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Definition
| the process of breaking down a job in a number of steps, with each step being completed by a different individual |
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| the number of employees a supervisor can effectively direct |
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| the continuous line of authority in an organization |
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| a principle that states that an employee should have one and only one supervisor to whom he or she is directly responsible |
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Definition
| rights inherent in a supervisory position to give orders and expect those orders to be obeyed |
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Definition
| the authority that entitles a supervisor to direct the work of his or her employees and to make certain decisions without consulting others |
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Definition
| a limited authority that supports line authority by advising, servicing and assisting |
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Definition
| control over individuals outside ones own direct areas of responsibility |
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Definition
| supervisory obligations such as achieving a units goals, keeping costs within budget, following organizational policies and motivating employees |
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Definition
| the pushing down of decision-making authority to those closest to the problems |
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Definition
| grouping departments based on work functions, product or service, target customer or client, geographic territory, or the process used to turn inputs into outputs |
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| functional departmentalization |
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Definition
| grouping activities into independent unites based on functions performed |
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| product departmentalization |
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Definition
| grouping activities into independent unites based on problems or issues relating to a product. |
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| customer departmentalization |
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Definition
| grouping activities around common customer catagories |
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| geographic departmentalization |
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Definition
| grouping activities into independent unites based on geography or territory |
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Term
| process departmentalization |
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Definition
| grouping activities around a process; this method provides a basis for the homogeneous categorizing of activities |
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Term
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Definition
| a non-elaborate, low in complexity, with little formalization, and with authority centralized in a single person; a "flat" organization with only two or three levels |
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Definition
| an organization in which similar and related occupational specialties are grouped together |
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Definition
| an organization made up of self-contained units |
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Definition
| a structure that weaves together elements of functional and departmentalization; creating a dual chain of command. |
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Definition
| an organization that consists entirely of workgroups, or teams |
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Term
| boundaryless organization |
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Definition
| an organization that is not defined or limited by boundaries or categories imposed by traditional structures |
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Term
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Definition
| an organization that has developed the capacity to adapt and change continuously |
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Term
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Definition
| an increase in the decision making discretion of workers |
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Term
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Definition
| a written statement of job duties, working conditions, and operating responsibilities |
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Term
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Definition
| allocation of duties, assignment of authority, assignment of responsibility, and creation of accountability |
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Term
| human resource management HRM |
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Definition
| the process of finding,hiring,training and keeping employees in the organization |
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Term
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Definition
| an active effort to recruit, select, train and promote members of protected groups. |
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Term
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Definition
| assessing current human resources and futures human resource needs;developing a program to meet future human resource needs |
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Term
| human resources inventory |
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Definition
| a database listing name, education, training, prior employment, languages spoken, and other information for each employee in the organization |
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Term
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Definition
| the process of locating, identifying, and attracting capable applicants |
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Term
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Definition
| a web page used as a resume |
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Term
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Definition
| the hiring process, designed to expand the organization's knowledge about an applicants background, abilities and motivation |
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Term
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Definition
| an indication of whether a test or device measures the same thing consistently |
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Term
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Definition
| a proven relationship between a selection device and come relevant criterion |
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Term
| performance simulation tests |
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Definition
| selection devices based on actual job behaviors, work sampling, and assessment centers |
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Term
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Definition
| a job interview that provides both positive and negative information about the job and the company |
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Term
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Definition
| an expansion on information a new employee obtained during recruitment |
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Term
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Definition
| changing the skills, knowledge, attitudes, or behaviior of employees. Determination of training needs is made by supervisors |
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Term
| compensation administration |
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Definition
| the process of determining a cost affective pay structure that will attract and retain competent employees, provide an incentive for them to work hard and ensure that pay levels will be perceived as fair. |
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Term
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Definition
| non financial rewards designed to enrich employee's lives |
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Term
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Definition
| anything of sexual nature that is required for getting a job, has an employment consequence, or creates and offensive enviroment |
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Definition
| a set of attitudes, perceptions and behaviors of employees who survive involuntary staff reductions |
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Term
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Definition
| A document that identifies business founder's vision and describes the strategy and operations of that business. |
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Term
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Definition
| The process of intiating a business venture, organizing the necessary resources and assuming the risks and rewards. |
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Term
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Definition
| willing to use initiative and take risks in order to make a profit. |
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Term
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Definition
| a strategic planning and management system used to translate and align business activities to the vision statement of a business after review of the company's financial processes, internal processes and innovating/growth processes. |
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Term
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Definition
| a system by which employees jointly determine specific performance goals with their supervisors. progress toward goals is periodically reviewed and rewards are allocated on the basis of this progress. |
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Term
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Definition
| A diagram the depicts the sequence of activities needed to complete a project and the time or costs associated with each activity. |
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Term
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Definition
| endpoints that represents completion of major activities. |
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Term
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Definition
| the time or resources required to progress from one event to another. |
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Term
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Definition
| the longest or most time-consuming sequence of events and activities in a PERTH chart. |
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Term
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Definition
| detailed planning of activities to be done, the order in which they are to be done, who is to do each activity, and when the activities are to be completed. |
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Term
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Definition
| a bar chart with time on the horizontal axis and activities to be scheduled on the vertical axis;shows when task are supposed to be done and compares actual progress on each task. |
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Term
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Definition
| a single used set of plans for a specific major undertaking within an organizations overall goals. programs may be designed and overseen by top management or supervisors. |
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Term
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Definition
| a numerical plan that expresses anticipated results in dollar terms for a specific time period;used as a planning guide as well as a control device. |
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Definition
| broad guidelines for supervisory actions. |
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Term
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Definition
| a standardized way of responding to repetitive problems; a definition of the limits within which supervisors must stay as decisions are made. |
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Term
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Definition
| an explicit statement that tells employees what the ought or ought not to do. |
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Term
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Definition
| a detailed course of action used once or only occasionally with a problem that doesn't occur repeatedly. |
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Term
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Definition
| a philosophy and measurement process that attempts to "design in" quality as a product is being made. |
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Term
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Definition
| a plan that can be used over and over again by managers faced with recurring situations. |
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Term
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Definition
| the search for the best practices among competitors that lead to their superior performances. |
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Term
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Definition
| standard designed by the international organization for standardization that reflect a process whereby independent auditors attest that a company's factory, laboratory or office has met quality management standards. |
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Term
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Definition
| organizational planning that includes the establishment of overall goals and positioning an organization's products or services against the competition. |
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Term
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Definition
| organizational planning that provides specific detials on how overall goals are to be achieved. |
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Term
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Definition
| a plan that covers a period of less than one year. |
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Term
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Definition
| a plan the covers a period of one to five years. |
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Term
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Definition
| a plan the cover a period in excess of five years. |
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Term
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Definition
| output per labor hour, best expressed by the formula: Productivity=Output/(Labor +Capital+Materials) Productivity measures can be applied the the individual, the group, and the total organization. |
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Term
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Definition
| rules or principles that define right and wrong conduct |
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Term
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Definition
| a formal document that states an organization primary values and the ethical rules it expects employees to follow. |
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Term
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Definition
| japanese term for a organization committed to continuous improvement. |
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Term
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Definition
| radical or qauntum change in an organization. |
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Term
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Definition
| a reduction in workforce and reshaping of operations to create "lean and mean" organizations. the goals of organizational downsizing are greater efficiency and reduced costs. |
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Term
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Definition
| activites in a organization that enchance processes that result in the improved quality of goods and services produced. |
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Term
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Definition
| the largest group in the workforce; they are regarded as the career climbers- at the right place at the right time. mature workers view them as unrealistic in their views and workaholics. |
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