Term
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Definition
| get things done through others, allocate resources, make decisions, etc |
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Term
| management functions: planning |
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Definition
| defining organization's goals, establishing strategy to obtain goals, planning the strategy |
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Term
| management functions: organizing |
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Definition
| determining who does what, what tasks should be done, where decisions are to be made, etc |
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Term
| management functions: leading |
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Definition
| motivating employees, resolve conflicts, direct activities, etc |
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Term
| Mintzberg's managerial interpersonal roles: figurehead |
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Definition
| symbolic head, required to do routine things socially or legally, ie president of a college handing out diplomas |
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Term
| Mintzberg's managerial interpersonal roles: leader |
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Definition
| hiring, training, motivating, disciplining employees |
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Term
| Mintzberg's managerial interpersonal roles: liaison |
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Definition
| contact others who provide manager with info, networks outside organizations for favors and info, ie sales manager obtaining info from quality control manager |
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Term
| Mintzberg's managerial informational roles: monitor |
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Definition
| receives lots of info, scanning media and talking with others to learn about changes in public taste |
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Term
| Mintzberg's managerial informational roles: disseminator |
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Definition
| transmit info to employees of the org |
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Term
| Mintzberg's managerial informational roles: spokesperson |
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Definition
| represent org to outsiders |
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Term
| Mintzberg's managerial decisional roles: entrepreneur |
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Definition
| managers initiate and oversee new projects which will improve their org's performance |
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Term
| Mintzberg's managerial decisional roles: disturbance handler |
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Definition
| take corrective action when org faces unexpected problems |
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Term
| Mintzberg's managerial decisional roles: negotiator |
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Definition
| managers discuss issues and bargain with other units to gain advantage for own unit |
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Term
| Mintzberg's managerial decisional roles: resource allocator |
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Definition
| responsible for allocating human, physical, monetary resources |
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Term
| organizational behavior (OB) |
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Definition
| field of study that investigates impact that individuals, groups, structure have on behavior within org, use that knowledge toward improving org's effectiveness |
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Term
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Definition
| look at relationships, attempt to attribute causes/effects, basing conclusions on scientific evidence |
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Term
| evidence-based management (EBM) |
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Definition
| base decisions on best available scientific evidence |
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Term
| Which fields contributes to OB? There are 4 |
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Definition
| psychology, social psych, sociology, anthropology (helps to understand differences between cultures) |
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Term
| There are few absolutes in OB. Why? |
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Definition
| Behavior and people are not constant in how they react to certain situations |
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Term
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Definition
| x may lead to y but only under conditions specified in z |
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Term
| OB issue: responding to economic pressure |
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Definition
| how to deal with people in bad times (like the recession), but also in good times (ie how to pay them) |
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Term
| OB issue: responding to globalization |
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Definition
| working with people from different cultures, increased foreign assignments (having to deal with jobs in other countries), overseeing movement of jobs to countries w/ low cost labor |
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Term
| OB issue: managing workforce diversity |
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Definition
| adapt to people who are different, acknowledge that the workforce is made up of many different people |
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Term
| OB issue: improving costumer service |
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Definition
| create customer response environment, ie employees go out of their way to please the costumer |
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Term
| OB issue: improving people skills |
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Definition
| learn ways to motivate, listen, create effective teams, etc |
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Term
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Definition
| variables like personality, group structure, organizational culture which set the stage for what will occur in an org later |
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Term
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Definition
| actions which individuals (ie decision making), groups (ie conflict and negotiation), organization (ie human resource management) engage in as a result of the inputs |
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Term
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Definition
| key variables you want to explain/predict, individuals may experience job satisfaction, groups may experience cohesion, orgs may experience productivity |
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Term
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Definition
| level of performance based on things ie factory worker's output of quality/quantity of items, teacher increases education of students |
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Term
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Definition
| quantity/quality of group's outputs |
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Term
| productivity: effectiveness and efficiency |
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Definition
effectiveness: meet needs of clientele
efficiency: meet needs at low cost |
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Term
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Definition
| differences easily recognized (age, race, etc) that don't necessarily reflect ways people think/feel but may activate certain stereotypes |
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Term
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Definition
| differences in values/personalities/work preferences that become more important for determining similarity as people get to know one another |
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Term
| intellectual abilities and OB |
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Definition
| where employee behavior is routine there's no need for high IQ, |
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Term
| diversity management strategies |
