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34 Cards in this Set
- Front
- Back
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Core Competency |
The of pooled knowledge and that allows a business to be unique and competitive in the workplace. |
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Self-managed Teams |
A small group of employees whose members determine, plan, and manage their day-to-day activities and duties under reduced or no supervision. |
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Game-Changing Talent Strategy |
Business strategy that guides purpose-driven organizations by: (1) supporting strategic and operational superiority, (2) being globally scaled yet locally relevant, (3) fostering a collective culture yet enable people to thrive as individuals, and (4) having policies endure yet are agile and open to revitalization |
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Game-Changing Organization |
Purpose-driven, performance-oriented, and principles-led. Talent strategies guide and drive business strategy. |
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Work System |
An organization's system in which employees and/or machines produce products/services for customers. |
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Social Contract |
The mutual obligations and expectations between workers, employers, and their communities; underlying context in which the employment relationship is situated |
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Mass Production |
A company being able to produce a large amount of products in a short amount of time |
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Simple Structure |
Low departmentalization; an organizational form in which the owner/manager makes all major decisions and monitors all activities, while the staff serves as an extension of the manager's supervisory authority |
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Functional Structure |
Organizes employees around specific knowledge or other resources |
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Divisional Structure |
People are organized according to what the organization produces |
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Matrix Structure |
Employees are temporarily assigned to a specific project team and have a permanent functional unit |
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Organizational Formalization |
The degree to which organizations standardize behavior though rules, procedures, formal training, and related mechanisms |
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Organizational Specialization |
The degrees to which organizational tasks are divided as separate jobs |
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Cross-Functional Teams |
A group of people with different functional expertise working toward a common goal |
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Organizational Structure |
Defines how activities such as task allocation, coordination, and supervision are directed towards the achievement of organizational aims |
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Organizational Culture |
A set of basic assumptions that have developed as a consequence of the organization's attempt to adapt to internal and external probems |
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Strong Organizational Culture |
The organization's basic assumptions are widely shared and deeply held by members |
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Knowledge Marketplace |
A mechanism for distributing knowledge resources. |
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Talent Marketplace |
Jobs created to fit employees and not vise versa. The most productive employees can pick and choose the projects and assignments that are ideal for them. |
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Symbolic Analysts |
A worker who is a problem identifier, a problem solver, or an innovator who can visualize new uses of technologies |
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Independent Contractor |
A person who contracts to do work for another person according to his or her own processes and methods; not subject to another's control except for what is specified in a mutually binding agreement for a specific job |
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Freelancer |
Working for different companies at different times rather than being permanently employed by one company. |
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Temporary Workers |
The employer has the right to determine what length of time the employee has the right to work |
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Itinerant Profession |
Moving from place to place to find a job |
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Lattice Career |
Replacement of the traditional "corporate ladder". Adds horizontal "steps". |
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Internal Labor Market |
The system by which a company looks inside its own organization to find a suitable person for a senior job, instead of giving the job to someone outside the company |
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Outsourcing |
An organization obtaining goods or services from an outside or foreign supplier |
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Flat Organization |
An organization that has an organizational structure with few or no levels of middle management between staff and executives |
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Bureaucracy |
Pyramidial command structure |
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Organizational Silos |
An attitude in some organizations that occurs when several departments or group do not want to share information or knowledge with other individuals in the same company. |
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Organizational Standardization |
The extent to which similar work activities are performed in a similar way |
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Organizational Complexity |
Number of activities or subsystems in an organization |
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Organizational Decentralization |
Decision making authority is dispersed throughout the organization |
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Organizational Hierarchy |
Who reports to whom and the span of control of managers. |
