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Definition
| the process by which enterprising individuals intitate, manage, and assume the risks and rewards associated with a business venture |
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Definition
| a business having fewer than 100 employees, independently owned and operated, not dominant in its field, and not characterized by many innovative practices |
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Definition
| a new business having growth & high profitability as primary objectives |
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Definition
| an individual who establishes a new organization without the benefit of corporate sponsorship |
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Definition
| new venture creators working inside big companies |
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Definition
| an entrepreneurial alliance between a franchisor (an innovator who has created at least one successful store and wants to grow) and a franchisee (a partner who manages a new store of the same type in a new location) |
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Definition
| charging fees for goods & services |
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| advertising support model |
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Definition
| charging fees to advertise on a site |
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Definition
| charging fees to bring buyers & sellers together |
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Definition
| charging fees to direct site visitors to other companies' sites |
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Definition
| charging fees for site visits |
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Definition
| as you head down a road, unexpected opportunities begin to appear |
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Definition
| protected environments for new small businesses |
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Term
| initial public offering (ipo) |
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Definition
| sale to the public, for the first time, of federally registered and underwritten shares of stock in the company |
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Definition
| a description of the good or service, an assessment of the opportunity, an assessment of the entrepreneur, and specification of activities and resources needed to translate your idea into a viable business & your source(s) of capital |
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Definition
| a formal planning step that focuses on the entire venture and describes all the elements involved in starting it |
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| people's judgment of a company's acceptance, appropriateness, and desirability, generally stemming from company goals and methods that are consistent with societal values |
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Definition
| a competitive advantage from relationships with other people and the image other people have of you |
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Definition
| a project team designated to produce a new, innovative project |
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Definition
| informal work on projects, other than those offiically assigned, of employees' own choosing & initiative |
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| entrepreneurial orientation |
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Definition
| the tendency of an organization to identityf and capitalize successfully on opportunities to launch new ventures by entering new or established markets with new or existing goods or services |
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Definition
| the reporting structure and division of labor in an organization |
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| a form of organization that seeks to maximize internal efficiency |
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Definition
| an organizational form that emphasizes flexibility |
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Definition
| an aspect of the organization's internal environment created by job specialization and the division of labor |
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| the degree to which differentiated work units work together and coordinate their efforts |
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Definition
| the assignment of different tasks to different people or groups |
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| a process in which different individuals and units perform different tasks |
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| the procedures that link the various parts of an organization to achieve the organization's overall mission |
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| the legitimate right to make decisions and to tell other people what to do |
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Definition
| the number of subordinates who report directly to an executive or supervisor |
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Definition
| the assignment of new or additional responsibilities to a subordinate |
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Definition
| the expectation that employees will perform a job, take corrective action when necessary, and report upward on the status and quality of their performance |
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Definition
| an organization in which high-level executives make most decisions and pass them to lower levels for implementation |
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Term
| decentralized organization |
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Definition
| an organization in which lower-level managers make important decisions |
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Definition
| units that deal directly with the organization's primary good and services |
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| units that support line departments |
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Definition
| subdividing an organization into smaller subunits |
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Definition
| departmentalization around specialized activities such as production, marketing, and human resources |
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Definition
| departmentalization that groups units around products, customers, and geographic regions |
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Definition
| an organization composed of dual reporting relationships in which some managers report to two superiors - a functional manager and a divisional manager |
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Term
| unity-of-command principle |
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Definition
| a structure in which each worker reports to one boss, who in turn reports to one boss |
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Definition
| a collection of independent, mostly single-function firms that collaborate on a good or service |
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Definition
| temporary arrangements among partners that can be assembled and reassembled to adapt to the environment; also called virtual network |
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Definition
| a person who assembles and coordinates participants in a network |
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Definition
| establishing common routines and procedures that apply uniformly to everyone |
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Definition
| the presence of rules and regulations governing how people in the organization interact |
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Definition
| interdependent units are required to meet deadlines and objectives that contribute to a common goal |
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| coordination by mutual adjustment |
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Definition
| units interact with one another to make accommodations in order to achieve flexible coordination |
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Definition
| a formal relationship created among independent organizations with the purpose of joint pursuit of mutual goals |
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Definition
| an organization skilled at creating, acquiring, and transferring knowledge, and at modifying its behavior to reflect new knowledge and insights |
