Chapter 2 Flashcards
What are the positive consequences of a medium level of goal commitment for employees
and the organization?
• employees - enhanced sense of belonging, efficacy, loyalty, and individualism - organization increased workforce stability lower turnover increased job satisfaction
What are the negative consequences of a low level of goal commitment for employees and
the organization?
• slower promotions - slower career advancements - backlashes from whistleblowing - individual's exclusion from the organization organization -high turnover • absenteeism - low-quality work
List at least two attitudes, different from earlier generations, that younger workers generally bring to their role as an employee
• a feeling of entitlement regarding basic necessities associated with a job, such as
retirement and health care
- less concern with job or financial security
- an attitude of work to live vs. work to save valuing
- leisure time
List at least three components of effective objectives.
- start with action
- identify the proposed result
- establish a date of completion
- ensure that the objective can be managed or controlled
- apply the SMART test
Managing the Organization
What does MBO mean?
• management by objective
a comprehensive planning, evaluation, development, and control system based on
quantifiable objectives, such as performance
What are the three classifications of organizational goal commitment?
Official
• general organizational information
• created by board of directors and executive management
Operative
- focus on tasks and actions needed to achieve goals . - created by mid- to top-level management
Operational
• involve identification of performance expectations for a given work group
- implemented and managed by low- and mid-level managers
Identify at least four performance measures that represent controls established to achieve
organizational goals.
• time controls deadlines and organizational constraints - material controls . inventories and expected yield - equipment controls built into operating equipment and focused on safeguarding investments - cost controls budgets and constraints - budget controls : costs and expenses, materials used, products produced - financial controls expected returns, profit - employee performance controls performance management, reviews
What are the factors that contribute to the continuance of an organization’s culture?
• various personnel decisions
- reactions to crises
- managers’ focuses—what they measure and what they control available role models, coaches, and mentors
- incentives and reward systems
What are several ways that managers plan, organize, control, and direct resources related to
younger employees?
• thinking ahead and planning for potential challenges
- anticipating change assisting with goal setting, both personally and organizationally
- creating work teams -
- assisting workers’ development of skills
- challenging and empowering employees
- respecting all members of the workforce
- encouraging open communications
What are some approaches that are unique to leaders as opposed to managers in
organizations as they relate to setting goals?
• leaders
- use goals as vehicles for change
- take more risks and tend to develop new solutions to existing problems relate more
to immediate situations, often evoking strong feelings or opinions
- Managers
- are less concerned about goals and adopt them based on necessity
- focus on strategies
- negotiate making decisions
- solve problems
- establish interpersonal relations for goal achievement
Which approaches might managers use to evaluate employee performance?
• collected performance data
- predetermined goals
- manager’s experience and background
- organization’s policies
- management philosophy and constraints
- employee orientation and expectations
- written data
- oral reports
- personal observation
- walk-arounds
Name three positive elements of individual goal achievement that ultimately have an
impact on organizational goals.
• job satisfaction
- Interrelated levels of commitment
- -gaining employees’ confidence and belief in the organization’s goals and values
- individual performance
When recruiting and maintaining a younger and more diverse workforce, what strategies
hold promise?
• hiring a more diverse part-time workforce, including older and less traditional workers
• offering tuition grants to valuable employees
• paying a cash award for valuable personnel references from employees
- creating upward movement for valuable employees - providing transportation assistance where necessary
- recruiting directly from colleges and universities
What are the five elements of the SMART model for setting goals?
Specific What is the objective? Measurable • What standards must be met? Attainable • Is the objective feasible? Result-oriented • Is the objective relevant? Time-limited • Is the objective traceable?
