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MGMT 309 > Exam 3 > Flashcards

Exam 3 Flashcards

(90 cards)

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1
Q

Communication

A

Process of transmitting information from one person to another

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2
Q

Oral Communication

A

Communication in which spoken word is used to transmit meaning

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3
Q

Effective Communication

A

Process of sending a message in a way that the message that is received is as close in meaning as possible to the intended message

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4
Q

Horizontal Communication

A

Communication that flow laterally within an organization and involves people at the same level in the organization

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5
Q

Communication Network

A

Pattern through which members of a group communicate

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6
Q

Vertical Communication

A

Communication that flows up and down the organization

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7
Q

Nonverbal Communication

A

Any communication exchange that does not use words

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8
Q

Written Communication

A

Circumstances in which the written word is used to transmit meaning

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9
Q

Grapevine

A

An informal communication network among people in an organization

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10
Q

Management by Wandering Around

A

An approach to communication that involves managers literally wandering around and having spontaneous conversations with others

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11
Q

Organizing

A

Deciding how best to group organizational activities and resources

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12
Q

Job Rotation

A

An alternative to job specialization that involves systematically moving employees from one job to another

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13
Q

Job Enlargement

A

An alternative to job specialization that involves giving the employees more tasks to perform

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14
Q

Organization Structure

A

Set of elements that can be used to configure an organization

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15
Q

Job Design

A

Determination of a person’s work-related responsibilities

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16
Q

Job Speacialization

A

Degree to which the overall task of the organization is broken down and divided into smaller component parts

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17
Q

Job Characteristics Approach

A

An alternative to job specialization that suggests that jobs should be diagnosed and improved along five core dimensions, taking into account both the work system and employee preferences

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18
Q

Job Enrichment

A

An alternative to job specialization that involves increasing both the number of tasks the worker does and the control the worker has over the job

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19
Q

Customer Departmentalization

A

Grouping activities to respond to and interact with specific customers or customer groups

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20
Q

Work Teams

A

An alternative to job specialization that allows an entire group to design the work system it will use to perform a related set of tasks

