mgt 9,11,12

organizational structure

the vertical and horizontal configuration of departments, authority, and jobs within a company

organizational process

the collection of activities that transform inputs into outputs that customers value

Departmentalization

subdividing work and workers into separate organizational units responsible for completing particular tasks

Functional departmenatlization

organizing work and workers into separate units responsible for particular business functions or areas of expertise

Product Departmentalization

organizing work and workers into separate units responsible for producing particular products or services

Customer Departmentalization

organizing work and workers into separate units responsible for particular kinds of customers

Geographic Departmentalization

organizing work and workers into separate units responsible for doing business in particular geographic areas

Matrix Departmentalization

a hybrid organizational structure in which two or more forms of departmentalization, most often product and functional, are used together

simple matrix

a form of matrix departmentalization in which managers in different parts of the matrix negotiate conflicts and resources

complex matrix

a form of matrix departmentalization in which managers in different parts of the matrix report to matrix managers, who help them sort out conflicts and problems

authority

the right to give commands, take action, and make decisions to achieve organizational objectives

chain of command

the vertical line of authority that clarifies who reports to whom throughout the organization

unity of command

a management principle that workers should report to just one boss

line authority

the right to command immediate subordinates in the chain of command

staff authority

the right to advise, but not command, others who are not subordinates in the chain of command

line function

an activity that contributes directly to creating or selling the company's products

staff function

an activity that does not contribute directly to creating or selling the company's products but instead supports line activities

delegation of authority

the assignment of direct authority and responsibility to a subordinate to complete tasks for which the manager is normally responsible

centralization of authority

the location of most authority at the upper levels of the organization

Decentralization

the location of a significant amount of authority in the lower levels of the organization

standardization

solving problems by consistently applying the same rules, procedures, and processes

Job Design

the number, kind, and variety of tasks that individual workers perform in doing their jobs

Job Specialization

a job composed of a small part of a larger task or process

job rotation

periodically moving workers from one specialized job to another to give them more variety and the opportunity to use different skills

job enlargement

increasing the number of different tasks in a given job by changing the division of labor

job enrichment

increasing the number of tasks in a particular job and giving workers the authority and control to make meaningful decisions about their work

Job Characteristics Model

an approach to job redesign that seeks to formulate jobs in ways that motivate workers and lead to positive work outcomes

internal motivation

motivation that comes from the job itself rather than from outside rewards

skill variety

the number of different activities performed in a job

task identity

the degree to which a job requires completion of a whole and identifiable piece of work

task significance

the degree to which a job is perceived to have a substantial impact on others inside or outside the organization

autonomy

the degree to which a job gives workers the discretion, freedom, and independence to decide how and when to accomplish the job

Feedback

the amount of information the job provides to workers about their work performance

mechanistic organization

an organization characterized by specialized jobs and responsibilities; precisely defined, unchanging roles; and a rigid chain of command based on centralized authority and vertical communication

organic organization

an organization characterized by broadly defined jobs and responsibilities; loosely defined, frequently changing roles; and decentralized authority and horizontal communication based on task knowledge

intraorganizational process

the collection of activities that take place within an organization to transform inputs into outputs that customers value

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

task interdependence

the extent to which collective action is required to complete an entire piece of work

pooled interdependence

work completed by having each job or department independently contribute to the whole

sequential interdependence

work completed in succession, with one group's or job's outputs becoming the inputs for the next group or job

reciprocal interdependence

work completed by different jobs or groups working together in a back-and-forth manner

empowering workers

permanently passing decision-making authority and responsibility from managers to workers by giving them the information and resources they need to make and carry out good decisions

Empowerment

feelings 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

interorganizational process

a collection of activities that take place among companies to transform inputs into outputs that customers value

modular organization

an organization that outsources noncore business activities to outside companies, suppliers, specialists, or consultants

Virtual organizational

an organization that is part of a network in which many companies share skills, costs, capabilities, markets, and customers to collectively solve customer problems or provide specific products or services

Human resouce management

the process of finding, developing, and keeping the right people to form a qualified workforce

Bona Fide Occupational Qualification (BFOQ)

an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, 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

Disparte Treatment

intentional discrimination that occurs when peopler purposely not given the same hiring, promotion, or membership opportunities because of their race, color, sex, age, ethic group, national origin, or religious beliefs

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 (or any other employment decision) at substantially lower rates than others

Four-Fifths Rule

Rule of thumb that finds evidence of discrimination if an organization's hiring rate for a minority group is less than four-fifths the hiring rate for the majority group.

