mgmt309 unit 03
Family and Medical Leave Act of 1993 (FMLA)
CAB: Requires employers to provide up to 12 weeks of unpaid leave for family and medical emergencies
Equal Pay Act of 1963
CAB: Requires that men and women be paid the same amount for doing the same job
Fair Labor Standards Act
CAB: Sets a minimum wage and requires overtime pay for work in excess of 40 hours per week; passed in 1938 and amended frequently since then
Equal Employment Opportunity Commission
Federal agency charged with enforcing Title VII of the Civil Rights Act of 1964
Growth-need strength
People who want to develop their capabilities and accomplish challenging tasks
Authority
Power that has been legitimized by the organization
Realistic job preview (RJP)
Provides the applicant with a real picture of what performing the job that the organization is trying to fill would be like
Human capital
Reflects the organization's investment in attracting, retaining, and motivating an effective workforce
Intrapreneurship
Similar to entrepreneurs except that they develop new businesses in the context of a large organization
unfreezing
The Lewin Model: In _____________, people recognize why the change is needed (EX: Luis gets poor grades on his midterm exams, so he decides that he needs to study more in order to get better grades on his finals)
Refreezing
The Lewin Model: In _____________, the organization reinforces the change so that it persists (EX: To maintain his new study habits, Luis prints out his grade report and posts it on the inside of his door as a reminder that his sacrifice will pay off)
Implimented
The Lewin Model: The change is ______________ (EX: Luis makes a new study schedule and reduces the amount of time he spends playing games online)
Comprehensive
The _____________ Model: Expands the Lewin Model to seven steps
Lewin
The ______________ Model includes three steps: unfreezing, implementation, and refreezing
Administrative intensity
The degree to which managerial positions are concentrated in staff positions
Job specialization
The degree to which the overall task of the organization is broken down and divided into smaller component parts
Job design
The determination of a person's work-related responsibilities
Innovation
The managed effort of an organization to develop new products or services or new uses for existing products or services
Decentralized
The more complex the external environment, the more _____________ the organization tends to be
Decentralized
The more risk that decisions carry, the more _____________ the organization tends to be
Span of management
The number of people who report to a particular manager, also known as span of control
Delegation
The process by which managers assign work to subordinates
Recruiting
The process of attracting individuals to apply for jobs that are open
Departmentalization
The process of grouping jobs according to some logical arrangement
Coordination
The process of linking the activities of the various departments of the organization
Decentralization
The process of systematically delegating power and authority throughout the organization to middle and lower-level managers
Centralization
The process of systematically retaining power and authority in the hands of higher-level managers
Business process change
The radical redesign of all aspects of a business to achieve major gains in cost, service, or time; also known as reengineering
Organization structure
The set of elements that can be used to configure an organization
Human resource management (HRM)
The set of organizational activities directed at attracting, developing, and maintaining an effective workforce
Scalar principle
There is an unbroken line of authority from the lowest positions to the highest, with the person in the highest position ultimately responsible for the actions of every person in the organization
Organizational structure
When determining _____________, managers make decisions about six elements: - Designing jobs - Grouping jobs - Establishing reporting relationships between jobs - Distributing authority among jobs - Coordinating activities among jobs - Differentiating among positions
Adverse impact
When minority group members pass a selection standard at a rate less than 80 percent of the pass rate of majority group members
Rules and procedures
_____________ are helpful to coordinate activities that always follow the same sequence or priority
Task forces
_____________ consisting of representatives from each interdependent unit can address acute needs for coordination
Product
_____________ departmentalization: Grouping activities around products or product groups; can be good for assessing more easily the success of specific products but can lead to employees focusing on one product and de-emphasizing dedication to the organization as a whole
Customer
_____________ departmentalization: Grouping activities to respond to and interact with specific customers or customer groups; can improve customer service, especially for difficult customers. It can also require too big of an administrative staff
Functional
_____________ departmentalization: Grouping jobs involving the same or similar activities; can be useful for utilizing expert ability but can make monitoring performance more difficult
Chain of command
A clear and distinct line of authority among the positions in an organization
Reactive change
A piecemeal response to circumstances as they develop, typically rushed (EX: Most consumers decide they would rather order a product online than go to a store, so store managers cut costs by buying less inventory)
Line position
A position in the direct chain of command that is responsible for the achievement of an organization's goals
Staff position
A position intended to provide expertise, advice, and support for line positions
Job analysis
A systematized procedure for collecting and recording information about jobs within an organization
Employment-at-will
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
Work teams
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
Job enlargement
An alternative to job specialization that involves giving the employee more tasks to perform; can lower costs because fewer employees accomplish more work but it increases training costs and could require higher pay for employees with enlarged jobs
Job enrichment
An alternative to job specialization that involves increasing both the number of tasks the worker does and the control the worker has over the job; can increase job satisfaction but it is often done without assessing employee preferences
Job rotation
An alternative to job specialization that involves systematically moving employees from one job to another; can increase flexibility and lower costs but is often not enough to improve overall satisfaction.
