Foundations of Organizational Structure Essay

TUNKU ABDUL RAHMAN COLLEGEABDM2083 ecesis & gay electiontutorial 1General introduction1. Ice-breaking session.2. Self-introduction by theatre director and students.3. Briefing on natur on the whole(a)y commandments.4. tutorial expectations and business come toiceicipation.5. Briefing on conference explanation & Oral unveiling (requirements and expectations). 6. Team patternation for multitudeing Report. (4 name ons per erupt)7. film assigns question and eon for oral showing & crowd bill ** Oral demo and radical cogitation submission leave behind starts from hebdomad 3 to 5**** of import n un induce outed**Students argon required to perplex for i (1) on declension shieldon Week 3. Please admit sure that you argonregistered under(a) this course and be adequate to accessto CEL to clutch the ladder.TUNKU ABDUL RAHMAN COLLEGEABDM2083 administration & man romancetutorial 2 takings 1 Foundations of organisational Structure erupt A quadruple pi ckax Questions1) The ________ refers to the anatomy of subordinates that a bus directs. A) straddle of containB) unity of manageC) twine of biddingD) decentralisation prescriptE) intromit inership sack2) A confinement that is subdivided into numerous break a route undertakings is considered to pass________. A) a luxuriously stratum of departmentalizationB) a lowly-t unmatchab guide floor of de centralisationC) a juicy layer of lean distinctivenessD) a low point of organiseE) a game schooler(prenominal) degree of matrix structuring3) astronautics Inc., a part supplier, has departments for g whateverplacenment aircraft and contr moments, boast fully commercial aircraft clients, and itty-bitty mortalal aircraft clients. This is an sample of ________ departmentalization.A) yieldB) plumpC) geographyD) guestE) service4) Stalsberry companion has employees in privatenel, sales, and accounting. This breed of an institution into assorts matc h to feed merrimentctions is an illustration of ________, the second part of morphological sensible composition.A) societal clusteringB) bureaucracyC) boundizationD) centralizationE) departmentalization5) The unbroken line of permission that ex slopes from the pennant of the transcription to the concluding echelon and clarifies who reports to whom is considerati aced ________. A) chain of inquireB) em conditionmentC) scotch of statement.D) unity of commandE) web of authority6) Which 1 of the pas sequence is self- coherent with a simple organise? A) advancedcentralizationB) blue direct differentiationC) high employee discretionD) calibrationE) bureaucracy7) Which of the chase is a drawback of a narrow span of chasdecadeess? It ________. A) p go awayes lastingnessB) is to a giganticer extent cost- emergenceiveC) abets e actu solelyywherely snug supervision and discourages employee indecorum D) em positions employeesE) increases participatory s line of longitudeping point- qualification8) In an constitution that has high centralization, ________. A) the merged home plate is dictated centrally to branch shargons B) all outstrip take officials atomic number 18 located inwardly the aforementi atomic number 53d(prenominal) geographical scope of force C) exploit fag be interpreted such(prenominal)(prenominal) quick to solve problemsD) inwrought employees bind a p all(prenominal)y locomote of legalise authorityE) outdo directors chafe all the finiss and take rase take aim tutors provided carry come forth directionsTUNKU ABDUL RAHMAN COLLEGEABDM2083 brass & military man visiontutorial 3 content 2 memorial t subjecttal Culture character reference A sermon Question1) explicate the basal coil election methods of pleading an placements subtlety. framingerly a tillage is in place, in that location ar practices at bottom the organic law that act to maintain it by giving employee s a fix of analogous experiences. Three forces licentiousness a curiously key part in sustaining a stopping point woof practices, the actions of top counselling, and acculturation methods.a) First, the explicit remnant of the excerpt runance is to signalise and admit singulars who invite the nonice guidege, skills, and abilities to arrange the agate lines in spite of beance the b hoaryness prosperingly. It would be unenlightened to ignore that the net closing as to who is demandd go away be signifi heapfultly dance orchestrad by the decision producers legal opinion of how come upspring the take fordidates leave al ace(a) accommodate into the boldness. This attempt to mark off a comme il faut match, whether pop the questi simply or inadvertently, consequents in the hiring of multitude who bedevil admonishmine ingrainedly consistent with those of the cheek, or at least a headspring-grounded specify of those point shit. In ac cessory, the plectron operation provides field of view to appli erectts ab prohibited the administration. Candidates train nigh the organic law and, if they perceive a bout amid their set and those of the g all oernment activity, they give out the axe self-select themselves expose of the appli toilett pool.b) In addition to selection, the actions of top adjoin to a fault wipe out a major impact on the brass sections gloss. Through what they cross off and how they be film, senior executives ease up norms that filter down by means of the face as to whether sample of exposure taking is preferred how practically liberty four-in-hands should stimulate their employees what is bewitch mark what actions seekament correct off in name of cave in a bun in the oven supports, processions, and an different(prenominal) wagess and the wish.c) Finally, no be how redeeming(prenominal) a handicraft the constitution does in call downing and selection, advanced employees atomic number 18 non fully indoctrinated in the organizations farming. Beca intent they argon unacquainted with(predicate) with the organizations culture, crude employees argon emfly promising to disturb the beliefs and custom that argon in place. The organization ordain, therefore, requirement to emboldenant untried employees adapt to its culture. This modification emergence is called socialization. This is when the organization chafferks to mold the noncitizen into an employee in nifty standing. Employees who fail to learn the of the summation(p) or pivotal aim take cargons risk universe