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| individuals who acheive goals through other people |
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| a consciously coordinated social unit, composed of two or more people, that functions on a relatively continuous basis to acheive a common goal or set of goals |
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| a process that includes defining goals, establishing strategy, and developing plans to coordinate activities. |
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| determining what tasks are to be done, who is to do them, how the tasks are to be grouped, who reports to whom, and where decisions are to be made. |
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| a function that includes motivating employees, directing others, selecting the most effective communication channels, and resolving conflicts. |
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| monitoring activities to ensure they are being accomplished as planned and correcting any significant deviations |
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| the ability to apply specialized knowledge or expertise |
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| the ability to work with, understand, and motivate other people, both individually and in groups |
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| the mental ability to analyze and diagnose complex situations |
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| a field of study that investigates that impact that individuals, groups, and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving an organization's effectiveness |
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| looking at relationships, attempting to attribute causes and effects, and drawing conclusions based on scientific evidence |
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| a gut feeling not necessarily supported by research |
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| an area within psychology that blends concepts from psychology and sociology and that focuses on the influence of people on one another |
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| the science that seeks to measure, explain, and sometimes change the behavior of humans and other animals. Considered to be part of organizational behavior. |
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| the study of people in relation to their social environment or culture |
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| the study of societies to learn about human beings and their activities |
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| situational factors; variables that moderate the relationship between two or more other variables |
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| the concept that organzations are becoming more and more heterogenous in terms of gender, age, race, ethnicity, sexual orientation, and inclusion of other diverse groups |
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| putting employees in charge of what they do (and making them responsible for it) |
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| situations in which individuals are required to define right and wrong conduct |
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| a performance measure that includes effectiveness and efficiency |
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| the ratio of effective output to the input required to achieve it |
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| the voluntary and involuntary permanent withdrawal from an organization |
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| deviant workplace behavior |
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| voluntary behavior that violates significant organizational norms, and. in doing so, threatens the well-being of the organization or its members |
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| organizational citizenship behavior |
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| acting in a way that is not required but is beneficial to the organization as a whole |
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| a positive feeling anout one's job resulting from an evaluation of its characteristics |
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