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;
32 Cards in this Set
- Front
- Back
|
Five Functions of Management |
1. Planning 2. Control 3. Organizing 4. Staff 5. Leading (Created by Fayol) |
|
|
Industrial Revolution |
Communication, Technology, Power |
|
|
FW Taylor |
-Standardized method of work to increase efficiency -recognized soldiering -wage incentives for completing work -scientific management (division of labor AKA job specialization) 4 main components -design jobs -teach & develop -select suitable employees -divide work logically (division of labor) |
|
|
Henry Fayol |
-developed 5 functions of management (PCOSL) -compensation for perfromacne -14 points (divison of labor, authoritative hierarchy) -impersonal relationships |
|
|
Management Difficulties today |
-getting people to adjust to change and take on challenges |
|
|
Behavioral approach |
study of people's actions in the workplace, people are most important in an organization |
|
|
Needs of Workers |
Example: Lincoln Electric: life insurance, year end bonuses, advisory board of employees, etc. |
|
|
Division of Labor |
Job specialization, divide up work to get it done faster, (assembly line?) |
|
|
Strong Values |
widely known in the organization and intensely held |
|
|
Weak Values |
limited to a few members, not widely known or talked about |
|
|
Max Weber |
Bureaucracy should have a division of labor, bureaucracy is a form of an organization characterized by a division of labor, authoritative hierarchy, detailed rules and regulation and impersonal relationships |
|
|
Generations in Workplace |
Baby Boomers I (1944-1953), Baby Boomers II (1954-1964), Generation X, Generation Y/Millenials, Generation Z/ iGen |
|
|
Organizational Culture |
shared values, principles, traditions, and ways of doing things, influencing workers actions |
|
|
workplace spirituality |
culture where organizational values promote a sense of purpose through meaningful work that takes place in context of a community |
|
|
workplace diversity |
ways in which people in an organization are different from and similar to one another |
|
|
surface level diversity |
easily perceived differences that may trigger stereotypes |
|
|
deep level diversity |
differences in values, personality, and work preference |
|
|
quantitative approach |
use of quantitative techniques to improve decision making |
|
|
Age |
-Workplace Discrimination Act of 1967 (amended in 70s) those 40 and older cannot be discriminated against in the workplace -belief that older workers are more likely to contract illnesses and miss more work, not able to lift, bend or stretch |
|
|
Gender |
Men median weekly earnings: 80.2 -men are more aggressive, less likely to negotiate-- see it as 0 sum gain (nothing gained but nothing lost) -women are more likely to be agreeable (especially when fed) |
|
|
Race/ Ethnicity |
-employers are more likely to favor employees of their own -religious discrimination is a growing problem |
|
|
Religions |
Positives-- employees learn about culture / rituals -builds morale Negatives -may make some uncomfortable -may force to share views when they don't want to |
|
|
Disabilities Vs. Abilities |
-19% of Americans have documented disabilities -but only make up 19.2% of the labor force -10.3% are unemployed (while only 4% of americans without disabilities are unemployed) |
|
|
LGBT |
-60+ countries prohibit discrimination - 90% of fortune 500 companies have anti-discrimination laws -no federal laws about discrimination -1 in 10 LGBT have left an org at some point due to feeling uncomfortable |
|
|
Other |
-physical attractiveness -income / social class -thinness / obesity -intellectual abilities |
|
|
Glass Ceiling |
invisible banner that separates women & minorities from top management positions (term first coined by the WSJ) |
|
|
race ` |
biological heritage that people use to identify themselves |
|
|
ethnicity |
social traits that are shared by the human populatoin |
|
|
bias |
a tendency or preference toward a particular perspective or ideology |
|
|
prejudice |
a pre-conceived belief opinion or judgement toward a person or a group of people |
|
|
stereotyping |
judging a person based on perception of a group to which that person belongs |
|
|
discrimination |
when someone acts on their prejudicial attitudes towards people who are targets of their prejudice |
