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Definition
| using the least amount of resources to accomplish the organization's goals |
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| the ability to produce the desired results or goods |
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| the relationship between a leader and the followers who want real changes, resulting in outcomes that reflect their shared purposes |
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Definition
| the process of deciding what needs to be done to achieve organizational objectives, identifying when and how it will be done, and determining by whom it should be done |
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Definition
| the process of creating long-range broad goals for the organization and determining what resources will be needed to accomplish those goals |
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| an organization's purpose and reason for existing; its long term goals |
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| a clear, concise articulation of how the company intends to achieve its vision-how its different from its competition and the keys to its success |
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Definition
| the process of beginning to implement a strategic plan by addressing issues of coordination and allocation of resources to different parts of the organization |
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Definition
| the process of creating specific standards, methods, policies, and procedures that are used in specific functional areas of the organization; helps guide and control the implementation of tactical plans |
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Definition
| plans that identify alternative courses of action for every unusual crisis situations |
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Definition
| the process of coordinating and allocating a company's resources to carry out its plans |
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Definition
| the highest level of managers, including CEO's, presidents etc; they develop strategic plans and address long-range issues |
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Definition
| managers who design and carry out tactical plans in specific areas of the company |
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Term
| supervisory/operational management |
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Definition
| managers who design and carry out operational plans for the ongoing daily activities of the company |
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Term
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Definition
| the process of guiding and motivating others towards the achievement of organizational goals |
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Term
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Definition
| the ability to influence others to behave in a particular way |
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Term
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Definition
| power that is derived from an individuals position in an organization |
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Term
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Definition
| power that is derived from an individuals control over rewards |
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Term
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Definition
| power that is derived from an individual's ability to threaten negative outcomes |
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Definition
| power that is derived from an individual's personal charisma and the respect and/or admiration the individual inspires |
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Term
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Definition
| the relatively consistent way in which individuals in leadership positions attempt to influence the behaviour of others |
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Term
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Definition
| directive leaders who prefer to make decisions and solve problems on their own with little input from subordinates |
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Term
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Definition
| leaders that share decision making with group members and encourage discussion of issues and alternatives |
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Definition
| leaders who solicit input from all members of the group and then allow the members to make the final decision through a vote |
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Definition
| leaders who encourage discussion about issues and then require that all parties involved agree to the final decision |
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Term
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Definition
| leaders who confer with subordinates before making a decision, but retain the final decision-making authority |
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Term
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Definition
| a leadership style in which the leader turns over all authority and control to subordinates |
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Term
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Definition
| the process of giving employees increased autonomy and discretion to make decisions, as well as control over the resources needed to implement those decisions |
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Definition
| the set of attitudes, values, and standards of behaviour that distinguishes one organization from another |
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Definition
| the process of assessing the organization's progress toward accomplishing its goals; includes monitoring the implementation of a plan and correcting deviations from it |
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Definition
| a manager's activities as an information gatherer, information disseminator, or spokesperson for the company |
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Term
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Definition
| a manager's activities as a figurehead, company leader, or liaison |
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Definition
| a manager's activities as an entrepreneur, resource allocator, conflict resolver, or negotiator |
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Definition
| decisions made in response to frequently occurring routine situations |
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Term
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Definition
| responses to infrequent, unforeseen, or very unusual problems and opportunities where the manager does not have a precedent to follow in decision making |
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Definition
| a managers specialized areas of knowledge and expertise, as well as the ability to apply that knowledge |
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Definition
| a manager's interpersonal skills that are used to accomplish goals through the use of human resources |
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Term
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Definition
| a managers ability to view the organization as a whole, understand how the various parts are interdependent, and assess how the organization relates to its external environment |
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Definition
| a manager's ability to operate in diverse cultural environments |
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Term
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Definition
| power that is derived from an individual's extensive knowledge in one or more areas |
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