Chapter 6 Structure/design

Front 1

What is the difference between organizational structure and organizational culture?

Back 1

Structure focuses on a formal system of task and job reporting relationships. Culture focuses on the shared beliefs, values, and norms that influence how subordinates function.

Front 2

What are the four determinants of organizational structure?

Back 2

1. Organizational environment
2. Strategy
3. Technology
4. Human Resources

Front 3

What are two factors in determining whether technology is routine or complicated? When is each prevalent?

Back 3

1. Task variety (high with complicated technology, low with routine)
2. Task analyzability (low with complicated with technology, high with routine)

Front 4

What are three issues in designing an organization's structure?

Back 4

1. How to group tasks into individual jobs
2. How to group jobs into functions and divisions
3. How to allocate authority and coordinate or integrate functions and divisions

Front 5

What are three ideas managers can use in job design?

Back 5

1. Job simplification (reducing number of tasks for each worker)
2. Job enlargement (increasing the number of different tasks)
3. Job enrichment (increasing the degree of responsibility)

Front 6

What are three ways job enrichment occurs?

Back 6

1. Empowering workers to experiment and respond to unexpected situations
2. Encouraging workers to develop new skills
3. Allowing workers to monitor their performance

Front 7

What are Hackman and Oldman's five job characteristics that determine employee motivation?

Back 7

1. Skill variety
2. Task identity
3. Task significance
4. Autonomy
5. Feedback

Front 8

What are functional jobs?

Back 8

Functional jobs are jobs that help the function perform activities necessary for high performance.

Front 9

What are three advantages of a functional structure? What can make a functional structure less efficient and effective?

Back 9

1. People with similar jobs can learn from each other
2. Managers can evaluate performance more easily
3. Managers can scan and monitor the competitive environment

Made less efficient and effective when managers cannot see the big picture.

Front 10

What are divisional jobs? What are three forms of divisional structure?

Back 10

Divisional jobs are jobs that involve coordinating with the external environment.

1. Product (goods/services)
2. Geographic (countries)
3. Market (customers

Front 11

What are the advantages of a divisional structure?

Back 11

1. Functional managers can specialize in one product (if it's a product structure)
2. Managers gain expertise in their division
3. Managers need to supervise only his or her division

Front 12

What is a matrix structure?

Back 12

An organizational structure that simultaneously groups by function and product (you may have the rows be functions and the columns be products, for example)

Front 13

What is a product team structure? How does it differ from a matrix structure?

Back 13

Employees are permanently assigned to a cross-functional team and perform tasks.

Differs from a matrix structure in that there is no two-boss authority.

Front 14

What is the difference between a line manager and a staff manager?

Back 14

A line manager has formal authority over a lower hierarchical level (horizontal). A staff manager has formal authority over a function (vertical).

Front 15

What are the four integrating mechanisms from simple to complex?

Back 15

1. Liaison roles (1-on-1)
2. Task forces (many people, NOT a team)
3. Cross-functional teams
4. Integrating roles and departments (synergy among cross-functional teams)