Org Structure & Behavior

Question 1

define culture

Answer 1

system of shared meaning ‐ the way we do things around here

Question 2

define climate

Answer 2

reflection of the way people perceives and describe the characteristics of their environment

Question 3

ways to create a positive work environment

Answer 3

• Create a shared vision
• Create a sense of community
• Find a nice balance

Question 4

examples of organizational structure principles

Answer 4

• Differentiation
• Formalization
• Centralization
• Division of labor
• Unity of command
• Span of control
• Departmentalization

Question 5

Differentiation definition

Answer 5

Complexity; Degree to which units are dissimilar

Question 6

Formalization definition

Answer 6

Degree to which jobs in the organization are standardized

Question 7

Centralization definition

Answer 7

• Extent to which decision‐making is concentrated at a single point in the organization
• Problems arise when people try to achieve goals without authority

Question 8

Division of labor definition

Answer 8

divides work into specific parts

Question 9

Unity of command definition

Answer 9

Concept that an individual only reports to one supervisor

Question 10

Span of control definition

Answer 10

How many people a manager effectively controls

Question 11

Departmentalization definition

Answer 11

• Grouping individuals according to specific tasks

- Share common vocabulary, training, and expertise

Question 12

Differentiation types

Answer 12

• Horizontal: Degree differentiation based on how many different types of either people or units are included in organization; how many different people are involved
• Vertical: Depth of organization hierarchy; work chart
• Spatial: Degree to which the location of an organization’s units is one place or spread over several locations: degree of how you’re spread over a specific location

Question 13

Formalization examples

Answer 13

• Rules: Degree to which behavior of members is subject to organizational control
• Procedural specifications: Follow defined techniques in situations, Reduce errors and increase efficiency
• Technical competence: Universal standards for personnel selection /advancement
• Impersonality: Extent to which people are treated as non‐individuals

Question 14

Division of labor examples

Answer 14

• Narrowing: efficiency, routine
• Enlarging: productivtiy, interchangeable skills
• Example: Pharmacist works as a dispensing only pharmacist OR Pharmacist works different roles for different shifts

Question 15

Unity of command examples

Answer 15

• Matrix organization: Integrates the activities of different specialists while maintaining specialized organizational departments
• Example: interdisciplinary teams

Question 16

Span of control examples

Answer 16

Example: Pharmacist supervises two techs, Pharmacist manages the entire store

Question 17

examples, predictors, and outcomes of organizational behaviors

Answer 17

• Factors related to less job satisfaction
• Job stress
• Job turnover

Question 18

What are the factors related to less job satisfaction in pharmacy?

Answer 18

• younger
• male
• staff position
• working full time
• high role stress
• negative interpersonal interactions

Question 19

Strong predictors of job satisfaction in pharmacy

Answer 19

• How closely job expectations are met
• Performing more clinical or non‐distributive work activities
• Higher levels of autonomy
• Good environmental conditions
• Professional commitment
• Working in an independent pharmacy
• Job satisfaction -> positive feelings -> organizational commitment

Question 20

What can lead to job stress?

Answer 20

• Role stress
• Role conflict
• Role ambiguity
• Role overload
• Work-home conflict
• Burnout

Question 21

What are reasons why people leave a job?

Answer 21

• job dissatisfaction (role stress, cultural & climate factors)
• personal factors
• market conditions

Question 22

With respect to internal factors, what can an organization control to avoid job turnover?

Answer 22

• fostering commitment
• improve job satisfaction
• decrease role stress