Term
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Definition
any number of people who
interact with one another
are psychologically aware of one another
percieve themselves to be a group |
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Term
| managers should study groups because |
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Definition
groups exist in all kinds of orgs
groups inevitably form in all facets of org existence
groups can cause either desirable or indersirable consequences within the org
understanding of groups can help managers raise the probability that the groups with which they work will cause desirable consquences within the org |
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Term
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Definition
| group that exists within an org by virtue of management decree to perform tasks that enhance the attainment of org objectivies |
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Term
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Definition
| formal group that is outlined in the chain of command on an org chart |
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Term
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Definition
| formal group of org members who interact with one another to accomplish most of the org nonroutine tasks |
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Term
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Definition
| group of individuals charged with performing some types of specific activity and is usually clasified as a task group |
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Term
| why committees are established |
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Definition
allow org members to exchange ideas
generate suggestions and recommendations that can be offered to other org units
develop new ideas for solving existing org problems
assist in the development of org policies |
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Term
| can raise te quality of committee discussions by |
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Definition
rephrasing ideas already expressed
bringing all members into active participation
stimulating further thought by members |
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Term
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Definition
| mode of thinking that group members engage in when the desire for agreement so dominates the group thatit overrides the need to realistically appraise alternative problem solutions |
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Term
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Definition
| example of a task group used in org |
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Term
| stages of formal group develepment |
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Definition
acceptance stage
communication and decision-making
group solidarity
group control stage |
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Term
| charaistics of a maximum maturity and effectiveness |
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Definition
members function as a unit
members participate effectively in group effort
members are oriented toward a single goal
members have skills necessary to attain the groups goals
members ask and recieve suggestions from one another |
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Term
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Definition
| defined as a collection of individuals whose common work experience results in the development of a system of interpersonal relations that extend beyond those estab. by management |
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Term
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Definition
| informal group thats gains and maintains membership primarily because of a common concren members have about a specific issue |
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Term
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Definition
| informal group that forms in org because of personal affiliation members have with one another |
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Term
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Definition
| analytical tool managers canuse for this purpose |
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Term
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Definition
| constucted to summarize the informal relationship among group members |
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Term
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Definition
| group whose memebers influence one another toward the accomplishment of an org objective |
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Term
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Definition
| a team set up to eliminate a specified problem within the org |
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Term
self managed team /
self managed work /
self directed team |
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Definition
| a team tha plans, organizes, influences, and controls its own work situation with only minimal intervention and direction from management |
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Term
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Definition
| work team composed of people from different funstional areas of the org marketing, finance, human resources, and opertions |
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Term
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Definition
| memeber of the newly formed team become oriented to the team and acuainted with one another |
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Term
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Definition
| conflicting and dsagreement ass team memebers become more assertive in clrifying their individual roles |
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Term
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Definition
| agreement among team members on roles, rules, and acceptable behavior while working on the team |
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Term
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Definition
| the team fully focuses on solving org problems and on meeting assigned challenges |
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Term
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Definition
| team is no finising te job and prparing to disband |
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Term
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Definition
forming
storming
norming
performing
adjouring |
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Term
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Definition
building a stable overal org
becoming involved in team events
properly rewards accomplishments
setting stable goals |
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Term
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Definition
making team work satisfying
developing mutual trystbuliding good communication
minimzing unresolved conflicts
dealing effectively with threats
building security for team mebers |
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Term
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Definition
deleveoping clear plans
providing proper direction
estab autonomy for the team
appointing experience personnel
encourging team involvment
buliding visibility within the org |
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Term
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Definition
| process of guiding the activities of orgs members in appropriate directions |
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Term
| management activities for influencing subsystems |
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Definition
leading
motivating
considering groups
communicating
encouraging creativity and innovation
building corporate cluture |
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Term
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Definition
| capcity of people to recognize their own feelings and the feeling of other, to motivate themselves, and to manage their own emotions as well as the emotions in relationships with others |
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Term
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Definition
| process of sharing info with other individuals |
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Term
| interpersonal communicators must know |
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Definition
how interpersonal comm works
the relationship b/w feedback and interp comm
importance of verbal vs. nonverbal interp comm |
