Term
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Definition
| The process of how an organization manages and aligns all of its resources to achieve high performance. |
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Term
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Definition
| The process that is used to ascertain how well employees are performing their jobs |
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Term
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Definition
Should be objective rather than subjective
Should be job-related or based on job analysis
Should be based on behaviors rather than traits
Should be within the control of the ratee
Should relate to specific functions, not global assessments |
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Term
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Definition
| A theory that asserts how we evaluate other people in various contexts is related to how we acquire, process, and categorize information. |
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Term
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Definition
breach of duty to conduct appraisals with due
care |
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Term
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Definition
| disclosure of untrue unfavorable performance information that damages the reputation of the employee |
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Term
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Definition
disclosure of untrue favorable performance information that presents a risk of harm to prospective employees
or third parties |
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Term
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Definition
characteristics of the perceiver, characteristics
of the person being perceived (the target), and contextual factors. |
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Term
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Definition
A cognitive approach to processing information that results in making sense of events and actions that in turn
influence how decisions are made on the basis of that information. |
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Term
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Definition
| A type of rating error in which the rater assesses the ratee as performing well on a variety of performance dimensions, despite having credible knowledge of only a limited number of performance dimensions. |
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Term
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Definition
| the failure to differentiate an employee’s performance across different dimensions |
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Term
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Definition
giving uniformly high ratings to an employee when these ratings are in fact
justified. |
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Term
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Definition
A type of rating error in
which the rater assesses
a disproportionately
large number of ratees
as performing well
(positive leniency)
or poorly (negative
leniency) in contrast
to their true level of
performance. |
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Term
| severity or negative leniency. |
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Definition
| Harsh raters give evaluations that are lower than the “true” level of ability |
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Term
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Definition
raters give evaluations
that are higher than the “true” level |
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Term
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Definition
A type of rating error in
which the rater assesses
a disproportionately
large number of ratees
as performing in the
middle or central part
of a distribution of rated
performance in contrast
to their true level of
performance. |
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Term
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Definition
A method of
performance
management whereby
employees are graded
on their overall
contribution to the
organization, and each
year the bottom 10%
of the employees are
dismissed. |
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Term
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Definition
Specific behaviors
indicative of good or bad
job performance. |
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Term
Behaviorally
anchored rating
scales (BARS) |
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Definition
A type of performance
appraisal rating scale in
which the scale points
are descriptions of
behavior. |
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Term
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Definition
The process of educating
raters to make more
accurate assessments of
performance, typically
achieved by reducing
the frequency of halo,
leniency, and central tendency
errors. |
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Term
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Definition
A concept that refers to
organizationally induced
pressures that compel
raters to evaluate ratees
positively. |
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Term
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Definition
Behavior exhibited
by an employee
that contributes to
the welfare of the
organization but is not a
formal component of an
employee’s job duties.
Also called pro-social
behavior and extra-role
behavior. |
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Term
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Definition
A technique of
performance appraisal in
which individuals assess
the behavior of their
peers or coworkers.
Peer assessments include
nominations, ratings, and
rankings. |
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Term
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Definition
A technique of appraising
the performance
of coworkers by
nominating them for
membership in a group. |
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Term
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Definition
A technique of appraising
the performance
of coworkers by
nominating them for
membership in a group. |
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Term
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Definition
A technique of appraising
the performance of
coworkers by rating
them on a dimension of
their job behavior. |
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Term
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Definition
A technique of appraising
the performance of
coworkers by ranking
them on a dimension of
their job behavior. |
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Term
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Definition
A technique of
performance appraisal in
which individuals assess
their own behavior. |
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Term
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Definition
A process of evaluating
employees from multiple
rating sources, usually
including supervisor,
peer, subordinate,
and self. Also called
multisource feedback. |
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Term
| 360-degree feedback dimensions |
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Definition
People—dealing eff ectively with people, and building good relationships
n Change—setting, communicating, and implementing a goal or vision
n Structure—structuring and organizing information, time, and work. |
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Term
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Definition
the
extent to which the superior is seen as someone who can legitimately evaluate performance |
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Term
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Definition
the extent to
which the superior can control valued rewards. |
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Term
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Definition
A coordinated group
of people who perform
tasks to produce goods
or services, colloquially
referred to as a
company. |
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Term
Classical theory of
organizations |
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Definition
A theory developed in
the early 20th century
that described the
form and structure of
organizations.
1. A system of diff erentiated activities. All organizations are composed of the
activities and functions performed in them and the relationships among these activities
and functions. A formal organization emerges when these activities are
linked together.
2. People. Although organizations are composed of activities and functions,
people perform tasks and exercise authority.
