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Org Comm Test 1 Lynch
N/A
66
Communication
Undergraduate 4
09/27/2009

Additional Communication Flashcards

 


 

Cards

Term
Globalization
Definition

                                               i.     Outsourcing

                                             ii.     Multinational presence of businesses

                                            iii.     Need to understand how to keep up understanding while connected around the world

                                            iv.     Job loss, exploitation of 3rd world countries 

Term
Terror
Definition

                                               i.     “everything has changed” since 9/11

                                             ii.     New standard of what is “normal”

                                            iii.     Most important for comm. Scholars- gaining an understanding of how terrorist networks and terrorist organizations operate and grow.

                                            iv.     How to improve national security with better communication 

Term
Demographic Change
Definition

i. Multinational workplaces

ii. Workers who telecommute

iii. Those with others to take care of

iv. People are always changing and moving around v. Keep up with treating different peoples with respect

Term
Climate Change
Definition

                                               i.     Global Warming

                                             ii.     Some countries worse than others- India and China are growing. How do we work with them to chill.

                                            iii.     Balance between economic opportunity and environmental health

                                            iv.     Reinventing organizations to be “green”

 

Term
Time 
Definition

                                               i.     Urgent Organizations- everything is now, urgent, and competitive

                                             ii.     Environment Awareness and Adaptability- organization environment is seamless 

Term
Loyalty 
Definition

                                               i.     New Social Contract- we give up some freedoms for protection and other freedoms

                                             ii.     Customers Centered- only care about price, no concern over how the product came to be

                                            iii.     Shifting Power base- people tend to work for multiple organizations, rather than 30 years at one firm

                                            iv.     New Values- the mass expansion of wealth is going to fewer and fewer people

                                             v.     Meaning and Work- we have to form new ways of valuing what effective communication is 

Term
Dependence without connection: 
Definition

when you buy a cup of coffee, you have no idea how it got from the bean to your cup. Many people have had a part in its making, but you never see or think about them. 

Term
Connection without risk 
Definition
when you fill up your car, you don’t think of all the implications of your one single car polluting the environment. Facebook reduces some risks, but opens the door to different kinds of risks. The world is not as predictable as it used to be. Global connections make communication easy. 
Term
Organization dominan 
Definition
organizations control everything and can make entire societies shift. They are more powerful than governments, because those are local. Current banking crisis, you play the game or you don’t play at all. 
Term
Functionalism 
Definition

o   Don’t believe in change

o   Move slowly for rational reasons

o   Only changes when environment forces them to do so 

Term
Interpretive 
Definition

o   Reality is NOT fixed

o   Meanings are negotiable

o   Everything is moving and changing with time

o   Everything is a process

o   Recognize it has meaning and assume the structure you have is real 

Term
Criticalist 
Definition

o   Can be both structuralists and interpretivists

o   Focus on power à how does power dictate the rules and why

o   What if the status quo isn’t working or causes problems?

§  Change- but only because those doing the harm are in charge and profiting

§  Functionalist would argue that we are just doing the logical thing.

Term

  • Elements of Management  

 

Definition

  •  
    • Planning- looking ahead to determine the best way to achieve goals
    • Organizing- arrangement of employees and strategically managing your resources
    • Command- management sets goals for employees
    • Coordination- all activities must be brought together
    • Control- comparison of goals and activities to make sure organization is functioning properly
    • Drawback- difficult for one or two managers to maintain these elements with a large number of employees 

 

Term

  • Principles of management:

Definition
Org. Power, Org. Reward and Org. Attitude
Term

  •  
    • Principles of Organizational Structure 

 

Definition

  •  
    •  
      • Scalar Chain- strict vertical hierarchy, limited to vertical flow of communication (top to bottom only)
      • Unity of Command- one set of orders from one supervisor
      • Unity of Direction- similar goals under one supervisor
      • Division of Labor- limit the amount of work done by employee by specializing his job
      • Order- everyone has an appointed place and will do the assigned job or they will be replaced
      • Span of Control- managers are more effective if they control a limited amount of people. 20-30 per manager and 6 max. for high-level managers
      • Fayol’s Bridge/gang plank- flow of horizontal communication with people on the same level
        • If you need to speak horizontally with the intent on reaching a goal, and have management’s approval, one can communicate with another on the same level
        • This should be temporary and limited as much as possible  

