INTRO TO MANAGEMENT EXAM 2 -
VOGELMANN F20 (CH 7-12) WITH ALL
CORRECT & VERIFIED ANSWERS (UPDATED
TO PASS)
Job Design Correct answer-Creating jobs in an organization hat can be done effectively and
efficiently while providing meaningful work for the employee
Hackman and Oldham Job Characteristics Correct answer-skill variety, task identity, task
significance, autonomy, feedback
Organizational Structure Correct answer-The grouping together of jobs into work groups, the
delegation of authority and responsibility within an organization, and the formal reporting of
employees to supervisors
Functional Structure Correct answer-Groups jobs that require similar skills and experience together
into a single work group reporting to the leader of the organization
- Finance, operations, marketing, research, and administrative divisions
Divisional Structure Correct answer-Groups jobs together with people of diverse skills and
experience who collectively focus on either providing specific products, or serving specific groups of
customers, or serving specific geographical areas
- Either product-, customer-, or geographic-based divisions
Matrix Structure Correct answer-Groups jobs together simultaneously by function and by division
Delegation of Authority Correct answer-In incorporated business means, ultimate authority for
decisions rests with the shareholders of the business
Centralized Organizational Structure Correct answer-Most decisions are made or approved by the
board of directors
Decentralized Organizational Structure Correct answer-Many decisions are delegated to lower
levels of management with those managers being held accountable
Span of Control Correct answer-The number of direct reports assigned to a manager
Levels of Hierarchy Correct answer-The number of managerial levels in an organization
Liasons Correct answer-Individuals appointed with the responsibility to coordinate the activities of
their group with the activities of one or more other groups
Task Forces Correct answer-Members of multiple groups who are assembled to address a specific
need for coordinations
Cross Functional Teams Correct answer-Members of multiple groups who are assembled with
ongoing responsibility for managing a key activity of the organization
Integrating Roles Correct answer-Individuals that in addition to their other responsibilities are
charged with being coordinator of activities with other groups
, Organization Culture Correct answer-The set of norms, beliefs, values, and attitudes that are
shared by a group of individuals within an organization
Dimensions of Culture Correct answer-Content, consensus, and intensity of feelings
Levels of Organization Culture Correct answer-Artifacts, values, and assumptions
Weak culture Correct answer-Lack of uniformity around the key aspects of culture
Strong culture Correct answer-The majority of the employees share the same norms, beliefs,
values, and attitudes as it applies to their work-related activities
Boston Consulting Group's 7 "dimensions of culture" Correct answer-Structured vs. Flexible
Controlling vs Delegating
Cautious vs Risk Permitting
thinking vs Doing
Diplomatic vs Direct
Individualism vs Collaborative
Internal vs External
Strategic HR Management Correct answer-The identification of current and future taken
requirements necessary to support the goals and strategy of the organization as well as the
development and implementation of the plans and programs to assure the organization recruits,
trains, develops, supports, and retains that talent
Success Planning Correct answer-The process of identifying likely candidates for future openings in
key positions in the organization as well as evaluating each employee's potential for taking on added
responsibilities
HR Function's 5 activities Correct answer-Recruitment and selection; training and development;
performance appraisal and feedback; compensation and benefits; employee relations
Recruitment and Selection Correct answer-A process for identifying, pursing, and hiring qualified
candidates to fill current and future available positions within an organization
Training Correct answer-Teaching employees the skills necessary to perform effectively in their
current job
Development Correct answer-Preparing employees to take on additional responsibilities for future
roles or expanded responsibilities in their current role
Performance appraisal Correct answer-Should be based on standards and goals that the employee
is aware of; regular intervals; with he goal of helping the employee understand areas of
improvement; highlighting areas of strength; clear on the employee's rating relative to an overall
rating standard; a two-way discussion; with the goal of reaching consensus; NOT for employee to
discuss the manager's performance; not used to discuss any changes in compensation
Manager's appraisal Correct answer-May include: self-evaluation of proposed performance goals;
use of "360 feedback" to identify areas of improvement
