Term
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Definition
| working in a group and slacking on work |
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Term
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Definition
| informally agreed on standards that regulate team behavior |
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Term
| which is the better conflict, a or c |
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Definition
| cognitive conflict is better because it is associated with improvements in team performance |
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Term
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Definition
| focuses on problem related differences of opinion |
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Term
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Definition
| refers to the emotional reactions that can occur when disagreements become personal rather than professional |
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Term
| characteristics of project team |
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Definition
cross functional people
common goal
group leader
rewards and resources to accomplish goal
team created to complete specific one time projects |
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Term
| types of configuration that traditional organizational design feature |
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Definition
| vertical and horizontal of departments, authority, and jobs within company |
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Term
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Definition
| vertical line of authority that clarifies who reports to whom throughout the organization |
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Term
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Definition
| the right to command immediate subordinates in the chain of command |
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Term
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Definition
| the right to advise, but not command, others who are not subordinates in the chain of command |
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Term
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Definition
| periodically moving workers from one specialized job to another to give them more variety and the opportunity to use different skills |
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Term
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Definition
| solving problems by consistently applying the same rules, procedures, and processes |
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Term
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Definition
| increasing the number of different tasks that a worker performs within one particular job |
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Term
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Definition
| increasing the number of tasks in a particular job and giving workers the authority and control to make meaningful decisions about their work |
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Term
|
Definition
psychological:feeling of intrinsic motivation, in which workers perceive their work to have impact and meaning and perceive themselves to be competent and capable of self determination
structural:permanent decision making authority |
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Term
|
Definition
| a job composed of a small part of a larger task or process |
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Term
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Definition
| the number, kind, and variety of tasks that individual workers perform in doing their jobs |
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Term
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Definition
| a small number of people with complementary skills who hold themselves mutually accountable for pursuing a common purpose, achieving performance goals, and improving interdependent work processes |
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Term
| stages of team development |
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Definition
bell curve going from forming to
storming to
norming to
performing
then can go down other side starting at
de-norming to
de-storming to
de-forming |
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Term
|
Definition
initial stage
meeting other team members
initial impressions of members
establish norms |
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Term
|
Definition
second stage
conflict and disagreement over what and how to do |
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Term
|
Definition
third stage
settle into roles
group cohesion
positive team norms |
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Term
|
Definition
final stage
effective fully functioning team |
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Term
|
Definition
performance declines
size and scope and goal of group changes |
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Term
|
Definition
comfort level decreases
cohesion weakens
conflicts may flare |
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Term
|
Definition
| team members isolate themselves |
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Term
|
Definition
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Term
|
Definition
clear purpose
team based rewards possible
ample resources
teams have authority
job can't be done otherwise |
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Term
|
Definition
opposite of when to use teams i.e (clear purpose
team based rewards possible
ample resources
teams have authority
job can't be done otherwise) |
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Term
| major organizational designs |
|
Definition
functional
product
customer
geographic
matrix |
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Term
|
Definition
small and new business
organized by area of expertise
reduced duplication
communication and coordination good
cross department bad
slower decisions
narrow sighted managers |
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Term
|
Definition
units of people responsible for specific products or services
broader sighted managers
work unit performance easy to access
faster decisions
duplicate activities
across departments hard |
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Term
|
Definition
units of people responsible for specific customers
customer focus
duplication of resources
cross department hard
to much customer focus |
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Term
|
Definition
responsive to different market areas
unique resources close to customer
duplicate resources
hard to cross department |
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Term
|
Definition
2 more more designs used
manage large complex tasks
large resource pool
high levels of coordination
conflict between bosses
high management skills |
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Term
| how do teams have a good fight |
|
Definition
work with more info
maintain balance of power
work on common goals
humor
never force a consensus |
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Term
|
Definition
physiological
safety
belonging
esteem
self actualization |
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Term
|
Definition
existence
relatedness
growth |
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Term
|
Definition
| intentional discrimination |
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Term
|
Definition
| unintentional discrimination |
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Term
| bona fide work qualifications |
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Definition
| things to doing a job like amount of weight to lift |
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Term
|
Definition
this for that
sexual favor to get ahead |
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Term
|
Definition
| feeling uncomfortable at work due to the sexual behavior of employees |
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Term
| steps to a company take to deal with sexual harassment |
|
Definition
compliant with law
correct problems as soon as they arise |
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Term
| human resource management |
|
Definition
| keeping, developing and selecting workers |
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Term
|
Definition
persistence
intensity
direction
of effort |
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Term
|
Definition
| degree to which you agree with a goal |
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Term
|
Definition
| extent to how clear goal is |
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Term
|
Definition
general survey of biographical data
what are you siblings
what is your education
what is ur leisure time |
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Term
|
Definition
| same two results every time;consistency |
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Term
|
Definition
more correct results
truth of measurement |
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Term
| how to structure interviews |
|
Definition
| with same questions for each person |
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Term
| direct measure of work ability |
|
Definition
work sample;quality of job performance.
cognitive tests are only indirect indicators |
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Term
|
Definition
inputs:what you put into company
outcomes:perks, benefits
referent other:coworker, industry standard, ideal state, how we are treated in the past
outcomes/inputs=outcomes/inputs(referent other)
insert < :reward unfavorable;guilt
insert > :reward unfavorable;anger
so cognitively distort situation and correct equation |
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Term
|
Definition
children
age
disabilities
physical characteristics
name like maiden name
citizenship
lawsuits
arrest records (only ask if convicted)
smoking
aids/hiv |
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Term
| myths of sexual harassment |
|
Definition
parties involved are opposite sex
only between boss and subordinate
only victims can report |
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Term
|
Definition
job performance=
motivation X
ability X
situational constraints |
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