8. Why might managers delegate tasks to others?

b) Because they cannot do everything themselves

c) To reduce the need for coordination

9. What risk arises if departments do not coordinate with each other?

b) Duplication of tasks might occur

c) Marketing may plan a product launch without production readiness

10. What is one way a manager can ensure coordination among departments?

b) Regular meetings or project teams with members from different departments

a) Assigning a single manager for all tasks

c) Avoiding contact between departments

d) Hiring external consultants to supervise operations

11. When launching a new product, why is coordination between marketing and operations essential?

b) To ensure the product is ready on time and in the correct quantities

a) To ensure the marketing budget is adhered to

12. If a department is failing to meet its targets, what should the manager do?

b) Evaluate the reasons for underperformance and take corrective action

a) Discipline all staff immediately

c) Ignore the issue and focus on other departments

d) Increase advertising expenditure

13. Imagine an organization has low employee morale. Which leadership strategy could improve this?

b) Encouraging trust and inspiration

c) Increasing procedural efficiency

d) Implementing tighter controls

14. If an employee chooses to stop following a leader, what does this indicate?

b) The leader is no longer inspiring or motivating

a) The leader has lost formal authority

c) The employee is required to follow only managers

d) The leader has been replaced by a manager

15. Which statement best contrasts a leader and a manager?

c) Leaders inspire voluntary action, while managers enforce authority

a) Leaders focus on controlling processes, while managers inspire people

b) Leaders prioritize organizational goals, while managers focus on personal goals

d) Leaders rely on systems, while managers rely on vision

16. How does the focus on "the bottom line" differ between managers and leaders?

b) Managers are concerned with it, while leaders focus on the horizon

a) Managers ignore it, while leaders prioritize it

c) Leaders maintain it, while managers innovate it

d) Leaders and managers focus equally on it

17. What is the relationship between planning and controlling?

a) Planning focuses on setting goals, while controlling ensures those goals are met

b) Planning evaluates performance, while controlling sets strategies

c) Planning focuses on daily tasks, while controlling eliminates errors

d) Planning avoids risks, while controlling increases them

18. Why might poor coordination lead to inefficiency in an organization?

b) Departments might work in isolation, causing wasted effort

a) Employees might focus too much on teamwork

c) Resources could be over-utilized

d) Managers may lose their authority

19. If a team struggles with inefficiency, would a manager or leader be more effective initially? Why?

a) Manager, to establish processes and structure

b) Leader, to inspire vision and trust

c) Both equally, for a balanced approach

d) Neither, as the team needs new personnel

20. What makes a manager effective in guiding employees?

b) Their balance of guidance, supervision, and clear instructions

a) Their ability to command and enforce rules

c) Their use of disciplinary actions

d) Their ability to avoid micromanaging

21. Create a model for organizational success that includes both leaders and managers. What are its key features?

b) Inspiration, innovation, and structured processes

a) Strict hierarchy and control

c) Avoiding challenges to the status quo

d) Complete reliance on vision without structure

22. Scenario: A manager at a beverage company sets a goal to increase sales by 50% in three years, but after six months, progress is minimal. Upon investigation, the Marketing department has been running campaigns, but the Production department has not scaled up manufacturing. Question: Design an action plan to improve coordination between the Marketing and Production departments to achieve the sales goal. What steps would you include in the plan?

a) Set clear communication protocols, establish joint meetings, and synchronize timelines for marketing and production activities.

b) Focus solely on marketing to drive sales.

c) Assign the task to the Production department to handle without involving Marketing.

d) Shift the responsibility to an external consultant to manage coordination.

23. Scenario: During a performance review, a manager finds that several teams have missed their deadlines. Employees reveal they were unsure about their roles and responsibilities for the project. Question: Create a process to ensure clear delegation of tasks and responsibilities in future projects. What steps should the manager implement?

a) Develop a detailed task assignment system with deadlines, check-ins, and role clarity for each team member.

c) Assign all tasks without discussing them with the teams to avoid confusion.

e) Create clear role descriptions and ensure they are communicated before the project begins.

b) Set up a system of regular feedback and performance reviews to ensure tasks are on track.

d) Let employees figure out their roles on their own, assuming they will take initiative.

