Chapter 10

Fundamentals of Management, 10e, Global Edition (Robbins) Chapter 6 Organizational Structure and Design 1) Organizational design requires a manager to ________. A) decide who leads a group within an organization B) change the culture of an organization C) change or develop the structure of an organization D) change the logo of an organization Answer: C Explanation: By definition, organizational design requires that an individual develop or change an organization's structure. Changing organizational culture or deciding who leads a group may influence structure in only minor ways, so those choices are incorrect. Changing the logo of the organization also does not constitute creating or significantly modifying the organization's structure. Diff: 1 LO: 6.1: Describe six key elements in organizational design. 2) All of the following are part of the process of organizational design EXCEPT ________. A) deciding how specialized jobs should be B) determining rules for employee behavior C) determining the level at which decisions are made D) determining goals for the organization Answer: D Explanation: Organizing jobs, formulating rules, or clarifying a decision-making process are clearly examples of developing an organization's structure. Determining goals is part of establishing an organization's mission, not creating its structure that will help carry out that mission. Diff: 2 LO: 6.1: Describe six key elements in organizational design. 3) Which of the following are NOT basic elements of organizational design? A) work specialization, span of control B) chain of command, line authority C) centralization, decentralization D) departmentalization, formalization Answer: B Explanation: The six elements of organizational structure are given in the three incorrect choices: work specialization, span of control, centralization, decentralization, departmentalization and formalization. Chain of command and line authority are not included as basic elements of organizational structure, so "chain of command, line authority" is the correct response. Diff: 2 LO: 6.1: Describe six key elements in organizational design.

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4) Which of the following is synonymous with work specialization? A) division of labor B) job discrimination C) chain of command D) job preference Answer: A Explanation: Division of labor is the only term among the four choices that describes how work is specialized. Job discrimination describes how employees are mistreated in the job market. Job preference describes how employees select jobs. Chain of command describes authority relationships in organizations. Diff: 2 LO: 6.1: Describe six key elements in organizational design. 5) Which statement accurately defines work specialization? A) It is the degree to which tasks are grouped together. B) Individual employees specialize in doing part of an activity rather than the entire activity. C) Jobs are ranked relative only to their worth or value to the businesses. D) Work specialization clarifies who reports to whom. Answer: B Explanation: The choice regarding the degree to which tasks are grouped together describes departmentalization, not specialization. The choices regarding ranking jobs and work specialization both describe a power relationship in an organization, so they are incorrect. The choice regarding individual employees accurately identifies the idea that work specialization requires dividing a task into parts, so it is the correct response. Diff: 3 LO: 6.1: Describe six key elements in organizational design. 6) Early supporters of work specialization saw it as ________. A) a reliable way to increase productivity B) a good way to increase employee morale C) a source of innovation D) an immoral way to coerce workers into greater productivity Answer: A Explanation: Work specialization has never been seen as a way to increase productivity or innovation. Work specialization was seen as an excellent but ultimately limited way to increase productivity, so "a reliable way to increase productivity" is the correct response. Diff: 2 LO: 6.1: Describe six key elements in organizational design.

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7) Early users of work specialization in the early twentieth century found that the practice ultimately resulted in ________. A) higher profits and better employee morale B) bored workers with low morale C) huge and permanent productivity gains D) better communication among employees Answer: B Explanation: While managers initially saw profit and productivity gains in work specialization, the gains were not huge, not permanent, and not accompanied by increases in morale, so these choices are incorrect. Better communication was never observed by managers so that choice is incorrect. After initial gains, managers did see an inevitable drop in morale of employees as they contended with drudgery, making "bored workers with low morale" the correct response. Diff: 3 AACSB: Ethical understanding and reasoning LO: 6.1: Describe six key elements in organizational design. 8) Today, managers favor this approach with regard to work specialization. A) All tasks are performed by all employees to promote fairness. B) Partners switch jobs every half hour to overcome boredom. C) Employees specialize to maintain efficiency. D) Monotonous tasks are shared by all employees to prevent perceived favoritism. Answer: C Explanation: Most managers today see work specialization as an important organizing mechanism because it helps employees be more efficient. The other choices given here have been tried in isolated cases, but none constitutes a prevalent approach of today's managers. Diff: 2 LO: 6.1: Describe six key elements in organizational design. 9) Functional departmentalization groups jobs by ________. A) tasks they perform B) territories they serve C) products or services they manufacture or produce D) type of customer they serve Answer: A Explanation: The choice regarding territories describes geographic departmentalization, while the choice regarding products or services describes product departmentalization, and the choice regarding type of customer describes customer departmentalization. That makes "tasks they perform" the correct response, as functional departmentalization groups employees by the jobs they perform. Diff: 2 LO: 6.1: Describe six key elements in organizational design.

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10) ________ departmentalization is based on territory or the physical location of employees or customers. A) Functional B) Product C) Geographic D) Matrix Answer: C Explanation: Among the four choices, only "geographic" refers to territory, so "geographic" is the correct choice. Diff: 1 LO: 6.1: Describe six key elements in organizational design. 11) A soap company that features a bath soap department, a laundry detergent department, and a dish soap department is using which of the following? A) process departmentalization B) functional departmentalization C) product departmentalization D) customer departmentalization Answer: C Explanation: The soap company clearly is organizing by product, not a particular process, the job people do, or the customer that is served. That makes "product departmentalization" the correct response. Diff: 2 AACSB: Application of knowledge LO: 6.1: Describe six key elements in organizational design. 12) What kind of departmentalization would be in place in a government agency in which there are separate departments that provide services for employers, employed workers, unemployed workers, and the disabled? A) product B) geographic C) outcome D) customer Answer: D Explanation: Employed workers, unemployed workers, employers, and disabled workers are categories of people who will use the agency's services–its customers. Therefore, "customer" is correct and the other choices incorrect. Diff: 2 AACSB: Application of knowledge LO: 6.1: Describe six key elements in organizational design.

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13) State motor vehicle offices usually use this kind of departmentalization. A) product B) functional C) customer D) process Answer: D Explanation: Motor vehicle offices organize, for example, by the process of getting a driver's license. First the customer fills out forms, then takes an eye test, then takes a written test, and so on. This makes "process" correct. Diff: 2 AACSB: Application of knowledge LO: 6.1: Describe six key elements in organizational design. 14) The line of authority that extends from the upper levels of management to the lowest levels of the organization is termed the ________. A) chain of responsibility B) unity of command C) staff authority D) chain of command Answer: D Explanation: Unity of command refers to a single authority prevailing when organizational conflicts arise rather than a hierarchical authority. Staff authority refers to the authority that staff managers have over support personnel. Only the chain of command describes the hierarchical relationship between levels of an organization with respect to authority, so that is the correct response. "Chain of responsibility" is incorrect because it is not a recognized term. Diff: 1 LO: 6.1: Describe six key elements in organizational design. 15) The chain of command answers this question. A) Where do I go for help? B) How do I know when the task is complete? C) What are the rules? D) Who reports to whom? Answer: D Explanation: The classic description of the chain of command is that it determines who reports to whom. The other questions given here–asking for help, knowing when work is complete, and learning the rules–do not explicitly involve authority, so they are incorrect. Diff: 2 LO: 6.1: Describe six key elements in organizational design.

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16) Authority gives an individual the right to do this. A) give orders B) reprimand employees C) command respect D) obey orders Answer: A Explanation: Authority confers the right to direct subordinates and, if necessary, issue commands and orders, making "give orders" the correct response. Reprimanding may be done by superiors to subordinates, but it is not an explicit part of authority. Commanding respect is completely independent of authority–although practically speaking, authority is hard to establish without it. Finally, all employees have the "right" to obey orders, not just a person with authority, making "obey orders" incorrect. Diff: 1 LO: 6.1: Describe six key elements in organizational design. 17) In the chain of command, each person above you ________. A) has special privileges B) receives higher pay C) has line authority D) has no right to give you orders Answer: C Explanation: Line authority is the explicit right to issue orders to a subordinate. People of higher rank may or may not receive special privileges or more pay than people below, so those choices are incorrect. Finally, "has no right to give you orders" can be eliminated because it is the opposite of the correct answer. Diff: 2 LO: 6.1: Describe six key elements in organizational design. 18) Staff managers have authority over ________. A) special support employees only B) line managers C) middle managers D) the person above them in the chain of command Answer: A Explanation: Staff managers have authority only over the special support staff they control. Staff managers typically do not exercise authority over other employees, even if they outrank them. This makes "special support employees only" the correct response and the other three choices incorrect because they all identify people other than support staff. Diff: 2 LO: 6.1: Describe six key elements in organizational design.

