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;
30 Cards in this Set
- Front
- Back
|
Norms of behavior
9 |
The standards that a work group uses to evaluate the behavior of its members.
|
|
|
Group Cohesion
9 |
The "interpersonal glue" that makes members of a group stick together.
|
|
|
The 5-stage Model
9 |
Forming Storming Norming Performing and Adjourning
|
|
|
Task Function
9 |
An activity directly related to effective completion of a team's work.
|
|
|
Maintenance Function
9 |
An activity essential to effective, satisfying interpersonal relationships within a team or group.
|
|
|
Empowerment
9 |
Thought as an attribute of a person or of an organization's culture. As an organizational culture attribute, empowerment encourages participation an essential ingreident for teamworrk.
|
|
|
Self-managed teams
9 |
Teams that make decisions that were once made by managers. They implement empowerment in organizations
|
|
|
Programmed decision
10 |
A simple, routine matter for which a manager has an established decision rule.
|
|
|
Nonprogrammed decision
10 |
A new, complex decision that requiresa creative solution
|
|
|
Rational Model
10 p.154 figue 10.1 |
A logical step-by-step approach to decsion making with a through analysis of alternatives and their consequences.
|
|
|
Bounded Rationally
10 |
A theory that suggests that there are limits to how rational a decision maker can actually be.
|
|
|
The Z problem-solving model
10pg.156 figure 10.2 |
Sensing
Intution Feeling Thinking |
|
|
Risk and the manager
10 |
read pg.157
|
|
|
The group decision making process.
10 |
read pg. 162
|
|
|
Group Polarization
10 |
The tendency for group discussion to produce shifts towardmore extreme attitudes among members
|
|
|
Nominal Group Technique
10 |
A structured approach to group decision making that focuseson generating alternatives and choosing one.
|
|
|
Quality Circle
10 |
A small group of employees who work voluntarily on company time, typically one hour per week to adress work related problems such as quality control, cost reduction , production planning and techniquesand even product design
|
|
|
Quality Team
10 |
A team that is part of an organization's structure and is empowered to act on its decisions regarding product and service quality
|
|
|
Concept of power
11 |
The ability to influence other people
|
|
|
Reward power
11 |
Power based on an agent's ability to control rewards that a target wants.
|
|
|
Coercive power
11 |
Power that is based on an agent's ability to cause an unpleasant experience for a target.
|
|
|
Legitmate power
11 |
Power that is based on position and mutual agreement; agent and target agree that the agent has the right to influence the target
|
|
|
Referent Power
11 |
An elusive power that is based on interpersonal attraction.
|
|
|
Expert power
11 |
The power that exists when an agent has specialized knowledge or skills that the target needs.
|
|
|
Information power
11 |
Access to and control over important information
|
|
|
Symbols of power
p.176 11 |
1. Ability to intercede for someone in trouble
2. ABility to get placements for favored employees 3. Exceeeding budget limitations 4 Procuring above-average raises for employees 5 Getting items on the agenda 6 Access to early information 7Having top managers seek out their opinion |
|
|
Political Behavior
11 |
Actions not officially sanctioned by an organization that are taken to influence others in order to meet one's personal goals.
|
|
|
Manageing up
11 p.182 |
READ!
|
|
|
Empowerment
11 |
sharing power in such a way that individuals learn to believe in their ability to do my job.
|
|
|
Leadership
12 |
The process of guiding and directing behavior of people in the work enviroment.
|
