Ols Exam Review 3

Work design refers to the process of organizing and structuring work tasks, roles, and responsibilities within an organization. It includes redesigning work processes and systems to improve efficiency, productivity, and employee motivation. In this context, the given correct answer suggests that the redesign that affects all employees' motivation and encompasses several concepts is referred to as work design.

Job enlargement refers to the horizontal expansion of a job. It involves adding more tasks of a similar nature to an existing job, thereby increasing the scope and variety of the work. This expansion is typically done to provide employees with a wider range of tasks and responsibilities, allowing them to develop new skills and experience. It can also help to alleviate boredom and monotony in the workplace by providing employees with more diverse and challenging work. Job enlargement is different from job enrichment, which involves adding more depth and complexity to a job by incorporating higher-level tasks and responsibilities.

Job enrichment refers to a vertical expansion of the job. It involves increasing the depth and complexity of the job by adding tasks that require higher-level skills and responsibilities. This expansion aims to provide employees with more challenging and meaningful work, allowing them to experience growth, development, and increased job satisfaction. Job enrichment often includes opportunities for autonomy, decision-making, and skill development, which can lead to higher motivation and engagement among employees.

A virtual organizational structure consists of a small permanent core that outsources major business functions. This means that the organization has a small team of core employees who handle essential tasks, while other functions are outsourced to external parties. This structure allows the organization to be flexible, cost-effective, and adaptable to changing business needs. It also enables the company to access specialized expertise and resources from external providers, resulting in increased efficiency and effectiveness.

Staff jobs frequently support those working in line jobs and/or the rest of the organization. Staff jobs are typically responsible for providing assistance, guidance, and resources to help the organization function effectively. They may offer support in various areas such as human resources, finance, IT, or administration. By providing support, staff jobs help to enhance productivity, solve problems, and ensure the smooth running of the organization.

Sales focuses on individuals in terms of the customer. This means that sales efforts are directed towards understanding and meeting the needs and preferences of individual customers. The goal is to build relationships with individual customers, understand their specific requirements, and provide personalized solutions to meet their needs. By focusing on individuals, sales teams can tailor their approach and offerings to each customer, ultimately increasing customer satisfaction and driving sales success.

A job description is a written statement that outlines the duties, responsibilities, and requirements of a specific job role. It provides a clear and concise summary of what a jobholder does, including the tasks they are expected to perform, the skills and qualifications required, and the reporting relationships within the organization. A job description helps to establish expectations and guidelines for both employers and employees, ensuring that everyone understands the scope and requirements of the job.

Interviewing is the most frequently used selection device because it allows employers to directly interact with candidates and assess their qualifications, skills, and fit for the job. Through interviews, employers can ask specific questions, clarify any doubts, and evaluate the candidate's communication skills, problem-solving abilities, and cultural fit for the organization. Moreover, interviews provide an opportunity for candidates to showcase their strengths, experiences, and motivation for the job, helping employers make informed hiring decisions.

Flextime allows employees to have more control over their work schedules, which can help eliminate tardiness. With flextime, employees can adjust their start and end times to accommodate their personal needs, such as avoiding rush hour traffic or attending appointments. By having this flexibility, employees are more likely to arrive on time for work, reducing tardiness. Therefore, the statement that the best recognized benefit of flextime is that it eliminates tardiness is true.

Core values are the primary or dominant values that are accepted throughout the organization. These values represent the fundamental beliefs and principles that guide the behavior and decision-making of individuals within the organization. Core values often define the organization's culture and shape its identity. They are considered essential for creating a cohesive and unified work environment.

The reason for resistance caused in this situation is security. The individual is opposed to the reorganization because they fear losing their job, which is a threat to their sense of security. They are resistant to change because they value the stability and certainty that their current position provides.

Reward power refers to the ability to distribute anything of value. This can include tangible rewards such as money, gifts, or promotions, as well as intangible rewards such as praise, recognition, or opportunities for growth. Those who possess reward power have the ability to motivate and influence others by offering them incentives in exchange for desired behaviors or outcomes. This power is often used in leadership and management roles to encourage and reinforce positive behavior within a team or organization.