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19) Line authority gives a manager the ability to direct the work of ________. A) any employee in the firm B) any subordinate C) any subordinate, after consulting with the next higher level D) only subordinates one level down Answer: B Explanation: Line authority is the explicit right to issue orders or direct the activities of any subordinate. Line authority confers this right to a manager without any prior consultation with higher-ups. This makes "any subordinate" the correct response. "Any subordinate, after consulting with the next higher level" is incorrect because line authority extends only downward, not up to higher-ranking individuals. Diff: 2 LO: 6.1: Describe six key elements in organizational design. 20) ________ prevents a single employee from getting conflicting orders from two different superiors. A) Line authority B) Unity of command C) Staff authority D) Chain of command Answer: B Explanation: Chain of command, line authority, and staff authority are involved in determining how organizational orders and discipline are handled. However, only unity of command deals explicitly with resolving conflicting orders, so it is the correct response. Diff: 2 LO: 6.1: Describe six key elements in organizational design. 21) The importance of unity of command has diminished in today's workplace because of its tendency to be ________. A) inflexible and inefficient B) ethically questionable C) chauvinistic and dictatorial D) too decisive Answer: A Explanation: Unity of command is a principle that establishes absolute authority of the superior in an organization. In today's workplace, flexibility is valued over authority so unity of command has been downgraded. This makes "inflexible and inefficient" the correct response. Unity of command is not ethically questionable, so that choice can be eliminated. Similarly, though there may be an element of veracity in the remaining two choices, they can both be ruled out since being dictatorial or overly decisive are not causes of the diminution of unity of command. Diff: 2 LO: 6.1: Describe six key elements in organizational design.

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22) Which of the following statements is true? A) Power is a right. B) Authority is one's ability to influence decisions. C) Authority is a right. D) Both power and authority are rights. Answer: C Explanation: The choices indicating that power is a right and authority is one's ability to influence decisions have the facts reversed. Power, not authority, is the ability to influence decisions, and authority is a right. That makes the choice indicating that authority is a right the correct response and also rules out the remaining choice since authority alone is a right. Diff: 2 LO: 6.1: Describe six key elements in organizational design. 23) ________ is the obligation or expectation to perform a duty. A) Responsibility B) Unity of command C) Chain of command D) Span of control Answer: A Explanation: By definition, responsibility is the obligation to perform duties that have been assigned, so that is the correct choice. An employee's responsibility is to complete the task that he or she has been assigned. Two of the other choices here, "unity of command" and "chain of command," refer to giving and following orders, so they can be eliminated. Span of control refers to the number of employees who report to a manager, so it also is an incorrect choice. Diff: 1 LO: 6.1: Describe six key elements in organizational design. 24) The personal secretary of a top manager may have ________. A) power but not authority B) authority but not power C) power and authority D) line authority but not staff authority Answer: A Explanation: A secretary who controls access to the boss wields power in his or her ability to grant people entrance, but he or she does not have authority to issue orders or assignments. Therefore, the secretary has power without authority. This makes "power but not authority" the correct choice and renders the other three choices incorrect. Diff: 3 AACSB: Application of knowledge LO: 6.1: Describe six key elements in organizational design.

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25) Which of the following statements is true? A) Power is a type of authority. B) Authority and power are identical. C) Authority is a type of power. D) Power is determined by horizontal position in an organization. Answer: C Explanation: Authority is a subset of power. Authority is the power to give orders and make assignments. This makes "authority is a type of power" the correct choice and causes "power is a type of authority" and "authority and power are identical" to be incorrect because neither one of them identifies authority as a type of power. Finally, "power is determined by horizontal position in an organization" is incorrect because power is determined by both the horizontal and vertical position of a person in an organization. Diff: 3 LO: 6.1: Describe six key elements in organizational design. 26) As represented in a power cone, power is based on ________. A) vertical position only B) horizontal position only C) distance from the center only D) vertical position and distance from the center Answer: D Explanation: Vertical position by itself determines authority, not power, so "vertical position only" is incorrect. Horizontal position on its own determines neither power nor authority, so "horizontal position only" is incorrect. Distance from the center only partly defines power, so that choice is incorrect. The remaining choice gives the correct relationship: power is determined by both vertical position and the distance from the center power core of the diagram. Diff: 3 AACSB: Analytical thinking LO: 6.1: Describe six key elements in organizational design. 27) As represented in a hierarchical organization diagram, authority is based on ________. A) vertical position only B) horizontal position only C) distance from the center only D) horizontal and vertical position Answer: A Explanation: In a hierarchical organization diagram, vertical position is a measure of authority. The person at the top, therefore, has the most authority and the person on the bottom the least, making "vertical position only" the correct choice. The three other listed possibilities feature a horizontal dimension, so they are incorrect. Diff: 3 AACSB: Analytical thinking LO: 6.1: Describe six key elements in organizational design.

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28) A construction site supervisor who sees an impending thunderstorm and tells workers to go home is demonstrating ________. A) line authority B) staff delegation C) provisional accountability D) responsibility Answer: A Explanation: This is a perfect example of line authority: the supervisor is exercising the authority to make a decision and give an order to subordinates without consulting any of his superiors. This makes "line authority" correct and rules out the other three choices. Diff: 2 AACSB: Application of knowledge LO: 6.1: Describe six key elements in organizational design. 29) ________ is the power that rests on the leader's ability to punish or control. A) Reward power B) Coercive power C) Expert power D) Referent power Answer: B Explanation: Coercive power is the power that comes from fear, so the ability to punish or control is a coercive power. This makes "coercive power" correct. The leader is not using expertise, access, or some kind of premium or bonus to influence others, so these choices are incorrect. Diff: 2 LO: 6.1: Describe six key elements in organizational design. 30) A bank manager who passes out bonuses at the end of the year is exercising this. A) reward power B) coercive power C) expert power D) referent power Answer: A Explanation: A bonus is a type of reward, so the manager is exercising reward power. The power is not based on fear (coercive power), expertise, or knowing someone (referent power), so none of these choices are correct. Diff: 2 AACSB: Application of knowledge LO: 6.1: Describe six key elements in organizational design.

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31) Your firm's attorney has ________ power when giving legal advice. A) legitimate B) status C) expert D) coercive Answer: C Explanation: Legal advice is a type of expertise, so "expert" is the correct response. The attorney's power is not based on fear, so "coercive" is incorrect. "Legitimate" and "status" are both incorrect because they refer to a type of hierarchical power, not power that comes from expertise. Diff: 2 AACSB: Application of knowledge LO: 6.1: Describe six key elements in organizational design. 32) ________ is the power that arises when a person is close to another person who has great power and authority. A) Expert power B) Referent power C) Reward power D) Legitimate power Answer: B Explanation: The boss's secretary is a classic case of referent power–his or her power is based on the ability to give access to an important person, the boss. This makes "referent power" the correct response. The other three choices are incorrect because none of the three describes the power that comes from proximity and access to a person who has power or resources. Diff: 2 LO: 6.1: Describe six key elements in organizational design. 33) When a top manager decides to hire an individual over the objections of her staff, she is exercising which kind of power? A) referent B) expert C) coercive D) legitimate Answer: D Explanation: When the manager does what she wants over the objection of subordinates, she is exploiting her position of authority in the vertical organizational hierarchy–in other words, she is using legitimate power. None of the other choices refers to the vertical power that comes from one's position in the corporate pyramid. Diff: 3 AACSB: Application of knowledge LO: 6.1: Describe six key elements in organizational design.