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Term
| high-involvement organization |
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Definition
| an organization in which top management ensures that there is consensus about the direction in which the business is heading |
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Term
| total quality management (TQM) |
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Definition
| an integrative approach to management that supports the attainment of customer satisfaction through a wide variety of tools and techniques that result in high-quality goods & services |
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Term
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Definition
| a series of quality standards developed by a committee working under the international organization for standardization to improve total quality in all businesses for the benefit of producers and consumers |
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Definition
| the systematic application of scientific knowledge to a new product, process, or service |
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Definition
| technologies that produce goods & services in low volume |
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Definition
| technologies that produce goods & services in high volume |
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Definition
| a process that is highly automated and has a continuous production flow |
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Definition
| the production of varied, individually customized products at the low cost of standardized, mass-produced products |
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Definition
| an operation that strives to achieve the highest possible productivity and total quality, cost-efficiently, by eliminating unnecessary steps in the production process & continually striving for improvement |
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Definition
| a system that calls for subassemblies and components to be manufactured in very small lots & delivered to the next stage of the production process just as they are needed |
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Term
| human resources management (HRM) |
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Definition
| system of organizational activities to attract, develop, and motivate an effective and qualified workforce. Also known as talent, human capital, or personnel management |
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Term
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Definition
| a tool for determining what is done on a given job and what should be done on that job |
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Term
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Definition
| the development of a pool of appliants for jobs in an organization |
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Definition
| choosing from among qualified applicants to hire into an organization |
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Term
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Definition
| selection technique that involves asking all applicants the same questions & comparing their responses to a standardized set of answers |
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Term
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Definition
| a managerial performance test in which candidates participate in a variety of exercises & situations |
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Term
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Definition
| the consistency of test scores over time and across alternative measurements |
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Term
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Definition
| the degree to which a selection test predicts or correlates with job performance |
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Definition
| the process of helping people who have been dismissed from the company to regain employment elsewhere |
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Term
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Definition
| the legal concept that an employee may be terminated for any reason |
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Definition
| a discussion between a manager and an employee about the employee's dismissal |
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Definition
| when a seemingly neutral employment practice has a disproportionately negative effect on a protected group |
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Definition
| teaching lower-level employees how to perform their present jobs |
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Definition
| teaching managers & professional employees broad skills needed for their present & future jobs |
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Definition
| an analysis identifying the jobs, people, and departments for which training is necessary |
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Definition
| training designed to introduce new employees to the company & familiarize them with policies, procedures, cultures, and the like |
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Definition
| training that provides employees with the skills & perspectives they need to collaborate with others |
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Definition
| programs that focus on identifying and reducing hidden biases against people with differences & developing the skills needed to manage a diversified workforce |
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Term
| performance appraisal (PA) |
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Definition
| assessment of an employee's job performance |
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Term
| management by objectives (MBO) |
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Definition
| a process in which objectives set by a subordinate and a supervisor must be reached within a given time period |
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Term
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Definition
| process of using multiple sources of appraisal to gain a comprehensive perspective on one's performance |
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Term
| cafeteria benefit program |
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Definition
| an employee benefit program in which employees choose from a menu of options to create benefit packages tailored to their needs |
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Term
| flexible benefit programs |
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Definition
| benefit programs in which employees are given credits to spend on benefits that fit their unique needs |
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Term
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Definition
| principle of equal pay for different jobs of equal worth |
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Definition
| the system of relations between workers & management |
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Term
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Definition
| the use of a neutral third party to resolve a labor dispute |
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Definition
| an organization with a unio & a union security clause specifying that workers must join the union after a set period of time |
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Definition
| legislation that allows employees to work without having to join a union |
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Definition
| managing a culturally diverse workforce by recognizing the characteristics common to specific groups of employees while dealing with such employees as individuals and supporting, nurturing, and utilizing their differences to be the organization's advantage |
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Term
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Definition
| special efforts to recruit and hire qualified members of groups that have been discriminated against in the past |
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Term
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Definition
| metaphor for an invisible barrier that makes it difficult for women and minorities to rise above a certain level in the organization |
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Term
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Definition
