Term
|
Definition
| process designed to achieve an organizations objectives by using its resources effectively and efficiently in a changing environment |
|
|
Term
|
Definition
| those who focus on obtaining needed funds for the successful operation of an organization and using those funds to further organizational goals |
|
|
Term
| Operations/production managers |
|
Definition
| those who develop and administer the activities involved in transforming resources into goods, services, and ideas ready for the marketplace |
|
|
Term
|
Definition
| those who handle the staffing function and deal with employees in a formalized manner |
|
|
Term
|
Definition
| those who are responsible for planning, pricing, and promoting products and making them available to customers |
|
|
Term
|
Definition
| those who are responsible for implementing, maintaining, and controlling technology applications in business, such as computer networks |
|
|
Term
| Administrative management |
|
Definition
| those who manage an entire business or a major segment of a business. not specialists but coordinate the activities of specialized managers |
|
|
Term
|
Definition
| activities to achieve the organizations objectives |
|
|
Term
|
Definition
| resources and activities to achieve the organizations objectives |
|
|
Term
|
Definition
the organization with qualified people
|
|
|
Term
|
Definition
| employees activities toward achievement of objectives |
|
|
Term
|
Definition
| the organizations activities to keep it on course |
|
|
Term
|
Definition
| those plans that establish the long range objectives and overall strategy or course of action by which a firm fulfills its mission |
|
|
Term
|
Definition
| short range plans designed to implement the activities and objectives specified in the strategic plan |
|
|
Term
|
Definition
very short-term plans that specify what actions individuals, work groups, or departments need to accomplish in order to achieve the tactical plan and ultimately the strategic plan |
|
|
Term
|
Definition
| make all the decisions and then tell employees what must be done and how to do it. use authority and $ rewards to get employees to comply |
|
|
Term
|
Definition
| involve their employees in decisions and encourage them to express opinions and contribute. manager considers their POV’s then makes ultimate decision |
|
|
Term
|
Definition
| let’s employees work w/o much interference. Sets performance standards & allows employees to find their own way to meet them. employees must be greatly motivated for this to work |
|
|
Term
|
Definition
| ability to think in abstract terms and to see how parts fit together to form the whole |
|
|
Term
|
Definition
| ability to identify relevant issues, recognize their importance, understand the relationships between them, and perceive the underlying cause of a situation |
|
|
Term
|
Definition
| ability to influence employees to work toward organizational goals |
|
|
Term
|
Definition
| specialized knowledge and training needed to perform jobs that are related to particular areas of management |
|
|
Term
|
Definition
| ability to deal with people, both inside and outside the organization |
|
|
Term
|
Definition
| the division of labor into small specific tasks and the assignment of employees to do a single task. Very efficient because people master one task rather than all tasks |
|
|
Term
|
Definition
| grouping jobs into working departments/units/groups/divisions |
|
|
Term
|
Definition
| perform activities such as finance, manufacturing, marketing, & HR |
|
|
Term
|
Definition
| organization of jobs in relation to the products of the firm |
|
|
Term
|
Definition
| grouping according to geographic location |
|
|
Term
|
Definition
| arrangement of jobs arounds needs of dif types of customers |
|
|
Term
If Juan’s manager gives him an assignment w/o providing him w/ proper resources..? |
|
Definition
|
|
Term
|
Definition
| simplest organizational structure in which direct lines of authority extend from the top manager to the lowest level of the organization |
|
|
Term
|
Definition
| structure having a traditional line relationship between superiors, subordinates, & specialized managers (staff managers) who are available to assist line mangers |
|
|
Term
|
Definition
| structure that sets up teams from dif departments thereby creating two or more intersecting lines of authority; also called a project-management structure |
|
|
Term
|
Definition
| structure that organizes departments into divisions |
|
|
Term
|
Definition
| 2 or more individuals who communicate with one another, share a common identity, and have a common goal. Clear leader. Individual work products |
|
|
Term
|
Definition
| permanent, formal group that performs a specific task |
|
|
Term
|
Definition
temporary group of employees responsible for bringing about a
particular change |
|
|
Term
|
Definition
| small group whose member have complementary skills; have a common purpose, goals, and approach. and hold themselves mutually accountable. shared leadership roles. individual AND group accountability. collective work products |
|
|
Term
|
Definition
| normally run their operation & have total control of a specific project |
|
|
Term
|
Definition
| development: formed to devise, design, & implement a new product |
|
|
Term
|
Definition
| brought together from through out the organization to solve specific quality, productivity, or service problems |
