EXAM 2 (7-12) Flashcards
1
Q
Downsizing
A
the planned elimination of jobs in a company
2
Q
Job specialization
A
a job composed of a small part of a larger task or process
3
Q
Matrix departmentalization
A
a hybrid organizational structure in which two or more forms of departmentalization, most often product and functional, are used together
4
Q
unity of command
A
a management principle that workers should report to just one boss
5
Q
APEC
A
a regional trade agreement among Australia, Canada, Chile, the People’s Republic of China, Hong Kong, Japan, Mexico, New Zealand, Papua New Guinea, Peru, Russia, South Korea, Taiwan, the United States, and all the members of ASEAN except Cambodia, Lao PDR, and Myanmar
6
Q
line function
A
an activity that contributes directly to creating or selling the company’s products
7
Q
Authority
A
the right to give commands, take action, and make decisions to achieve organizational objectives
8
Q
Purchasing power
A
the relative cost of a standard set of goods and services in different countries
9
Q
Functional departmentalization
A
organizing work and workers into separate units responsible for particular business functions or areas of expertise (p. 206)
10
Q
phased retirement
A
employees transition to retirement by working reduced hours over a period of time before completely retiring
11
Q
Employee stock ownership plans (ESOPs)
A
a compensation system that awards employees shares of company stock in addition to their regular compensation
12
Q
Interpersonal skills
A
skills, such as listening, communicating, questioning, and providing feedback, that enable people to have effective working relationships with others
13
Q
interorganizational process
A
a collection of activities that take place among companies to transform inputs into outputs that customers value
14
Q
360-degree feedback
A
a performance appraisal process in which feedback is obtained from the boss, subordinates, peers and coworkers, and the employees themselves
15
Q
Departmentalization
A
subdividing work and workers into separate organizational units responsible for completing particular tasks
16
Q
World Trade Organization (WTO)
A
the successor to GATT; the only international organization dealing with the global rules of trade between nations; its main function is to ensure that trade flows as smoothly, predictably, and freely as possible
17
Q
reciprocal interdependence
A
work completed by different jobs or groups working together in a back-and-forth manner
18
Q
feedback
A
the amount of information the job provides to workers about their work performance
19
Q
tariff
A
a direct tax on imported goods
20
Q
Task identity
A
the degree to which a job, from beginning to end, requires the completion of a whole and identifiable piece of work
21
Q
Job enrichment
A
increasing the number of tasks in a particular job and giving workers the authority and control to make meaningful decisions about their work
22
Q
Team level
A
the average level of ability, experience, personality, or any other factor on a team
23
Q
Self-designing teams
A
a team that has the characteristics of self-managing teams but also controls team design, work tasks, and team membership
24
Q
voluntary export restraints
A
voluntarily imposed limits on the number or volume of products exported to a particular country
25
norming
the third stage of team development, in which team members begin to settle into their roles, group cohesion grows, and positive team norms develop
26
National culture
the set of shared values and beliefs that affects the perceptions, decisions, and behavior of the people from a particular country
27
global new ventures
new companies that are founded with an active global strategy and have sales, employees, and financing in different countries
28
interviews
a selection tool in which company representatives ask job applicants job-related questions to determine whether they are qualified for the job
29
Individualism-collectivism
the degree to which a person believes that people should be self-sufficient and that loyalty to one’s self is more important than loyalty to team or company
30
glass ceiling
the invisible barrier that prevents women and minorities from advancing to the top jobs in organizations
31
Job specifications
a written summary of the qualifications needed to successfully perform a particular job
32
Early retirement incentive programs (ERIPs)
programs that offer financial benefits to employees to encourage them to retire early
33
Age discrimination
treating people differently (for example, in hiring and firing, promotion, and compensation decisions) because of their age
34
licensing
an agreement in which a domestic company, the licensor, receives royalty payments for allowing another company, the licensee, to produce the licensor’s product, sell its service, or use its brand name in a specified foreign market
35
Unfreezing
getting the people affected by change to believe that change is needed
36
Change forces
forces that produce differences in the form, quality, or condition of an organization over time
37
de-norming
a reversal of the norming stage, in which team performance begins to decline as the size, scope, goal, or members of the team change
38
traditional work groups
a group composed of two or more people who work together to achieve a shared goal
