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Question
An organic organization has:
A. a top-down communication approach.
B. specific obligations and rights that the employees have to strictly follow.
C. an indirect link between its purpose and an individual's contribution.
D. a high degree of hierarchical control.
E. broadly defined tasks and requires general task knowledge.
Answer
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Related questions
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C. Type A people develop nervous tics or characteristic gesture.
D. Type A individuals tend to be unusually attentive to their surroundings during daily activities.
E. The only way Type A individuals can prevent health problems is by quitting work.
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_____ in individuals with hardiness reflects the extent to which an individual is involved in whatever he or she is doing.
A. High self-esteem
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B. extraorganizational
C. organizational
D. group-level
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Q:
Which of the following is another generic approach for reducing resistance?
A. Employee role modeling
B. Education
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Q:
Which of the following is true of organization development (OD)?
A. It involves a relatively minor restructuring of the current organizational culture.
B. OD consultants prefer institutional controls and autocratic management styles.
C. OD consultants focus on the content and not the form of behavioral dealings.
D. OD specialists focus solely on problem solving issues.
E. It possesses the same diagnostic focus associated with the systems model of change.
Q:
According to Lewin's change model, the _____ stage involves helping employees integrate the new behavior into their normal way of doing things.
A. changing
B. settling
C. refreezing
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According to Lewin's change model, the _____ stage involves providing employees with new information, new behavioral models, or new ways of looking at things.
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Reintroducing a familiar practice is an example of _____ change.
A. adaptive
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C. radical
D. innovative
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Stress is something that should be avoided at all costs and efforts need to be directed at somehow escaping it altogether.
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According to _____, leader behavior is acceptable when employees view it as a source of satisfaction.
A. Graen's leader-member exchange model
B. Hersey and Blanchard's situational leadership theory
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According to the systems model of change, any change, no matter how large or small, has a cascading effect throughout an organization.
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Internal forces for change come from both human resource problems and managerial behavior/decisions.
Q:
Which of the following is true of a hollow, modular, or virtual organization?
A. They tap people in particular specialties.
B. They exercise control on operations that are outsourced.
C. They find it difficult to focus on their customers or products.
D. The outsourcing adds to the organization's labor costs.
E. They decrease the efficiency and increase the duplication of work.
Q:
Which of the following is true of horizontal organization designs?
A. They generally hamper coordination and communication in organizations.
B. It makes it difficult for cross-functional teams to arrive at creative solutions for problems.
C. The teams' speed and efficiency while developing new products slows down considerably.
D. They rarely leave any scope for knowledge sharing.
E. They require employees who can rise to the challenges of empowerment.
Q:
Which of the following is true of functional structures?
A. They increase employee's focus on customers and products.
B. They give managers the flexibility to make decisions that affect several functions.
C. They can save money by grouping together people who need similar materials and equipment.
D. Quality standards suffer a setback because supervisors rarely understand what department members do.
E. They perform to their optimum capacity in an unstable environment.
Q:
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A. rigid networks.
B. inelastic bureaucracies.
C. strict rules.
D. narrowly defined tasks.
E. decentralized decision making.