Term
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Definition
| aka corporate culture, is a system of shared beliefs and values that develops within an organization and guides the behavior of its members. |
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Term
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Definition
| a formal system of tasks and reporting relationships that coordinate and motivates an organizations members so that they can work together to achieve the organizations goals. |
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Definition
| has an internal focus and values flexibility rather than stability and control. |
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Term
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Definition
| has an external focus and values flexibility |
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Term
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Definition
| has a strong external focus and values stability and control |
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Term
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Definition
| has an internal focus and values stability and control over flexibility |
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Term
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Definition
| are the explicitly stated values and norms preferred by an organization. |
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Term
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Definition
| which represents the values and norms actually exhibited in the organization. |
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Term
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Definition
| is an object,act , quality, or event that conveys meaning to others. |
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Term
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Definition
| is a narrative based on true events, which is repeated- and sometimes embellished upon- to emphasize a particular value. |
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Term
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Definition
| is a person whose accomplishments embody the values of the organization. |
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Term
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Definition
| are the activities and ceremonies, planned and unplanned that celebrates important occasions and accomplishments in the organizations life. |
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Term
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Definition
| assumes that the strength of a corporate culture is related to a firms long-term financial performance. |
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Term
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Definition
| assumes that an organizations culture must align or fit with its business or strategic context. |
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Term
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Definition
| assumes that the most effective cultures help organizations anticipate and adapt to environmental changes. |
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Term
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Definition
| Is a system of consciously coordinated activities or forces of two or more people. |
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Term
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Definition
| is a box-and-lines illustration showing the formal lines of authority and the organizations official positions or work specializations |
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Term
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Definition
| unifies employees or members and gives everyone an understanding of the organizations reason for being. |
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Term
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Definition
| the coordination of individual efforts into a group or organization-wide effort. |
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Term
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Definition
| also known as work specialization is the arrangement of having discrete parts of a task done by different people. |
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Term
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Definition
| aka chain of command is a control mechanism for making sure the right people do the right things at the right time. |
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Term
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Definition
| in which an employee should report to no more than one manager |
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Term
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Definition
| or span of management refers to the number of people reporting directly to a given manager. |
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Term
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Definition
| refers to the rights inherent in a managerial position to make decisions, give orders, give orders, and utilize resources. |
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Term
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Definition
| managers must report and justify work results to the managers above them. |
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Term
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Definition
| is the obligation you have to preform the tasks assigned to you. |
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Term
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Definition
| is the process of assigning managerial authority and responsibility to managers and employees lower in the hierarchy. |
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Term
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Definition
| have authority to make decisions and usually have people reporting to them |
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Term
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Definition
| Have authority Functions; they provide advice, recommendations, and research to line managers. |
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Term
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Definition
| important decisions are made by higher-level managers. |
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Term
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Definition
| important decisions are made by middle level and supervisory level managers. |
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Term
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Definition
| has authority centralized in a single person, a flat hierarchy, few rules, and low work specialization. |
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Term
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Definition
| people with similar occupational specialties are put together in formal groups. |
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Term
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Definition
| people with diverse occupational specialties are put together in formal groups by similar products or services, customers or clients, or geographic regions. |
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Term
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Definition
| Group activities around similar products or services. |
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Term
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Definition
| tend to group activities around common customers or clients |
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Term
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Definition
| group activities around defined regional locations |
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Term
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Definition
| an organization combines functional and divisional chains of command in a grid so that there are two command structures- vertical and horizontal. |
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Term
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Definition
| teams or work groups either temporary or permanent are used to improve horizontal relations and solve problems throughout the organization. |
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Term