| conduct of a sexual nature that has negative consequences for employment |
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Term
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Definition
| an organization that has a low degree of structural integration - employing few women, minorities, or other groups that differ from the majority - and thus has a highly homogeneous employee population |
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Term
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Definition
| an organization that has a relatively diverse employee population and makes an effort to involve employees from different gender, racial, or cultural backgrounds |
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Term
| multicultural organization |
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Definition
| an organization that values cultural diversity and seeks to utilize and encourage it |
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Term
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Definition
| higher-level managers who help ensure that high-potential people are introduced to top management and socialized into the norms and values of the organization |
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Definition
| parent-company nationals who are sent to work at a foreign subsidiary |
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Definition
| individuals from the country where an overseas subsidiary is located |
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Definition
| individuals from a country other than the home country or the host country of an overseas subsidiary |
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Definition
| foreign nationals transferred to work at the parent company |
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Definition
| the tendency to judge others by the standards of one's group or culture, which are seen as superior |
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Term
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Definition
| the disorientation and stress associated with being in a foreign environment |
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Definition
| a mental image of a possible and desirable future state of the organization |
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Definition
| behavior that provides guidance, support, and corrective feedback for day-to-day activities |
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Definition
| behavior that gives purpose and meaning to organizations, envisioning and creating a positive future |
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Definition
| the ability to influence others |
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Definition
| a leadership perspective that attempts to determine the personal characteristics that great leaders share |
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Definition
| a leadership perspective that attempts to identify what good leaders do - that is, what behaviors they exhibit |
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Term
| task performance behaviors |
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Definition
| actions taken to ensure that the work group or organization reaches its goals |
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Term
| group maintenance behaviors |
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Definition
| actions taken to ensure the satisfaction of group members, develop and maintain harmonious work relationships, and preserve the social stability of the group |
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Term
| leader-member exchange (LMX) theory |
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Definition
| highlights the importance of leader behaviors not just toward the group as a whole but toward individuals on a personal basis |
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Definition
| a form of leadership in which the leader makes decisions on his or her own and then announces those decisions to the group |
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Definition
| a form of leadership in which the leader solicits input from subordinates |
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Definition
| a leadership philosophy characterized by an absence of managerial decision making |
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Definition
| leadership perspective proposing that universally important traits and behaviors do not exist, and that effective leadership behavior varies from situation to situation |
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Definition
| a situational model that focuses on the participative dimension of leadership |
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Term
| Fiedler's contingency model of leadership effective |
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Definition
| a situational approach to leadership postulating that effectiveness depends on the personal style of the leader and the degree to which the situation gives the leader power, control, and influence over the situation |
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Term
| task-motivated leadership |
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Definition
| leadership that places primary emphasis on completing a task |
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Term
| relationship-motivated leadership |
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Definition
| leadership that places primary emphasis on maintaining good interpersonal relationships |
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Term
| Hersey and Blanchard's situational theory |
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Definition
| a life cycle theory of leadership postulating that a manager should consider an employee's psychological and job maturity before deciding whether task performance or maintenance behaviors are more important |
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Definition
| the level of the employee's skills and technical knowledge relative to the task being performed |
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Definition
| an employee's self-confidence and self-respect |
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Definition
| a theory that concerns how leaders influence subordinates' perceptions of their work goals and the paths they follow toward attainment of those goals |
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| substitutes for leadership |
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Definition
| factors in the workplace that can exert the same influence on employees as leaders would provide |
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Term
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Definition
| a person dwho is dominant, self-confident, convinced of the moral righteousness of his or her beliefs, and able to arouse a sense of excitement and adventure in followers |
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Definition
| leaders who motivate people to transcend their personal interests for the good of the group |
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Definition
| leaders who manage through transactions, using their legitimate, reward, and coercive powers to give commands and exchange rewards for services rendered |
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Definition
| a combination of strong professional will (determination) and humility that builds enduring greatness |
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Definition
| a style in which the leader is true to himself or herself while leading |
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| pseudo-transformational leaders |
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Definition
| leaders who talk about positive change but allow their self-interest to take precendence over followers' needs |
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Definition
| a leader who serves others' needs while strengthening the organization |
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Definition
| leaders who bridge conflicting value systems or different cultures |
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Definition
| rotating leadership, in which people rotate through the leadership role based on which person has the most relevant skills at a particular time |
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Definition
| style in which colleagues at the same hierarchical level are invited to collaborate and facilitate joint problem solving |
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