sexual harassment

a form of discrimination in which unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature occurs while performing one's job

quid pro quo sexual harassment

a form of sexual harassment in which employment outcomes, such as hiring, promotion, or simply keeping one's job, depend on whether an individual submits to sexual harassment

hostile work environment

a form of sexual harassment in which unwelcome and demeaning sexually related behavior creates an intimidating and offensive work environment

Recruiting

the process of developing a pool of qualified job applicants

job analysis

a purposeful, systematic process for collecting information on the important work-related aspects of a job

job description

a written description of the basic tasks, duties, and responsibilities required of an employee holding a particular job

job specification

a written summary of the qualifications needed to successfully perform a particular job

internal recruiting

the process of developing a pool of qualified job applicants from people who already work in the company

External recruiting

the process of developing a pool of qualified job applicants from outside the company

Selection

the process of gathering information about job applicants to decide who should be offered a job

Validation

the process of determining how well a selection test or procedure predicts future job performance; the better or more accurate the prediction of future job performance, the more valid a test is said to be

human resource information system

a computerized system for gathering, analyzing, storing, and disseminating information related to the HRM process

employment references

sources such as previous employers or coworkers who can provide job-related information about job candidates

background checks

procedures used to verify the truthfulness and accuracy of information that applicants provide about themselves and to uncover negative, job-related background information not provided by applicants

Specific ability tests (aptitude tests)

tests that measure the extent to which an applicant possesses the particular kind of ability needed to do a job well

Cognitive Ability Tests

tests designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability

Biographical Data

extensive surveys that ask applicants questions about their personal backgrounds and life experiences

personality tests

an assessment that measures the extent to which an applicant possesses different kinds of job-related personality dimensions

work sample tests

tests that require applicants to perform tasks that are actually done on the job

assessment centers

a series of managerial simulations, graded by trained observers, that are used to determine applicants' capability for managerial work

interview

a selection tool in which company representatives ask job applicants job-related questions to determine whether they are qualified for the job

unstructured interview

interviews in which interviewers are free to ask the applicants anything they want

structured interviews

interviews in which all applicants are asked the same set of standardized questions, usually including situational, behavioral, background, and job-knowledge questions

training

developing the skills, experience, and knowledge employees need to perform their jobs or improve their performance

needs assessment

the process of identifying and prioritizing the learning needs of employees

performance appraisal

the process of assessing how well employees are doing their jobs

objective performance measures

measures of job performance that are easily and directly counted or quantified

subjective performance measures

measures of job performance that require someone to judge or assess a worker's performance

behavior observation scales

rating scales that indicate the frequency with which workers perform specific behaviors that are representative of the job dimensions critical to successful job performance

Rater training

training performance appraisal raters in how to avoid rating errors and increase rating accuracy

360-degree feedback

a performance appraisal process in which feedback is obtained from the boss, subordinates, peers and coworkers, and the employees themselves

compensation

the financial and nonfinancial rewards that organizations give employees in exchange for their work

employee separation

the voluntary or involuntary loss of an employee

piecework

a compensation system in which employees are paid a set rate for each item they produce

commission

a compensation system in which employees earn a percentage of each sale they make

profit sharing

a compensation system in which a company pays a percentage of its profits to employees in addition to their regular compensation

Employee Stock Ownership Plan (ESOP)

a compensation system that awards employees shares of company stock in addition to their regular compensation

stock options

a compensation system that gives employees the right to purchase shares of stock at a set price, even if the value of the stock increases above that price

job evaluation

a process that determines the worth of each job in a company by evaluating the market value of the knowledge, skills, and requirements needed to perform it

wrongful discharge

a legal doctrine that requires employers to have a job-related reason to terminate employees

downsizing

the planned elimination of jobs in a company

outplacement services

employment-counseling services offered to employees who are losing their jobs because of downsizing

Early retirment incentive programs

programs that offer financial benefits to employees to encourage them to retire early

phased retirement

employees transition to retirement by working reduced hours over a period of time before completely retiring

employee turnover

loss of employees who voluntarily choose to leave the company

functional turnover

loss of poor-performing employees who voluntarily choose to leave a company

dysfunctional turnover

loss of high-performing employees who voluntarily choose to leave a company

diversity

a variety of demographic, cultural, and personal differences among an organization's employees and customers

Affirmative Action

purposeful steps taken by an organization to create employment opportunities for minorities and women