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Definition
| the organization has a central core that is linked to outside independent firms by computer connections which are used to operate as if all were a single organization. |
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Term
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Definition
| a firm assembles product chunks or modules provided by outside contractors. |
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Term
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Definition
| The Process of fitting the organization to its environment |
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Term
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Definition
| Authority is centralized tasks and rules are clearly specified and employees are closely supervised. |
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Term
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Definition
| Authority is decentralized, there are fewer rulkes and procedures, and networks of employees are encouraged to cooperate and respond quickly to unexpected tasks. |
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Term
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Definition
| is the tendency of the parts of an organization to disperse and fragment |
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Term
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Definition
| is the tendency of the parts of an organization to draw together to achieve a common purpose. |
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Term
| Organizational Life cycle |
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Definition
| has a natural sequence of stages: Birth, Youth, midlife, and maturity. |
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Term
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Definition
| is the non-bureaucratic stage, the stage in which the organization is created. |
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Term
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Definition
| The organization is in a pre-bureaucratic stage, a stage of growth and expansion. |
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Term
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Definition
| the organization becomes bureaucratic, a period of growth evolving into stability |
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Term
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Definition
| The Organization becomes very bureaucratic large and mechanistic. |
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Term
| Human Resource Management |
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Definition
| Consists of the activities managers perform to plan for, attract, develop and retain an effective workforce. |
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Term
| Strategic Human Resource Planning |
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Definition
| Consists of developing a systematic, comprehensive strategy for understanding current employee needs and predicting future employee needs. |
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Term
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Definition
| IS TO DETERMINE, BY OBSERVATION AND ANALYSIS, THE BASIC ELEMENTS OF A JOB. |
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Term
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Definition
| is to determine, by observation and analysis, the basic elements of a job. |
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Term
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Definition
| which summarizes what the holder of the job does and how and why he or she does it. |
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Term
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Definition
| Which describes the minimum qualifications a person must have to perform the job successfully. |
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Term
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Definition
| a Report listing your organizations employees by name, education, training, languages and other important information. |
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Term
| National Labor Relations Board |
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Definition
| Which enforces procedures whereby employees may vote to have a union and for collective bargaining |
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Term
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Definition
| Consists of negotiations between management and employees about disputes over compensation, benefits, working conditions, and job security. |
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Term
| Fair Labor Standards Act of 1938 |
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Definition
| Established minimum living standards for workers engaged in interstate commerce, including provision of a federal minimum wage |
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Term
| Equal Employment opportunity commission |
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Definition
| Whose job it is to enforce anti-discrimination and other employment-related laws. |
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Term
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Definition
| occurs when people are hired or promoter or even denied hiring or promotion for reasons not relevent to the job. |
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Term
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Definition
| Focuses on achieving equality of opportunity within an organization. |
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Term
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Definition
| Consists of unwanted sextual attention that creates an adverse work environment. |
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Term
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Definition
| a process of locating and attracting qualified applicants for jobs open in the organization. |
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Term
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Definition
| means making people already employed by the organization aware of job openings. |
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Term
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Definition
| means attracting job applicants from outside the organization |
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Term
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Definition
| which gives a candidate a picture of both positive and negative features of the job and the organization before he or she is hired |
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Term
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Definition
| the screening of job applicants to hire the best candidate. |
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Term
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Definition
| involves asking probing questions to find out what the applicant is like |
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Term
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Definition
| involves asking each applicant the same questions and comparing their responses to a standardized set of answers. |
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Term
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Definition
| The interviewer focuses on hypothetical situations. |
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Term
| Behavioral-description Interview |
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Definition
| The Interviewer explores what applicants have actually done in the past. |
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Term
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Definition
| are legally considered to consist of any procedure used in the employment selection decision process. |
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Term
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Definition
| in which management candidates participate in activities for a few days while being assessed by evaluators |
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Term
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Definition
| the degree to which a test measures the same thing consistently |
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Term