|
|
Term
|
Definition
| group responsible for an entire work process of segment that delivers a product to an internal/external customer |
|
|
Term
|
Definition
| flows from lower to higher levels of organization and includes info such as progress reports, suggestions for improvement, inquiries, & grievances |
|
|
Term
|
Definition
| traditional flow of info from upper organizational levels to lower levels |
|
|
Term
|
Definition
| exchange of info among colleagues & peers on the same organizational level |
|
|
Term
|
Definition
| individuals from different units/org levels communicate |
|
|
Term
|
Definition
| combines inputs (labor, $, materials) to create outputs (goods,services, ideas) |
|
|
Term
|
Definition
| Uniform. firm that makes tangible products |
|
|
Term
|
Definition
Always different, More labor intensive
|
|
|
Term
|
Definition
| layout that brings all resources required to create the product to a central location |
|
|
Term
|
Definition
| organizes the transformation process into departments that group related processes |
|
|
Term
|
Definition
| layout requiring that production be broken down into relatively simple tasks assigned to workers, who are usually positioned along an assembly line |
|
|
Term
|
Definition
| act of obtaining/buying goods & services. process includes preparation & processing of a demand as well as the end receipt and approval of payment |
|
|
Term
|
Definition
| try to determine proper inventory level for each item based on usage rate of the time, cost maintaining the item, future costs of inventory |
|
|
Term
|
Definition
| raw materials, partially/completed products & pieces of equipment used |
|
|
Term
|
Definition
| reflects the degree to which a good or service meets the demands & requirements of customers. |
|
|
Term
|
Definition
| processes an organization uses to maintain its est. quality standards |
|
|
Term
|
Definition
| philosophy that uniform commitment to quality in all areas of an organization will promote a culture that meets customers perceptions of quality |
|
|
Term
| Statistical Process Control |
|
Definition
| system in which management collects and analyzes info about the production process to pinpoint quality problems in the production system |
|
|
Term
|
Definition
| the study of the behavior of individuals and groups in organizational settings |
|
|
Term
|
Definition
| an inner drive that directs a persons behavior toward goals |
|
|
Term
|
Definition
| an employees attitude toward his or her job, employer, & colleagues |
|
|
Term
| Maslow’s Hierarchy of Needs |
|
Definition
| 1.physiological 2.security 3.social 4. esteem 5.self actualization -- into the order in which people strive to satisfy them |
|
|
Term
|
Definition
| focus on the work setting & not the content of the work |
|
|
Term
|
Definition
| focus on the content of the work itself |
|
|
Term
|
Definition
| McGregor’s traditional view of management whereby it is assumed that workers generally dislike work & must be forced to do their jobs |
|
|
Term
|
Definition
| McGregor’s humanistic view of management whereby it is assumed that workers like to work and that under proper conditions employees will seek out responsibility in an attempt to satisfy their social, esteem, and self-actualization needs |
|
|
Term
|
Definition
| a management philosophy that stresses employee participation in all aspects of company decision making |
|
|
Term
|
Definition
| assumption that how much people are willing to contribute to an organization depends on their assessment of the fairness, or equity, of the rewards they will receive in exchange |
|
|
Term
|
Definition
| assumption that motivation depends not only on how much a person wants something but also on how likely he or she is to get it |
|
|
Term
|
Definition
| movement of employees from one job to another in an effort to relieve the boredom often assoc. with job specialization |
|
|
Term
|
Definition
| the addition of more tasks to a job instead of treating each task as separate |
|
|
Term
|
Definition
| incorporation of motivational factors, such as opportunity for achievement, recognition, responsibility, & advancement into a job |
|
|
Term
|
Definition
| performance of one full time job by 2 people part time |
|
|
Term
|
Definition
| : program allows employees to choose their starting & ending times, provided they are at work during a specified core period |
|
|
Term
|
Definition
| four day or shorter period which an employee works 40 hrs |
|
|
Term
| Human Res managers deciding how many positions an organization will need |
|
Definition
|
|
Term
|
Definition
| the determination, through observation & study, of pertinent info about a job |
|
|
Term
|
Definition
| a formal, written explanation of a specific job |
|
|
Term
|
Definition
| description of the qualifications necessary for a specific job |
|
|
Term
|
Definition
| fill out app & perhaps brief interview |
|
|
Term
|
Definition
| allow management to obtain detailed info about the applicants |
|
|
Term
|
Definition
| ability & performance to see if the applicant has necessary skills |
|
|
Term
|
Definition
| verifying educational background & previous work experience |
|
|
Term
|
Definition
| Trying to prepare for additional responsibilities |
|
|
Term
|
Definition
| Trained to do a specific job |
|
|
Term
|
Definition
| employee organizations formed to deal with employers for achieving better pay, hours, and working conditions |