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34) The traditional view holds that managers should directly supervise ________ subordinates. A) no more than three B) no more than six C) around twelve D) around twenty Answer: B Explanation: Classical studies and observations limited the number of employees under a single manager to six, making the other options incorrect. This view has recently evolved. As organizations become more sophisticated and workers become better trained and more accountable, the span of control has increased in size. Diff: 1 LO: 6.1: Describe six key elements in organizational design. 35) Modern managers find that they can ________ if their employees are experienced, welltrained, and motivated. A) increase their span of control B) decrease their span of control C) eliminate their span of control D) fluctuate their span of control Answer: A Explanation: Having eager, well-trained, experienced employees seems to be the key to increasing span of control. In a sense, the manager oversees a group of "self-managed" individuals who are almost equal to him- or herself in accountability and responsibility. In addition, many of his or her charges may have skills, knowledge, or insights that actually surpass the manager's own abilities. Diff: 2 LO: 6.1: Describe six key elements in organizational design. 36) A traditional "top down" organization is ________ organization. A) a largely centralized B) a largely decentralized C) an absolutely decentralized D) an absolutely centralized Answer: A Explanation: By definition, a centralized organization is one in which decisions are issued from the top. This makes "largely centralized" the correct choice and "largely decentralized" and "absolutely decentralized" incorrect because they refer to decentralized rather than centralized structure. Finally, "absolutely centralized" is not correct because no organization is completely centralized or decentralized. All organizations are somewhere in the middle of the two extremes. Diff: 2 LO: 6.1: Describe six key elements in organizational design.

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37) ________ reflects the degree to which decision making is distributed throughout the hierarchy rather than concentrated at the top. A) Centralization B) Span of control C) Concentration D) Decentralization Answer: D Explanation: By definition, decentralization refers to the opposite of top-down decision making: the more decentralized decisions in an organization are, the less often they are made by top managers and filter down from above. When decision making is distributed throughout the hierarchy, it is decentralized, making "decentralization" the correct response. Obviously, "centralization" is incorrect here. "Span of control" and "concentration" also are wrong because neither span of control nor concentration refers to decision making that comes from all levels of an organization. Diff: 2 LO: 6.1: Describe six key elements in organizational design. 38) In recent years, organizations have become more ________ to be responsive to a dynamic business environment. A) centralized B) decentralized C) structured D) mechanistic Answer: B Explanation: The fast-changing business environment of today has made managers seek to be more flexible. A decentralized structure that can effect change from any position in the hierarchy without waiting for a centralized top-down decree is therefore favored by managers seeking flexibility. This makes "decentralized" the correct response and rules out the other three choices, all of which identify inflexible rather than flexible decision making. Diff: 2 LO: 6.1: Describe six key elements in organizational design. 39) In today's decentralized business world, ________ the most important strategic decisions. A) top managers still primarily make B) middle managers make C) lower-level managers make D) nonmanagerial employees make Answer: A Explanation: Though decentralization has increased greatly in the recent past, the truly important decisions in most organizations are still made by top managers. The decisions that middle managers, lower managers, and nonmanagers make are usually of a tactical nature and do not affect the direction in which the organization is headed. Diff: 2 LO: 6.1: Describe six key elements in organizational design.

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40) All of the following are characteristics of a highly formalized organization EXCEPT ________. A) explicit job descriptions B) little discretion for employees C) minimum number of rules D) a standardized way of doing things Answer: C Explanation: A formalized organization is very precise and bureaucratic. Jobs are precisely defined; employees are given little leeway in how they carry out tasks, rules are given great emphasis, and most activities are routine and standardized. Since rules are important in this kind of an organization, you would not expect a minimum of rules, making it the correct response. Diff: 2 LO: 6.1: Describe six key elements in organizational design. 41) Today's managers are moving away from formalization and trying to be this. A) more rigorous B) more flexible C) more strict D) less permissive Answer: B Explanation: Today's managers, if anything, are getting less strict and more permissive, making "more strict" and "less permissive" incorrect. "More rigorous" is wrong simply because rigor has not been identified as a current trend among managers. The correct choice identifies flexibility as the key to dealing with a fast-changing economic environment. Diff: 3 AACSB: Analytical thinking LO: 6.1: Describe six key elements in organizational design. 42) Today's managers expect employees to ________. A) ignore rules for the most part B) use discretion when it comes to following rules C) faithfully follow rules even when it may harm the organization D) make their own rules Answer: B Explanation: Rules have been de-emphasized in today's business environment, but not forgotten. This rules out ignoring rules and faithfully following rules as the correct answer. Managers don't want to go so far as having employees make their own rules, which eliminates that choice. The correct response is using discretion, which reflects a decentralized view of management in which employees participate in decision making–including the decision to interpret rules. Diff: 2 LO: 6.1: Describe six key elements in organizational design.

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Eric the Redd (Scenario) Eric Redd graduated from college and was hired by a corporation that manufactured parts for the automotive industry. The employees on the assembly line seemed bored, and their motivation was low. Eric's employer decided to try to reorganize to increase productivity. During his career, Eric will see his job change from an engineer to a more complex job assignment. 43) The jobs of assembly-line employees are to be changed to allow more tasks to be done by individual workers. This is a reduction in ________. A) work specialization B) departmentalization C) chain of command D) centralization Answer: A Explanation: Increasing the number of tasks that employees perform is an example of becoming less specialized. It would not increase how many departments there are nor affect authority relationships or decision making, so all of these choices would be incorrect. Diff: 3 AACSB: Application of knowledge LO: 6.1: Describe six key elements in organizational design. 44) Eric is offered a chance to help direct the efforts of some employees assigned to his work group. This is a chance for Eric to experience ________. A) functional structure B) divisional structure C) responsibility D) authority Answer: D Explanation: By definition, authority gives an employee the right to direct the work of others and give orders if necessary. This means that Eric is assuming authority. Assuming responsibility would be just meeting organizational obligations. The other two choices are incorrect because they refer to organizational design structures, not abilities that Eric might assume. Diff: 2 AACSB: Application of knowledge LO: 6.1: Describe six key elements in organizational design.

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45) Eric sees this new assignment as an increase in ________, or an obligation or expectation for him to perform at a new level. A) functional structure B) divisional structure C) responsibility D) authority Answer: C Explanation: Assuming authority is about giving orders and directing the work of others while assuming responsibility is about fulfilling one's obligations with respect to the organization. Since Eric is meeting expectations, "responsibility" is the correct response. Diff: 2 AACSB: Application of knowledge LO: 6.1: Describe six key elements in organizational design. 46) Organizational design is the process in which managers change or develop an organization's structure. Answer: TRUE Explanation: By definition, organizational design requires a manager to develop an organization's structure, or change the structure in some way. Diff: 2 LO: 6.1: Describe six key elements in organizational design. 47) There are four basic elements in organizational design. Answer: FALSE Explanation: There are six elements: work specialization, departmentalization, authority and responsibility, span of control, centralization and decentralization, and formalization. Diff: 1 LO: 6.1: Describe six key elements in organizational design. 48) The original ideas about organizational design formulated by Fayol and Weber are now largely obsolete. Answer: FALSE Explanation: Surprisingly, many of the ideas of Fayol and Weber about organizational design are still valid today. Diff: 2 LO: 6.1: Describe six key elements in organizational design. 49) When work specialization originally began to be implemented early in the twentieth century, employee productivity initially rose. Answer: TRUE Explanation: Initially, managers saw huge increases in productivity as a result of specialization. However, when work became overly specialized, employee morale and motivation dropped, erasing many productivity gains. Diff: 2 LO: 6.1: Describe six key elements in organizational design.

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50) Today, most managers see work specialization as a source of ever-increasing productivity. Answer: FALSE Explanation: Today, managers see a limit to the amount of productivity increase they can see from specialization. Specialization that is not deadening to employees tends to work best. Monotonous assembly-line work seems to have diminishing returns. Diff: 2 LO: 6.1: Describe six key elements in organizational design. 51) The advantage of work specialization is that it always results in high employee motivation and high productivity. Answer: FALSE Explanation: The opposite occurs–too much work specialization results in lower motivation and productivity. Diff: 2 LO: 6.1: Describe six key elements in organizational design. 52) Departmentalization is how jobs are grouped. Answer: TRUE Explanation: The grouping of jobs along lines of function, product, and other criteria defines departmentalization. Diff: 1 LO: 6.1: Describe six key elements in organizational design. 53) Staff authority is the ability to direct the work of any employee who does not have a higher rank in the organization. Answer: FALSE Explanation: Staff authority is authority over support staff only, not general employees. Thus, a payroll manager has authority over payroll staff but not other organizational employees. Diff: 2 LO: 6.1: Describe six key elements in organizational design. 54) Grouping jobs on the basis of major product areas is termed customer departmentalization. Answer: FALSE Explanation: Grouping along the lines of product areas is termed product departmentalization, not customer departmentalization. Diff: 2 LO: 6.1: Describe six key elements in organizational design. 55) Line authority can be exerted only after a manager checks with his or her superior. Answer: FALSE Explanation: Line authority does not require checking with superiors. It can be exerted as the manager sees fit without any kind of consultation. Diff: 2 LO: 6.1: Describe six key elements in organizational design.