Job characteristics approach
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
Autonomy
An aspect of the job characteristics approach, _____________, the degree of control the worker has over how the work is performed
Task identity
An aspect of the job characteristics approach, _____________, the extent to which the worker does a complete or identifiable portion of the total job
Feedback
An aspect of the job characteristics approach, _____________, the extent to which the worker knows how well the job is being performed
Skill variety
An aspect of the job characteristics approach, _____________, the number of things a person does in a job
Task significance
An aspect of the job characteristics approach, _____________, the perceived importance of the task
Organization development
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
Organization change
Any substantive modification to some part of the organization
Employee Retirement Income Security Act of 1974 (ERISA)
CAB: Regulates how organizations manage their pension funds
Planned change
Change that is designed and implemented in an orderly and timely fashion in anticipation of future events (EX: A major earthquake occurs, and the organization's managers carry out predetermined steps to ensure employee and customer safety)
Employee information system
Contains information on each employee's education, skills, experience, and career aspirations; usually computerized
Organizing
Deciding how best to group organizational activities and resources
Validation
Determining the extent to which a selection device is really predictive of future job performance
Civil Rights Act of 1991
EEO: Amends the original Civil Rights Act, making it easier to bring discrimination lawsuits while also limiting punitive damages
Title VII of the Civil Rights Act of 1964
EEO: Forbids discrimination on the basis of sex, race, color, religion, or national origin in all areas of the employment relationship
Age Discrimination in Employment Act
EEO: Outlaws discrimination against people older than age 40; passed in 1967, amended in 1978 and 1986
Americans with Disabilities Act
EEO: Prohibits discrimination against people with disabilities
Unity of command
Each person in the organization has exactly one supervisor
Occupational Safety and Health Act of 1970
HAS: Directly mandates the provision of safe working conditions; requires that employers provide a place of employment that is free from hazards that may cause death or serious physical harm and obey the safety and health standards established by the Department of Labor
Decentralized
If lower-level managers are highly capable decision makers, the organization tends to be more _____________
Internal forces
Includes changes in strategy and in employee values and preferences (EX: The organization starts to make a different product than it has ever manufactured before)
External forces
Includes changes in the general and task environments (EX: The US Congress passes and the president signs a law restricting the organization's ability to do business)
Affirmative action
Intentionally seeking and hiring qualified or qualifiable employees from racial, sexual, and ethnic groups that are underrepresented in the organization
Description
Job analysis produces a job ______________, or a list of the duties, working conditions, and resources used to perform the job
Specificaiton
Job analysis produces a job ______________, which is a list of the skills, abilities, knowledge, etc. needed to perform the job
National Labor Relations Board (NLRB)
LR: Established by the Wagner Act to enforce its provisions
National Labor Relations Act
LR: Passed in 1935 to set up procedures for employees to vote on whether to have a union; also known as the Wagner Act
Labor-Management Relations Act
LR: Passed in 1947 to limit union power; also known as the Taft-Hartley Act
Equal Employment Opportunity
Laws that address discrimination in employment
Labor Relations
Laws that address union activities and management's behavior toward unions
Replacement chart
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
Liaison
Managers in ______________ roles act as a common point of contact for interdependent units
Flatter
Many organizations are becoming _____________, giving managers wider spans of control
Managerial
Organizations can use the _____________ hierarchy to coordinate activity by creating a management position responsible for a group of interdependent units
Location
_____________ departmentalization: Grouping jobs on the basis of defined geographic sites or areas; can make the organization more sensitive to regional trends and characteristics but it can make coordination more difficult
Integrating
_____________ departments are similar to task forces but are more permanent in nature
General
_____________ environment includes economy, laws and regulations, and societal values
Flat
_____________ organization: Has fewer levels between top and bottom
Tall
_____________ organization: Has many levels in its hierarchy
Internal
_____________ recruiting: Considering current employees as applicants for higher-level jobs in the organization
External
_____________ recruiting: Getting people from outside the organization to apply for jobs
Task
______________ environment includes activity of competitors, suppliers, regulators, and unions
Technical
______________ innovations: 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: A change in the management process in an organization
Product
______________ innovations: 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: A change in the way a product or service is manufactured, created, or distributed
Radical
______________ innovations: A new product, service, or technology that completely replaces an existing one
Incremental
______________ innovations: A new product, service, or technology that modifies an existing one
Reciprocal
______________ interdependence: When activities flow both ways between units (EX: In a hospital the administrative staff, health care providers, and diagnostic and laboratory departments need to coordinate closely to provide good patient care)
Sequential
______________ interdependence: When the output of one unit becomes the input for another in an ordered fashion (EX: A nursery with a department that is responsible for growing the plants in greenhouses and another that is responsible for selling the plants in stores; the output of the greenhouses becomes the input to the stores)
Pooled
______________ interdependence: When units operate with little interaction (EX: A paper products company with two independently-operated divisions: a commercial division that makes and sells products for businesses and a retail division that markets to individual consumers)
Enterprise resource planning
______________: A large-scale information system for coordinating activities across the enterprise as well as with suppliers and customers
