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.