24. Scenario: A new school principal aims to increase student enrollment. They build a new sixth-form center but fail to promote it effectively in the community. Enrollment numbers remain stagnant despite the investment. Question: What aspect of management should the principal have focused on to improve results?

a) Plan a marketing strategy, assign roles for the promotion, coordinate team efforts, and continuously monitor and adjust efforts.

b) Conduct a market analysis to understand community needs and tailor the promotional efforts.

c) Form a task force consisting of school staff, parents, and students to develop and execute a promotion plan.

d) Let the marketing team decide on their own without any further oversight.

e) Build more infrastructure without focusing on promotion.

25. Design a process to integrate all five functions of management effectively. What should be included?

a) Clear planning, organized resources, frequent coordination meetings, effective communication, and regular performance reviews

b) Strict hierarchical authority, rigid rules, and infrequent reviews

c) Avoidance of coordination, focus on planning only, and less control over staff

d) Planning only, as the other functions are unnecessary

26. What does Herzberg's Two-Factor Theory focus on?

a) Motivators and hygiene factors

b) Monetary and non-monetary rewards

c) Intrinsic and extrinsic goals

d) Job satisfaction and job security

29. What does "Theory Y" suggest about employees?

b) Employees are self-motivated and seek opportunities to grow

a) Employees are lazy and avoid responsibility

c) Employees require strict supervision to perform well

d) Employees are motivated only by financial rewards

31. What is the relationship between Maslow's self-esteem needs and Herzberg's motivation factors?

a) They both relate to achieving a sense of self-worth.

c) They only apply to low-level employees.

d) They focus on physiological satisfaction.

32. What does Maslow mean by "esteem needs"?

b) The desire for recognition, respect, and self-confidence.

a) The need for basic physical requirements like food and shelter.

c) The need for security and safety in the workplace.

d) The need for love and belonging in a social setting.

33. Why is self-actualization considered a higher-order need in Maslow’s hierarchy?

b) It focuses on achieving personal potential and is pursued after basic needs are met.

a) It depends on external rewards like promotions and bonuses.

c) It is foundational to meeting physiological and safety needs.

d) It is the only need that applies to all employees equally.

34. Why is Maslow's hierarchy of needs presented as a pyramid?

b) To emphasize that lower-level needs must be met before higher-level needs

a) To show that all levels are equally important

c) To suggest that people only focus on one level at a time

d) To highlight the importance of self-actualization

35. How do extrinsic rewards differ from intrinsic rewards in motivating employees?

b) Extrinsic rewards involve external factors like bonuses, while intrinsic rewards relate to internal satisfaction.

a) Extrinsic rewards are tied to personal satisfaction, while intrinsic rewards are tangible.

c) Extrinsic rewards include opportunities for growth, while intrinsic rewards focus on teamwork.

d) Extrinsic rewards motivate long-term behavior, while intrinsic rewards address short-term goals.

36. In Herzberg's theory, why is salary considered a hygiene factor and not a motivator?

b) Because salary prevents dissatisfaction but does not lead to higher engagement.

a) Because salary is irrelevant to job satisfaction.

c) Because salary directly influences intrinsic motivation.

d) Because salary is a motivator only for short-term goals.

38. What is a practical example of addressing self-actualization needs in a workplace?

b) Offering challenging projects that encourage creativity and innovation

a) Providing ergonomic chairs and desks

c) Introducing team-building activities to enhance social connections

d) Giving bonuses for meeting monthly targets

39. Which scenario demonstrates the application of Theory Y in a workplace?

b) Employees are given the freedom to set their own goals and decide how to achieve them.

a) Managers closely monitor employees to ensure compliance with strict rules.

c) Promotions and financial bonuses are the primary focus of management strategy.

d) Employees are required to follow specific instructions with no room for flexibility.

40. An employee expresses dissatisfaction with their workspace and outdated equipment, saying it hinders productivity. Which of Herzberg's factors should the manager address first?

b) Hygiene factors such as working conditions

a) Motivators such as recognition

41. Which statement best explains how self-actualization needs in Maslow’s hierarchy motivate employees?

c) Employees strive to achieve their full potential and personal growth.

a) Employees seek financial stability and job security.

b) Employees desire recognition and social interaction.

d) Employees aim to avoid punishment and maintain fairness.

42. How does job enrichment differ from job rotation in achieving employee motivation?

b) Job enrichment focuses on higher-level motivators, while job rotation primarily reduces boredom.

a) Job enrichment increases task variety, while job rotation adds meaningful responsibility.

c) Both are designed to improve intrinsic satisfaction but are unrelated to Herzberg’s theory.

d) Job rotation enhances creative autonomy, while job enrichment improves external rewards.

