7. A
8. C
9. A
10. A
please check
7. According to Peter Drucker, who determines an organization’s purpose, or mission?
A. Company executives C. Stockholders
B. Customers D. Supervisors
8. Which one of the following is a personal source of power?
A. Coercive power C. Referent power
B. Reward power D. Legitimate power
9. Process culture emphasizes
A. the way things are to be done rather than the outcomes.
B. taking few risks and attaining rapid feedback.
C. making decisions that involve big stakes.
D. taking high risks while getting quick feedback
.
10. Which one of the following employees would be most likely to develop a plan for
scheduling the completion of a production job?
A. Chief executive officer C. Lower-level manager
B. Senior vice president D. Production employees
I'm not a business expert and don't know about 7 and 10. I believe your answers for 8 and 9 are correct.
thank u
You're welcome.
7. B
8. C
9. A
10. C
To check the answers, we can analyze each question and its options one by one:
7. According to Peter Drucker, who determines an organization’s purpose, or mission?
A. Company executives: This is a possible answer, as company executives are responsible for setting the organization's purpose.
C. Stockholders: This is another possible answer, as stockholders can also influence the organization's purpose.
B. Customers: While customers have an influence on the organization's success, they do not determine the purpose or mission.
D. Supervisors: Supervisors have a more limited role and typically do not determine the organization's purpose.
To get the correct answer, we need to refer to Peter Drucker's viewpoint. Peter Drucker, a famous management consultant, believed that the organization's purpose should be determined by:
Solution: Performing a search using reliable sources to find Peter Drucker's viewpoint on who determines an organization's purpose or mission could provide us with the correct answer.
8. Which one of the following is a personal source of power?
A. Coercive power: This is a possible answer, as coercive power is a personal source of power based on fear of punishment or negative consequences.
C. Referent power: This is another possible answer, as referent power is a personal source of power based on charisma, trust, and admiration.
B. Reward power: Reward power is not a personal source of power; it is based on the ability to provide rewards or incentives.
D. Legitimate power: Legitimate power is not a personal source of power; it is based on formal authority within an organization.
To get the correct answer, we need to identify the personal source of power among the options:
Solution: Understanding the different types of personal power and their definitions can help us determine the correct answer. Additionally, finding relevant definitions or explanations from reliable sources can confirm the correct option.
9. Process culture emphasizes:
A. The way things are to be done rather than the outcomes: This is a possible answer, as process culture focuses on following a set of procedures and values the way things are done.
B. Taking few risks and attaining rapid feedback: This option does not align with the definition of process culture.
C. Making decisions that involve big stakes: This option does not align with the definition of process culture.
D. Taking high risks while getting quick feedback: This option does not align with the definition of process culture.
To get the correct answer, we need to understand the concept of process culture and its main characteristics:
Solution: Analyzing the definition and principles of process culture or conducting a search using reliable sources to find relevant information can help us identify the correct answer.
10. Which one of the following employees would be most likely to develop a plan for scheduling the completion of a production job?
A. Chief executive officer: The CEO typically focuses on strategic decisions and overall company management, rather than specific production job scheduling.
C. Lower-level manager: Lower-level managers typically handle operational tasks, including production job scheduling.
B. Senior vice-president: Similar to the CEO, senior vice-presidents focus on higher-level decision-making and strategic planning.
D. Production employees: While production employees are directly involved in the production process, they are less likely to be responsible for developing a scheduling plan.
To get the correct answer, we need to identify the employee position that aligns with the responsibility of developing a scheduling plan for production jobs:
Solution: Understanding the hierarchy and roles within an organization, specifically in the production department, can help us determine the correct answer.