 

Term

  •  
    • Principles of Organizational Power (CAD)

Definition

  •  
    •  
      • Centralization- decision-making process needs to be centralized in order for success
      • Authority and responsibility- with authority comes responsibility, the manager’s power derives from his character and how he conducts business. 
      • Discipline- employees must be obedient and mgmt must enforce 

Term

  •  
    • Principles of Organizational Reward (RET)

Definition

  •  
    •  
      • Remunerations with personnel- appropriate salaries and benefits for the work done by employees
      • Equity- employees should be treated in a just manner (this includes fair compensation for the work done)
      • Tenure stability- in guaranteeing employees sufficient time with the company, they are being rewarded with a sense of stability and fair pay 

Term

  •  
    • Principles of Organizational Attitude (SIE)

Definition

  •  
    •  
      • Subordination of individual interest to general interest- organizational goals should take preference over workers’ goals
      • Initiative- management should direct and value employee efforts like a guide
      • Espirit de corps- “all for one and one for all”; no dissension from the organizational ranks of the workers
    • Paradox of metaphor- a company that does not reward cannot expect the same loyalty of its workers that a company that does reward gets 

Term

  • Fayol’s use “appropriate” is important why?

Definition

  •  
    • This is important because it became the basis for labor agreements for the next several decades. “Appropriate” means that terms are negotiable and based on several factors. 

Term

  • What would Fayol think about how do we determine wage and tenure today.

Definition

  •  
    • Fayol would think that wages are determined inappropriately because of outsourcing. Many companies obsess over the price of labor and are constantly looking for cheaper labor. He doesn’t want workers to be replaced, but wants loyalty. Fayol would believe in tenure because of the stability it provides to workers  

Term

  • What would Fayol think of Exchange theory? And a theory of management?

Definition

  •  
    • Fayol would look down at exchange theory because it is all about personal benefit and choices. He would rather support organizational goals over personal goals. Fayol would also disprove of TSM because it makes people machine parts instead of recognizing them as humans.

Term

  • Use Fayol to consider the rise of Union and their place today. 

Definition

  •  
    • Fayol’s idea of management probably led to the formation of unions. His principles although have the words “just” and “appropriate” in them, doesn’t mean that he necessarily had the employee’s best interests in mind. He believed that individuals should always consider the org. goals first and that they must be obedient and do what they are told. Unions would be the complete opposite of what Fayol was trying to accomplish. 

Term
Homogeneity and regulation (Weber)
Definition

Homogeneity means most of the people belong to the same class, race, ethnicity, religious and socio-economic background are thus easier to “maintain” and “govern”. 

Term

Heterogeneity and regulation (Weber)

Definition

Heterogeneity means most people come from different backgrounds, with their differences making them harder to govern. 

Term

Rationalism & McDonaldization (Weber)

 

Definition

“Bureaucratic organizations dominate through knowledge, and this fact gives them their rationality. The result is a climate of social impersonality without hatred or passion and hence without affection or enthusiasm.” 

Term

Why is the Bureaucracy/ideal type:

(Weber)

Definition

With a closed-system run by rational-legal authority, a bureaucracy has a strict reliance on rules, division of labor, and a clearly established hierarchy in which power is centralized. The result is a highly impersonal organization in which rationality is the guiding force and individuality is discouraged. 

Term

What are the essential parts of a Bureaucracy (Weber) (*like in Fayol)

Definition

1.     Clearly defined hierarchy*

2.     Division of labor*

3.     Centralization of decision-making*

4.     Closed system- outside influence will hamper smooth operations within the organization

5.     Importance of rules- needed for everything and to be written in coded form

6.     Functioning of authority

a.     Traditional Authority- power is based on long-standing beliefs about who should have control and is often vested in particular positions within an organizational hierarchy

b.     Charismatic Authority- is based on an individual’s personality and ability to attract and interact with followers

c.     Rational-legal authority- power is based on the rational application of rules developed through a reliance on information and expertise

Term

What is the Iron Cage?

Definition

Bureaucracy puts us in a cage, limiting individual freedom instead of using technology to set us free. The rules that govern us keep us all in the cage, making us a prisoner of our own system of rules and expectations. 

