• Shuffle
    Toggle On
    Toggle Off
  • Alphabetize
    Toggle On
    Toggle Off
  • Front First
    Toggle On
    Toggle Off
  • Both Sides
    Toggle On
    Toggle Off
  • Read
    Toggle On
    Toggle Off
Reading...
Front

Card Range To Study

through

image

Play button

image

Play button

image

Progress

1/23

Click to flip

Use LEFT and RIGHT arrow keys to navigate between flashcards;

Use UP and DOWN arrow keys to flip the card;

H to show hint;

A reads text to speech;

23 Cards in this Set

  • Front
  • Back

Communication

- Shannon-Weaver model


- Media Richness

Working in Teams

- Bruce Tuckman's 5 Stages of Group Development


- What are teams and groups

Leadership

- Blake and Mouton's Leadership Grid


- Hersey and Blanchard's Situational Leadership

Motivation

- Maslow's Hierarchy of Needs and Aldefer's ERG theory


- Herzberg's Two Factor theory

HRM

- Attracting, Developing and Maintaining


- Strategic Human Resource Planning (5 steps)



Strategic Management

- SWOT


- PESTE


- Porters 5 Forces

Ethics and Social Responsibility

- Strategies of Corporate Social Responsibility


- Utilitarian, Justice, Individualism, and Moral Rights views


Organisational Change Management

- Hamels Wheel of Innovation


- Managing Planned Change Kurt Lewin

Shannon-Weaver Model

Communication - An information source being encoded through a channel (cable if it was a phone) which would then be decoded to its destination. Then the noise barriers come into the situation and whether feedback can be given to the encoder or not

Media Richness

Communication - 5 stages of media richness; 5 being formal reports, 4 being letters, 3 being emails, 2 being a phone, and 1 being face to face talk. 5 being the weakest means that a face to face talk gives instant feedback. Depending on the situation each stage can or cannot be effective

Bruce Tuckman's 5 Stages of Group Development

Working in Teams - Forming (Team meets and agrees on goals), Storming (Brainstorming stage, begin to work as a team), Norming (Share a common goal or norms), Performing (The team works as one without any help), and Adjourning (Breaking up of the team).

What are Teams and Groups?

A group is a collection of individuals who coordinate their individual efforts. Whereas a team is a group of people who share a common goal.

Blake and Mouton's Leadership Grid

Leadership - Concern for production VS concern for people. Analysis on managers. A country club manager is more concern for people whereas an authority obedience manager is more concern for production, and a team manager is high in both. Finally, an impoverished manager is low in both concerns

Hersey and Blanchard's Situational Leadership

Leadership - Relationship behaviour and Task behaviour. 4 behaviour types; Participating (Sharing ideas, High relationship and low task), Selling (Explain decisions, High in both task and relationship), Telling (Give instructions, High task but low relationship) Delegating (Turn-over decisions, Low in both task and relationship). It depends on the stage that the manager is at when deciding on its behaviour.

Maslow's Hierarchy of Needs and Aldefer's ERG theory

Motivation - Links to Alderfer's ERG theory. Existence cover the physiological and safety needs, Relatedness covers the social and self-esteem needs and finally, Growth covers self-esteem and self-actualisation.

Herzberg's Two Factor Theory

Motivation - Two separate areas of job dissatisfaction and job satisfaction. When someone is dissatisfied then improving their working conditions or co-worker relations or their salary will, therefore, cause them to not have job dissatisfaction, however, it still doesn't mean that they have job satisfaction. So by giving the employee appraisal or recognition for the work they have done will, therefore, give them job satisfaction.

Attract, Develop, and Maintain

HRM - Attract (Advertisement, interviews, great reputation for the job), Develop (Training, performance appraisal), Maintain (Promotions, career planning, give them a say in the business).

Strategic Human Resource Planning (5 steps)

HRM - 1. Review the organisations mission. 2. Review the human resource objectives. 3. Assess current human resources 4. Forecast human resource needs and 5. Make comparison of 3 and 4 and develop and implement human resource plans

Porters 5 Forces

Strategic Management - Threat of new entrance, Threat of substitutes, Power of customers and Power of suppliers. Depending on each factor the higher each of them is, the bigger the main factor competitive rivalry is.

Strategies of Corporate Social Responsibility

Ethics and Social Responsibility - Proactive Strategy (Take Leadership in social initiatives), Accommodative strategy (Do minimum ethically required), Defensive strategy (Do minimum legally required), Obstructionist strategy (Fight social demands)

Four views of Ethical Behaviour

Ethics and Social Responsibility - Utilitarian (Makes a decision that benefits most people), Justice (Makes a decision to show fairness and equality), Individualism (Makes a decision to promote long-term self-interests), and Moral Rights (Makes a decision to maintain the core rights of all human beings).

Hamels Wheel of Innovation

Organisational Change Management - Imagining (Thinking about new possibilities), Designing (Building initial models), Experimenting (Putting into action), Assessing (Assessing the experiment), and Scaling (Implementing what has been learnt).

Managing Planned Change Kurt Lewin

Organisational Change Management - Unfreezing, Changing, Refreezing.