Download MAN 3025 Exam 2 UCF 131 solutions verified and approved. and more Exams Management Fundamentals in PDF only on Docsity!
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MAN 3025 Exam 2 UCF 131 solutions
verified and approved.
Job Specialization - ANSWER-The degree to which the overall task of the organization is broken down and divided into smaller component parts
job rotation - ANSWER-An alternative to job specialization that involves systematically moving employees from one job to another
job enlargement - ANSWER-An alternative to job specialization that increases the total number of tasks that workers perform
job enrichment - ANSWER-An alternative to job specialization that attempts to increase both the number of tasks a worker does and the control the worker has over the job
job characteristics approach - ANSWER-An alternative to job specialization that suggests that jobs should be diagnosed and improved along five core dimensions, taking into account both the work system and employee preferences
work teams - ANSWER-An alternative to job specialization that allows an entire group to design the work system it will use to perform an interrelated set of tasks
Departmentalization - ANSWER-the process of grouping jobs according to some logical arrangement
Functional Departmentalization - ANSWER-grouping jobs involving the same or similar activities
Product Departmentalization - ANSWER-grouping activities around products or product groups
Customer Departmentalization - ANSWER-Grouping activities to respond to and interact with specific customers or customer groups
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Location Departmentalization - ANSWER-grouping jobs on the basis of defined geographic sites or areas
chain of command - ANSWER-a clear and distinct line of authority among the positions in an organization
span of management - ANSWER-the number of people who report to a particular manager
authority - ANSWER-power that has been legitimized by the organization
Delegation - ANSWER-the process by which managers assign a portion of their total workload to others
Decentralization - ANSWER-The process of systematically delegating power and authority throughout the organization to middle and lower-level managers
Centralization - ANSWER-The process of systematically retaining power and authority in the hands of higher-level managers
Coordination - ANSWER-the process of linking the activities of the various departments of the organization
pooled interdependence - ANSWER-When units operate with little interaction; their output is pooled at the organizational level
sequential interdependence - ANSWER-when the output of one unit becomes the input for another in sequential fashion
reciprocal interdependence - ANSWER-when activities flow both ways between units
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matrix design - ANSWER-based on two overlapping bases of departmentalization
team organization - ANSWER-An approach to organization design that relies almost exclusively on project-type teams, with little or no underlying hierarchy
virtual organization - ANSWER-one that has little or no formal structure
learning organization - ANSWER-one that works to facilitate the lifelong learning and personal development of all its employees while continually transforming itself to respond to changing demands and needs
Organizational change - ANSWER-any substantive modification to some part of the organization
planned change - ANSWER-change that is designed and implemented in an orderly and timely fashion in anticipation of future events
reactive change - ANSWER-a piecemeal response to circumstances as they develop
Enterprise Resource Planning (ERP) - ANSWER-A large-scale information system for integrating and synchronizing the many activities in the extended enterprise
business process change - ANSWER-the radical redesign of all aspects of a business to achieve major gains in cost, service, or time
organizational development (OD) - ANSWER-an effort that is planned, organization-wide, and managed from the top, intended to increase organizational effectiveness and health through planned interventions in the organization's process, using behavioral science knowledge
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innovation - ANSWER-the managed effort of an organization to develop new products or services or new uses for existing products or services
radical innovations - ANSWER-a new product, service, or technology that completely replaces an existing one
incremental innovations - ANSWER-a new product, service, or technology that modifies an existing one
technical innovations - ANSWER-A change in the appearance or performance of products or services or of the physical processes through which a product or service passes
managerial innovations - ANSWER-a change in the management process in an organization
product innovations - ANSWER-A change in the physical characteristics or performance of an existing product or service or the creation of a new product or service
process innovations - ANSWER-a change in the way a product or service is manufactured, created, or distributed
Intrapreneurs - ANSWER-Similar to entrepreneurs except that they develop new businesses in the context of a large organization
Human Resource Management (HRM) - ANSWER-set of organizational activities directed at attracting, developing, and maintaining an effective workforce
human capital - ANSWER-reflects the organization's investment in attracting, retaining, and motivating an effective workforce
Title VII of the Civil Rights Act of 1964 - ANSWER-Forbids discrimination on the basis of sex, race, color, religion, or national origin in all areas of the employment relationship
