The concentration/focus strategy correct answers have a single type of product. do one thing really well, better than anyone else. (mcD, walmart, coke)
boeing's senior vice president of operations correct answers I have never fire anyone in 30 years for engineering failures, but only for human f...
MGT 301 exam 3 || with 100% Accurate Solutions.
The concentration/focus strategy correct answers have a single type of product. do one thing
really well, better than anyone else. (mcD, walmart, coke)
boeing's senior vice president of operations correct answers I have never fire anyone in 30 years
for engineering failures, but only for human failures
seven selection tools (for determining how well job applicants will perform in the future) correct
answers 1. background
2. interviews(structured-more clear, unstructured-more revealing)
3. paper and pencil tests(knowledge, ability)
4. physical ability tests: always ask yourself, "does this relate to the job"
5. ability test: doing a sample of the actual work tasks
6. assessment center: doing an ability test in a facility that simulates the real work environment.
the most valid selection tool.
7. references: we must always check them(least valid)
validity correct answers a selection tool is valid to the extent that it predicts future job
performance
four stages of team development correct answers 1. forming: building relationships of trust. this
is done through socializing
2. norming: establishing a common values and shared priorities
3. storming: members disagree constructively, but because of forming and norming, they know
each other well enough to get through it. difference can now be productive
4. performing: doing the actual work
related diversification correct answers producing and selling products that are similar to each
other. point is to produce synergy -the synthesis of energies (procter and gamble)
unrelated diversification correct answers producing and selling products that are not at all similar
to each other. point is to reduce the variability of returns by spreading out risks. (berkshire
hathaway)
value chain (related to vertical integration) shows how we can create value for potential
customers and thus earn money from them correct answers p: procuring (getting stuff no one else
has)
t: transforming: (like assembling a car or refining oil)
h: holding (keeping items in inventory)
p: promoting (marketing, advertising, selling)
d: distributing (customers pay more for convenience)
s: servicing
forward integration correct answers toward the customer
, backward integration correct answers toward the raw materials
international expansion correct answers ask the fundamental question of international business
"to what extent to we customize our products for different national cultures, versus standardizing
our products worldwide for global efficiency
span of control correct answers the number of people who report directly to a manager. for work
that is routine, a greater span of control works well. for complex work, a narrower span is
required (horizontal)
chain of command correct answers the number of layers of management from the top to the
bottom of an organization. for complex work where much control is required, use a long chain of
command. for more flexible De-centralized decision -making use a shorter chain of command
(vertical)
fundamental law of motivation correct answers if you cannot or will not get people to do what
they otherwise naturally would not do, you will never succeed in management
definition of motivation correct answers a person;s individual, psychological state that influence
the direction, energy and persistence of their work.
Direction: working on task and focused without distraction
energy: working vigorously with great effort
persistence: whether a person keeps trying in the face of obstacles
E.I.V correct answers 1. expectation
2. instrumentality: good results will never behavior itself
3. value: they will value that the have the opportunity
Maslow: employees' five basic needs correct answers Hierarchy of needs
1. physical needs(we need a living wage for food,etc)
2. safety needs: we need security (insurance,etc)
3. social needs: we need to interact with others
4. esteem: we need to be proud of ourselves
5. self-actualization: we need to realize our full potential
get in touch with each employee to know them well
Herzberg correct answers physical and safety needs(hygiene needs) which do not motivate
people, but they are needed for motivation
McClelland correct answers white collar, highly professionals have three primary needs that
motivate them:
1. need for achievement, give them challenging work
2. need for affiliation, work with other similar professionals
3. need for power over decisions
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