BMGT Test 3 review
Teams
Are a means to an end, not an end themselves. Should be used only under certain specific circumstances
Ample resources available
Circumstance under which teams ought to be used
two disadvantages with Product departmentalization
Costly duplication and difficulties with cross departmental coordination
Quid pro quo and hostile work environment
From and legal perspective these are two kinds of sexual harassment
Diversity
Helps companies save money by reducing turnover, decreasing absenteeism, and avoiding expensive lawsuits.
Organizational process
Is the collection of activities that transform inputs into outputs that customers value
Vertical Loading
Means pushing some managerial authority down to workers according to the job characteristic model.
Always resolve issues by consensus
NOT one of the recommendations for minimizing the occurrence of affective conflict and having a good fight
Social loafing
One consequence is a loss of efficiency
Semi-autonomous group truth
Semi-autonomous work groups have the authority to make decisions and solve problems.
Decision making process
Teams can do much better job than individuals in defining the problem and generating alternative solutions
Advertising
Type of external recruiting method
Self-designing teams
Where the highest level of team autonomy is found
Departmentalization
a general term that refers to subdividing work and workers into separate organizational units that are responsible for completing particular tasks
Deep level diversity
consists of differences such as personality and attitudes that are learned only through extended interaction with others and are communicated through verbal and non verbal behaviors
Employee involvement teams
do NOT have the authority to make decisions
Disparate Treatment
intentional discrimination by an employer is known as
Wrongful discharge
is a legal doctrine that requires employers to have a job related reason to terminate employees
80 percent rule
is a rule of thumb used by the courts and the EEOC to determine whether there is evidence of adverse impact. Violation of this rule occurs when the selection rate for a protected group is less than a specified level of the selection rate for a non protected group
Cross-functional team
is purposefully composed of employees from different functional areas of the organization
Cognitive conflict
is strongly associated with improvements in team performance, and affective conflict is strongly associated with decreases in team performance
Autonomy
is the degree to which workers have the discretion, freedom, and independence to decide how and when to accomplish their jobs
Validation
is the process of determining how well a selection test or procedure predicts future job performance
Human Resource Management
is the process of finding, developing, and keeping the right people for the company
Recruiting
is the process of finding, developing, and keeping the right people for the company.
structural accommodation
means giving teams the ability to change organizational structures, policies and practices if it helps them meet their stretch goals
Customer Departmentalization
organizers work and workers into separate units responsible for particular kinds of customers
Diversity pairing
people of different cultural backgrounds are paired together for mentoring
Standardization
process of solving problems by consistently applying the same rules, procedures, and processes.
Training
provides opportunities for employees to develop the job-specific skills,experience, and knowledge they need to do their jobs or improve their performance
Affirmative action
punishes companies for not achieving specific gender and race differences in their work forces
Surface-level diversity
refers to differences such as age, gender, race, and physical disabilities that are observable, typically unchangeable, and easy to measure.
Job design
refers to the number, kind and variety of tasks that individual workers perform in doing their jobs
Diversity programs
seek to benefit both org and their employees by encouraging org to value all kinds of differences
6 to 9
team size that usually provides the best performance
Coordination of Departmental activities
tends to be more difficult with the geographic approach to departmentalization than with the other approaches
Glass Ceiling
the so-called invisible barrier that prevents women and minorities from advancing to the top jobs in organizations
Job description and job specifications
two most important results of a job analysis
Adverse impact
unintentional discrimination
Decentralized organization
workers closest to problems are authorized to make the decisions necessary to solve the problems on their own.