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Definition
| plan, organize, control, lead |
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| the ability to apply specialized knowledge or expertise |
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| the ability to work with, understand, and motivate other people, both individually and in groups |
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| the mental ability to analyze and diagnose complex situations |
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| gut feelings; individual observation; common sense |
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| looks at relationships; scientific evidence; predicts behaviors |
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| Evidence-Based Management (EBM) |
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Definition
basing managerial decisions on the best available evidence
1. pose a managerial question
2. search for best available evidence
3. apply relevant information to case |
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| "The trick is to know when to go with your gut" |
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| meeting goals at a low cost |
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| transforming inputs into outputs at lowest cost |
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| Organizational citizenship behavior (OCB) |
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Definition
| discretionary behavior that is not part of an employee's formal job requirements, but that nevertheless promotes the effective functioning of the organization |
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| evaluative statements or judgments concerning objects, people or events |
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| three components of an attitude |
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Definition
1. affective
2. behavioral
3. cognitive |
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Term
| affective component of an attitude |
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Definition
| the emotional or feeling segment of an attitude |
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| behavioral component of an attitude |
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Definition
| an intention to behave in a certain way towards someone or something |
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| cognitive component of an attitude |
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Definition
| the opinion or belief segment of an attitude |
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| Behavior does not always follow from attitudes. Sometimes the reverse is true |
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| any incompatibility between two or more attitudes or between behavior and attitudes |
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| a positive feeling about the job resulting from an evaluation of its characteristics |
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| a degree of psychological identification with the job where perceived performance is important to self-worth |
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| psychological empowerment |
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Definition
| belief in the degree of influence over the job, competence, job meaningfulness, and autonomy |
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Term
| organizational commitment |
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Definition
| identifying with a particular organization and its goals, while wishing to maintain membership in the organization |
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Term
| three dimensions of organizational commitment |
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Definition
1. affective
2. continuance commitment
3. normative |
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| emotional attachment to organization |
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| economic value of staying |
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| moral or ethical obligations |
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| Perceived Organizational Support (POS) |
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Definition
| degree to which employees believe the organization values their contribution and cares about their well-being |
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Definition
| the degree of involvement with, satisfaction with, and enthusiasm for the job |
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| Employee responses to dissatisfaction (4) |
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Definition
1. voice
2. loyalty
3. neglect
4. exit |
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Definition
| active & constructive; attempts to improve conditions |
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| passive & constructive; waiting for conditions to improve |
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| passive & destructive; allowing conditions to worsen |
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| active & destructive; behavior directed toward leaving the organization |
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| Despite the overwhelming evidence of the impact of job satisfaction on the bottom lime, |
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Definition
| most managers are either unconcerned about or overestimate worker satisfaction |
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Definition
| the unfair practice by a powerful person of giving jobs and other favors to certain people |
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| equal employment opportunity commission |
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Term
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Definition
| type of sexual harassment; linking employment outcomes to the harassed individual's granting of sexual favors |
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Term
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Definition
| type of sexual harassment; allowing intimidating or offensive working conditions to unreasonably affect an individual's performance or psychological well-being |
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Definition
| equal employment opportunity |
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Definition
| age discrimination in employment act |
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Definition
| old workers benefit protection act |
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Term
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Definition
| employers are urged to hire groups of people based on their race, age, gender, or national origin to make up for historical discrimination |
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Definition
| occurs when a person is denied an opportunity because of preferences given to protected-class individuals who may be less qualified |
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| Affirmative action plan (AAP) |
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Definition
| a requirement for federal government contractors with more than 50 employees and over $50000 in government contracts annually to formally document the inclusion of women and racial minorities in the workforce |
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Definition
| the result of the interaction between the individual and the situation |
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Term
| three key elements to motivation |
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Definition
intensity
direction
persistence |
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Definition
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Definition
| effort that is channeled toward, and consistent with, organizational goals |
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Definition
| how long a person can maintain effort |
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Term
| Maslow's hierarchy of needs |
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Definition
a hierarchy of five needs; as each need is substantially satisfied, the next need becomes dominant.
Self-Actualization
Esteem
Social
Safety
Psychological |
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Term
| Gregor's Theory X and Theory Y |
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Definition
| two distinct views of human beings; Theory X (negative), Theory Y (positive) |
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| Herzberg's Two-factor Theory |
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Definition
| satisfaction and dissatisfaction are not opposites but separate constructs; hygiene factors, and motivators |
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Term
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Definition
| extrinsic and related to dissatisfaction |
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Term
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Definition
| intrinsic and related to satisfaction |
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Term
| McClelland's three needs theory |
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Definition
need for achievement (nAch)
need for power (nPow)
need for affiliation (nAff) |
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| Management by objective (MBO) |
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Definition
| systematic way to utilize goal-setting. Goals must be tangible, verifiable, and measurable |
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| Four common ingredients to MBO programs |
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Definition
1. goal specificity
2. participative decision making
3. explicit time period
4. performance feedback |
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Definition
| employees compare their ratios of outcomes-to-inputs of relevant others; when ratios are equal, a state of equity exists. When ratios are unequal, tension exists. |
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Definition
| Distributive justice, procedural justice, and interactional justice lead to organizational justice |
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| overall perception of what is fair in the workplace |
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Definition
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| fairness of outcome process |
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Definition
| being treated with dignity and respect |
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Term
| third quartile compensation strategy |
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Definition
| (maximum) Above Market strategy: employer positions pay scales so that 25% of other firms pay above and 75% pay below |
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Term
| second quartile compensation strategy |
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Definition
| (median) Middle-Market strategy: employer positions pay scales so that 50% of other firms pay above and 50% pay below |
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Term
| first quartile compensation strategy |
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Definition
| (minimum) Below-Market strategy: employer positions pay scales so that 75% of other firms pay above and 25% pay below |
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Term
| Fair Labor Standards Act (FSLA) |
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Definition
minimum wage
child labor provisions
exempt & non-exempt statuses
overtime pay |
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| using market pay data to identify the relative |
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Term
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Definition
| collection of data on compensation rates for workers performing similar jobs in other organizations |
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Definition
| jobs found in many organizations |
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Definition
| grouping jobs into pay grades based on similar market survey amounts |
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Definition
| shows relationship between job value as determined by job evaluation points and job value as determined by pay survey rates |
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| least-squares regression method |
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Definition
| develops the linear trend line that shows the distribution of pay for the surveyed jobs |
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Definition
| an incumbent who is paid above the range set for the job |
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Definition
| an incumbent who is paid below the range set for the job |
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Definition
| a situation in which pay difference among individuals with different levels of experience and performance in the organization becomes small |
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Definition
| cost of living adjustments |
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