39
job characteristics model (JCM)
an approach to job redesign that seeks to formulate jobs in ways that motivate workers and lead to positive work outcomes
40
local adaptation
modifying rules, guidelines, policies, and procedures to adapt to differences in foreign customers, governments, and regulatory agencies
41
Cohesiveness
the extent to which team members are attracted to a team and motivated to remain in it
42
Tripartite Free Trade Agreement (TFTA)
a regional trade agreement among twenty-seven African countries
43
Needs assessment
the process of identifying and prioritizing the learning needs of employees
44
Refreezing
supporting and reinforcing new changes so that they stick
45
Nontariff barriers
barriers nontax methods of increasing the cost or reducing the volume of imported goods
46
Disparate treatment
intentional discrimination that occurs when people are purposely not given the same hiring, promotion, or membership opportunities because of their race, color, sex, age, ethnic group, national origin, or religious beliefs
47
Emotional stability
the degree to which someone is not angry, depressed, anxious, emotional, insecure, and excitable
48
protectionism
a government’s use of trade barriers to shield domestic companies and their workers from foreign competition
49
Standardization
solving problems by consistently applying the same rules, procedures, and processes
50
Empowerment
feelings of intrinsic motivation in which workers perceive their work to have impact and meaning and perceive themselves to be competent and capable of self-determination
51
employment references
sources such as previous employers or coworkers who can provide job-related information about job candidates
52
task interdependence
| `
the extent to which collective action is required to complete an entire piece of work
53
ASEAN
a regional trade agreement among Brunei Darussalam, Cambodia, Indonesia, Laos, Malaysia, Myanmar, the Philippines, Singapore, Thailand, and Vietnam
54
de-storming
a reversal of the storming phase, in which the team’s comfort level decreases, team cohesion weakens, and angry emotions and conflict may flare
55
staff authority
the right to advise, but not command, others who are not subordinates in the chain of command
56
Training
developing the skills, experience, and knowledge employees need to perform their jobs or improve their performance
57
design competition
competition between old and new technologies to establish a new technological standard or dominant design
58
diversity
a variety of demographic, cultural, and personal differences among an organization’s employees and customers
59
Diversity audits
formal assessments that measure employee and management attitudes, investigate the extent to which people are advantaged or disadvantaged with respect to hiring and promotions, and review companies’ diversity-related policies and procedures
60
Organizational development
a philosophy and collection of planned change interventions designed to improve an organization’s long-term health and performance
61
Extraversion
the degree to which someone is active, assertive, gregarious, sociable, talkative, and energized by others
62
Disability discrimination
treating people differently because of their disabilities
63
organic organizations
an organization characterized by broadly defined jobs and responsibilities; loosely defined, frequently changing roles; and decentralized authority and horizontal communication based on task knowledge
64
Deep-level diversity
differences such as personality and attitudes that are communicated through verbal and nonverbal behaviors and are learned only through extended interaction with others
65
Organizational plurality
cs
a work environment where (1) all members are empowered to contribute in a way that maximizes the benefits to the organization, customers, and themselves, and (2) the individuality of each member is respected by not segmenting or polarizing people on the basis of their membership in a particular group
66
chain of command
the vertical line of authority that clarifies who reports to whom throughout the organization
67
human resource information system (HRIS)
a computerized system for gathering, analyzing, storing, and disseminating information related to the HRM process
68
personality test
an assessment that measures the extent to which an applicant possesses different kinds of job-related personality dimensions
69
Quid pro quo sexual harassment
a form of sexual harassment in which employment outcomes, such as hiring, promotion, or simply keeping one’s job, depend on whether an individual submits to sexual harassment
70
subsidies
government loans, grants, and tax deferments given to domestic companies to protect them from foreign competition
71
Subjective performance measures cs
measures of job performance that require someone to judge or assess a worker’s performance
72
Conscientiousness
the degree to which someone is organized, hardworking, responsible, persevering, thorough, and achievement oriented
73
Trans-Pacific Partnership (TPP)
a proposed regional trade agreement among Australia, Brunei, Canada, Chile, Japan, Malaysia, Mexico, New Zealand, Peru, Singapore, United States, and Vietnam
74
cross-training
