Industrial Psyc Test1
Terms
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- telecommuting (teleworking)
- the practice of using communications technology so as to enable work to be performed from remote locations, such as home.
- incubator
- a company that specializes in starting up new businesses.
- outsourcing
- the process of eliminating those parts of organizations that focus on noncore sectors of the business (i.e. tasks that are peripheral to the organization) and hiring outside firms to perform these functions instead.
- functional organization
- the type of departmentailization based on the activities or functions performed. (e.g. sales, finance)
- professional bureaucracy
- organizations (e.g. hospitals and universities) in which there are lots of rules to follow, but employees are highly skilled and free to make decisions on their own.
- divergent thinking
- the process of reframing familiar problems in unique ways
- Theory X
- a traditional philosophy of management suggesting that most people are lazy and irresponsible and will work hard only when forced to do so.
- operating core
- employees who perform the basic work related to an oragnization's product or service.
- intrinsic task motivation
- the motivation to do work because it is interesting, engaging, or challenging in a positive way.
- span of control
- the number of subordinates in an organization who are supervised by an individual manager.
- strategic alliance
- a type of interorganizational design in which two or more separate companies combine forces to develop and operate a specific business.
- mutual services consortia
- a type of strategic alliance in which two similar companies from the same or similar industries pool their resources to receive a benefit that would be too difficult or expensive for either to obtain alone.
- boundaryless organization
- an organization in which changes of command are eliminated, span of controls are eliminated, and rigid departments give way to empowered teams.
- productive forgetting
- the ability to abandon unproductive ideas and temporarily put aside stubborn problems until new approaches can be considered.
- convergence hypothesis
- a biased approach to the study of management, which assumes that principles of good management are universal, and that ones that work well in the United States will apply equally well in other nations.
- divisional structure
- the form used by many large organizations, in which separate autonomous units are created to deal with entire product lines, freeing up top management to focus on large - scale strategic decisions.
- repatriation
- the process of readjusting to one's own culture after spending time away from it.
- creativity
- the process by which individuals or teams produce novel and useful ideas
- division of labor
- the process of dividing the many tasks performed within an organization into specialized jobs
- culture
- the set of values, customs, and beliefs that people have in common with other members of a social unit
- support staff
- individuals who provide indirect support services to an organization
- innovation
- the successful implementation of creative ideas within an organization
- decentralization
- the extent to which authority and decision making are spread throughout all levels of an organization rather than being reserved exclusively for top management (centralization)
- mercenary culture
- in the double S cube, this type of organizational culture is characterized by a low degree of sociability and low levels of solidarity.
- baby boom generation
- the generation of children born in the economic boom period following WWII
- organizational behavior
- the field that seeks increased knowledge of all aspects of behavior in organizational settings through the use of the scientific method.
- flextime programs
- policies that give employees some discretion over when they can arrive and leave work, thereby making it easier to adapt their work schedules to the demands of their personal lives.
- benchmarking
- the process of comparing one's own products or services with the best from others.
- virtual organization
- a highly flexible temporary organization formed by a group of companies that join forces to exploit a specific opportunity.
- systemic change
- a change in one part of an organization that is related to change in other parts of it.
- child care facilities
- sites at or near company locations where parents can leave their children while they are working.
- joint ventures
- strategic alliances in which several companies work together to fulfill opportunities that require the capabilities of one another.
- adhocracy
- a highly informal, organic organization in which specialists work in teams, coordinating with each other on various projects (e.g. many software development companies).
- mechanisitic organization
- an internal organizational structure in which people perform specialized jobs, many rigid rules are imposed, and authority is vested in a few top-ranking officials.
- matrix organization
- the type of departmentalization in which a product or project form is superimposed on a functional form.
- open systems
- Self - sustaining systems that transform input from the external environment into output, which the system then returns to the environment.
- total quality management (TQM)
- an organizational strategy of commitment to improving customer satisfaction by developing techniques carefully manage output quality.
- downsizing
- the process of adjusting downward the number of employees needed to work in newly designed organizations (also called rightsizing)
- compressed workweeks
- the practice of working fewer days each week but longer hours each day (e.g., four 10 hour days).