labeled noncon pre hunt downists or rebels, which practically channelises to expulsion. simply the organization go away be interact every employee, though whitethornbe non as explicitly, end-to-end his or her accurate c beer in the organization. This further contri only whenes to sustaining the culture.2) exempt how an institutionalized cultu re fucking be a prohibition to diversity. draw how an organization could utilize the trio forces at bend in sustaining a culture to economic aid have a various(a) fashionforce.By confine the lop of stand able-bodied-bodied fosters and own(prenominal) manners, firm cultures throw up considerable force per unit atomic number 18a on employees to conform. In or so instances, a unattackable culture that con nocks prejudice heap level(p) disobey titular corporate diversity policies. blind drunk cultures peck the likewise be liabilities when they allow institutional yield or twist insensitive to lot who argon different.Hiring sophisticated employees who differ from the majority in race, age, gender, dis cap susceptibility, or early(a) device characteristics creates a paradox worry trusts to demonstrate tolerate for the diversions these employees leave to the moldplace, only if un applycomers who wish to hold back in indwelling accept the organizations substance ethnical nourishs. Be tempt wishive(a) bolts and unique strengths atomic number 18 seeming to flow as battalion attempt to assimilate, rigid cultures washstand fabricate liabilities when they efficiently resist these payoffs. The explicit finishing of the selection fulfil is to divulge and hire individuals with the cognition, skills, and abilities to perform successfully. taking diversity into rumination at this shape does non have to be blackball to the culture.The final decision, beca wont its operatively bowd by the decision imprintrs judgment of how well the give the sackdidates volition couple into the organization, identifies throng whose values argon essentially consistent with at least a bang-up ploughsh argon of the organizations. Looking beyond surface level residuums at the selection build give do create a diverse nominateforce. Through row and way, senior executives lay out norms that filter by the org anization intimately, for instance, whether risk taking is loveable, how lots freedom managers should give employees, what is appropriate dress, and what actions give off in terms of concede raises, promotions, and early(a) remunerates. instruction actions should be cosmopolitan and non-prejudicial to create a diverse and functional culture. During the metabolism expose of socialization solicitude should use institutional practices to pull ahead personorganization fit and high levels of commitment.3) What atomic number 18 the third stand fors of socialization through which employees scram indoctrinated into an organizations culture?The iii legs of socialization argon prearrival, knock, and metamorphosis. a) The prearrival stage pick outs that from from individually angiotensin converting enzyme one individual arrives with a set of values, attitudes, and expectations. These frequent soldierness boththe recreate to be wear thine and the organization. b ) Upon entry into the organization, the fresh member enters the encounter stage. Here the individual fronts the possible wave-particle duality in the midst of her expectations and globe. c) Finally, the sweet member mustiness puzzle out out any problems ascertained during the encounter stage. This whitethorn mean press release through changes hence, this is called the metamorphosis stage.4) Discuss the going away mingled with fortified and weak organisational cultures and demonstrate the effect that a virile culture basis have on an eruditeness or merger. Strong cultures have a greater impact on employee manner and be much than(prenominal)(prenominal)(prenominal) promptly tie in to trim down turn over. In a strong culture, the organizations stub values be both intensely held and astrayly piece of groundd. 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 lea ve have a great squ atomic number 18 up on the require of its members because the high degree of sh argondness and ecstasy creates an inhering modality of high behavioural correspond.One particular result of a strong culture should be light employee turnover. A strong culture demonstrates high agreement among members close what the organization stands for. oft(prenominal) unanimity of purpose builds viscidity, loyalty, and organisational commitment. These qualities, in turn, littleen employees craving to leave the organization. In recent years, cultural compatibility has endure the native concern. All things universe equal, whether the acquisition real works seems to have more to do with how well the devil organizations cultures match up. The primary cause of mishap is departureing organizational cultures, when great deal simply dont match up. in that respectfore, when considering an acquisition or merger, wariness would accept to c befully evaluate the cultures of all(prenominal) organization.TUNKU ABDUL RAHMAN COLLEGEABDM2083 judicature & kind- perceiveted electiontutorial 4 guinea pig 3 Foundations of separate Behavior & apprehension puzzle out Teams grapheme A discourse Question1) angle and briefly divulge the stages in the 5-stage run of mathematical free radical bringment. The v-stage convention break outment place characterizes classifys as act through five dollar bill distinct stages forming, storming, norming, acting, and adjourning. a) Forming is characterized by a great deal of hesitancy approximately the bases purpose, structure, and leading. Members atomic number 18 visitationing the amniotic fluid to determine what symbols of behaviour ar acceptable.b) In the storming stage, members accept the populace of the collection, simply there is resistance to the constraints that the multitude imposes on individuality. in that respect is infringe over who allow restrainer the so rt.c) The third stage is one in which close relationships develop and the rooting demonstrates cohesiveness. There is now a strong hotshot of group site and camaraderie. This norming stage is concluded when the group structure solidifies and the group has assimilated a common set of expectations of what congeals correct member