Term
| ADMINISTRATIVE MANAGEMENT THEORY |
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Definition
| THE STUDY OF HOW TO CREATE AN ORGANIZATIONAL STRUCTURETHAT LEADS TO EFFICIENCY AND EFFECTIVINESS |
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Term
| FOUR PRINCIPLES OF SCIENTIFIC MANAGEMENT |
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Definition
STUDY THE WAY JOBS ARE PERFORMED NOW AND DETERMINE WAYS TO THEM
CODIFY NEW METHODS INTO RULES
SELECT WORKERS WHOSE SKILLS MATCH RUKES
ESTABLISH FAIR LEVELS OF PERFORMANCE |
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Term
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Definition
| DEVELOPED THE PRINCIPLE OF BUREAUCRACY |
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Term
| WEBERS PRINCIPLES OF BUREUCRACY |
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Definition
A MANAGERS FORMAL AUTHORITY
POSITION ON THE FIRM SHOULD BE BASED ON PERFORMANCE NOT SOCIAL
THE ECTENT OF THE POSITION SHOULD BE CLEARLY SPECIFED
AUTHORITY CAN BE EXERCISED
MANAGERS MUST CREATE A WELL DEFINE SYSTEM OF RULES |
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Term
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Definition
| FORMAL WRITTEN INSTRUCTIONS THAT SPECIFY ACTIONS THAT CAN BE TAKEN UNDER DIFFERENT CIRCUMSTANCES TO ACHIEVE SPECIFIC GOALS |
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Term
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Definition
| SPECIFIC SETS OF WRITTEN INSTRUCTIONS ABOUT HOW TO PERFORM A CERTAIN TASKS |
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Term
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Definition
| UNWRITTEN INFORMAL CODES OF CONDUCT THAT PRESCRIBE HOW PEOPLE SHOULD ACT |
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Term
| FAYOLS PRINCIPLES OF MGMT |
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Definition
DIVISION OF LABOR
AUTHORITY AND RESP
UNITY OF COMMAND
LINE OF AUTHORITY
CENTRALIZATION
UNITY OF DIRECTION
EQUITY
ORDER
INITIATIVE
DISCIPLINE
ESPIRIT OF THE CORPS
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Term
| DIVISION OF LABORS FAYOLS PRINCIPLES OF MANAGEMENT |
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Definition
| ALLOWS JOB SPECIALIZATION |
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Term
| AUTHORITY AND RESPONSIBILTY |
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Definition
| BOTH FORMAL AMD INFORMAL AUTHORITY RESULTING FROM SPECIAL EXPERTISE |
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Term
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Definition
| EMPLOYEES SHOULD HAVE ONLY ONE BOSS |
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Term
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Definition
| A CLEAR CHAIN OF COMMAN FROM TOP TO BOTTOM OF THE FIRM |
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Term
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Definition
| THE DEGREE TO WHICH AUTHORITY REST AT THE TOP PF THE ORG |
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Term
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Definition
CONCERNED THAT TAYLOR IGNORED THE HUMAN SIDE
SUGGESTED WORKERS HELP IN ANALYZING THEIR JOBS
IF WORKERS HAVE RELEVANT KNOWLDGE OF THE TSK THEN THEY SHOULD CONTROL OF IT |
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Term
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Definition
| STUDIES OF HOW CHARACTERISTICS OF THE WORK SETTING AFFECTED WORKER FATIGUE AND PERFORMANCE |
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Term
| HAWTHORNE STUDIES ADN HUMAN RELATIONS |
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Definition
| HAWTHORNE EFFECT WORKERS ATTITUDES TOWARS THEIR MANAGERS AFFECT THE LEVEL OF WORKERS PREFORMANCE |
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Term
| HUMAN RELANTIONS MOVEMENT |
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Definition
| ADVOCATES THAT SUPERVISORS BE BEHAVIORALLY TRAINED TO MANAGE SUBORDINATES AND INCREASE PRODUCTIVELY |
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Term
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Definition
| THE SYSTEM OF BEHAVIORAL RULES OF NORMS THAT EMERGE IN A GROUP |
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Term
| ORGANIZATIONAL BEHAVIOR HAWTHORNE STUDIES |
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Definition
| STUDY ON HOW FACTORS THAT HAVE AN IMPACT ON HOW INDIVIDUALS AND GROUPS RESPOND TO AND ACT IN ORG |
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Term
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Definition
| A SET OF NEGATIVE ASSUMPTIONS ABOUT WORKERS THAT LEADS TO CONCLUSIONS THAT A MANAGER TASK IS JUST TO SUPERVISE |
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Term
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Definition
| PROPOSED TWO DIFFERENT SETS OF ASSUMPTIONS ABOUT WORKERS THE X AND Y THEORY |
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Term
