Question 1

Rachael works in alumni relations at a university and has very little autonomy in how she accomplishes her work. What aspect of organizational structure might be high or prevalent in this university?

Accepted Answer

Formalization refers to the degree to which an organization has official rules, procedures, and documentation in place. In this case, Rachael's lack of autonomy suggests that the university has a high degree of formalization, meaning that there are likely many rules and procedures in place that dictate how work should be done.

Question 2

Which stressor may be more likely to be present in a matrix organization in which employees effectively have multiple supervisors?

Accepted Answer

In a matrix organization, employees have multiple supervisors and may receive conflicting instructions or demands, leading to role conflict. This stressor is more likely to be present in such an organization than low-quality LMX, evaluation apprehension, or work-family conflict.

Question 3

Which factor may influence an organization's culture?

Accepted Answer

All of these factors can play a role in shaping an organization's culture. Attraction-selection-attrition refers to the idea that employees who are attracted to an organization, selected for hiring, and retained over time tend to share similar values and tendencies, which can contribute to a shared organizational culture. Founder's values can also be highly influential, as the original leaders of an organization often set the tone for the culture that develops. Finally, the history of the organization can shape its culture as well, as certain events, milestones, and practices can become embedded in the way things are done.

Question 4

While organizational culture may be important, ____________ may matter more in some circumstances.

Accepted Answer

While organizational culture can be influential, research has shown that person-organization fit may be even more significant in determining employee behavior and satisfaction in certain situations. Choosing employees whose values and goals align with those of the organization can result in greater job satisfaction, commitment, and productivity.

Question 5

Which theory of organizational design posited that one best way to structure work and design organizations?

Accepted Answer

Classical Organization Theory, pioneered by theorists such as Max Weber and Frederick Taylor, posited that there is one best way to structure work and design organizations for maximum efficiency and productivity. This theory focused on optimizing tasks and processes to minimize waste and increase output. It has since been criticized for ignoring the importance of human factors such as motivation and communication.

Question 6

Which organizational structure is built for flexibility and adaptability?

Accepted Answer

Organic organizational structure is built for flexibility and adaptability. It is characterized by decentralized decision-making, flat hierarchies, and fluid communication channels, allowing for fast-changing environments and innovation. Classical and mechanistic structures are rigid and hierarchical, while bureaucratic structures prioritize rules and regulations over flexibility.

Question 7

An individual employee's perceptions of the climate and behavioral patterns in their organization is referred to as the

Accepted Answer

An individual employee's perceptions of the climate and behavioral patterns in their organization is referred to as the psychological climate. Organizational climate refers to the shared perceptions and attitudes about the organization within a group or team, while team climate is specifically related to the attitudes and perceptions within a team. Organizational culture refers to the shared values, beliefs, and practices of an organization as a whole.

Question 8

Systematic gathering of information from employees to identify potential problem areas, stimulating conversation around these particular areas, and establishing motivation to change, are all a part of the _____ process.

Accepted Answer

The systematic gathering of information from employees to identify potential problem areas is known as survey feedback. The process involves questioning employees about various aspects of their work and the organization to identify areas of improvement. The feedback obtained is used to stimulate conversations around these areas and establish motivation to change. Options A, C, and D are not appropriate because they do not specifically refer to this process.

Question 9

Organizational design refers to structures of accountability and responsibility, HR practices, and business process in an organization.

Accepted Answer

Organizational design encompasses the structures of accountability and responsibility, HR practices, and business processes within an organization.

Question 10

Functional departments distribute employees working in the same function (e.g., accounting) into different departments.

Accepted Answer

Functional departments group employees based on their job functions into the same department (e.g., all accounting employees would be in the accounting department).

Question 11

Organic structures are associated with high levels of perceived fairness by employees and are considered the most effective organizational structures.

Accepted Answer

Organic structures, characterized by flexibility, decentralized decision-making, and informal communication, may enhance perceived fairness and effectiveness in certain dynamic environments. However, there is no one-size-fits-all answer; the effectiveness of organizational structures varies depending on the context, including the industry, company size, and external environment. Some organizations might function better under more traditional, hierarchical structures, especially in stable environments where clear lines of authority and routine processes are beneficial.

Question 12

A virtual organization refers to an organization in which all of the work is completed online.

Accepted Answer

A virtual organization is one where the majority of work is done online, but not necessarily all work. Some tasks may still require physical presence or offline activities.

Question 13

Job enrichment is an example of a technostructural approach to organizational development.

Accepted Answer

Job enrichment is a technique used in technostructural approach to organizational development to improve job satisfaction and motivation by adding more responsibilities and challenges to an employee's job.

Question 14

Unfreezing is the stage of change in which new ways of working are made permanent within the organization.

Accepted Answer

Unfreezing is actually the stage of change in which individuals or organizations become aware of the need for change and begin to prepare for it, while "refreezing" is the stage in which new ways of working become permanent within the organization.

Question 15

Organizations that are highly formalized have a lot of rules and procedures and low tolerance for deviations from rules.

Accepted Answer

Highly formalized organizations have structured rules and procedures that must be followed strictly with a low tolerance for deviations or non-compliance.

Question 16

The adhocracy culture is one that puts innovation first.

Accepted Answer

Adhocracy culture emphasizes on innovation, creativity, agility and flexibility rather than following a strict set of rules and procedures. It encourages employees to experiment and take risks in order to achieve the goals of the organization.

Question 17

The ASA model describes the three stages of organizational change.

Accepted Answer

The ASA model, which stands for Attraction-Selection-Attrition, describes how individuals are attracted to, selected by, and eventually leave organizations, rather than stages of organizational change.

Question 18

Appreciative inquiry involves identifying the unique strengths and best aspects of the organization, followed by generating ideas about how to build on them

Accepted Answer

Appreciative inquiry is a positive approach to change management that focuses on identifying and building upon an organization's strengths, rather than addressing weaknesses or deficits. This involves exploring what is working well in the organization, analyzing why it works, and imagining ways to amplify and expand these positive aspects.

Question 19

_____ culture values employee satisfaction and commitment and therefore has a great emphasis on fairness, employee empowerment, and putting employees first.

Accepted Answer

The answer of _____ culture values employee satisfaction and commitment...

Question 20

____ paradigm is an approach to organizational design where the key factor is understanding the context of the organization operates and configuring the organizational structure accordingly.

Accepted Answer

The answer of ____ paradigm is an approach to organizational...

Quiz 14: Organizational Structure, Culture, and Change