management exam 3
what are the 4 types of organizational cultures?
1. clan culture 2. adhocracy culture 3. market culture 4. hierarchy culture
what are the common elements of an organization?
1. common purpose 2. coordinated effort 3. division of labor 4. hierarchy of authority 5. span of control 6. authority 7. centralized
what are the 6 steps of drivers and flow of organizational culture?
1. drivers of culture 2. organizational culture 3. organizational structure and internal processes 4. group and social processes 5. work attitudes and behaviors 6. overall performance
what are the 3 types of organizations?
1. for profit- formed to make money by offering products and services 2. nonprofit organizations- formed to offer services to some clients, not to make a profit (like hospitals, and colleges) 3. mutual-benefit organizations- these are voluntary collectives whose purpose is to advance members interest (like trade unions)
what are the 12 ways to change organizational culture?
1. formal statements- these are statements the organization puts out that details the organizations philosophy, mission, vision, and values as well as materials used for recruiting, selecting, and socializing employees 2. slogans and saying- these express the desirable corporate culture 3. rites and rituals- represent planned and unplanned activities and ceremonies that are used to celebrate important achievements or events 4. stories, legends, and myths- a narrative that happened within an organization that helps symbolize its vision and values to the employees 5. leader reaction to crisis- how top managers respond to critical incidents and organizational crises sends a clear cultural message 6. role modeling, training, and coaching-many companies provide structures training to provide in depth introduction to their organizational values, while other build learning into their culture. 7. physical design- their is constant experimenting to find the best office layout that will encourage employee productivity and send a strong message about culture 8- rewards, titles, promotions, and bonuses- rewards and status symbols are among the best ways to embed an organizational culture 9. organizational goals and performance criteria- many organizations establish organizational goals and criteria for recruiting, selecting developing, promoting, and retiring people, all of which reinforce the desired organizational culture 10. measurable and controllable activities- an organization's leaders can pay attention to, measure, and control a number of activities, processes, or outcomes that can foster a certain culture-ex is Amazon has come under fire for putting too much pressure on its warehouse workers when they created a wristband that vibrates to alert workers they aren't working hard enough. this device can collect info about where workers are and what they are doing 11. organizational structure- most traditional organizations are likely to enforce a culture oriented toward control, and authority with the flatter organization that eliminates management layers in favor of giving employees more power 12. organizational system and procedures- companies are increasingly using electronic networks to increase collaboration among employees, to improve innovation, quality, and efficiency (like companies using Microsoft teams to encourage employees to communicate with each other)
what are the 3 layers of organizational culture?
1. observable artifacts 2. espoused valuables 3. basic assumptions
what are the 4 traditional organizational designs?
1. simple 2. functional 3. divisional 4. matrix structures
what is a story?
a story is a narrative based on true events, which is repeated to emphasize a particular value. (they are oral stories that are retold by members of the organization about incidents in the organizations history.) ex- a company called salesforce.com is known for giving back to its community. they have embodied a story known as 1-1-1 rule that gives back 1 percent of their product, 1 percent of their earnings, and 1 percent of their employee work hours to charity. whenever new employees come on that story is retold over and over again
what are some advantages and disadvantages to external recruiting?
advantages- the applicants may have specialized knowledge and experience (so like if you go to a college and try to recruit someone for the marketing division, they will likely be a marketing major). and applicants have fresh viewpoints (since they are new, they wont really know how the company is traditionally run, so they will have fresh viewpoints that could improve the company) disadvantages- the recruitment process is much more expensive and takes longer (it costs money to use those social media websites to recruit, and sometimes you wont get any applicants for a long time). the risks are also higher because no-one in the company really knows this new person that is being hired (he could be a complete ******** for all we know)
what is division of labor?
also known as work specialization, is having discrete parts of a tasks done by different people, which makes the organization more efficient. (like on the two man fishing boat crew, someone has to be in charge of steering the boat while the other is in charge of working the fishing nets)
what is clan culture?
