MGMT EX 2 Flashcards
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 newer, substantially better technology.
Dominant Design
A new technological design or process that becomes the accepted market standard.
Technological Lockout
The inability of a company to competitively sell its products because it relied on old technology or a non-dominant design.
Coercion
The use of formal power and authority to force others to change.
Organizational Innovation
The successful implementation of creative ideas in organizations.
Adverse Impact
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 at substantially lower rates.
Diversity
A variety of demographic, cultural, and personal differences among an organization’s employees and customers.
Deep-Level Diversity
Differences such as personality and attitudes that are communicated through verbal and nonverbal behaviors and arfe learned only through extended interaction with others.
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.
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.
Organizational Development
A philosophy and collection of planned change interventions designed to improve an organization’s long-term health and performance.
Trade Barriers
Government-imposed regulations that increase the cost and restrict the number of imported goods.
Surface-Level Diversity
Differences such as age, sex, race/ethnicity, and physical disabilities that are observable, typically unchangeable, and easy to measure.
Social Integration
The degree to which group members are psychologically attracted to working with each other to accomplish a common objective.
Performance Appraisal
The process of assessing how well employees are doing their jobs.
Performing
The fourth and final stage of team development, in which performance improves because the team has matured into an effective, full functioning team.
Glass Ceiling
The invisible barrier that prevents women and minorities from advancing to the top jobs in organizations.
Multifunctional Teams
Work teams composed of people from different departments.
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.
Forming
The first stage of team development, in which team members meet each other, form initial impressions, and begin to establish team norms.
Emotional Stability
The degree to which someone is not angry, depressed, anxious, emotional, insecure, and excitable.
Unfreezing
Getting the people affected by change to believe that change is needed.
Organizational Plurality
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 individually of each member is respected by not segmenting or polarizing people on the basis their membership in a particular group.
Expatriate
Someone who lives and works outside of his or her native country.
Functional Departmentalization
Organizing work and workers into separate units responsible for particular business functions or areas of expertise.
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.
Storming
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.
Chain of Command
The vertical line of authority that clarifies who reports to whom throughout the organization.
Customer Departmentalization
Organizing work and workers into separate units responsible for particular kinds of customers.
North American Free Trade Agreement (NAFTA)
A regional trade agreement between the US, Canada, and Mexico.
Product Departmentalization
Organizing work and workers into separate units responsible for producing particular products or services.
Tariff
A direct tax on imported goods.
Geographic Departmentalization
Organizing work and workers into separate units responsible for doing business in particular geographic areas.
Affirmative Action
Purposeful steps taken by an organization to create employment opportunities for minorities and women.
Quid Pro Quo
A form of sexual harassment in which employment outcome, such as hiring, promotion, or simply keeping one’s job, depend on whether an individual submits to sexual harassment.
Job Rotation
Periodically moving workers from one specialized job to another to give them more variety and the opportunity to use different skills.
Matrix Departmentalization
A hybrid organizational structure in which two or more forms of departmentalization, most often product and functional, are used together.
Job Enrichment
Increasing the number of tasks in particular job and giving workers the authority and control to make meaningful decisions about their work.
Hostile Work Environment
A form of sexual harassment in which unwelcome and demeaning sexually related behavior creates an intimidating and offensive work environment.
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.
Human Resource Management
The process of finding, developing, and keeping the right people to form a qualified work force.
Empowerment
Feeling 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.
Unstructured Interviews
Interviews in which interviewers are free to ask the applicants anything they want.
Social Loafing
Behavior in which team members withhold their efforts and fail to perform their share of the work.
Bona Fide Occupational Qualification (BFOQ)
An exception in employment law that permits sex, age, religion, and the like to be used when making employment decision, 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.
Structured Interviews
Interviews in which all applicants are asked the same set of standardized questions, usually including situational, behavioral, background, and job-knowledge questions.
Creativity
the capacity to use information and/or abilities in a new and original way
There is nothing wrong with change, if it is in the right direction
Winston Churchill
Hold fast to dreams, for if dreams die, life is a broken-winged bird that cannot fly
Langston Hughes
Individual commitment to a group effort – that is what makes a team work, a company work, a society work, a civilization work.
Vince Lombardi
Blessed is the man who does not walk in the counsel of the wicked or stand in the way of sinners or sit in the seat of mockers. But his delight is in the law of the LORD, and on his law he mediates day and night.
Psalms 1:1-2
Diversity is not about how we differ. Diversity is about embracing one another’s uniqueness.
Ola Joseph
The real act of discovery consists not in finding new lands, but in seeing with new eyes.
Marcel Proust
(Reactive)
You can choose to be proactive or reactive. If you choose neither, you have chosen reactive.
(Decisions)
You are where you are today based on the decisions that you made yesterday. You are where you’re going tomorrow based on the decisions you make today.
(System)
A system is perfectly designed to get the results that it gets.
(Cost)
There is always cost associated with change, and always a cost associated with not change.
(Commitment)
It is always better to under-commit and over-deliver than to over-commit and under-deliver.
(Digression)
Anything left to itself will digress to the next lowest level.
(Personal)
Whatever is most personal is most universal.
(Transition)
You don’t transition organizations; you transition individuals.
(Relationships)
Relationships are more important than issues.
(See things)
You don’t see things as they are. You see things as you are.
(Excite)
Whatever you get excited about gets excited about you.
(Res Ipsa Ioquitur)
The thing speaks for itself.
(Window of Opportunity)
The window of opportunity opens up when you know the right thing to do and the right way to do it.
(Vision)
Your vision tells you where you are going. Your values tell you how to get there.
(Finance)
Financial Independence is when your passive income equals or exceeds your expenses.
(Communication)
Communication is not what you say - it’s what they hear.
(Why)
You should always ask “why” five times to get to the root cause of the problem.
(Trust)
Trust = truth / time
(Cost #2)
Cost is more than procurement.
(Communication #2)
A lack of communication creates fear in the work place.
Managers vs Leaders
Ask How / Wonder Why Take Charge / Let Go Think in terms of Science / Like to be skilled in Art Live in the present / look to the future want good / demand better reactive / proactive consider dangers / sense opportunites correct strategic weaknesses / build on strategic strengths focus on authority / apply influence instruct people / inspire people
External Locus of Control
Individual believes that his/her behavior is guided by fate, luck or other external circumstances
Internal Locus of Control
Individual believes that his/her behavior is guided by his/her personal decisions and efforts
Theory X vs Theory Y Manager
Theory X is a micromanager and the key difference is TRUST
Closed System
The organization comes first
Synchronous System
The Values come first
The Random System
The Individual comes first
The Open System
The Process comes first
Topics to avoid during Interview
Children Age Disabilities Physical Characteristics Name Citizenship Lawsuits Arrest Records Smoking AIDs / HIV