Term

What is the T.S.M? How does it work? (Taylor)

Definition

Theory of Scientific Management- focused on the manager-employee relationship to maximize efficiency of productivity. He found that uneven work and systematic soldiering were two major problems with productivity.

 

Four Major Tenets:

1.     There is one best way to do every job- through time and motion studies, a task can be broken down into micro pieces and analyzed to determine efficiency

2.     Proper selection of workers- only “first class” workers should be selected for the organization

3.     Training of workers- only these “first class” workers should be trained to do a “proper” job or they will be replaced

4.     Inherent difference between management and workers- managers are best suited for thinking, planning and administrative tasks, while workers are suited for laboring only 

Term

  • What are time motion studies?

Definition

  •  
    • Studies done to break down and analyze the efficiency of a particular process, like a worker’s job on an assembly line 

Term

  • What is soldering? How does this fit into Taylor’s belief of human nature?

Definition

  •  
    • Systematic soldiering happens when a “norm” is set in the workplace and the workers exert social pressure on each other to maintain that level
    • He combats this in TSM in two ways:
      • Piece work pay should be determined by time and motion studies
      • Instead of work groups, give people specific jobs in smaller groups or alone 

Term
How has the T.S.M. influenced modern workplaces (maybe your own personal experience)? 
Definition
Today, many management styles use scientific study of work processes to determine efficiency in the work place. 
Term

  • How is minimum wage and debates over the minim wage tied to T.S.M.? 

Definition

He believed that everything should be scientific and concrete. However, we do not set any standards over what is considered pay for a “fair day’s work”. 

Term

  • How and why is T.S.M influencing our education system?

Definition

We are learning how to do things more efficiently everyday and we are also becoming more specialized and concentrated. This allows us to understand HOW to teach people the one best way to do a job and duplicate results on a consistent basis in terms of quality. 

Term
Definition of T.S.M.: (Braverman, Critical Theorist)
Definition
“is an attempt to apply the methods of science to the increasingly complex problems of the control of labor in rapidly growing capitalist enterprises. 
Term

Why does Braverman question Taylor’s science?

Definition

A lot of the terminology used by Taylor is the exact opposite of science and fact. In used words like a “fair day’s work”, we is leaving the term up for negotiation. 

Term

What is Taylor definition of a Fair days work—days labor power

Definition

All the worker can do without injury to his health, at a pace that can be sustained while working a lifetime 

Term

Content of Communication in classical management.

Definition

Modern Example: Fast food companies use classical management to increase efficiency and customer satisfaction.

-Military organizations

-Nonprofit organizations 

Term
Who is watching you at work? How does this fit into Taylorism? 
Definition

Technology in the workplace: gives employees new ways to avoid work and gives employers ways to monitor activities. People are also more salient after 9/11, meaning they are willing to give up their right to privacy in order to feel safer. We need more research on this!

Term

What does Courtright, Fairhurst & Rogers (1989) prove? (spotlight in schaolsarship)

Definition

They “wanted to know if communication between supervisors and subordinates would be markedly different in mechanistic and organic organizations”

-Mechanistic: hierarchical control, stable conditions (like a machine, predictable)

-Organic: dispersed control, unstable conditions (flexibility required b/c of less control)

They taped conversations between boss and employees and classified them as

>”one up”- giving directions

>”one down”- expressing agreement

>”one across”- providing information

àMechanistic systems lead to formal styles of communication.

More science = less communication between workers and management

Term
Illumination Study (Hawthorne)
Definition

 constant vs. varied lighting levels

o   No distinctive differences in productivity 

Term
The Relay Assembly Test Room (Hawthorne) 
Definition

·      : 6 women who assembled telephone relay systems

o   Changes were then introduced to this group, like new incentive plans, rest pauses, temperature, humidity, work ours, and refreshments

o   “social satisfactions arising out of human association in work were more important determinants of work behavior in general and output in particular than were any of the physical and economic aspects of the work situation to which the attention had originally limited” 

Term
The Interview program (Hawthorne)
Definition

·      interviewed workers to learn more about the impact of working conditions on productivity

o   The workers were more interested in talking about their feelings and attitudes 

Term
The Bank Wiring Room Studies ( Hawthorne)
Definition

·      men in a bank wiring room were observed

o   Found that they developed “norms” regarding the proper level of production and exerted social pressure to maintain that norm 

Term

·      What we learned from Hawthorne

Definition

o   Output increased due to the attention paid by researchers

o   Worker output was increased through the working of informal social factors. (social pressure and the tight-knit group of women)

o   Management style could have had an effect on productivity changes

o   Shift from “workers work” to “workers feel”

Term

Miller and others argue that the Hawthorne studies results and methods are questionable. Is she right? 