training team members to do all or most of the jobs performed by the other team members
75
Specific ability tests
tests that measure the extent to which an applicant possesses the particular kind of ability needed to do a job well
76
Performance appraisal
the process of assessing how well employees are doing their jobs
77
Validation
the process of determining how well a selection test or procedure predicts future job performance; the better or more accurate the prediction of future job performance, the more valid a test is said to be
78
dominant design cs
a new technological design or process that becomes the accepted market standard
79
behavior observation scale (BOS) cs
rating scales that indicate the frequency with which workers perform specific behaviors that are representative of the job dimensions critical to successful job performance
80
job description
a written description of the basic tasks, duties, and responsibilities required of an employee holding a particular job
81
Job analysis cs
a purposeful, systematic process for collecting information on the important work-related aspects of a job
82
de-forming
cs
a reversal of the forming stage, in which team members position themselves to control pieces of the team, avoid each other, and isolate themselves from team leaders
83
Self-managing teams
cs
a team that manages and controls all of the major tasks of producing a product or service
84
Global business
| cs
the buying and selling of goods and services by people from different countries
85
Employee turnover
loss of employees who voluntarily choose to leave the company
86
Adverse impact
| cs
unintentional discrimination that occurs when members of a particular race, sex, or ethnic group are unintentionally harmed or disadvantaged because they are hired, promoted, or trained (or any other employment decision) at substantially lower rates than others
87
Customer departmentalization
organizing work and workers into separate units responsible for particular kinds of customers
88
exporting
selling domestically produced products to customers in foreign countries
89
Work teams cs
a small number of people with complementary skills who hold themselves mutually accountable for pursuing a common purpose, achieving performance goals, and improving interdependent work processes
90
awareness training
training that is designed to raise employees’ awareness of diversity issues and to challenge the underlying assumptions or stereotypes they may have about others
91
creative work environments
workplace cultures in which workers perceive that new ideas are welcomed, valued, and encouraged
92
structured interviews
interviews in which all applicants are asked the same set of standardized questions, usually including situational, behavioral, background, and job-knowledge questions
93
intraorganizational process
the collection of activities that take place within an organization to transform inputs into outputs that customers value
94
Multifunctional teams
work teams composed of people from different departments
95
dysfunctional turnover
loss of high-performing employees who voluntarily choose to leave a company
96
Political uncertainty
the risk of major changes in political regimes that can result from war, revolution, death of political leaders, social unrest, or other influential events
97
modular organizations
| cs
an organization that outsources noncore business activities to outside companies, suppliers, specialists, or consultants
98
Direct foreign investment
| cs
a method of investment in which a company builds a new business or buys an existing business in a foreign country
99
selection
the process of gathering information about job applicants to decide who should be offered a job
100
piecework
a compensation system in which employees are paid a set rate for each item they produce
101
experiential approach to innovation
an approach to innovation that assumes a highly uncertain environment and uses intuition, flexible options, and hands-on experience to reduce uncertainty and accelerate learning and understanding
102
complex matrix
a form of matrix departmentalization in which managers in different parts of the matrix report to matrix managers, who help them sort out conflicts and problems
103
Agreeableness
the degree to which someone is cooperative, polite, flexible, forgiving, good-natured, tolerant, and trusting
104
General Electric workout
a three-day meeting in which managers and employees from different levels and parts of an organization quickly generate and act on solutions to specific business problems
105
Decentralization
the location of a significant amount of authority in the lower levels of the organization
106
storming cs
the second stage of development, characterized by conflict and disagreement, in which team members disagree over what the team should do and how it should do it
107
coercion
| cs
the use of formal power and authority to force others to change
108
virtual organization
| cs
an organization that is part of a network in which many companies share skills, costs, capabilities, markets, and customers to collectively solve customer problems or provide specific products or services
109
Organizational structure
the vertical and horizontal configuration of departments, authority, and jobs within a company
110
