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mgt 320
chp 2
| Question | Answer |
|---|---|
| Organizational structure: | formal or informal relationships between people in an organization |
| Work flow: | the way work is organized to meet the organization’s production or service goals |
| Bureaucratic organizational structure: | a pyramid shaped organizational structure that consists of hierarchies with many levels of management |
| Boundaryless organizational structure: | an organizational structure that enables an organization to form relationships with customers, suppliers, and/or competitors, either to pool organizational resources for mutual benefits or to encourage cooperation in an uncertain environment |
| Work-flow analysis: | the process of examining how work creates or adds value to the ongoing process in a business –it helps determine what modifications are needed |
| Business process reengineering (BPR): | a fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in cost, quality, service, and speed |
| Team: | a small number of people with complementary skills who work toward common goals for which they hold themselves mutually accountable |
| Self-managed team: | a team responsible for producing an entire product, a component, or an ongoing service |
| Problem-solving team: | a team consisting of volunteers from a unit or department who meet one or two hours/week to discuss quality improvement in the work environment |
| Special-purpose team: | a team or task force consisting of workers who span functional or organizational boundaries and whose purpose is to examine complex issues |
| Virtual team : | a team that relies on interactive technology to work together when separated by physical distance |
| Motivation: | that which energizes, directs and sustains human behavior. In a person’s desire to do the best possible job or to exert the maximum effort to perform assigned tasks |
| Job design: | the process of organizing work into tasks required to perform a specific job |
| Job enlargement: | the process of expanding a job’s duties |
| Job rotation: | the process of rotating workers among different narrowly defined tasks without disrupting the flow of work |
| Job enrichment: | the process of putting specialized task back together so that one person is responsible for producing a whole product or an entire service |
| Job description: | a written document that identifies, defines, and describes a job in terms of its duties, responsibilities, working conditions, and specification |
| Job specifications: | the worker characteristic needed to perform a job successfully |
| Core workers: | an organization’s full-time employees |
| Contingent workers: | workers hired to deal with temporary increases in an organization’s workload or to do work that is not part of its core set capabilities |
| Job sharing: | a work arrangement in which two or more employees divide a job’s responsibilities, hours, and benefits among themselves |
| Flexible work hours: | a work arrangement that gives employees control over the starting and ending times of their daily work schedules |
| Core time: | time when all employees are expected to be at work. Part of a flexible work hours arrangement |
| Flextime: work hours arrangement | time during which employees can choose not to be at work. Part of flexible |
| Telecommuting: | a work arrangement that allows employees to work in their home full-time, maintaining their connection to the office through phone, fax, and computer |
| Work-life balance: | the balance between an individual’s work and personal life |
Created by:
noelvil1
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