Final Management
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| show | Means to take the long-term view and to see the big picture, including the
organization and the competitive environment, and consider how they fit together.
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| Strategic management | show 🗑
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| show | Functional level, business level, corporate level.
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| Purpose of strategy | show 🗑
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| show | pertain to the major functional
department within the business unit. Involves all the major
function including finance, research and development,
marketing, and manufacturing.
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| Business level strategy | show 🗑
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| show | pertain to the organization as a
whole and the combination of business unit and product line
that make up the corporate entity
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| show | classical model, administrative model, political model
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| show | based on rational economic assumptions and manager's belief about what ideal decision making should be; This model has Verizon within the management literature because managers are expected to make decisions that economically sensible
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| Administrative model | show 🗑
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| Bounded rationality | show 🗑
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| Satisficing | show 🗑
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| show | represents quick apprehension of decision situation based on past experience but without conscious thought
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| Political model | show 🗑
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| Coalition | show 🗑
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| Coalition building | show 🗑
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| Personal decision style | show 🗑
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| show | is used by people who prefer simple, clear-cut solution to problems
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| Analytical style | show 🗑
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| Conceptual style | show 🗑
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| show | often the style adopted by manager having a deep concern for others as individuals
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| show | the development of organizational resources to achieve strategic goals
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| Chain of command | show 🗑
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| Unity of command | show 🗑
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| show | refers to it clearly defined line of authority in the organization that includes all the employees
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| Authority | show 🗑
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| show | Authority is vested in organizational positions, not people
Authority flow down the vertical hierarchy
Authority is accepted by subordinates
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| show | is the duty to perform the task or activity as assigned
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| show | the mechanism through which authority and responsibility are brought into alignment
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| show | is the process managers use to transfer authority and responsibility to positions below them in the hierarchy
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| show | perform tasks that reflect the organisation's primary goal and mission
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| Task department | show 🗑
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| show | instant people in the management position have formal authority to direct and control you need get subordinate
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| show | is narrower and includes the right to it dries, recommend, and consul in the staff specialists area of expertise
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| Span of management | show 🗑
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| Tall structure | show 🗑
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| Flat structure | show 🗑
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| show | means that decision authority is located near the top of the organization
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| Decentralization | show 🗑
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| Departmentalization | show 🗑
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| show | Traditional approaches; Innovative approaches
Functional divisional, and matrix ; Use of team and virtual networks
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| Functional structure | show 🗑
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| Divisional structure | show 🗑
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| Matrix approach | show 🗑
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| Two-boss employees | show 🗑
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| The matrix boss | show 🗑
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| show | oversees both the product and functional chain of command. He is responsible for the entire matrix
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| Team approach | show 🗑
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| Outsourcing | show 🗑
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| show | means that the firms subcontracts most of its major function to separate companies and coordinates their activity from small headquarters organization
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| Coordination | show 🗑
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| Reengineering | show 🗑
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| show | is a temporary team or committee designed to solve short-term problem involving several department
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| show | is a person who is responsible for coordinating The activities of several departments for the completion of a specific project
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| show | the organization attempts to develop innovative products unique to the market
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| show | the organization strives for internal efficiency
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| Two Structure strategies proposed by Porter | show 🗑
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| show | is characterized by intangible outputs and direct contact between employees and customers
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| show | is characterized by use of Internet and other digital process to conduct support business operation
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| show | firm produces goods in batches of one or a few pregnant designed to customer specification
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| show | this technology is distinguished by standardize production runs
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| show | the entire workflow is mechanized in a sophisticated and complex firm of production technology
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| Organizational change | show 🗑
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| show | refers to innovation in products, services, or processes that radically change and in industry's rule of the game for producers and consumers
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| show | The process of creating innovative low-cost product for emerging markets and then quickly and inexpensively repackaging them for sale in developing countries
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| show | Means incorporating structures and processes that are appropriate for both the creative impulse and for the systematic implementation of innovation
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| Product change | show 🗑
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| show | use a change in the organization's production process, how your organization does its work
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| show | Exploration
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| Creativity | show 🗑
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| Idea incubator | show 🗑
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| show | refers to creatine condition and systems to facilitate internal and external coordination and knowledge sharing
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| show | Successful innovation requires expertise from several department simultaneously
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| show | Shows that research in various departments within the organization simultaneously contributes to the new product and technology
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| show | Is a multifunctional, and sometimes multinational, team that works under stringent timeline and is provided with high level of resources and empowerments to accomplish an accelerated product development
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| External innovation | show 🗑
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| Open innovation | show 🗑
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| show | Is an open innovation approach used by threadless and other companies, tap ideas from around the world and lets thousands of people participate in the innovation process via Internet
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| show | means that managers put in place processes and structures to ensure that new ideas are carried forward for acceptance and implementation
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| show | is a person who sees the need for and champions productive change within the organization
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| show | inventor, champion, sponsor and critic
