Final Exam Flashcards
A shared set of beliefs, values, knowledge, and patterns of behavior common to a group of people.
Culture
A formal system of task and reporting relationships that coordinates and motivates an organization’s members so that they can work together to achieve the organizations goals.
Organizational Structure
Important decisions are made by higher level managers
Centralization of Authority
Important decisions are made by middle level and supervisory level managers
Decentralization of Authority
The number of people directly reporting to a specific manager.
Span of Control
Where everyone understands the reason why the organization exists.
Common Purpose
Coordinating individual efforts into a group or organization wide effort
A coordinated effort
Tasks are completed by different individuals who have a specific work specialization
What is Division of Labor?
A chain of command
Hierarchy Authority
He said “The set of shared, taken for granted implicit assumptions that a group holds and that determines how it perceives, thinks about, and reacts to its various environments.”
Edgar Schien
A system that has a stronger impact
High Performance Work Systems
_____% of HR states that they struggle to find qualified applicants
83%
How many years will technology / AI replace the labor force?
2-5 years
Economic or productive potential of an employee’s knowledge, experience, and actions.
Human Capital
Reciprocity, knowledge, and capabilities embedded in informal & close personal relationships
Social Capital
Assesses employee’s performance & provides employees with feedback.
Performance Review
Decisions made about people based on irrelevant characteristics such as skin color gender, religion, or age.
Workplace Discrimination
Staffing, Performance Management, Learning & Development, Compensation
Human Resource Practices
50% of workplace bullying victims have have developed anxiey, depression, and other mental health issues
Mental Health Effects of Bullying
Organizations of employees formed to protect and advance their members’ interests by bargaining with management over job-related issues.
Labor Unions
Planned and thought-out changes that anticipates future problems.
Proactive Change
Making changes in response to a problem, May cause pushback.
Reactive Change
Change that is less threatening, easy to implement, and is predictable.
Adaptive Change
Pre-existing customer groups being split and condensed into specialized groups.
Niche Market Demassification
Psychological processes that arouse and direct goal directed behavior
Motivation
Unfreezing, changing, and refreezing.
Lewins Change Model
An organization’s pain points
Diagnosis - Organizational Development
Changes in the way a product or service is conceived, manufactured, or distributed.
Process Innovation
Changes in the appearance, function or performance of a product.
Product Innovation
Inputs, Target Elements of Change, and Outputs
System Change Model
What is received for performing tasks.
Extrinsic Rewards
Internal rewards
Intrinsic Rewards
Work-life balance, personal growth, positive work environment, and meaningful work.
Non-monetary Incentives & Rewards
Theory stating that goals should be specific & linked to action plans
Results of Goal Setting Theory
Develops competence in learning job skills / duties
Learning Goal Orientation
Performance Goal Orientation
Demonstrating the competence an employee has learned
Distributive, Procedural, and Interactional
Justice Theory
A theory stating that objectives should be specific, challenging, achievable. Objectives should direct attention, regulate effort, increase persistence, and foster the practice of strategies.
Goal Setting Theory
Develops competence in skills and duties
Learning Goal Orientation
Monitoring performance, compairing it with goals, and correcting actions as needed to ensure things go smoothly
Controlling
Ability to meet customer needs
Quality
Minimizing errors by managing the stages of production
Quality Control
Urges employees to strive for “zero defects”
Quality Assurance
Logging devices or people using technology.
Employee tracking and Monitoring
W. Edwards Deming
Developed Deming Management
Companies should do what in Deming Management
Companies should improve systems instead of blaming workers.
Improved quality leads to what (Deming Management)
Increased market share, company prospects, and employment.
Quality can be improved using
Hard data, and PDCA