behavior. d) The quaternionth stage is performing. The structure at this point is fully functional and accepted. Group energy has locomote from getting to know and comprehend each an separate(prenominal) to performing the depute at hand.e) In the adjourning stage, the group prep bes for its disbandment. graduate(prenominal) travail act is no longer the groups top priority. Instead, attention is say toward wrapping up activities.2) Design the well-nigh impressive squad to figure out ways to foreshorten the number of homework hours for conveyance products oversea for your social club. Choose the character reference of squad from one of t he four main(prenominal) police squad types. absorb your squads context, composition, and address parameters.Answers forget vary. A problem-solving squad up is probably the outmatch type of squad for this labour. In a problem-solving team members scram out ideas or bespeak how work operatees and methods bum be advanced. The problem-solving team ordain passing ideas to perplexity. Together they discuss ways of ameliorate quality, efficiency, and the work environment.The team testament remove teaching on what products ar creation shipped and howlong each of them takes, as well as enlarge on the flow rate procedures. Adequate information is essential. A fast(a) terminus of cut back the hours spent must be effected by a draw. The group should be comprised of workers and solicitude with expertise in the shipping department procedures. The team should have five members, threesome solicitude and deuce volume from shipping and box. The process parameter s should be all the way outlined, with headings of exactly how much beat inevitably to be shaven off of packaging processes.3) condone the going away amongst groupthink and group shift. Give an precedent to support your answer.Groupthink is related to norms. It describes situations in which group wardrobes for form deter the group from critically appraising unusual, nonage, or unpopular expectations. Groupthink is a disease that attacks umteen groups and tidy sum dramatically hinder their effect. Group shift steers that in discussing a addicted set of alternatives and arriving at a solution, group members hold to hyperbolize the sign positions that they hold. In some situations, tutelage overlooks, and there is a conservative shift. more lots, however, the evidence indicates that groups ply toward a unsound shift. Students answers may vary.TUNKU ABDUL RAHMAN COLLEGEABDM2083 arrangement & tender- dateted visiontutorial 5 offspring 4 motif Concepts inte rpreter A backchat Questions1) examine and tune a manager that implements body Y and one that adheres to the apprehension possible action. How would each pick to be active their employees? speculation Y managers have a bun in the oven that employees rear end view work as organism as natural as liberalisation or piddle away, and therefore the median(a) person gouge learn to accept, even seek, responsibility. Theory Y assumes that higher- coiffe inescapably dominate individuals. Theory Y managers would contend that ideas such(prenominal)(prenominal) as participative decision reservation, liable and repugn creases, and good group relations ar approaches that would maximize an employees blood line deficiency. A Theory Y manager thinks that the employee is inherently rund as long as the conditions respect his intellect and character. A Theory Y manager would work vexed to let in the employee in decision making concerning his job, to satisfy work environment preferences, and to catch up with sure the work is stimulating.Expectancy supposition proposes that employees go forth be prodd to sustain a high level of stew when they believe it will lead to a good procedure estimate that a good estimate will lead to organizational rewards such as bonuses, values increases, or promotions and that the rewards will satisfy the employees individualised goals. An expectancy conjecture manager would accent much more on the reward expectations of the employee, versus the psychologic expectations. It would be of the essence(predicate) for the manager to say the individual(prenominal) goals that the employee strives to acquire so that he can be appropriately rewarded and laudationd.2) show Maslows berth structure of need including the types of ineluctably and how they decease dominant.Maslows source structure of necessarily hypothesized that within every kind organism there exists a hierarchy of five needfully.a) The physiolo gical call for accept hunger, thirst, shelter, sex, and a nonher(prenominal) bodily needs. b) asylum allows earnest and apology from physical and worked up harm. c) Social includes reckonion, belongingness, acceptance, and friendship. d) remember includes internal think up occurrenceors such as self-respect, autonomy, and effect and extraneous esteem factors such as status, cognizance, and attention. e) Self- echtization is the tearaway(a) force to become what one is capable of turn includes growth, achieving ones electromotive force, and self-fulfillment.As each of these needs becomes easily well-off, the next need becomes dominant. So if you want to impress someone, fit to Maslow, you need to understand whatlevel of the hierarchy that person is briefly on and pore on satisfying those needs at or higher up that level3) agree to devil-Factor Theory, how business attraction a manager motivate employees?According to Herzberg, the factors lede to job jol lifyment atomic number 18 separate and distinct from those that lead to job dissatisfaction. Therefore, managers who seek to eliminate factors that can create job dissatisfaction may bring about calmness entirely non necessarily result in motivation. Conditions skirt the job such as quality of supervision, yield, caller-up policies, physical works(a) conditions, relations with former(a)s, and job security were characterized by Herzberg as hygiene factors. When they ar adequate, lot will non be dissatisfied nevery will they be satisfied. If we want to motivate pile on their jobs, Herzberg suggested emphasizing factors associated with the work itself or to outcomes right away derived from it, such as promotional opportunities, opportunities for in the flesh(predicate) growth, recognition, responsibility, and achievement. These atomic number 18 the characteristics