clan culture is an employee focused culture that values flexibility, not stability and has an internal focus. like a family type organization, it encourages collaboration among employees, job satisfaction, and employee involvement. they devote alot of money to hiring and developing their employees, and view customers as partners. (basically they really value employees and want to make the company a place employees want to work at) -ex- an insurance company was ranked as the 9th best company to work for in USA. their CEO believes that if employees are given a fun, rewarding place to work where they will get to express their creativity, in return the company will get loyalty, innovation, and world-class customer service. (ex are google, and the shoe brand Tom's)
what is some information about drug and alcohol tests?
companies are permitted to test job applicants for drug and alcohol screening before making an offer, contigent to making an offer, and randomly after hiring depending on state law. tests for drugs and alcohol cannot be given selectively, its either you test everyone or dont test anyone at all. weed has become a growing problem in drug tests, because some states have made weed legal. because of this we are seeing a decline in drug testing.
what are some problems with organizational culture?
culture can vary considerably between organizations, and it can really effect the overall performance of employees both positively and negatively. you want to maintain a culture that isnt too nice, but also isnt too strict where people dont enjoy being there
what is external recruting?
external recruiting means attracting job applicants from outside the organization. so this would be like posting a ad in the local newspaper, going to colleges and recruiting kids, using social media to get new employees, ect. (today, more than 90% of organizations use social media for external recruiting)
what are geographic divisions?
group activities around defined regional locations. (ex- the FED has 12 separate districts around the US)-so you place different aspects of the company in different places based on strategic reasoning. (like a company might have an office in Europe to target the European market, an office in Asia to target the Asian market, etc.)
what are heros?
heros are people whose accomplishments embody the values of the organization. (sam Walton, the founder of walmart is an example of a hero. he was a very simple guy who did not live lavishly, and acted like a normal person even though he was a multi-billionaire. this embodies the values of walmart as they are known as being a place where people can go to save money.
what is human capital?
human capital is the economic or productive potential of employee knowledge, experience, and actions (human capital is basically the potential an employee has to be a vital part of the organization. organizations are attempting to develop human capital by providing career coaching and college tuition reimbursements and scholarships.)-also very important to take responsibility for your own human capital. a lot of studies show that lack of sleep depletes your human capital and lowers performance
what is human resource managaement?
human resource management consists of activities managers perform to plan for, attract, develop, and retain an effective workforce. (human resource management has become one of the most valuable aspects of companies. the success of companies is based on the kinds of employees they have, that is why training and developing them is so important)
what is the matrix structure?
in a matrix structure, an organization combines functional and divisional chains of command in a grid so that there are two command structures- vertical and horizontal. the functional structure usually doesn't change-such as the finance, marketing, and production divisions. but the divisional structure may vary by product, brand, customers, or geographic regions. (so basically this is when they use both divisional and functional structures in the organization) ex- the functional structure of ford might be the departments of enginerring, finance, production and marketing, each headed by their own vice president, which makes the reporting arrangement vertical straight up to the vice-president. the divisional structure might by by product (like the mustang, explorer, and tarus) each headed by a project manager. that is what we call reporting horizontal. so a marketing person for the mustang would report both to their vice president and the project manager of the mustang.
what is organizational structure?
it is a formal system of task and reporting that coordinates and motivates an organizations members so they can work together to achieve an organizations goals. (it is concerned with who reports to who and who specializes in what work, and asks questions like what kind of company is your organization? like for-profit, nonprofit, or mutual benefit)
what is a market culture?
it is a very competitive culture that values profits over employee satisfaction, and has a strong external focus and values stability and control. because market cultures are focused on external environment and driven by competition and a strong desire to deliver results, customers, profitability, and profits take precedent over employee satisfaction and development. employees are expected to work hard, fast, and deliver quality work on time, those who deliver results are rewarded. ex- uber has had this culture, but its management allowed aggressively competitive and sexually harassing behavior to flourish within its freewheeling work environment, which created scandals that Uber struggled to recover from. (basically market culture doesn't really train its employees to be good employees because they are so focused on profits, so in turn, sometimes the employees may mess up like the uber example. (these are like fortune 500 companies, or publicly traded companies)
what is organizational socialization?
