of Authority - ANSWERS-ultimate authority for decision
rests with the shareholders of the business
Centralized Organizational Structure - ANSWERS-most decisions are
made by the senior executives at the top of the organization
Decentralized Organizational Structure - ANSWERS-many decisions are
delegated to lower levels of management with those managers
accountable for the consequences of their decisions
Span of Control - ANSWERS-refers to the number of direct reports
assigned to a a manager
Broader the span of control.. - ANSWERS-more direct reports
Narrower span of control.. - ANSWERS-fewer direct reports
Levels of Hierarchy - ANSWERS-refers to the number of managerial
levels between the top and bottom of an organization
, Flatter the organization= - ANSWERS-fewer hierarchical levels
Taller the organization= - ANSWERS-more hierarchical levels
Liaisons - ANSWERS-individuals appointed with the responsibility to
coordinate the activities of their group with the activities of 1 or more
other groups
Task Forces - ANSWERS-made up of members of multiple groups who
are assembled to address a specific need for coordination (used for
developing new product)
Cross Functional Teams - ANSWERS-made up of members of multiple
groups who are assembled with ongoing responsibility for managing a
key activity of the organization
Integrating Roles - ANSWERS-individuals that in addition to their other
responsibilities are charged with being a coordinator of activities with
other groups
Dimensions of Culture - ANSWERS-content, consensus, intensity of
feelings
Levels of Organization Culture - ANSWERS-artifacts
values
