Term
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Definition
| groups that are small enough to allow their members to relate to one another on an individual basis |
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Term
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| two or more people who have a common identity and some feeling of unity and who share certain goals and expectations about each other’s behavior |
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Definition
| unified only in purpose or goal, but do not have a distinct social structure or shared culture |
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Definition
| a relatively small, multipurpose group in which interaction is intimate and there is a strong sense of group identity (family, peers) |
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Definition
| a personal, emotional, and not easily transferable relationship that includes a variety of roles and interests of each individual |
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Term
| Five traits of a primary relationship (extra) |
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Definition
• 1) The people in the relationship play a variety of roles in it and bring many personal interests to it
• 2) Because (1), the group involves the whole personality
• 3) Primary relationships are characterized by free and extensive communication
• 4) Because (2), they are laden with emotions, though they need not be strongly affectionate
• 5) Because (4), PRs cannot be easily transferred from one person to another |
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Term
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Definition
| a specialized group designed to achieve specific goals; its members are linked mainly by secondary relationships |
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Definition
| specialized, lacks emotional intensity, and involves only limited aspects of one’s personality |
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Definition
| some groups help members do jobs that they could not easily accomplish alone |
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Definition
| other groups help to fulfill their members’ emotional desires, usually for support and self-expression |
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Definition
| the smallest possible group, made up of just two members; potential for strength |
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Term
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Definition
| a group of three members; least stable of all small groups |
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Term
| Instrumental v. Expressive leaders (i) |
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Definition
• Instrumental leaders- also called task leader, attempt to guide the group toward its goals
• Expressive leaders- also called socioemotional leaders, seek to create group unity and to maintain harmony |
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Term
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Definition
| groups whose purpose is to solve a problem |
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Term
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Definition
| action in accordance with customs, rules, or prevailing opinions |
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Term
| Informational conformity (i) |
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Definition
| no pressure to conform, but out of free will |
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Term
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Definition
| involves real or imagined social pressures for others |
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Term
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Definition
| the “acceptance of real or imagined leadership expectations; a third kind of conformity |
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Term
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Definition
| when a group decision is consistently riskier than the individual one |
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Term
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Definition
| a way of thinking that is common in very cohesive groups when the desire for unanimity overrides the need to think critically |
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Term
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Definition
| the groups to which group members belong |
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Term
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Definition
| the groups to which they do not belong |
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Definition
| a group that is especially important in shaping a person’s beliefs, attitudes, and values |
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Term
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Definition
| a social group that has been deliberately constructed to achieve specific goals |
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Term
| Other basic traits of an organization (extra) |
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Definition
1) A division of labor and authority designed to make the group a highly efficient agent for achieving its goals
2) Some concentration of power in the hands of leaders or executives, who use that power to control the activities of the members of the organization and direct them toward the organization’s goals
3) Membership that is firmly fixed, which allows the organization to endure or persist beyond the lifetime or tenure of any particular individual. Members who die, resign, retire, or are fired are routinely replaced |
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Term
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Definition
| the stated set of rules, regulations, and procedures that guides the activities of that organization’s members |
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Term
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Definition
| an organization in which the formal structure is dominant |
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Term
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Definition
| consists of the personal relationships that form as the members interact; always supplements an organization’s formal structure |
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Term
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Definition
| a hierarchical authority structure that operates on the basis of explicit rules and procedures (formal organization) |
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Term
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Definition
| a process by which older, traditional methods of social organization are gradually replaced by numerous explicit, abstract, and formal rules and procedures |
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Term
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Definition
| a description of the most essential or characteristic qualities of a bureaucracy |
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Term
| Traits often found in a bureaucracy (5) (extra) |
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Definition
1) Division of the total staff into smaller units, called offices or bureaus
2) Clear-cut lines of authority and responsibility
3) Employment of personnel solely on the basis of their technical or professional qualifications
4) Elaborate rules and regulations governing the way officials are expected to perform their jobs
5) The establishment of a bureaucratic career, with specific lines of promotion or advancement and rewards in
the form of tenure and seniority for lengthy and meritorious service |
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Term
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Definition
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Term
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Definition
| when a successful organization settles into an orderly pattern of operation with a relatively stable structure and a set of goals and values |
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Term
| Steps of institutionalzation (3) (extra) |
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Definition
1) SOP established (standard operating procedure- a set way of carrying out the
group’s activities)
2) As the procedures become more fixed, the relationships become more formal
(leading to stabilization and predictability)
3) The goals of the organization become increasingly inflexible |
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Term
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Definition
| a process that occurs when the members of an organization become more concerned with perpetuating the organization itself and their positions in it than with meeting the actual goals of the organization (like Office Space) (another negative affect of institutionalization) |
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Term
| Bureaucratic ritualism (i) |
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Definition
| describes such a bureaucratic preoccupation with the rules and regulations as ends in themselves rather than as means to achieve organizational goals |
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Term
| Organizational environment (i) |
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Definition
| where external factors are located |
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Term
| Three basic methods of organization/obedience (i): coercive, utilitarian, and nominative |
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Definition
There are three basic methods by which the people within an organization can be made to do what is expected of them: they may be forced, paid, or convinced to obey
o Coercive organization- relies primarily on physical force, whether actual or potential, to secure the obedience of those who are under control
o Utilitarian organization- relies principally on monetary incentives to secure this compliance; most businesses are of this type
o Nominative organization (voluntary associations)- organizations by which individuals freely pursue some common interest |
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Term
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Definition
| encourages new product design and continuous product differentiation rather than the product standardization promoted by bureaucratic organizations |
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Term
| Flexible hours (or flex-time) (i) |
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Definition
| when an employee is able to set his work hours |
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Term
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Definition
| two or more employees share one job |
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Term
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Definition
| Japanese managers typically spend their careers moving through the various parts of an organization |
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Term
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Definition
| the organization of people and resources in ways that seem best for “getting the job done” |
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Term
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Definition
| maintain control and operate in organization’s best interest |
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