it is defined as the process by which people learn the values, norms, and required behaviors that permit them to participate as members of the organization. This process can take weeks or even several years to occur, and it occurs in 3 phases. the first phase is known as the anticipatory socialization phase, which occurs before someone joins the organization, and it entails a person doing research on what the organizations job needs and values are and if he can fit in with those things. you do this by looking the company up on the internet, talking to career advisors, and talking to current employees of the company. the second phase is the encounter phase, which takes place when a person is first hired and comes to learn what the organization is truly like and how to adjust to his expectations. the company might help this socialization process through various programs known as "onboarding programs." the 3rd phase is the change and acquisition phase, which happens when the employee understands his work role and now must master the necessary skills and learn to adjust to the work groups values and norms.
what is organizational culture?
it is the set of shared, or taken-for-granted implicit assumptions that a group holds and that determines how it perceives, thinks about, and reacts to various environments (the personality of a company made up of individuals in the company, and the beliefs and values shared among a group of people in the workplace that are passed on to new employees by way of socialization and mentoring, which really affect work outcome levels)-this is also called corporate culture
what is a flat organization?
its defined as an organization with few or no levels of middle management between top managers and those reporting to them. (so basically you just have one main manager in the company, and everyone reports to him)
what are rites and rituals?
rites and rituals are the activities and ceremonies, planned and unplanned, that celebrate important occasions and accomplishments in the organization's life. (like sports teams handing out MVP of the team, or the army giving people medal of honors) an example is a company out of Colorado that sells beer. in the first year of working for the company, the employee receives a bike. after 5 years of working for the company, the employee receives a trip to Belgium. After 10 years, the employee receives a 4 week paid leave. (they are basically things that happen in a company that have always happened, and it builds a community throughout the company- or like it is a ritual of Mizzou by giving out a beer when we graduate
how is AI changing recruting?
some AI programs can help with tasks like scheduling interviews screening and ranking candidates, creating job postings, and administrating ability tests. (basically make it easier to pick candidates)
what is a job description?
summarizes what the holder of the job does and why he does it (basically says what you will be doing with a specific job)
what is coordinated effort?
the coordinated effort means that all the members of the organization need to work together to achieve the common purpose of the organization (says individuals should work with their co-workers because they can accomplish more if they work with people)
what is the first level of organizational culture?
the first level is observable artifacts. this is the most visible level, and the level that you see right when you join the organization. these are physical manifestations such as manner of dress, awards, myths and stories about the company, rituals and ceremonies, and decorations, as well as visible behaviors exhibited by managers and employees. (basically like right when you join an organization, what is the first think you notice? itll be things like how people dress, how people talk to eachother, ect. (ex- the online travel company Kayak has a 2 foot tall elephant in their conference room, and its known as the "elephant in the room"-its an artifact that is known to bring honesty and constructive communication among employees. another example is apples flag they used to hang was a pirate with an apple in its eye. it encouraged apples employees to steal other companies software programs-can even be how the office is set up
what is responsibilty?
the obligation you have to perform the tasks assigned to you (so like if you are a worker at a car manufacturer, the line workers might be responsible for just installing a window, but the manager is responsible for making sure all the line-workers get their jobs done)
what is the link between strategy, culture, and structure?
the organizational culture and structures should be aligned with its vision and structures. so this means if the managers change the strategy of an organization, they might need to also change the culture and environment of the organization in order to support the change. on that same note, as companies grow in general the culture and structure also need to grow with it
what is delegation?
the process of assigning managerial authority and responsibility to managers and employees. to be more efficient, most managers are expected to delegate as much of their work as possible. a good rule is the 70 rule. if the person who you want to delegate work to can do atleast 70% as well as you can do it, you should delegate that work to them
what is the second level of organizational culture?