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Definition
| the test measures what it purports to measure and is free of bias. |
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Term
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Definition
| helping the newcomer fit smoothly into athe job and the organization.T |
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Term
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Definition
| refers to educating technical and operational employees in how to better do their current job |
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Term
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Definition
| refers to educating professionals and managers in the skills they need to do their jobs in the future. |
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Term
| Computer assisted instruction |
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Definition
| in which computers are used to provide additional help or to reduce instructional time. |
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Term
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Definition
| Which consists of assessing an employees performance and providing him or her with feedback. |
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Term
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Definition
| the continuous cycle of improving job performance though goal setting, feedback and coaching, and rewards and postive reinforcements |
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Term
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Definition
| Also called results appraisals are based on facts and often numerical. |
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Term
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Definition
| Which are based on a managers perceptions of an employees traits or behaviors. |
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Term
| Behaviorally anchored rating scale (Bars) |
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Definition
| which rates employees gradations in performance according to scale of specific behaviors. |
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Term
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Definition
| in which employees are appraised not only by their managerial superiors but also by peers, subordinates and sometimes clients. |
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Term
| Foreced Ranking Performance review system |
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Definition
| all employees within a business unit are ranked against one another and grades are distributed along some sort of bell curve. |
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Term
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Definition
| are conducted at specific times throughout the year and are based on performance measures that have been established in advance |
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Term
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Definition
| are conducted on an unschedualed basis and consist of less rigorous indications of employee performance |
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Term
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Definition
| has three parts: wages or slaries. incentives. benefits. |
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Term
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Definition
| Consists of the basic wage or salary paid employees in exchange for doing their jobs |
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Term
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Definition
| or fringe benefits are additional nonmonetary forms of compensation |
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Term
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Definition
| making changes in response to problems or opportunities as they arise |
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Term
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Definition
| or planned change involves making carefully throught-out changes in anticipation of possible or expected problems or opportunities |
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Term
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Definition
| is not just computer technology; it is any machine or process that enables an organization to gain a competitive advantage in changing materials used to produce a finished product. |
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Term
| Organizational Development |
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Definition
| is a set of techniques for implementing planned change to make people and organizations more effective. |
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Term
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Definition
| a consultant with a background in behavioral sciences who can be a catalyst in helping organizations deal with old problems in new ways. |
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Term
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Definition
| is the attempt to correct the diagnosed problems. |
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Term
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Definition
| which is the process of developing something new or unique. |
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Term
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Definition
| the stating point for organizational innovation |
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Term
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Definition
| is a change in the appearance or the performance of a product or a service or the creation of a new one |
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Term
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Definition
| is a change in the way a product or service is conceived, manufactured, or disseminated |
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Term
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Definition
| the creation of products, services, or technologies that modify existing ones |
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Term
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Definition
| the creation of products, services, or technologies that replace existing ones. |
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Term
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Definition
| is an emotional/behavioral response to real or imagined threats to an established work routine. |
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Term
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Definition
| is reintroduction of a familiar practice |
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Term
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Definition
| is the introduction of a practice that is new to the organization |
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Term
| Radically Innovative Change |
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Definition
| involves introducing a practice that is new to the industry. |
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Term
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Definition
| a process by which a company compares its performance with that of high-performing organization, |
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Term
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Definition
| consists of the stable psychological traights and behavioral attributes that gives a person his or her identity |
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Term
| Big Five Personality Dimensions |
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Definition
| Extroversion, agreeableness, conscientiousness, emotional stablility and openness to experience. |
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Term
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Definition
| Someone who is more apt to take initiative and perservere to influence the environment. |
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Term
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Definition
| indicates how much people belive they control their fate through their own efforts |
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Term
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Definition
| belief in ones personal ability to do a task |
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Term
