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MNGT 3100 Chapter 17, 10, 12, 13 (Wesson) Exam 3 fully solved & updated(passed).
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MNGT 3100 Chapter 17, 10, 12, 13 (Wesson) Exam 3 fully solved & updated(passed).
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MNGT 3100 Chapter 17, 10, 12,13 (Wesson) Exam 3 fully
solved & updated(passed)
Organizing - answer Deciding how to best group organizational activities
and resources;grouping
Organization Structure - answer The set of building blocks that can be
used to configure an organization
6 Building Blocks that every company uses - answer 1. designing jobs
2. grouping jobs
3. reporting relationships
4. distributing authority
5. coordinating activities
6. differentiating between positions
Job Design - answer The determination of an individual's work-related
responsibilities; have to know what the job is
Job Specialization (Division of Labor) - answer The degree to which the
overall task of the organization is broken down and divided into smaller
component parts; break job apart into subsets
Benefits of Job Specialization - answer -Workers can become proficient at
a task
-Transfer time between tasks is decreased
-Specialized equipment can be more easily developed
-Employee replacement becomes easier
,Limitations of Job Specialization - answer -Boredom and dissatisfaction
with mundane tasks
-anticipated benefits don't always occur
Video Modern Times - answer Black and white job specialization
Alternatives to Specialization -Job Rotation - answer Systematically
moving employees from one job to another in an attempt to reduce
employee boredom; rotate in positions
Alternatives to Specialization -Job Enlargement - answer An increase in
the total number of tasks workers perform
Alternatives to Specialization -Job Enrichment - answer Increasing both
the number of tasks the worker does and the control the worker has over
the job; creates job that has significance and provides feedback
Job Characteristics Approach in application of job enrichment - answer
Core Dimensions:
-Skill Variety
-Task identity
-Task Significance
-Autonomy
-Feedback
Growth-Need Strength
Skill Variety - answer The number of tasks a person does in a job
Task Identity - answer the extent to which the worker does a
complete/identifiable portion of the total job
Task significance - answer the perceived importance of the task
, Autonomy - answer degree of control the worker has over how the work
is performed; discretion
Growth-Need Strength - answer The desire for some people to grown,
develop, and expand their capabilities that is their response to the core
dimensions; moderator; increase effectiveness of model
Feedback - answer the extent to which the worker knows how well the
job is being performed
Alternatives to Specialization -Work Teams - answer An alternative to job
specialization that allows the entire group to design the work system it
will use to perform an interrelated set of tasks; interpersonal, learning
through other people and evolving
Departmentalization - answer The process of grouping jobs according to
some logical arrangement
Rationale for Departmentalization - answer -Organizational growth
exceeds the owner-manager's capacity to personally supervise all of the
organization
-Additional managers are employed and assigned specific employees to
supervise
Functional Departmentalization - answer Grouping jobs involving the
same or similar activities (grouping jobs based on the function they
perform)
Functional Departmentalization Advantages - answer -Each department
can be staffed by functional-area experts
-Supervision is facilitated in that managers only need to be familiar with a
narrow set of skills
-Coordination inside each department is easier
Functional Departmentalization Disadvantages - answer -Decision making
becomes slow and bureaucratic
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