the second level of organizational culture is espoused values, which are explicitly stated values and norms preferred by an organization, as may be put forth by the firms founder or top managers. (an example is the founders of HP stressed the "HP-way" which was a culture that gave as much authority and job security to employees as possible. another example is the leaders at CVS notices a gap between espoused values as they sell health products, and they also sell tabacco products such as cigerettes. the CEO of CVS announced that they would stop the sale of tabacco, and the average cigerette smoker purchased 5 less packs. (these are the values that the company sees are important, and they can affect people inside and outside of their organization)
when you get to the selection process, how do you choose the right person for the job?
the selection process of determining who the best candidate happens in three components: 1. gather background info- this is when you review their application forms (which provide basic info about the applicant such as their background info such as citizenship, education, work history, and certifications), resumes, and references(letters from previous employers that say if they are a good worker).-the problem with some resumes is that people often lie on them, that is why you need to check their references. 2. if you like what you see in the application process, then you ask them to interview, either over the phone or in person. 3. the third step is employment tests. (this is when you test someone to determine if they have the right skills for the job)
what is the simple structure?
the simple structure has authority centralized in a single person, a flat hierarchy, few rules, and low work specialization. (a flat organization is a simple structure)-usually happens in the very early stages of the company, when the organization solely reflects the desires and personality of the founder (small firms are usually organized this way)
what is differentiation and integration?
the tendency of parts of an organization to disperse and fragment. so different parts of the organization are completely on their own, while integration means different parts of the organization work together.
what is the 3rd level of organizational culture?
the third level is basic assumptions, and they are the CORE VALUES of the organization, or what they really stand for. these are not observable, and represent the core values of an organizations culture. the ones that are taken for granted are difficult to change. an example of basic assumptions is an insurance company called AIG had employees saying on indeed that it was a great place to, but some people said that "the workplace culture is very hard work with very strict deadlines that made people work very long hours." So from the outside this company might seem very enjoyable to work at, but its core values might expect you to work crazy long hours. another example is the company "college hunks hauling junk", the founder always stressed they had no formal policies about sick days, vacation days, dress code and just wanted his employees to have fun. as the company got bigger, the company started to lose focus, which caused profit and company ratings to go down. they had to implement some rules and procedures that, while at the same time still maintaining there fun client that they are used to. with the rules now in place, they are still a fun company and they are now thriving.
what is a performance test?
these are also known as skill tests, and they measure performance on actual job tasks-like tryouts. (like when computer programers take tests on different computer languages or middle managers work on small sample projects) Some companies also have an assessment center- which is where they follow applicants around for a couple of days and assess of they believe the candidate will be a good fit for the company. -like when you hire a new chef, you make them cook you a meal to determine if they are a good chef
what are product divisions?
these are group activities around similar products or services. (ex- time warner cable has different divisions for magazines, movies, recordings, TV, and so on.)-basically all the different elements of the company
what are employment tests?
these are legally considered to consist of any procedure used in the employment selection decision process, even application forms, interviews, and educational requirements. (these can even include drug tests, but lie detector tests are generally not considered legal)
what is a personality test?
these measure personality traits such as emotional intelligence, social intelligence, resilience, personal adaptability, and need for achievement. These may include career-assessment tests. (the most famous personality test is the Myers-Briggs type indicator. you also have to be careful with these because people can sue you if you discriminate against their personality)
what is an ability test?
these measure someones physical abilities, such as their strength and stamina, mechanical abilities, mental abilities, and clerical abilities. (like the military requiring people to pass obstacle courses)
what are customer divisions?
these tend to group activities around common customers or clients. (ex- ford has different divisions for passenger car dealers, large trucking customers, and for farm product customers.)- these divisions are specialized for the customers they are dealing with. or like a savings and loan company might be structured with different customer divisions. one division is responsible for House loans, one responsible for business loans, and one responsible for heavy machinery loans
what are integrity tests?