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Definition
| A SET OF POSSTIVE ASSUMPTIONS ABOUT WORKERS THAT LEADS TO THE CONCLUSION THAT A MANAGERS TASK IS TO CREATE WORK SETTING THAT ENCOURAGES COMMITMENT AND PROVIDES OPPORTUNITIES TO WORKERS TO BE IMAGINATIVE |
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Term
| MANAGEMENT SCIENCE THEORY |
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Definition
| CONTEMPROARY APRROACH TO MGMT FOCUSES RIGOURUS QUANTATIVE TECHNIQUES TO MAKE MANAGERS MAX USE OF RESOURCES TO PRODUCE GOOD AND SERV |
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Term
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Definition
| A SYSTEM THAT IS NOT AFFECTED BY THE CHANGES IN EXT ENVIRONMENT |
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Term
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Definition
| THE PERFORMANCE GAINS THAT RESULTS FROM THE COMBINED ACTIONS OF INDIVIDUALS AN DEP POSSIBLE IN AN ORG SYSTEM |
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Term
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Definition
| THE IDEA THAT AN ORG STRUCTURE AND CONTROL SYSTEM A MANAGER CHOOSE ARE CONTINGENT ON CHARACTERISITICS OF THE EXT ENVIRONMENT |
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Term
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Definition
| ANN ORG STRUCTURE IN WHICH AUTHORITY IS CENTRALIZED TASK AND RULES ARE CLEARRLY SPECIFIED |
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Term
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Definition
| QUADANDRY PEOPLE FIND THEMSELVES IN THE WAYS THEY SHOULD ACT THAT MIGHT HELP ANOTHER PERSON EVEN THOUGH MIGHT DO SO MIGHT GO AGAIN THEIR OWN INTEREST |
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Term
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Definition
| THE INNER GUIDING MORAL PRINCIPPLES VALUES AND BELIEFS THAT PEOPLE USE TO ANALYZE A SITUATION |
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Term
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Definition
| NEITHER LAWS OR ETHICS ARE FIXED PRINCIPLES |
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Term
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Definition
| LAWS CAN CHANGE OR DISSAPEAR AS ETHICAL BELIEFS CHANGE |
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Term
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Definition
| THE PEOPLE OF AND GROUPS THAT SUPLLY A COMPANY WITH ITS PRODUCTIVE RESOURCES |
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Term
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Definition
| WANT TO MAKE SURE THAT MANAAGERS ARE BEHAVING ETHICALLY AND NOT RISKING INVESTORS CAPITAL BY ENGAGING IN ACTIONS THAT COULD HURT THE COMPANY REPUTATION |
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Term
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Definition
| RESPONSIBLE FOR USING THE COMPANY FINANCIAL CAPITAL AND HUMAN RESOURCES O INCREASE PERFORMANCE |
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Term
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Definition
| EXPECT TO RECEIVE REWARD CONSISTENT WITH THEIR PERFORMANCE |
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Term
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Definition
| EXPECT TO BE TREATED FAIRLY AND PROMPT FOR THE THIER IMPUTS ABD RECEIVE QUALITY PRODUCTS AT AGREED COUPON PRICES |
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Term
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Definition
| MOST CRITICAL SKATEHOLDERS COMPANY MUST WORK TO INCREASE EFFICIENCY AND EFFECTIVINESS IN ORDER TO CREATE LOYAL CUSTOMERS |
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Term
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Definition
| A MEASURE ON HOW WELL RESOURCES ARE USED TO ACHIEVE A GOAL |
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Term
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Definition
| A MEASURE OF THE APPROPIATENESS OF THE GOALS AND ORG IS PURSING AND THE DEGREE TO WHICH THEY ARE ACHIEVED |
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Term
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Definition
| DECISION THAT PRODUCES THE GREATEST GOOD FOR THE GREATEST NUMBER |
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Term
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Definition
| DECESION THAT BEST MANTAIN AND PROTECT THE FUNDAMENT RIGHT AND PRIVILAGES OF PEOPLE AFFECT BY IT |
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Term
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Definition
| DECECSION THAT DISTRIBUTE BENEFITS AND HARMS AMONG PEOPLE AND GROUPS IN A FAIR IMPARTIAL WAY |
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Term
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Definition
| DECISION THAT A MANAGER HAS NO HESITATION ABOUT COMMUNICATING TO PEOPLE OUTSIDE OF THE COMPANY BEACUSE THE TYPICAL PERSON WOULD THINK IS ACCEPTABLE |
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