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Term
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Definition
| person in the interpersonal comm. situation who orginates and encodes to be shared with others |
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Term
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Definition
| message that has been transmitted from 1 person to another |
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Term
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Definition
| person with whom the source is attempting to share info |
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Term
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Definition
| interpersonal comm situation in which the info the source intends to share with the destination and the meaning the destination derives from the transmitted message are the same |
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Term
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Definition
| interpersonal comm situation in which the infor the source intends to share with the destination and the meaning the destination derives from the transmitted message are different |
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Term
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Definition
| factors that decrease the probability that comm will be successful |
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Term
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Definition
| factors that hinder successful comm in a general comm situation |
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Term
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Definition
| factors that hinder successful comm in a specfic comm situation |
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Term
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Definition
| destinations reaction to a message |
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Term
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Definition
| comm that uses either spoken or written works to share info with others |
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Term
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Definition
| sharing info w/o using words to encode thoughts |
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Term
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Definition
| dirtecly relates to the goals functions and structure of human org |
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Term
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Definition
| org comm that follows the lines of the org chart |
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Term
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Definition
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Term
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Definition
| comm that flows from any point on an org chart downward to another point on the org chart |
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Term
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Definition
| comm that flows from any point on an org chart upward to another point on the org chart |
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Term
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Definition
| comm that flows from any point on an org chart horizontally to another point on the org chart |
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Term
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Definition
| passing info from one individual to another in a series |
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Term
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Definition
| org comm that does not follow the lines of the org chart |
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Term
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Definition
| informal org comm network |
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Term
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Definition
tends to distort messages more than any other
A tells B, who tells C |
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Term
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Definition
| A informs everyone else on grapevine |
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Term
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Definition
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Term
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Definition
| info travels only to selected individuals |
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Term
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Definition
| process of directing the behavior of others toward the accomplishment of some objective |
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Term
| trait approach to leadership |
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Definition
| describe a successful leader as precisely as possible |
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Term
| situational approach to leadership |
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Definition
based on assumptions that each instance of leaderhip is different and therefore requires a unique comination of leaders followers and leadership situations
SL=f(L,F,S) |
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Term
| subordinate centerd leaders |
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Definition
| more democratic, allow more freedom for subordinates |
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Term
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Definition
| more autocratic, use of authority by the manager |
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Term
| forces that influence a manger leadership behavior |
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Definition
forces in the manager
forces in the subordinates
forces in the situation |
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Term
| Vroom-Yetton-Jago model of leadership |
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Definition
| focuses on how much participation to allow subordinates in the decision making process |
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Term
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Definition
| any leadersip activity that delineates the relationship b/w the leader and the leaders followers or estab well-defined procedures followers should adhere to in performing their jobs |
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Term
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Definition
| leadership behavior that reflects friendship, mutual trust, and warmth in the relationship b/w leader and followers |
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Term
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Definition
| taking credit for the good ideas of others |
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Term
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Definition
| work mostly by themselves and not closely with other workers |
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Term
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Definition
| believe that success will only come through the efforts of management as opposed to workers |
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Term
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Definition
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Term
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Definition
| behavior a leader exhibits while guiding org memebers in appropriate directions |
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Term
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Definition
| leader behavior that focuses primarily on the work a subordinate is doing |
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Term
| employee centered behavior |
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Definition
| leader behavior that focuses primarily on subordinates as people |
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Term
| life cycle theory of leadership |
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Definition
| rationale for linking leadership styles with various situations to ensure effective leadership |
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Term
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Definition
| ability of followers to perform their job independently to assume additional responsibility and to desire to achieve success |
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Term
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Definition
| idea that successful leaders must change their leadership styles as they encounter different situations |
