Term
| human resource management |
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Definition
| is the process of attracting, developing, and maintaining a talented and energetic workforce |
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Definition
| occurs when someone is denied a job or a job assignment for reasons not job relevant |
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Term
| equal employment opportunity |
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Definition
| is the right to employment and advancement without regard to race, gender, religion, color, or national origin |
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Definition
| is an effort to give preference in employment to women and minority group members |
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| bona fide occupational qualifications |
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Definition
| are eeo exceptions justified by individual capacity to perform a job |
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Definition
| holds that person performing jobs of similar importance should be paid at comparable levels |
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Definition
| are hired on temporary contracts and are not part of the organizations official workforce |
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Term
| strategic human resource planning |
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Definition
| analyzes staffing needs and identifies action to fill those needs |
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Term
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Definition
| provide all pertinent information about a job and the organization |
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Definition
| examines candidates handling of simulated job situations |
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Definition
| is the process of systematically changing the expectations, behaviors, and attitudes of a new employee |
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Definition
| makes new employees familiar with their jobs, co workers, and organizational context |
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Definition
| provides opportunities to acquire and improve job skills |
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Definition
| occurs when senior employees coach and advise newer ones |
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Definition
| is the process of formally evaluating performance and providing feedback |
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Definition
| uses a checklist of traits or characteristics to evaluate performance |
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Term
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Definition
| uses a written essay approach to describe a persons performance |
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Term
| behaviorally anchored rating scale (BARS) |
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Definition
| uses specific description of actual behaviors to rate various levels of performance |
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Term
| critical incident technique |
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Definition
| involves keeping a running log of effective and ineffective job behaviors |
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Definition
| compares one person's performance with that of others |
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Definition
| is that process of systematically matching goals and capabilities with opportunities |
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Definition
| is a salary or hourly wage paid to an individual |
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Definition
| are nonmonentary forms of compensation e.g. health plans, retirement, etc. |
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Term
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Definition
| program allows employees to choose a range of benefit options |
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Term
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Definition
| is an organization to which workers belong and that deals with employers on their collective behalf |
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Term
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Definition
| is the process of negotiating, administering, and interpreting a labor contract |
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Definition
| is the process of inspiring others to work hard to accomplish important tasks |
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Term
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Definition
| is a term used to describe a clear sense of the future |
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Definition
| is the ability to get someone else to do something you want done or to make things happen the way you want |
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Definition
| offers something of value as a means of influencing other people |
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Term
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Definition
| uses punishment as a means of influencing other people |
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Definition
| influences other people by formal authority or the rights of office |
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Definition
| influences other people by specialized knowledge |
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Definition
| influences other people by specialized knowledge |
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Definition
| influences other people because of their desire to identify personally with you |
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Definition
| is the recurring pattern of behaviors exhibited by a leader |
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Term
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Definition
| is a decision made by the leader and then communicated to the group |
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Term
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Definition
| is a decision made by a leader with the full participation of all group members |
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Term
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Definition
| is a decision made with the full participation of all group members |
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Term
| substitutes for leadership |
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Definition
| are factors in the work setting that influence behavior without the involvement of a leader |
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Term
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Definition
| is a leader who develops special leader follower relationships and inspires followers in extraordinary ways |
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Term
| transformational leadership |
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Definition
| is inspirational leadership that gets people to do more in achieving high performance |
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Term
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Definition
| is leadership that directs the efforts of others though tasks, rewards, and structures |
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Term
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Definition
| is the ability to understand and deal well with emotions at work |
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Term
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Definition
| in leadership is honesty, credibility, and consistency in putting values into action |
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Definition
| sets high ethical standards for others to follow |
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Definition
| accounts for the level, direction, and persistence of effort expended at work |
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Definition
| are physiological, safety and social needs in Maslows hierarchy |
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Term
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Definition
| are esteem and self actualization needs in Maslows hierarchy |
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Term
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Definition
| is found in job content, such as a sense of achievement, recognition, responsibility, advancement, or personal growth |
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Definition
| is found in job context, such as working conditions, interpersonal relations, organizational policies and salary |
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Definition
| is the desire to do something better, to solve problems, or to master complex tasks |
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Definition
| is the desire to control, influence, or be responsible for other people |
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Definition
| is the desire to establish and maintain good relations with people |
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Definition
| is a persons belief that working hard will result in high task performance |
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Term
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Definition
| is a persons beliefs that various outcomes will occur as a result of task performance |
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Definition
| is the value a person assigns to work related outcomes |
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Definition
| are performance targets for individuals or groups |
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Definition
| states that behavior followed by pleasant consequences is likely to be repeated; behavior followed by unpleasant consequence is not |
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Definition
| is the control of behavior by manipulation its consequences |
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Definition
| strengthens a behavior by making a desirable consequence contingent on its occurrence |
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Definition
| strengthens a behavior by making the avoidance of an undesirable consequence contingent on its occurrence |
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Definition
| discourages a behavior by making an unpleasant consequence contingent on its occurrence |
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Definition
| discourages a behavior by making the removal of a desirable consequence contingent on its occurrence |
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Definition
| is positive reinforcement of successive approximations to the desired behavior |
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Definition
