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Definition
| A person who supports and is responsible for the works of other |
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Definition
| Supervise people who perform nonmanagerial duties |
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| oversee the work of large departments or divisions |
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| Guide the performance of the organization as a whole or of one of its major parts |
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| Are elected by stockholders to represent their ownership interests |
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Definition
| Is oversight of top management by a board of directors or board of trustees |
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| Is the requirement to show performance results to a supervisor |
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Definition
| Successfully helps others achieve high performance and satisfaction in their work |
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| Views puts customer at the top of the organization being served by workers who are supported by the managers below them |
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| I planning, organizing, leading, and control the use of resource to accomplish performance goals. |
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| The process of settle objectives and determining what should be done to accomplish them. |
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| The process of assign takes allocating resources and coordinating work activities |
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| Process of abounding enthusiasm and inspiring efforts to achieve goals |
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| Process of measuring performance and taking action to ensure desired results |
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| Identifies important action priorities |
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| involves building and maintains positive relationship with other people |
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| the capacity to attract support and help from others in order to get things done |
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| the ability to use I expertise to perform a task with proficiency |
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| Is the ability to manage ourselves and our relationships effectively |
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| Is the ability to think analytically and solve complex problems |
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| Set moral standards of what is good and right behavior in organization and in our personal lives |
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| Oversight of a company's management by a board of directors |
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| Describes different among workers in gender, race, age, ethnicity, etc |
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| Is a invisible barrier limiting career advancement of women and minorities |
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| Display of negative, irrational attitude toward women or minorities |
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| Actively denies women and minorities the full benefits of organizational members |
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| Emphasize careful selections and raising of workers and supervisory support |
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| Is the science of reducing a job or task to its basic physically motions |
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Definition
| Is a rational and efficient form of organization drowns on logic, order, and legitimate authority |
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Definition
| Is the tendency of persons singled out for special attention to perform as expected |
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| Physiological or psychology deficiency that is person wants to satisfy |
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Term
| Maslow progression principle |
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Definition
| I that a need at any level becomes activated only after the next lower level need is satisfied |
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| Mallows deficit principle |
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Definition
| People act to satisfy needs for which a satisfaction deficit exist |
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Definition
| Assumes that people dislike work, lack ambitions, are irresponsible and prefer to be led |
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| Assumes that people are wiling to work, accepts responsibility, are creative and self directed |
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Definition
| Occurs when a person acts in ways that coniferous another's expectation |
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Definition
| I e study of how organization produce goods and service |
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Definition
| Transforms resources inputs form that environment into products outputs |
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| Is a smaller component of a larger component |
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Definition
| Tries to match management practice with situational demands |
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Definition
| Is mange with an organization wide commitment to continuous improvement, product quality, and customer needs |
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Definition
| Involves always searching for new ways to improve work quality and performance |
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| High performance organization |
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Definition
| Consistently achieves excellence while creating a high quality work environment |
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Term
| Evidence based management |
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Definition
| Involves making decisions based on hard facts about what really works |
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Definition
| Set standards of good or bad, or right or wrong, in our conducts |
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| If rig or good in the context of a governing moral code |
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| Are board beliefs about what is appropriate behaviors |
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| Are preferences about desired end states |
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| Ae preference regarding the means to desired ends |
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| Ethical behavior delivers the greatest good to the most people |
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| Ethical behavior advances long term self interests |
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| Ethical behavior treats people impartially and fairly |
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| Focuses on the fair application of policies and rules |
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Definition
| Focuses on treating people the same regardless of personal characteristics |
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| Focuses on the fairness of exchanges or transaction |
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| Degree to which others are treated with dignity and respect |
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| Ethical behavior respects and protects fundamental rights |
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| Suggests there is no riot way to behave; cultural context determine ethical behaviors |
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Definition
| Suggests ethical standards apply universally across all cultures |
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Definition
| Is an attempt to impose one's ethical standards on other cultures |
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Definition
| specific results that one wishes to accomplish |
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Definition
| performance targets we have to work extra hard/stretch to reach |
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Definition
| statement of intended means for accomplishing objectives |
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Definition
| lower level objective help accomplish higher level ones |
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Definition
| strategies for 1 year or less |
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Definition
| strategies for 3 years or more |
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Definition
| identifying long term direction for organization |
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| purpose of organization & expers what it hopes to be in the future |
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| tactical/ operational plan |
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Definition
| plans that set ways for strategic plans |
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Definition
| identifies how different parts of an enterprise will contribute to accomplishing strategic plans |
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Definition
| communicated a broad guildline for decision/actions |
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| rules precisely describes action to take in specific situation |
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| plan that commits resource to projects or activities |
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Definition
| budget allocates resource as if each budget was brand new |
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Definition
| being lluled into inaction by current successes or failures |
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Definition
| attempting to predict the future |
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Definition
| planning that includes the person who will be affected by the plan and/or who will be asked to implement the plan |
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Definition
| identify alternatives course of action to take when things go wrong |
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Definition
| identify alternative future scenarios and makes plan to deal with each |
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Definition
| use external comparison to gain insights for planning |
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Definition
| methods that leads to superior performance. |
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Definition
| the ability to work well in cooperation with other people |
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Definition
| a situation that, although offering potential benefit or gain, is also unethical. |
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Definition
| seeks to help people understand the ethical aspects of decision making and to incorporate high ethical standards into their daily behavior. |
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Term
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Definition
| highlight the risks from public disclosure of one's actions. |
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Definition
| expose misconduct of organizations and their members |
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Definition
| managers that chooses to behave unethically |
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Term
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Definition
| managers whofail to consider ethics in his action |
