Term
|
Definition
| the planning, organizing, leading and controlling of resources to acheive organizational goals both effectively and effeciently |
|
|
Term
| organizational performance |
|
Definition
| the is the measure of how efficiently and how effectively the resources of the organization are being used to both satisfy customers and to achieve organizational goals. |
|
|
Term
|
Definition
| is the measure of how well resources are being used to achieve a goal. |
|
|
Term
|
Definition
| is the measure of the appropriateness of the goals and the degree to which they are being achieved. |
|
|
Term
|
Definition
| identifying and selecting goals and plans of action. |
|
|
Term
|
Definition
| defining the working relationships that allow workers to achieve organizational goals. |
|
|
Term
|
Definition
| includes energizing workers so that they understand the part they play in the achievement of the organization's goals. |
|
|
Term
|
Definition
| evaluating how well the organization is achieving its goals and taking action to improve performance. |
|
|
Term
|
Definition
| used to plan organizational strategy and to use resources |
|
|
Term
|
Definition
| developing innovative goods and services |
|
|
Term
|
Definition
| taking quick action to solve unexpected problems |
|
|
Term
|
Definition
| applying resources to departments |
|
|
Term
|
Definition
| working with other groups to achieve agreement |
|
|
Term
|
Definition
| providing direction and supervision to workers |
|
|
Term
|
Definition
| setting future organizational goals |
|
|
Term
|
Definition
| providing a good examples for workers |
|
|
Term
|
Definition
| coordinating work across different departments |
|
|
Term
|
Definition
| obtaining and sending information |
|
|
Term
|
Definition
| evaluating the performance of managers in different departments |
|
|
Term
|
Definition
| informing workers about both internal and external changes that affect their work. |
|
|
Term
|
Definition
| representing the organization to external groups |
|
|
Term
|
Definition
| supervisors responsible for directing nonmanagerial workers |
|
|
Term
|
Definition
| supervise the first-line managers |
|
|
Term
|
Definition
| responsible for the performance of all of the departments |
|
|
Term
|
Definition
| analyzing and diagnosing a situation in terms of a cause-effect relationship |
|
|
Term
|
Definition
| the ability to understand and lead others |
|
|
Term
|
Definition
| job-specific knowledge and techniques needed by the role (e.g. accounting, engineering, production, etc.) |
|
|
Term
|
Definition
| downsizing the number of jobs in an organization |
|
|
Term
|
Definition
| contracting with another company (frequently one that is outside of the U.S.) to perform activities at lower cost |
|
|
Term
| Empowerment and self-managed teams |
|
Definition
| empowerment refers to giving workers expanded responsibilities for making decisions, while self-managed teams are responsible for supervising their own work activities. |
|
|
Term
|
Definition
| operate in more than one country. |
|
|
Term
|
Definition
| reducing the resources needed to produce goods or services |
|
|
Term
|
Definition
| improving the quality of goods or services |
|
|
Term
| Increasing speed, flexibility, and innovation |
|
Definition
| bring products to market faster, changing the way in which activities are performed to improve performance, and creating new goods and services that customers want. |
|
|
Term
|
Definition
| creating new or improved goods and services that customers want. |
|
|
Term
| Increasing responsiveness to customers |
|
Definition
| training workers to be more responsive to the needs of customers |
|
|
