Question

Which of the following organizations is most likely to have low power distance?

a. Finox Inc., where managers ask the opinions of and take feedback from their team members
b. Giraw Inc., where managers foresee the needs of their team members and fulfill those needs
c. Pilred Inc., which has a top-down leadership where managers make important decisions without consulting their team members
d. Hillos Inc., which has a hierarchical structure where employees refrain from interacting openly with their managers

Answer 1

Finox Inc., which promotes a collaborative environment by soliciting feedback from team members, is the organization most likely to have low power distance. This reflects a democratic leadership style, contrasting with high power distance organizations that follow authoritarian approaches.

Step-by-step explanation:

The organization most likely to have low power distance is Finox Inc., where managers ask the opinions of and take feedback from their team members. A low power distance indicates a more flat organizational structure, which encourages collegial relationships and often involves teamwork. This contrasts with high power distance environments, which are characterized by hierarchical structures and top-down leadership, where subordinates may not be encouraged to share feedback or participate in decision-making processes.

An example of high power distance would be Pilred Inc., which is described as having a top-down leadership style, or Hillos Inc., with a hierarchical structure discouraging open interaction between managers and employees. These examples exhibit characteristics of an authoritarian leadership style, which is less conducive to collaborative environments.

Conversely, democratic leadership styles, as seen in Finox Inc., encourage participation and feedback from all team members, promoting a collaborative and low power distance culture within the organization.

Answer 2

Finox Inc., where managers actively seek feedback and opinions from their team members, is most likely to have low power distance due to its egalitarian approach and encouragement of teamwork. Other options show traits of higher power distance with more hierarchical and top-down organizational structures.

Step-by-step explanation:

An organization with low power distance is characterized by egalitarian relationships between managers and employees, where there is open communication, feedback, and collaboration. In the given options, Finox Inc., where managers ask the opinions of and take feedback from their team members, is representative of low power distance. This is due to its focus on teamwork and valuing the input of all employees regardless of their position, which resonates with flat organizational structures and democratic leadership styles.

Comparatively, other options described, such as Giraw Inc., Pilred Inc., and Hillos Inc., exhibit characteristics of higher power distance through hierarchical structures, top-down decision-making, and limited open interaction between different levels of employees and management. This contrasts with the ideals of collegial relationships and feedback mechanisms that are central to organizations with low power distance.