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| A collection of people who work together and coordinate their actions to achieve individual and organizational goals |
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| The study of factors that affect how individuals and groups act in organizations and how organizations respond to their environments |
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| Tow or more people who interact to achieve their goals |
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| A group in which members work together intensively and develop team-specific routines to achieve a common group goal |
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| A group whose members work together intensively via electronic means; and who may never actually meet |
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| Persons who supervise the activities of one or more employees |
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| High-ranking executives who plan a company’s strategy so that the company can achieve its goals |
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| Organizational effectiveness |
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| The ability of an organization to achieve its goals |
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| The process of planning, organizing, leading, and controlling an organization’s human, financial, material, and other resources to increase its effectiveness |
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| Deciding how best to allocate and use resources to achieve organizational goals |
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| Establishing a structure of relationships that dictates how members of an organization work together to achieve organizational goals |
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| Encouraging and coordinating individuals and groups so that all organizational members are working to achieve organizational goals |
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| Groups of employees who are given the authority and responsibility to manage many different aspects of their own organizational behavior |
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| Monitoring and evaluating individual, group, and organizational performance to see whether organizational goals are being achieved |
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| A set of behaviors or tasks a person is expected to perform because of the position he or she holds in a group or organization |
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| An ability to act in a way that allows a person to perform well in his or her role |
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| The ability to analyze and diagnose a situation and to distinguish between cause and effect |
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| The ability to understand, work with, lead, and control the behavior of other people and groups |
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| Job-specific knowledge and techniques |
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| Organizations that take in resources from their external environments and convert or transform them into goods and services that are sent back to their environments where customers buy them |
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| A rule or routine an employee follows to perform some task in the most effective way |
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| The set of values or beliefs that a society considers important and the norms of behavior that are approved or sanctioned in that society |
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| The values, beliefs, and moral rules that its managers and employees should use to analyze or interpret a situation and then decide what is the "right" or appropriate way to behave |
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| The quandary managers experience when they have to decide if they should act in a way that might benefit other people or groups, and is the "right" thing to do, even though doing so might go against their own and their organization’s interests |
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| The condition of being happy, healthy, and prosperous |
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| An organization’s obligations toward people or groups that are directly affected by its actions |
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| Individual differences resulting from age, gender, race, ethnicity, religion, sexual orientation, and socioeconomic background |
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| Companies that produce or sell their products in countries and regions throughout the world |
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| The process of acquiring and learning the skills, knowledge, and organizational behaviors and procedures that have helped companies abroad become major global competitors |
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| The people who work for a company overseas and are responsible for developing relationships with organizations in countries around the globe |
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| A global store of information that contains the products of most kinds of human knowledge such as writing, music, and art |
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| The global network of interlinked computers |
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| A set of data, facts, numbers, and words that has been organized in such a way that it provides its users with knowledge |
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| What a person perceives, recognizes, identifies, or discovers from analyzing data and information |
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| The many different kinds of computer and communications hardware and software, and the skills of their designers, programmers, managers, and technicians |
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| The process of managing information and knowledge to achieve a better fit between the organization and its environment |
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| A network of information technology linkages inside an organization that connects all its members |
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| The process by which organizations lay off managers and workers to reduce costs |
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| The process of giving employees throughout an organization the authority to make important decisions and to be responsible for their outcomes |
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| People employed for temporary periods by an organization and who receive no benefits such as health insurance or pensions |
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| The process of employing people, groups, or a specialist organization to perform a specific type of work activity or function that was previously performed inside an organization |
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| People who contract with an organization to perform specific services |
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| The ways in which people differ from each other |
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| The pattern of relatively enduring ways that a person feels, thinks, and behaves |
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| Biological heritage, genetic makeup |
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| Attraction-selection-attraction (ASA) framework |
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| The idea that an organization attracts and selects individuals with similar personalities and loses individuals with other types of personalities |
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| A specific component of personality |
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| The tendency to experience positive emotional states and feel good about oneself and the world around one; also called positive affectivity |
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| The tendency to experience negative emotional states and view oneself and the world around one negatively; also called negative affectivity |
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| The tendency to get along well with others |
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| The extent to which a person is careful, scrupulous, and persevering |
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