Final Exam MGT 380 Answers

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Arizona State University *

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Feb 20, 2024

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MGT 380 Final Exam Spring 2023 – Session C Abhikya Reddy Ananth Your Final Exam uses the following two articles as the empirical basis for your theory driven answers. Good answers will extensively use course concepts and terminology with chapter references (when appropriate). Good answers will also explicitly address each element of the questions asked. Context articles : • Many workers willing to take a pay cut to work remotely, survey finds. Moneywatch, By Khristopher J. Brooks, April 4, 2023 / 3:34 PM / MoneyWatch https://www.cbsnews.com/news/remote-work-jobs-2023-robert-half/ • The State of Remote Work: 5 Trends to Know for 2023. Robert Half (PRNewsfoto/Robert Half), Feb 21, 2023, 08:07 ET https://www.prnewswire.com/news-releases/the-state-of-remote-work-5-trends-to- know-for-2023-301751351.html Question 1 : (100 points) Both of these articles mention that [some] employees would willingly sacrifice salary for less in- office time and more remote time. Pick one of the models (theories) of motivation (Chapter 12) and do the following in three separate paragraphs: 1. Identify a specific model of motivation that you think might explain this phenomenon and describe the interplay of its elements, 2. Explain how/why this model accounts for the fact that some employees would willingly trade money for flex work, and 3. Using the same model explicitly explain how you would respond to the option of less money / more flex. Herzberg’s Two-Factor theory is one motivational model that comes to mind that can help to explain why workers are willing to give up pay in exchange for more remote work. The theory contends that both hygienic and motivational factors can have an impact on job satisfaction. The hygienic factors are important to prevent job dissatisfaction while the motivating factors contribute to job satisfaction. Salary, workplace conditions, and corporate policies are examples of hygienic factors. On the other hand, Recognition, Achievement, and Personal Growth are motivating factors (Kinicki, 2022, as cited in Herzberg, 1964). It may be argued that employees who are willing to trade money for flexible work are dissatisfied with their jobs because of the hygiene factors of their workplaces. Their personal independence and ability to maintain a healthy work-life balance may be restricted by the need to be physically present in the office for a predetermined number of hours. Kinicki (2022) stated that a company can address the hygiene factor and reducing dissatisfaction by providing additional flexibility, such as the choice to work from home or choose their own working hours while also, encouraging group activities like fitness classes, intramural sports , etc. This can lead to a more motivated and satisfied workforce.

MGT 380 Final Exam Spring 2023 – Session C I would assess the offer based on the motivational factors that are significant to me if provided the choice to trade salary for more flexibility at work. For instance, I could be willing to take a reduced pay if the new arrangement would provide me with additional chances for personal growth or recognition. However, I might put salary above flexibility if the lower pay would prevent me from achieving important financial goals like debt payment or saving for a large purchase. In Herzberg’s Two-Factor Theory, the interaction of hygiene and motivational factors is reflected in this decision-making process. Question 2 : (100 points) If organizations were going to implement more remote work then, logically, this change will have an impact on organizational culture and organizational effectiveness. But what kind of impact? In three paragraphs address the following concerns. 1. Describe the elements and interplay of the competing values framework (CVF) of organizational culture (Chapter 8) 2. Of the four cultures identified in the CVF which one is most likely to be negatively impacted by a greater degree of remote work. Your answer should address both dimensions of culture. 3. Of the four cultures identified in the CVF which one is least likely to be negatively impacted (or most likely to be positively impacted) by a greater degree of remote work. Your answer should address both dimensions of culture. The competing value framework (CVF) is used to categorize the various components of organizational culture. Internal vs. External focus and Flexibility vs. Stability are the CVF two dimensions. The flexibility vs. stability determines whether a company favors innovation and adaptation over stability and control and whether a company places a greater emphasis on internal operations or the external environment in which it works is determined by the internal vs. external focus dimension. The four different cultures of the CVF, according to Kinicki (2022), are: Clan culture, which emphasizes collaboration, professional growth, and a sense of belonging; adhocracy culture, which values Adaptability, innovation, and originality; market culture, which values competition, success, and achievement; and hierarchical culture, which emphasizes consistency, control, and stability. A higher degree of remote work is most likely to be negatively impacted on the hierarchical culture in the CVF. In hierarchical cultures, flexibility and creativity are subordinated to control and stability. To keep order and stability, they place a lot of reliance on rules, procedures, and strict hierarchical structures. On the other hand, remote work requires a higher level of autonomy and employee trust. Additionally, it may call for a higher level of adaptability and flexibility to changing conditions, which may be challenging for hierarchical cultures to accept. As a result, a move toward remote work may put current organizational hierarchical structures and cultures to the test, sometimes leading to employee resistance or disengagement.

MGT 380 Final Exam Spring 2023 – Session C The adhocracy culture in the CVF is least likely to be negatively impacted by a greater degree of remote work. Adhocracy cultures place more emphasis on creativity and flexibility than on stability and control. They support innovation by fostering experimentation, risk-taking, and creative thinking. Remote employment can give workers the freedom and flexibility they need to explore and invent, which fits well with adhocracy cultures. Additionally, remote work can aid businesses in assembling diverse teams and hiring top talent, two factors that are crucial to the success of adhocracy cultures. Therefore, a move toward remote work may strengthen the adhocracy culture already present in organizations, possibly leading to more creativity and innovation.

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Final Exam MGT 380 Answers

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