Question at position 1 Each of the following is part of a manager's getting work "Done Well" EXCEPT:Developing strategies and plans that lay out the approach a business will takeHaving a Human Resources department that works on employee motivation and employee engagementDesigning meaningful jobs and grouping them into cohesive units within an organizational structureDeveloping a culture that reinforces a positive and productive work environment

Question

Question at position 1 Each of the following is part of a manager's getting work "Done Well" EXCEPT:Developing strategies and plans that lay out the approach a business will takeHaving a Human Resources department that works on employee motivation and employee engagementDesigning meaningful jobs and grouping them into cohesive units within an organizational structureDeveloping a culture that reinforces a positive and productive work environment

BlackTom AI · Accepted Answer

Question restatement: The prompt asks which item is NOT part of a manager's getting work 'Done Well'. The options are:
- A: Developing strategies and plans that lay out the approach a business will take
- B: Having a Human Resources department that works on employee motivation and employee engagement
- C: Designing meaningful jobs and grouping them into cohesive units within an organizational structure
- D: Developing a culture that reinforces a positive and productive work environment

Option A: Developing strategies and plans that lay out the approach a business will take
This is a core managerial activity. It involves strategic thinking, planning, and outlining how the organization will operate to achieve goals. It directly aligns with getting work done well by providing direction and action plans.

Option B: Having a Human Resources department that works on employee motivation and employee engagement
While HR plays an important role in organizational effectiveness, the phrase describes a specialized department with a focus on motivation and engagement. The question asks about components of a manager’s own role in getting work done well, not about the existence of a separate HR function. This makes option B a less direct fit as a managerial work-delivery activity and more a support function domain, which is why it can be considered not part of the manager’s direct responsibilities for getting work done efficiently.

Option C: Designing meaningful jobs and grouping them into cohesive units within an organizational structure
Job design and organizing units are fundamental to how work is actually accomplished. This directly affects efficiency, clarity, and accountability, and is squarely in the manager’s remit to ensure work is done well.

Option D: Developing a culture that reinforces a positive and productive work environment
Culture influences motivation, collaboration, and performance. Shaping culture is a managerial responsibility that supports getting work done effectively, making it a core component of doing work well.

Summary of reasoning: Options A, C, and D describe direct managerial actions that structure, guide, and enable work to be completed effectively. Option B points to an HR function focused on motivation and engagement rather than a manager’s immediate, hands-on duties for delivering work, which makes it the outlier in the context of a manager’s own role in getting work done well.

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