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Term
| contindency theory of leadership |
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Definition
| leadership concept that hypothesizes that sucess is determined by leader member relations, task structure, position power |
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Term
| path goal theory of leadership |
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Definition
| primary activities of a leaders are to make desirable and achevable rewards to org memebers who attain org goals and to clarify the kinds of behavior that must to earn those reward |
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Term
| 4 primary types of behavior |
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Definition
diective behavior
supportive behavior
participative bahavior
achievement bahavior |
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Term
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Definition
| inspires org sucess by profoundly affecting followers beliefs in what an org should be |
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Term
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Definition
| leadership that instucts followers on how to meet the special org challenges they face |
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Term
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Definition
| coaching leader tries to gather the facts in what is said the feeling and emotions behind what is said |
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Term
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Definition
| coaching leader gives followers personal encouragement |
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Term
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Definition
| leading by showing others how to lead themselves |
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Term
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Definition
| approach to leading in which leaders view their primary role as helping followers in thwir quests to satisfy personal needs aspirations an interests |
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Term
| entrepreneurial leadership |
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Definition
| leadership that is based on the attitude that the leader is selfemployed |
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Term
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Definition
| inner state that causes an individual to behave in a way that ensures the accomplishment of some goal |
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Term
| process theory of motivation |
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Definition
| explanation of motivation that empasizes peoples internal chara. |
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Term
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Definition
| motivation model that hypothesizes that felt needs cause human behavior |
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Term
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Definition
| individuals degree of desire to perform a behavior |
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Term
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Definition
| an indivduals perceived fairness of an employment situation and finds that percieved inequalities can lead to changes in beahvior |
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Term
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Definition
| directly from performing the task |
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Term
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Definition
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Term
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Definition
| need for physical well being |
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Term
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Definition
| need for satisfying interpersonal relationship |
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Term
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Definition
| need for continuing personal growth and development |
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Term
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Definition
| desire to so something better or be more efficiently |
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Term
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Definition
| desire to control influence or be responsible for others |
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Term
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Definition
| desire to maintain close friendsly personal relationships |
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Term
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Definition
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Term
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Definition
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Term
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Definition
| moving workers from job to job rather than requiring them to perform only one simple and specialized job over the long term |
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Term
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Definition
| increasing the # of operations an individual performs to enhance the individuals satisfactions in work |
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Term
| hygiene/maintenance factors |
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Definition
| items that influence the degree of job dissatisfaction |
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Term
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Definition
| items that influence the degree of job satisfaction |
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Term
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Definition
| process of incorporating motivators into a job situation |
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Term
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Definition
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Term
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Definition
| focuses on encouraging appropriate behavior by controlling the consequences of that behavior |
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Term
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Definition
| reward that consists of a desirable consequence of behavior |
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Term
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Definition
| reward that consists of the elmination of an underiable consequence of behavior |
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Term
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Definition
| set of shared values that org memebers have regarding the functioning and existence of their org |
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Term
| organizational subcluture |
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Definition
| mini-culture within an org that can reflect the values and beliefs of a specific segment of an org formed along lies such as eestablished departments or geopraphic regions |
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Term
| dominant organization culture |
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Definition
| shares valus about organizational functioning held by the majority of org members |
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Term
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Definition
| document that reflects the core values of an organization and suggests how org members should act in relation to them |
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Term
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Definition
| an org culture characterized by a stong internal focus with a high degree of flexibility and discretion |
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Term
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Definition
| org culture charaterized by flexibility and discreion along with an external focus |
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Term
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Definition
| org culture characterized by an internal focus along with an emphasis on stablity and control |
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Term
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Definition
| org culture that reflects values that emphasize stability and control along with an external focus |
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Term
