Which characteristic is associated with Theory Z?

Theory Z, developed by William Ouchi, emphasizes a holistic approach to management and organizational culture, particularly in the context of Japanese business practices. One of its key characteristics is the focus on fitting employees to their jobs. This means that instead of attempting to force employees into roles that do not align with their skills, interests, or goals, organizations should strive to create work environments where individuals can thrive and use their strengths effectively.

In this approach, the emphasis is on long-term employment, collective decision-making, and consensus-building, which helps in enhancing employee satisfaction and loyalty. When employees are placed in positions that suit their abilities, it not only boosts their morale but also contributes to overall organizational effectiveness by increasing productivity and reducing turnover.

The other choices do not align with the core principles of Theory Z. Non-consensus decision making, for example, contradicts the collective involvement aspect of Theory Z, as it advocates for teamwork and mutual agreement. Rapid career promotions do not reflect the slow and steady career development that Theory Z promotes, which often focuses on employee development and long-term stability rather than quick advancement. Lastly, authoritative problem solving is inconsistent with the collaborative and participative approach that defines Theory Z, as it values input and consensus from all levels of staff.