Immediate Subordinates Evaluation is the correct answer because this type of evaluation involves gathering feedback and assessments from the direct subordinates of a supervisor. It allows the subordinates to provide insights into the supervisor's performance, leadership style, and effectiveness in managing their team. This evaluation method is valuable in identifying areas for improvement and providing a comprehensive assessment of a supervisor's performance from those who directly work under them.

Power refers to the ability to persuade or influence others to respond in a particular way. It is the capacity to control or direct the behavior of others and make them comply with one's wishes or commands. Power can be derived from various sources such as expertise, position, knowledge, or personal qualities. It allows individuals to have an impact on others and achieve desired outcomes.

The correct answer is Characteristics of Jobs. This is because jobs and work activity can be categorized based on their specific characteristics such as the function they serve, the product they are associated with, the geographic location they are performed in, or the type of customer they cater to. By grouping jobs based on these characteristics, organizations can better understand and manage their workforce, allocate resources effectively, and make informed decisions regarding job design, recruitment, and performance evaluation.

Unity of Command establishes that a single source is the authority. This principle states that each employee should have only one direct supervisor or manager to report to. This ensures clear communication, accountability, and avoids confusion or conflicting instructions. With unity of command, employees know who their immediate superior is and where to seek guidance or approval. It helps in maintaining a hierarchical structure and streamlining decision-making processes within an organization.

Recognition is the most powerful workplace motivator because it acknowledges and rewards employees for their hard work and achievements. When employees are recognized for their contributions, it boosts their self-esteem, morale, and motivation to perform even better. Recognition also creates a positive work environment, fosters a sense of belonging and loyalty, and encourages teamwork and collaboration among employees. It is a non-monetary form of appreciation that can have a significant impact on employee engagement and job satisfaction.

The given answer, "All the Above are Correct," suggests that all three options - Technology, International Effects, and Economic Shocks - are main driving forces for change. This implies that each of these factors has the potential to significantly impact and bring about change in various aspects of society, organizations, and economies.

Power is commonly defined as the ability to influence or control others. It is the capacity to have an impact on someone's thoughts, actions, or decisions. When someone has power, they possess the capability to make others respond in a particular way, whether it is through persuasion, coercion, or authority. Therefore, the statement "Power is the ability to influence another to respond" is accurate as it accurately describes the concept of power.

Span of control refers to the number of subordinates or employees that a manager or supervisor can effectively supervise. It determines the hierarchical structure within an organization and influences the level of authority and responsibility a manager has. A wider span of control means that a manager supervises a larger number of employees, while a narrower span of control means that a manager supervises a smaller number of employees. The span of control is influenced by factors such as the complexity of tasks, the level of employee skill and experience, and the manager's ability to effectively communicate and manage their team.

Dependency gives power its influence because when someone is dependent on another person or entity, they have a certain level of control or influence over them. The person or entity they are dependent on holds power over them and can use that power to shape their behavior or decisions. This dependency can be based on various factors such as resources, knowledge, or authority. Therefore, dependency is a key factor in giving power its influence.

The matrix organization combines the functional and product structures. In this model, employees are grouped based on their functional expertise, such as marketing or finance, while also being assigned to specific projects or products. This allows for a better coordination and communication between different departments and ensures that resources are effectively utilized. The matrix organization is often used in complex and dynamic environments where flexibility and collaboration are crucial.

Coercive power is the correct answer because it refers to the ability to influence others through the use of threats, punishment, or negative consequences. In the given explanation, the mention of fear and the silent stare of a teacher indicates the use of coercive power to control behavior and maintain discipline. This type of power is based on the fear of negative consequences and is commonly seen in hierarchical or authoritative relationships.

Reward Power refers to the ability to control and distribute rewards that are perceived as valuable. This type of power is based on the idea that individuals who have the authority to provide rewards, such as promotions, bonuses, or recognition, can influence and motivate others. By using rewards, individuals in positions of power can encourage desired behaviors and performance from their subordinates. This power can be effective in motivating individuals to achieve goals and maintain high levels of productivity.

The Virtual Model is the correct answer because it refers to a small core organization that outsources major business functions. In this model, the organization relies on external partners or service providers to handle various aspects of its operations, allowing it to focus on its core competencies. This model is often used to enhance flexibility, reduce costs, and access specialized expertise.

