Soc 302 Final Exam

Front 1

Organizational Field

Back 1

Networked set of organizations; Collective aim; Shared set of norms, values, and expectations; evolve over time

Front 2

Population of Organizations

Back 2

Aggregates of organizations that are alike in some respect; Group of organizations that resemble one another in form, consume the same or similar resources, and operate within a similar niche

Front 3

Inter-organizational relations

Back 3

links between 2-3 organizations

Front 4

Network analysis

Back 4

Analyzing "inter-organizational relations" (links between 2-3 organizations); Exchange relationship Goal is stable, long term exchange relationship In-network; Work with someone who another organization recommends; Legitimacy. inter-organizationalrelations; balance between autonomy, need for resources, minimizinguncertainty. Focus on exchange relationships.

Front 5

Ecological Models

Back 5

Examining population of organizations; Explain rise and fall of organizational form;

Three analytical tools: Niche-width, density dependence, Resource dependence

Populationof orgs and organizational form; try to understand rise and fall oforganizational forms over time. Can look at niche width and density dependence

Front 6

Exchange relationship

Back 6

Goal is stable, long term exchange relationship

Front 7

Iron Triangle

Back 7

Congress-->Bureaucracy-->Interest Group-->Congress (repeat cycle)

People want to block the 'revolving door' (interest group gives congress something and congress gives low regulations in return)

Front 8

M-form

Back 8

an organizational structure by which the firm is separated into several semi autonomous units which are guided and controlled by (financial) targets from the center

Front 9

Burgundy collar employment

Back 9

Fast food workers. replaced blue collar workers in what is known as hollowing out and leaves a donut hole

Front 10

Feminization of migration

Back 10

Often cheaper to move products than people; Demand for things you cannot outsource; Shifted demand to women; Linked to changing gender/work norms in the US; Highly vulnerable

Key area: agriculture, care work (nannies, health aids etc.) = typically associate women w/these positions

Front 11

Great compression

Back 11

See study sheet

Front 12

Culture

Back 12

See notes from part 1 of course

Front 13

Organizational Form

Back 13

See study sheet

Front 14

Niche

Back 14

a particular combination of resources required to support a given type of population

Front 15

Vertical Integration

Back 15

Controlover whole market for a product

Front 16

Horizontal integration

Back 16

Growingoutward; broaden customer base by broadening services that they provide(opening coffee shops in bookstores)

Front 17

Echo Chamber

Back 17

People only interact with people who share their own views, have their own views reinforced and polarizing the political spectrum as people go more toward the end they are already on

Front 18

Structural Bias

Back 18

See study sheet

Front 19

Shadow Structure

Back 19

informalstructure within organization; certain lunch spots, break rooms etc. = core oforganization. Women, as tokens, often excluded from this core and thisundermined their advancement. Can beimplicit or explicit (i.e. all male golf outings, business meetings at stripclubs - Goldman Sachs was sued for this) Some places even brought in diversitychairs but they were always minorities and it was a capped position, so it justfurthered discrimination in the organization

Front 20

Demographic Structure

Back 20

demographyof organization as whole; women as minorityname=

Front 21

Power Structure

Back 21

who has authority to make decisions and who has someone looking over their shoulder; High vs. low level bosses = low level bosses are often met with contempt and this can hinder their career; typically women placed in these low level managerial positions so they were seen as nagging and given less respect

Front 22

Opportunity structure

Back 22

peopleput in positions that have clear opportunity for advancement are more likely towork harder than people who are put in a capped position; often women put incapped positions - link back to token effect and other discrimination. Noreason to be ambitious

Front 23

Tokenism

Back 23

womenare tokens within organizations (only 1 or 2 women in departments, especiallythe farther they moved up the career ladder)

Front 24

Glass Ceiling

Back 24

Women don't move up in companies because there is an invisible "glass ceiling"

Front 25

Iron Maiden

Back 25

refusesto be pigeonholed into these other roles - often seen with contempt, distrust,not connecting with other women but also can't relate to men