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56) Unity of command prevents an employee from trying to follow two conflicting commands at once. Answer: TRUE Explanation: The original management theorists stated that subordinates should not be put in the position to try to follow two or more conflicting commands at once. Unity of command ensures that the command from the highest organizational level is followed. Diff: 2 LO: 6.1: Describe six key elements in organizational design. 57) Power is a right that a manager has when he or she has a higher rank in an organization. Answer: FALSE Explanation: Power can arise from rank, but it also can arise from a particular skill, knowledge, or access within the organization. For example, the boss's secretary has power to gain access to the boss without having a high rank in the organization. Diff: 2 LO: 6.1: Describe six key elements in organizational design. 58) When decisions tend to be made at lower levels in an organization, the organization is said to be centralized. Answer: FALSE Explanation: Centralized decisions originate at higher rather than lower levels of an organization. Diff: 2 LO: 6.1: Describe six key elements in organizational design. 59) Traditional organizations are structured in a pyramid, with the power and authority located in the pyramid's broad base. Answer: FALSE Explanation: The power and authority in a traditional organization resides at the narrow point of the pyramid where top management is located, not the base. Diff: 2 LO: 6.1: Describe six key elements in organizational design.

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60) In a short essay, list and explain three key elements in designing an organization's structure. Answer: (any three of the following) Work specialization This concept describes the degree to which tasks in an organization are divided into separate jobs. The essence of work specialization is that an entire job is not done by one individual, but instead is broken down into steps, with each step completed by a different person. Departmentalization The basis by which jobs are grouped together is called departmentalization. The five common forms of departmentalization include functional, product, geographical, process, and customer departmentalization. Chain of command This is the continuous line of authority that extends from upper organizational levels to the lowest levels and clarifies who reports to whom. It helps employees answer questions such as "Who do I go to if I have a problem?" and "To whom am I responsible?" Span of control The question of how many employees a manager can efficiently and effectively supervise is important because, to a large degree, it determines the number of levels and managers an organization has. Trends in today's organizations show wider spans of control that reflect bettertrained employees who are more independent and accountable. Centralization and decentralization Centralization describes the degree to which decision making is concentrated at a single point in the organization. If top managers make the organization's key decisions with little or no input from below, then the organization is centralized. In contrast, the more that lower-level employees provide input or actually make decisions, the more decentralized the organization is. Authority, responsibility, and power Authority is the right to give directions and expect them to be obeyed within an organization; the amount of authority for a given position is inherent in that position, not related to the individual who fills that position. Responsibility is the obligation to perform assigned tasks. While authority is a right given by position, power is an ability to change things that is independent of position. For example, a low-level employee with a particular skill has considerable power in an organization if that skill is valuable to the organization. Diff: 2 AACSB: Application of knowledge LO: 6.1: Describe six key elements in organizational design.

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61) In a short essay, list and discuss three common forms of departmentalization. Answer: (any three of the following) Functional departmentalization Jobs are grouped by the functions (i.e., marketing, finance, human resources) performed. This approach can be used in all types of organizations, although the functions change to reflect the organization's objectives and work activities. Product departmentalization Jobs are grouped by product line. In this approach, each major product area is placed under the authority of a manager who is a specialist in, and is responsible for, everything having to do with that product line. Examples might include men's shoes, women's shoes, men's clothing, women's clothing, and so on. Geographical departmentalization Jobs are grouped on the basis of a territory or geography that is served. Territory might reflect the location of employees, customers, plants, and so on. Process departmentalization This method groups jobs on the basis of product or customer flow. In this approach, work activities follow a natural processing flow of product or even customers. An example of process departmentalization is a motor vehicles office that is organized around a process that customers use to obtain permits, licenses, and other services. Customer departmentalization Jobs are grouped on the basis of common customers who have common needs or problems that can best be met by having specialists for each. An example of customer departmentalization includes separate retail, wholesale, and government customers at a large firm. Diff: 2 AACSB: Application of knowledge LO: 6.1: Describe six key elements in organizational design. 62) A(n) ________ organization has a high degree of specialization, formalization, and centralization. A) organic B) horizontal C) learning D) mechanistic Answer: D Explanation: By definition, a mechanistic organization is hierarchical and highly specialized with rigid, formal rules and decision making controlled at the top of the corporate pyramid. Both organic and learning organizations are very nearly opposite to a mechanistic structure, featuring highly empowered employees, few rules, and flexible, decentralized decision making. "Horizontal" is incorrect because it does not describe a recognized organizational model. Diff: 1 LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design. 20 Copyright © 2017 Pearson Education, Ltd.

63) Which of the following would likely be found in mechanistic organizations? A) wide span of control B) empowered employees C) decentralized responsibility D) standardized jobs Answer: D Explanation: A mechanistic organization would feature a narrow span of control, employees who were not highly empowered, and centralized responsibility, making the choices indicating the opposite incorrect. A mechanistic organization would feature precisely defined, highly standardized jobs, which makes "standardized jobs" the correct response. Diff: 2 LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design. 64) A(n) ________ organization is able to change rapidly as needs require. A) organic B) hierarchical C) vertical D) mechanistic Answer: A Explanation: The hallmark of an organic organization is its ability to be flexible and change in response to a dynamic business environment. Hierarchical, vertical, and mechanistic organizations are entities that do not adapt well to new situations, so these choices are incorrect. Diff: 1 LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design. 65) Which term best describes an organic organization? A) hierarchical B) pyramid-shaped C) flexible D) fixed Answer: C Explanation: Flexibility is the key to an organic organization, making that choice correct. The terms hierarchical, pyramid-shaped, and fixed all correlate with a mechanistic organization, so each of these choices is incorrect. Diff: 2 LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design.

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66) Which word best characterizes a mechanistic organization? A) bureaucracy B) collaborative C) adaptable D) informal Answer: A Explanation: A mechanistic organization is not collaborative, adaptable, or informal. Those terms describe more organic models, such as a team or matrix structure. A mechanistic organization is often called a bureaucracy. Diff: 2 LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design. 67) Strategy, size, technology, and the degree of uncertainty in the environment together make up what are called ________. A) contingency variables B) control factors C) structure variables D) probable factors Answer: A Explanation: The inputs that determine an organization's structure are called contingency variables–strategy, size, technology, and degree of uncertainty. Each of these variables can change how a company is organized and structured. For example, as the size of an organization changes, its structure also gets modified to accommodate its new stature. Since "contingency variables" is the only choice that correctly identifies these variables, it is the right response. Diff: 1 LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design. 68) Together, contingency variables determine the ________. A) success of an organization B) culture of an organization C) structure of an organization D) size of an organization Answer: C Explanation: Contingency variables are the inputs that determine an organization's structure. For example, in a highly uncertain business environment, the structure of an organization typically changes to become more nimble and adaptable so it can change quickly. Since degree of uncertainty is a contingency variable, this makes "structure of an organization" the correct response and renders the other terms incorrect. Diff: 2 LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design.

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69) A company that is trying to be a leader in innovation within its industry would be most likely to have this kind of structure. A) mechanistic B) organic C) simple D) functional Answer: B Explanation: An organic model has been found to work best for innovation and creativity within an organization, making "organic" the correct response. The other three choices identify nonorganic approaches that work better for cost-cutting and efficiency than they do for innovation. Diff: 2 LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design. 70) Larger organizations tend to have ________ than smaller organizations. A) more specialization B) less departmentalization C) less centralization D) fewer rules and regulations Answer: A Explanation: It is inevitable that as an organization grows to a large size, a high degree of specialization results. With so many employees to keep track of, it is only natural that groups form that consist of individuals who share tasks or priorities. The other three choices are incorrect because in larger organizations you would expect more, not less, departmentalization and centralization and more, not fewer, rules to follow. Diff: 2 LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design. 71) As an organization grows to a size of over 2,000 employees, it finds it hard to avoid becoming more ________. A) mechanistic B) organic C) informal D) adaptable Answer: A Explanation: Like an army, the realities of organizing large groups of people require a fairly rigid, rule-bound structure. This causes large organizations to become more mechanistic as they increase in size. If anything, as organizations grow they become less organic, informal, and adaptable, making all of these choices incorrect. Diff: 2 LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design.

