Office Management

Front 1

Management

Back 1

The process of leading and working with people to accomplish organizational goals and objectives using available resources efficiently and effectively.

Front 2

Work ethic

Back 2

The willingness and ability to get things done effectively and efficiently.

Front 3

Horizontal specialization

Back 3

The various divisions of labor across an organization.

Front 4

Leading

Back 4

Inspiring and motivating others to achieve organizational goals.

Front 5

Synergy

Back 5

The increase effectiveness that results from combined action or cooperation.

Front 6

Supervisor

Back 6

An individual who typically has the authority to hire, direct, promote, discharge, assign, reward, or discipline other employee.

Front 7

Controller

Back 7

A person who measures quality and performance.

Front 8

Transformational change

Back 8

Change that affects an entire organization.

Front 9

Characteristics of inspiring leaders

Back 9

Front 10

Path goal theory

Back 10

A model that suggests leaders motivate their followers by providing clear goals and meaningful incentives for reaching them.

Front 11

Transformational leadership

Back 11

Leadership that inspires followers to share a vision, motivates and empowers them to achieve the vision, and provides coaching and support to develop their potential.

Front 12

Team

Back 12

A small group of people with complementary skills committed to a common purpose and specific performance goals.

Front 13

Trust

Back 13

A belief in the integrity, character, or ability of others.

Front 14

Empowerment

Back 14

The process of making employees full partners in decisiom making and giving them the necessary tools and rewards.

Front 15

Steakholder

Back 15

Anyone who has a vested interest in the success of an organization.

Front 16

Mission

Back 16

A formal statement of the core purpose of an organization that defines its objectives and focus

Front 17

Values

Back 17

The core beliefs of an organization and the principles that guide behavior.

Front 18

Job analysis

Back 18

The process of identifying the task and skill requirements for a specific job, determined by studying superior performers in related jobs

Front 19

Job description

Back 19

A document that outlines expectations, tasks, responsibilities, education, and skill requirements for a specific job.

Front 20

Job specification

Back 20

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

Front 21

Orientation

Back 21

An opportunity to introduce and welcome a new hire and begin the transition from new employee to contributing team member.

Front 22

Corporate culture

Back 22

The shared values, beliefs, traditions, philosophy, and character or personality of the organization.

Front 23

Performance appraisal

Back 23

The process of evaluating individual job performance as a basis for making objective personnel decisions.

Front 24

Six steps to training plan

Back 24

1. Conduct a needs assessment.

2. Developed an individual or a group training plan.

3. Select the methods and trainers.

4. Prepare employees to learn.

5. Conduct the training.

6. Follow up and evaluate effectiveness.

Front 25

Critical incident

Back 25

An appraisal technique in which specific instances of inferior and superior performances are documented when they occur.

Front 26

Quantitative measures

Back 26

Measures focusing on productivity or results that can be counted or measured.

Front 27

Qualitative measures

Back 27

Measures focusing on the level of excellence of a product or service.