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| show | is a unit separate from the mainstream organization that is responsible for initiating and developing innovation
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| Skunkworks | show 🗑
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| show | provide financial resources from which individuals or teams can grow to develop new ideas, products, or businesses
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| Culture change | show 🗑
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| Training and development | show 🗑
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| Organizational development | show 🗑
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| Unfreezing | show 🗑
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| show | a specialist who contracts with an organization to help managers facilitate change
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| show | staging which people have incorporated new values, attitudes, and behaviors into their
everyday work and the changes become institutionalized in the culture
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| Implementation | show 🗑
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| Need for change | show 🗑
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| show | is a technique for determining which force drives the proposed change and which forces restrain it
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| show | They are used one solid information about the change is needed by users and others who may resist implementation
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| Participation | show 🗑
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| Negotiation | show 🗑
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| Coercion | show 🗑
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| Human resources management | show 🗑
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| show | - All managers are involved in human resource management
- Employees are viewed as assets
- Human resources management is a matching process, integrating the organization strategy and goals will the correct approach to managing capital
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| show | referred to the economic value of the combined knowledge, experience, skill, and capability of employees
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| show | occurs when some applicants are hired or promoted based on criteria that are not job relevant
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| show | requires that an employer take positive steps to guarantee equal employment opportunities for people with in protected groups
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| show | are people who work for an organization, but not on a permanent or full-time basis
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| show | means using a computer or Telecommunicating equipment to do work without going to an office
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| show | Uses the matching model, which the organization and the individual attempt to match the needs, interests, and values that they offer each other
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| Human resources planning | show 🗑
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| Job analysis | show 🗑
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| Realistic job preview | show 🗑
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| show | recruiting jobs applicants online, it dramatically expense the organization recruiting reach
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| Selecting | show 🗑
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| show | is used to collect information about the applicants education, previews job experience, and other bar ground characteristics
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| Interview | show 🗑
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| Employment test | show 🗑
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| show | measures and applicants thinking, reasoning, verbal, and mathematical abilities
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| Physical ability test, | show 🗑
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| Assessment center | show 🗑
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| show | gauging whether the candidate is right for the company rice seeing what the person has to say about himself on the blog;
Training and development
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| Training | show 🗑
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| show | an experienced employee is asked to take new employees under beeswing and show newcomers how to perform the job duty
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| Corporate University | show 🗑
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| Promotion from within | show 🗑
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| Mentoring and coaching | show 🗑
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| Performance appraisal | show 🗑
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| Stereotyping | show 🗑
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| Compensation | show 🗑
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| Wage and salary systems | show 🗑
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| show | this can be done with job evaluation, which refers to the process of determining the value or worth of job within an organization through an examination of job content
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| show | Mean dying at least part of compensation to employees effort and performance, whether it be through merit-based pay, bonus, team incentives, or various gainsharing or profit sharing plan
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| Cafeteria plan benefit packages | show 🗑
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| show | Refers to intentionally reducing the company workforce to the point where the number of employee is deemed to be right for the company's current situation
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| Exit interview | show 🗑
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| show | baby boomers, heading to retirement and increasing number
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| show | sometimes called millennials characterizes ambitious and lacking loyalty and eager for quick success
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| show | The generation in the middle, struggle with reduced guarantee of their finances
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| Aging worker | show 🗑
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| Growth in Hispanic and Asian workers | show 🗑
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| Woman out to numbering men | show 🗑
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| Growth in foreign born population | show 🗑
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| Diversity | show 🗑
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| Better use of employee talent | show 🗑
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| show | the diverse workforce is better able to anticipate and respond to the changing consumer needs
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| show | Homogeneous top management teams tend to be myopic in their perspective
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| show | the team most diverse background bring different perspective to a discussion the result in more creative ideas and solutions
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| Prejudice | show 🗑
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| show | acting out there prejudicial attitudes to order people or the target of their prejudice
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| show | rigid, exaggerated, irrational beliefs associated with a particular group of people
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| show | means recognizing cultural differences and seeing these differences with an appreciative
attitude
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| show | Is the belief that one's own group and subculture are in Herincou be superior to other groups and cultures
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| show | is the belief that groups and subcultures are inherently equal
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| Pluralism | show 🗑
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| show | is a new invisible barrier desecrates woman from top management position
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| Opt out trend | show 🗑
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| Cultural competence | show 🗑
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| show | uncovering diversity problem in the organization, strengthen top management commitment, two solution to fit balance strategy, demand result and revisit the goals, and maintain momentum to change the culture
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| show | Are made up of members from diverse nation, racial, ethnic and cultural background
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| Certainty | show 🗑
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| Risk | show 🗑
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| Uncertainty | show 🗑
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| show | Is by far the most difficult decision situation. It means the goals to be achieved or the problem to
be solved is unclear, alternatives are difficult to define, and information about the outcome is unavailable
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| Programmed decisions | show 🗑
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| Nonprogrammed decisions | show 🗑
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| show | A choice made from available alternatives
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| show | is the process of identifying problems and opportunities and then resolving them. It
involves efforts both before and after the actual choice
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Created by:
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Popular Management sets