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Definition
| first-level managers who are in charge of entry-level and other departmental employees. |
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| Any member of the organization who makes decisions that materially affect the capacity of the organization to perform and obtain results. |
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| Supervisors who perform the supervising tasks without the official authority. |
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| Scientific approach, functional approach, human relations/behavioral approach, quantitative/systems approach. |
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| Scientific management approach (Frederick Winslow Taylor) |
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Definition
| focused on determining the most efficient ways to increase output and productivity. |
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| Principles of scientific management: |
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Definition
Analyze the task
Recruit best suited employee
Instruct worker in best way
Reward accomplishment of worker
Cooperate with workers
Ensure equal division of work |
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| Functional management approach (Henri Fayol): |
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Definition
| All managers perform various functions in doing their jobs, such as planning organizing, staffing, leading,and controlling. |
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| 5 critical functions to managerial effectiveness: |
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Definition
Planning
Organizing
Commanding
Coordinating
Controlling |
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| Human Relations/Behavioral Approach: |
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Definition
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| The fact that personalized interest shown in people may cause them to behave differently. |
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| Human relations movement/behavioral science approach |
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| Focuses on the behavior of people in the work environment. |
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| Quantitative/Systems Approach |
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| Uses mathematical modeling as a foundation. |
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| The cultural, ethnic,gender, age,educational level, racial, and lifestyle differences of employees. |
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| living and working longer, dramatically increasing the overall labor force. |
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| born between 1964 and 1981 |
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| born between 1946 and 1963 |
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| care less about staying with companies and want more personal and leisure time |
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| prefer group activities and want clear rules set for them, Gen Y or millennials are more spiritual and less individualistic than there parents. |
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| Women constitute almost half of the US labor force and 48% of managerial positions. |
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| Designed to lessen the gap between pay rates of males and females. |
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| Policy that allows employees to choose their work hours within stated limits. |
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| Policy that allows two or more employees to perform a job normally done by one full-time employee. |
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| Receiving work from and sending work to the office from home via a computer and modem. |
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| Invisible barrier that limits the advancement of women and minorities. |
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| Invisible barriers that compartmentalize women and minorities into certain occupational classes. |
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| Situations in which people are in jobs that do not use their skills. |
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| A persons skills,knowledge, and abilities. |
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| The ability to outperform competitors by increasing efficiency,quality,creativity, and responsiveness to customers and effectively using employee talents. |
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| a sense that you have previously seen, heard, or experienced something that is,in fact,new to you. |
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| Key supervisory responsibility |
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Definition
| Access to and timely management of information |
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Definition
| part-time, temporary, or contract employees who work schedules dependent primarily on employer needs. |
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| Corporate social responsibility |
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Definition
| A notion that organizations consider the interests of all stakeholders. |
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| CSR four part definition: |
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Definition
Legal responsibilities.
Economic responsibilities.
Ethical responsibilities.
Philanthropic responsibilities. |
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Definition
| Set of shared purposes, values, and beliefs that employees hold about their organization. |
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Term
| Family and Medical Leave Act (FMLA)(1992) |
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Definition
| Provides for up to 12 weeks of unpaid leave for certain personal and family health-related circumstances. |
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| Americans with Disabilities Act (ADA)(1990) |
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Definition
| Prohibits discrimination based on physical and mental disabilities in places of employment and public accommodation. |
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| Worker Adjustment and Retraining Act (WARN)(1988) |
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Definition
| Requires firms employing 100 or more workers to provide 60 days advance notice to employees before shutting down or conducting substantial layoffs. |
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| Pregnancy Discrimination Act (1978) |
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Definition
| Requires employers to treat pregnancy, childbirth or related medical conditions the same as any other medical disability if the employers have medical/hospitalization benefit programs for employees. |
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| Occupational Safety and Health Act (OSHA)(1970) |
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Definition
| Designed to protect the safety and health of employees; holds employers responsible for providing workplaces free of safety and health hazards. |
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| Title VII of the Civil Rights Act, as amended (1964) |
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Definition
| Prohibits discrimination in hiring,promotion,discharge, pay,benefits,and other aspects of employment on the basis of race,color, religion,gender,or national origin.The Equal Employment Opportunity Commission (EEOC) has the authority to bring lawsuits against employers in federal courts. |
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| Labor Management Relations Act(Taft-Hartley) (1947) |
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Definition
