Exam 2 Vocab Flashcards
Affirmative action
Purposeful steps taken by an organization to create employment opportunities for minorities and women
diversity pairing
A mentoring program in which people of different cultural backgrounds sexes race are paired together to get to know each other and change stereo typical believes and attitudes
Surface level diversity
Difference such as age sex race and physical disabilities that are observable typically unchangeable and easy to measure
Glass ceiling
The invisible barrier that prevents women and minorities from advancing to the top jobs in organizations
Big five personality dimensions
Extroversion,emotional stability, agreeableness, conscientiousness, and openness to experience
Diversity training program
Awareness training and skill-based diversity training
Technological substitution
The purchase of new technologies to replace older ones
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
Innovation streams
Pattern of innovation overtime that can create sustainable competitive advantage
Creative work environments
Workplace cultures in which workers perceive that new ideas are welcome and valued and encouraged
Experimental approaches to innovation
Assumes a highly uncertain environment and uses intuition, flexible options, and hand on experience to reduce uncertainty and accelerated learning and understanding
Compression approach to innovation
Assumes that incremental innovation can be planned using a series of steps and that compressing those steps can speed innovation
Sources of resistance to change
Self-interest, misunderstanding and distrust, low tolerance for change
Methods for managing resistance to change
Unfreezing, change intervention, and refreezing.
Refreezing
Supporting and reinforcing new changes so that they stick.
General Electric workout
A three-day meeting in which managers and employees form different levels and parts of an organization quickly generate an act on solutions to specific business problems
Global business
The buying and selling of goods and services by people from different countries
Protectionism
A governments use of trade barriers to shield domestic companies and their workers from foreign competition
Hofstedes cultural differences
Power distance, individualism, masculinity, uncertainty avoidance, long-term orientation.
Political uncertainty
The risk of major changes and political regimes that can result from war, revolution, death of political leaders, social unrest, or other influential event
Wholly owned affiliate
Foreign offices, facilities, and manufacturing plants that are 100% owned by the parent company.
Purchasing power
The relative cost of a standard set of good and services in different countries.
Expatriate
Someone who lives and works outside his or her native country
Organizational process
The collection of activities that transform inputs into outputs that customers value
Customer departmentalization
Organizing work and workers into separate units responsible for particular kinds of customers
Matrix departmentalization
A hybrid organizational structure in which two or more forms of departmentalization most often product and functional are use together.
Product departmentalization
Organizing work and workers in two separate units responsible for producing particular products and services
Organizational authority
Chain of command, line versus staff authority, delegation of authority, degree of centralization.
Line functions
An activity that contributes directly to creating or selling the company’s products.
Staff functions
And activity that does not contribute directly to creating or selling the company’s products but instead supports the line activity
Standardization
Solving problems by consistently applying the same rules, procedures, and processes.
Job specialization
A job composed of a small part of a large task or process
Job design
The number, kind, and variety of tasks that individual workers perform in doing their job
Job enlargement
Increasing the number of different task that a worker performs with one particular job
Job characteristics model
And approach to job redesign that seeks to formulate jobs in ways that motivate workers and lead to positive work outcomes
Reengineering
Fundamental rethinking and radical design of business processes to achieve dramatic improvements in critical measures of performance, such as cost, quality, service, and speed
Modular organizations
An organization that outsources non-core business activities to outside companies, suppliers, specialist, or consultants.
Team advantages
Improve customer satisfaction, product and service Quality, speed and efficiency in product involvement, employment job satisfaction, and decision-making.
Traditional workgroups
Hey group composed of two or more people who work together to achieve a shared goal
Cross functional teams
A team composed of employees from different functional areas of the organization
Project teams
A team created to complete specific, one time projects or tasks within a limited time
Norms
Informally agreed or standards that regulate team behavior
Cohesiveness
The extent to which team members are attracted to a team and motivated to remain in it
bureaucratic immunity
The ability to make changes without first getting approval from managers or other parts of an organization
gain sharing
A compensation system in which company share the financial value of performance gains, such as increased productivity, cost savings, or quality, with their workers
Sexual harassment
A form of discrimination and which unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature occurs while performing one’s job
Bona fide occupational qualification
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 reasonable necessary to the normal operation of that particular business. Monitored by EEOC
Job analysis
A purposeful, systematic process for collecting information on the important work related aspect of a job
Selection
The process of gathering information about job applicants to decide who should be offered a job
Work sample tests
Tests that require applicants to perform tasks that are actually done on the job
Piecework
A compensation system in which employees are paid a set rate for each item they produce
Dysfunctional turnover
Loss of high performing employees who voluntarily choose to leave the company
