Principles of Management
Exam # 3
Part I. True/False
1. Departmentalization is a method of organizing work and workers into separate units responsible for particular business functions or areas of expertise.
2. The two disadvantages associated with product departmentalization are costly duplication and difficulties with cross-departmental coordination.
3. Matrix departmentalization is a hybrid structure in which two or more forms of departmentalization, such as the product and functional forms are used together.
4. The coordination of departmental activities tends to be more difficult with the geographic approach to departmentalization than with the other approaches.
5. The most common matrix combines customer and functional forms of departmentalization.
6. One of the reasons that matrix organizations are difficult to manage is that the organizational structure violates the principle of delegation of authority.
7. Specialized jobs are generally inefficient.
8. Job enlargement and job enrichment mean essentially the same thing.
9. Empowerment can lead to changes in organizational processes because meaning, competence, impact, and self-determination produce empowered employees who take active rather than passive roles in their work.
10. A virtual organization is an organization that outsources noncore business activities to outside companies, suppliers, specialists, or consultants.
11. The only time gender, age, religion, etc. can be used to make employment decisions is when they are considered a bona fide occupational qualification (BFOQ).
12. Disparate treatment and adverse impacts are defined in labor laws issued by the National Labor Relations Board.
13. The hostile work environment form of sexual harassment occurs when employment outcomes such as hiring, promotion, or simply keeping one’s job depend on whether an individual submits to being sexually harassed.
14. Full compliance with federal law is enough to ensure that an organization cannot incur liability in sexual harassment complaints.
15. A job specification summarizes the basic tasks, duties, and responsibilities of a job, and a job description summarizes the qualifications needed to successfully perform the job.
16. Job analyses, job
descriptions, and job specifications help companies meet the legal requirement that their human resource decisions be job-related.
17. Since interviews are especially good at assessing applicants’ interpersonal skills, they work especially well together with cognitive ability tests, where the combination leads to even better selection decisions than using either alone.
18. Diversity exists in organizations when there is a variety of demographic, cultural, and personal differences among the customers who do business with them.
19. Affirmative action is defined as the purposeful steps taken by an organization to create employment opportunities for minorities and women. It is required by law for private employers with 15 or more employees.
20. Affirmative action and diversity are not only different in their definitions but also in their purpose, how they are practiced, and the reactions they produce.
II. Multiple Choice
1. A modem factory in the U.S has 1,200 workers who speak 20 different languages. This factory illustrates ____. a.
2. The fastest-growing population group in the United States is ____. a.
3. A key difference between affirmative action and diversity is that ____. a.
diversity requires a wider span of management
diversity has a broader focus
diversity is legally mandated in all private companies
affirmative action is legally mandated in all private companies e.
affirmative action does not alter organizational structures, and diversity does 4. What action can a medium-sized manufacturing company take if it wants to create a positive work environment; where every employee does his or her best work and individual differences are respected and not just ignored? a.
remove the glass ceiling
use internal loci of control
create a diversity program
narrow the span of management
5. Which of the following statements explains why diversity actually makes good business sense? a.
Diversity increases an organization’s retained earnings.
Diversity helps companies attract and recruit talented employees. c.
Diversity makes individuals whole by returning them to the condition or place they would have been had it not been for discrimination. d.
Diversity allows a company to act with economic responsibility. e.
Diversity eliminates glass ceilings.
6. According to the text, ____ typically amount to more than 90 percent of
employees’ salaries. a.
product obsolescence and employee pilferage
cafeteria benefit plans
7. Diversity helps companies grow by ____.
avoiding conflict between employee groups
improving marketplace understanding
complying with federal law
creating a homogeneous workplace
8. ____ consists of differences such as personality and attitudes that are learned only through extended interaction with others and are communicated through verbal and nonverbal behaviors. a.
9. ____ is the degree to which group members are psychologically attracted to working with each other to accomplish a common objective. a.
10. With surface-level diversity, differences are immediately observable, easy to measure, and ____. a.
a negative way of bundling employees
irrelevant to work behavior
11. Which of the following statements about federal employment law is true? a.
This body of law has not changed during the last two decades. b.
The intent of anti-discrimination law is to make factors such as gender, race, or age irrelevant in employment decisions. c.
Federal law prohibits the use of gender, race, and age as the basis for employment decisions under all circumstances. d.
All federal laws are administered by the Department of Labor. e.
Federal employment laws do not deal with training and development activities. 12. To which of the following aspects of the human resource management process does U.S. Federal employment law apply? a.
training and development activities
all of these
13. The fact that a 98-pound job candidate is not hired as a dock worker to move 60-pound boxes of produce is legal as a result of ____. a.
the four-fifths rule
adverse impact rulings
bona fide occupational qualifications (BFOQs)
benefits and features for occupational quality (BFOQs)
14. ____ is intentional discrimination that occurs when people are purposefully not given the same hiring, promotion, or membership opportunities because of their race, sex, age, ethnic group, national origin, or religious beliefs. a.
The four-fifths rule
Deliberate negative reinforcement
15. When a CEO opened the nationwide sales force meeting with a crude sexually explicit joke it was an example of ____. a.
an unwelcome sexual advance
adverse impact discrimination
16. The ____ is a rule of thumb used by the courts and the EEOC to determine whether there is evidence of adverse impact. A violation of this rule occurs when the selection rate for a protected group is less than a specified level of the selection rate for a nonprotected group. a.
80 percent rule
dysfunctional turnover rule
disparate treatment rule
principle of adverse impact
17. ____ is the collection of activities that transform inputs into outputs that customer’s value. a.Reengineering
18. While ____ emphasizes jobs and their authority relationships, ____ emphasizes the activities through which work gets done in the organization. a.departmentalization; functionalization
b.organizational process; organizational structure
c.interorganizational process; intraorganizational process
d.intraorganizational process; interorganizational process
e.organizational structure; organizational process
19. ____ is a general term that refers to subdividing work and workers into separate organizational units that are responsible for completing particular tasks. a.Organizational layout
20. With divisions that focus on business clients and consumer clients, companies like Sprint, American Express, and others are examples of ____ departmentalization. a.boundaryless
III. Fill in the Blank
1. With _______________________departmentalization, most employees report to two bosses.
2. A(n) ______________________ function is an activity that contributes directly to creating or selling the company’s products.
3. When managers delegate work, three transfers occur. The three transfers are responsibility, authority, and _____________________________________.
4. The ___________________________ interview uses only standardized, job-related interview questions that are prepared ahead of time and asked of all candidates.
5. The term _______________________________ refers to both the financial and nonfinancial rewards organizations give employees in exchange for their work.
IV. Short Answer Essay
1. Briefly identify the EEOC’s definition of sexual harassment. Also identify and describe the two kinds of sexual harassment that can be specified from a legal perspective.
2. Differentiate between internal and external recruiting. Provide two examples of each.
3. List and briefly define the three basic kinds of compensation decisions.
4. Identify three things that managers can do to minimize the problems inherent in terminating employees.
Cite this Corporate Governance Article Review Essay
Corporate Governance Article Review Essay. (2016, Aug 19). Retrieved from https://graduateway.com/corporate-governance-article-review/