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51 Cards in this Set
- Front
- Back
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Organizing
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Arranging and structuring work to accomplish goals |
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Structure
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Formal arrangement of jobs
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Org. design
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Process of creating and changing structure
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Key elements of org structre
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Work specilization Departmentalization Chain of command Span of control Formalization Centralization |
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As orgs grow, they become _____. This then requires _______.
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Differentiated Intergration |
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Work Specialization
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Degree to which tasks in an org are divided into special jobs, with each step completed by a different person. -too much specialization can result in human diseconomies such as boredom and stress. |
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Departmentalization by type
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Functional-grouping jobs by function preformed Process- grouping jobs on the basis of product of customer flow(low level) Product- grouping jobs by product line Geographic- Basis of territory or geography Customer-Type of customer and needs |
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Chain of command
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Continuous line of authority that starts at upper management and extends to the lowest part. Clarifies your boss |
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Span of control
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Number of subordinates that reports directly to a given manager |
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What does span of control impact
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Shape of structure Utilization of Employees |
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Narrow span |
Tall structure |
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Wide span
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Flat structures |
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Structured is influenced by?
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Strategy Size Technology Environment uncertainty |
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Environmental uncertainty
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Mechanist org structures tend to be most effective in stable and simple environment The flexibility of organic structure is better suited for dynamic and complex structures |
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Strategy
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Imitation copies other org structure. Both mechanist and organic elements.
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Size
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As an organization grows larger, its structure tends to change from organic to mechanist with structure from prev page
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Technology
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Pg. 258 (3 types of production) |
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Job analysis
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An assessment that defines a job and the behaviors necessary to preform the job (knowledge, skills, abilities)
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Job description
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Outlines the tasks of the job and why it's done |
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Job specification
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Minimum requirements that a person must posses to preform a certain job
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Recrutiment
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Process of locating, identifying, and attracting capable applicants to an org |
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Decruitment
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Process of reducing surplus of employees of workforce of an org.
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Exhibit 4,5,6
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Recruiting decruiting Selection |
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Selection process
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Process of screening job applicants to ensure that the most appropriate candidates are hired.
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Validity
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Truth or accuracy prediction
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Reliablity
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Consistency
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Interview biases
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Premature evaluation Search for negative Primary and recency effect Contrast effect Halo effect-one attribute has too much influence Too much talking Leniency and structure effect Similarity error |
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Suggestions for interviewing
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Structure a fixed set of questions for all applicants Have detailed info about job Ask behavioral questions Take notes Use standardized evaluation form |
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Realistic job preview
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The process of relaying to an applicant both the positive and negative aspects of the job |
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Orientation
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Transitioning a new employee into the org
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Day 1 orientation purpose
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Info- need to know, integrate in to work group, expose to culture an values, sense of accomplishment.
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Organizational Behavior
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The actions of people at work
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Dual focus of OB
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Individual behavior(Attittudes, personality, learning) Group behavior(Norms roles conflicts) |
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Goals of OB
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Explain predict and influence behavior
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Employee production
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Performance measure of efficiency and effectiveness
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Abesnteeism
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Failure to report to work when expected
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Turnover
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Permanent withdrawal from an org
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Organization citizenship behavior
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Discretionary behavior, not part of an employees formal job, but promotes effective functioning of the org.
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Job satisfication
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Attitude toward their job
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Workplace misbehavior
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intentional behavior that can damage the org or individual in the org
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Attitudes
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Evaluative statements - either favorable or unfavorable - concerning objects, people, or events
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Components of an attitude
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Cognitive component- knowledge, opinions, beliefs, or into held by a person Affective component- emotional or feeling part Behavioral- the intention to behave a certain way |
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Components of job satisfaction
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Job involvement- degree to which an employee identifies with their job, actively participates in it Org commitment- degree to which an employee identifies with their particular org and its goals and wishes to stay in the org Perceived org support- general belief that an org cares about the well-being of them, an employee |
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Personality
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Unique combination of psychological characteristics that affect how we react, and interact with others |
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The big 5 model
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Extraversion Agreeableness Emotional stability Consciousetness openness to experience |
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Other personality insights
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Locus of control (internal and external) Self esteem (low and high) import Self monitoring (low and high) important Emotional intelligence |
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Perception
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Individuals give meaning to the environment
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Attribution theory
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Cause for behavior, internal and external
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Attribution theory factors
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Consistency- same person, same behavior thru time Distinctiveness- same person, other behaviors Consensus- other people, same behavior |
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Fundamental attribution error
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Overestimate internal factors
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Self serving bias
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Attribute success to internal factor, failure to external factors
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