Exam 2 (Chapters 6-10) Flashcards
The degree to which the overall task of the organization is broken down and divided into smaller component parts
Job Specialization
An alternative to job specialization that involves systematically moving employees from one job to another
Job rotation
An alternative to job specialization that increases the total number of tasks that workers perform
Job enlargement
An alternative to job specialization that attempts to increase both the number of tasks a worker does and the control the worker has over the job
Job enrichment
An alternative to job specialization that suggests that jobs should be diagnosed and improved along five core dimensions, taking into account both the work system and employee preferences
Job characteristics approach
An alternative to job specialization that allows an entire group to design the work system it will use to perform an interrelated set of tasks
Work team
The process of grouping jobs according to some logical arrangement
Departmentalization
Grouping jobs involving the same or similar activities
Functional departmentalization
Grouping activities around products or product groups
Product departmentalization
Grouping activities to respond to and interact with specific customers or customer groups
Customer departmentalization
Grouping jobs on the basis of defines geographic sites or areas
Location Departmentalization
A clear and distinct line of authority among the positions in an organization
Chain of Command
The number of people who report to a particular manager
Span of management
Power that has been legitimized by the organization
Authority
The process by which a manager assigns a portion of his or her total workload to others
Delegation
The process of systematically delegating power and authority throughout the organization to middle and lower-level managers
Decentralization
The process of systematically retaining power and authority in the hands of higher-level managers
Centralization
The process of linking the activities of the various departments of the organization
Coordination
When units operate with little interaction; their output is pooled at the organizational level
Pooled Independence
When the output of one unit becomes the input for another in a sequential fashion
Sequential interdependence
When activities flow both ways between units
Reciprocal interdependence
A model of organization design based on a legitimate and formal system of authority
Bureaucracy
Based on the assumption that the optimal design for any given organization depends on a set of relevant situational facts
Situational view of organization design
Conversion process used to transform inputs into outputs
Technology