Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
General Introduction
1. Ice-breaking session.
2. Self-introduction by tutor and students.
3. Briefing on course requirements.
4. Tutorial expectations and participation.
5. Briefing on Group Report & Oral Presentation (requirements and expectations).
6. Team formation for Group Report. (4 members per group)
7. Tutor assigns question and time for oral presentation & group report
** Oral presentation and group report submission will starts from Week 3 to 5**
**Important note**
Students are required to sit for one (1) online test
on Week 3. Please make sure that you are
registered under this course and be able to access
to CEL to take the test.
2) A task that is subdivided into many separate jobs is considered to have ________.
A) a high degree of departmentalization
B) a low degree of decentralization
C) a high degree of work specialization
D) a low degree of structure
E) a high degree of matrix structuring
3) Aeronautics Inc., a parts supplier, has departments for government aircraft and
contracts, large commercial aircraft clients, and small personal aircraft clients. This is an
example of ________ departmentalization.
A) product
B) function
C) geography
D) customer
E) service
4) Stalsberry Company has employees in personnel, sales, and accounting. This division
of an organization into groups according to work functions is an example of ________,
the second element of structural organization.
A) social clustering
B) bureaucracy
C) specialization
D) centralization
E) departmentalization
5) The unbroken line of authority that extends from the top of the organization to the
lowest echelon and clarifies who reports to whom is termed ________.
A) chain of command
B) authority
C) span of control.
D) unity of command
E) web of authority
6) Which one of the following is consistent with a simple structure?
A) high centralization
B) high horizontal differentiation
C) high employee discretion
D) standardization
E) bureaucracy
3) What are the three stages of socialization through which employees become
indoctrinated into an organization's culture?
The three stages of socialization are prearrival, encounter, and metamorphosis.
a) The prearrival stage recognizes that each individual arrives with a set of values,
attitudes, and expectations. These cover both the work to be done and the organization.
b) Upon entry into the organization, the new member enters the encounter stage. Here the
individual confronts the possible dichotomy between her expectations and reality.
c) Finally, the new member must work out any problems discovered during the encounter
stage. This may mean going through changes - hence, this is called the metamorphosis
stage.
4) Discuss the difference between strong and weak organizational cultures and
discuss the effect that a strong culture can have on an acquisition or merger.
Strong cultures have a greater impact on employee behavior and are more directly related
to reduced turnover. In a strong culture, the organization's core values are both intensely
held and widely shared. The more members who accept the core values and the greater
their commitment to those values is, the stronger the culture is. A strong culture will have
a great influence on the behavior of its members because the high degree of sharedness
and intensity creates an internal climate of high behavioral control. One specific result of
a strong culture should be lower employee turnover. A strong culture demonstrates high
agreement among members about what the organization stands for. Such unanimity of
purpose builds cohesiveness, loyalty, and organizational commitment. These qualities, in
turn, lessen employees' propensity to leave the organization.
In recent years, cultural compatibility has become the primary concern. All things being
equal, whether the acquisition actually works seems to have more to do with how well the
two organizations' cultures match up. The primary cause of failure is conflicting
organizational cultures, when people simply don't match up. Therefore, when considering
an acquisition or merger, management would need to carefully evaluate the cultures of
each organization.
2) Design the most effective team to figure out ways to reduce the number of
preparation hours for shipping products overseas for your company. Choose the
type of team from one of the four principal team types. Describe your team's
context, composition, and process parameters.
Answers will vary. A problem-solving team is probably the best type of team for this
task. In a problem-solving team members share ideas or suggest how work processes and
methods can be
improved. The problem-solving team will offer ideas to management. Together they
discuss ways of improving quality, efficiency, and the work environment.
The team will need information on what products are being shipped and how long each of
them takes, as well as details on the current procedures. Adequate information is
essential. A firm goal of reducing the hours spent must be established by a leader. The
group should be comprised of workers and management with expertise in the shipping
department procedures. The team should have five members, three management and two
people from shipping and packaging. The process parameters should be clearly outlined,
with goals of exactly how much time needs to be shaved off of packaging processes.
3) Explain the difference between groupthink and group shift. Give an example to
support your answer.
Groupthink is related to norms. It describes situations in which group pressures for
conformity deter the group from critically appraising unusual, minority, or unpopular
views. Groupthink is a disease that attacks many groups and can dramatically hinder their
performance. Group shift indicates that in discussing a given set of alternatives and
arriving at a solution, group members tend to exaggerate the initial positions that they
hold. In some situations, caution dominates, and there is a conservative shift. More often,
however, the evidence indicates that groups tend toward a risky shift.
Students answers may vary.
2) Describe Maslow's hierarchy of needs including the types of needs and how they
become dominant.
Maslow's hierarchy of needs hypothesized that within every human being there exists a
hierarchy of five needs.
a) The physiological needs include hunger, thirst, shelter, sex, and other bodily needs.
b) Safety includes security and protection from physical and emotional harm.
c) Social includes affection, belongingness, acceptance, and friendship.
d) Esteem includes internal esteem factors such as self-respect, autonomy, and
achievement; and external esteem factors such as status, recognition, and attention.
e) Self-actualization is the drive to become what one is capable of becoming; includes
growth, achieving one's potential, and self-fulfillment.
As each of these needs becomes substantially satisfied, the next need becomes dominant.