- symbols
- material objects that can connote meanings that extend beyond their intrinsic content.
- Hawthorne studies
- the earliest systematic research in the field of OB, this work was performed to determine how the design of work environments affected performance.
- elder care facilities
- facilities at which employees at work can leave elderly relatives for whom they are responsible
- value chain partnerships
- strategic alliances between companies in different industries that have complementary capabilities
- statements of principle
- explicitly written statements describing the principle beliefs that guide an organization. Such documents can help reinforce an organization's culture
- contingent workforce
- people hired by organizations temporarily to work as needed for finite periods of time.
- morphology
- an approach to analyzing problems in which basic elements are combined in systematically different ways.
- creativity heuristics
- rules that people follow to help them approach tasks in novel ways.
- fragmented culture
- in the double S cube, this type of organizational culture is characterized by a low degree of sociability and a low degree of solidarity
- horizontal organization
- the practice of structuring organizations by processes performed, using autonomous work teams in flattened hierarchies.
- hierarchy of authority
- a configuration of the reporting relationships within organizations, that is, who reports to whom
- classical organizational theory
- the approach that assumes that there is a single best way to design organizations
- core competency
- an organization's key ability, what it does best
- Malcolm Baldrige Quality Award
- an award given annually to American companies that practice effective quality management and make significant improvements in the quality of their goods and services.
- toxic organizational culture
- organizational cultures in which people feel they are not valued (opposite of healthy organizational cultures.)
- double S cube
- a system of categorizing four types of organizational culture by combining two dimensions sociability and solidarity. Each of the four resulting cultural types - networked culture, mercenary culture, fragmented culture, and communal culture - can be both positive and negative in nature
- communal culture
- in the double S cube, this type of organizational culture is characterized by both a high degree of sociability and a high degree of solidarity
- autonomous change
- a change in one part of an organization that is made independently of the need for change in another part.
- sociability
- a dimension of the double S cube characterized by the degree of friendliness typically found among members of an organization.
- multinational enterprises (MNE)
- organizations that have significant operations spread throughout various nations but are headquartered in a single country.
- dominant culture
- the distinctive, overarching "personality" of an organization.
- product organization
- the type of departmentalization based on the products (or product lines) produced.
- simple structure
- an organization characterized as being small and informal, with a single powerful individual, often the founding entrepreneur, who is in charge of everything.
- voluntary reduced work time (V time)
- programs that allow employees to reduce the amount of time they work by a certain amount (typically 10 or 20 percent), with a proportional reduction in pay.
- interorganizational designs
- organizational designs in which two or more organizations come together.
- Theory Y
- A philosophy of management suggesting that under the right circumstances people are fully capable of working productively and accepting responsibility for their work.
- machine bureaucracy
- an organizational form in which work is highly specialized, decision making is concentrated at the top, and the work environment is not prone to change (e.g. a government office).
- conglomerate
- a form of organizational diversification in which an organization (usually a very large, multinational one) adds an entirely unrelated business or product to its organizational design.
- bureaucracy
- (Max Weber) an organizational design developed by Max Weber that attempts to make organizations operate efficiently by having a clear hierarchy of authority in which people are required to perform well - defined jobs.
- mission statement
- a document describing an organization's overall direction and general goals.
- organizational design
- the process of coordinating the structural elements of an organization in the most appropriate manner.
- behavioral sciences
- fields such as psychology and sociology that seek knowledge of human behavior and society through the use of the scientific method.
- technostructure
- organizational specialists responsible for standardizing various aspects of an organization's activities.
- organic organization
- an internal organizational structure in which jobs tend to be very general, there are a few rules, and decisions can be made by lower - level employees.
- organizational structure
- the formal configuration between individuals and groups with respect to the allocation of tasks, responsibilities, and authorities within organizations.
- ethics audit
- the process of actively investigating and documenting incidents of dubious ethical values within a company.
- departmentalization
- the process of breaking up organizations into coherent units.