these tests assess attitudes and experiences related to a persons honesty, dependability, trustworthiness, reliability, and pro-social behavior. (these tests basically try to determine if someone is a good person or not, but the problem with these tests is people can easily submit false responses)- some questions that may appear on integrity test might be like "have you ever engaged in something illegal." this is useful information to employers, but at the same time people can easily lie about questions like that
what are slogans?
they are things that pretty much sum up the business model of a organization. like Walmart's is "Save money. Live better." this is what Walmart embodies as they advertise their stores as cheap places to buy stuff (they suggest culture in companies)
what are staff positions?
they provide advice, recommendations, and research to line managers. (like legal consultants and advisors)
what is the second organizational design, also known as the horizontal design?
this are called team-based design, teams or workgroups, used to improve collaboration and work on shared tasks by breaking them down into internal boundaries. For instance, when managers from different functional divisions are brought together in teams-known as cross-functional teams-to solve particular problems, the barriers between divisions break down. (basically, this is the process of bringing people from different functional divisions (the ones where you are working with people who do the same thing as you do) to solve specific problems that have happened in the organization)-good example of this would be like if you brought the maintenance department and finance department together to discuss implementing a new piece of equipment. the maintenance department can provide information about what exactly needs to be done, and the finance division can give them ideas on how to make it cheaper)
what is person-job fit?
this asks the question do your skills, abilities, and experience match the job duties you will perform? (different than person-organization fit as that was more concerned with how your personality matched the organizations)
what is centralization vs decentralization of authority?
this asks the question who makes the important decisions in the organization? in centralized authority, important decisions are made by the higher-level managers. this is very common in smaller companies. (the advantage of centralized authority is there is less duplication of work, because fewer employees are performing the same tasks since these decisions are usually made by only high-level managers. centralized is often easier to control and leads to less problems) decentralized authority is when important decisions are handled by middle-level managers and supervisors. bigger companies use this more often (the advantage to centralized authority is that managers are encouraged to solve their own problems, and decisions can be made more quickly since they arent asking the high-level managers)
what is the vertical hierarchy of authority?
this asks the question who reports to whom? so in a very small organization, the owner might communicate with just the secretary or the assistant. in a large corporation, the owner or president might only talk to the vice presidents, and then the vice presidents talk to the GM's, and so on (who reports to who)
what is common purpose?
this brings all the employees and members of the organization together and gives everyone an understanding of the organizations reason for being
what is strategic human resource planning?
this consists of developing systematic, comprehensive strategy for (A) understanding current employee needs and (B) predicting future employee needs. (in this process, we are concerned with something more than simply hiring people on a "as needed" basis. we are trying to understand and develop employees to make them specialized in certain tasks which in turn helps the organization)
what is job specification?
this describes the minimum qualifications a person must have to perform a job successfully (like a posting on Craigslist or something, lets people know they are hiring and lists the minimum qualifications for the job)-things like work experience, educational requirement, ect
what is the adhocracy culture?
this has an external focus and values flexibility and risk-taking. creation of new products and services is the main point of this culture, which attempts to create innovative products by being adaptable, creative, and quick to respond to changes in the marketplace. employees are encouraged to take risks and experiment with new ways of getting things done. this culture is good for start up companies, those in industries that experience constant change, and those in mature industries that are in need of innovation to enhance growth. ex- baxter international, manufacture of medical products, values innovation enough to say it is practically its culture. the CEO has cut away several layers of the company to make it easier for employees to communicate with peers around the organization and speed up decision-making. since the CEO made these cuts, the stock of the company has climbed 70% (ex are apple, Facebook, and Twitter)
what is an unstructured interview?
this involves asking questions to find out what the applicant is like. there is no fixed set of questions asked, and the applicants are not scored on a systematic scoring procedure. (the problem with this interview process is many people think it is unfair because it can be totally biased on what the interviewer thinks about the applicant)-also is subjective to legal attack because some questions might ask about non-job-related matters such as privacy, diversity, or disability information.-these are more beneficial that structured interviews, although structured interviews are more legally sound
what is a human resource inventory?
