******** * ** ** ** Points

Which of *** following ** not *** of the *** *** elements ** ************** structure?

* location ** authority

* ********************

* work ***************

* **** ** ********

******** * ** ** ** *******

__________ ** *** *** ******* **** ********* *** **************

* * dual **** ** ********

* ****************

* *****************

* ******** empowerment

******** * ** 40 25 *******

************* ********* a(n ********** ******** *** ** **** minimize **** and ******** *********** *** ****** ****** **** new ******** ** new markets **** ***** ********** have proven ***** **********

* innovation

B *************

C **********

D ********

Question 4 ** ** ** Points

** ************ pursuing *** ********** ******* controls ***** ******** from ********* *********** ******** and **** ****** for ***** *********

* ****** structure

B imitation strategy

* ********** *********

* ***************** *********

Question 5 of ** 25 *******

*** ******** *** ******** ** *** *** ****** ************ whether **** have ******* ******* ********** ******** **** ** the **** ** *** ************ *** lots ** rules *** ******** *** **** ** **** **** ********** the ***********

* ***** ** command

B degree of formalization

* **** ** control

D ****** ** ********************

******** 6 ** 40 ** *******

The **** ******** case ***** notes **** *** senior ********** ** **** ** ********* ******* *** ******* ***** so **** ** bring new products ** *** market ***** ** the following ********** ***** **** ******** ******** as *** **** likely ******** ** **** *********

A ******** the *** of **************** work teams

* decentralization ** *** *************** ********

* decreased **** ***************

* decreased ************* ** ******** and ***********

******** * ** ** ** *******

*** unity-of-command ********* ****** that ***********

* ******** ****** ***** their ********* to a maximum of 12 employees

B ******** should ******* *** ** **** employees ** ********

C ** individual ****** ** ******** responsible to only *** ***********

* ******** should provide ********* to ***** ********* in * ******* ********

******** 8 ** ** 25 *******

***** ** the following ** *** **** of ** ******************** *************

* public pressure *******

B **********

* **********

* ************

******** 9 ** ** ** *******

Work ************** *********** to ****** ******** ************ *** ** *** ***** of __________

* ******* ********* of ******

B increased *****

* reduced job satisfaction

D ********** flow ** ************

******** 10 of ** ** *******

**** ** ******* ** * key ******* ** ** ******************** ********* ***** ** *** ********* key ********* ** ********* by this element?

* On **** ***** **** **** ** ******* **********

B To **** ** *********** and ****** ********

C To **** ****** **** there be rules and *********** ** direct ********* *** **********

* *** **** *********** *** * manager *********** and *********** direct?

******** ** ** 40 ** *******

**** trainees *** ***** * **** ***** ********** * ***** ************* **** called Acme ******** In assessing ************ ************** structure **** ******** ****** that *** ** *** *************** ********* *** **** ** *** ********** **** ****** ** ** ***** **** *********** ********* *** trainees most ****** ******** **** ** a ********** organization

* ****** **************

B ****** ***********

* ****** departmentalized

* ****** ************

******** 12 ** 40 ** *******

*** candidates *** ****** ********** *** ****** ** seek out *** **** ********** ** *********** ********** and ***** *** **** ********** *** more likely to *** ** ** an ******* **********

* *************** *********

* centralization; *****************

C *** ************* job *********

* ****** ********** ****** structure

******** ** of ** ** *******

***** ** *** ********* is ********* * characteristic ** *** *********** ***** ** organization?

* low formalization

B ***** ********************

* ************* ***********

* **** ***** ** ********

Question 14 of ** ** Points

***** ** *** ********* ********* ** *** ******* strength ** * bureaucracy?

* ** ******* ************ ********** in * highly ********* *******

* to ***** *** unity-of-command ******* ******* ************

* ** facilitate coordination **** the organization *** ******* ***********

* to save a ***** deal ** money by *********** ************ ******

******** ** of 40 ** *******

*** ***** ********* of * virtual ************ is *** ***********

* decentralized structure

* ability ** ******* role clarity

* flexibility

* ****** **************** **********

******** ** ** ** 25 *******

Which ** *** ********* statements is **** ***** the simple structure?

* ** ** very expensive ** operate

* ** ** ************* ** * **** ****** ** departmentalization

* It ******* ************ inadequate ** ** organization ******

D It ** ******

******** ** ** ** ** *******

Employee ********** ** ********* ******* to ***********

* ***********

B **************

* ***************

* ********************

******** ** of 40 ** Points

***** of *** following ********** ** **** ********* * ****** structure?

A ** breaks *** unity-of-command concept

* ** ****** ******* ********* of scale

C ** reduces ********* ***** *** ******* ** *****

* ** ******** ***** **********

******** ** ** 40 ** *******

The ***** ******** in a ********** ******** ** **** ****** and ****** ****** ** be ****** ** ****** __________

* chain ** command

B **********

C **** ** control

* unity ** ********

******** 20 ** 40 ** *******

***** ** ******* is * *** ******* ** ** ******************** ********* ***** of *** ********* *** ********* is ********* ** **** *********

* *** **** *********** *** a manager *********** *** *********** ********

B ** **** do individuals and ****** ********

C On **** basis **** **** ** ******* **********

* ** what degree *** ********** ********** into ******** ******

******** ** of ** ** Points

*************** boss ************* **** ******* ******* ***** at **** ** *** ****** ** **** *** beach house *** ** cares about ** that *** project ** ********* ** **** on budget *** **** exemplary quality ***** ************** of organizational ******* **** ********* this aspect ** *************** job?

