-
Which organizational design is impersonal and relies on rules?
Mechanistic Design
-
Which organizational design has strict controls?
Mechanistic Design
-
Which organizational design is communication very efficient?
Mechanistic Design
-
Which organizational design has a predictable environment?
Mechanistic Design
-
Which organizational design has an extensive use of personal coordination?
Organic Design
-
Which organizational design are jobs and people grouped into functional units?
Organic Design
-
Which organizational design has a lot of interaction between shops?
Organic Design
-
Which organizational design leads to greater empowerment of its workers?
Organic Design
-
Which organizational design has a lot of flexibility?
Organic Design
-
Which organizational design has a constantly changing environment?
Organic Design
-
Which organizational design is perfect for a changing technology demand?
Organic Design
-
Which organizational design must have both organic and mechanistic design?
Diverse Design
-
Which organizational design has both control and flexibility?
Diverse Design
-
Which organizational design is used for special projects?
Matrix Design
-
Which organizational design has dual lines of authority?
Matrix Design
-
Name the four different stages of team building In order.
- 1) Forming
- 2) Storming
- 3) Norming
- 4) Performing
-
Which step of team building is the period of uncertainty?
Forming
-
Which step of team building is where conflicts arise and cliques start to form?
Storming
-
Which step of team building is the team proficient in achieving their goals?
Performing
-
Which step of team building is where the team establishes commitment to the task?
Norming
-
Which phase is where the team is productive at a satisfactory level?
During the phase when cliques are gaining strength and members are being more vocal. (Storming)
-
What are the stages of team development in order, NOT TEAM BUILDING?
- 1) People are unsure
- 2) Needs to know the objective
- 3) Cliques form
- 4) Highly productive
-
What is a BROAD statement describing a desired future condition without being specific about how much and when?
Goal
-
What is a Goal?
A BROAD statement describing a desired future condition without being specific about how much and when.
-
With clearly defined goals, your workers will: (three things)
- 1) Be able to track their own progress
- 2) Have a voice in determining what needs to be accomplished
- 3) Learn how to establish and meet their goals
-
What three things are needed for a good goal statement?
- 1) General in nature
- 2) Identify a desired condition
- 3) Has an intended result
-
What is a SPECIFIC statement of a desired SHORT term condition which includes measurable end results to be accomplished within a specific time limit?
Objective
-
What is an objective?
A specific statement of a desired short term condition which includes measurable end results to be accomplished within a specific time frame.
-
What are the five things needed to be an objective?
- SMART
- 1) Specific
- 2) Measurable
- 3) Agreed Upon
- 4) Realistic
- 5) Time Framed
-
What is S.M.A.R.T.?
- Specific
- Measurable
- Agreed Upon
- Realistic
- Time Framed
-
What are the three ways for organizational conflicts?
- 1) Communication
- 2) Structural
- 3) Behavior
-
ORGANIZATIONAL CONFLICT MANAGEMENT
High assertiveness, high stakes, and low cooperativeness best used in an emergency or unpopular actions.
A) Forcing
-
ORGANIZATIONAL CONFLICT MANAGEMENT
Everything is high, the issue is to important to compromise, builds teamwork, takes a long time.
E) Collaborating
-
ORGANIZATIONAL CONFLICT MANAGEMENT
Everything is moderate, give and take, can be a temporary solution.
E) Compromise
-
ORGANIZATIONAL CONFLICT MANAGEMENT
Everything is low, best used on trivial issues or ones you can't win, tends to be easy.
D) Avoiding
-
ORGANIZATIONAL CONFLICT MANAGEMENT
Low assertiveness, low stakes, high cooperation, helps people grow, used when you are wrong.
D) Accommodating
-
To pick the correct conflict management management you must know what three things?
- 1) Who is involved
- 2) Stakes - How important are the stakes.
- 3) Situation - Is it an emergency
-
ORGANIZATIONAL CHANGE
What stage do you need to develop a "Felt need"?
Unfreezing Stage
-
ORGANIZATIONAL CHANGE
What stage do you develop your change management plan?
Unfreezing
-
ORGANIZATIONAL CHANGE
In what stage is where the change takes place and you observe behavior?
Change stage
-
ORGANIZATIONAL CHANGE
In what stage do you cement attitudes?
Refreezing Stage
-
ORGANIZATIONAL CHANGE
How do you cement attitudes?
Use rewards or reinforcements
-
When do you determine rewards?
During the unfreezing stage
-
What stage are rewards used?
Refreezing
-
What are the four steps, not stages, in change?
- 1) Existing behavior
- 2) Create a Felt need for the change
- 3) Change
- 4) Locking in expected outcomes
-
Six steps in problem solving in order.
- 1) Identify
- 2) Conduct Analysis
- 3) Develop Solutions
- 4) Develop a Plan
- 5) Act on the Plan
- 6) Start Again or Look Elsewhere
-
Conduct _________ solution at a time.
One
-
Most of the time when you discover a problem, you have......
Only discovered a symptom of the real problem and not the true cause.
-
What two things must your problem identification statement state?
- 1) Identifies the true problem
- 2) Desired future state
|
|