this is a report listing your employees by name, education, training, languages they speak, and other important information about your employees.
what is an organic organization design?
this is a very flexible or adaptive structure that can move very quickly based on the environment that is changing around you. it consists of a decentralized hierarchy of authority, few rules and procedures, shared tasks, informal communication, working in teams, and a wider span of control (like a company that makes a lot of products that cant be mass-produced or the products are custom made for each customer)-in this design employees generally don't have to ask for permission to do a task
what is a mechanistic organization design?
this is a very rigid design where things don't really change that often. it consists of things like the centralized hierarchy of authority, has many rules and procedures, specialized tasks, formal communication(like when things have to be formally written down rather than being shouted across the room), few teams, and a narrow span of control (so Mr. dells would want this design because they are making the same product each day and don't want to change a bunch of stuff up)-everyone basically has to ask their manager above them if it is okay to do something
what is a hierarchy culture?
this is a very structured culture that values stability and effectiveness, and has an internal focus. companies with this kind of culture are likely to have formalized, structures work environment aimed at achieving effectiveness through a variety of controlled mechanisms that measure efficiency, timeliness, and reliability in the creation and delivery of products. ex- amazon values this work culture. amazon sticks to a few key principles, instead of focusing on what their competitors are doing or how the market is changing. they are continually investing in getting a little better like how they continually try to improve their delivery speed (these are like government, military)-people at the top telling people at the bottom what to do all the time-they try to keep things the same way
what is a structured interview type 1?
this is also called a situational interview, and it involves asking each applicant the exact same question and comparing their responses to a standardized set of answers. these ask questions like "what would you do if you saw two people arguing in the workplace area"-the idea is to find out how potential employees will handle difficult situations
what is the structured interview type 2?
this is called the behavioral interview. in this type of structured interview, the interviewer explores what applicants have actually done in the past. (ex- they may ask "what is the best idea you ever sold to your supervisor, teacher, peer, or subordinate?") these are designed to assess the applicants ability to influence others
what is organizational design?
this is concerned with designing the optimal structures of accountability and responsibility that an organization uses to execute its strategies.
what is job analysis?
this is determining the basic elements of a job by observation and analysis (this could be like if you are a delivery driver for UPS and your boss rides along with you to determine if you are getting your deliveries done in a timely and efficient mannor)
what are wages and salaries?
this is known as base pay, which consists of the basic wage or salary you are paid in exchange for employees doing their job. it is determined by many economic factors, such as the average pay levels in an industry, what competitors are paying, if you are in the union, if jobs are hazardous ect.
what is a knowledge worker?
this is someone whose occupation is principally concerned with generation or interpreting information, as opposed to manual labor. knowledge workers add value to organizations by using their brains rather than their muscles and have become the most common type of worker in the 21st century. over the past 3 decades, automation has threatened a lot of routine jobs, but the rise of knowledge workers has been accelerating
what is reliability when we are testing employees?
this is the degree to which a test measures the same thing consistently-so like will the person's score remain the same over time?
what is social capital?
this is the economic or productive potential of strong, trusting, and cooperative relationships (ex-the navy found 74% of their highest-quality job applicants came from employee referrals. employees hired through referrals tend to stay longer, a result of better person-organization fit)- this is saying to try to build relationships with a wide number of people. if you are well-liked by a lot of people, that means you have strong social capital and it can help with things like job referrals.
what is the authority element of an organization?
this is the managements authority within the organization. it has nothing to do with the managers fighting ability or personal characteristics. with authority goes accountability, responsibility, and the ability to delegate (or give off) one authority
what is span of control?
this is the number of people reporting directly to a given manager, narrow or wide
what is the hollow structure?
