Term
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Definition
-A cooperative and coordinated social system of two or more people with a common purpose
-an entity that derives it's strength from the synergy of its members' coordinated efforts
-a system designed to survive it's members |
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Term
| What is division of labor? |
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Definition
| Dividing tasks into specialized jobs that use human resources efficiently |
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Term
| What is Hierarchy of authority? |
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Definition
| Using a chain of command to control and direct the actions of others |
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Term
| Nonprofit service Organizations |
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Definition
| Purpose: To provide a specific public service to some segment of society without atempting to earn a profit |
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Term
| Vertical and Horizontal Dimensions |
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Definition
Vertical Hierarchy-establishes the chain of command (power)
Horizontal specialization- denotes the division of labor (who's doing what) |
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Term
| The Traditional View of Organizations |
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Definition
The organization is characterized by Closed System thining and no or little interaction with the external environment.
The organization's surruonding environment is fairly predictable |
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Term
| The Modern View of an Organization |
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Definition
The organization's principal goal is surval in an uncertain environment
The organization's surrounding environment is composed of variables that are difficult to predict or control |
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Term
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Definition
| No single approach to the evaluation of effectiveness is appropriate in all circumstances or for all organizational types |
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Term
| The weakening of an organization by resource or demand restrictions and/or ___________ |
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Definition
| Mismanagement (#1 reason for decline of a business) |
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Term
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Definition
management=Fixed Cost
labor=Variable Cost |
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Term
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Definition
| not nearly as well as expected |
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Term
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Definition
redeployment
downgrading
work sharing
job banks
employee sharing
voluntary early retirement
early warning of facilities closing
out placement |
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Term
| What are problems with overly bureaucratic organizations? |
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Definition
Slow
Insensitive
Inefficient |
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Term
| Stages of Organizational Learning: |
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Definition
Cognition (learning new concepts)
Behavior (Developing new skills and abilities)
Performance (actually getting something done) |
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Term
| What is the Contingency Design? |
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Definition
| The process of determining the degree of environmental uncertainty and adapting the organization and it's subunits to the situation |
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Term
THE BURNS AND STALKER MODEL
-Mechanistic Organizations
-Organic Organizations |
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Definition
-Mechanistic Organizations- Are rigid in design, rely on formal communications, and have strong bureaucratic qualities best suited to operating in relatively stable and certain environments
-Organic Organizations- Have flexible structures, have perticipative communication patterns, and are successful in adapting to change in unstable and uncertain environemtns. |
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Term
| Spans of control (management) |
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Definition
Span of control is the number of people who report to a manager
Narrow spans of control foster tall organizations with many organizational/managerial layers
Flat organizations have wider spans of control |
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Term
| According to contingency design alternatives to the spans of controls, what dictates the width of spans of controls? |
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Definition
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Term
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Definition
Old Business U.S.
The retention of decision-making authority by top management |
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Term
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Definition
| The sharing of decision-making authority by management with lower-level employees |
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Term
| Strategic business units (SBU) are organizational subunits that: |
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Definition
-Serve a specific market outside the parent organization
-Face outside competitors
-Are in a position of controlling their own destiny
-Are profit centers, with their effectiveness measured in terms of profit and loss
*** Separate entity for profit for businesses- usually targets specific person or persons |
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Term
| Human Resource Management |
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Definition
| The proactive acquisition, retention, and development of human resrouces necessary for organizational success |
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Term
| Human Capital (human cash) |
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Definition
All present and future workforce participants who need to develop their full potential as valuable assets to organizations
--Treat people like people, not cows
--Employees are most important attribute |
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Term
| What is the most successful job-hunting method? |
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Definition
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Term
| "It's not what you know... it's ___ ___ ____!" |
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Definition
| "It's not what you know... it's WHO YOU KNOW!" |
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Term
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Definition
| The process of identifying basic task and skill requirements for a specific job by studying superior performers |
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Term
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Definition
| A concise document that outlines the role expectations and skill requirements for a specific job |
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Term
| Equal Employment Opportunity (EEO) |
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Definition
In virtually all aspects of employment, it is unlawful to discriminate on the basis of race, color, sex, religion, age, national origin, disability, or veteran status.