the vertical and horizontal configuration of departments, authority, and jobs within a company
motivation that comes from the job itself rather than from outside rewards
111
Delegation of authority
the assignment of direct authority and responsibility to a subordinate to complete tasks for which the manager is normally responsible
112
Bureaucratic immunity
cs
the ability to make changes without first getting approval from managers or other parts of an organization
113
technological lockout
the inability of a company to competitively sell its products because it relies on old technology or a nondominant design
114
outplacement services
employment-counseling services offered to employees who are losing their jobs because of downsizing
115
Mechanistic organizations
| cs
an organization characterized by specialized jobs and responsibilities; precisely defined, unchanging roles; and a rigid chain of command based on centralized authority and vertical communication
116
technology cycle
a cycle that begins with the birth of a new technology and ends when that technology reaches its limits and is replaced by a newer, substantially better technology
117
Departmentalization
cs
subdividing work and workers into separate organizational units responsible for completing particular tasks (p. 206)
118
Objective performance measures
cs
measures of job performance that are easily and directly counted or quantified
119
product prototype
a full-scale, working model that is being tested for design, function, and reliability
120
pooled interdependence
cs
work completed by having each job or department independently contribute to the whole
121
Policy uncertainty cs
the risk associated with changes in laws and government policies that directly affect the way foreign companies conduct business
122
Autonomy cs
the degree to which a job gives workers the discretion, freedom, and independence to decide how and when to accomplish the job
123
Skills-based diversity training cs
training that teaches employees the practical skills they need for managing a diverse workforce, such as flexibility and adaptability, negotiation, problem solving, and conflict resolution
124
franchise cs
a collection of networked firms in which the manufacturer or marketer of a product or service, the franchisor, licenses the entire business to another person or organization, the franchisee
125
Line authority cs
the right to command immediate subordinates in the chain of command
126
unstructured interviews
interviews in which interviewers are free to ask the applicants anything they want
127
Employee involvement teams
team that provides advice or makes suggestions to management concerning specific issues
128
incremental change
the phase of a technology cycle in which companies innovate by lowering costs and improving the functioning and performance of the dominant technological design
129
Personality
the relatively stable set of behaviors, attitudes, and emotions displayed over time that makes people different from each other
130
job design cs
the number, kind, and variety of tasks that individual workers perform in doing their jobs
131
External recruiting
the process of developing a pool of qualified job applicants from outside the company
132
Milestones cs
formal project review points used to assess progress and performance
133
Cross-functional teams
a team composed of employees from different functional areas of the organization
134
disability
a mental or physical impairment that substantially limits one or more major life activities
135
change intervention
| cs
the process used to get workers and managers to change their behaviors and work practices
136
regional trading zones cs
areas in which tariff and nontariff barriers on trade between countries are reduced or eliminated
137
Forming
the first stage of team development, in which team members meet each other, form initial impressions, and begin to establish team norms
138
Stock options cs
a compensation system that gives employees the right to purchase shares of stock at a set price, even if the value of the stock increases above that price
139
Biographical data, or biodata cs
extensive surveys that ask applicants questions about their personal backgrounds and life experiences
140
change agent cs
the person formally in charge of guiding a change effort
141
Task significance
the degree to which a job is perceived to have a substantial impact on others inside or outside the organization
142
simple matrix
a form of matrix departmentalization in which managers in different parts of the matrix negotiate conflicts and resources
143
Social integration cs
the degree to which group members are psychologically attracted to working with each other to accomplish a common objective
144
four-fifths (or 80%) rule
| cs
a rule of thumb used by the courts and the EEOC to determine whether there is evidence of adverse impact; a violation of this rule occurs when the impact ratio (calculated by dividing the decision ratio for a protected group by the decision ratio for a nonprotected group) is less than 80%, or four-fifths
145
Semi-autonomous work groups
a group that has the authority to make decisions and solve problems related to the major tasks of producing a product or service
146
Quotas cs
a limit on the number or volume of imported products
147
