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| 1) Define Objectives 2) Determine standing to objectivities 3) Develop premise regarding future 4) Analyze and choose among alternatives 5)Implement the plan and evaluate results |
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| the process of setting objectivities and determining how to accomplish them |
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| identifies long-term directions for the organization |
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| identifies activities to implement strategic plans |
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| attempts to predict the future |
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| alternative course of action when things go wrong |
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| alternative future scenarios & plans to deal with each |
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| uses external comparisons to gain insight for planning |
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| includes the persons who will be affected by the plans and/or will help implement them |
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| Management by Objectivities (MBO) |
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| process of joint objective setting between a superior and subordinate; includes goal setting, participation, & feedback |
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| 4 criteria for objectivities |
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| 1) Specific 2) Time Defined 3) Challenging 4) Measurable |
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| Program Evaluation & Review Technique |
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| flowchart that depicts the sequences of activities needed to complete a project & the time or cost associated with each |
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| comprehensive plan guiding resource allocation to achieve long-term organizational goals |
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| operating in successful ways that are difficult to imitate |
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| Sustainable Competitive Advantage |
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Definition
| organization consistently deals with market and environmental forces better than competitors |
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| Strategic Management Process |
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Definition
| 1) Formulation 2) Implementation 3) Results |
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Definition
| the organization’s reason for existence in society |
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| specific results that organizations try to accomplish |
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Operating Objectives- specific results that organizations try to accomplish
SWOT Analysis |
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Definition
| Internal strengths weaknesses and External opportunities and threats- identifies competitive advantage |
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| special strength that gives organization a comp. advantage |
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| seeks efficiencies of global operations with att to local mkt |
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| standardized product for use worldwide |
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| customize products & advertising for use worldwide |
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| using the Internet to gain competitive advantage |
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| develops over time in response to experience |
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| Cost Leadership/Differentiation/Focused |
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Definition
| Michael Porter 2 types of Competitive Adv. |
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Definition
| seeks best mix of investments among business alternatives |
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| analyzes business opportunities according to market growth/share |
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| Growth/Retrenchment; Question Marks |
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Definition
| poor position, growing industry |
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| dominant position; growing industry |
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| Retrenchment Strategy; Dogs |
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| poor position, low-growth industry |
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| Stability Strategy; Cash Cows |
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| dominant position; low-growth industry |
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| inadequate attention to strategic planning |
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| strategy implementation is not handled properly |
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| arranges people & resources to work toward a goal |
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| system of tasks, workflows, reporting relationships, and communication linkages |
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| describes the arrangement of work positions in an organization |
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| process of grouping together people & jobs into work units |
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| groups people with similar skills & do similar tasks |
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| groups people working on the same product, in same area, with similar customers, or on the same processes |
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| # of individuals that a manger can effectively supervise |
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| Pres,Mangers,More Managers |
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| concentration of authority to make decisions at the top level; |
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| dispersion of authority to make decisions throughout levels |
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| emphasizes formal authority, order, fairness, and efficiency |
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| creating structures that accomplish mission and objectives |
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| centralized with many rules, clear division of labor, narrow spans of control, and formal coordination- MAX WEBER Designed Bureaucracy- simple/stable environment |
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| operates with a minimum of bureaucratic features and encourages worker empowerment & teamwork; Organic Design- complex/dynamic environment |
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| combines functional and divisional approaches to emphasize project or program teams |
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Definition
| combines functional and divisional approaches to emphasize project or program teams |
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| uses cross-functional teams to improve lateral relations |
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| uses IT to link with networks of outside suppliers & service contractors |
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Term
| Human Resource Management |
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Definition
| process of attracting, developing, and maintaining a high-quality workforce |
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Term
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Definition
| someone is denied a job for reasons not related to performance |
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| Equal Employment Opportunity |
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Definition
| right to advance w/o regard to race, sex, etc... |
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Definition
| effort to give preference to women and minority groups |
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| Bona Fide Occupational Qualifications |
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Definition
| criteria justified by capacity to perform job |
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| performing jobs of similar importance receive comparable pay |
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| Prohibits refusal to hire based on race, color, religion, sex, or national origin |
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Term
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Definition
| equal pay for equal work (gender)= effort, responsibility, skill, conditions |
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Definition
| prohibits discrimination in employment against those with disabilities w/record or being regarded as having a disability |
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| employee who has not been hired for an express period can be fired at any time for any reason other than the acts above |
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| analyzes staffing needs and identifies actions to fill needs |
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| studies exactly what is done in a job (description) and why (specifications) |
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| activities designed to attract a qualified pool of job applicants |
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| helping employees take on values of the organization. Steps 1) Anticipatory, Accommodation (orientation, training, performance evaluation) |
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| Expectations high, job acceptance high, experience contradicts expectations, job not matched to needs, dissatisfaction |
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| realistic expectations, experience agrees w/expectations, needs matches, lower turnover |
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| if upper level does it correctly, then underlings will follow as well |
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Definition
| involves providing learning opportunities to acquire and improve job-related skills |
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Definition
| formal evaluation of an employee’s work accomplishments |
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Definition
| uses checklist of traits to evaluate performance |
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| - Behaviorally Anchored Scale |
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Definition
| uses specific descriptions to rate performance |
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Term
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| keeps log of someone’s effective and ineffective job behaviors |
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| - Multiperson Comparison- |
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Definition
| compares one person’s performance to another |
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Term
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Definition
| includes superiors, subordinates, peers, and customers |
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| Uniform Guidelines on Employee Selection Procedures |
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Definition
| whatever criteria are used should represent important or critical work behaviors or outcomes |
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Definition
| gives consistent results over repeated measures |
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| scores have demonstrated links with future job performance |
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