Selection and all other personnel decisions must be made soley on the basis of objective (job related) criteria such as the ability to perform or seniority |
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Term
| Affirmative Action Program (AAP) |
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Definition
A plan for actively seeking out, employing, and developing the talents of those groups traditionally discriminated against in employment
Examples include:
-Active recruitment of women and minoriteis
-Elimination of prejudicial questions on employment application forms
-Establishment of specific goals and timetables for minority hiring
-Statistical validation of employment testing procedures |
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Term
| Americans with Disabilities Act (ADA) |
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Definition
| Accomodating the needs of people with disabilities |
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Term
| Employment Selection Tests |
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Definition
Any procedure used in the employment decision process such as:
-pencil and paper tests
-Unscored application forms
-Informal and formal interviews
-Performance tests
-Physical, education, or experience requirements
--Must be unbiased, statistically valid, and reliable predictors of job successes |
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Term
| What are some of the shortcomings of unstructured interviews? |
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Definition
-Highly susceptible to distrotion and bias
-Apparent but no real validity-(informal)
-we tend to want people similar to us |
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Term
| Waht is the #1 indicator of future performance? |
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Definition
| The #1 indicator of future performance is PAST PERFORMANCE!!! |
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Term
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Definition
Evaluating individual job performance on a basis for making objective personnel decisions
-Goal setting (MBO)
-written essays
-critical incidents
-Graphic rating scales
-weighted checklists
-Rankings and comparisons( Problems- huge implications)
-multirater appraisals
-360-degree review (good for everyone) |
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Term
| In a case of sexual harassment, what should you do? |
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Definition
-Tread lightly
-Stay away from it
-Handle it with the person whi is the problem first
-Only go to the supervisor as a last resort |
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Term
| Who handles cases of Drug and Alcohol abuse? |
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Definition
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Term
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Definition
Translating internal thought patterns into a language or code the intended receiver of the message will likely understand and/or pay attention to
-Choice of words, gestures, or other symbols for encoding depends on the nature of the message
--technical or non technical
--emotional or factual
--visual or auditory
*cultural diversity can create encoding challenges |
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Term
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Definition
-face to face conversations (more personable, people want to know who they're dealing with in a business/company)
-Telephone calls
-e-mails
-letters
-meetings
-advertising
-bulletin boards
-photographs |
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Term
| High Context vs. Low Context |
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Definition
High Context cultures: the context (setting) in which the message is delivered is more important than the literal words of the message (Asia, Middle East, Japan)
-Low context cultures: the verbal content of the message is more important than the medium through which it is delivered (U.S., Canada, N. Europe) |
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Term
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Definition
Successful decoding depends on the receiver having:
-a willingness to receive the message
-Knowledge of the language and terminoloty used in the message
-An understanding of the sender's purpose and background situation
**have to be willing to recieve it
(language barriers) |
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Term
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Definition
-The choice factors for the form to provide feedback are the same factors governing the encoding process
-feedback affects the form and content of follow-up communication
-Effective feedback is timely, relevant, and personal
-Immediate feedback is the best |
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Term
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Definition
-Noise is any interferance with the normal flow of communication
-Understanding decreases as noise increases
-To deal with noise:
-- Make messages more understandable
--Minimize and neutralize sources of interference |
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Term
| Communication strategies: Withhold and uphold |
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Definition
Telling employees only what they need to know when you think they need to know it
If revealed too early, it might give competitors an advantage |
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Term
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Definition
-The Grapevine is the unofficial and INFORMAL communication system in an organization.
-Can be accurate when close to the source
-Used in management to "leak" info to see how employees truly feel about it and/or provide a way to get the word out there so when the day comes, it's less of a shock |
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Term
| The Grapevine can/can't be extinguished |
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Definition
CAN'T
-attempts to stifle the grapevine are likely to stimulate it instead |
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Term
| Nonverbal communication: Body Language |
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Definition
| Nonverbal comunication based on facial expressions, posture, and appearance. |
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Term
| What are some types of body language? |
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Definition
-facial
-Gestural
-Positional
**awareness of nonverbal cues can give insight into deep-seated emotions
**females use this more; males aren't good at picking up on non-verbal communication |
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Term
| Giving Nonverbal feedback |
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Definition
-Nonverbal feedback from authority figures significantly affects employee behavior
-Positive feedback builds good interpersonal relations
-Sensitivity and cross-cultural training can reduce nonverbal errors when working with individuals from other cultures
**misinterpretation is common |
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Term
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Definition
The process of encouraging employees to share their feelings and ideas with management
Options for improving upward communication:
-Formal grievance procedures(complaints)
-Employee attitude and opinion survey
-Suggestion systems (effective if we listen to what the customer wants)
-Open-Door policy
-Informal meetings
-Internet chat rooms
-exit interviews |
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Term
| Semantic Barriers vs. Psychosicial barriers |
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Definition
Semantic Barriers- misinterpretation of the meaning of words and phrases by individuals (specialized occupational languages can create communication problems with outsiders)
Psychosicial Barriers- differing backgrounds, perceptions, values, biases, needs, and expectations of individuals can block communications. |
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Term
| Sexist and Racist Communication |
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Definition
Progressive and ethical managers are weeding sexist and racist language out of their vocabularies and correspondence to eliminate the demeaning of women and racial minorities
** our culture has grown up and away from this |
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Term
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Definition
advantages=mobility and convenience
disadvantages= distracted drivers and distrubing calls in public places, with the risk of disclosing private info |
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Term
| Are videoconferences and telecommuting positive or negative things? |
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Definition
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Term
| How do you become an even more effective communicator? |
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Definition
| be a good and effective listener! |
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Term
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Definition
-Southwest Airlines
-Herb starts little business in Texas with 4 planes; cheap flights; stars adding more and more routes
SW was making money. Herb was a drunk; threw parties; everyone loved him
Herb retired; new replacement- stiff; people and workers aren't having fun; demand more $$
Pricing goes up to compensate for higher wages
It's all about Southwest's CHARACTER that makes them a good business |
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Term
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Definition
Gore- Tex
Breathable and waterproof
Co-Brand business-tagalong brand
-Corporate atmosphere-not traditional, they don't have bosses, managers, or supervisors. --Self-managing teams
They decide who they work with
Efficiency and effectiveness is VERY high!!! (synergy) |
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Term
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Definition
Finding Workers Who Fit
-The Container Store- find people to work there by finding dedicated customers
-HR management- where we hire and ertain/fire/get rid of people |
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Term
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Definition
Motorola
-Innovation lacking
-Comany got rolled
(not an important case) |
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