Skill-based pay
compensation system that pays employees for learning additional skills or knowledge
148
Job enlargement
increasing the number of different tasks that a worker performs within one particular job
149
Work sample tests
tests that require applicants to perform tasks that are actually done on the job
150
joint venture
a strategic alliance in which two existing companies collaborate to form a third, independent company
151
Product departmentalization
organizing work and workers into separate units responsible for producing particular products or services
152
Background checks
procedures used to verify the truthfulness and accuracy of information that applicants provide about themselves and to uncover negative, job-related background information not provided by applicants
153
staff function cs
an activity that does not contribute directly to creating or selling the company’s products but instead supports line activities
154
profit sharing cs
a compensation system in which a company pays a percentage of its profits to employees in addition to their regular compensation
155
Recruiting
the process of developing a pool of qualified job applicants
156
compression approach to innovation cs
an approach to innovation which assumes that incremental innovation can be planned using a series of steps and that compressing those steps can speed innovation
157
resistance forces cs
forces that support the existing conditions in organizations
158
Technological substitution
| cs
the purchase of new technologies to replace older ones
159
Resistance to change
opposition to change resulting from self-interest, misunderstanding and distrust, and a general intolerance for change
160
government import standards cs
a standard ostensibly established to protect the health and safety of citizens but, in reality, is often used to restrict imports
161
Organizational decline
a large decrease in organizational performance that occurs when companies don’t anticipate, recognize, neutralize, or adapt to the internal or external pressures that threaten their survival
162
innovation streams
Functional departmentalization
163
Functional departmentalization
cs
organizing work and workers into separate units responsible for particular business functions or areas of expertise
164
General Agreement on Tariffs and Trade (GATT) cs
a worldwide trade agreement that reduced and eliminated tariffs, limited government subsidies, and established protections for intellectual property
165
Employee separation cs
the voluntary or involuntary loss of an employee
166
Functional turnover cs
loss of poor-performing employees who voluntarily choose to leave a company
167
strategic alliances cs
an agreement in which companies combine key resources, costs, risks, technology, and people
168
discontinuous change cs
the phase of a technology cycle characterized by technological substitution and design competition
169
performing cs
the fourth and final stage of team development, in which performance improves because the team has matured into an effective, fully functioning team
170
Virtual teams
a team composed of geographically and/or organizationally dispersed coworkers who use telecommunication and information technologies to accomplish an organizational task
171
bona fide occupational qualification (BFOQ) cs
an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are “reasonably necessary to the normal operation of that particular business.” BFOQs are strictly monitored by the Equal Employment Opportunity Commission
172
expatriate
someone who lives and works outside his or her native country
173
NAFTA cs
a regional trade agreement among the United States, Canada, and Mexico
174
rater training cs
training performance appraisal raters in how to avoid rating errors and increase rating accuracy
175
cooperative contract cs
an agreement in which a foreign business owner pays a company a fee for the right to conduct that business in his or her country
176
Testing cs
the systematic comparison of different product designs or design iterations
177
affirmative action cs
purposeful steps taken by an organization to create employment opportunities for minorities and women
178
Union of South American Nations (UNASUR)
a regional trade agreement among Argentina, Brazil, Paraguay, Uruguay, Venezuela, Bolivia, Colombia, Ecuador, Peru, Guyana, Suriname, and Chile
179
Human resource management (HRM)
the process of finding, developing, and keeping the right people to form a qualified workforce
180
CAFTA-DR
a regional trade agreement among Costa Rica, the Dominican Republic, El Salvador, Guatemala, Honduras, Nicaragua, and the United States
181
S-curve pattern of innovation cs
a pattern of technological innovation characterized by slow initial progress, then rapid progress, and then slow progress again as a technology matures and reaches its limits
182
Social loafing cs
behavior in which team members withhold their efforts and fail to perform their share of the work
183
Racial and ethnic discrimination
treating people differently because of their race or ethnicity
184
organizational process cs
the collection of activities that transforms inputs into outputs that customers value
185
Maastricht Treaty of Europe
a regional trade agreement among most European countries
186
Job rotation cs
