Organisational Design & Org Structures (Tall/Flat)

What is meant by Job Design?

• The process of determining what a job comprises, how it is carried out & how it relates to other jobs

• The process of creating a list of qualities required for a new job role

• A diagram detailing the design of a specific job role

• How a firm delegates tasks to others in the organisation

Which one of the following is NOT an example of human resources data?

• Labour productivity

• Employees costs as a percentage of turnover

• The rate of inflation

• Retention Rates

Which of the following is NOT an organisational influence on Job Design

• Ergonomics

• Quality Standards

• The way work is organised, e.g. remote/home working

• Employees' Health

Which of the following IS an example an influence on job design that is employee related

• Speed and timeliness of tasks

• Technological developments

• Social changes i.e. expectation of 24/7 service availability

• Their skills and capabilities

A firm employs a total of 6,300 workers, 2,700 of whom have been with the firm for more than one year. Calculate the retention rate.

• 45 units

• 42.86%

• 58.14%

• 33.45 units

If sales turnover in a firm is £1,800,000 per annum and the firm employs 15 workers at a cost of £12,000 per worker per annum, what are the employee costs as a percentage of turnover?

• 10%

• 12.5%

• 8%

• 90%

Which organisational structure is likely to have the highest wage bill?

• Tall

• Flat

Which of these is most likely to result in improved labour productivity at a pizza factory?

• A reduction in the training budget

• greater investment in automation

• more quality control inspections

• allowing customers to personalise their pizzas

Which statement below about labour turnover is true? Labour turnover....

• has to calculated on an annual basis

• has no effect on business costs

• cannot be affected by changes in pay

• can help measure morale and motivation

The Key features of a tall structure include....

• narrow span of control and many levels in the hierarchy

• narrow span of control and few levels in the hierarchy

• wide span of control and few levels in the hierarchy

• wide span of control and many levels in the hierarch