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National Labor Relations Act - ANSWER-Passed in 1935 to set up procedures for employees to vote on whether to have a union; also known as the Wagner Act
National Labor Relations Board (NLRB) - ANSWER-Established by the Wagner Act to enforce its provisions
Labor Management Relations Act - ANSWER-Passed in 1947 to limit union power; also known as the Taft-Hartley Act
Occupational Safety and Health Act of 1970 - ANSWER-Directly mandates the provision of safe working conditions
employment at will - ANSWER-A traditional view of the workplace that says organizations can fire their employees for whatever reason they want; recent court judgments are limiting employment-at-will
job analyisis - ANSWER-a systematized procedure for collecting and recording information about jobs within an organization
replacement chart - ANSWER-Lists each important managerial position in the organization, who occupies it, how long he or she will probably remain in the position, and who is or will be a qualified replacement
employee information system - ANSWER-Contains information on each employee's education, skills, experience, and career aspirations; usually computerized
recruiting - ANSWER-The process of attracting individuals to apply for jobs that are open
internal recruiting - ANSWER-Considering current employees as applicants for higher-level jobs in the organization
external recruiting - ANSWER-Getting people from outside the organization to apply for jobs
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Realistic Job Preview (RJP) - ANSWER-Provides the applicant with a real picture of what performing the job that the organization is trying to fill would be like
Validation - ANSWER-Determining the extent to which a selection device is really predictive of future job performance
training - ANSWER-teaching operational or technical employees how to do the job for which they were hired
development - ANSWER-teaching managers and professionals the skills needed for both present and future jobs
performance appraisal - ANSWER-A formal assessment of how well an employee is doing his or her job
Behaviorally Anchored Rating Scale (BARS) - ANSWER-A sophisticated rating method in which supervisors construct a rating scale associated with behavioral anchors
360-degree feedback - ANSWER-Performance appraisal of managers done by their boss, peers, and subordinates
compensation - ANSWER-the financial remuneration given by the organization to its employees in exchange for their work
job evaluation - ANSWER-an attempt to assess the worth of each job relative to other jobs
Benefits - ANSWER-things of value other than compensation that an organization provides to its workers
labor relations - ANSWER-process of dealing with employees who are represented by a union
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Neuroticism - ANSWER-extent to which a person is poised, calm, resilient, and secure
Extraversion - ANSWER-a person's comfort level with relationships
Openness - ANSWER-A person's rigidity of beliefs and range of interests
locus of control - ANSWER-The degree to which a person believes that his or her behavior has a direct impact on the consequences of that behavior
self-efficacy - ANSWER-An individual's belief that he or she is capable of performing a task.
Authoritarianism - ANSWER-the extent to which a person believes that power and status differences are appropriate within hierarchical social systems like organizations
Machiavellianism - ANSWER-behavior directed at gaining power and controlling the behavior of others
self-esteem - ANSWER-the extent to which a person believes that he or she is a worthwhile and deserving individual
risk propensity - ANSWER-the degree to which an individual is willing to take chances and make risky decisions
emotional intelligence - ANSWER-the extent to which people are self-aware, can manage their emotions, can motivate themselves, express empathy for others, and possess social skills
Attitudes - ANSWER-complexes of beliefs and feelings that people have about specific ideas, situations, or other people
cognitive dissonance - ANSWER-caused when an individual has conflicting attitudes
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Job Satisfaction or Dissatisfaction - ANSWER-an attitude that reflects the extent to which an individual is gratified by or fulfilled in his or her work
organizational commitment - ANSWER-An attitude that reflects a person's identification with and attachment to the organization itself
organizational engagement - ANSWER-The extent to which an employee sees him or herself as part of the organization, actively looks for ways to contribute to the organization, and is involved with the organization in multiple ways
positive affectivity - ANSWER-a tendency to be relatively upbeat and optimistic, have an overall sense of well-being, see things in a positive light, and seem to be in a good mood
negative affectivity - ANSWER-a tendency to be generally downbeat and pessimistic, see things in a negative way, and seem to be in a bad mood
Perception - ANSWER-the set of processes by which an individual becomes aware of and interprets information about the environment
selective perception - ANSWER-the process of screening out information that we are uncomfortable with or that contradicts our beliefs
Stereotyping - ANSWER-the process of categorizing or labeling people on the basis of a single attribute
Attribution - ANSWER-The process of observing behavior and attributing causes to it
Stress - ANSWER-a person's response to a strong stimulus, which is called a stressor
General Adaptation Syndrome - ANSWER-General cycle of the stress process