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Definition
| the debilitating lack of faith in ones ability to control ones environment |
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Term
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Definition
| the extent towhich people like or dislike themselves their overall self-evaluation. |
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Term
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Definition
| is the extent to which people are able to observe their own behavior and adapt it to external situations |
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Term
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Definition
| is the ability to cope, to empathize with others, and to be self-motivated |
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Term
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Definition
| which is dedicated to better understanding and management of people at work |
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Term
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Definition
| are abstract ideals that guides ones thinking and behavior across all situations |
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Term
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Definition
| is defined as a learned predisposition toward a given object |
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Term
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Definition
| to describe the psychological discomfort a person experiences between his or her cognitive attitude and incompatible behavior. |
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Term
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Definition
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Term
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Definition
| defined as the extent to which an indiviual is immersed in his or her present job. |
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Term
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Definition
| defined as an individuals involvement, satisfaction, and enthusiasm for work. |
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Term
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Definition
| is the extent to which you feel positive or negative about various aspects of your work. |
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Term
| Organizational Commitment |
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Definition
| Reflects the extent to which an employee identifies with an organization and is committed to its goals. |
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Term
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Definition
| when an employee doesnt show up for work |
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Term
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Definition
| when employees leave their jobs |
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Term
| Organizational citizenship behaviors |
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Definition
| are those employee behaviors that are not directly part of employees job descriptions that exceed their work-role requirements. |
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Term
| Counterproductive work behaviors |
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Definition
| Types of Behavior that harm employees and the organization as a whole. |
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Term
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Definition
| is the process of interpreting and understanding one's environment |
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Term
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Definition
| is the tendency to filter out information that is discomforting that seems irrelevant or that contradicts ones beliefs |
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Term
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Definition
| is the tendency to attribute to an individual the characteristics one belives are typical of the group to which that individual belongs. |
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Term
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Definition
| in which we form an impression of an individual based on a single trait. |
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Term
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Definition
| is the activity of inferring causes for observed behavior |
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Term
| Fundamental attribution bias |
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Definition
| people attribute another persons behavior to his or her personal characteristics rather than to situational factors. |
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Term
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Definition
| People tend to take more personal responsibility for success than for failure |
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Term
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Definition
| is a group established to do something productive for the organization and is headed by a leader. (division,a department,a work group, or a commitee) |
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Term
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Definition
| is a group formed by people seeking friendship and has no officially appointed leader, although a leader may emerge from the membership. (coffee breaks together, or it may be as organized as a prayer breakfast,bowling team) |
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Term
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Definition
| which is staffed with specialists pursuing a common objective. |
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Term
| continuous improvement teams |
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Definition
| which consist of small groups of volunteers or workers and supervisors who meet intermittently to discuss workplace and quality related problems. (10-12 ppl meet for 60-90minutes) |
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Term
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Definition
| are defined as groups of workers who are given administrative oversight for their task domains. |
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Term
| Self-fulfilling Prophecy aka Pygmalion effect |
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Definition
| describes the phenomenon in which peoples expectations of themselves or others lead them to behave in ways that make those expectations come true. |
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Term
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Definition
| is the tension people feel when they are facing or enduring extraordinary demands, constraints, or opportunities and are uncertain about their ability to handle them effectively |
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Term
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Definition
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Term
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Definition
| is characterized by the emergence of individual personalities and roles and conflicts within the group. |
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Term
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Definition
| conflicts are solved, close relationships develop, and unity and harmony emerge. |
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Term
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Definition
| a "we" feeling binding group members together |
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Term
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Definition
| Meaning they are involved in a chronic, determined struggle to accomplish more in less time. |
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Term
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Definition
| are sets of behaviors that people expect of occupants of a position |
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Term
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Definition
| is a state of emotional, mental, and even physical exhaustion |
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Term
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Definition
members prepare for disbandment.