43. How can job rotation and job enlargement be used together to address boredom and dissatisfaction?

a) Job rotation adds variety, while job enlargement creates opportunities for growth and higher responsibilities.

b) Job rotation focuses on creativity, and job enlargement reduces workloads.

c) Job rotation enhances social connections, and job enlargement increases monetary incentives.

d) Both approaches work independently and cannot complement each other.

44. A manager observes that employees from different departments perform better during cross-functional projects. Which motivational principle is at play, and why?

a) Job enrichment, as employees find new meaning in working on diverse tasks.

b) Hygiene factors, as better tools and equipment lead to productivity.

c) Extrinsic motivation, as cross-functional projects come with higher financial rewards.

d) Theory X, as close monitoring improves task performance.

45. A tech company encourages employees to take risks and experiment with new ideas, even if they fail. How does this align with Maslow’s hierarchy and Herzberg’s motivators?

b) It fulfills esteem needs and encourages intrinsic motivators like achievement.

a) It satisfies physiological needs and avoids dissatisfaction.

c) It emphasizes hygiene factors like job stability.

d) It addresses safety needs by promoting consistent performance.

46. Why is Herzberg’s two-factor theory considered an advancement over earlier motivation theories?

a) It distinguishes between factors that prevent dissatisfaction and those that actively motivate.

b) It focuses exclusively on monetary incentives for motivating employees.

c) It eliminates the need for addressing psychological needs in motivation.

d) It integrates Maslow’s hierarchy into a single-level model.

47. Why might a company prioritize job enrichment over financial rewards?

d) Job enrichment focuses on personal growth and long-term engagement, whereas financial rewards provide only short-term incentives.

a) Job enrichment directly increases productivity, whereas financial rewards only address hygiene factors.

b) Job enrichment is less costly than providing bonuses and raises.

c) Financial rewards provide intrinsic satisfaction, while job enrichment provides extrinsic motivation.

48. Scenario: A multinational company wants to integrate motivational strategies across its global offices. Design a motivational strategy that takes cultural differences into account. What key elements would you include in the plan?

a) Tailor rewards and recognition based on regional preferences, provide cross-cultural training, and use local feedback mechanisms.

b) Standardize rewards across all offices without considering cultural differences.

c) Focus solely on intrinsic motivation factors, ignoring extrinsic rewards.

d) Implement identical reward systems, assuming uniform preferences across cultures.

49. Scenario: Your company wants to use Maslow’s Hierarchy of Needs to develop a comprehensive employee motivation strategy. How would you design a strategy based on this theory?

a) Identify which needs are most pressing for different employees, and create tiered incentives to address lower-level needs first, progressing to higher needs as goals are met.

b) Focus only on providing financial rewards to satisfy lower-level needs, ignoring higher-level needs like self-actualization.

c) Offer the same incentives to all employees, assuming they will progress through the hierarchy uniformly.

d) Create a one-time motivational program that only addresses physiological needs.

50. Scenario: Your company is struggling with innovation. Design a strategy to foster a culture of creativity and encourage employees to contribute innovative ideas. What key elements would you include?

a) Set up a structured system for recognizing and rewarding creative ideas, host regular brainstorming sessions, and create a collaborative environment.

d) Establish cross-functional teams to work on innovation projects and encourage knowledge sharing across departments.

e) Create a flexible work environment with time for employees to experiment and explore new ideas independently.

b) Offer one-time financial incentives for idea submission and limit innovation activities to formal meetings only.

c) Focus solely on setting quotas for creative ideas without recognizing or rewarding them.

FINAL REVISION UNIT 1 - UNIT 4 (TEAM 2)

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FINAL REVISION UNIT 1 - UNIT 4 (TEAM 2)

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RL.11-12.7, RI.11-12.5, RL.8.3

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c) Employees based on orders

d) None of the above

6. Why might an employee follow a manager but not see them as a leader?

a) The manager has no formal authority

b) The employee disagrees with organizational goals

c) The manager fails to inspire or motivate

d) The employee is only focused on personal goals

7. Why is planning considered essential for a manager?

a) It ensures employees are disciplined

b) It sets aims or targets that provide a sense of direction

c) It eliminates the need for coordination

d) It minimizes the need for meetings

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