Reading...
Play button
Play button
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;
33 Cards in this Set
- Front
- Back
|
Human Relations
|
hiring, unions vs. non-union places of employment, mngt. theories, equal opportunities, interviewing, bonuses and benefits
|
|
|
Ethics
|
code of conduct within an organization
|
|
|
Manager Skill Sets
|
sympathetic, supportive, leadership, gives feedback, states clear directions and standards/expectations, ability to delegate, honest, speaks in a non-condescending tone, has humility, use of theories 'X' and 'Y'
|
|
|
"Human Capital"
|
people have worth & value and should be invested in to grow and please employees so there's less company turnover
|
|
|
"Political Capital"
|
employees working solely for their own interest to up-their reputation and career standing
|
|
|
Risks Businesses Take
|
credit, transactions, compliance, strategic financing, reputation
|
|
|
FinCEN
|
federal financial corporation that investigates any transaction of $10,000+ in cash (which must be reported anywhere in America.)
|
|
|
Contingency of Management
|
(like 'Plan B')
separate plan setup just incase the original operational plan and it's tactics to execute the strategic objectives to not work. |
|
|
Ethnocentric
|
belief that ones native culture, country, traditions, etc... is superior
|
|
|
*Every company should have a management-____________plan
|
Management SUCCESSION plan
|
|
|
3-Phase Model for Organizational Socialization
|
1: Anticipatory:
2: Encounter: 3: Change in Acquisition: |
|
|
Equity theory
|
motivation is a function of fairness in social exchange (people are motivated to maintain consistency between their cognitive beliefs and their behavior
|
|
|
Goal Directed Behavior
|
Input: effot you put in towards achieving goals; knowledge;skills;abilities
Outcomes: pay, bonuses, benefits, status, recognition, job security |
|
|
K.S.A.
|
Knowledge
Skills Abilities |
|
|
Negative Inequity
|
another person receiving greater outcomes for similar inputs that will seem unfair to the person working harder.
|
|
|
Positive Inequity
|
Another person receives lesser-outcomes for similar inputs
|
|
|
Equity Sensitivity
|
Persons tolerance for negative/positive equity
|
|
|
P.P.P.
|
Policy (how to be done)
Procedure (how to follow policies) Practice (how to put procedures into action(s)) |
|
|
Business Goals:
|
Short term: the business plan
Long term: the strategic plan |
|
|
(M.B.O.) Management by Objectives
|
incorporates participation of everyone in a firm in decisions and goal setting
|
|
|
Quantifiable
|
=measurable
|
|
|
S.M.A.R.T. (guidelines for writing 'smart' goals)
|
S=specific
M=measurable A=attainable R=results oriented T=time bound |
|
|
Feedback Styles
|
-Top-down
-Upward -360 degrees |
|
|
Valance Theory
|
incentives for good and how they're weighted by employees (how it's valued)
|
|
|
Extrinsic Rewards
|
outward-rewards (financial, material, or social rewards from the environment you're in)
|
|
|
Intrinsic Rewards
|
Internal-rewards (self granted, psychic rewards)
|
|
|
Distributive Justice
|
perceived fairness of how things are advocated
|
|
|
Procedural Justice
|
perceived fairness of the processes and procedures used to make allocation decisions
|
|
|
Inter-actional Justice
|
quality of interpersonal treatment people receive when procedures are implemented
|
|
|
Expectancy Theory
|
people are motivated to behave in ways that produce valued outcomes
WORK INPUT:EXPECTED OUTCOMES |
|
|
R.O.A.A.
|
return on average assets: average business goal is to obtain or exceed 1% profit)
=done by making profits & lowering OPEX |
|
|
Elements of 'Business Readiness'
|
-Policies
-Procedures -Practices -Missions -Budget -$ forecast -Disaster Recovery/Strategic Plan |
|
|
Emotional intelligence
|
ability to manage oneself & ones relationships in a mature and constructive way
|