| is the allocation of specific work tasks to individuals and groups |
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Definition
| is the quantity and quality of task accomplishment by and individual or group |
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Definition
| is the degree to which an individual feels positively or negatively about a job |
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Definition
| employs people in clearly defined and very specialized tasks |
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Definition
| is the total mechanization of a job |
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Definition
| increases task variety by periodically shifting workers between jobs involving different tasks |
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Term
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Definition
| increases task variety combining into one job two or more tasks previously assigned to separate workers |
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Definition
| increases job depth by adding work planning and evaluating duties normally performed by the supervisor |
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Definition
| allows a full time 40 hour per week job to be completed in less than five days |
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Term
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Definition
| give employees some choice in the pattern of daily work hours |
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Definition
| splits one job between two people |
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Definition
| involves working at home or other places using computer links to the office |
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Definition
| engages outsiders to complete special tasks or projects |
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Definition
| are employed on a part time basis to supplement a permanent workforce |
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Definition
| is a collection of people who regularly interact to pursue common goals |
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Definition
| is the process of people actively working together to accomplish common goals |
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Term
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Definition
| is the tendency of some people to avoid responsibility by "free riding" in groups |
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Term
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Definition
| is a formal team designated to work on a special task on a continuing basis |
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Term
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Definition
| is a formal team convened for a specific purpose and expected to disband when the purpose is achieved |
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Term
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Definition
| members come from different functional units |
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Term
| employee involvement team |
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Definition
| meets on a regular basis to use its talents to help solve problems and achieve continuous improvement |
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Term
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Definition
| is a team of employees who meet periodically to discuss ways of improving work quality |
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Term
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Definition
| members work together and solve problems though computer based interactions |
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Term
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Definition
| members have the authority to make decisions about how they share and complete their work |
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Term
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Definition
| achieves high levels of both task performance and membership satisfaction |
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Term
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Definition
| is the way team members work together to accomplish tasks |
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Term
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Definition
| is a behavior, rule, or standard expected to be followed by team members |
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Definition
| is the degree to which members are attracted to and motivated to remain part of a team |
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Definition
| is an action taken by a team member that contributes directly to the groups performance purpose |
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Term
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Definition
| is an action taken by a team member that supports the emotional life of the group |
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Term
| centralized communication network |
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Definition
| communication flows only between individual members and a hub or center point |
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Term
| a decentralized communication network |
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Definition
| allows members to communicate directly with one another |
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Term
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Definition
| is a tendency for highly cohesive teams to lose their evaluative capabilities |
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Term
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Definition
| is a sequence of collaborative activities to gather and analyze data on a team and make changes to increase its effectiveness |
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Term
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Definition
| is the process of sending and receiving symbols with meaning attached |
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Term
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Definition
| the intended meaning of the source and the perceived meaning of the receiver are identical |
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Definition
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Term
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Definition
| is anything that interferes with communication effectiveness |
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Term
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Definition
| is the medium though which a message is sent |
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Term
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Definition
| takes place though gestures and body language |
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Term
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Definition
| results when words communicate one message while actions, body language, or appearance communicate something else |
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Term
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Definition
| is the intentional distortion of information to make it appear most favorable to the recipient |
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Term
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Definition
| is the process though which people receive, organize, and interpret information from the environment |
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Term
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Definition
| is when attributes commonly associated with a group are assigned to an individual |
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Term
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Definition
| occurs when one attribute is used to develop an overall impression of a person or situation |
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Term
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Definition
| is the tendency to define problems from ones own point of view |
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Term
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Definition
| is the assignment of personal attributes to other individuals |
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Term
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Definition
| helps the source of a message say what he or she really means |
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Term
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Definition
| is the process of telling someone else how you feel about something that person said or did |
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Term
| management by wandering around (MBWA) |
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Definition
| workers at all levels talk with bosses about a variety of work related matters |
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Term
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Definition
| involves upward appraisals from subordinates as well as additional feedback from peers, internal and external customers, and higher managers |
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Definition
| is the use of interpersonal space |
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Term
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Definition
| is a disagreement over issues of substance and or an emotional antagonism |
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Term
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Definition
| is the removal of the substantial and or emotion reasons for a conflict |
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Definition
| pretends conflict doesn't exist |
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Definition
| plays down differences to reduce conflict |
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Definition
| uses force or superior skill to "win" a conflict |
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Definition
| occurs when each party gives up something of value to the other |
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Definition
| involves working out differences and solving problems so everyone wins |
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Definition
| is the process of making joint decisions when the parties involved have different preferences |
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Term
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Definition
| focuses on win-lose claims made by each party |
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Term
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Definition
| uses a win win orientation to reach solutions acceptable to each party |
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