Definition

When the study was conducted, it was not scientific enough. People had to go back and analyze the data for scientific value. No way to measure how much significance these changes had on productivity. Productivity was measured after changes were made, but it wasn’t measured previous to the study. You can argue with science, but NOT the results and impact it had on history. 

Term

What is the practical application of Mayo’s research.(Hawthorne Studies)

Definition

His research was what shifted all the focus from “workers work” to “workers feel”. Instead of worrying about efficiency and numbers, take into account a degree of humanity and emotional impact on productivity in the workplace. Not everything has to be quantitative data and solid concrete answers.

Term
MASLOW, Hierarchy of Needs.
Definition
Term

How can I use Maslow (or any of the H.Rel. models) to motivate workers?

Definition
People want to feel like they are part of the big picture and the work they are doing matters. Classical management stops after safety, making it a selling point for other management styles.
Term

 HERZBERG Motivation-hygiene Theory

Definition
• Job satisfaction & Job dissatisfaction are independent from each other.
o You can be satisfied about certain aspects of the job, and dissatisfied with others. Don’t like physical toll it’s taking on your body, but you are willing to stay because of the benefits.
• Hygiene vs. Motivation as internal and external motivation
o Motivation factors- factors that give positive satisfaction to a worker, as a result of built-in conditions of the job itself, such as respect, success, or personal growth
o Hygiene factors- hygiene factors: factors that do not give positive satisfaction to a worker but cause dissatisfaction if they are absent (salary, job security, company policies, etc.)
o Lottery example → If you win the lottery tomorrow, will you continue your job or quit the very second you get the money?
Term

  • Why is the Herzberg’s clean distinction between these two questionable?

Definition
What could be motivating for some might not be for others. Everyone has different needs and reasons for working. Most people fall in between the two.
Term

McGREGOR’S Theory X & Y

Definition
Theory X
1. The average man is lazy
2. The average man lacks abmition, disliks responsibility, and prefers to be led
3. The average man is self-centered and indifferent to organizational needs
4. The average man is resistant to change
5. The average man is gullible & dumb
Theory Y
1. The expediture of physical and mental effort in work is as natural as play or rest.
2. External control and the threatof punishment are not the only ways to get work done. He will exercise self-control and self-direction in performing his task.
3. Commitment to objectives is a function of the rewards associated with their achievement. Knowing they had a significant impact on the goals of the company is a great acheivement.
4. Under the right conditions, the human being will learn to accept and seek responsibility.
5. The capacity to exercise a relatively high degree of imagination, ingenuity, and creativity in the solution of organizational problems is widely, not narrowly distributed in the population.
6. The intellectual potentialities of the average human being are only partially utilized.
Term

What was the Misuse of Human relations.

Definition
Another factor steering many away from human relations was the extent to which tenets of the human relations movement could be used in a superficial or manipulative way.
Example: Manager asks takes employee ideas and suggestions and claims ownership. Taking advantage of workers to benefit mgmt.
Term

What is the significance Collapse of the Apprentice system. Why did it collapse?

Definition
When people started moving into the cities and living closer to each other, factories and other services became more efficient. Instead of learning how to do one thing from one guy for years, a person will become specialized at one thing and focus on that, usually in a factory. Life and lifestyles become more efficient.
Term
Rosenfeld & Richman May (2004) suggest what about satisfying workers?  
Definition
For office personnel, satisfaction was predicted by receiving information about organizational policies, personal performance and org. performance. The satisfaction of field workers was also enhanced by information about organizational policy, but was NOT influenced by information about personal or organizational performance. Their efforts were not as directly tied to the success of the company. “One size does not fit all”
Term

Likert System IV

 

Definition
theorizes that there are a number of forms an organization can take and that these various forms are more or less effective in satisfying organizational and individual goals.

