Business

1. 1.

   Fictional case: a designer receives more responsibility for complete projects rather than more repetitive tasks. Explain job enrichment rather than job enlargement.

   [3 marks] · no calculator

   Answer explanation

   Draft walkthroughs are based on marking guidance, not independently verified derivations.

   1. The distinction is vertical depth versus horizontal breadth. The designer gains control over an outcome, not merely extra similar assignments.

   Marking points

   • Enrichment adds autonomy, responsibility or higher-level challenge.
   • Enlargement broadens tasks at a similar responsibility level.
   • Ownership of complete projects fits enrichment because decision responsibility rises.

   Examiner tip: More work alone is not evidence of enrichment.

2. 2.

   Fictional case: 18 employees leave a firm during a year and its average workforce is 150. Calculate annual labour turnover using leavers divided by average workforce and interpret what the measure represents.

   [2 marks]

   Answer explanation

   Draft walkthroughs are based on marking guidance, not independently verified derivations.

   1. Use the average workforce specified rather than a year-end headcount. The result is an annual departure rate and needs reasons for leaving to diagnose a retention problem.

   Marking points

   • Turnover = 18/150 * 100 = 12%.
   • It measures departures relative to workforce size, not the percentage absent each day.

   Examiner tip: Turnover and absenteeism require different numerators.

3. 3.

   Fictional case: a call centre pays staff only per completed call. Analyse how this could affect effort and service quality.

   [4 marks] · no calculator

   Answer explanation

   Draft walkthroughs are based on marking guidance, not independently verified derivations.

   1. Employees respond to the rewarded metric, which may differ from the firm's actual goal of solving problems. More calls per hour could raise costs if the same customers call back repeatedly.

   Marking points

   • Piece-based rewards can encourage a higher number of completed calls.
   • Staff may rush complex cases or avoid lengthy problems.
   • Poor resolution can increase repeat calls and customer dissatisfaction.
   • Quality measures alongside volume can reduce the incentive imbalance.

   Examiner tip: Distinguish measured productivity from useful service output.

4. 4.

   Fictional case: a retailer removes middle managers and widens store managers' spans of control. Analyse one benefit and one risk for communication and supervision.

   [4 marks] · no calculator

   Answer explanation

   Draft walkthroughs are based on marking guidance, not independently verified derivations.

   1. Delayering shortens the chain of command but increases supervisory load. Experienced staff and good information systems can make a wide span workable; inexperienced teams may need more support.

   Marking points

   • Fewer hierarchy layers can speed upward and downward communication.
   • Removing intermediate relays can reduce message distortion and help decisions reach staff sooner.
   • Wider spans reduce time available to support each subordinate.
   • Less attention per employee can delay feedback or leave problems unnoticed, especially with inexperienced staff.

   Examiner tip: A shorter chain of command is not the same as a narrower span.

5. 5.

   Fictional case: a software firm offers remote working to retain staff, but junior employees report difficulty learning from colleagues. Evaluate a fully remote policy.

   [4 marks] · no calculator

   Answer explanation

   Draft walkthroughs are based on marking guidance, not independently verified derivations.

   1. Experienced workers may value autonomy while juniors need accessible guidance. A role-sensitive hybrid policy can preserve flexibility with learning opportunities, but its success depends on deliberate coordination.

   Marking points

   • Indicative: flexibility can improve retention and widen recruitment.
   • Reduced informal learning can hinder junior development.
   • Planned mentoring and communication may mitigate but not eliminate that problem.
   • A justified choice distinguishes role needs and considers hybrid or structured onboarding.

   Examiner tip: Evaluate differences within the workforce instead of assuming a uniform effect.

6. 6.

   Fictional case: a safety-critical plant proposes participative leadership for every decision, including emergency shutdowns. Evaluate that proposal.

   [4 marks] · no calculator

   Answer explanation

   Draft walkthroughs are based on marking guidance, not independently verified derivations.

   1. Participation is useful where deliberation improves decisions, but safety protocols cannot wait for consensus during an imminent hazard. Separate advance consultation on procedures from rapid execution during emergencies.

   Marking points

   • Indicative: consultation can use staff knowledge and build commitment.
   • Emergency shutdowns may require immediate authoritative action.
   • Routine improvement decisions can allow time for participation.
   • A justified judgement recommends situational leadership with clear emergency responsibilities.

   Examiner tip: Match leadership style to time pressure and risk.

Original, unofficial practice questions from SubjectScout — not official past-paper questions.