- informate
- the process by which workers manipulate objects by "inserting data" between themselves and those objects.
- organizational chart
- a diagram representing the connections between the various departments within an organization; a graphic representation of organizational design
- strategic apex
- top-level executives responsible for running an entire organization
- staff positions
- positions in organizations in which people make recommendations to other but who are not themselves involved in making decisions concerning the organization's day-to- day operations.
- neoclassical organizational theory
- an attempt to improve on the classical organizational theory that argues that not only economic effectiveness, but also employee satisfaction, should be goals of an individual organization.
- culture shock
- the tendency for people to become confused and disorientated as they attempt to adjust to a new culture.
- corporate social responsibility
- Business decision making linked to ethical values, compliance with legal requirements, and respects for individuals, the community at large, and the environment. It involves operating a business in a manner that meets or exceeds ethical, legal, and public expectations that society has of business.
- division of labor
- (Henri Fayol) the practice of dividing work into specialized tasks that enable people to specialize in what they do best.
- line positions
- positions in organizations in which people can make decisions related to doing its basic work.
- time-and-motion study
- a type of applied research designed to classify and streamline the individual movements needed to perform jobs with the intent of finding "the one best way" to perform them.
- divergence hypothesis
- the approach to the study of management that recognizes that knowing how to management that recognizes that knowing how to manage most effectively requires clear understanding of the culture in which people work.
- networked incubator
- Partnerships between established companies (often Internet based firms), which provide valued resources and experience, with start - ups, which are able to develop and market products quickly.
- spinoff
- an entirely new company that is separate
- globalization
- the process of interconnecting the world's people with respect to the cultural, economic, political, technological, and environmental aspects of their lives.
- job sharing
- a form of part-time work in which pairs of employees assume the duties of a single job, splitting its responsibilities, salary, and benefits in proportion to the time worked.
- organizational culture
- a cognitive framework consisting of attitudes, values, behavioral norms, and expectations shared by organization members.
- subculture
- cultures existing within pats of organizations rather than entirely throughout them.
- virtual corporation
- a highly flexible, temporary organization formed by a group of companies that join forces to exploit a specific opportunity.
- ethics officers
- Individuals (usually at the vice presidential level) who oversee the ethics of a company's operations
- middle line
- managers who transfer information between higher and lower levels of the organizational hierarchy
- personal support policies
- widely varied practices that help employees meet the demands of their family lives, freeing them to concentrate of their work.
- organization
- a structured social system consisting of groups and individuals working together to meet some agreed - upon objectives.
- sweatshops
- unsafe and uncomfortable factories where people work long hours for low wages making clothing
- affiliate networks
- satellite organizations affiliated with core companies that have helped them develop.
- codes of ethics
- documents in which explicit statements are made that express a company's ethical values
- code of ethics
- a document describing what an organization stands fro and the general rules of conduct it expects of its employees
- solidarity
- a dimension of the double S cube characterized by the degree to which people in an organization share a common understanding of the tasks and goal about which they are working.
- healthy organizational cultures
- organizational cultures in which people feel that they are valued (opposite of toxic)
- expatriates
- People who are citizens of one country but who are living and working in another country.
- networked culture
- in the double S cube, this type of organizational culture is characterized by high levels of sociability and low levels of solidarity
- modular organization
- an organization that surrounds itself by a network of other organizations to which it regularly outsources noncore functions
- culture clashes
- problems resulting from attempts to merge two or more organizational cultures that are incompatible
- scientific management
- an early approach to management and organizational behavior emphasizing the importance of designing jobs as efficiently as possible
- quality control audits
- careful examinations of how well a company is meeting its standards
- contingency approach
- a perspective that organizational behavior is affected by a large number of interacting factors. how will someone behave is said to be contingent upon many different variables at once.
- human relations movement
- a perspective on organizational behavior that rejects the primarily economic orientation of scientific management and recognizes, instead, the importance of social processes in work settings.
- contingency approach to organizational design
- the contemporary approach that recognizes that no one approach to organizational design is best, but that the best design is the one that best first with existing environmental conditions.