Term
| organizational efficiency |
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Definition
| The amount of outputs relative to inputs in the organization's transformation process. |
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Term
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Definition
| a cluster of practices to improve organizational efficiency by continuously reducing waste, unevenness, and overburden in the production process. |
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Definition
| a perspective which holds that organizational effectiveness depends on the organization's capacity to acquire, share, use, and store valuable knowledge |
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Term
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Definition
| Occurs when information is brought into the organization from the external environment |
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Term
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Definition
| The ability to recognize the value of new information, assimilate it, and use it for value-added activities. |
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Definition
| refers to the distribution of knowledge throughout the organization |
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Definition
| the application of knowledge to organizational processes in ways that improve the organization's effectiveness. |
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Term
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Definition
| refers to way that companies retain valuable knowledge. |
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Term
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Definition
| a company's stock of knowledge, including human capital, structural capital, structural capital, and relationship capital |
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Term
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Definition
| the stock of knowledge, skills, and abilities among employees that provides economic value to the organization |
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Term
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Definition
| the storage and preservation of intellectual capital |
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Term
| high-performance work practices (HPWP) |
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Definition
| a perspective which holds that effective organizations incorporate several workplace practices that leverage the potential of human capital |
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Term
| How do organizations retain intellectual capital? |
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Definition
| Keeping good employees, systematically transferring knowledge to other employees, and to transfer knowledge into structural capital. |
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Term
| High-performance work practices (HPWP) |
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Definition
| A perspective which holds that effective organizations incorporate several workplace practices that leverage the potential of human capital. |
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Term
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Definition
| Individuals, organizations, and other entities that affect, or are affected by, the organization's objectives and actions. |
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Term
| Corporate Social Responsibility |
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Definition
| Organizational activities intended to benefit society and the environment beyond the firm's immediate financial interests or legal obligations. |
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Term
| Summarize the "task performance" work-related behavior |
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Definition
| Goal related behaviors under the individual's control that support organizational objectives. |
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Term
| What is the "organizational citizenship" work-related behavior? |
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Definition
| Companies cannot effectively compete, produce, or serve stakeholders if employees only perform formal job duties. This means that employees have to be able to work outside of their job description to be effective members. "Contextual performance along with task performance" |
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Term
| What problem is defined in the chapter under "joining and staying with the organization"? |
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Definition
| Companies are not only faced with a difficulty of finding talented and driven employees, but also of keeping the employees that they do have. Many people would take a job elsewhere if offered a comparable position. |
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Term
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Definition
| the observable demographic or physiological differences in people, such as their race, ethnicity, gender, age, and physical disabilities. |
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Term
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Definition
| Differences in the physiological characteristics of employees, including personalities, beliefs, values, and attitudes. |
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Term
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Definition
| The five abstract dimensions representing most personality traits: conscientiousness, emotional stability, openness to experience, agreeableness, and extroversion. |
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Term
| People with a high score on the "conscientious" dimension tend to be more... |
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Definition
| careful, dependable, self-disciplined |
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Term
| People with a high score on the "agreeableness" dimension tend to be more... |
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Definition
| courteous, good-natured, empathic, caring |
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Term
| People with a high score on the "neuroticism" dimension tend to be more.. |
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Definition
| anxious, hostile, depressed |
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Term
| People with a high score on the "openness to experience" dimension tend to be... |
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Definition
| imaginative, creative, curious, sensitive |
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Term
| People with a high score on the "extroversion" dimension tend to be more... |
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Definition
| outgoing, talkative, sociable, assertive |
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Term
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Definition
| A person's general belief about the amount of control he/she has over their own personal events. |
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Term
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Definition
| people are inherently motivated to promote and protect a self-view of being competent, attractive, lucky, ethical and important. |
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Term
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Definition
| people are motivated to verify their existing self-concept |
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Term
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Definition
| refers to a person's belief that he or she can successfully complete a task. |
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Term
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Definition
| a person's general belief about the amount of control he or she has over personal life. |
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Term
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Definition
| a theory that explains self-concept in terms of the person's unique characteristics and membership in various social groups |
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Term
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Definition
| the study of what people think, feel, and do in and around organizations. |
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Term
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Definition
| X - assumes ee's do not like work, y - assumes employees are motivated and like to be challenged. |
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