MGMT EX 3 Flashcards
control
a regulatory process of establishing standards to achieve organizational goals, comparing actual performance against the standards, and taking corrective action when necassary
standards
a basis of comparison for measuring the extent to which various kinds of organizational performance are satisfactory or unsatisfactory
communication
the process of transmitting info from one person or place to another
needs
the physical or psycholgical requirements that must be met to ensure survival and well being
inputs
in equity theory, the contributions employees make to the organization
outcomes
in equity theory, the rewards employees receive for their contributions to the organization
reinforcement
the process of changing behavior by changing the consequences that follow behavior
leadership
the process of influencing others to achieve group or organizational goals
leadership style
the way a leader generally behaves toward followers
perception
the process by which individuals attend to, organize, interpret, and retain info from their environments
perceptual filters
the personality-,psychology-,or experience-based differences that influence people to ignore or pay attention to particular stimuli
defensive bias
the tendency for people to perceive themselves as personally and situationally similar to someone who is having difficulty or trouble
paralanguage
the pitch, rate, tone, volume, and speaking pattern (i.e., use of silences, pauses, or hesitations) of one’s voice
concurrent control
a mechanism for gathering info about performance deficiencies as they occur, thereby eliminating or shortening the delay between performance and feedback
strategic leadership
the ability to anticipate, envision, maintain flexibility, think strategically, and work with others to initiate changes that will create a positive future for an organization
extrinsic reward
a reward that is tangible, visible to others, and given to employees contingent on the performance of specific tasks or behaviors
distributive justice
the perceived degree to which outcomes and rewards are fairly distributed or allocated
procedural justice
the perceived fairness of the process used to make reward allocation decisions
reinforcement theory
the theory that behavior is a function of its consequences, that behaviors followed by positive consequences will occur more frequently, and that behaviors followed by negative consequences, or not followed by positive consequences, will occur less frequently
trait theory
a leadership theory that holds that effective leaders posses a similar set of traits or characteristics
contingency theory
a leadership theory that states that in order to maximize work group performance, leaders must be matched to the situation that best fits their leadership style
charismatic leadership
the behavioral tendencies and personal characteristics of leaders that create an exceptionally strong relationship between them and their followers
transformation leadership
leadership that generates awareness and acceptance of a group’s purpose and mission and gets employees to see beyond their own needs and self-interests for the good of the group
suboptimization
performance improvement in one part of an organization but only at the expense of decreased performance in another part
constructive feedback
feedback intended to be helpful, corrective, and/or encouraging
destructive feedback
feedback that disapproves without any intention of being helpful and almost always causes a negative or defensive reaction in the recipient
intrinsic reward
a natural reward associated with performing a task or activity for its own sake
equity theory
a theory that states that people will be motivated when they perceive that they are being treated fairly
productivity
a measure of performance that indicates how many inputs it takes to produce or create an output
economic value added (EVA)
the amount by which company profits (revenues, minus expenses, minus taxes) exceed the cost of capital in a given year
multifactor productivity
an overall measure of performance that indicates how much labor, capital, materials, and energy it takes to produce an output
processing cost
the cost of turning raw data into usable info
normative decision theory
a theory that suggests how leaders can determine an appropriate amount of employee participation when making decisions
selective perception
the tendency to notice and accept objects and info consistent with our values, beliefs, and expectations, while ignoring or screening out inconsistent info
noise
anything that interferes with the transmission of the intended message
empathetic listening
understanding the speaker’s perspective and personal frame of reference and giving feedback that conveys that understanding to the speaker
income statements
accounting statements, also called “profit and loss statements,” that show what has happened to an organization’s income, expenses, and net profit over a period of time
value
customer perception that the product quality is excellent for the price offered
knowledge
the understanding that one gains from info
motivation
the set of forces that initiates, directs, and makes people persist in their efforts to accomplish a goal
referents
in equity theory, others with whom people compare themselves to determine if they have been treated fairly
information
useful data that can influence people’s choices and behavior
expectancy theory
the theory that people will be motivated to the extent to which they believe that their efforts will lead to good performance, that good performance will be rewarded, and that they will be offered attractive rewards
goal-setting theory
the theory that people will be motivated to the extent to which they accept specific, challenging goals and receive feedback that indicates their progress toward goal achievement
initiating structure
the degree to which a leader structures the roles of followers by setting goals, giving directions, setting deadlines, and assigning tasks
participative leadership
a leadership style in which the leader consults employees for their suggestions and input before making decisions
unethical charismatics
charismatic leaders who control and manipulate followers, do what is best for themselves instead of their organizations, want to hear only positive feedback, share only information that is beneficial to themselves, and have moral standards that put their interests before everyone else’s
Moore’s Law
the prediction that about every two years, computer processing power would double and its cost would drop by 50 percent
Grapevine
the transmission of messages from employee to employee outside of formal communication channels
data mining
the process of discovering unknown patterns and relationships in large amounts of data
James 4:17
If you know the right thing to do and don’t do it, then that for you is evil.
Winston Churchill
There is nothing wrong with change, if it is in the right direction
Langston Hughes
Hold fast to dreams, for if dreams die, life is a broken-winged bird that cannot fly
Vince Lombardi
Individual commitment to a group effort – that is what makes a team work, a company work, a society work, a civilization work.
Psalms 1:1-2
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.
Ola Joseph
Diversity is not about how we differ. Diversity is about embracing one another’s uniqueness.
Marcel Proust
The real act of discovery consists not in finding new lands, but in seeing with new eyes.
Thomas Jefferson
If you want something you’ve never had, you must be willing to do something you’ve never done.
You can choose to be proactive or reactive. If you choose neither, you have chosen reactive.
(Reactive)
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.
(Decisions)
(System)A system is perfectly designed to get the results that it gets.
(System)
There is always cost associated with change, and always a cost associated with not change.
(Cost)
It is always better to under-commit and over-deliver than to over-commit and under-deliver.
(Commitment)
Anything left to itself will digress to the next lowest level.
(Digression)
Whatever is most personal is most universal.
(Personal)
You don’t transition organizations; you transition individuals.
(Transition)
Relationships are more important than issues.
(Relationships)
You don’t see things as they are. You see things as you are.
(See things)
Whatever you get excited about gets excited about you.
(Excite)
Financial Independence is when your passive income equals or exceeds your expenses.
(Finance)
Louis L’Amour
I know that no university exists that can give you an education. One’s education is left up to one’s self.
Benjamin Franklin
All mankind is divided into three classes. Immovable, moveable, those that move
Thomas Edison
I’m not discouraged because every wrong attempt is another step forward
Henri Fayol
The success of the enterprise depends more on the administrative ability of its leaders than on their technical skills
Jack Welch
Managers who don’t share the values, but deliver the numbers have the power to destroy the culture
Steven Grellet
Any good that I can do or any kindness I can show let me do it now.
Henry Cloud
We change our behavior when the pain of staying the same becomes greater than the pain of changing
Albert Einstein
No problem can be solved from the same consciousness that created it. We must learn to see the world anew
