Weber was criticized because of designing an iron cage for the employees, which decreases creativity, increases dissatisfaction and demotivation.

The correct answer is D.

Organizations should differentiate their internal units to cope with environmental complexity.

The main distinction between the Great Man and the Trait Theory is the possibility of acquisition of leadership characteristics. Apart from Great Man, Trait Theory posits that leadership qualities may be acquired and developed through training and practice. Therefore, the answer is B.

Pondy's Model of Organizational Conflict;

Stage 1 : Latent Conflict
Stage 2 : Perceived Conflict
Stage 3 :  Felt Conflict
Stage 4 : Manifest Conflict
Stage 5 : Conflict Aftermath

A group is defined as “three or more independent persons interacting due to their needs and goals” (Aronson et. al., 2012, p. 496).

Social structure refers to organization of departments and units.

Mechanistic systems work best when the organization is in a more stable status. Traditional hierarchy is mostly valid and there is mostly vertical communication. Formal rules and structured decision making are the other features of this system. Organic systems, on the other hand, work better when there is a rapid change. The organization is less rigid and more flexible. There are fewer rules, and all kinds of communication. There is also more participatory decision making. The correct answer is Choice C.

Interdependence refers to the degree of dependence among departments to each other to accomplish their tasks. It simply means that any kind of activity may have variable effects over the activities in another department.

Tuckman’s (1977) five stage development model consists of five stages: forming, storming, norming, performing, and adjourning. "Absorbing" is not one of these stages.

The correct answer is B, because it is one of the main characteristics of formal groups. Their activities contribute directly to the organization’s collective purpose.

Functional Outcomes 

•  Improve the quality of decisions. 
• Support creative thinking. 
• Help to recognize dysfunctional processes or functions.  
• Eliminate group-thinking and predispose alternative ways/solutions. 

Dysfunctional Outcomes 

• Slow down the pace of decision making.
• Damage social relations and organizational trust. 
• Decrease organizational commitment.  
• Impair individual/group performance.

Formalization refers to the number of written documents comprising procedures, job descriptions, regulations, instructions and guidelines.

The correct answer is C. 

The first question is related to differentiating three types of conflict: Relationship conflict, task conflict and process conflict. Relationship conflict (socio-emotional conflict) is the conflict that arouses among people with personal dissonance or tension. This type of conflict is about relationships or emotional aspects, no deal with organizational issues. The correct answer is Choice A.

Vertical and mechanical design perspectives aim at increasing efficiency of operations through standardization of work routines and establishment of formal control systems. (s.236)

High level of specialization and dominance of vertical communication may considerably restrict social interactions among employees. (s. 237)

Strict structure may decrease job satisfaction, organizational citizenship and commitment. (Variables such as job satisfaction, organizational citizenship and commitment may decrease because of strict structure.) (s. 237)

Organic and horizontal design perspectives are more appropriate for the organizations trying to survive in a turbulent business environment. (s. 237).

A certain degree of discipline and order should be established in organizations even work activities require innovation. (s. 237).

Only the sentence with number III is wrong. Thus, the correct answer is E.

Performing is the last stage for the permanent groups, and the group is fully functional. Members are more committed to the group on this stage, they focus on task performance. Structure is solid, roles and norms are well clear and accepted.

This theory goes back to Carl Jung in the 1920s. Jung thought that people could be typed into extraverts and introverts and that they had two basic mental processes—perception and judgment. Then, he divided perception into sensing and intuiting and judgment into thinking and feeling. This created four personality dimensions or traits: (1) introversion/extraversion, (2) perceiving/judging, (3) sensing/ intuition, and (4) thinking/feeling. He felt that although people had all four of these dimensions in common, they differ in the combination of their preferences of each. Importantly, he made the point that one’s preferences were not necessarily better than another’s, only different. About 20 years after Jung developed his theoretical types, in the 1940s Katharine Briggs and Isabel Briggs-Myers developed about a 100-item personality test asking participants how they usually feel or act in particular situations in order to measure the preferences on the four pairs of traits yielding 16 distinct types. Called the Myers-Briggs Type Indicator or simply MBTI, the questions relate to how people prefer to focus their energies (extraversion vs. introversion); give attention and collect information (sensing vs. intuiting); process and evaluate information and make decisions (thinking vs. feeling); and orient themselves to the outside world (judging vs. perceiving). The Myers-Briggs Type Indicator (MBTI) is the most widely used personality assessment instrument in the world. It is a 100-question personality test that asks people how they usually feel or act in particular situations. Respondents are classi_ed as extraverted or introverted (E or I), sensing or intuitive (S or N), Thinking or feeling (T or F), and judging or perceiving (J or P). The correct answer is Choice D.

Here are some of the important conflict management strategies:

1. Improving Transformational Leadership Style
2. Improving Emotion Management
3. Supporting Risk-Taking Organizational Culture
4. Cultivating Workplace Trust
5. Changing Inappropriate Design of Organization
6. Making Job Design
7. Defining a Superior Goal
8. Training about Conflict Management and Resolution
9. Changing the Composition of the Team

The correct answer is D.

Charismatic leaders influence followers based on individual inspirational qualities with referent power rather than formal positional power.

The correct answer is A.