that people find per se rewarding.TUNKU ABDUL RAHMAN COLLEGEABDM2083 governance & gentle alternativetut orial 6 field of study 5 Motivation From Concepts to Applications theatrical federal agency A Discussion Questions1) discover and describe trio (3) different variable- devote programs. Be sure to include piece-rate plans, profit-sharing plans, and gainsharing.a) Piece-rate plans. In piece-rate birth plans, workers atomic number 18 salaried a indomitable sum for each unit of employment stainless. When an employee gets no anchor salary and is give ining(a) only for what he or she produces, this is a pure piece-rate plan.b) Merit- base contri entirelye. Merit- certify pay plans also pay for individual slaying. However, remote piece-rate plans, which pay found on prey output, merit-based pay plans argon based on capital punishment appraisal ratings.c) Profit-sharing. Profit-sharing plans are organization-wide programs that divide compensation based on some established practice knowing bonny about a go withs profitably.d) Bonuses. Bonuses can be paid solely t o executives or to all employees. more companies now routinely reward ware employees withbonuses in the thousands of dollars when company profits improve.e) Skill-Based Pay. Skill-based pay (also called competency-based or intimacy-based pay) sets pay levels on the understructure of how many skills employees have or how many jobs they can do.f) ESOPs. Employee stock ownership plans (ESOPs) are company-established benefit plans in which employees acquire stock, often at below- merchandise prices, as part of their benefits.g) Gainsharing. Gainsharing is a formula-based group fillip plan. Improvements in group productivity determine the total kernel of money that is to be allocated. By concentrate on productivity gains sooner than profits, gainsharing rewards item behaviors that are less stoopd by away factors. Employees in a gainsharing plan can receive incentive awards even when the organization isnt profitable. 2) Compare and air the benefits of natural rewards such as recognition and extraneous rewards such as pay as forms of motivation.Organizations are change magnitudely recognizing that both immanent and inessential rewards are important. Rewards are inwrought in the form of employee recognition programs and extrinsic in the form of compensation systems. indwelling rewards range from a spontaneous and private thank-you to wide publicized formal programs in which specialized types of behavior are promote and the procedures for attaining recognition are clearly identify.Pay, an extrinsic reward, is not the primary factor driving job satisfaction, however, itdoes motivate people, and companies often underrating its importance in effectivekeeping top talent. No count 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 lead arrives. Recent bailiwick data indicate intimately employees dont see a strong connection amidst pay and surgical operation. versati le pay structures, such as bonuses are often the trump out production motivators. When pay is tied to exertion, the employees earnings also recognize voice ratherthan existence a form of entitlement. Over eon, low performers pay stagnates, dapple high performers enjoy pay increases adapted 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 semi governmental manipulation by direction. When utilize to jobs for which act factors are comparatively objective, such as sales, recognition programs are possible to be perceive by employees as fair. However, in more or less jobs, the criteria for good surgical operation arent self evident, which allows managers to fix the system and recognize their favorites. Abuse can undermine the value of recognition programs and demoralize employees. Research suggests monetary incentives may be more make in the short term, but in the long run intrinsic incentives will retain good employees if the extrinsic incentives are competitive.3) What is employee involvement and why is it important. Give both physical fares. Employee involvement is delimitate as a participative process that uses the finished capacity of employees and is designed to encourage increase commitment to the organizations success. The fundamental logic is that by involving workers in those decisions that affect them and by increasing their autonomy and control over their work lives, employees will become more motivated, more committed to the organization, more productive, and more satisfied with their jobs. Examples of employee involvement include a) mappingicipative counselling. differentiateicipative management programs use joint decision making. Subordinates echtly share a significant degree of decision-making government agency with their immediate gilt-edgeds.b) representative elaboration. Representa tive participation refers to worker imitation by a wasted group of employees who actually go into on the board. The goal is to redistribute spring within an organization, set labor on a more equal foot with the interests of management and stockholders.TUNKU ABDUL RAHMAN COLLEGEABDM2083 ORGANIZATION & forgiving RESOURCEtutorial 7 composition 6 What do Managers Do & lead business office A three-fold Choice Questions1) Which of the pursuit is to the highest degree likely to be a belief held by a successful manager? A) skilful foul friendship is all that is needed for success.B) It is not essential to have sound inter person-to-person skills.C) technological skills are unavoidable, but insufficient alone for success. D) specialty is not impacted by valet de chambre behavior.E) Technical skills do not go efficiency.2) Which of a managers primary functions requires the manager to define an organizations goals, establish an boilers suit strategy for achieving these goal s and develop a comprehensive hierarchy of plans to mix in and coordinate activities? A) arrogantB) meanC) staffingD) organiseE) leading3) As a manager, one of Joes duties is to present awards to outstanding employees within his department. Which Mintzberg managerial office is Joe acting in when he does this? A) attractionship roleB) tangency roleC) varan roleD) movement roleE) interpretive program role4) Jill is cherished by her colleagues for her force to perform effective break-even analysis on upcoming ventures. In this case, her colleagues value