this is the start of the third organizational design that opens boundaries between organizations: this is often called the network structure, and it is when the organization has a central core of key functions and outsources other functions to vendors that can produce things cheaper and faster. (a company might have a hollow structure if they retain important core processes like the design of a product and the marketing of the product but outsource the rest of the stuff like manufactoring, HR, warehousing, ect.)- a firm with a hollow structure might have operations all over the world like their boxes come from asia, packaging comes from Europe, etc. so they don't really make a lot of things in house, but by doing this they can remain small, and keep their payroll and overhead low.
what is the modular structure?
this is when a firm assembles product chunks, or modules, provided by outside companies. (like an airplane company having a bunch of different companies make the parts for the airplane. one company makes the wings, one makes the cockpit, one makes the seats ect)-its different than a hollow structure because even though you are outsourcing a lot of things, they are all brought in and assembled in house
what is the divisional structure?
this is when people with diverse occupational specialties are put together in formal groups by similar products or services, customers or clients, or geographic regions. (usually, when companies grow and become corporations, they will go to the divisional structure. its more based on the external environments like what products the company makes, and what customers they sell to)-for big companies who are more focused on different countries or products also, what you do and whom you report to is completely based on which aspect of the company you are currently in
what is front-stabbing or radical candor?
this is when someones believes the organizations culture has become too nice, so they embrace a culture known as front-stabbing or radical candor where they encourage their employees to drop the polite workplace veneer and speak frankly to eachother no matter what.
what is the virtual structure?
this is when the members of an organization are geographically apart, usually working with e-mails or things like zoom to communicate. the interesting thing about virtual structure is that when a customer buys a product from a company with this structure, they would have no idea they are virtual as it appears from the outside that they have a real physical location. (the advantage of a vertical structure is that companies can basically hire any employee they want anywhere in the world because they don't need to be in the office. this can really help companies get top tier employees)
what is unity of command?
this is where an employee should report to no more than one manager in order to avoid conflicting priorities and demands. (today with advancing tech, it makes sense for a person to communicate with more than one manager)
what is the functional structure?
this is where people with similar occupational specialties are put together in formal groups. this is a very common structure, seen in for-profit and nonprofit organizations. (alot of time its based on college major, like if you're a marketing major you will work in the marketing department, or if yo are hired to work maintenance, you will work with the maintenance crew)-you are primarily working on one thing that you know well and you always report to someone above you that you can turn to and say "what do I do now?"-these are based on efficiency
what is validity in testing employees?
this makes sure that the test actually measures what it is supposed to measure, and that it is free of bias. (so does the test actually do what it is supposed to do?)
what is narrow span of control?
this means a manager has a limited number of people reporting to him- so 3 vice presidents reporting to the president, instead of 9 vice presidents
what is a wide span of control?
this means a manager has several people reporting to him. a first line manager might have 40 people reporting to him (like michael has all 20 people on the second shift report directly to him)
what is internal recruiting?
this means that you make people already in the organization aware of new job openings they have in the organization. (most vacant positions in an organization actually gets filled through internal recruiting)- some ways you can do internal recruiting are job posting on things like bulletin boards, and posting information about the job on the companies communication networks)- basically internal recruiting would be like Michael seeing they need a new QR person, and he knows that position pays more so he applies for it
what is the horizontal specialization?
this shows the different jobs in a company or work specialization. in a two person organization, one person might be the "outside person" handling sales, clients, and finance while the "inside person" handles production and research. (so basically this is when you are looking at an organizational chart from left to right, and you see the different jobs in the organization)
what are incentives?
to attract high-performing employees and to induce those already employed to more more productive, many organizations offer incentives. (things like commissions, bonuses, profit-sharing, and stock options)
how can we think of organizational culutre?
we can think of organizational culture as the "social glue" that binds members of an organization together. just as humans have different personalities such as friendly, fun-loving, competitive ect... organizations have personalities too. the culture of an organization helps employees understand why the organization does what it does and its long-term goals.
what is person-organization fit?
