AIR TRANSPO Flashcards
WHAT: A system for accomplishing and connecting the activities that occur within a work organization.
organizational structure
____________ is the process of setting up organizational structures to address the needs of an organization and account for the complexity involved in accomplishing business objectives.
organizational design
___________ refers to the constant shifts that occur within an organizational system.
organizational change
Through __________, leaders in an
organization can intentionally shape how these shifts occur over time.
managed change
____________ is the label for a field that specializes in change management.
organizational development (OD)
TYPES OF CHANGE: This has to do with the changes in the overall formal relationships within an organization.
structural change
TYPES OF CHANGE: Implementation of new technologies is often forced upon an organization as the environment shifts.
technological change
TYPES OF CHANGE: It often involves reshaping and reimagining the core identity of the organization.
cultural change
__________ refers to the common patterns of thinking and behaving within an organization.
Organizational culture
DIMENSIONS OF CHANGE: refers to the degree to which the required change will disrupt current patterns and routines.
scope of change
DIMENSIONS OF CHANGE: refers to the breadth of the systems that need to be changed within an organization.
level of change
DIMENSIONS OF CHANGE: refers to the degree to which the change is intentionally designed or purposefully implemented.
Intentionality
CHANGE MODEL: An overall framework for designing a long-term change process.
Kotter’s change model
CHANGE MODEL: Explains a very basic process that accompanies most organizational changes.
Lewin’s change model
Lewin’s change model
Unfreeze
Move
Refreeze
Kotter’s change model
Establish a sense of urgency
Form a powerful guiding coalition
Create vision of change
Communicate the vision
Remove any obstacles
Create small wins
Consolidate improvements
Anchor the change
KEY EMPLOYEE LIFE CYCLE PROCESS AREAS
- Human Resources Compliance
- Compensation Rewards and Talent Development
- Employee Selection and Hiring
- Performance Management
- Succession Planning
_____________ practices and processes are among the most important that human resources manages, yet they are also among the most contentious processes in an organization.
Performance management
Most organizations strive to implement a _____________ compensation program that offers competitive pay in the marketplace and allows differentiation of compensation based on employee performance.
pay-for-performance
The 6 a total rewards strategy
Compensation
Benefits
Work-life effectiveness
Recognition
Performance management
Talent development
TOTAL REWARDS STRATEGY: Pay provided by an employer to its employees for services rendered (i.e., time, effort, and skill). This includes both fixed and variable pay tied to performance levels
Compensation
TOTAL REWARDS STRATEGY:Programs an employer uses to supplement the cash compensation employees receive. These health, income protection, savings, and retirement programs provide security for employees and their families.
Benefits
TOTAL REWARDS STRATEGY: A specific set of organizational practices, policies, and programs, plus a philosophy that actively supports efforts to help employees achieve success at both work and home
Work-life effectiveness
TOTAL REWARDS STRATEGY: Formal or informal programs that acknowledge or give special attention to employee actions, efforts, behavior, or performance and support business strategy by reinforcing behaviors (e.g., extraordinary accomplishments) that contribute to organizational success.
Recognition
TOTAL REWARDS STRATEGY:The alignment of organizational, team, and individual efforts toward the achievement of business goals and organizational success.
Performance Management
TOTAL REWARDS STRATEGY: Provides the opportunity and tools for employees to advance their skills and competencies in both their short- and long term careers
Talent Development
____________ is the area within human resource management that defines the strategy for selection, recruiting, and hiring processes, and helps the organization fight the “war for talent” during good times and bad.
Talent acquisition
Integrated HR processes that are created to attract, develop, motivate, and retain employees.
Talent development
_____________ is the process for reviewing key roles and determining the readiness levels of potential internal (and external!) candidates to fill these roles.
Succession planning
POTETIAL vs PERFORMANCE: based on current performance management evaluations on the current role
Performance
POTETIAL vs PERFORMANCE: based on behavioral indications that would predict future high performance and promotability in an organization.
Potential
The management of people within organizations, focusing on the touchpoints of the employee life cycle
Human Resource Management
is frequently defined as a social (interpersonal) influence relationship between two or more persons who depend on each other to attain certain mutual goals in a group situation
Leadership
_________are people who take charge of or guide the activities of others. They are often seen as the focus or orchestrater of group activity, the people who set the tone of the group so that it can move forward to attain its goals
Leaders
_________ is the most critical factor in any leadership event. It is, after all, them who perceives the situation and comes to define the needs that the leader must fulfill.
Follower
__________ refers to the situation that surrounds the leader and the followers.
Context
________ is a complex, interactive, and dynamic working relationship between leader and followers
process
A _______ leader is that individual who is recognized by those outside the group as the official leader of the group. Often, this leader is appointed by the organization to serve in a formal capacity as an agent of the organization
formal
The ________ leader is that individual
whom members of the group acknowledge as their leader
Informal
THEORY: states that some people are born with the necessary attributes to be great leaders
great man theory of leadership
According to the great man theory of leadership, what are the 4 intristic leadership traits defining a destined leader?
Intelligence
Confidence
Sociability
Charisma
LEADERSHIP TRAIT RESEARCH: a high level of effort, including a strong desire for achievement as well as high levels of ambition, energy, tenacity, and initiative
Drive
LEADERSHIP TRAIT RESEARCH: an intense desire to lead others
Leadership motivation
LEADERSHIP TRAIT RESEARCH: a commitment to the truth (nondeceit), where word and deed correspond
Honesty and integrity
LEADERSHIP TRAIT RESEARCH: an assurance in one’s self, one’s ideas, and one’s ability
Self-confidence
LEADERSHIP TRAIT RESEARCH conceptually skilled, capable of exercising good judgment, having strong analytical abilities, possessing the capacity to think strategically and multidimensionally
Cognitive ability
LEADERSHIP TRAIT RESEARCH: a high degree of understanding of the company, industry, and technical matters
Knowledge of the busines
The model of leadership advanced by House and Evans is called the _________________ because it suggests that an effective leader provides organizational members with a path to a valued goal.
path-goal theory of leadership
_________ leaders are those who influence others through an emotional and/or intellectual attraction to the leader’s dreams of what “can be.”
Visionary
The__________ leader moves a group toward task accomplishment by initiating structure and by offering an incentive in exchange for desired behaviors
transactional
The __________leader, moves and changes (fixes) things “in a big way”. They inspire others to action through their personal values, vision, passion, and belief in and commitment to the mission
transformational
Theese leaders are people who possess legitimate power that arises from “exceptional sanctity, heroism, or exemplary character
charismatic leaders