periodically moving workers from one specialized job to another to give them more variety and the opportunity to use different skills
187
sexual harassment
a form of discrimination in which unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature occurs while performing one’s job
188
Structural accommodation cs
the ability to change organizational structures, policies, and practices in order to meet stretch goals
189
gainsharing cs
a compensation system in which companies share the financial value of performance gains, such as increased productivity, cost savings, or quality, with their workers
190
Job evaluation
a process that determines the worth of each job in a company by evaluating the market value of the knowledge, skills, and requirements needed to perform it
191
Internal recruiting
the process of developing a pool of qualified job applicants from people who already work in the company
192
wholly owned affiliates cs
foreign offices, facilities, and manufacturing plants that are 100 percent owned by the parent company
193
Sex discrimination
treating people differently because of their sex
194
disposition cs
the tendency to respond to situations and events in a predetermined manner
195
Organizational innovation cs
the successful implementation of creative ideas in organizations
196
hostile work environment cs
a form of sexual harassment in which unwelcome and demeaning sexually related behavior creates an intimidating and offensive work environment
197
customs classification cs
a classification assigned to imported products by government officials that affects the size of the tariff and the imposition of import quotas
198
results-driven change cs
change created quickly by focusing on the measurement and improvement of results
199
Geographic departmentalization
organizing work and workers into separate units responsible for doing business in particular geographic areas
200
Assessment centers cs
a series of managerial simulations, graded by trained observers, that are used to determine applicants’ capability for managerial work
201
Centralization of authority cs
the location of most authority at the upper levels of the organization
202
Generational change cs
change based on incremental improvements to a dominant technological design such that the improved technology is fully backward compatible with the older technology
203
Surface-level diversity cs
differences such as age, sex, race/ethnicity, and physical disabilities that are observable, typically unchangeable, and easy to measure
204
Cognitive ability tests cs
tests that measure the extent to which applicants have abilities in perceptual speed, verbal comprehension, numerical aptitude, general reasoning, and spatial aptitude
205
Global consistency cs
when a multinational company has offices, manufacturing plants, and distribution facilities in different countries and runs them all using the same rules, guidelines, policies, and procedures
206
Multinational corporations cs
a corporation that owns businesses in two or more countries
207
Skill variety cs
the number of different activities performed in a job
208
Project teams cs
a team created to complete specific, one-time projects or tasks within a limited time
209
Openness to experience cs
the degree to which someone is curious, broad-minded, and open to new ideas, things, and experiences; is spontaneous; and has a high tolerance for ambiguity
210
design iteration cs
a cycle of repetition in which a company tests a prototype of a new product or service, improves on that design, and then builds and tests the improved prototype
211
technological discontinuity cs
the phase of an innovation stream in which a scientific advance or unique combination of existing technologies creates a significant breakthrough in performance or function
212
norms
informally agreed-on standards that regulate team behavior
213
team diversity
the variances or differences in ability, experience, personality, or any other factor on a team
214
reengineering
fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical measures of performance, such as cost, quality, service, and speed
215
Empowering workers
| cs
permanently passing decision-making authority and responsibility from managers to workers by giving them the information and resources they need to make and carry out good decisions
216
commission cs
a compensation system in which employees earn a percentage of each sale they make
217
Flow cs
a psychological state of effortlessness, in which you become completely absorbed in what you’re doing, and time seems to pass quickly
218
diversity pairing cs
a mentoring program in which people of different cultural backgrounds, sexes, or races/ethnicities are paired together to get to know each other and change stereotypical beliefs and attitudes
219
Compensation cs
the financial and nonfinancial rewards that organizations give employees in exchange for their work
220
trade barriers cs
government-imposed regulations that increase the cost and restrict the number of imported goods
221
Wrongful discharge cs
a legal doctrine that requires employers to have a job-related reason to terminate employees
222
sequential interdependence cs
work completed in succession, with one group’s or job’s outputs becoming the inputs for the next group or job