VOGELMANN F20 (CH 7-12) WITH ALL
CORRECT & VERIFIED ANSWERS (UPDATED
TO PASS)
Job Design Correct answer-Creating jobs in an organization hat can be done effectively and
efficiently while providing meaningful work for the employee
Hackman and Oldham Job Characteristics Correct answer-skill variety, task identity, task
significance, autonomy, feedback
Organizational Structure Correct answer-The grouping together of jobs into work groups, the
delegation of authority and responsibility within an organization, and the formal reporting of
employees to supervisors
Functional Structure Correct answer-Groups jobs that require similar skills and experience together
into a single work group reporting to the leader of the organization
- Finance, operations, marketing, research, and administrative divisions
Divisional Structure Correct answer-Groups jobs together with people of diverse skills and
experience who collectively focus on either providing specific products, or serving specific groups of
customers, or serving specific geographical areas
- Either product-, customer-, or geographic-based divisions
Matrix Structure Correct answer-Groups jobs together simultaneously by function and by division
Delegation of Authority Correct answer-In incorporated business means, ultimate authority for
decisions rests with the shareholders of the business
Centralized Organizational Structure Correct answer-Most decisions are made or approved by the
board of directors
Decentralized Organizational Structure Correct answer-Many decisions are delegated to lower
levels of management with those managers being held accountable
Span of Control Correct answer-The number of direct reports assigned to a manager
Levels of Hierarchy Correct answer-The number of managerial levels in an organization
Liasons Correct answer-Individuals appointed with the responsibility to coordinate the activities of
their group with the activities of one or more other groups
Task Forces Correct answer-Members of multiple groups who are assembled to address a specific
need for coordinations
Cross Functional Teams Correct answer-Members of multiple groups who are assembled with
ongoing responsibility for managing a key activity of the organization
Integrating Roles Correct answer-Individuals that in addition to their other responsibilities are
charged with being coordinator of activities with other groups
, Organization Culture Correct answer-The set of norms, beliefs, values, and attitudes that are
shared by a group of individuals within an organization
Dimensions of Culture Correct answer-Content, consensus, and intensity of feelings
Levels of Organization Culture Correct answer-Artifacts, values, and assumptions
Weak culture Correct answer-Lack of uniformity around the key aspects of culture
Strong culture Correct answer-The majority of the employees share the same norms, beliefs,
values, and attitudes as it applies to their work-related activities
Boston Consulting Group's 7 "dimensions of culture" Correct answer-Structured vs. Flexible
Controlling vs Delegating
Cautious vs Risk Permitting
thinking vs Doing
Diplomatic vs Direct
Individualism vs Collaborative
Internal vs External
Strategic HR Management Correct answer-The identification of current and future taken
requirements necessary to support the goals and strategy of the organization as well as the
development and implementation of the plans and programs to assure the organization recruits,
trains, develops, supports, and retains that talent
Success Planning Correct answer-The process of identifying likely candidates for future openings in
key positions in the organization as well as evaluating each employee's potential for taking on added
responsibilities
HR Function's 5 activities Correct answer-Recruitment and selection; training and development;
performance appraisal and feedback; compensation and benefits; employee relations
Recruitment and Selection Correct answer-A process for identifying, pursing, and hiring qualified
candidates to fill current and future available positions within an organization
Training Correct answer-Teaching employees the skills necessary to perform effectively in their
current job
Development Correct answer-Preparing employees to take on additional responsibilities for future
roles or expanded responsibilities in their current role
Performance appraisal Correct answer-Should be based on standards and goals that the employee
is aware of; regular intervals; with he goal of helping the employee understand areas of
improvement; highlighting areas of strength; clear on the employee's rating relative to an overall
rating standard; a two-way discussion; with the goal of reaching consensus; NOT for employee to
discuss the manager's performance; not used to discuss any changes in compensation
Manager's appraisal Correct answer-May include: self-evaluation of proposed performance goals;
use of "360 feedback" to identify areas of improvement