when you think about how an organizational culture develops, alot of it comes from the individuals themselves. so the person-organization fit reflects the extent to which your personality and values match the climate and culture in an organization. (this is like asking yourself does your personality fit the values and beliefs of the organization you are working for?)
what is the definition of accountability?
it means managers must report and justify work results to the managers above them. (like micael his held accountable by dad in making sure they run a certain amount of product that day)
what is the competing values framework (CVF)?
it provides a way for managers to understand, measure, and change organizational culture.
what is the defenition of authority?
it refers to the rights inherent in a managerial position to make decisions, give orders, and utilize resources
what is an organizational chart?
its a box and line illustration showing the formal lines of authority and the organizations official positions or work specializations
what are the 2 dimensions of organizational effectiveness?
1. the horizontal dimension- this expresses the extent to which an organization expresses its attention and efforts inward on internal dynamics and employees versus outward toward its external environment and its customers and shareholders 2. the vertical dimension- this expresses the extent to which an organization prefers flexibility and discretion vs stability and control.
what drives an organizational culture?
1. things like the founder of the company's beliefs and values 2. industry and business environment 3. national culture 4. organizations vision and strategy 5. behavior of leaders (it's the values and behaviors of the leaders of the company and the individuals in the company)
what are the 3 types of organizational designs?
1. traditional designs 2. horizontal designs 3. designs that open boundaries between organizations
what are the 3 parts of compensation?
1. wages or salaries 2. incentives 3. benefits
what is a symbol?
a symbol is an object or action that represents an idea or quality. Symbols are artifacts used to convey an organizations most important values. Nikes symbol is the swoosh, and apples is the apple.
what is an organization?
a system of consciously coordinated activities or forces of two or more people. (by this ex, a crew of two people operating a tuna boat are just as much of an organization as companies like StarKist with their thousands of employees)
what are some important things to consider when we are hiring people?
John Sullivan, a professor at San Fran University state, has told us that "we know 5% of your workforce produces 26% of your output, so you need to focus on hiring people who truly make a difference." Hiring has really become more of a science, but most people that are actually doing the hiring still think of it as an art. (the tight labor market is really making it difficult for companies to get qualified employees, so alot of firms are pairing up with qualified schools or unions, and some are really beefing up their internship programs in order to get good workers)
what are some advantages and disadvantages to internal recruiting?
advantages- internal recruiting tends to inspire more effort and loyalty. (because the employees feel that their managers actually listen to them on who should be hired), internal recruiting is obviously much cheaper, and there are fewer risks as internal candidates usually already know about the organization and are familiar with it) disadvantages- internal recruiting can limit the competition for positions and restricts the pool of fresh talents and fresh viewpoints. it also may give employees the impression the longevity and seniority will automatically result in a promotion. and the last disadvantage is whenever a job is filled, it creates a vacancy somewhere else in the organization
what is hierarchy of authority?
also known as chain of command, and its the control mechanism for making sure the right people do the right things at the right time. (so managers need to have more authority, or the right to direct the work of others)- authority is most effective when it is arranged in a hierarchy. without tiers or ranks of authority, it would be difficult to get things done and assign people to different tasks.
what is a realistic job preview?
realistic job previews (RJP) gives a candidate a picture of both the positive and negative features of the job and organization before he is hired. (this technique is very effective in reducing job turnover within the first 30-90 days of hiring) -basically its when you give someone a preview of exactly what they will be doing, and they can decide if they actually see themselves in this position. this would be like when Hilton Hotels hire new maid, they have someone show them how to make a bed, then the applicants do it themselves. so you actually see and sometimes even do what you will actually be doing if you did get the job
what is recruiting?
recruiting is the process of locating and attracting qualified applicants for jobs in an organization. (the word qualified is important, as you really want to get people whose skills, abilities, characteristics are best suited for your organization)
what are line managers?
they have the authority to make decisions and usually have people reporting to them. (examples are the president, vice president, and head of accounting)