|
|
Term
|
Definition
| attempt to keep people from purchasing products of a company |
|
|
Term
|
Definition
| employee walkouts, one of the most effective weapon |
|
|
Term
|
Definition
| public protest against management practices |
|
|
Term
|
Definition
| finding out what people want & providing it |
|
|
Term
|
Definition
| Businesses exchanging their goods/services/ideas for money or credit supplied by customers in a voluntary exchange relationship |
|
|
Term
|
Definition
| consumers decides whether & what to buy |
|
|
Term
|
Definition
| exchange process expedited through selling |
|
|
Term
|
Definition
| part of the physical distribution of products |
|
|
Term
|
Definition
| standardizing products by dividing them into sub groups and displaying and labeling them |
|
|
Term
|
Definition
| marketer arranges credit to expedite the purchase |
|
|
Term
|
Definition
| through research marketers ascertain the need for new goods & services |
|
|
Term
|
Definition
| chance of loss with marketing decisions. either end in success or failure |
|
|
Term
|
Definition
| a plan of action for developing, pricing, distributing, and promoting products that meet the needs of specific customers |
|
|
Term
|
Definition
| a specific group of consumers on whose needs and wants a company focuses its marketing efforts |
|
|
Term
|
Definition
| Characteristics closely related to the customers product needs & purchasing behavior |
|
|
Term
|
Definition
| influence consumers needs and product usage |
|
|
Term
|
Definition
| personality characteristics, motives, lifestyles |
|
|
Term
|
Definition
| characteristic of consumers behavior toward the product |
|
|
Term
|
Definition
| the 4 marketing activities (4 P’s) that the firm can control to achieve specific goals within a dynamic marketing environment |
|
|
Term
|
Definition
| good, service, idea. most visible contact w/ consumer |
|
|
Term
|
Definition
| making products available to customers in the quantities desired |
|
|
Term
|
Definition
| persuasive form of communication that attempts to expedite a marketing exchange by influencing individuals/groups/organizations to accept goods/services/ideas |
|
|
Term
| Reference groups are for marketing |
|
Definition
| groups with whom buyers identify and whose values or attitudes they adopt |
|
|
Term
|
Definition
| laws & regulators interpretation of laws |
|
|
Term
|
Definition
| publics opinion and attitudes toward issues such as living standards, ethics, the environment, lifestyles, & quality of life |
|
|
Term
| Competitive/economic forces |
|
Definition
| competitive relationships, unemployment, purchasing power, and general economic conditions |
|
|
Term
|
Definition
| computers and other technological advances that improve distribution, promotion, and new product development |
|
|
Term
|
Definition
| new ideas can come from marketing research, engineers, and outside sources such as advertising agencies and management consultants |
|
|
Term
|
Definition
| marketing manager looks at the organizations resources & objectives and assess the firms ability to produce and market the product |
|
|
Term
|
Definition
basic assessment of a products compatibility in the marketplace and its potential profitability.
|
|
|
Term
|
Definition
| develop product into a prototype that should reveal the intangible attributes it possesses as perceived by the consumer |
|
|
Term
|
Definition
| trial mini-launch of a product in limited areas that represent the potential market |
|
|
Term
|
Definition
| full introduction of a complete marketing strategy and the launch of the product for commercial success |
|
|
Term
|
Definition
| bought frequently, w/o lengthy search |
|
|
Term
|
Definition
| purchased after the consumer has compared competitive products |
|
|
Term
|
Definition
| consumers know what they want and go out of their way to find it; not willing to accept a substitute |
|
|
Term
|
Definition
| consumer awareness limited |
|
|
Term
|
Definition
| sales increase rapidly & profits peak |
|
|
Term
|
Definition
| sales continue to increase at beginning of maturity, then starts to decline bc of heavy competition |
|
|
Term
|
Definition
| sales continue to fall rapidly |
|
|
Term
|
Definition
| brand that is registered with the US patent and trademark office |
|
|
Term
|
Definition
| brands initiated and owned by the manufacturer to identify products from the point of production to the point of purchase |
|
|
Term
|
Definition
| brands which may cost less than manufacturer brands, that are owned and controlled by a wholesaler or retailer |
|
|
Term
|
Definition
| products with no brand name often come in simple packages and carry only their generic name |
|
|
Term
|
Definition
| charging the highest possible price that buyers who want the product will pay |
|
|
Term
|
Definition
| a low price designed to help a product enter the market and gain market share rapidly |
|
|
Term
|
Definition
| encouraging purchases based on emotional rather than rational responses to the price. |
|
|
Term
|
Definition
| temporary price reductions, often employed to boost sales |
|
|
Term
|
Definition
| attempt to motivate intermediaries to push the product down to their customers |
|
|
Term
|
Definition
|
|
Term
|
Definition
| carrying out the goals of a business through utilization of the internet |
|
|
Term
|
Definition
|
|
