Question 29 Zenita was a creative writer at The Machner Group before her editor

Question

Question 29

Zenita was a creative writer at The Machner Group before her editor asked her to try out her skills at photography in the company's visuals department. After completing a short course on photography, Zenita joined the visuals department. Which of the following methods of job design did Zenita experience?

Job experience

Job enlargement

Job rotation

Job reduction

Job revolution

1.5 points

Question 30

David believes that for a company to run smoothly, it must adopt an organizational structure in which the employees clearly know who their reporting managers are and which departments they belong to. David claims that this will give the employees clarity about their roles and functions and will help them contribute efficiently toward the organization's overall success. Which of the following statements strengthens David's claims?

Roles can be better understood when managers provide examples that will help employees understand their roles better.

Clarity depends on how well a manager describes job functions.

Departmentalization may create a feeling of superiority among managers, which will help them work better.

An organizational structure creates a positive environment without hindering the learning process.

An efficient structure depends on an efficient taskforce that is willing to learn and adapt.

Job experience

Job enlargement

Job rotation

Job reduction

Job revolution

Explanation / Answer

Ans 29 :

Zenita experienced Job enlargement, since her field in which she was specialized has got expand, following points will explain how Zenita Experienced Job enlargement

Job design is an important method managers can use to enhance employee performance. Job design is howorganizations define and structure jobs. Properly designed jobs can have a positive impact on themotivation, performance and job satisfaction of those who perform them. On the other hand poorlydesigned jobs can impair motivation, performance, and jobs satisfaction

Job Enlargement

Job enlargement, or horizontal job loading, is expanding a worker's job to include tasks previously performed by other workers. Before enlargement, workers perform a single, specialized task; afterward, they have a "larger" job to do. It has now developed into job engineering where increasing the efficiency of a job is stressed. Here Zenita has developed their skill through photography course and now she is now in visuals department which is the exact example of Job Enlargement.

Job Rotation

Job rotation involves systematically shifting workers from one job to another to sustain their motivation and interest. Under specialization, each task is broken down into small parts. In this case Zenita’s task are not getting divided, therefore she has not experienced Job Rotation

Job Reduction : Job reduction also called as Layoffs, here Zenita hasn't asked to leave the job whereas she was advised to shift her skills, so this experience is not suitable to Zenita

Job revolution : Zenita has not experinced job Revolution. Job revolution is also linked with recruitment.

Ans : 30

Organizational structure refers to the way that an organization arranges people and jobs so that its work can be performed and its goals can be met. When a work group is very small, and face-to-face communication is frequent, formal structure may be unnecessary, but in a larger organization decisions have to be made about the delegation of various tasks. Thus, procedures are established that assign responsibilities for various functions. It is these decisions that determine the organizational structure.

Organizations vary greatly in all aspects. Establishing an understanding of what influences organizational learning for the vast majority of organizations is extremely valuable. This would allow individuals in many different organizations to benefit from examining some key factors that would increase organizational learning in their setting.

An organizational structure creates a positive environment without hindering the learning process. that will be the exact statement that will strengthens David's claims . In an organization of any size or complexity, employees' responsibilities typically are defined by what they do, who they report to, and for managers, who reports to them. Over time these definitions are assigned to positions in the organization rather than to specific individuals. The relationships among these positions are illustrated graphically in an organizational chart. The best organizational structure for any organization depends on many factors including the work it does; its size in terms of employees, revenue, and the geographic dispersion of its facilities; and the range of its businesses (the degree to which it is diversified across markets).

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