Front 26

Differential Socialization

Back 26

Men and women are socialized differently from birth; men socialized to have careers, women plan careers later and focus on family - less willing to take risks; Women more likely to help subordinates because of way they've been socialized; Women who act like men are the ones who make it to the top - typically only child or oldest child

Front 27

Moral Mazes

Back 27

How bureaucracy impacted motivation at work and morality of managers; how bureaucracy impacted protestant work ethic = if you work hard, you get ahead. What he found is that this work hard get ahead doesn't really matter anymore. Informal structure matters more than formal rules - social rituals matter. Blame is a social label and often applied to person who is most vulnerable, regardless of whether they are actually at fault for a failure. Social label of blame is very important in context of large organization; if you get blamed for something, that could have effects for a long time. Institutionalizes mediocrity; people should keep their heads low and minimize risks so they don't get in trouble or get blamed for something. Can have detrimental effect on organization

Front 28

Office Politics

Back 28

See study sheet.

Front 29

Bastard Organization

Back 29

Everytime you create a legitimate way of doing something, some people come up withan illegitimate way of doing it. Example: payday lenders

Front 30

Inside Job

Back 30

linkedto authority structure; looking at oversight systems in orgs, this createsopportunity for corruption. Person incharge of oversight is in perfect position to commit a crime. People commitcrimes and expect that colleagues will cover it up for them (happens a lot withpolice).

Front 31

Positive asymmetry

Back 31

unfoundedoptimism. If you don't anticipate failure, it becomes hard to plan forunanticipated events.

Front 32

Normal accident

Back 32

Technologicalfailures that we can't predict etc.; "Accidents" are by no means accidents Inevitable by-product of highly complex systems Cannot anticipate multiple simultaneous and interacting failures Aggravated by response Only visible in hindsight, not while they are occurring

Front 33

Globalization

Back 33

Globalizationis the global integration of economic, cultural, and political systems

Front 34

Reciprocal Trade Agreement

Back 34

1934passed reciprocal trade agreement to fix trade. intended to authorize the president to negotiate with foreign nations to reduce tariffs in return for reciprocal reductions in tariffs in the United States. It resulted in a reduction of duties.

Front 35

Smoot-Hawley act

Back 35

Smoot-Hawleytariff act raised tax on imports from other countries --> dramatic drop inflow of trade, prolonged GD.bs

Front 36

Labor Migration

Back 36

Globalization from below; Dramatically increased labor force available Temporary migration (could become permanent);

What drives labor migration? International economic inequality "lure of northern prosperity"

Front 37

Brain drain

Back 37

Highlyskilled workers are migrating, leaving countries without these resources

Front 38

Care Drain

Back 38

Female migrants lead to children w/out mothers etc.

Front 39

Two-tiered service sector

Back 39

See study website

Front 40

"Lure of Northern prosperity"

Back 40

See study website

Front 41

Precarious work

Back 41

Weakened employment relations; Long-term unemployment; Rise of contingency work; Increase in perceived precariousness; Culture of precariousness

Front 42

Pink-collar employment

Back 42

Pinkcollar: home health aides, secretaries, retail workers (classical 'female'jobs)

Front 43

Green collar employment

Back 43

Greencollar: janitors (classically considered 'male' jobs)

Front 44

Insourcing

Back 44

Is bringing processes handled by third party firms in-house UPS example

Front 45

Outsourcing

Back 45

Contracting out of an internal business process to a third party organization Y2K bug; fear that computers would stop working when went from 1999 to 2000 Medical outsourcing - radiologists; India

Front 46

Offshoring

Back 46

Relocating business function (often production) to another country; China; Often goes together w/outsourcing, but doesn't have to; Can take advantage of new markets and are putting money into different economies

Front 47

Global Supply chain

Back 47

Form of vertical integration; Control all aspects of a product and its manufacturing; Creates opportunities to lower costs Increasingly targeted by activist groups; Rana Plaza collapse - some companies didn't even know if they had workers at this plant