Expert power refers to a person's ability to influence others based on their knowledge, skills, or expertise in a particular area. In this scenario, the individual is able to hold an advantage over others because they possess special expertise and can demonstrate their power through their knowledge. They are able to influence others and gain power based on their expertise, making expert power the correct answer.

Referent power is the correct answer because it refers to the power that is derived from personal traits, attributes, or charisma. This type of power is based on the admiration, respect, and trust that others have for an individual. People with referent power are influential because others want to be like them or be associated with them. They have the ability to inspire and motivate others through their personal qualities and characteristics.

Sexual harassment refers to unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. It involves any form of unwanted sexual attention or behavior that creates a hostile or intimidating environment for the victim. Sexual harassment can occur in various settings, such as the workplace, educational institutions, or public spaces. It is a serious issue that violates an individual's rights and can have significant negative effects on their well-being and psychological health.

Impression management refers to the strategies and techniques individuals use to shape and control the perceptions others have of them. It involves carefully presenting oneself in a way that creates a positive impression and influences how others see and perceive the person. This can include controlling one's appearance, behavior, communication style, and other factors to create a desired image. By employing impression management, individuals can influence how others perceive their competence, likability, trustworthiness, and other characteristics.

The organic model is characterized by high creativity and low structure. In this model, there is a flexible and adaptable organizational structure that encourages innovation and creativity. It allows for open communication, decentralized decision-making, and a more fluid hierarchy. The emphasis is on collaboration, teamwork, and employee empowerment, which fosters a creative and dynamic work environment. This model is often found in industries that require constant innovation and rapid change, such as technology or creative industries.

A staff position often plays a supporting role. Staff positions are typically responsible for providing support, advice, and expertise to line positions within an organization. They assist in decision-making, provide specialized knowledge, and offer guidance to help line positions achieve their objectives. Unlike line positions, which are directly involved in the core activities of the organization, staff positions are more focused on providing support and ensuring smooth operations. Therefore, a staff position is the type of position that often plays a supporting role.

Line jobs are the type of jobs that directly serve external customers. These jobs involve direct interaction with customers and are responsible for delivering products or services to them. Line jobs are typically found in customer service, sales, marketing, and other customer-facing roles. On the other hand, staff jobs are more focused on supporting the internal operations of an organization and do not directly serve external customers.

Sales is a very good entry-level job because it allows individuals to gain valuable experience in customer service, communication, and negotiation skills. It is a field that often offers opportunities for growth and advancement, as sales professionals can move up to higher positions within the company. Additionally, sales jobs often provide a competitive salary and commission structure, which can be attractive to individuals starting their careers. Overall, sales can be a great starting point for individuals looking to develop a strong foundation of skills and experience in the business world.

The term "job title" refers to the name or designation given to a specific job or position within an organization. It helps identify and differentiate various roles and responsibilities within the company. Job titles are typically used for organizational purposes, to communicate the level of authority and hierarchy, and to provide a clear understanding of the nature of the job.

A job specification is a statement of the qualifications needed to perform a job. It outlines the specific skills, knowledge, education, and experience required for a particular job role. It helps employers to clearly communicate the expectations and requirements for a job, and it assists job seekers in understanding whether they possess the necessary qualifications for the role. Job specifications are used in the recruitment and selection process to ensure that candidates meet the minimum requirements for a job.

The given answer "Behaviors" is correct because attendance, tardiness, timely submission of reports, and timeliness of follow-up customer complaints or service are all actions or conduct that can be observed and measured. These are examples of behaviors that can be exhibited by individuals in a professional setting. Traits, on the other hand, refer to inherent characteristics or qualities of a person, such as personality traits or natural abilities, which may not directly relate to specific actions or behaviors.

Traits include attitude, dependability, leadership, and honesty. Traits refer to the inherent qualities or characteristics of a person that influence their behavior and actions. These qualities are typically stable and consistent over time, and they play a significant role in shaping an individual's personality and how they interact with others. Attitude, dependability, leadership, and honesty are all examples of traits that can greatly impact a person's behavior and how they are perceived by others.

The correct answer is Observational Method. This method involves the person conducting a time and motion study observing the operator normally through several cycles of the task. This allows for a direct and firsthand observation of the operator's actions, which can provide accurate data for the study. The other methods listed, such as the Structure Questionnaire Method, Technical Conference Method, and Diary Method, do not involve direct observation of the operator and may rely on other forms of data collection.

