Test your basic knowledge |

Management 101: Organizational Structure And Design

Subject : business-skills
Instructions:
  • Answer 50 questions in 15 minutes.
  • If you are not ready to take this test, you can study here.
  • Match each statement with the correct term.
  • Don't refresh. All questions and answers are randomly picked and ordered every time you load a test.

This is a study tool. The 3 wrong answers for each question are randomly chosen from answers to other questions. So, you might find at times the answers obvious, but you will see it re-enforces your understanding as you take the test each time.
1. Giving employees more authority (power) to make decisions






2. A scheduling system in which employees are required to work a specific number of hours a week but are free to vary those hours within certain limits






3. An organizational structure whose design is not defined by or limited to the horizontal - vertical or external boundaries imposed by a predefined structure






4. Open innovation; Strategic partnership






5. The number of employees a manager can efficiently and effectively manage






6. Functional departmentalization; Geographical departmentalization; Product departmentalization; Process departmentalization; Customer departmentalization






7. An organizational structure in which employees continuously work on projects






8. A work arrangement in which employees work at home and are linked to the workplace by computer






9. A work team composed of individuals from various functional specialties






10. An organizational structure that uses its own employees to do some work activities and networks of outside suppliers to provide other needed product components or work processes






11. Creating or changing an organization's structure






12. Group of people who share a concern - a set of problems - or a passion about a topic - and who deepen their knowledge and experience in that area by interacting on an ongoing basis






13. An organizational structure made up of separate - semiautonomous units or divisions






14. The practice of having two or more people split a full-time job






15. A workweek where employees work longer hours per day but fewer days per week






16. Cross-functional teams; Cross-hierarchical teams; Free flow of information; Wide spans of control; Decentralization; Low formalization






17. The degree to which decision making is concentrated at upper levels of the organization






18. Temporary - freelance - or contract workers whose employment is contingent upon demand for their services






19. The rights inherited in a management position to tell people what to do and to expect them to do it






20. Collaborative relationships between two or more organizations in which they combine their resources and capabilities for some business purpose






21. A work team composed of individuals from various functional specialties






22. The management principle that each person should report to only one manager






23. Cross-functional team; Task force; Communities of practice






24. Increased communication and coordination; Greater innovative output; Enhanced ability to address complex problems; Sharing of information and best practices






25. The production of item in units or small batches






26. An organizational structure that consists of a small core of full-time employees and outside specialists temporarily hired as needed to work on projects






27. An organizational design that's highly adaptive and flexible






28. The degree to which lower-level employees provide input or actually make decisions






29. Dividing work activities into separate job tasks






30. An organizational design that's rigid and tightly controlled






31. The basis by which jobs are grouped together






32. The formal arrangement of jobs within an organization






33. Potential interpersonal conflict; Different views and competing goals; Logistics of coordinating






34. Positions with some authority that have been created to support - assist - and advise those holding the authority






35. The visual representation of an organization's structure






36. High specialization; Rigid departmentalization; Clear chain of command; Narrow spans of control; Centralization; High formalization






37. An organizational structure that assigns specialists from different functional departments to work on one or more projects






38. An organizational design with low departmentalization - wide spans of control - centralized authority - and little formalization






39. The line of authority extending from upper organizational levels to the lowest levels - which clarifies who reports to whom






40. Give customers what they want - a voice; Allow organizations to respond to complex problems; Nurture internal and external relationships; Bring focus back to marketplace; Provide way to cope with rising costs and uncertainties of product development






41. The obligation or expectation to perform any assigned duties






42. High demands of managing the process; Extensive support needed; Cultural challenges; Greater need for flexibility; Crucial changes required in low knowledge is controlled and shared






43. Arranging and structuring work to accomplish the organization's goals






44. A temporary committee or team formed to tackle a specific short-term problem affecting service department






45. Authority that entitles a manager to direct the work of an employee






46. The production of items in continuous processes






47. Opening up the search for new ideas beyond the organization's boundaries and allowing innovations to easily transfer inward and outward






48. An organization that has developed the capacity to continuously learn - adapt - and change






49. An organizational design that groups together similar or related occupational specialties






50. Telecommuting; Compressed workweek; Flextime; Job sharing