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72) Joan Woodward conducted pioneering studies on how this affected the structure of companies. A) ethics B) technology C) values D) corporate culture Answer: B Explanation: Woodward studied factories that used different technologies to produce goods, discovering trends in the way technology affected organizational structure. Woodward did not observe firms with respect to ethical, value-based, or cultural concerns, making all of these choices incorrect for this question. Diff: 1 AACSB: Information technology LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design. 73) Recent studies on Woodward's initial research found that if the technology was nonroutine, this structure worked best. A) mechanistic B) traditional C) inorganic D) organic Answer: D Explanation: Woodward's findings showed that no matter how vertical differentiation differed, low horizontal differentiation correlated with an organic model. A mechanistic or traditional structure correlated with high horizontal differentiation, eliminating those two choices. "Inorganic" is ruled out because inorganic is not a recognized model. Diff: 2 AACSB: Information technology LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design. 74) Woodward concluded that the least complex of the technologies was ________. A) unit production B) mass production C) process production D) quality production Answer: A Explanation: Woodward found that unit production was the least complex while mass and process production required more sophistication. Quality production is not a correct term. Diff: 2 AACSB: Information technology LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design.

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75) In Woodward's study, this type of production was the most complex and the most sophisticated. A) unit production B) mass production C) process production D) technological production Answer: C Explanation: Woodward found that process production was very hierarchical, that is, vertically differentiated into levels of organizational authority, but low in horizontal differentiation, meaning there was little specialization. The other technologies did not match this profile, so the other three choices are incorrect. Diff: 2 AACSB: Information technology LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design. 76) The greater the environmental uncertainty, the more an organization needs to become ________. A) organic B) mechanistic C) stable D) high-tech Answer: A Explanation: Increased uncertainty in a business environment requires an organization to be more flexible and adaptable–in other words, more organic. High uncertainty would militate against being more mechanistic, and it would have little influence on the stability of an organization or the degree to which it was "high-tech." Diff: 2 LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design. 77) The two prevalent organizational structure models in today's world are the organic organization and the inorganic organization. Answer: FALSE Explanation: The two structures are termed organic and mechanistic. Diff: 1 LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design. 78) A mechanistic organization is bureaucratic and hierarchical. Answer: TRUE Explanation: Mechanistic organizations are formal, hierarchical, impersonal, specialized, and heavily dependent on rules and protocols. Diff: 2 LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design. 25 Copyright © 2017 Pearson Education, Ltd.

79) An organic organization tends to be flexible and have few formal rules. Answer: TRUE Explanation: An organic organization tries to be nimble in a dynamic business climate, paring down bureaucratic complexity and focusing on innovation, flexibility, and creativity. Diff: 2 LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design. 80) Innovators need the efficiency, stability, and tight controls of a mechanistic structure rather than an organic structure. Answer: FALSE Explanation: Innovators usually do better in a flexible organic structure where they are given leeway to think creatively. Diff: 2 LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design. 81) As organizations become larger, they tend to become more organic. Answer: FALSE Explanation: The greater the size of the organization, the more mechanistic it tends to be. However, the relationship is not at all linear but rather seems to jump at certain levels in numbers of employees. An organization with fewer than 100 employees, for example, may be very organic, while adding just a few more employees could cause the organization to suddenly take on more mechanistic characteristics. Diff: 3 LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design. 82) Joan Woodward attempted to view organizational structure from a technological perspective. Answer: TRUE Explanation: Woodward looked at how production methods affected organization structure. Diff: 2 AACSB: Information technology LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design. 83) Woodward and more recent studies have concluded that mass production worked best with an organic organizational structure. Answer: FALSE Explanation: Woodward found that a mechanistic structure, rather than an organic structure, worked best with mass production technology. Diff: 2 AACSB: Information technology LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design.

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84) The stability of a mechanistic structure seems to work best in today's dynamic and uncertain business environment. Answer: FALSE Explanation: Most managers feel that today's dynamic environment calls for a more organic approach, not a more mechanistic approach. Diff: 2 LO: 6.2: Identify the contingency factors that favor either the mechanistic model or the organic model of organizational design. 85) Traditional organizational designs tend to be more mechanistic and include ________. A) simple, complex, and divisional structures B) simple, functional, and dysfunctional structures C) functional, divisional, and vertical structures D) simple, functional, and divisional structures Answer: D Explanation: The original organizational theorists divided organizations into three categories: simple, functional, and divisional. Several other categories and subcategories have subsequently been added, but these traditional characterizations still stand up well today. For example, the newly identified matrix model is a modification of the original functional design, with teams forming from individuals within a functional system. Diff: 1 LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 86) A simple structure is ________ like a mechanistic organization, but ________ like an organic organization. A) centralized; informal B) informal; decentralized C) decentralized; formal D) centralized; formal Answer: A Explanation: A simple structure is largely a one-person show, with a single person being the originator and driving force behind the organization he or she formed. A single person makes virtually all important decisions in a simple structure, making the system highly centralized. However, since the simple structure is largely used in very small companies, it is also typically very informal. The combination of being centralized and informal matches the choice with the same description. Diff: 3 LO: 6.3: Compare and contrast traditional and contemporary organizational designs.

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87) What is a strength of a simple structure? A) Employees are grouped with others who have similar tasks. B) Power and authority are widely distributed. C) Accountability is clear. D) There are cost-saving advantages from specialization. Answer: C Explanation: Simple structures have a number of strengths, but they do not include specialization, departmentalization, or decentralization. A simple structure is typically too small for any of those attributes to emerge. What almost all simple structures do feature is a strong sense of accountability. With a single person largely making all important decisions, simple structures do not suffer from murkiness when it comes to determining who was responsible for an action or decision. This makes the choice on accountability the correct response. Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 88) What is a weakness of a simple structure? A) Duplication of activities and resources increases costs and reduces efficiency. B) Functional specialists become insulated and have little understanding of what other units are doing. C) Pursuit of functional goals can cause managers to lose sight of what is best for the overall organization. D) Reliance on a single person is risky. Answer: D Explanation: Simple structures are usually too small to suffer from duplication, too much specialization, or losing sight of larger goals, so none of these choices is correct. The weakness that simple structures do suffer from is putting "too many eggs in a single basket"–relying on a single person to make all key decisions and perform all important functions. This makes "reliance on a single person is risky" the correct response. Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 89) This is a key characteristic in an organization with a functional structure. A) adaptability B) departmentalization C) flexibility D) little specialization Answer: B Explanation: The hallmark of a functional structure is departmentalization. An organization that has functional structure is essentially a sum of individual parts, each one being a separate department. Adaptability and flexibility are traits one would be likely to see in an organic organization of some type, so those choices are incorrect. Similarly, one would expect to see a great deal of specialization in a functional structure, making "little specialization" incorrect. Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs.

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90) This is a weakness of a functional structure. A) favoring functional goals over organizational goals B) favoring organizational goals over functional goals C) failing to attain functional goals D) overemphasizing organizational goals Answer: A Explanation: The risk that any functional structure with strong departments runs is that departmental goals will begin to eclipse overall organizational goals. A department will become so focused on its task that it might take actions that are less than beneficial or even harmful to the organization itself. Given this tendency, it is easy to see that the choices regarding favoring and overemphasizing organizational goals are not correct, as organizational goals are not likely to be favored. The risk of not meeting functional goals is always possible, but certainly would not be considered a weakness of the functional structure. Diff: 3 LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 91) Avoiding redundancy is a strength of which structure? A) simple B) divisional C) functional D) corporate Answer: C Explanation: In a functional structure, workers are grouped together according to specialty, meaning that the chance of duplicating resources and equipment gets minimized. For example, if an art department needs a super-expensive printer, it is likely that the organization will purchase only one printer rather than have artists scattered in other segments of the organization requiring their own printers. These facts all indicate that "functional" is the correct response. Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 92) In a ________ structure each business unit has complete autonomy to reach its goals. A) simple B) functional C) divisional D) matrix Answer: C Explanation: A divisional structure combines a number of separate business units under the umbrella of the main organization. These units are almost completely autonomous but benefit from the resources and brand of the combined organization. The divisional structure allows more autonomy for its subunits than any other structure, making divisional the correct response. Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs.