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Definition
| minimize differences between people, hire underrepresented people, have people work in groups, teach managers about diversity |
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Term
| attitude component: cognitive |
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Definition
| description or belief of the way things are, ie my pay is low |
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Term
| attitude component: affective |
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Definition
| emotional segment of an attitude, ie I'm angry over how low I'm paid |
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Term
| attitude component: behavioral |
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Definition
| intention to behave in certain way towards someone/something, ie I'm going to look for another job which will pay better |
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Term
| cognitive dissonance, an attitude following behavior |
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Definition
| reduce inconsistencies to go to stable state, ie claim only Japanese and German cars are good, then when your parents give you a Ford say American cars aren't so bad |
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Term
| moderating variables to reduce dissonance (importance and influence) |
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Definition
importance: reflect fundamental values, self interest, identity
influence: |
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Term
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Definition
| positive feelings about your occupation |
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Term
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Definition
| degree to which employees identify psychologically with their job and connect it to their self worth, psychological empowerment helps |
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Term
| organizational commitment |
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Definition
| employee identifies w/ an org and its goals and wishes to remain involved |
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Term
| perceived organizational support |
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Definition
| degree to which employees believe an org values their contribution and cares about their wellbeing |
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Term
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Definition
| individual's involvement in, satisfaction with, enthusiasm for work they do |
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Term
| measuring job satisfaction: global rating |
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Definition
| on a scale of 1-5, how much do you like your job? |
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Term
| measuring job satisfaction: summation of job facets |
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Definition
| identifies key elements of job, respondents rate these, researchers add ratings to make overall score |
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Term
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Definition
| believe you have self worth, greater amount of job satisfaction and drawn to more challenging jobs |
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Term
| impact of satisfied/dissatisfied workers: exit |
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Definition
| leaving org, looking for new job and resigning |
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Term
| impact of satisfied/dissatisfied workers: voice |
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Definition
| actively/constructively attempt to improve conditions |
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Term
| impact of satisfied/dissatisfied workers: loyalty |
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Definition
| hoping the org gets better and waiting for it to change, speaking up for org in other settings, believing in the org |
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Term
| impact of satisfied/dissatisfied workers: neglect |
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Definition
| allows conditions to worsen, absenteeism/lateness/reduced effort |
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Term
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Definition
| broad range of things people feel, including moods/emotions |
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Term
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Definition
| strong feeling caused by an event directed at someone/something |
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Term
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Definition
| less intense feelings, arise w/o event |
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Term
| universal emotions (wlhdjs) |
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Definition
| wonder, love, hatred, desire, joy, sadness |
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Term
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Definition
| at zero input, your mood is generally leaning towards positive |
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Term
| do emotions make us irrational? |
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Definition
| no, emotions provide important info about how we understand the world around us, Gage's lack of emotions led him to making irrational choices |
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Term
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Definition
| an employee's expression of org desired emotions during interpersonal transactions in the workplace, ie flight attendants should be cheerfull |
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Term
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Definition
| workers must project one emotion while feeling another |
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Term
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Definition
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Term
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Definition
| emotions that an org requires workers to show and deems appropriate |
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Term
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Definition
| employees react emotionally to things that happen at work, this reaction influences their job performance/satisfaction |
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Term
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Definition
| person's ability to perceive emotions in themselves/others, understand meaning of these emotions, regulate one's emotion accordingly |
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Term
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Definition
| sum total of ways an individual reacts to/interacts with others |
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Term
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Definition
| coworkers rate your on the job personality |
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Term
| Myers-Briggs Type Indicator (for personalities) |
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Definition
| extroverted vs introverted, sensing vs intuitive, thinking vs feeling, judging vs perceiving |
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Term
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Definition
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Term
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Definition
| ends must justify means when working |
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Term
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Definition
| person's ability to adjust behavior to certain internal/external factors |
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Term
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Definition
| individual's ideas of what is right/good/desirable, enter workplace with ideas of what ought and ought not to be |
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Term
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Definition
| goals a person wants to achieve in their lifetime |
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Term
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Definition
| preferable modes of behavior or means of achieving the terminal values |
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