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Definition
| reinforcing the desirable behavior by removing something undesirable from the situation. |
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Definition
| a behavioral modification option that applies penalties for the undesired behavior to reduce the possibility that it will recur. |
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Definition
| the behavioral modification technique of withholding positive reinforcement so that over time the undesired behavior disappears |
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| behavior that appears to operate on or have an influence on the subject's environment. |
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Term
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Definition
| any compensation method based on merit or performance rather than across-the-board non-output-based pay |
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Definition
| a compensation plan that may reduce or increase some portion of the individual employee's pay, depending on whether the company meets its financial goals. |
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Definition
| an incentive plan that engages many or all employees in a common effort to achieve a company's productivity objectives and in which they share the gains. |
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Definition
| a salary increase--usually permanent--based on individual performance. |
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Definition
| a financial reward given to an employee as soon as laudable performance is observed. |
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Definition
| the number and nature of specific tasks or activities in a job. |
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Definition
| an increase in the number of similar tasks assigned to a job. |
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Definition
| the systematic movement of a worker from job to job to improve job satisfaction and reduce boredom |
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Term
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Definition
| the inclusion of opportunities for achievement and other motivators in a job by making the job itself more challenging. |
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Definition
| authorizing and enabling employees to do their jobs with greater autonomy. |
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Definition
| the organizational program of providing continuing education and training to employees throughout their careers. |
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Definition
| the exchange of information and the transmission of meaning. |
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Term
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Definition
| the vehicle that carries the message in the communication process. |
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Term
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Definition
| the receiver's response to the message that was actually received in the communication process. |
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Term
| interpersonal communication |
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Definition
| communication that occurs between two individuals |
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Term
| organizational communication |
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Definition
| communication that occurs among several individuals or groups. |
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Definition
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Term
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Definition
| the nonspoken acts of communication, such as a person's manner of speaking, facial expressions, or body posture, that express meaning to others. |
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| messages that are recognized as official by the organization, such as orders from superiors to subordinates, sales reports, and status reports. |
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Term
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Definition
| communication not officially sanctioned by the organization, such as rumors heard through the grapevine. |
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Definition
| a management style in which a company opens its books to the employees, sharing financial data, explaining numbers, and rewarding workers for improvement. |
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Term
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Definition
| the electronic transmission of data, text, graphics, voice, or image over any distance. |
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Term
| decision support system (DSS) |
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Definition
| an interactive computer-based communications system that facilitates the solution of unstructured problems by a team of decision makers. |
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Term
| collaborative writing systems |
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Definition
| a computerized support system that lets group members work simultaneously on a single document from a number of interconnected or network computers |
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Term
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Definition
| a computerized support system that allows each group member to put his or her daily schedule into a shared database so that each can identify the most suitable times to schedule meetings or to attend currently scheduled meetings. |
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Term
| workflow automation system |
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Definition
| an e-mail type of system that automates the flow of paperwork from person to person. |
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Term
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Definition
| the substitution of telecommunications and computers for the commute to a central office. |
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Term
| employee involvement program |
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Definition
| any formal program that lets employees participate in formulating important work decisions or in supervising all or part of their own work activities. |
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Term
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Definition
| the informal rules that groups adopt to regulate and regularize group members' behavior. |
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Term
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Definition
| the degree of interpersonal attractiveness within a group, dependent on factors like proximity, attraction among the individual group members, group size, intergroup competition, and agreement about goals. |
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Term
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Definition
| a team formed to work in the short term on a given issue such as increasing productivity. |
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Term
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Definition
| a team formed to identify and solve work-related problems |
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Term
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Definition
| a team that has considerable input into managing the activities in their own work area but are still headed by a supervisor. |
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Term
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Definition
| a highly trained team of employees, including 6 to 18 people on average, who are fully responsible for turning out a well-defined segment of finished work. Also called a self-directed work team. |
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Term
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Definition
| a team of 6 to 12 employees that meets about once per week on company time to solve problems affecting its work area. |
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Term