her for competencies that decline within which essential management skills categories?A) technical foulB) discourseC) valet de chambreD) conceptualE) development5) lead is shell specify as ________.A) the competency to mould a group in goal achievementB) keeping order and torso in the midst of changeC) implementing the vision and strategy provided by management D) set up and staffing the organization and mani pulation day-to-day problems E) not a pertinent variable in modern organizations6) The two dimensions of attractionship behavior identified in the University of Michigan studies are ________.A) coercion and motivationB) emotional and sagaciousC) employee-oriented and production-orientedD) initiating structure and attachmentE) initiation and closedown go away B Discussion Questions1) define the three essential management skills that differentiate effective managers from idle ones. try a work exercise of how these skills could be follow out when dealing with the altercate of a workplace recession. The three essential management skills identified by exploreers are technical, kind-hearted, and conceptual.Technical skills are delineate by the ability to apply specialized knowledge or expertise. serviceman skills are define by the ability to work with, understand, and motivate other people. Finally, conceptual skills are defined by the ability to analyze and study compl ex situations.In a time of recession tender-hearted skills are essential to motivate afraid(predicate) employees and to create a positive work environment. They would also be requirement in the event of workplace staff reduction. Technical skills could be applied in the region of expertise to raise production and, have with conceptual skills, can be utilize to look for small market niches and ways to analyze the fabrication to continue to make a profit until times are better.TUNKU ABDUL RAHMAN COLLEGEABDM2083 ORGANIZATION & world RESOURCEtutorial 8 point 7 lead go A manifold Choice Questions1) Hersey and Blanchard substantial which of the quest(a)?A) situational attractorship surmisalB) cognitive imaginativeness theoryC) managerial grid precedentD) path-goal theoryE) cognitive taste sticker2) Hersey and Blanchards lead theory differs from other lead theories in the main because it ________.A) explores the role of the expectations of the draw for the confede rate B) focuses on the pursualC) holds that attractionship style should be dependent on the situation D) is prescriptiveE) deals strictly and exclusively with contingencies3) What is the main tenet of path-goal theory?A) palmy attractorship is achieved by selecting the right attractorship style. B) Stress is a form of situational unfavourableness and a attracters reaction to it depends on his or her intelligence and experience.C) trenchant group public presentation depends on the proper(a) match between the attractors style and the degree to which the situation gives control to the attraction. D) Leaders establish a special relationship with a small group of their chase because of time pressures.E) The leader is responsible for providing followers with the information, support, or other re credits required for them to do their jobs.4) Which of the adjacent is not a key characteristic of a charismatic leader? A) aesthesia to follower needsB) unconventional behavio rC) vision and unionD) parturiency orientationE) willingness to take risks5) Researchers are conducting a study of a company called top Corp, which they believe to be led by a transformational leader. Which of the side by side(p), if rightful(a), would some support the conclusion that raisings leader is a transformational leader? A) summits top managers often participation over defining the organizations goals. B) Acmes goals tend to be very ambitious and to hold personal value for employees.C) Creativity is disapprove among Acme employees.D) Acme managers are bourgeois and rarely take risks.E) Acmes compensation plans are designed to reward short-term results. 6) Leaders who crystalize role and chore requirements to turn over established goals acquaint a _________ style of leadership.A) transformationalB) transactionalC) charismaticD) self-initiatingE) situational7) Richard is a transactional leader who has just assigned a series of tasks to a project team. Which of the side by side(p) is most likely to be true about the teams capital punishment under Richards focussing?A) They will set new standards of productivity for the department, olympian Richards expectations.B) They will meet the goals set for them but are unlikely to go beyond those goals. C) They will tend to be unclear about the roles assigned to each team member. D) They will be highly motivated by what they view as Richards wondrous or extraordinary qualities.E) They will tend to put their individual self-interest in a higher place the interests of the company. Part B Discussion Questions1)Compare and contrast Hersey and Blanchards situational leadership theory with sign of the zodiacs path-goal theory.Hersey and Blanchards situation leadership theory is a contingency theorythat focuses on the followers. thriveing leadership is achieved by selecting the right leadership style, which Hersey and Blanchard argue is point upon(p) on the level of the followers pushiness. Th e stress on the followers in leadership effectiveness reflects the reality that it is the followers who accept or spurn the leaders. The term readiness refers to the extent to which people have the ability and willingness to go through a particularized task. SLT says if a follower is unable(p) and unwilling to do a task, the leader needs to give clear and special(prenominal) directions if followers are unable and willing, the leader needs to break high task orientation to compensate for the followers deficiency of ability and high relationship orientation to get the follower to buy into the leaders desires if followers are able and unwilling, the leader needs to use a appurtenant and participative style and if the employee is both able and willing, the leader doesnt need to do much. Path-goal theory was developed by Robert abode.The essence of the theory is that its the leaders job to look followers in attaining their goals and to provide the prerequisite direction and/o r support to discover that their goals are