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93) A media company that has separate, autonomous companies for movies, TV, Internet, and print journalism is most likely a ________ structure. A) divisional B) functional C) simple D) matrix Answer: A Explanation: An organization that features autonomous branches that function like independent companies is likely to be a divisional structure. This media company fits the description of a divisional structure, making that the correct response and ruling out a functional, simple, or matrix structure. Diff: 3 AACSB: Application of knowledge LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 94) Having separate payroll departments in each division of a divisional structure is an example of which of the following? A) efficiency, because payroll departments compete B) duplication, because a single payroll department could do the job C) effectiveness, because separate payroll departments create jobs D) efficiency, because separate payroll departments can share methods of operation Answer: B Explanation: Separate departments that perform the same task is an example of redundancy, not efficiency or effectiveness. The organization is wasting resources by having different units perform tasks that could be done by a single unit. This makes the choice regarding duplication the correct response. Diff: 3 AACSB: Application of knowledge LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 95) As the number of employees in an organization grows, structure tends to become more ________. A) bureaucratic B) informal C) decentralized D) relaxed Answer: A Explanation: Size increases complexity, so an organization inevitably becomes more bureaucratic and centralized as it increases in size–simply to manage the increase in complexity it faces. This makes "bureaucratic" the correct response. The other three choices identify traits that a larger organization tends to move away from as it grows: informality and less top-down in decision making. Diff: 1 AACSB: Analytical thinking LO: 6.3: Compare and contrast traditional and contemporary organizational designs.

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96) Looking for ways to make their organization more flexible and innovative, today's managers may choose this kind of structure. A) simple B) divisional C) functional D) team Answer: D Explanation: Simple, divisional, and functional structures are traditional organization types that have many strengths but do not typically specialize in being flexible or innovative. That makes the team structure the best candidate here, as it is typically employed in firms that seek to be creative and adaptable. Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 97) In a team structure, ________. A) there is a clear line of managerial authority B) there is no clear line of managerial authority C) authority comes from top managers only D) no one has the authority to make decisions Answer: B Explanation: An organization that has a team structure is made entirely of work groups or teams. Each team is fairly independent of others, causing traditional lines of managerial authority to be cast aside or blurred. For example, within a team a project leader's request might take precedence over the request of a manager of higher rank who is outside the team. This makes the choices regarding authority from top managers and a clear line of managerial authority incorrect as they describe traditional authority relationships. The choice regarding no one having authority is incorrect because it assumes no authority for decisions and though teams make decisions differently than traditional structures, they still ultimately assert authority and arrive at decisions. Diff: 2 AACSB: Interpersonal relations and teamwork LO: 6.3: Compare and contrast traditional and contemporary organizational designs.

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98) In a team structure, team members ________. A) are subject to decisions made by their supervisors B) can influence decisions made by top managers C) make decisions and are accountable for their decisions D) make decisions only after first checking with management Answer: C Explanation: Within a team structure, team members are empowered to make and influence decisions. This privilege does have its price–team members are held accountable for their decisions and cannot make excuses that they were "only following orders." The choice regarding accountability, therefore, is the correct response, making the choices regarding supervisors and top managers, both traditional arrangements, incorrect. The choice regarding checking with management is also incorrect because team members do not typically need to consult management before making decisions that affect their team's functioning. Diff: 3 AACSB: Interpersonal relations and teamwork LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 99) All of the following are necessary for successful team structure EXCEPT ________. A) well-trained team members B) team members with cross-functional skills C) team members with years of management experience D) a fair and well-run team-based pay plan Answer: C Explanation: An effective team needs skilled, highly trained, versatile team members. It also requires a specialized pay plan to avoid conflicts and misunderstandings. An effective team typically does not need management experience, making the choice regarding team members with years of management experience the correct response. Diff: 2 AACSB: Interpersonal relations and teamwork LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 100) In a ________, employees are recruited from functional departments to work on a specific project for a limited time period. A) team structure B) divisional structure C) product structure D) matrix structure Answer: D Explanation: Of the contemporary organizational designs, only the matrix structure preserves functional departments within its format. Team and product structures do not recruit group members from existing functional departments, so those choices are incorrect. A divisional structure does not typically engage in project work, so that choice also is incorrect. Diff: 3 LO: 6.3: Compare and contrast traditional and contemporary organizational designs.

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101) In a matrix structure, a group member will typically report to ________. A) a project manager only B) both a project manager and functional department head C) a functional department head only D) Group members are fully autonomous in a matrix structure, so they don't report to anyone. Answer: B Explanation: Since group members in a matrix structure are recruited from functional departments, they report to their project manager and their department head. This makes the choice regarding both a project manager and functional department head the correct response and eliminates the choices regarding a project manager only and a functional department head only. The choice regarding group members being fully autonomous is incorrect because matrix group members do need to report to managers. Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 102) When a group member in a matrix structure finishes a project, he or she ________. A) returns to his or her functional department B) stays with the group to take on a new project C) enters a pool of available employees from the entire organization D) starts looking for a new job Answer: A Explanation: A key difference between a matrix structure and a project structure is that group members return to their departments after finishing a project in a matrix system. In a project system, group members have no "home" department and go on to new projects when they complete their current project. The choice regarding staying with the group describes the arrangement in a team structure while the remaining two choices match the situation in a project structure. Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 103) By giving employees two direct superiors, a matrix structure violates this key element of organizational design. A) unity of command B) chain of command C) span of management D) decentralization Answer: A Explanation: Unity of command requires that a single voice be dominant in the event that there are conflicting orders in an organization. Since a matrix system can give a single employee two bosses, it violates the unity of command tradition. Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs.

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104) A key difference between a team structure and a matrix structure is that a team structure ________ while a matrix structure does not. A) empowers group members B) works on projects C) has fairly permanent groups or teams D) holds group members accountable Answer: C Explanation: Both matrix and team structures feature small groups working together on projects with empowered employees who are held accountable for their decisions. A key difference between the two structures is that teams can be fairly permanent while matrix groups return to their functional departments when their project is complete. Diff: 2 AACSB: Interpersonal relations and teamwork LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 105) In a project structure, when employees finish a project they ________. A) return to their department B) return to a different division C) move on to another project D) return to their regular work Answer: C Explanation: A project structure has employees who have no "home" department and move from one project to the next in the organization. This identifies "move on to another project" as the correct response and eliminates the other three choices as correct responses since the employee would not return to a department, division, or "regular work." Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 106) Which of the following areas has opened up new possibilities for how and where employees work? A) information technology B) human resources C) organizational design D) global competition Answer: A Explanation: It's fair to say that the world of work will never be like it was 10 years ago. IT has opened up new possibilities for employees to do their work in locations as remote as Patagonia or in the middle of downtown Seattle. Although organizations have always had employees who traveled to distant corporate locations to take care of business, these employees no longer have to find the nearest pay phone or wait to get back to "the office" to see what problems have cropped up. Diff: 3 AACSB: Information technology LO: 6.3: Compare and contrast traditional and contemporary organizational designs.

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107) Which of the following is the biggest concern when doing work at anytime and anywhere? A) employee payroll B) security C) employee accountability D) customer satisfaction Answer: B Explanation: The biggest issue in doing work anywhere, anytime is security. Companies must protect their important and sensitive information. However, software and other disabling devices have minimized security issues considerably. Diff: 3 LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 108) Boundaryless organizations try to eliminate ________ within their organization. A) horizontal specialization and vertical hierarchy B) horizontal specialization only C) vertical hierarchy only D) vertical specialization only Answer: A Explanation: Boundaryless organizations try to eliminate both kinds of boundaries–vertical boundaries that separate by rank and horizontal boundaries that separate by specialization. This makes "horizontal specialization and vertical hierarchy" the correct response and renders the other choices incorrect. Diff: 2 AACSB: Analytical thinking LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 109) A virtual organization is essentially ________ who come together for a particular project. A) a group of employees from a single company B) a group of free agents C) a team of employees from different departments of a company D) a group of top managers and CEOs Answer: B Explanation: A virtual organization maintains a small administrative staff but relies on freelancers to perform tasks, complete projects, and do the work of the organization. The freelancers do not come from a single organization, nor are they high-ranked corporate managers. Instead, the freelancers come from a variety of different places and typically are unaffiliated with any permanent organization or company. Diff: 2 AACSB: Information technology LO: 6.3: Compare and contrast traditional and contemporary organizational designs.

