MANA FINAL EXAM REVIEW
Six Patterns of Work - answer Pattern A: Performance
Pattern B: Satisfaction and Identity
Pattern C: Profiting in various settings
Pattern D: Physical Activity
Patten E: Difficulty physically or mentally
Pattern F: Time constrained
Integration - answer process of connecting jobs and departments into a coordinated
cohesive whole
Simplification – answer Standardization and narrow explicit specifications of task
activities for workers
Job enlargement – answer method of job design that increases the number of activities
in a job to overcome boredom of over specialized work
Job enrichments - answer designing or redesigning a job by incorporating motivational
factors into it
What problem does job enlargement solve? - answer boredom and difficulty
coordinating work
Elements of scientific management - answerfocus on the efficient use of labor to the
economic benefit of the firm
Techniques used in job enlargement - answerjob rotation and cross training
how is job enrichment done? Is it vertical or horizontal? - answerin job enrichment there
is more responsibility, autonomy and reward potential. It is vertical
task identity - answerdegree to which a job requires completion of a whole and
identifiable piece of work
task significane - answerdegree to which a job has an impact on the lives or work of
other people
autonomy - answerdegree to which a job provides the worker freedom, independence
and discretion in the scheduling the work and determine the procedures in carrying it
out
skill variety - answerthe degree to which a job requires a variety of different activities
, Cons of scientific management - answerless individual thought, less creativity, people
as means of production
Cons of job enlargement - answertraining time and cost, lack of role clarity, lack of
interest in some tasks, potential for overwork
Cons of job enrichment - answerbased on oversimplified motivational theory, there is a
lack of consideration for individual differences among employees
Cons of job characteristics theory - answerit does not measure, critical psychological
states, personal and work outcomes, and employee needs
core dimensions of job characteristics model - answerskill variety, task identity, task
significance, autonomy feedback
organizational design - answerthe process of constructing and adjusting an
organizations structure to achieve its business strategy and goals
specialization - answerThe degree to which organizational tasks are subdivided into
separate jobs
complexity - answerNumber of activities within the organization and the amount of
differentiation needed within the organization
formalization - answerthe degree to which an employees role is defined by formal
documentation
standardization - answerextent to which work activities are described and performed
routinely in the same way
simple structure - answercentralized form of organization that emphasizes a small
technical and support staff, strong centralization of decision making in the upper
echelon and minimal middle level
Machine Bureaucracy - answermoderately decentralized form of organization that
emphasizes a support staff differentiated from the line operations of the organization,
limited horizontal decentralization of decision making and a well-defined hierarchy of
authority
Professional Bureaucracy - answerdecentralized form of organization that emphasizes
the expertise of the professionals in the operating core of the organization
adhocracy - answera selectively decentralized form of organization that emphasizes the
support staff and mutual adjustment among people
Six Patterns of Work - answer Pattern A: Performance
Pattern B: Satisfaction and Identity
Pattern C: Profiting in various settings
Pattern D: Physical Activity
Patten E: Difficulty physically or mentally
Pattern F: Time constrained
Integration - answer process of connecting jobs and departments into a coordinated
cohesive whole
Simplification – answer Standardization and narrow explicit specifications of task
activities for workers
Job enlargement – answer method of job design that increases the number of activities
in a job to overcome boredom of over specialized work
Job enrichments - answer designing or redesigning a job by incorporating motivational
factors into it
What problem does job enlargement solve? - answer boredom and difficulty
coordinating work
Elements of scientific management - answerfocus on the efficient use of labor to the
economic benefit of the firm
Techniques used in job enlargement - answerjob rotation and cross training
how is job enrichment done? Is it vertical or horizontal? - answerin job enrichment there
is more responsibility, autonomy and reward potential. It is vertical
task identity - answerdegree to which a job requires completion of a whole and
identifiable piece of work
task significane - answerdegree to which a job has an impact on the lives or work of
other people
autonomy - answerdegree to which a job provides the worker freedom, independence
and discretion in the scheduling the work and determine the procedures in carrying it
out
skill variety - answerthe degree to which a job requires a variety of different activities
, Cons of scientific management - answerless individual thought, less creativity, people
as means of production
Cons of job enlargement - answertraining time and cost, lack of role clarity, lack of
interest in some tasks, potential for overwork
Cons of job enrichment - answerbased on oversimplified motivational theory, there is a
lack of consideration for individual differences among employees
Cons of job characteristics theory - answerit does not measure, critical psychological
states, personal and work outcomes, and employee needs
core dimensions of job characteristics model - answerskill variety, task identity, task
significance, autonomy feedback
organizational design - answerthe process of constructing and adjusting an
organizations structure to achieve its business strategy and goals
specialization - answerThe degree to which organizational tasks are subdivided into
separate jobs
complexity - answerNumber of activities within the organization and the amount of
differentiation needed within the organization
formalization - answerthe degree to which an employees role is defined by formal
documentation
standardization - answerextent to which work activities are described and performed
routinely in the same way
simple structure - answercentralized form of organization that emphasizes a small
technical and support staff, strong centralization of decision making in the upper
echelon and minimal middle level
Machine Bureaucracy - answermoderately decentralized form of organization that
emphasizes a support staff differentiated from the line operations of the organization,
limited horizontal decentralization of decision making and a well-defined hierarchy of
authority
Professional Bureaucracy - answerdecentralized form of organization that emphasizes
the expertise of the professionals in the operating core of the organization
adhocracy - answera selectively decentralized form of organization that emphasizes the
support staff and mutual adjustment among people