3. Cooperation toward a goal. Cooperation must exist among the people performing
their various activities to achieve a unity of purpose in pursuit of their
common goals.
4. Authority. Authority is established through superior–subordinate relationships,
and such authority is needed to ensure cooperation among people pursuing
their goals. |
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Term
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Definition
The concept that
organizations should
be divided into units
that perform similar
functions. |
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Term
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Definition
The concept that
organizations are
structured by a chain of
command that grows
with increasing levels of
authority. |
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Term
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Definition
The concept that each
subordinate should be
accountable to only one
supervisor. |
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Term
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Definition
The concept of
differentiating
organizational work into
primary and support
functions. |
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Term
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Definition
Organizational work that
directly meets the major
goals of an organization. |
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Term
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Definition
Organizational work that
supports line activities. |
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Term
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Definition
The concept that
refers to the number of
subordinates a manager
is responsible for
supervising. |
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Term
Neoclassical theory
of organizations |
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Definition
A theory developed
in the 1950s that
described psychological
or behavioral issues
associated with
organizations. |
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Term
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Definition
The arrangement of
work functions within an
organization designed to
achieve efficiency
and control. |
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Term
| The Seven Basic Parts of an Organization |
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Definition
Operating core
Strategic apex.
Middle line.
Technostructure.
Support staff
ideology.
Politics. |
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Term
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Definition
consists of those
employees who are responsible for conducting the basic work duties that give the
organization its defining purpose |
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Term
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Definition
responsible for the overall success of
the entire organization |
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Term
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Definition
those employees who have the dayto-
day authority for ensuring that the overall goals set by the strategic apex are
being carried out by the operating core. |
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Term
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Definition
those employees who possess specifi
c technical expertise that facilitates the overall operation of the organization. |
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Term
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Definition
provides services that aid the basic mission
of the organization and typically includes the mailroom, switchboard, security,
and janitorial services. |
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Term
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Definition
a belief system that compels commitment to
a particular value |
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Term
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Definition
Th e basis for politics
is the use of power that is neither formally authorized
or widely accepted within the organization |
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Term
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Definition
The human components
of a work organization
that influence the
behavior of individuals
and groups. |
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Term
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Definition
A set of expectations
about appropriate
behavior in a position. |
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Term
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Definition
The product of
perceptual differences
regarding the content
of a person’s role or the
relative importance of
its elements. |
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Term
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Definition
The conflict experienced
in a role as a necessity
to compromise either
the quantity or quality of
performance. |
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Term
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Definition
A set of shared group
expectations about
appropriate behavior. |
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Term
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Definition
The language, values,
attitudes, beliefs,
and customs of an
organization. |
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Term
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Definition
surface-level actions that can be observed
from which some deeper meaning or interpretation can be drawn about the
organization |
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Term
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Definition
| those beliefs or concepts that are specifically endorsed by management or the organization at large. |
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Term
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Definition
| espoused values that are converted into employee behavior |
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Term
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Definition
unobservable and are at the core of
the organization. Th ey frequently start out as values but over time become so deeply
ingrained that they are taken for granted |
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Term
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Definition
assume their business environment is hostile, their leaders are tough
and demanding, and use aggressive strategies to achieve productivity |
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Term
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Definition
assume the business
environment is stable, their leaders emphasize the following of company policies
and procedures, and eff ectiveness is achieved by standardization and control. |
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Term
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Definition
assume
their business environment can best be managed through teamwork and by regarding
customers as partners, their leaders emphasize developing relations, and eff ectiveness
is achieved through loyalty and internal cohesiveness. |
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Term
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Definition
assume that their business environment is turbulent
and dynamic, that their leaders emphasize innovation and creativity, and eff ectiveness
is achieved by designing new products and services. |
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Term
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Definition
The process by which an
organization reduces its
number of employees to
achieve greater overall
efficiency. |
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Term
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Definition
The process of
eliminating jobs within
the organization by
having those work
functions contracted
to other organizations. |
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Term
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Definition
The process of
elimination jobs within
the organization by
having those work
functions performed in
cheaper labor markets
overseas (offshore). |
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Term
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Definition
The joining or combining
of two organizations
of approximately equal
status and power. |
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Term
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Definition
The process by which
one organization
acquires or subsumes
the resources of a
second organization. |
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Term
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Definition
a union between two organizations where only one party agrees to the new relationship.Th e acquiring organization
is referred to as the parent, and the organization being acquired is the target. |
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Term
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Definition
refers to the extent to which less powerful members
of an organization expect and accept that power is distributed unequally |
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Term
| Individualism–collectivism |
