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| An approach used to widen one's social network, cultivate relationships and know more people. |
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| The power, knowledge, information and popularity gained as a result of the bonding that occurs between homogenous individuals. |
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| Groups that are small, informal and personal. |
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| A major mechanism and principle that can manage formal organizations more efficiently and rationally. |
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| The "people like us" (PLUS) or our "us" vs. "them" feelings. |
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| The connections or relationships we have with other people. |
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| A large, structured, secondary group. It is purposefully created to achieve specific goals. |
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| The tendency of bureaucracy to perpetuate itself and take on a life of its own; it can serve to prevent organizations from making beneficial changes. |
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| The transformation from high-skilled labor to semiskilled or deskilled labor through the use of technology |
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| Technical training that is too narrow and specialized, leading to a lack of general capability. |
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| The certain tasks in organizations that are routine; no one questions the reasons behind them. |
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| The connections among people that cause social cohesion. |
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| The condition of powerlessness, estrangement or dissociation from the workplace and or society. |
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| The process by which society becomes increasingly dominated by regulation, standardization and bureaucratization. |
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| Groups that are usually large in size; they are usually formal, impersonal and utilitarian. |
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| The business model derived from the McDonald's fast-food chain that focuses on efficiency, calculability, predictability and control. |
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| Behavior that yields to other group members when they are the majority, or have more power, money and prestige. |
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| The transparent mechanism (like a glass ceiling) that prevents women or minority members from moving up in an organization. |
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| The spread of bureaucratic principles to a wide range of organizations, especially rational/quantitative methods for achieving efficiency. |
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| The original goals or mission statement of an organization. |
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| The groups to which we compare ourselves. |
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| Our social positions in a society. |
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| A pure form or an abstract model of the characteristics of a phenomenon such as a bureaucracy. |
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| The phenomenon in which group members try to minimize conflicts and reach a consensus decision without critical evaluation. |
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| The process of widening one's social network via social media on the Internet. |
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Definition
| The people who don't belong to the "us" categories. |
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| The hiring or promoting of a minority member to a position to fill a quota. |
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| An organization's power is concentrated in the hands of a few at the top. |
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| A detailed management style resulting from a strict division of labor. |
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| Informal organizational structure |
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| Bending rules and informal ways of getting things done in organizations. |
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| Structured secondary groups that have been deliberately created to achieve specific goals efficiently. |
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| Groups with a common goal; group members know each other by name and have long-term interactions. |
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Definition
| Involves networking with individuals who are heterogeneous. |
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