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MGMT 3302 Exam#3
Exam 3 definitions
| Term | Definition |
|---|---|
| Customer Departmentalization | organizing work and workers into separate units responsible for particular kinds of customers |
| Advantages of Teams | improved communication, trust, leadership, coaching, helpful, common goal, spreads tasks, accountability |
| Norms | informally agreed-on standards that regulate team behavior |
| Human resource management(HRM) | the process of finding, developing, and keeping the right people to form a qualified work force |
| Quid pro quo sexual harassment | a form of sexual harassment in which employment outcomes, such as hiring, promotion, or simply keeping one’s job, depend on whether an individual submits to sexual harassment |
| Specific ability tests(aptitude tests) | tests that measure the extent to which an applicant possesses the particular kind of ability needed to do a job well |
| Fastest growing racial group in the U.S. | hispanics |
| Organizational process | the collection of activities that transform inputs into outputs that customers value |
| Functional departmentalization | organizing work and workers into separate units responsible for particular business functions or areas of expertise |
| product departmentalization | organizing work and workers into separate units responsible for producing particular products or services |
| Matrix departmentalization | a hybrid organizational structure in which two or more forms of departmentalization, most often product and functional, are used together |
| unity of command | a management principle that workers should report to just one boss |
| job specialization | a job composed of a small part of a larger task or process |
| autonomy | the degree to which a job gives workers the discretion, freedom, and independence to decide how and when to accomplish the job |
| organic organization | an organization characterized by broadly defined jobs and responsibility; loosely defined, frequently changing roles, and decentralized authority and horizontal communication based on task knowledge |
| empowerment | feeling of intrinsic motivation, in which workers perceive their work to have impact and meaning and perceive themselves to be competent and capable of self-determination |
| work team | a small number of people with complementary skills who hold themselves mutually accountable for pursuing a common purpose, achieving performance goals, and improving interdependent work processes |
| cross-training | training team members to do all or most of the jobs performed by the other team members |
| social loafing | behavior in which team members withhold their efforts and fail to perform their share of the work |
| virtual team | a team composed of geographically and/or organizationally dispersed coworkers who use telecommunication and information technologies to accomplish an organizational task |
| cohesiveness | the extent to which team members are attracted to a team and motivated to remain in it |
| Stages of Development for Teams | Forming, Storming, Norming, and Performing |
| gainsharing | a compensation system in which companies share the financial value of performance gains, such as increased productivity, cost savings, or quality, with their workers |
| sexual harassment | a form of discrimination in which unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature occurs while performing one’s job |
| two types of sexual harassment | quid pro quo and hostile work environment |
| job analysis | a purposeful, systematic process for collecting information on the important work-related aspects of a job |
| selection | the process of gathering information about job applicants to decide who should be offered a job |
| Background checks | procedures used to verify the truthfulness and accuracy of information that applicants provide about themselves and to uncover negative, job-related background information not provided by applicants |
| Structured Interview | an interview in which an applicant is asked a same set of standardized questions, usually including situational, behavioral, background, and job-knowledge questions |
| Training | developing the skills, experience, and knowledge employees need to perform their jobs or improve their performance |
| 360-degree-feedback | a performance appraisal process in which feedback is obtained from the boss, subordinates, peers and coworkers, and the employees themselves |
| Diversity | a variety of demographic, cultural, and personal differences among an organization’s employees and customers |
| Social Integration | the degree to which group members are psychologically attracted to working with each other to accomplish a common objective |
| Glass ceiling | the invisible barrier that prevents women and minorities from advancing to the top jobs in organizations |
| Personality | the relatively stable set of behaviors, attitudes, and emotions displayed over time that makes people different from each other |
| Organizational Plurality | workenvironmentwhere(1)allmembersare empoweredtocontributeinawaythatmaximizes thebenefitstotheorganization,customers,andthemselves,and(2)theindividualityofeachmemberisrespectedbynotsegmentingorpolarizingpeopleonthebasisoftheirmembershipinaparticulargroup |
| Decentralized organizations | organizations in which significant authority is spread out into the lower levels of the organizations |
| sequential interdependence | work completed in succession with one group's or job's output becoming the inputs for the next group or job... assembly line |
| affirmative action plans | purposeful steps taken by an organization to create employment opportunities for minorities and women |
| job posting | is a procedure for advertising job openings within the company to existing employees |
| first selection device used | Job Applications and Job resumes |
| two types of diversity training | awareness and skill-based diversity training |
Created by:
nolanwiltshire