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Definition
| managers who makes ethical behaviors a personal goal |
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Definition
| formal statement of values and ethical standards |
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Term
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Definition
| are people and institutions most directly affected by an organization's performance. |
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Term
| corporate social responsibility |
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Definition
| is the obligation of an organization to serve its own interests and those of its stakeholders. |
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Term
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Definition
| organizational performance includes financial, social, and environmental criteria. |
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Term
| 3 Ps of organizational performance |
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Definition
| profit, people, and planet. |
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Term
| classical view of corporate social responsibility |
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Definition
| business should focus on the pursuit of profits. |
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Term
| socioeconomic view of corporate social responsibility |
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Definition
| business should focus on contributions to society, not just making profits. |
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Term
| social responsibility audit |
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Definition
| measures and reports on an organization's performance in various areas of corporate social responsibility. |
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Definition
| a goal that addresses the rights of present and future generations as co-stakeholders of present day natural resources. |
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Definition
| involves identifying and taking action to resolve problems. |
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Definition
| workers who add value to organizations through their intellectual capabilities. |
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Definition
| the ability to gather and use information to solve problems. |
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Term
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Definition
| a situation where something is wrong or likely to be wrong. |
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Term
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Definition
| a situation that offers the possibility of a better future if the right steps are taken. |
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Definition
| managers who try to get away from issue |
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Definition
| managers who tries to solve the issue that comes their way |
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Definition
| managers who goes look for problem to solve |
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Term
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Definition
| a choice among possible alternative courses of action. |
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Definition
| decisions that applies a solution from past experience to a routine problem. |
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Definition
| decisions that applies a specific solution that has been crafted to address a unique problem. |
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Definition
| approaches problems in a flexible and spontaneous fashion. |
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Term
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Definition
| the way an individual deals with information while making decisions. |
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Term
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Definition
| offers complete information on possible action alternatives and their consequences. |
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Term
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Definition
| environment lacks complete information but offers probabilities of the likely outcomes for possible action alternatives. |
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Term
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Definition
| lacks so much information that it is difficult to assign probabilities to the likely outcomes of alternatives. |
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Term
| Step 1 of Decision-Making Process |
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Definition
| Defining problem to make a decision for |
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Term
| Step 2 of Decision-Making Process |
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Definition
| generate and evaluate alternative course of action and use the cost-benefit analysis |
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Term
| Step 3 of Decision-Making Process |
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Definition
| decide on a preferred course of action. (classical decision model, optimizing decision, beehavioral decision model,satificing decision. |
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Term
| Step 4 of Decision-Making Process |
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Definition
| implement the decision (lack of participation error) |
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Term
| Step 5 of Decision-Making Process |
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Definition
| evaluate the result of the decision |
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Term
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Definition
-more info
-more alternatives
-increase understanding
-greater commitment |
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Term
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Definition
-conformity with social pressure
-domination by a few members
-Time Delay |
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Term
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Definition
| uses readily available information to assess a current situation. |
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Term
| representativeness heuristic |
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Definition
| assesses the likelihood of an occurrence using a stereotyped set of similar events. |
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Term
| anchoring and adjustment heuristic |
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Definition
| adjusts a previously existing value or starting point to make a decision. |
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Term
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Definition
| solving a problem in the context perceived. |
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Term
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Definition
| when we attend only to information that confirms a decision already made. |
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Definition
| the continuation of a course of action even though it is not working. |
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Definition
| an unexpected problem that can lead to disaster if not resolved quickly and appropriately. |
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Definition
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Definition
| Determine where you stand as for your objective |
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Definition
| Develop premises regarding future conditions |
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Definition
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Term
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Definition
| implement and evaluate the result |
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Term
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Definition
| ensures clear directions and needed resources before the work begins. |
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Definition
| controls that focuses on what happens during the work process. |
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Term
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Definition
| controls that takes place after completing an action. |
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Term
| internal control/self control |
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Definition
| occurs as people exercise self-discipline in fulfilling job expectations. |
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Term
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Definition
| occurs through direct supervision or administrative systems. |
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Term
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Definition
| influences behavior through authority, policies, procedures, job descriptions, budgets, and day-to-day supervision. |
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Definition
| influences behavior through social norms and peer expectations. |
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Term
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Definition
| essentially the influence of market competition on the behavior of organizations and their members. |
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Definition
| a structured review of lessons learned and results accomplished through a completed project, task force assignment, or special operation. |
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Term
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Definition
| measures performance results in terms of quantity, quality, cost, or time. |
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Term
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Definition
| measures work efforts that go into a performance task. |
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Term
| Step 1 of the Control process |
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Definition
beginning with objective and standards
then compares results with objective and standards |
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Term
| Step 2 of the Control process |
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Definition
| compares results with objective and standards |
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Term
| Step 3 of the Control process |
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Definition
| take corrective action as needed |
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Term
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Definition
| a process of joint objective setting between a superior and a subordinate. |
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Term
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Definition
| document intentions to improve performance in a specific way. |
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Term
| Personal development objectives |
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Definition
| document intentions to accomplish personal growth, such as expanded job knowledge or skills. |
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Term
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Definition
| measures performance on financial, customer service, internal process, and innovation and learning goals. |
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Term
| 4 Functions of Management Process |
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Definition
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