MHA 702 Study Hints for exam 7 QUESTIONS & ANSWERS 100% VERIFIED!!
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Course
MHA 702 St
Institution
MHA 702 St
Authoritarian - ANSWERfocus is on work, minimizes the importance of people, motivating force for productivity is fear, autocratic managers are unquestionably "in charge", and employees have 2 options- do as they are told or leave.
Legalistic - ANSWERBegan in the 1930s w/ passage of wage/hour law...
MHA 702 Study Hints for exam 7
QUESTIONS & ANSWERS 100% VERIFIED!!
Authoritarian - ANSWERfocus is on work, minimizes the importance of people, motivating force for
productivity is fear, autocratic managers are unquestionably "in charge", and employees have 2
options- do as they are told or leave.
Legalistic - ANSWERBegan in the 1930s w/ passage of wage/hour laws and the enactment of labor
laws. Expanded the civil rights act of '64. Managers interact with employees out of strict regard for
employee rights.
Where are most managers now? - ANSWERscientific management and human relations. In most
circumstances, people-centered management is more effective in inspiring productivity than is
production-centered management.
Are authoritarian management and managers who use an authoritative style the same - remember
Goleman's article? - ANSWERNo, Authoritarian: "Do as you are told", dictates, my way or the
highway
Authoritative: "Follow me', guide, sets the goals for you to follow
Humanistic - ANSWERcontented, well treated employees who are dealt with fairly. Employees
equitably are generally better producers and more loyal than those who are not treated so.
Two significant influences (Humanistic) - ANSWERlegislation and the human relations movement in
management.
Origins of the school of scientific management: why did it come about and what happened to it? -
ANSWEREarly 1900s.
Focus is on the process(work) and production (output), while largely ignoring people(employee)it
strengthened the concept of Production-centered management. Introduction of ergonomics
, Theory X - ANSWER"Your job is to get as much work as you can out of me. My job is to do as little
work as possible."
Employees are indifferent, passive, and even resistant to organizational needs. Supervisors must
constantly control workers
Underlying assumptions (Theory X) - ANSWER- People are inclined to work as little as possible
- Most people lack ambition, dislike responsibility and prefer to be told what to do
- People are resistant to change
- The average person is gullible, easily duped, and not particular bright
Theory Y - ANSWERPeople are not passive or resistant to organizational needs. Motivation, capacity,
potential and readiness to work toward organizational goals are innately present. Managers are
responsible for helping people to recognize and develop these characteristics
Underlying Assumptions (Theory Y) - ANSWEREmployees can best achieve their own goals by
directing their personal efforts toward organizational objectives.
Differences between going to court and arbitration - rules, obtaining evidence, procedures costs and
outcomes. - ANSWERArbitration uses rules of evidence and procedures that are less formal than
those followed in trial courts. Arbitrators may not exceed the limits of their authority in their award
(no punitive damages). Arbitrators are not bound by legal precedent. Arbitration saves time, is
flexible and usually less costly than trial. Arbitration can usually be conducted in a private setting so
others will not be aware of its proceedings
binding arbitration - ANSWERsimilar to a court proceeding in that an arbitrator has the power to
impose a decision.
non-binding arbitration - ANSWERan arbitrator has the power to recommend but not impose a
decision.
Final offer arbitration - ANSWERan arbitrator is required to choose between the proposals of the
parties... Similar to the process of court proceedings.
Mediation - ANSWERMediator's goal is to reach a compromise that is fair and acceptable to both
sides in a dispute
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