| Amended the Wagner Act; specified unfair labor practices for unions,provided for Federal Mediation and Conciliation Service(FMCS)to assist in resolving labor-management disputes,and more clearly identified requirements for bargaining in good faith. |
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| Fair Labor Standards Act (FLSA)(1938) |
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Definition
| Established that employers covered by the Actmust pay an employee 1) at least a minimum wage and 2) time and a half for all hours worked in excess of 40 in a given week. Classified a person working in a job that is not subject to the provisions of the Act as"exempt" from the overtime pay provisions. The change effective August 2004 set forth new criteria for determining overtime. |
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| National Labor Relations Act (Wagner Act) 1935 |
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Definition
| Gave workers the right to unionize and bargain collectively over hours, wages,and other terms and conditions of employment. Specified five unfair labor practices for employers.Created the National Labor Relations Board (NLRB) to 1) certify labor unions as the sole bargaining representative so employees and 2) investigate unfair labor practices. |
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Term
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Definition
| means that individuals and organizations voluntarily take steps to conserve energy and behave in environmentally friendly ways. |
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| Engagement, Empowerment, and Employee Participation in Decision Making |
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| One who has a strong emotional bond to his/her organization and is committed to its objectives. |
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Definition
| Giving employees the authority and responsibility to accomplish their individual and the organization's objectives. |
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| Allowing employees to influence and share in organizational decision making. |
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Definition
| The ability to do the job |
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| The ability to work with and through people |
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Term
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Definition
| The ability to give-and get- information. |
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Term
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Definition
| The ability to plan, organize and coordinate activities |
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Term
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Definition
| Theability to obtain,interpret, and apply information |
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Term
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Definition
| The ability to engage followers in all aspects of the organization. |
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Term
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Definition
| The notion that the needs of followers are looked after so they can be the best they can be |
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Definition
| The ability to understand how things get done outside formal channels. |
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| Emotional Intelligence Skills |
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Definition
| The ability to intelligently use your emotions. |
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Definition
| Getting objectives accomplished with and through people |
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Definition
| The person who does the things necessary to enable employees to do the best possible job. |
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Definition
| Determining what should be done. |
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Definition
| Planning, Organizing, Staffing, Leading, Controlling |
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Definition
| Arranging and distributing work among members of the work group to accomplish the organizations goals. |
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Term
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Definition
| The tasks of recruiting, selecting, orienting, training, appraising, promoting, and compensating employees. |
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Term
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Definition
| The managerial function of guiding employees toward accomplishing organizational objectives. |
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Definition
| Ensuring that actual performance is in line with intended performance and taking corrective action. |
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Term
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Definition
| The legitimate right to direct and lead others. |
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Term
| Acceptance theory of authority |
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Definition
| Theory that holds that the manager only possesses authority when the employee accepts it. |
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Term
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Definition
| The process of entrusting duties and related authority to subordinates. |
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Definition
| Power derived from the formal rank a person holds in the chain of command. |
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Term
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Definition
| Power derived from a person's SKAs and how others perceive that person. |
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Term
| Power arrives from the following 5 sources: |
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Definition
Reward power
Coercive power
Legitimate power
Expert power
Referent or charismatic power |
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Term
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Definition
| The synchronization of employees efforts and the organizations resources toward achieving goals. |
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Definition
| The willingness of individuals to work with and help one another. |
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Term
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Definition
| Individuals or groups linked by a commitment to shared purpose. |
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Term
| Labor union/labor organization |
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Definition
| Legally recognized organization that represents employees and negotiates and administers a labor agreement with an employer. |
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Term
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Definition
| Negotiated document between union and employer that covers the terms and conditions of employment for represented employees. |
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Term
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Definition
| Standard for disciplinary action requiring tests of fairness and elements of normal due process, such as proper notification,investigation, sufficient evidence and a penalty commensurate with the nature of the infraction. |
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Definition
| Formal complaint presented by the union to management that alleges violation of the labor agreement. |
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Term
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Definition
| Person selected by the union and management to render a final and binding decision concerning a grievance. |
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