Term
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Definition
| an organizational culture with intense and pervasive beliefs, values, & assumptions |
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Term
| assets of strong cultures |
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Definition
| coordination, conflict resolution, financial success |
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Term
| liabilities of strong cultures |
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Definition
| resistance to change, culture clash & pathology |
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Term
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Definition
| new employees carefully selected, realistic job previews to allow candidates to deselect themselves |
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Term
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Definition
| provide humility in new hires so that they are open to the norms of the organization |
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Term
| training "in the trenches" |
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Definition
| start at the bottom to understnad how this particular organization works |
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Term
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Definition
| carefully used to reinforce those employees who perfom well in areas that support the goals of the organization |
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Term
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Definition
| repeatedly teh culture's core beliefs, values, & assumptions are asserted to provide guidance for memeber behavior. Done to emphasize that the personal sacrifices required by the socialization process have a true purpose |
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Term
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Definition
| members are exposed to stories that reinforce the nature of the culture |
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Term
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Definition
| identifying people as "fast trackers" provides new members with role models whose actions & views are consistent with the culture. |
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Term
| Socialization Steps in Strong Cultures |
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Definition
- selecting employees
- debasement & hazing
- training "in the trenches"
- reward and promotion
- exposure to core culture
- organization folkore
- role models
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Term
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Definition
| the influence that particular individuals exert on the goal achievement of others in a n organizational context |
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Term
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Definition
| individual characteristics such as physical attributes, intellectual ability, & personality |
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Term
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Definition
| a leader who is concerned with accomplishing a task by organizing others, planning strategy, & dividing labor |
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Term
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Definition
| a leader who is concerned with reducing tension, patching up disagreements, settling arguments, & maintaining morale |
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Term
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Definition
| the extent to which a leader is approachable & shows personal concern & respect for employees |
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Term
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Definition
| the degree to which a leader concentrates on group goal attainment |
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Term
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Definition
| the leader's use of complements, tangible benefits, & deserved special treatment |
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Term
| leader punishment behavior |
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Definition
| the leader's use of reprimands or unfavorable task assignments & the active withholding of rewards |
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Term
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Definition
| Fred Fiedler's theory that states that the association between leadership orientation & group effectiveness is contingent on how favorable the situation is for exerting influence |
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Term
| leader preferred co-worker |
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Definition
| a current or past co-worker with whom a leader has had a difficult time accomplishing a task |
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Term
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Definition
| Robert House's theory concerned with teh situations under which various leader behaviors (directive, supportive, participative, achievement oriented) are most effective |
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Term
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Definition
| involving employees in making work-related decisions |
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Term
| leader-member exchange (LMX) theory |
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Definition
| a theory of leadershop that focuses on the quality of the relationship that develops between a leader and an employee |
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Term
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Definition
| the leader takes corrective action on the basis of results of leader-follower transaction |
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Term
| transformational leadership |
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Definition
| providing followers with a new vision that instills true commitment |
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Term
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Definition
| the ability to command strong loyalty and devotion from followers and thus have the potential for stron influence among them |
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Term
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Definition
| leadership that involves the ability to anticipate, envision, maintain flexibility, think strategically, and work with others to initiate changes that will create a viable future for the organization |
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Term
| implicit leadership theory |
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Definition
| individuals hold a set of beliefs about the kinds of attributes, personality characteristics, skills, and behaviors that contribute to or impede outstanding leadership. |
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Term
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Definition
| a set of leadership capabilities required to function effectively in different cultures and the ability to cross language, social, economic, and political borders |
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Term
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Definition
| the demonstration of normatively appropriate conduct through personal actions and interpersonal relationships, and the promotion of such conduct to followers through two way communication, reinforcement, and decision making |
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Term
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Definition
| a style of leadership that involves the avoidance or absence of leadership |
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Term
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Definition
| the process by which information is exchanged between a sender and a receiver |
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Term
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Definition
| thinkng, encoding, transmitting, perceiving, decoding, understanding |
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Term
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Definition
| the right people receive the righ information in a timely manner |
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Term
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Definition
| lines of authority & formal reporting relationships |
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Term
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Definition
| information that flows from the top of the organization toward the bottom |
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Term
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Definition
| information that flows from the bottom of the organization toward the top |
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Term
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Definition
| information that flows between departments or functional units, usually as a means of coordinating effort |
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Term
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Definition
| the tendency for a message to be watered down or stopped during transmission |
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Term
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Definition
| the tendency to avoid communicating unfavorable news to others |
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Term
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Definition
| the transmission of messages by some medium other than speech or writing |
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Term
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Definition
| nonverbal communication by means of a sender's bodily motions, facial expressions, or physical location |
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Term
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Definition
| the cultural information that surrrounds a communcation episode |
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Term
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Definition
- less aware of nonverbal cues, environement & situation
- lack well-developed networks
- need detailed background information
- tend to segment & compartmentalize information
- control information on a "need to know" basis
- prefer explicity & careful directions from someone who "knows'
- knowledge is a commodity
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Term
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Definition
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nonverbal important
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information flows freely
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physical context relied upon for information
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environment, situation, gestures, mood all taken into account
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maintain extensive infomration networks
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Term
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Definition
| the potential information carrying capcity of a communication medium |
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Term
| computer-mediated ommunication (CMC) |
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Definition
| communication that relies on computer technology to facilitate information exchange |
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Term
| info medium to info richness |
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Definition
face to face = highest
telephone = high
written, personal (letters, memos) = moderate
written, formal (bulletins, documents) = low
numeric formal (computer output) = lowest |
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Term
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Definition
| a condition in which a person's words, thoughts, feelings, & actions al contain the same message |
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Term
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Definition
| programs designed to enhance upward communication by soliciting ideas for imporvd owrk operations from employees |
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Term
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Definition
| the process of developing a commitment to some course of action |
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Term
