NBAA CAM ACTUAL FINAL PAPER QUESTIONS AND
SOLUTIONS RATED A+
✔✔high performance work system - ✔✔The right combination of people, technology,
and organizational structure that makes full use of the organization's resources and
opportunities in achieving its goals
✔✔Management Skills - ✔✔conceptual skills, human skills, technical skills
✔✔Management Types - ✔✔Vertical Differences & Horizontal Differences
✔✔10 manager roles - ✔✔-Informational (monitor, disseminator, spokesperson)
-Interpersonal (figurehead, leader, liaison)
-decisional (entrepreneur, disturbance handler, resource allocator, negotiator)
✔✔Time Sharing - ✔✔Up to a maximum of twice the cost of fuel plus enumerated
expenses.
✔✔Imputed income for personal flights. - ✔✔SIFL or Charter Rate(Fair Market Value)
✔✔The primary purpose of a trip. - ✔✔Factors to determine primary purpose:
Relative time on business/personal activities
Existence of an agenda
Location of conference site
Company's characterization of the trip
Presence of a spouse or guest
✔✔Information needed for SIFL calculation - ✔✔(1) distance between the two airports
on each leg of the trip, (2) SIFL rates and the terminal charge, (3) business or personal
status of each person on the flight, (4) status (control vs. non-control) of the employees
on the flight, (5) MTOW of the ACFT
✔✔Assumptions of Theory X Managers - ✔✔Workers dislike work and seek to avoid it.
Workers must be forced or threatened with punishment to get them to perform.
Workers prefer to be directed and avoid responsibility.
Primary motivators are fear and punishment. Creates stick-and-carrot approach based
firms with restrictive discipline and pervasive controls.
✔✔Assumptions of Theory Y Managers - ✔✔(1) physical and mental effort are natural
and most people (depending on the work environment) find work to be a source of
satisfaction, (2) they generally, on their own motivation, exercise self-control, self-
direction, creativity, and ingenuity in pursuit of individual and collective (company) goals,
(3) they either seek responsibility or learn to accept it willingly, and that (4) their full
potential is not tapped in most organizations. Theory-Y believers create trust based
firms with empowered employees to which they are committed to.
SOLUTIONS RATED A+
✔✔high performance work system - ✔✔The right combination of people, technology,
and organizational structure that makes full use of the organization's resources and
opportunities in achieving its goals
✔✔Management Skills - ✔✔conceptual skills, human skills, technical skills
✔✔Management Types - ✔✔Vertical Differences & Horizontal Differences
✔✔10 manager roles - ✔✔-Informational (monitor, disseminator, spokesperson)
-Interpersonal (figurehead, leader, liaison)
-decisional (entrepreneur, disturbance handler, resource allocator, negotiator)
✔✔Time Sharing - ✔✔Up to a maximum of twice the cost of fuel plus enumerated
expenses.
✔✔Imputed income for personal flights. - ✔✔SIFL or Charter Rate(Fair Market Value)
✔✔The primary purpose of a trip. - ✔✔Factors to determine primary purpose:
Relative time on business/personal activities
Existence of an agenda
Location of conference site
Company's characterization of the trip
Presence of a spouse or guest
✔✔Information needed for SIFL calculation - ✔✔(1) distance between the two airports
on each leg of the trip, (2) SIFL rates and the terminal charge, (3) business or personal
status of each person on the flight, (4) status (control vs. non-control) of the employees
on the flight, (5) MTOW of the ACFT
✔✔Assumptions of Theory X Managers - ✔✔Workers dislike work and seek to avoid it.
Workers must be forced or threatened with punishment to get them to perform.
Workers prefer to be directed and avoid responsibility.
Primary motivators are fear and punishment. Creates stick-and-carrot approach based
firms with restrictive discipline and pervasive controls.
✔✔Assumptions of Theory Y Managers - ✔✔(1) physical and mental effort are natural
and most people (depending on the work environment) find work to be a source of
satisfaction, (2) they generally, on their own motivation, exercise self-control, self-
direction, creativity, and ingenuity in pursuit of individual and collective (company) goals,
(3) they either seek responsibility or learn to accept it willingly, and that (4) their full
potential is not tapped in most organizations. Theory-Y believers create trust based
firms with empowered employees to which they are committed to.