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110) How does a virtual organization save on costs? A) by hiring people who specialize in what they do B) by hiring fewer people than they need and making them work much longer hours C) by eliminating all administrative duties D) by keeping only a small permanent staff for administrative purposes only Answer: D Explanation: A virtual organization can temporarily grow to a large size by hiring large numbers of freelancers. However, it keeps costs to a minimum by paying these individuals only for actual work they do and not providing benefits and compensation when there is no work for them to perform. This makes "keeping only a small permanent staff" the correct response. "Eliminating all administrative duties" is incorrect because a virtual organization does keep a small administrative staff. "Hiring people who specialize in what they do" is incorrect because hiring people with specialties does not necessarily keep costs down. "Hiring fewer people than they need" is incorrect because virtual organizations typically do not hire fewer workers than are necessary. Diff: 2 AACSB: Information technology LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 111) A ________ subcontracts part of a project to outside suppliers. A) virtual organization B) boundary organization C) matrix structure D) network organization Answer: D Explanation: A network organization takes on projects knowing that it has resources to complete only some phases of the work. The network organization then relies on subcontracting to outside firms or groups that specialize in the services needed by the project. None of the other choices– virtual, boundary, or matrix structures–have these qualities, so all of these choices are incorrect for this situation. Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs.

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112) A building contractor follows the network organization model when he does which of the following? A) does the framing and tiling by himself B) hires three workers to help with framing C) gives orders to workers D) farms out the plumbing to a plumbing firm Answer: D Explanation: A building contractor functions as a network organization when he farms out work to others. The contractor, for example, may do one part of the job himself and subcontract phases of the job that he is not qualified to do. This makes "farms out the plumbing" the correct response. Doing the framing and tiling on his own, hiring workers, or issuing orders does not qualify the contractor as a networker; that occurs only when he actually subcontracts a part of the job to another organization or individual. Diff: 3 AACSB: Application of knowledge LO: 6.3: Compare and contrast traditional and contemporary organizational designs. Eric the Redd (Scenario) Eric Redd graduated from college and was hired by a corporation that manufactured parts for the automotive industry. The employees on the assembly line seemed bored, and their motivation was low. Eric's employer decided to try to reorganize to increase productivity. During his career, Eric will see his job change from an engineer to a more complex job assignment. 113) Eric, who is trained as an engineer, is now in a group with production workers and marketing specialists from different departments designing a new product that the company plans to offer. This situation could be described as a(n) ________. A) alternative assignment B) collective assignment C) advanced assignment D) project assignment Answer: D Explanation: Since Eric is working with employees from different departments, it appears that he is working on a project team within a matrix structure. He will go on to design the new product, then move back to his original position in the organization. None of the other terms given here matches a recognized work structure, so they are incorrect. Diff: 2 AACSB: Application of knowledge LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 114) One of the strengths of a simple structure is that it is flexible. Answer: TRUE Explanation: The simple structure is most widely used in smaller businesses and its strengths should be obvious. It's fast, flexible, and inexpensive to maintain, and accountability is clear. Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 37 Copyright © 2017 Pearson Education, Ltd.

115) A strength of a functional structure is that it avoids duplication of activities. Answer: TRUE Explanation: Putting specialties together makes departments efficient. For example, expensive equipment can get used in one central place, eliminating the need for the same equipment to be located elsewhere in the organization. Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 116) A weakness of the divisional structure is that duplication of activities tends to occur. Answer: TRUE Explanation: A divisional structure can duplicate entire departments whose tasks could otherwise be carried out by a single, centrally located department. Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 117) In a team structure, team members are not held responsible for their decisions. Answer: FALSE Explanation: The opposite occurs–team members make decisions and are accountable for their decisions. Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 118) In a team structure, there is a clear line of managerial authority from top to bottom. Answer: FALSE Explanation: A team makes decisions on its own. For the most part, a team is not subject to decisions or orders that come from outside the team. Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 119) Employees in an organization with a matrix design can have two bosses for the same job. Answer: TRUE Explanation: An employee in a project group can have a project manager in addition to a manager from his or her functional department. Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 120) A significant advantage of the matrix structure is the clear chain of command from top to bottom of the organization. Answer: FALSE Explanation: In a matrix structure in which employees can have multiple supervisors, the chain of command can become confused and conflicts can arise. Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs.

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121) When employees in a matrix structure finish a project, they go back to their functional department. Answer: TRUE Explanation: A matrix structure maintains departments. When projects are finished, employees return to their original department. Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 122) When employees in a project structure finish a project, they go back to their original department. Answer: FALSE Explanation: In a project structure, an employee has no original department. Instead, after the project ends the employee enrolls in a new project. Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 123) Vertical boundaries separate employees by their rank in an organization. Answer: TRUE Explanation: Vertical boundaries refer to the classic corporate pyramid in which rank is measured by how high vertically an employee is on the pyramid. Diff: 2 AACSB: Analytical thinking LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 124) Internal boundaries separate the organization from its customers, suppliers and stakeholders. Answer: FALSE Explanation: External boundaries separate the organization from its customers, suppliers and stakeholders. Diff: 2 AACSB: Analytical thinking LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 125) A virtual organization relies on free agents who have no permanent status or position in the organization. Answer: TRUE Explanation: Virtual organizations keep a skeleton staff and rely on the talents of free agents who perform the work that the organization does. Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs.

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126) Managers want to eliminate boundaries in organizations primarily to increase stability and reduce flexibility. Answer: FALSE Explanation: Managers primarily want to increase flexibility in boundaryless organizations without jeopardizing stability. Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 127) Horizontal boundaries separate employees by the specialization of their job. Answer: TRUE Explanation: Horizontal boundaries mark the difference between, for example, an ad executive and a member of a creative advertising team. Both may have equal ranks in the organization, but they are separated by what they do. Diff: 2 AACSB: Analytical thinking LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 128) A network organization uses its own employees and outside suppliers to provide manpower for projects. Answer: TRUE Explanation: A network organization uses its own employees to do some work activities and networks of outside suppliers to provide other needed product components or work processes. This organizational form is sometimes called a modular organization by manufacturing firms. Diff: 2 LO: 6.3: Compare and contrast traditional and contemporary organizational designs.

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129) In a short essay, list and discuss two contingency variables that should be considered in determining an appropriate structure in organizational design. Answer: (any two of the following) Strategy and structure An organization's structure should facilitate the achievement of goals. Since goals are influenced by the organization's strategies, it's only logical that strategy and structure should be closely linked. More specifically, structure should follow strategy. If managers significantly change the organization's strategy, they will need to modify structure to accommodate and support the change. Size and structure There is considerable evidence that an organization's size significantly affects its structure. For instance, large organizations–those with 2,000 or more employees–tend to have more specialization, departmentalization, centralization, and rules and regulations than do small organizations. However, the relationship isn't linear. Rather, size affects structure at a decreasing rate; that is, size becomes less important as an organization grows. Technology and structure Every organization has at least one form of technology to convert its inputs into outputs. The processes or methods that transform an organization's inputs into outputs differ by their degree of routineness. In general, the more routine the technology, the more standardized and mechanistic the structure can be. Organizations with more nonroutine technology are more likely to have organic structures. Environment and structure The greater the uncertainty in the environment, the greater the need for the flexibility offered by an organic design. On the other hand, in stable, simple environments, mechanistic designs tend to be most effective. Diff: 2 AACSB: Application of knowledge LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 130) In a short essay, describe the characteristics of a simple structure. Answer: The simple structure is most often associated with small entrepreneurial ventures and is common among organizations where the owner and manager are one and the same. Simple structures possess low departmentalization, wide spans of control, authority centralized in a single person, and little formalization. As firms grow, structure tends to become more specialized and formalized, departments and new levels of management are created, and the firm takes on a more bureaucratic nature. The great weakness in a simple structure is that it relies too much on a single individual. If that person is unavailable for some reason, the organization grinds to a halt. Diff: 2 AACSB: Application of knowledge LO: 6.3: Compare and contrast traditional and contemporary organizational designs.

