MGT 200: Principles of Management Exam 3 Study Guide

Flashcards covering key concepts from Chapters 11-15 of the MGT 200: Principles of Management exam study guide.

Communication

The process by which information is exchanged between individuals through a common system of symbols, signs, or behavior.

Sender

The individual who originates the message with a thought.

Encoding

The process of translating an idea into words.

Medium

The method of communication, which can be spoken words, written words, or signs.

Decoding

The process of assigning meaning to the words received.

Receiver

The individual who receives the encoded message.

Feedback

Responses from the receiver that are encoded to decode the original message.

Noise

Anything that interferes with or distorts the message being communicated.

Filtering

The distortion or withholding of information to manage a person’s reactions.

Jargon

A quicker way to send effective communication that is shorter yet understandable.

Emotional disconnects

When the sender or receiver is upset, affecting communication.

Information overload

Too much information for one individual to absorb.

Visual communication

The use of visual elements to communicate information.

Verbal communication

The use of language to transfer information through speaking or sign language.

Written communication

The act of writing, typing or printing symbols to convey information.

Nonverbal communication

The use of body language, gestures, and facial expressions to convey information.

Group

A collection of individuals who interact with each other to achieve common goals.

Formal group

A group associated with one another in ways prescribed by the formal organization.

Informal group

A group associated with one another in ways not prescribed by the formal organization.

Tuckman's five-stage model

A framework for understanding group development: Forming, Storming, Norming, Performing, Adjourning.

Team

A group of two or more people who work interdependently to achieve common goals.

Work team

A relatively permanent team designed to produce goods and services.

Management team

A relatively permanent team responsible for coordinating activities of organizational subunits.

Project team

A team formed for a one-time task that is generally complex.

Action team

A team performing limited-duration, complex tasks in visible or challenging contexts.

Process gain

Achieving more from the team than expected based on individual capabilities.

Process loss

Achieving less from the team than expected based on individual capabilities.

Task independence

The degree to which team members rely on each other for resources needed to accomplish work.

Pooled interdependence

A scenario where team members complete their work independently before combining outputs.

Sequential interdependence

A situation where tasks must be done in a prescribed order, involving interactions among adjacent members.

Reciprocal interdependence

Requires specialized members to interact with subsets of other members to complete work.

Functional conflict

Conflict that supports team goals and improves performance.

Dysfunctional conflict

Conflict that hinders team performance.

Motivation

The intention of achieving a goal, leading to goal-directed behavior.

Extrinsic motivation

Motivation driven by external rewards such as money or approval from others.

Intrinsic motivation

Motivation driven by the inherent enjoyment of an activity.

Maslow's hierarchy of needs

A five-tier model of human needs, ranging from physiological needs to self-actualization.

ERG Theory

A theory of human needs consisting of Existence, Relatedness, and Growth.

Equity Theory

A theory that suggests motivation is influenced by the perceived fairness of one’s ratio of outcomes to inputs.

Expectancy theory

The idea that individual motivation is determined by a rational calculation regarding effort and rewards.

Job rotation

The practice of moving employees between jobs at regular intervals.

Job enlargement

The expansion of tasks performed by employees to introduce variety.

Job characteristics model

A framework defining five job dimensions to enhance employee motivation and satisfaction.

Job analysis

The process of gathering and analyzing information about a job's tasks and requirements.

Job description

A statement outlining the tasks, duties, and responsibilities of a job.

Job specification

A statement detailing the knowledge, skills, abilities, and other attributes required for a job.

Recruiting

The process of attracting qualified talent to an organization.

Internal recruiting

Looking for qualified employees within the organization.

External recruiting

Searching for prospective employees outside the organization.