management 2

Organization Design

The system for getting work Done Well by identifying tasks grouping them into jobs creating structure and reinforcing culture.

Job Design

Creating jobs that are efficient effective and meaningful for employees.

Skill Variety

Extent a job requires different skills and abilities.

Task Identity

Extent a job requires completing an entire and identifiable piece of work.

Task Significance

Extent a job has a meaningful impact on others.

Autonomy

Freedom employees have in scheduling and performing tasks.

Feedback

Clear information employees receive about performance.

Organizational Structure

How jobs are grouped reporting relationships are set and authority is delegated.

Functional Structure

Grouping jobs by similar skills such as marketing finance or accounting.

Divisional Structure

Grouping jobs by product customer market or geographic region.

Matrix Structure

Structure where employees report to both a functional manager and a divisional manager.

Agency

Delegation of decision

Centralized Structure

Most decisions made at the top of the organization.

Decentralized Structure

Decision making pushed to lower management levels.

Span of Control

Number of employees directly supervised by a manager.

Levels of Hierarchy

Number of managerial layers between top and bottom of the organization.

Liaison

A role used to coordinate work between groups.

Task Force

Temporary group formed to solve a specific issue or project.

Cross Functional Team

Ongoing group with members from multiple departments working together.

Integrating Roles

Specialized positions created to coordinate across units.

Organizational Culture

Shared values beliefs and norms that influence behavior within an organization.

Human Resource Management

Function ensuring organizations attract develop support and retain talent.

Strategic HRM

Planning current and future talent needs aligned with strategy and culture.

Succession Planning

Identifying and preparing candidates for future key positions.

Recruitment and Selection

Process of identifying pursuing and hiring qualified candidates.

Training

Teaching employees skills needed for current jobs.

Development

Preparing employees for future roles or expanded responsibilities.

Performance Appraisal and Feedback

Evaluation process that assesses employee performance using clear standards.

Compensation and Benefits

Pay rewards and non

Employee Relations

Activities that support communication workplace conditions and employee well

Legal Compliance

Following hiring safety and workplace laws required by government.

Employee Engagement

Employees positive state of mind plus positive productive behavior for the organization.

Discretionary Effort

Going above job expectations to help the organization succeed.

Drivers of Engagement

Leadership trust meaningful work recognition autonomy and support.

Performance Management

Delivering superior results through measurement assessment and improvement.

Business Process Management

System of understanding and managing work as processes converting inputs into outputs.

Effective Process

Process that meets customer requirements and produces desired customer behaviors.

Efficient Process

Effective process that also creates adequate financial return and avoids waste.

SIPOC Map

Simple process map showing suppliers inputs process outputs and customers.

Swimlane Map

Process map showing roles and departments involved in each step.

Lean Value Map

Process map highlighting steps time and waste to improve efficiency.

Lagging Measures

Performance measures that report results after a process is completed.

Leading Measures

Measures that predict performance and allow early correction.

Six Sigma

Improvement method focused on reducing defects and variation.

Lean

Improvement method focused on reducing waste and increasing efficiency.

Leadership

Influence of a leader resulting in follower motivation loyalty and high performance.

Management

Coordinating and supervising work to get the Right Work Done Well.

Trait Theory

Theory focusing on personal traits linked to leadership effectiveness.

Behavior Theory

Leadership theory based on task

Charismatic Leadership

Influence through inspiring persuasive personality.

Servant Leadership

Leadership style where the leader prioritizes supporting and developing employees.

Transformational Leadership

Leadership that inspires change through vision communication and motivation.

Transactional Leadership

Leadership using rewards and punishments for performance.

Strategic Leadership

Leadership focused on long

Empowerment Leadership

Leadership style granting autonomy authority and resources to employees.

Contingency Theory

Leadership effectiveness depends on the situation including relationships task clarity and power.

Leader Member Relations

Measure of trust loyalty and relationship quality between leader and followers.

Task Structure

Clarity of goals tasks and expectations in a job.

Position Power

Formal authority granted by a leader's position.

Emotional Intelligence

Ability to understand manage and use emotions effectively in oneself and others.

Decision Making

Choosing from alternatives to solve a problem or pursue an opportunity.

Satisficing

Selecting a good enough option when optimal decision making isn’t possible.

Manager Communication

Effective exchange of information using appropriate channels and minimizing barriers.

Conflict Management

Approaches managers use to resolve disagreements and reduce workplace tension.

Negotiation

Reaching agreement between parties with differing interests.

Mission

Fundamental purpose and reason a business exists.

Vision

Long

Goals

Objectives that define success for the organization.

Strategy

Plan of action to achieve goals and competitive advantage.

Ethics

Principles defining right and wrong business behavior.

Social Responsibility

Organizations obligation to operate in ways that benefit society and stakeholders.

Right Work

Identifying the correct tasks priorities and strategies for the organization.

Done Well

Work performed effectively efficiently and according to strong management practices.