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131) In a short essay, describe the characteristics of a functional structure. Answer: A functional structure is an organizational design that groups similar or related occupational specialties together. It is a functional approach to departmentalization applied to the entire organization. For example, an organization could be structured by the separate functions of operations, finance, human resources, marketing, and R&D. Strengths of a functional structure include advantages from specialization–economies of scale and little redundancy. Weaknesses of a functional structure involve employees putting the functional goals ahead of the goals of the entire organization. Diff: 2 AACSB: Application of knowledge LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 132) In a short essay, describe the characteristics of a divisional structure. Answer: The divisional structure is an organizational structure made up of separate business units or divisions. In this design, each unit maintains limited autonomy, with a division manager responsible for performance and determining who has strategic and operational authority within the divisional unit. However, the parent corporation typically still acts as an external overseer to coordinate and control the various divisions. Strengths of the divisional structure include a focus on results as divisions are highly motivated to achieve their goals. Weaknesses of this approach include the redundancy that might arise from having autonomous divisions operating at the same time. Diff: 2 AACSB: Application of knowledge LO: 6.3: Compare and contrast traditional and contemporary organizational designs. 133) In a short essay, describe the matrix structure. What are its advantages and disadvantages? Answer: The matrix structure is an organizational structure that assigns specialists from different functional departments to work on one or more projects being led by project managers. Each product is managed by an individual who staffs his or her product team with people from each of the functional departments. The addition of this vertical dimension to the traditional horizontal functional departments, in effect, "weaves together" elements of functional and product departmentalization, creating a matrix arrangement. One unique aspect of this design is that it creates a dual chain of command, which violates the classical organizing principle of unity of command. Employees in a matrix organization have two managers who share authority: their functional area manager and their product or project manager. The project managers have authority over the functional members who are part of their project team in areas related to the project's goals. However, decisions such as promotions, salary recommendations, and annual reviews typically remain the functional manager's responsibility. To work effectively, project and functional managers have to communicate regularly, coordinate work demands on employees, and resolve conflicts together. Diff: 3 AACSB: Application of knowledge LO: 6.3: Compare and contrast traditional and contemporary organizational designs.

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134) Global competition forces firms to ________. A) become lean, fast, and flexible B) build up enormous cash reserves C) think locally D) become more hierarchical Answer: A Explanation: Competing in a global market adds unpredictability to a business, typically forcing it to become more adaptable and quick to respond to change, making "lean, fast, and flexible" the correct response. Global competition requires the opposite of thinking locally or becoming more hierarchical (less flexible). Going global does not necessarily affect cash requirements, so "build up enormous cash reserves" is incorrect. Diff: 2 AACSB: Diverse and multicultural work environments LO: 6.4: Discuss the design challenges faced by today's organizations. 135) A learning organization develops the capability to ________. A) add new training programs to keep employees up to date B) accept the conventional wisdom of the industry C) continuously learn, adapt, and change D) attract new employees who have special knowledge Answer: C Explanation: A learning organization does not just train employees, gain insights, or hire knowledgeable people. Instead, a learning organization specializes in adapting to new conditions and developing new methods and ideas as an organization. For example, a learning organization might collectively discover innovative new ways to improve a process or a product. This makes "continuously learn, adapt, and change" the correct response. Diff: 2 LO: 6.4: Discuss the design challenges faced by today's organizations. 136) A learning organization requires employees to ________. A) encode information to prevent competitors from stealing ideas B) collaborate with competitors C) make all ideas public D) share information and collaborate with one another Answer: D Explanation: Collaboration is critical to a learning organization, making "share information and collaborate with one another" the correct response. Note that collaboration is limited to the inside of the organization, making both "collaborate with competitors" and "make all ideas public" incorrect. "Encode information" is wrong because it focuses on employees failing to share information, something that a learning organization would not do. Diff: 2 LO: 6.4: Discuss the design challenges faced by today's organizations.

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137) All of the following are characteristic of learning organizations EXCEPT ________. A) a strong sense of community B) a collaborative environment C) managers who serve as facilitators D) fear of making mistakes Answer: D Explanation: To function well, learning organizations need a strong sense of community and skilled managers who facilitate collaboration. This leaves "fear of making mistakes" as the correct response–learning organizations want their employees to be creative and recognize that part of the creative process is to make mistakes. Diff: 2 LO: 6.4: Discuss the design challenges faced by today's organizations. 138) Organizational learning can't take place without ________. A) complete privacy for employees B) a clear chain of command C) a shared vision of the future D) a stable structure or hierarchy Answer: C Explanation: Learning organizations are often boundaryless organizations in which such things as chain of command, a rigid hierarchy, and excessive privacy are out of place. One thing that learning organizations do require is a vision of the future to guide employees toward common goals. Diff: 2 LO: 6.4: Discuss the design challenges faced by today's organizations. 139) In a learning organization, it is important that all employees ________. A) collaborate B) study each night C) have a strong sense of leadership D) share the same vision for the organization Answer: D Explanation: Employees in a learning organization may or may not collaborate with one another, depending on the situation. They may or may not be good leaders, and in most cases do not need to study to succeed. What employees do require in a learning organization is a shared vision for the organization. That shared vision allows them to work together and further organizational goals. Diff: 2 LO: 6.4: Discuss the design challenges faced by today's organizations. 140) All learning organizations share a distinct structure. Answer: FALSE Explanation: Learning organizations take on a variety of different structures. Each structure is customized for the organization and the work that it does. Diff: 2 LO: 6.4: Discuss the design challenges faced by today's organizations. 44 Copyright © 2017 Pearson Education, Ltd.

141) The biggest issue in workers working at home or off-site involves fairness. Answer: FALSE Explanation: The biggest off-site work issue is security. Diff: 2 LO: 6.4: Discuss the design challenges faced by today's organizations. 142) A learning organization puts an enormous amount of effort on making sure that all of its employees are enrolled in some kind of university level class. Answer: FALSE Explanation: Learning organizations focus on learning, adapting, and changing within the business environment, not taking classes. Diff: 2 LO: 6.4: Discuss the design challenges faced by today's organizations. 143) Organizations that implement flextime programs allow employees to work at home for some of the work day. Answer: FALSE Explanation: Working from home is called telecommuting and gives employees flexibility with regard to time and location of work. Flextime gives flexibility in time. Diff: 2 AACSB: Information technology LO: 6.4: Discuss the design challenges faced by today's organizations. 144) Contingent workers may make up to 40 percent of the workforce by the end of the decade. Answer: TRUE Explanation: The use of contingent workers who do jobs by the piece is increasing every year. Diff: 3 AACSB: Ethical understanding and reasoning LO: 6.4: Discuss the design challenges faced by today's organizations. 145) In a short essay, describe the boundaryless organization. Answer: Another approach to contemporary organizational design is the concept of a boundaryless organization, an organization whose design is not defined by, or limited to, the horizontal, vertical, or external boundaries imposed by a predefined structure. To minimize or eliminate these boundaries, managers might use virtual or network structural designs. Advances in technology have facilitated the movement toward more boundaryless organizations. Diff: 2 AACSB: Application of knowledge LO: 6.4: Discuss the design challenges faced by today's organizations.

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146) In a short essay, describe a learning organization. What structural aspects does a learning organization need? Answer: A learning organization is an organization that has developed the capacity to continuously learn, adapt, and change. In a learning organization, employees continually acquire and share new knowledge and are willing to apply that knowledge in making decisions or performing their work. What structural aspects does a learning organization need? First, it is critical for members in a learning organization to share information and collaborate on work activities throughout the entire organization–across different functional specialties and even at different organizational levels. To do this requires minimal structural and physical barriers. In such a boundaryless environment, employees can work together and collaborate in doing the organization's work the best way they can and learn from each other. Finally, because of this need to collaborate, teams also tend to be an important feature of a learning organization's structural design. Employees work in teams that are empowered to make decisions about doing whatever work needs to be done or to resolve issues. With empowered employees and teams, there is little need for "bosses" to direct and control. Instead, managers serve as facilitators, supporters, and advocates. Diff: 3 AACSB: Application of knowledge LO: 6.4: Discuss the design challenges faced by today's organizations.

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