harmonious with the overall objectives of the group or organization. The term path-goal is derived from the belief that effective leaders clarify the path to help their followers get from where they are to theachievement of their work goals and make the journey on the path easier by reducing roadblocks. household identified four leadership behaviors.The guiding leader lets followers know what is figure 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 in the acquirening making a decision. The achievement-oriented leader sets ambitious goals and expects followers to perform at their highest level. House assumes that leaders are flexible and that the similar leader can display any or all of these behaviors depending on the situation.TUN KU ABDUL RAHMAN COLLEGEABDM2083 ORGANIZATION & HUMAN RESOURCETUTORIAL 9 root word 8 parleyPart A duple Choice Questions1) Communication responds all of the hobby functions within a group or organization but ________.A) motivationB) thinkC) emotional toneD) controlE) transferral information2) Alejandro is pixilated that the new recruit, Ben, is working faster than anyone else in the group, making the rest of the group look bad. In the company cafeteria Alejandro teases Ben and calls him the super recruit and imitates his style of working so rapidly. Alejandro wants to intimidate Ben so that he will work slower. Which function of conversation is Alejandro development by making fun of Ben?A) motivationB) controlC) expressionD) informationE) formal3) capital of Montana and Laura were talking on the phone. Lauras two year old son cut out and started crying and Laura could no longer hear what Helena said. This is an example of ________.A) transmittingB) decodeC) ruffleD) c atchE) analysis4) The discourse apply by managers to provide job instructions is ________ parley.A) downwardB) askanceC) formalD) directionalE) accidentPart B Discussion Questions1)Describe the converse process. Include the discourse process feign and explain the octet split of this model. in front talk can take place, a purpose, expressed as a gist to be conveyed, is needed. It passes between a sender and a recipient role. The nub is encoded (converted to a emblematical form) and passed by way of some moderate ( post) to the receiver, who retranslates (decodes) the content initiated by the sender. The result is a transfer of meaning from one person to another.The key parts of the converse process are1)the sender2)encoding3)the capacity4)the channel5) decipher6)the receiver7)noise8)feedbackThe source initiates a message by encoding a thought. The message is the actual physical product from the source encoding. The channel is the medium through which the message travels. The receiver is the object to whom the message is directed. The symbols must be translated into a form that can be understood by the receiver. This is the decoding. Noise represents intercourse barriers that distort the limpidity of the message. The finalconnection is a feedback loop.2) pardon how the grapevine functions and why it exists in organizational talk. Describe the world-wide direction of intercourse and the form of intercourse most commonly utilise in the grapevine. What can a manager do to limit the prohibit effects of the grapevine?The informal communication system is the grapevine. season it is informal it is silent an important source of information. A assess found that 75 percent of employees hear about matters archetypical through storys on the grapevine. The grapevine has three main characteristics. First, it is not controlled by management. Second, most employees perceive it as more plausible and reliable than formal communiqus issued by t op management. Finally, it is largely use to serve the interests of the people within it. Rumors emerge as a reception to situations that are important to us, when there is ambiguity, and under conditions that arouse perplexity.The fact that work situations often contain these three elements explains why rumors flourish in organizations. The cover and competition that typically prevail in large organizations, encourage and sustain rumors on the grapevine. A rumor will persist either until the wants and expectations creating the question are effect or the anxiety has been reduced.The grapevine for the most part follows lateral communication in which persons from the resembling hierarchical levels begin to relay messages. real rarely does management go in in the grapevine. In fact, one study describe that management only relayed messages to the grapevine ten percent of the time. by and large oral communication is used to relay grapevine information, although write e-m ail can be used as well, but is considered less safe for accountability reasons.Managers can not but eliminate rumors. What they should do is minimize the negative consequences of rumors by limiting their range and impact. The trounce way to reduce the negative consequences of rumors is to 1) Provide information 2) Explain actions and decisions that may appear inconsistent, unfair, or tightlipped 3) Refrain from hit the messenger and 4) put forward open communication channels.TUNKU ABDUL RAHMAN COLLEGEABDM2083 ORGANIZATION & HUMAN RESOURCETUTORIAL 10Topic 9 counterpoint ManagementPart A triple Choice Questions1) The diehardic view of conflict is the belief that conflict is ________. A) harmfulB) naturalC) necessaryD) situationally-dependentE) indifferent(p)2) Which of the followers is not a cause of conflict, according to the traditionalisticist view? A) familiar poor communication between peopleB) lack of receptiveness in the organizationC) trust between people in the organizationD) management tribulation to be antiphonal to employee needsE) management failure to be responsive to employee aspirations 3) The ________ view of conflict argues that conflict is necessary for a group to perform effectively.A) human relationsB) interactionistC) traditionalD) functionalE) thermolabile4) ________ conflicts are just about always dysfunctional.A) assessB) JobC) consanguinityD) ProcessE) useable5) The first stage of the conflict process is termed ________. A) cognition and personalizationB) behavioral manifestationC) potential resister or incompatibilityD) designE) habituation6) High job specialization can lead to ________ conflict.A) communicationB) structuralC) personal-variableD) job-relatedE) team7) In which stage are conflict issues defined?A) potential oppositionB) cognition and personalizationC) intuitionsD) behaviorE) reaction and transfer8) The conflict-handling end of collaborating is ________. A) self-asserting and uncooperativeB) self -assertive and cooperativeC) reticent and uncooperativeD) nonaggressive and cooperativeE) emotive and reflective9) Angelina feels that her cadre neighbor dialogue too obstreperously on the phone, but in other ways she is a great neighbor. Angelina gets blind drunk every time her neighbors phone rings, but she has decided its simply not worth the fretting to talk to her neighbor. Angelinas conflict intention is called ________.A) competingB) avoidingC) accommodatingD) conciliatoryE) collaborating10) Which of the following is not a conflict-resolution technique? A)creating superordinate goalsB) appointing a devils advocateC) avoiding the conflictD) exercising authoritative commandE) generating additive imagerys11) Stage II of the conflict process deals with conflict macrocosmness ________. A) perceived and matteB) apparent and experientC) expressed and perceivedD) overt and privatenessE) internalized12) Irma does not like a a couple of(prenominal) of the standard in o peration(p) procedures adapted for the new project. However, she discussed the items with the team and told them that she effectedshe was in the minority and that she would adapt the new procedures to maintain glitter operations within the team. This type of intention is called ________. A) sacrificingB) accommodatingC) collaboratingD) compromisingE) competingTUNKU ABDUL RAHMAN COLLEGEABDM2083 ORGANIZATION & HUMAN RESOURCETUTORIAL 11Topic 10 fountain and PoliticsPart A duple Choice Questions1) strength can be defined as ________.A) the ability to influence the behavior of othersB) the recognition of the dependency of othersC) congruity between the goals of the leader and those being led D) downward influence on ones followersE) upward influence on ones leaders2) One reacts to ________ king out of tutelage of the negative ramifications that index result if one fails to comply.A) consistentB) arrogantC) punitiveD) denotiveE) abusive3) The agency that the College Dean ha s been allow by the University over the faculty is termed ________ might.A) pedanticB) positionalC) allowD) organizationalE) equilibrate4) super tycoon play can be defined as ________.A) the only legitimate sources of powerB) techniques for translating power bases into specific action C) strategies for gathering and maintain supportD) organizational structural characteristicsE) approaches for fetching arguments5) Vivian has not been handling one portion of her duties in a satisfactory manner. As a result, her manager threatens to withhold her promotion. Which power tactic is being used?A) modifyB) ingratiationC) pressureD) personal appealsE) inspirational appealsPart B Discussion Questions1) line leadership and power. force-out does not require goal compatibility, hardly dependence. leading, on the other hand, requires some congruity between the goals of the leader and those being led. A second difference relates to the direction of influence. Leadership focuses on the d ownward influence on ones followers. Itminimizes the importance of lateral and upward influence patterns. Power does not. remedy another difference deals with research emphasis. Leadership research, for the most part, emphasizes style. It seeks answers to such questions as How supportive should a leader be? How much decision making should be dual-lane with followers? The research on power encompasses a broader realm and focus on tactics for gaining compliance. Power can be used by groups as well as by individuals to control other individuals or groups. 2) advert and discuss the bases of personal power.Personal power comes from an individuals unique characteristics. Two bases of personal power are expertise, the respect and admiration of others.a) intellectual power is influence wielded as a result of expertise, special skill, or knowledge. expertness has become one of the most sizeable sources of influence as the world has become more technologically oriented.b) Referent power is based on identification with a person who has desirable preferences or personal traits. If I like, respect, and wonder you, you can exercise power over me because I want to please you.3) have sex between legitimate political behavior and unlawful political behavior.Legitimate political behavior refers to expression everyday government complaining to your supervisor, bypassing the chain of command, forming coalitions, obstructing organizational policies or decisions through inaction or riotous adherence to rules, and develop contacts outside the organization through ones skipper activities.On the other hand, there are also illegitimate political behaviors that demote the implied rules of the game. Those who pursue such extreme activities are often depict as individuals who play hardball. Illegitimate activities include sabotage, whistleblowing, and symbolic avers such as erosion unorthodox dress or protest buttons, and groups of employees simultaneously life histor y in sick.TUNKU ABDUL RAHMAN COLLEGEABDM2083 ORGANIZATION & HUMAN RESOURCETUTORIAL 12Topic 11 humans imaginativenessfulness Policies and Practices ( forgiving Resource provision& Forecasting, Recruitment)Part A Discussion Questions1) desex human resource cooking. Describe the dickens (2) components in human resource planning. tender resource planning is the systematic process of co-ordinated the internal and external cut of people with job openings judge in the organization over a specific period of time. tender resource planning has 2 components requirements and availability. A requirements forecast involves ascertain the number, skill, and location of employees the organization will need at early dates in order to meet its goals. The object of whether the firm will be able to secure employees with the necessary skills, and from what sources, is called an availability forecast. 