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Definition
| 91% of organizations are significantly improving their effectiveness by using work teams. Work teams consist of small # of people with complementary skills who hold themselves mutually accountable for pursuing a common purpose, achieving performance goals, and impoving interdependent work processes. |
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Term
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| Use teams when there is a clear, engaging reason or purpose. The job can't be done unless people work together. Rewards can be probided for teamwork and team performance. Ample resources are available. |
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Term
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Definition
The key difference among teams. It is the degree to which workers have the discretion, freedom, and independence to decide how and when to accomplish their jobs.
5 kinds of teams differ in terms of autonomy: Traditional Work Groups, Employee Involovement Groups, Semi-Autonomus Work Groups, Self-Managing Teams, Self-Designing Teams. (These are in order from low autonomy to high autonomy) |
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| The right size is somewhere between 6-9 members. When teams get to large members find it difficult to get to know one another, and the team may splinter into smaller subgroups. Teams with just a few people may lack the diversity of skills and knowledge. |
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Term
| STAGES OF TEAM DEVELOPMENT |
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Definition
FORMING
STORMING
NORMING
PERFORMING
DE-NORMING
DE-STORMING
DE-FORMING |
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Term
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Definition
| The Equal Employment Opportunity Commisson |
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Term
| BONA FIDE OCCUPATIONAL QUALIFICATION |
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Definition
| An exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are "reasonably necessary to the normal operation of a particular business". Title 7 Civil Rights Act 1967 |
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Term
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Definition
1. Disparate Treatment - Intentional discrimination that results in equally qualified people being treated differently....must have motive...if no motive then number 2
2. Adverse Impact- Unintentional discrimination that works to the disadvantages of members of protected groups
The Four-Fifths Rule determines if Adverse Impact has occured.. It is not an automatic inication or discrimination. It is a comparison of selection rates of a protected to a nonprotected group to determine if adverse impact has occurred. |
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Term
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Definition
A pool of qualified job applicants from outside the company.
Methods- Walk ins, Employee Referrals, Employment Services, Advertising, Outside Organization, Special Events, Internet Job Sites |
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Term
| Application Forms and Resume %'s |
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Definition
Application forms many ask applicants for only valid, job related information
73% of organizations have application forms that violate at least one federal or state law
Courts will assume that organizations consider all of the information requested of applicants, even if they don't
43% of resumes and applications contain false information
55% of human resources professionals have discovered lies on resumes or applications when conducting pre employment background or reference checks |
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Term
| Reference and Background Checks |
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Definition
Reference and background checks are not always provided by previous employers
54% of employers will not provide information about previous employees
96% of companies conduct background checks
80% of companies perform criminal record checks
Making background checks more effective - dig deeper for more information, get permission in writing, document all checks, consider hiring private investigators. |
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Term
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Definition
free flow of questions
applicants ask different questions
1/2 the accuracy as structured |
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Term
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Definition
Interviewer uses standard set of prepared questions
4 kinds of questions usually asked
judgement usually 80% stuctured
easiest and best type of interview to use
4 types of questions - situational (hypothetical situations), behavioral questions (previous jobs), background questions (education, work experience, qualifications), Job knowledge questions |
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Term
| Semi-Structured Interviews |
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Definition
| some structured combined with interviewer judgement (usually 80% structured) |
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Term
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Definition
1. Central Tendency- all workers are rated as being average
2. Halo Error- all workers are rated as performing tat the same level in all parts of their jobs
3. Leniency Error - all workers are rated as performing at a high level |
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Term
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Definition
BOSS
EMPLOYEE
SUBORDINATES
PEERS
best for employee developement |
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Term
| FUNCTIONAL AND DYSFUNCTIONAL TURNOVER |
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Definition
Functional Turnover- encouraged- the loss of poor performing employees who chose to leave the organization
Dysfunctional Turnover- discouraged- the loss of high performing employees who choose to leave the organization...costly
To avoid Dysfunctional...raise salaries, offer adv. benefits, improve working conditions, link pay directly to performance. |
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Term
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Definition
differences that are immediately observable typically unchangeable and easy to measure . Surface level diversity is replaced with deep level when interactions increase
Age, Race, Gender, Physical Disablilites |
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Term
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Definition
differences communicated through verbal and nonverbal behaviors that are learned only through extended interaction with others
Personality, Attitudes, Values/Beliefs |
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Term
| BIG 5 PERSONALITY DIMENSIONS |
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Definition
extraversion
emotional stability
agreeableness
conscientiousness
openness to experience |
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Term
| Work Related Personality Dimensions |
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Definition
Authoritarianism-extent to which an individual believes there should be power and status differences
Machiavellianism -believe that virtually any type of behavior is acceptable if it leads to goal accomplishment
A/B Dimensions- extent to which people tend toward impatience, hurriedness, competitiveness, and hostility
Locus of Control - degree to which people believe that their actions influence what happens to them
Affectivity-stable tendency to experience positive or negative modds and to react in a generally positive or negative way |
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Term
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Definition
how well someone performs the job
Job Performance = Motivation x Ability x Situational Constraints |
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| MASLOW'S HIERARCHY OF NEEDS |
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Definition
psychological
saftey
belongingness
esteem
self actualization |
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Term
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Definition
existance
relatedness
growth |
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Term
| MCCLELLAND'S LEARNED NEEDS THEORY |
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Definition
affiliation
achievment
power |
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Term
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Definition
distributive justice - degree to which outcomes and rewards are perceived to be fairly distributed or allocated
procedural justice - the perceived fairness of the process used to make reward allocation decisions
interactional justice-1. interpersonal justice, 2. informational justice |
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Term
| expectancy theory equation |
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Definition
| Motivation = Valence x Instrumentality x Expectancy |
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Term
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Definition
Directive
clarifying expectations and guidelines
Supportive
being friendly and approachable
Participative
allowing input on decisions
Achievement-Oriented
setting challenging goals |
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Term
| least perferred co-workers |
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Definition
Leadership style is the way a leader generally behaves toward followers
seen as stable and difficult to change
Style is measured by the Least Preferred Co-worker scale (LPC)
relationship-oriented
– task-oriented |
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Term
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Definition
Trait theory-effective leaders possess a similar set of traits or characteristics
Traits-relatively stablecharacteristics taller, more confident, and have greater physical stamina
drive, desire to lead, honesty/integrity, self-confidence, emotional stability, cognitive ability, and knowledge of the business |
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Term
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Definition
Based on an exchange process
Followers are rewarded for good performance
And punished for poor performance
Over-rely on discipline or threats
If rewards are fair and desired, then successful
Works effectively in short-term
Not very effective in long-term |
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Term
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Definition
Initiating Structure (JOB CENTERED)-The degree to which a leader structures the roles of followers by setting goals, giving directions, setting deadlines, and assigning tasks. Affects performance.
Consideration (EMPLOYEE CENTERED)-The extent to which a leader is friendly, approachable, and supportive and shows concern for employees. Affects satisfaction. |
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Term
| The relationship between team size and performance appears to be.... |
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Definition
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