| steps that build an org culture the yields high performance |
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Definition
lead as champion
link work to org mission
track and talk about performance
build a hierarchy of objective
invest in talent
recognize and reward
hold managers accoutable
build org commitment |
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Term
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Definition
| the dedication of org memebrs to uphold the values of the org and to make worthwhile contributions to fulfilling org purpose |
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Term
| quality dimension of org culture |
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Definition
| element of org culture that focueses on making sure a product, in the opinion of the customer, does what it is supposed to do |
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Term
| ethics dimension of org culture |
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Definition
| facet of org culture that focueses on making sure an org emphasizes not only what is good for the org, but what is good for other human beings |
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Term
| innovation dimension of org culture |
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Definition
| aspect of org culture that encourages rhe appliatin of new ideas to the improvement of org processes, products, or serices |
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Term
| spirituality dimension of org culture |
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Definition
| aspect of org culture that encourages org memebrs to integrate spirtual life and work life |
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Term
| divesity dimension of org culture |
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Definition
| compenent of org culture that encourages the existence of basic human differences among org members |
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Term
| customer dimension of org culture |
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Definition
| facet of org culture that focuses on catering to he needs of those indivduals who buy goods or services produced |
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Term
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Definition
| dimension of an org that helps to decribe and reinforce the culture or beliefs values and norms in which an artifact exists |
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Term
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Definition
| belief of a person or social group in which they have an emotional investment |
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Term
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Definition
| formally drafted document that summarizes the primary values within the culture of a specific org |
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Term
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Definition
| popular beliefor story that has become associated with a person or institution that is considered to illustrate an org culture ideal |
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Term
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Definition
| narrative describing the adventures of a heroic indivdual or family sihnificantly linked to an org pasts or present |
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Term
| organizational storytelling |
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Definition
| act of passing organizational myths and sagas to other org memebrs |
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Term
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Definition
| object that has meaning beyond its intrinsic content |
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Term
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Definition
| formal activity conducted on important org accasions |
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Term
| organizational socialzation |
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Definition
| process by which management can appropriately integrate new employees within an org culture |
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Term
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Definition
| org culture that faciliates the achievement of the org mission and objectives |
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Term
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Definition
| org culture that does not facilitate the accomplishment of the orgs mission and objectives |
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Term
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Definition
| ability to generate orginal ideas o new perspectives on existing ideas |
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Term
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Definition
| capacity to put existing ides together in new combinations |
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Term
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Definition
| everything an individual knows and can do in the broad domain of his or her work |
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Term
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Definition
| individuals need or passion to be creative |
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Term
| steps to encourage workers |
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Definition
challenge workers
estab worker autonomy
afford time for accomplishing work
estab diverse work groups
peronally encourage workers
estab systems support
hire and retain cretive people |
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Term
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Definition
| procss of applying a new idea to the improvement of org processes, products, or services |
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Term
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Definition
| steps managers take to implement creative ideas |
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Term
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Definition
| step of the innovation process that establishes a new idea that could help the org be more successful |
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Term
| determination of new ideas |
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Definition
technology ideas
product ideas
process ideas
management ideas |
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Term
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Definition
| step of the innovation process that makes a new idea practical |
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Term
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Definition
| step of the innovation process that puts a new idea to use by end users or customers |
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Term
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Definition
| step of the innovation process that establishes an ivention as a permanent part of the org |
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Term
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Definition
| step of the innovation process in which a newly implemented idea is tracked to determine if and when the idea should be improved or terminated |
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Term
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Definition
inventing
developing
diffusing
integrating
monitoring |
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Term
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Definition
| how well a product does what it is supposed to do |
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Term
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Definition
| continuous process of involving all org memebers in ensuring that every activity related to the production of goods or services has an appropriate role in establishing product quality |
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Term
| producting high quality products requires |
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Definition
postitive company image
lower costs and higher market share
decrease product liability costs |
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Term
| quality improvement process |
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Definition
choose an area of improvement
organize a quality improvment team
identify "benchmarks"
perform analysis of current performance
perform pilot study
managemnt implements the improvement |
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