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Organizational Behavior
Study of how individuals behave in organizations.
Human Relations Movement
Focus on human factors in workplace productivity.
Hawthorne Studies
Research showing management care boosts productivity.
Theory X
Autocratic management style; assumes workers dislike work.
Theory Y
Assumes work is natural; promotes self-direction.
Human Capital
Skills and knowledge individuals bring to an organization.
Social Capital
Value derived from relationships and networks.
Competitive Advantage
Unique resources that provide superior market position.
Value in Human Capital
Contributes to lowering costs and unique offerings.
Rareness in Human Capital
Unique skills that are not widely available.
Imitation of Human Capital
Difficult to replicate individual skills and talents.
Substitutability of Human Capital
Hard to replace unique human contributions.
Individual Human Capital
Personal attributes like skills and motivation.
Shared Visions
Common goals that unite team members.
Trust in Social Capital
Foundation for effective collaboration and engagement.
Team Effectiveness
Ability of a group to achieve goals collaboratively.
Functional Conflict
Disagreements that enhance group performance.
Dysfunctional Conflict
Disagreements that hinder group performance.
Organizational Citizenship
Voluntary behaviors that contribute to organizational effectiveness.
SWOT Analysis
Framework for assessing strengths, weaknesses, opportunities, threats.
Strategy Formulation
Process of defining vision, mission, and goals.
Strategic Plan
Long-term plan outlining organizational strategies and objectives.
Internal Analysis
Assessment of organizational strengths and weaknesses.
External Analysis
Evaluation of opportunities and threats in the environment.
Annual Operating Plan
Outlines short-term strategies for one year.
Human Resource Plan
Details HR capabilities for short and long-term goals.
Galbraith's Star Model
Framework focusing on five organizational elements.
Corporate Social Responsibility
Integrating ethical practices into strategic planning.
Economic Responsibility
Profit-making aligned with international business expectations.
Ethics
Behavioral standards guiding right and wrong actions.
Ethical Dilemmas
Situations requiring a choice between conflicting ethical principles.
Ill Conceived Goals
Poorly defined objectives leading to unethical behavior.
Motivated Blindness
Ignoring unethical actions due to personal interests.
Indirect Blindness
Overlooking unethical behavior by third parties.
Slippery Slopes
Gradual acceptance of unethical behavior over time.
Overvaluing Outcomes
Justifying unethical actions based on positive results.
Ethical Climate
Organizational environment influencing ethical behavior.
Total Rewards
Comprehensive benefits affecting employee work experience.
Intrinsic Motivation
Motivation driven by internal job-related factors.
Extrinsic Motivation
Motivation influenced by external rewards.
Fundamental Equation of Performance
P = A x M x O; Performance formula.
Maslow's Hierarchy of Needs
Theory categorizing human needs from basic to advanced.
Alderfer's ERG Theory
Three needs: Existence, Relatedness, Growth; non-hierarchical.
McClelland's Need Theory
Motivation based on achievement, affiliation, and power needs.
Job Enlargement
Increasing responsibility horizontally within a job.
Job Enrichment
Enhancing job quality through diverse tasks.
Job Rotation
Exposure to various job roles for motivation.
Job Crafting
Employees customize their job roles for satisfaction.
Job Simplification
Making complex jobs easier to enhance motivation.
Job Characteristics Model
Links job traits to psychological states and outcomes.
Equity Theory
Perception of fairness in compensation affects motivation.
Compensation
Monetary rewards reinforcing performance and retention.
Benchmarking
Comparing compensation practices against industry standards.
Pay Levels
Different grades affecting employee compensation structure.
Banding
System allowing growth within pay grades.
Merit Pay
Links performance ratings to annual pay increases.
Merit Increase Grid
Combines performance rating with pay range position.
Incentive Pay
Variable compensation based on employee performance.
Commission
Payment linked to performance targets or sales.
Bonus Structure
Rewards based on organizational performance metrics.
Deferred Compensation
Retirement savings from annual pay portions.
Employee Stock Ownership Plans
Tax-advantaged stock grants to employees.
Stock Options
Right to purchase stock at a set price.
Vesting Period
Time before stock options can be exercised.
Profit Sharing
Payments based on organizational performance metrics.
Skill-based Pay
Increases pay for achieving specific skills.
Exempt Employees
Not entitled to overtime pay under FLSA.
Non-Exempt Employees
Entitled to overtime pay under FLSA.
Piecework Rates
Set pay per unit produced regardless of quantity.
Differential Piecework Rates
Higher pay per piece above target production.
Standard Hour Plan
Full pay for work completed ahead of schedule.
Gainsharing
Productivity gains shared among employees.
Restricted Shares
Actual shares granted after vesting period.
Balanced Score Card
Combines various compensation types for performance.
Organizational Success Elements
Focus on individual, team, and organization performance.
Equal Employment Opportunity
Everyone should have equal access to employment.
Equal Employment Opportunity Commission
Investigates claims of employment discrimination.
Protected Class
Groups protected by anti-discrimination laws.
Bona Fide Occupational Qualification
Legitimate job requirement necessary for position.
Affirmative Action
Policies to promote equal opportunity for minorities.
Executive Order 11246
Mandates affirmative action for government contractors.
Equal Pay Act of 1963
Prohibits gender-based wage discrimination.
Title VII of the Civil Rights Act
Prohibits discrimination based on race, color, religion.
Age Discrimination in Employment Act
Protects individuals 40 years or older from discrimination.
Americans with Disabilities Act
Prohibits disability discrimination; requires reasonable accommodation.
Pregnancy Discrimination Act
Prohibits discrimination based on pregnancy status.
Worker Adjustment and Retraining Notification Act
Requires advance notice for mass layoffs.
Disparate Treatment
Intentional discrimination against an individual.
Disparate Impact
Adverse effect of policies on protected groups.
4/5ths Rule
Employment offers must be within 80% of majority.
Negligent Hiring
Hiring without proper background checks or diligence.
Negligent Retention
Keeping an employee despite known dangerous behavior.
Sexual Harassment
Unwelcome sexual advances affecting employment conditions.
Quid pro Quo
Sexual favors exchanged for job benefits.
Hostile Work Environment
Unwelcome conduct creating an offensive workplace.
Occupational Safety and Health Act
Regulates workplace safety standards.
Occupational Safety and Health Administration
Enforces safety standards through inspections.
National Institute for Occupational Safety and Health
Establishes safety standards and guidelines.
Fraudulent Recruitment
Misrepresentation of job roles to candidates.
Termination at Will
Employment can be ended without cause.