So if you want to motivate someone, according to Maslow, you need to understand what
level of the hierarchy that person is currently on and focus on satisfying those needs at or
above that level
does motivate people, and companies often underestimate its importance in keeping top
talent. No matter how much recognition a top performer gets, he will be tempted to leave
if the pay scale is much lower than the market and another offer arrives.
Recent survey data indicate most employees don't see a strong connection between pay
and performance. Variable pay structures, such as bonuses are often the best production
motivators. When pay is tied to performance, the employee's earnings also recognize
contribution rather than being a form of entitlement. Over time, low performers' pay
stagnates, while high performers enjoy pay increases commensurate with their
contributions.
An obvious advantage of intrinsic rewards like recognition programs is that they are
inexpensive since praise is free. However, they are highly susceptible to political
manipulation by management. When applied to jobs for which performance factors are
relatively objective, such as sales, recognition programs are likely to be perceived by
employees as fair. However, in most jobs, the criteria for good performance aren't self
evident, which allows managers to manipulate the system and recognize their favorites.
Abuse can undermine the value of recognition programs and demoralize employees.
Research suggests financial incentives may be more motivating in the short term, but in
the long run intrinsic incentives will retain good employees if the extrinsic incentives are
competitive.
5) Researchers are conducting a study of a company called Acme Corp, which they
believe to be led by a transformational leader. Which of the following, if true, would
most support the conclusion that Acme's leader is a transformational leader?
A) Acme's top managers often conflict over defining the organizations goals.
B) Acme's goals tend to be very ambitious and to hold personal value for employees.
achievement of their work goals and make the journey along the path easier by reducing
roadblocks. House identified four leadership behaviors. The directive leader lets
followers know what is expected of them, schedules work to be done, and gives specific
guidance as to how to accomplish tasks. The supportive leader is friendly and shows
concern for the needs of followers. The participative leader consults with followers and
uses their suggestions before making a decision. The achievement-oriented leader sets
challenging goals and expects followers to perform at their highest level. House assumes
that leaders are flexible and that the same leader can display any or all of these behaviors
depending on the situation.
The grapevine generally follows lateral communication in which persons from the same
hierarchical levels begin to relay messages. Very rarely does management participate in
the grapevine. In fact, one study reported that management only relayed messages to the
grapevine ten percent of the time. Generally oral communication is used to relay
grapevine information, although written e-mail can be used as well, but is considered less
safe for accountability reasons.
Managers can not entirely eliminate rumors. What they should do is minimize the
negative consequences of rumors by limiting their range and impact. The best way to
reduce the negative consequences of rumors is to: 1) Provide information; 2) Explain
actions and decisions that may appear inconsistent, unfair, or secretive; 3) Refrain from
shooting the messenger; and 4) Maintain open communication channels.
B) structural
C) personal-variable
D) job-related
E) team
7) In which stage are conflict issues defined?
A) potential opposition
B) cognition and personalization
C) intuitions
D) behavior
E) reaction and transference
8) The conflict-handling intention of collaborating is ________.
A) assertive and uncooperative
B) assertive and cooperative
C) unassertive and uncooperative
D) unassertive and cooperative
E) affective and reflective
9) Angelina feels that her cubicle neighbor talks too loudly on the phone, but in other
ways she is a great neighbor. Angelina gets annoyed every time her neighbor's phone
rings, but she has decided it's simply not worth the trouble to talk to her neighbor.
Angelina's conflict intention is called ________.
A) competing
B) avoiding
C) accommodating
D) compromising
E) collaborating
10) Which of the following is not a conflict-resolution technique?
A) creating superordinate goals
B) appointing a devil's advocate
C) avoiding the conflict
D) exercising authoritative command
E) generating additional resources
11) Stage II of the conflict process deals with conflict being ________.
A) perceived and felt
B) apparent and experienced
C) expressed and perceived
D) overt and covert
E) internalized
12) Irma does not like a few of the standard operating procedures adapted for the new
project. However, she discussed the items with the team and told them that she realized
she was in the minority and that she would adapt the new procedures to maintain smooth
operations within the team. This type of intention is called ________.
A) sacrificing
B) accommodating
C) collaborating
D) compromising
E) competing
On the other hand, there are also illegitimate political behaviors that violate the implied
rules of the game. Those who pursue such extreme activities are often described as
individuals who "play hardball." Illegitimate activities include sabotage, whistleblowing,
and symbolic protests such as wearing unorthodox dress or protest buttons, and groups of
employees simultaneously calling in sick.
3) List TWO (2) methods are available to firms when either a shortage or surplus of
workers is forecasted?
Firms faced with a shortage of workers may use:
1)
2)
3)
4)
innovative recruiting,
compensation incentives, and
training programs to fill positions.
Lowering of employment standards
1)
2)
3)
4)
5)
layoffs,
restricted hours,
hiring freezes may be necessary, and
encourage early retirement and
the use of vacation time.
E) personality tests
3) Work samples yield validities almost consistently superior to written aptitude tests.
(TRUE /FALSE)
4) In assessment centers, job candidates are evaluated as they go through several days of
exercises that simulate real problems they would confront on the job. (TRUE /FALSE)
2) Performance evaluations are used as a mechanism for all of the following except
________.
A) monitoring the success of marketing strategies
B) determining promotions
C) pinpointing employees skills
D) identifying training and development needs
E) providing feedback to employees