A *** ************

B **** ******* ************

* high attention ** detail

* *** aggressiveness

******** ** of ** ** *******

Which of *** ********* ***** ***** your ********** take ** **** **** you develop * ********** to your *** *********

* ********* you ** **** ************* ** ***** ** learn *** ropes

* ******* *** rules *** ******** ** *** ************ ** ****

* encourage you ** ******* friendships ****** *** organization

* ********* *** ** **** ********* at **** *** assumptions ***** *** ** biased

Question ** ** ** ** *******

******** ********* does ******* **** opportunities *** ************* ********* ********* ********** ***** **** working ** ********* __________

* ************* **********

* unfair discrimination

* ethnic **********

* irrelevant ************ ****************

******** ** ** ** ** Points

*** two ***** ***** ** ********* diversity are ********** and ***********

* ************* ********** ********** diversity

* ************* diversity; ************* **********

* organizational-level ********** **************** diversity

D ************* diversity; ********** diversity

Question ** ** 40 ** *******

__________ is *** ********** set of ******** *************** that often ******* **** *****

* **********

B *************

* Diversity

* *************

Question 26 of ** ** *******

Barbara ** *** **** ****** for * ***** city ********* *** of *** advertising ***** representatives ****** was ******* ** * *** ** ********** ******* ******* ******** **** Mathew *** ***** ************* ***** **** *** ***** ***** ********* ***** ********** different ****** She offered Mathew ** opportunity to ***** * ****** restaurant ****** ***** ****** ** creating * ******** ************ did ******* *********

* rewarding **** **** **********

* ******** ** organization **********

* *********** ********** growth

* encouraging intense ********* ************

******** ** ** 40 ** *******

** create a **** ethical culture ********** ****** ** *** ** *** following ****** ***********

* ***** ** * visible role model

* ********* unbridled ************

* provide ******* *********

* communicate ethical *************

******** ** ** 40 ** Points

********** ** a process that helps *** employees ***** to the ********** ************** ********

* Satisficing

* ********** ****************

* **************

* Formalization

Question 29 ** ** 25 *******

Nunya employees *** ******* ** ***** ********** This is an ******* ** * ********** ******* which ************** ******* ** ************

A ******

B *******

* ******** *******

* ******** ****

******** ** of ** 25 *******

* ****** ******* ****** ****** employee turnover ******* ** ******* ** ***********

* a ****** centralized *************

* ****** spans of ********

* ************ *** ************** ***********

* * highly formalized *************

******** ** ** ** ** *******

__________ *** ** defined as ******* ***** ** *************** of *** organization *** **** ***** opportunity ** ******* ** ******* ******* ******* *** performance

A *************

B Exclusive practices

* Sexual ***********

* Discriminatory policies ** **********

******** ** ** ** ** *******

********** **** ****** ********* *** ********** *** ** initial ****** and ***********

* Random ************

* Surface-level segregation

* ****** ***************

D ************* **********

******** ** of ** ** *******

********* ** ******* ** *** ********** ******** ****** *** ** identify ***********

* *****

* **********

* ********

* *************

******** ** ** ** ** *******

The *********** that you ******* during *** ************ and ****** process is * **** ** *** __________ stage ** employee **************

* *************

B ***********

* **********

D **************

******** 35 of ** ** *******

******** *** ******* order ** *** socialization process

* encounter metamorphosis ***************

* ********** ******* evaluation

* ********** ******* post-arrival

D ********** ********* **************

******** 36 of 40 ** *******

****** the ********** ***** * new employee ******** *** expectations **** *** ********* ** *** *************

A prearrival

* **********

* **************

* post-arrival

******** ** ** ** ** Points

********* is one of the seven ******* *************** **** ******* the essence ** ** ******************** ******* ** indicates *** degree to ***** ***********

* ************** ********** ********* maintaining the status quo ** ******** to *******

* ********** ******* ** results ** ******** rather than ** *** techniques *** ********* **** ** achieve them

* ********** decisions **** into ************* the ****** ** ******** ** ****** ****** *** organization

* **** ********** *** ********* around ***** ****** **** individuals

******** ** ** ** ** *******

*** phrase __________ can refer ** *** characteristic **** ***** people ********* **** *** ********

* ******* **********

* ********** diversity

C ******* **********

D ********* **********

******** 39 of ** ** Points

Phyllis ***** *** * corporation **** ******** fired ***** *** ******** *** **** caught ***** the ******* ****** ***** ** ******** ******* their ******* *** even purchase ********* that *** ***** ** ***** homes ***** ****** ** maintaining ** ******* ******* ** Phyllis’s company **********

* ******* ** a visible **** model

* communicating ******* *************

C ********* ethical *********

* ******* punishing ********* *****

Question 40 ** ** ** *******

Consistency ** ******** ** ** ***** ** an organization when the organization ***********

* ******** ** * stable ************

* encourages ********** *** ************

* ** highly *****************

* *** an employee-oriented *******