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Definition
| a small team of people who operate as a semi-autonomous unit to create and develop a new idea. |
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Term
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Definition
| a work team composed of multinational members whose activities span many countries |
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Term
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Definition
| a change in a firm's strategy, mission, or vission. |
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Term
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Definition
| the radical redesign of business processes to cut waste; to improve cost, quality, and service; and to maximize the benefits of information technology, generally by questioning how and why things are being done as they are. |
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Term
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Definition
| a step in psychologist Kurt Lewin's model of change that involves reducing the forces for the status quo, usually by presenting a provocative problem or event to get people to recognize the need for change and to search for new solutions. |
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Term
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Definition
| a step in psychologist Kurt Lewin's model of change aimed at using techniques and actually altering the behaviors, values, and attitudes of the individuals in an organization. |
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Term
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Definition
| a step in psychologist Kurt Lewin's model of change aimed at preventing a return to old ways of doing things by instituting new systems and procedures that reinforce the new organizational changes. |
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Term
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Definition
| leader who champions organizational change; often by cajoling, inspiring, and negotiating it. |
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Term
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Definition
| guidance from leaders who possess envisioning, energizing, and enabling qualities that mobilize and sustain activity within an organization. |
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Term
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Definition
| the managerial role of building and clarifying organizational changes so that employees can accomplish their new tasks. |
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Term
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Definition
| a leadership style characterized by influencin an organization to move toward a vision by winning the commitment of others who then aid in the process. |
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Term
| organizational development (OD) |
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Definition
| an approach to organizational change in which the employees themselves formulate the change that's required and implement it, usually with the aid of a trained consultant. |
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Term
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Definition
| the process of collecting data from employees about a system in need of change, and then feeding that data back to the employees so that they can analyze it, identify problems, develop solutions, and take actions themselves. |
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Term
| human process interventions |
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Definition
| organizational change techniques aimed at enabling employees to develop a better understanding of their own and others' behaviors for the purpose of improving that behavior such that the organization behefits. |
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Term
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Definition
| also called laboratory or t-group training, the basic aim of this organizational development technique is to increase participants' insight into their own behavior and that of others by encouraging an open expression of feelings in a trainer-guided group. |
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Term
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Definition
| the process of improving the effectiveness of a team through action research or other techniques. |
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Term
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Definition
| an organization meeting aimed at clarifying and revealing intergroup misperceptions, tensions, and problems so that they can be resolved. |
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Term
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Definition
| the process of collecting data from attitude surveys filled out by employees of an organization, then feeding the data back to workgroups to provide a basis for problem analysis and action planning. |
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Term
| formal structure change program |
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Definition
| an intervention technique in which employees collect information on existing formal organizational structures and analyze it for the purpose of redesigning and implementing new organizational structures. |
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Term
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Definition
| an organization development application aimed at effecting a suitable fit among a firm's strategy, structure, culture, and external environment. |
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Term
| integrated strategic management |
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Definition
| an organizational development program to create or change a company's strategy by analyzing the current strategy, choosing a desired strategy, designing a strategic change plan, and implementing the new plan. |
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Term
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Definition
| a situation in which an employee has conflicting orders, such that compliance with one would make it difficult or impossible to comply with the other. |
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Term
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Definition
| a conflict occurring between individuals or between individuals and groups. |
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Term
| intergroup organizational conflict |
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Definition
| a disagreement between organizational units such as production and sales departments or between line and staff units. |
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Term
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Definition
| moving away from or refusing to discuss a conflict issue. |
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Term
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Definition
| in conflict management, diminishing or avoiding a conflict issue. |
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Term
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Definition
| giving in to the opponent in an attempt to end a conflict. |
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Term
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Definition
| an approach to conflict management and negotiating that presumes a win-lose situation. |
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Term
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Definition
| settling a conflict through mutual concessions. |
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Term
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Definition
| a conflict-management style in which both sides work together to achieve agreement. |
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Term
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Definition
| a direct, contentious method of resolving conflict that utilizes one negotiator's superior position. |
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