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Definition
| a perceived gap between an existing state and a desired state |
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Term
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Definition
| a problem for which the existing state is clear, the desired state is clear, and how to get from one state to the other is fairly obvious |
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Term
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Definition
| a standardized way of solving a problem |
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Term
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Definition
| a problem for which the existing and desired states are unclear, and the method of getting to the desired state is unknown |
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Term
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Definition
| a decision strategy that is completely informed, perfectly logical, and oriented toward economic gain |
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Term
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Definition
| a decision strategy that relies on limited information and that reflects time constraints and political consideration |
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Term
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Definition
| aspects of the presentation of information about a problem that are assumed by decision makers |
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Term
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Definition
| tendencies to acquire and process information in an error-prone way |
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Term
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Definition
| the tendency to seek out information that conforms to one's own definition of or solution to a problem |
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Term
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Definition
| the reception of more information than is necessary to make effective decisions |
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Term
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Definition
| the choice of the decision alternative with the greates expected value |
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Term
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Definition
| the inadequate adjustment of subsequent estimates from an initial estimate that serves as an anchor |
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Term
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Definition
| establishing an adequate level of acceptability for a solution to a problem and then screening solutions until one that exceeds this level is found |
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Term
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Definition
| permanent losses of resources incurred as the result of a decision |
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Term
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Definition
| the tendency to invest additional resources in an apparently failing course of action |
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Term
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Definition
| the tendency to review the decision making process to find what was done right or wrong |
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Term
| diffusion of responsibility |
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Definition
| the ability of group memebers to share the burden of the negative consequences of a poor decision |
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Term
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Definition
| the capacity for group pressure to damage the mental efficiency, reality testing, and moral judgement of decision-making groups |
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Term
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Definition
| the tendency for groups to make riskier decisions than the average risk initially advocated by their individual members |
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Term
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Definition
| the tendency for groups to make less risky decisions than the average risk initially advocated by their individual members |
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Term
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Definition
| a structured group decision making technique in which ideas are generated without group interaction and then systematically evaluated by the group |
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Term
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Definition
| a method of pooling a large number of expert judgements by using a series of increasingly refined questionnaires |
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Term
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Definition
| power derived from a person's position or job in an organization |
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Term
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Definition
| power derived from the ability to provide positive outcomes and prevent negative outcomes |
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Term
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Definition
| power dervied from the use of punishment and threat |
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Term
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Definition
| power derived from being well liked by others |
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Term
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Definition
| power derived from having special information or expertise that is valued by an organization |
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Term
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Definition
| giving people the authority, opportunity, & motivation to take initiative and solve organizational problems |
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Term
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Definition
| the degree of power held by various organizational subunits, such as departments |
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Term
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Definition
| critical factors affecting organizational effectiveness that are controlled by a key subunit |
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Term
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Definition
| the pursuit of self-interest in an organization, whether or not this self-interest corresponds to organizational goals |
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Term
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Definition
| the ability to understand others at work and to use that knowledge to influence others to act in ways that enhance one's personal or organizational objectives |
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Term
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Definition
| establishing good relations with key organizational members and outsiders to accomplish one's goals |
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Term
| the facets of political skill |
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Definition
| social astuteness, interpersonal influence, apparent sincerity, networking ability |
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Term
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Definition
| a set of cynical beliefs about human nature, morality, & the permissibility of using various tactics to achieve one's ends |
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Term
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Definition
| the process through which an organization acquires, develops, & transfers knowledge throughout the organization |
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Term
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Definition
| an organization that has systems & processes for creating, acquiring, & transferring knowledge to modify and change its behavior to reflect new knowledge & insights |
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Term
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Definition
the recognition that some current state of affairs is unsatisfactory
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Term
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Definition
| the implementation of a program or plan to move the organization or its member to a more satisfactory state |
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Term
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Definition
| the condition that exists when newly developed behaviors, attitudes, or structures become an enduring part of the organization |
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Term
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Definition
| the systematic collection of information relevant to imepending organizational change |
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Term
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Definition
| experts in the application of behavioral science knowledge to organizational diagnosis & change |
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Term
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Definition
| overt or covert failure by organizational members to support a change effort |
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Term
| organizational development (OD) |
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Definition
| a planned, ongoing effort to change organziations to be more effective and more human |
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Term
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Definition
| an effort to increase the effectiveness of work teams by improving interpersonal processes, goal clarification, & role clarification |
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Term
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Definition
| the collection of data from organizational members and the provision of feedback about the results |
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Term
| total quality management (TQM) |
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Definition
| a systematic attempt to achieve continuous improvement in the quality of an organization's products or services |
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Term
| principles, practices, & techniques of TQM |
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Definition
customer focus
continuous improvement
teamwork |
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Term
| proactive strategies (reactive are reversed) |
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Definition
1. create a new product or service
2. upgrade performance
3. prevent errors
4. respond to errors
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Term
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Definition
| the radical redesign of organizational processes to achieve major improvements in factors such as time, cost, quality, or service |
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Term
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Definition
| activites or work that have to be accomplished to create outputs that internal or external customers value |
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Term
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Definition
| the process of developing and implementing new ideas in an organization |
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Term
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Definition
| the production of novel but potentially useful ideas |
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Term
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Definition
| people who recognize an innovative idea and guide it through to implementation |
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Term
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Definition
| people who span organizational boundaries to import new information, translate it for local use, and disseminate it. well developed communication networks with other professionals outside the organization & with the professional on their own team or project |
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Term
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Definition
| the process by which innovations move through an organization |
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