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Definition
Individualism refers to the belief that people in a society
primarily look after themselves and their family members. Collectivism is the
belief that people in a society are integrated into strong, cohesive in-groups, which
throughout their lifetime protect them in exchange for unquestioning loyalty. |
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Term
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Definition
Masculinity stands for a society in which social gender
roles generally tend to be distinct. Men are supposed to be assertive, tough, and focused
on material resources; women are supposed to be more modest, tender, and
concerned with the quality of life. Femininity stands for a society in which social
gender roles overlap; both men and women are supposed to be modest, tender, and
concerned with the quality of life. |
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Term
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Definition
Uncertainty avoidance is the extent to which members of a
culture feel threatened by uncertain or unknown situations. |
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Term
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Definition
The methods by which
organizations evolve to
become more adaptive
to pressing economic
and social conditions. |
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Term
| Reasons for resistance to organizational change |
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Definition
Vested interest of organizational members
Fear of uncertainty:
Misunderstandings
Social disruption:
Inconvenience
Organizational incompatibility:
Lack of top-level support and commitment:
Rejection of outsiders: |
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Term
Organizational
responsibility |
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Definition
A standard of
organizational
performance that
recognizes the need
for organizations
to contribute to
economic, social, and
environmental welfare. |
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Term
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Definition
traditional, and include
profitability, productivity, and job creation |
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Term
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Definition
fostering health
and respecting social customs |
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Term
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Definition
include consuming fewer natural
resources and not polluting ecological systems |
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Term
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Definition
A social aggregation in
which a limited number
of individuals interact
on a regular basis to
accomplish a set of
shared objectives for
which they have mutual
responsibility. |
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Term
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Definition
The unit or level
(individuals, teams,
organizations, nations,
etc.) that is the object
of the researchers’
interest and about which
conclusions are drawn
from the research. |
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Term
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Definition
A type of team created
for the purpose of
focusing on solving
ongoing problems or
issues. |
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Term
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Definition
A type of team created
for the purpose of
developing innovative
possibilities or solutions. |
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Term
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Definition
A type of team created
for the purpose of
executing a well-defined
plan or objective. |
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Term
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Definition
A type of team created
for a limited duration
that is designed to
address one particular
problem. aka task force |
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Term
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Definition
1. members provide feedback to and accept it from one another.
2. willingness, preparedness, and proclivity to back
fellow members up during operations
3.group members collectively viewing themselves as a
group whose success depends on their interaction
4.fostering within-team interdependence
5.leadership makes a diff erence with respect to the performance of the
team |
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Term
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Definition
differences
among the members in terms of what they know |
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Term
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Definition
fundamental differences among people with regard to tastes, preferences,
goals, and interests |
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Term
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Definition
Leader
Shaper
Resource investigator
Monitor-evaluator
Team facilitator
Worker
Completer-finisher
Creator |
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Term
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Definition
Leadership
Liaison
Team Maintenance
Work Producer |
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Term
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Definition
The process of mutual
adjustment between the
team and its members,
especially new members. |
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Term
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Definition
attempts by the team and the individual to
assess and maximize each other’s value |
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Term
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Definition
the sense of loyalty, union, and connection between the individual
and the team |
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Term
| five phases of team membership |
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Definition
investigation, socialization,
maintenance, resocialization, and remembrance. |
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Term
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Definition
the desire of
two or more members with diff ering ideas and interests to understand the views of
the other |
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Term
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Definition
the desire to win, to be
judged “right” in a contest of opinions and values |
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Term
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Definition
the degree to which members
of a team feel attached to their team and are compelled to stay in it |
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Term
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Definition
The cognitive processes
held in common by
members of a team
regarding how they
acquire information,
analyze it, and respond
to it. |
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Term
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Definition
A phenomenon
associated with team
decision making in which
members feel threatened
by forces external to
the team, resulting in
a deterioration in the
cognitive processing of
information. |
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Term
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Definition
Th e general level of how well informed the
team is on the issues they must address |
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Term
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Definition
the average of the individual team members’ abilities
to make accurate decisions |
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Term
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Definition
A type of team in
which the members,
often geographically
dispersed, interact
through electronic
communication and may
never meet face-to-face. |
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Term
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Definition
needed by team members to perform the actual
task. |
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Term
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Definition
behaviorial, cognitive, and attitudinal
skills. |
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Term
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Definition
1. Gain the group acceptance.
2. Increase group solidarity.
3. Be aware of the group consciousness.
4. Share the group identification.
5. Manage others’ impressions of him or her. |
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Term
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Definition
| A phenomenon identified in groups or teams in which certain individuals withhold effort or contributions to the collective outcome. |
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Term
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Definition
Rather than be a “sucker” who contributes more than others, people reduce their effort to match the
low level they expect from others. |
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Term
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Definition
| In some cases social loafing results from the feeling of being dispensable |
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