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21
Q

Departmentalization

A

Process of grouping jobs according to some logical arrangement

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22
Q

Product Departmentalization

A

Grouping activities around products or product groups

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23
Q

Functional Departmentalization

A

Grouping jobs involving the same or similar activities

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24
Q

Location Departmentalization

A

Grouping jobs on the basis of defined geographic sites or areas

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25
Authority
Power that has been legitimized by the organization
26
Decentralization
Process of systematically delegating power and authority throughout the organization to middle and lower-level managers
27
Chain of Command
A clear and distinct line of authority among the positions in an organization
28
Delegation
Process by which managers assign work to subordinates
29
Span of Management
The number of people who report to a particular manager
30
Coordination
Process of linking activities of various departments of the organization
31
Sequential interdependence
When the output of one unit becomes the input for another in sequential fashion
32
Centralization
Process of systematically retaining power and authority in the hands of higher-level managers
33
Pooled Interdependence
When units operate with little interaction; their output is simply pooled
34
Line Position
Position in the direct chain of command that is responsible for the achievement of an organization's goals
35
Reciprocal Interdependence
When activities flow both ways between units
36
Staff Posistion
Position intended to provide expertise, advice, and support for line positions
37
Administrative Intensity
Degree to which managerial positions are concentrated in staff positions
38
Organization Change
Any substantive modification to some part of the organization
39
Enterprise Resource Planning
A large-scale information system for integrating and synchronizing the many activities in the extended enterprise
40
Planned Change
Change that is designed and implemented in an orderly and timely fashion in anticipation of future events
41
Innovation
Managed effort of an organization to develop new products or services or new uses for existing products or services
42
Organizational Development
An effort that is planned, organization-wide, and managed from the top, intended to increase organizational effectiveness through planned interventions in the organization's process, using behavioral science
43
Reactive Change
A response to circumstances as they develop
44
Business Process Change
Radical redesign of all aspects of a business to achieve major gains in cost, service, or time
45
Radial Innovations
A new product, service, or technology that completely replaces an existing one
46
Intrapenuership
Similar to entrepreneurs except that they develop new businesses in the context of a large organization
47
Technical Innovations
A change in appearance or performance of products or services or the physical processes through which a product or service passes
48
Managerial Innovations
A change in the management process in an organization
49
Product Innovations
Change in the physical characteristics or performance of an existing product or service or the creation of a new product or service
50
Process Innovations
A change in the way a product or service is manufactured, created, or distributed
51
Incremental Innovations
A new product, service, or technology that modifies an existing one
52
Human Resource Management (HRM)
Set of organizational activities directed at attracting, developing, and maintaining an effective workforce
53
Title VII of the Civil Rights Act of 1964
Forbids discrimination on the basis of sex, race, color, religion, or national origin in all areas of the employment relationship
54
Equal Employment Opportunity Commission
Federal agency charged with enforcing Title VII of the Civil Rights Act of 1964
55
Human Capital
Reflects the organization's investment in attracting, retaining, and motivating an effective workforce
56
Age Discrimination in Employment Act
Outlaws discrimination against people older than 40, passed in 1967, amended in 1978 1986
57
Adverse Impact
When minority group members pass a selection standard at rates less than 80% of the pass rate of majority group members
58
Affirmative Action
Intentionally seeking and hiring qualified or qualifiable employees from racial, sexual, and ethnic groups that are underrepresented in the organization
59
Americans with Disabilities Act
Prohibits discrimination against people with disabilities
60
Fair Labor Standards Act
Set a minimum wage and requires overtime pay for working more that 40 hours per week; Passed in 1938 and amended frequently
61
Civil Rights Act of 1991
Amends the original Civil Rights Act, making it easier to bring discrimination lawsuits while also limiting punitive damages
62
Equal Pay Act of 1963
Requires that men and women be paid the same amount for doing the same job
63
Employee Retirement Income Security Act of 1974 (ERISA)
Regulated how organizations manage their pension funds
64
Family and Medical Leave Act of 1993 (FMLA)
Requires employers to provide up to 12 weeks of unpaid leave for family and medical emergencies
65
National Labor Relations Board (NLRB)
Established by the Wagner Act to enforce its provisions
66
National Labor Relations Act
Passed in 1935 to set up procedures for employees to vote on whether to have a union; also known as the Wagner Act
67
Employment-at-will
A traditional view of the workplace that says organizations can fire their employees for whatever reason they want
68
Labor-Management Relations Act
Passed in 1947 to limit union power: also known as the Taft-Hartley Act
69
Replacement Chart
Lists each important managerial position in the organization, who occupies it, how long he or she will probably remain in the position, and who would be a qualified replacement
70
Job Analysis
A systematized procedure for collecting and recording information about jobs within an organization
71
Occupational Safety and Health Act of 1970
Directly mandates the provision of safe working conditions
72
Internal Recruiting
Considering current employees as applicants for higher-level jobs in the organization
73
Recruiting
Process of attracting individuals to apply for jobs that are open
74
Employee Information System
Contains information on each employee's education, skills, experience, and career aspirations
75
Training
Teaching operational or technical employees how to do the job for which they were hired
76
Realistic Job Preview (RJP)
Provides the applicant with a real picture of what performing the job that the organization is trying to fill would be like
77
Development
Teaching managers and professionals the skills needed for both present and future jobs
78
External Recruiting
Getting people from outside the organization to apply for jobs
79
Validation
Determining the extent to which a selection device is really predictive of future job performance
80
Performance Appraisal
A formal assessment of how well an employee is doing their job
81
360-Degree Feedback
Performance appraisal of managers done by their boss, peers, and subordinates
82
Compensation
The financial reimbursement given by the organization to its employees in exchange for their work
83
Behaviorally Anchored Rating Scale (BARS)
A sophisticated rating method in which supervisors construct a rating scale associated with behavioral anchors
84
Job Evaluation
An attempt to assess the worth of each job relative to other jobs
85
Benefits
Things of value other than compensation that an organization provides to its workers
86
Labor Relations
The process of dealing with employees who are represented by a union
87
Collective Bargaining
The process of agreeing on a satisfactory labor contract between management and a union
88
Knowledge Workers
Workers whose contributions to an organization are based on what they know
89
Grievance Procedure
The means y which a labor contract is enforced
90

MGMT 309 (1 decks)

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