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biz
biz 101
| Term | Definition |
|---|---|
| performance behaviors | work related behaviors that influence productivity |
| employee behaviors | patterns of actions that influence productivity |
| customer relationship management | focuses on building relationships with customers via an organized method of using information |
| logos | the use of symbols to communicate qualities |
| cultural | one strong influence on consumer behavior *why we buy) |
| geo demographic | a young hispanic female who lives in the city |
| brand awareness | a consumer's knowledge of a brand based on the brand alone |
| brand loyalty | when we repeatedly buy a product from the same manufacturer due to our trust/love/respect for that manufacturer and/or their products |
| national brand | when a company puts their own name ona product and sells it themselves |
| licensed brand | when a celebrity sells the right for a company to put their name on a product |
| private brand | when a company creates a product for a specific market/store |
| psychographic | buying products based on your lifestyle and interests |
| behavioral | buying specific products for a graduation party |
| market segmenting | dividing people into different groups based on their perceived wants and needs |
| target | the group of people to whom you sell specific products based on those wants and needs |
| product position | the way in which you communicate your product to the market |
| brand competiotion | offering the customer a better product based on your name |
| substitute competition | offering the scustomer and alternative product |
| citizenship | positive behaviors that do not directly inflyuence productivity |
| counter productive | negative behaviors that detract from productivity |
| mission statement | our purpose for being in business |
| job satisfaction | the amoun of enjoyment i derive from my job |
| crisis management | being able to manage in a time of emergency |
| vision | our dream for our future as an organization |
| goals | the thins we strive to accomplish as an organization |
| organizational mission | my identification with an organization's mission |
| corporate culture | our ways of interacting with each other within our organization |
| core values | those ideals we believe so strongly in on which we have founded our business practices |
| organizational capacity | the ability of an organization to continuously chane and act in puruist of competitive advantage |
| functional strategy | a form of strategy that ensures alignment between all organizational strategies |
| change management | being able to lead in the midst of unrest |
| competitive strategy | a form of strategy that determines how we compete |
| contingency strategy | having a plan b ready |
| corporate strategy | a form of strategy that is based on growth, increased productivity, and the overall plan for the organization |
| situational leadership | my propensity for leadership may change depending on the need |
| strategic leadership | leadership based on the accomplishment of a goal |
| equal opportunity employment commision | the organization responsible for monitoring discrimination complaints |
| motivation | the forces that drive your behavior |
| psychological contract | the unwritten understanding that as long as i do my job and doit well, i will receive safety, security, fairness from my employer |
| ethical leadership | leadership based on making the right decision |
| equal opportunity employment | giving all people regardless of race, gender or other factor, a fair and equal chance to succeed |
| differentiation | providing something so unique and distinctive that customers don't mind paying for it |
| low cost strategy | keeping your costs low in order to be attractive in the market |
| behavorial leadership | either a task focused or an employee focused approach to leadership |
| transactional leadership | people follow me becasue they trust me to get something done |
| trat leadership | leadership based on my innate characteristics *intelligent articulate handsome) |
| charismatic leadership | people follow me because they like me |
| transformational leadership | people follow me because they want me to create some change in their lives/world |
| environmental scanning | the systematic monitoring of the major forces that influence an organization |
| hr strategy | the process of anticipating and providing for the movement of people into within and out of an organization |
| strategic hr management | the pattern of hr activities that enable an organization to achieve their strategic goals |
| strategic planning | a set of procedurse used to make decisions about the organization's long term goals and strategy |
| adverse impact | hiring procedures that have an unintentional negative impact on members of a protected class |
| disparate treatment | hiring practices that intentionally discriminate against members of a protected class |
| what leaders do | motivate inspire influence |
| purpose of hr management | attract develop maintain effective |
| purpose of marketing | create communicate deliver value |
| management skills | conceptual technical human relations decision making global time technological |
| management process | planning organizing leading controlling |
| p's of marketing | price product promotion placement |
| consumer buying process | need recognition information seeking evaluate alternatives purchase decision post purchase evaluation |
| goals | provide direction allocate resources define culture assess performance |
| swot analysis | strength weakness opportunity threats |
| Change management 6 step plan | awareness of the need, desire to participate, knowledge of how to change, ability to implement, reinforcement, communication |
| classical theory of motivation | all people are motivated by money and only by money |
| hawthorne effect | employees work harder when manager pays special attention to them |
| mcgregor's hr model | all people are lazy and must be punished/rewarded or all are motivated and eager to work |
| maslaw's hierarchy of needs | 5 categories: physiological needs, security, social needs, esteem needs, self actualization |
| erg theory | growth, relatedness, existence |
| herzberg's 2 factor theory | hygiene factors, only matters if need is not met, motivation factors-recognition responsibility |
| vroom's expectancy theory | people are motivated to work towards something they want and reasonably expect they can obtain |
| adam's equity theory | equity does not motivate but lack of it demotivates |
| skinner's behavior reinforcement theory | rewards and consequences for behavior |
Created by:
michaelbull
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