The Individual/Group Interview Method is used when the job analysis requires interviewing the job incumbents, supervisors, and other individuals familiar with the job. This method involves conducting interviews with individuals or groups to gather information about the job responsibilities, tasks, skills, and requirements. The results of these interviews are then documented to analyze and understand the job in detail. This method allows for direct interaction and clarification with the individuals involved, providing valuable insights into the job and its requirements.

Autonomy refers to the degree of freedom and independence that a job offers in terms of scheduling work and determining procedures involved in carrying out various tasks. It allows individuals to have control and make decisions about their work, which can contribute to a sense of ownership and job satisfaction. Autonomy is one of the key factors in the Job Characteristic Model that can influence motivation and performance in the workplace.

The technical method is the correct answer because it involves gathering information from experts who have extensive knowledge of the task. These experts are typically supervisors and/or engineers who can provide valuable insights and expertise regarding the job analysis. This method allows for a thorough understanding of the technical aspects of the job and helps in identifying the skills and knowledge required for performing the task effectively.

The Diary Method is used when the task is not highly repetitive and the job incumbent(s) can maintain a booklet of their daily activities. This method involves keeping a record of activities, tasks, and events in a diary or logbook. It allows the job incumbent(s) to provide detailed information about their daily activities, which can be useful for analyzing and understanding their work processes and identifying areas for improvement.

Skill Variety refers to the degree to which a job requires a variety of different skills and abilities to be performed effectively. In other words, it measures the extent to which an employee is able to use different skills and knowledge in their job. A high level of skill variety can make a job more interesting and challenging, as it allows employees to utilize and develop a range of skills. On the other hand, a low level of skill variety may lead to boredom and monotony in the workplace.

Reengineering refers to the process of rethinking and redesigning existing processes in order to add value to the organization. It involves analyzing and improving workflows, eliminating inefficiencies, and implementing new strategies to enhance productivity and performance. This approach aims to transform and optimize business processes, often leveraging technology and automation to achieve better results. Reengineering is a proactive and strategic approach to process improvement, focusing on fundamental changes rather than incremental adjustments.

Task Significance refers to the degree to which work has a significant impact on others in the immediate organization or those around them. This means that the work performed by an individual is seen as important and meaningful, as it directly affects the well-being or success of others. This can include tasks that contribute to the overall goals of the organization or tasks that directly help or serve others. The higher the task significance, the more likely individuals will feel a sense of purpose and fulfillment in their work.

Job rotation refers to the practice of employees moving from one job role to another within an organization. This cross-training approach helps employees gain a broader understanding of different roles and develop new skills. By experiencing different job functions, employees can enhance their versatility, adaptability, and overall knowledge of the organization. Therefore, the statement that job rotation is known as cross-training by moving from one job to another is true.

Line positions are often involved in the day-to-day business of the company. These positions are directly responsible for achieving the company's objectives and are involved in the core activities of the organization. They have decision-making authority and are accountable for the outcomes of their work. Line positions typically include roles such as managers, supervisors, and frontline employees who directly contribute to the production or delivery of goods and services. On the other hand, staff positions provide support and expertise to line positions but are not directly involved in the day-to-day operations.

In the Job Characteristic Model, feedback refers to the degree to which a job provides direct information about the effectiveness of the employee's performance. Feedback is important as it helps employees understand how well they are performing and identify areas for improvement. It also allows them to gauge their progress and make adjustments to their work. By providing feedback, a job can contribute to the employee's sense of accomplishment and motivation, as they can see the impact of their efforts.

Flextime refers to a work arrangement that allows employees to have some flexibility in choosing their work hours, as long as they meet certain requirements. In this case, the explanation suggests that flextime does indeed have a core time period during which employees must be present at their workstations to complete their tasks and fulfill their required working hours. Therefore, the statement "True" is the correct answer.

Line jobs typically serve external customers. External customers are individuals or organizations that are not directly affiliated with the company or organization providing the service. They are the end users or consumers who purchase goods or services from the company. In contrast, internal customers refer to individuals or departments within the same organization who rely on the services or products provided by other departments within the organization.