2) Describe human resource databases and how databases can assist in matching internal emplo yees to positions.A human resource database contains employee information that permits management to make HR decisions. Information that might appear in such databases, includes, but is not limited to, the following work history and experience, specific skills and knowledge, licenses or certifications held, organizational prep completed, educational background, previous consummation appraisal evaluations, discernment of strengths and impuissancees, development needs, promotion potential at present, and with further development, stream job deed, field of specialization, job preferences, geographic preferences, career goals and aspirations, anticipated retirement date, and personal history, including psychological legal opinions. Databases are being used by organizations to enable human resources to match people with positions.3) name TWO (2) methods are available to firms when either a shortfall or excessiveness of workers is forecasted?Firms approach with a shortage of work ers may use1)2)3)4)innovative recruiting,compensation incentives, and educate programs to fill positions. take down of employment standardsFirms faced with a dissipation of workers may use1)2)3)4)5)layoffs,restricted hours,hiring freezes may be necessary, andencourage early retirement andthe use of vacation time.TUNKU ABDUL RAHMAN COLLEGEABDM2083 ORGANIZATION & HUMAN RESOURCETUTORIAL 13Topic 12 Human Resource Policies and Practices (Selection)Part A four-fold Choice Questions1) Which of the following is the most common method of initial selection? A) write testsB) background summateC) performance testD) application formE) work-sample test2) more(prenominal) than ________ percent of employers conduct some type of background withstand on potential employees during some point in the hiring process, unremarkably either in the initial phase or the contingent phase.A) 25B) 50C) 65D) 80E) 953) The take up way for an employer to find out if a potential employee can do a job is by __ ______.A) using the question processB) using a write testC) having them deteriorate a day in the officeD) administering an IQ testE) using a performance pretension test4) dally sample tests are widely used in hiring ________.A) uneducated laborB) sure-handed workersC) professional workersD) managersE) knowledge workers5) The results of which of the following tend to have a disproportionate derive of influence on employee selection decisions?A) questionsB) written testsC) performance wile testsD) work take in methodsE) reputation tests6) The behavioral structured interview is built on the assumption that________. A) past times behavior is the take up forecaster of future day behaviorB) technical knowledge and skills are the shell predictor of job performance C) personality is the best predictor of job performanceD) personality and irritability are highly correlativeE) technical knowledge and mood are highly correlatePart B TRUE / wild Questions1) As a selection dev ice, written tests have diminish in utilisation during the past 20 years. (TRUE /FALSE)2) A test that measures factors such as dependability, carefulness, responsibility, and honesty is referred to as a performance factor test.(TRUE /FALSE)3) Work samples yield validities almost consistently headmaster to written cleverness tests. (TRUE /FALSE)4) In assessment centers, job candidates are evaluated as they go through some(prenominal) days of exercises that put on real problems they would confront on the job. (TRUE /FALSE)TUNKU ABDUL RAHMAN COLLEGEABDM2083 ORGANIZATION & HUMAN RESOURCETUTORIAL 14Topic 13 & 14 Human Resource Policies and Practices ( process Evaluation)Part A Multiple Choice Questions1) Performance evaluations today are generally based on which three types of behavior? A) task performance, productivity, tenureB) productivity, efficiency, absenteeismC) task performance, citizenship, counterproductivityD) citizenship, counterproductivity, personalityE) leadership, culture, efficiency2) Performance evaluations are used as a appliance for all of the followingexcept ________.A) supervise the success of merchandise strategiesB) determining promotionsC) pinpointing employees skillsD) identifying training and development needsE) providing feedback to employees3) Which of the following is not a weakness of the 360-degree evaluation system? A) artificially blow up feedback from peersB) insufficient training for performance evaluatorsC) discrepancies between evaluating groupsD) provides a wide performance purviewE) difficulties in cooperative differing evaluations4) Performance evaluations are used to ________.A) improve group cohesivenessB) define departmental structureC) help management make HR decisionsD) identify how jobs are completedE) decrease conformity within organizations5) Which of the following is the least predictive set of criteria used to evaluate employees?A) traitsB) task outcomesC) behaviorsD) personalityE) moodPart B Discussi on Questions1) What are the three most popular sets of criteria for evaluating employee performance?The three most popular sets of criteria for evaluating employee performance are individual task outcomes, behaviors, and traits.a) If ends count, rather than means, then management should evaluate an employees task outcomes. In many cases, its difficult to identify specific outcomes that can be right away attributable to an employees actions.b) Its not unusual for management to evaluate the employees behavior. c) The weakest set of criteria, save one that is widely used by organizations is individual traits. They are weaker because they are farthermost removed from the actual performance of the job itself.2) Who should perform employee evaluations?With many of todays organizations using self-managed teams, telecommuting, and other organizing devices that distance bosses from their employees, an employees immediate superior may not be the most reliable judge of that employees perfor mance. Thus, in more and more cases, peers and even subordinates are being asked to participate in the performance evaluation process. Also, increasingly, employees are participating in their own performance evaluation. In most situations, in fact, it is highly advisable to use multiple sources of ratings. each individual performance rating may say as much about the rater as about the person being evaluated. By averaging crosswise raters, we can hold up a more reliable, unbiased, and accurate performance evaluation.