( "whats next?") |
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Term
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Definition
| or administrative changes, that managers can make to reduce the stressors that lead to emploee burnout. |
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Term
| Holistic wellness program |
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Definition
| focuses on self responsibility, nutritional awareness, relaxation techniques, physical fitness, and environmental awareness. |
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Term
| Employee Assistance programs |
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Definition
| includes a host of programs aimed at helping employees to cope with stress, burnout, substance abuse, health-related programs, family and marital issues, and any general problem that negatively influences job performance. |
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Term
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Definition
| the tendency of people to extert less effort when working in groups than when working alone. |
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Term
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Definition
| are socially determined expectations of how individuals should behave in a specific position. |
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Term
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Definition
| or task-oriented role, consists of behavior that concentrates on getting the team's tasks done. |
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Term
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Definition
| or relationship-oriented role, consists of behavior that fosters constructive relationships among team members. |
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Term
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Definition
| are general guidelines or rules of behavior that most group or team members follow. |
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Term
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Definition
| the tendency of a group or team to stick together. |
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Term
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Definition
| a cohesive group's blind unwillingness to consider alternatives. |
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Term
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Definition
| is a process in which one party perceives that its interests are being opposed or negatively affected by another party. |
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Term
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Definition
| is conflict that hinders the organization's performance or threatens its interests. |
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Term
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Definition
| which benefits the main purposes of the organization and serves its interests.( functional conflict or cooperative conflict) |
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Term
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Definition
| is defined as interpersonal opposition based on personal dislike, disagreement, or differing styles. |
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Term
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Definition
| may be defined as the psychological processes that arouse and direct goal-directed behavior |
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Term
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Definition
| is the payoff, such as money, a person receives from others for performing a particular task |
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Term
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Definition
| is the satisfaction, such as a feeling of accomplishment, a person receives from performing the particular task itself. |
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Term
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Definition
| aka need based perspectives are theories that emphasize the needs that motivate people |
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Term
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Definition
| is the process of assigning someone to play the role of critic |
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Term
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Definition
| is the process of having two people or groups play opposing roles in a debate in order to better understand a proposal. |
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Term
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Definition
| is the ability to influence employees to voluntarily pursue organizational goals. |
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Term
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Definition
| power directed at helping oneself |
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Term
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Definition
| power directed at helping others. |
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Term
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Definition
| which all managers have, is power that results from managers' formal positions within the organization. |
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Term
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Definition
| which all managers have, is power that results from managers' authority to reward their subordinates. |
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Term
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Definition
| which all managers have, results from manager's authority to punish their subordinates. |
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Term
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Definition
| is power resulting from one's specialized information or expertise. |
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Term
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Definition
| is power deriving from one's personal attraction. |
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Term
| trait approaches to leadership |
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Definition
| which attempt to identify distinctive characteristics that account for the effectiveness of leaders. |
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Term
| behavioral leadership approaches |
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Definition
| which attempt to determine the distinctive styles used by effective leaders. (combination of traits, skills,and behaviors) |
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Term
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Definition
| to leadership, who believe that effective leadership behavior depends on the situation at hand. |
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Term
| Contingency leadership model |
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Definition
| determines if a leader's style is (1)task-oriented or (2) relationship-oriented and if that style is effective for the situation at hand. |
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Term
| path-goal leadership model |
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Definition
| which holds that the effective leader makes available to followers desirable rewards in the workplace and increases their motivation by clarifying the paths, or behavior, that will help them achieve those goals and providing them with support. |
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Term
| situational leadership theory |
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Definition
| leadership behavior reflects how leaders should adjust their leadership style according to the readiness of the followers. |
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Term
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Definition
| is defined as the extent to which a follower possesses the ability and willingness to complete a task. |
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Term
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Definition
| suggests that leadershhip behavior varies along a full range of leadership styles, from take-no- responsibility (laissez-faire) "leadership" at one extreme, through transactional leadership, to transformational leadership at the other extreme. |
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Term
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Definition
| focusing on clarifying employees' roles and task requirements and providing rewards and punishments contingent on performance. |
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Term
| Transformational leadership |
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Definition
| transforms employees to pursue organizational goals over self-interests. |
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Term
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Definition
| are defined as physioogical or psychological deficiencies that arouse behavior |
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Term
| Hieracrchy of Needs Theory |
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Definition
| Which proposes that people are motivated by five levels of needs. physiological, safety, love, esteem and self actualization. |
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Term
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Definition
| assumes that three basic needs influence behavior existence, relatedness and growth. |
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Term
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Definition
| a form of interpersonal attraction that inspires acceptance and support. |
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Term
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Definition
| which was assumed to be an individual inspirational and motivational characteristic of particular leaders |
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Term
| leader-member exchange (LMX) model of leadership |
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Definition
| emphasizes that leaders have different sorts of relationships with different subordinates. |
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Term
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Definition
| is a simultaneous, ongoing, mutual influence process in which people share responsibility for leading. |
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Term
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Definition
| focus on providing increased service to others--meeting the goals of both followers and the organzation-- rather than to themselves. |
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Term
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Definition
| can involve one-to-one, one-to-many, within-group and between-group and collective interactions via information technology. |
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