HCAD 760 CERTIFICATION EXAM
QUESTIONS AND VERIFIED
ANSWERS 2026
▶ The first school of management: Answer: Authoritarian Management
▶ Which management style focuses on work and minimizes the importance
of people? Answer: Authoritarian
▶ Authoritarian management style Motivation: Answer: Motivating force for
productivity is fear (McGregor's Theory X)
▶ Autocratic Managers: Answer: are unquestionably "in charge" (Golman's
coercive style)
▶ Employees have two options under authoritarian management: Answer:
Do as they or told
Leave
▶ Legalistic Management began: Answer: In the 1930s with the passage
of wage and hour laws and the enactment of labor laws
▶ Legalistic management expanded with: Answer: The Civil Rights Act of
1964
▶ How do managers interact with employees in legalistic management?
Answer: Out of a fear of a strict regard for employee rights and fear of
breaking the law
▶ Significant influences of humanistic management: Answer: Legislation
The human relations movement in management
,▶ In humanistic management: Answer: Contented, well-treated employees
who are dealt with fairly and equitable are generally better producers and
more loyal than those who are not so treated
▶ Residual Authoritarianism: Answer: Authoritarian attitudes persist
Due to being trained by and emulating authoritarian role models
Human behavior often changes slowly - in this case "dies away"
▶ What was the goal of scientific management? Answer: Efficiency (early
1900s)
▶ Key innovators in scientific management: Answer: Frederick W. Taylor,
Frank and Lillian Gilbreth, Henry L. Gantt and Frank Bunker
▶ Scientific Management: Answer: Focused on process (work) and
production (output) while largely ignoring people
Made significant contributions to American industrial assembly lines and
other repetitive work situations (ergonomics)
Strengthened the concept of production-centered management
▶ Two other management systems or approaches to classifying work
evolved in the 1900s: Answer: Job Organization
Cooperative Motivation (Likert)
▶ In Job Organization: Answer: Repetitive work is dominant
Jobs are usually well organized with considerable structure
Tight controls are possible (desirable?)
Output can be accurately scheduled
▶ Job Organization Management is focused on: Answer: the process and
its output
▶ Job Organization Success depends on: Answer: economic motives
▶ Cooperative Motivation: Answer: Sprang out of the realization that not
all work was "routine"
Jobs are loosely organized
Tight Controls are not possible
Output can be scheduled only in general terms
Speed of a process is not predictable, nor necessarily desirable
, ▶ In Cooperative management: Answer: Management should be people-
centered
People come to work and produce based complex motivation (money but
more...)
Success depends on individual enthusiasm and motivation
▶ Theory X assumes: Answer: Employees are indifferent, passive, and
even resistant to organizational needs
Supervisors must constantly control workers
▶ Underlying assumptions of Theory X: Answer: People are inclined to
work as little as possible
Most people lack ambition, dislike responsibility and prefer to be told what
to do, People are resistant to change, The average person is gullible, easily
duped, and not particularly bright
▶ With Theory X: Answer: The relationship between supervisors and
employees is succinctly summarized in an overheard comment made by a
worker to his supervisor: "Your job is to get as much work as you can out of
me. My job is to do as little as possible." (this is an extreme, but makes the
point)
▶ Theory Y assumes: Answer: People are not passive or resistant to
organizational needs
Motivation, capacity, potential and readiness to work toward organizational
goals are innately present
Managers are responsible for helping people to recognize and develop
these characteristics
Employees can best achieve their own goals by directing their personal
efforts toward organizational objectives
▶ Long-Term Trends: Answer: Scientific management
Human Relations
In most circumstances, people-centered management is more effective in
inspiring productivity than is production-centered management
Close supervision is associated with lower productivity when compared to
more lenient supervision and giving people responsibility and some control
over their work
QUESTIONS AND VERIFIED
ANSWERS 2026
▶ The first school of management: Answer: Authoritarian Management
▶ Which management style focuses on work and minimizes the importance
of people? Answer: Authoritarian
▶ Authoritarian management style Motivation: Answer: Motivating force for
productivity is fear (McGregor's Theory X)
▶ Autocratic Managers: Answer: are unquestionably "in charge" (Golman's
coercive style)
▶ Employees have two options under authoritarian management: Answer:
Do as they or told
Leave
▶ Legalistic Management began: Answer: In the 1930s with the passage
of wage and hour laws and the enactment of labor laws
▶ Legalistic management expanded with: Answer: The Civil Rights Act of
1964
▶ How do managers interact with employees in legalistic management?
Answer: Out of a fear of a strict regard for employee rights and fear of
breaking the law
▶ Significant influences of humanistic management: Answer: Legislation
The human relations movement in management
,▶ In humanistic management: Answer: Contented, well-treated employees
who are dealt with fairly and equitable are generally better producers and
more loyal than those who are not so treated
▶ Residual Authoritarianism: Answer: Authoritarian attitudes persist
Due to being trained by and emulating authoritarian role models
Human behavior often changes slowly - in this case "dies away"
▶ What was the goal of scientific management? Answer: Efficiency (early
1900s)
▶ Key innovators in scientific management: Answer: Frederick W. Taylor,
Frank and Lillian Gilbreth, Henry L. Gantt and Frank Bunker
▶ Scientific Management: Answer: Focused on process (work) and
production (output) while largely ignoring people
Made significant contributions to American industrial assembly lines and
other repetitive work situations (ergonomics)
Strengthened the concept of production-centered management
▶ Two other management systems or approaches to classifying work
evolved in the 1900s: Answer: Job Organization
Cooperative Motivation (Likert)
▶ In Job Organization: Answer: Repetitive work is dominant
Jobs are usually well organized with considerable structure
Tight controls are possible (desirable?)
Output can be accurately scheduled
▶ Job Organization Management is focused on: Answer: the process and
its output
▶ Job Organization Success depends on: Answer: economic motives
▶ Cooperative Motivation: Answer: Sprang out of the realization that not
all work was "routine"
Jobs are loosely organized
Tight Controls are not possible
Output can be scheduled only in general terms
Speed of a process is not predictable, nor necessarily desirable
, ▶ In Cooperative management: Answer: Management should be people-
centered
People come to work and produce based complex motivation (money but
more...)
Success depends on individual enthusiasm and motivation
▶ Theory X assumes: Answer: Employees are indifferent, passive, and
even resistant to organizational needs
Supervisors must constantly control workers
▶ Underlying assumptions of Theory X: Answer: People are inclined to
work as little as possible
Most people lack ambition, dislike responsibility and prefer to be told what
to do, People are resistant to change, The average person is gullible, easily
duped, and not particularly bright
▶ With Theory X: Answer: The relationship between supervisors and
employees is succinctly summarized in an overheard comment made by a
worker to his supervisor: "Your job is to get as much work as you can out of
me. My job is to do as little as possible." (this is an extreme, but makes the
point)
▶ Theory Y assumes: Answer: People are not passive or resistant to
organizational needs
Motivation, capacity, potential and readiness to work toward organizational
goals are innately present
Managers are responsible for helping people to recognize and develop
these characteristics
Employees can best achieve their own goals by directing their personal
efforts toward organizational objectives
▶ Long-Term Trends: Answer: Scientific management
Human Relations
In most circumstances, people-centered management is more effective in
inspiring productivity than is production-centered management
Close supervision is associated with lower productivity when compared to
more lenient supervision and giving people responsibility and some control
over their work
