Ch 10: Managing Organizational Structure and Culture Flashcards
Job enrichment
Increasing the degree of responsibility a worker has over his or her job. (Idea is to increase involvement in their jobs and thus improve interest in the quality of the goods and services)
Job enlargement
Increasing the number of different tasks in a given job by changing the division of labor. (The idea behind this is that by increasing the range of tasks performed by a worker it will reduce boredom and fatigue and may increase motivation to perform at a high level)
What are some examples of job enrichment?
- Empowering workers to experiment to find new or better ways of doing the job.
- Encouraging workers to develop new skills.
- Allowing workers to decide how to do the work and giving them the responsibility for deciding how to respond to unexpected situations.
- Allowing workers to monitor and measure their own performance.
What are the characteristics in the job characteristics model?
Skill variety, task identity, task significance, autonomy, feedback.
Skill Variety
The extent to which a job requires that an employee use a wide range of different skills, abilities, or knowledge.
Task identity
The extent to which a job requires that a worker perform all the task necessary to complete the job, form beginning to end of the production process.
Task significance
The degree to which a worker feels his or her job is meaningful because of its effect on people inside the organization, such as coworkers, or on people outside the organization, such as customers.
Autonomy
The degree to which a job gives an employee the freedom and discretion needed to schedule different tasks and decide how to carry them out.
Feedback
The extent to which actually doing a job provides a worker with clear and direct information about how well he or she has performed the job.
Product Structure
An organizational structure in which each product line or business is handled by a self contained division.
Matrix structure
An organizational structure that simultaneously groups people and resources by function and by product.
How many managers do you report to in matrix structure?
- 2-
1. functional boss: assigns individuals to a team and evaluates their performance from a functional perspective.
2. Boss of the product team: evaluates their performance on the team.
Product team structure
An organizational structure in which employees are permanently assigned to a cross functional team and report only to the product team manager or to one of his or her direct subordinates.
Cross-functional team
A group of managers brought together from different departments to perform organizational tasks.
What is the difference between product team structure and the matrix structure?
- Employees do not report to two bosses.
2. Functional employees are permanently assigned to a cross functional team.
Authority
The power to hold people accountable for their actions and to make decisions concerning the use of organizational resources.
Hierarchy of authority
An organization’s chain of command, specifying the relative authority of each manager.
Span of control
The number of subordinates who report directly to a manager.
Line manager
Someone in the direct line or chain of command who has formal authority over people and resources at lower levels
Staff manager
Someone responsible for managing a specialist function, such as finance or marketing.
Tall organization
many levels of authority relative to company size.
Flat organization
fewer levels of authority relative to company size.
What are the four sources of an organizational culture?
- Characteristics of organizational members
- organizational ethics
- The employment relationship (employment practices and policies)
- Organizational structure
Organizational ethics
The moral values, beliefs, and rules that establish the appropriate way for an organization and its members to deal with each other and with people outside the organization.