1. Exploitive Authoritative Organization- motivation through threats and fear, downward and inaccurate communication, top-level decision making, giving of orders, and top level control. This includes the worst features of classical and scientific management.

2. Benevolent Authoritative Organization- motivation through economic and ego rewards, limited communication, decision making at the top, goal setting through orders and comments and top level control. This does NOT explicitly exploit the workers.

3. Consultative Organization- decisions are made at the top, control is still in upper levels, but before decisions are made, employees are consulted. High levels of communication up and down the hierarchy.

4. Participative Organization- decision making is performed by every member, goals are set by complete work groups, control is exercised at every level, communication is extensive and contributions of all members are strongly valued and rewarded.

5. He advocates structural changes and practices that enhance the participation of individuals and the performance of the organization.

6. 20. Communication content b/n three system of mgmt studied.

-Aspires to maximize both organizational productivity and individual need satisfaction
-Emphasizes the contributions that employee ideas can make to organizational functioning in order to optimize both goals.
Term

Spotlight on scholarship. Ashcroft & Kedrowicz (2002).

            What does empowerment mean?

Definition
Term

Peffer’s 7 practices, with these in mind why did I emphasis mgmt control of resources and workers control of information? 

Definition
• Employment Security- shows commitment to employees and develops employees who understand the organization
• Selective Hiring- employees who are a “good fit” will stick around and enhance org. performance
• Self-managed teams and decentralization- teams will permit employees to pool info and create better solutions, as well as enhance worker control over work processes
• Comparatively high and contingent compensation- contingent compensation connects performance outcomes with critical awards
• Extensive training- front-line employees need training to identify workplace problems and contribute to innovative solutions
• Reduction of status differences- by reducing both symbolic and substantive inequities, all employees feel more valued
• Sharing information- employees can only contribute of they have adequate information about their own jobs and the performance of the org. as a whole
Term

. TOTAL QUALITY MANAGEMENT-what is it? Why can it work or not work in the USA (for USA consider the paradox)? 

 

Definition
Americans are known for being “doers”, not “thinkers”. Since it takes a large commitment from the organization as a whole, it would be difficult to get all of the US on the same page just because of sheer size. TQM also fails to look at the needs of workers, which has become a major issue in the work place in America. No time to create the culture to allow these procedures to thrive.
Term

What are the 12 core ideas (check these against Millers list –end off class notes on Thursday). Which of these 12 ideas is key and unique to TQM? 

Definition
1. Committed leadership
2. Adoption and communication of TQM
3. Closer customer relationships
4. Closer supplier relationships
5. Benchmarking
6. Increased training
7. Open organization
8. Employee empowerment
9. Zero-defects mentality
10. Flexible manufacturing
11. Process improvement*
12. Measurement*
Term
Why is TQM a process of management versus a style?—what des this mean? 
Definition
it is a process because it has perpetual movement and the environment is always changing, so you have to be able to adapt with it.
Term

What are the criticisms of TQM? 

Definition
• Excessive retraining costs and time commitments from CEO’s, management, and employees
• Increases paperwork and formality
• Emphasizes process over results
• Fails to address the needs of small firms, non-profits
• Ideological, faddish
• Makes unrealistic assumptions about most organizations’ capacities to transform their cultures
Term

 What after conclusion of TQM based on study of 50 CEOs.

Definition
TQM can produce economic value to a firm, but not for all. TQM’s success depends more on executive commitment, open organization and employee empowerment instead of benchmarking, training, flexible manufacturing, process improvement and improved measurement. Focus should be on creating a culture for these to thrive.
Term

What did Allen and Brady argues TQM role in a) Org Commitment, b) employee support and communication?

Definition
If the employees are valued by the company and rewarded, they will show a higher level of organizational commitment. This commitment should lead to a sense of belonging to the organization, yielding a higher level of satisfaction that what they are doing matters.
Term

What does Joiner argue TQM role in a) org. performance b) co-worker support? 

Definition
They found a strong positive relationship between the extent of implementation of TQM practices and organization performance. Concern for quality will not guarantee success; the implementation of TQM is related to favorable outcomes.

Org. support encourages a positive reciprocal relationship between employees and their organizations, and strong collegial support that promotes sharing knowledge in an encouraging, supportive manner produce a synergistic effect on the TQM/performance relationship. Like a boost!
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