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Chapter 7,8,9
| Question | Answer |
|---|---|
| Organization | a group of two or more people working together to achieve a common set of goals. |
| Ogranization Chart | a diagram that represents the positions and relationships within an organization. |
| Chain of Command | the line of authority that extends from the highest to the lowest levels of an organization. |
| Job specialization | The separation of all organizational activities into distinct tasks and the assignment of different tasks to different people. |
| Job Rotation | the systematic shifting of employees from one job to another. |
| Departmentalization | the process of grouping jobs into manageable units. |
| Departmentalization by function | grouping jobs that relate to the same organizational activity. |
| Departmentalization by product | grouping activities related to a particular product or service. |
| departmentalization by location | grouping activities according to the defined geographic area in which they are performed. |
| Departmentalization by customer | grouping activities according to the needs of various customer populations. |
| delegation | assigning part of a manager's work and power to other workers. |
| responsibility | the duty to do a job or perform a task |
| authority | the power, within an organization, to accomplish an assigned job or task. |
| accountability | the obligation of a worker to accomplish an assigned job or task. |
| decentralized organization | an organization in which management consciously attempts to spread authority widely across various organization levels. |
| centralized organization | an organization that systematically works to concentrate authority at the upper levels of the organization. |
| span of management (or span of control) | the number of workers who report directly to one manager |
| organizational height | the number of layers, or levels of management in a firm |
| line management position | a part of the chain of command; it is a position in which a person makes decisions and gives orders to subordinates to achieve the goals of the organization |
| Staff management position | a position created to provide support,advice, and expertise within an organization |
| bureaucratic structure | a management system based on a formal framework of authority that is outlined carefully and followed precisely |
| matrix structure | an organizational structure that combines vertical and horizontal lines of authority, usually by superimposing product departmentalization on a fuctionally departmentalized organization |
| cross-functional team | a team of individuals with varying specialties, expertise, and skills that are brought together to achieve a common task. |
| network structure | an organization in which administration is the primary fuction, and most other fuctions are contracted out to other firms |
| corporate culture | the inner rites, rituals,and values of a firm |
| intrapreneur | an employee who pushes an innovative idea, product, or process through an organization |
| ad hoc committee | a committee created for a specific short-term purpose |
| standing committee | a relatively permanent committee charged with performing some recurring task. |
| task force | a committee established in investigate a major problem or pending decision |
| informal organization | the pattern of behavior and interaction that stems from personal rather than official relationships. |
| informal group | a group created by the members themselves to accomplish goals that may or may not be relevant to an organization |
| grapevine | the informal communications network within an orgainization. |
| operations management | all activities manager engage in to produce goods and services |
| mass procuctsion | a manufacturing process that lowers the cost required to produce a large number of identical or similar products over a long period of time |
| analytical process | a process in operations management in which raw materials are broken into different component parts |
| synthetic process | a process in operations management in which raw materials or components are combined to create a finished product |
| servic economy | a economy in which more effort is deboted to the poductions of service than to the procuction of goods. |
| research and development (R&D) | a set of activities intended to identify new ideas that have the potential to result in new goods and services |
| design planning | the development of a plan for converting product idea into an actual product or service |
| product line | a group similar products that differ only in relatively minor characteristics |
| product design | the process of creating a set of specifications of creating a set of specifications from which a product can be produced. |
| capacity | the amount of products or services that an organization can produce in a given time |
| labor-intensive technology | a process in which people must do most of the work |
| capital-intensive technology | a process in which machines and equipment do most of the work |
| Plant layout | the arrangement of machinery, equipment, and personnel within a production facility |
| Planning horizon | the period during which an operational plan will be in effect |
| purchasing | all the activities involved in obtaining required materials, supplies, components, and parts from other firms |
| inventory control | the process of managing inventories in such a way as to minmize inventory costs, including both holding costs and potential stock-out costs |
| materials requirements planning (MRP) | a system designed to ensure that materials or supplies arrive at a facility just when they are needed so that storage and holding costs are minimized |
| scheduling | the process of ensuring that materials and other resources are at the right place at the right time |
| Malcolm Baldrige National Quality Award | an award given by the president of the united states to organizations that apply and are judged to be outstanding in specific managerial tasks that lead to improved quality for both products and services |
| quality control | the process of ensuring that goods and services are produced in accordance with design specifications. |
| inspection | the examination of the quality of work in process |
| quality circle | a team of employees who meet on company time to solve problmes of product quality. |
| Sx sigma | a disciplined approach that relies on statistical data and improved methods to eliminate defects for a firm's products and services. |
| rebotics | the use of programmable machines to perform a variety of tasks by manipulating materials and tools |
| computer-aid design (CAD) | the use of computers to aid in the development of products |
| computer-aid manufacturing (CAM) | a computer system that not only helps to design products but also controls the machinery needed to produce the finished product. |
| continuous process | a manufacturing process in which a firm process the same proudt(s) over a long period of time |
| flexible manufacturing system (FMS) | A single production system that combines robotics and computer-integrated manufacturing |
| intermittent process | a manufacturing process in which a firm's manufacturing machines and equipment are chaged to produce different products. |
| human resources management (HRM) | all the activities involved in acquiring maintaining, and developing an organization's human resources. |
| Human resources planning | the development of strategies to meet a firm's future human resources needs |
| replacement chart | a list of key personnel and their possible replacements within a firm |
| skills inventory | a computerized data bank containing information on the skills and experience of all present employees |
| cultural (workplace) diversity | differences among people in a workforce owing to race, ethnicity, and gender |
| job analysis | a systematic procedure for studying jobs to determine their various elements and requirement |
| job description | a list of the elements that make up a particular job |
| job specifiction | a list of the qualifications required to perform a particular job |
| recuiting | the process of attracting qualified job applicants. |
| external recruiting | the attempt to attract job applicants from outside an organizasion |
| intertnal recruiting | considering present emplyees as applicants for available positions. |
| selection | the process of gathering information about applicants for a position and then using that information to choose the most appropriate applicant |
| orietation | the process of acquainting new employees with an orgainization |
| compensation | the payment employees receive in return for their labor |
| compensation system | the policies and strategies that determine emplyee compensation |
| wage survey | a collection of data on prevailing wage rates within an industry or a geographic area |
| job evaluation | the process of determining the relative worth of the various jobs within a firm |
| comparable worth | a concept that seeks equal compensation for jobs requiring about the same level of education, training , and skills |
| hourly wage | a specific amount of money paid for each hour of work |
| salary | a specific amount of money paid for an emplyee's work during a set calander period, regardless of the actual number of hours worked |
| commission | a payment that is a percentage of sales revenue |
| incentive payment | a payment in addition to wages, salary, or commissions |
| lump-sum salary increase | an entire pay raise taken in one lump sum |
| profit sharing | the distribution of a percentage of a firm's profit among its emplyees |
| employee benefit | a reward in addition to regular compensation that is provided indirectly to employees |
| flexible benefit plan | compensation plan whereby an emplyee recieves a predetermined amount of benefit dollars to spend on a package of benefits he or she has selected to meet individual needs. |
| employee training | the process of teaching operations and technical employees how to do their present jobs more effectively and efficiently |
| management development | the process of preparing managers and other pfrofessionsals to assume increased responsibleity in both present and future positions. |
| performance appraisal | the evaluation of emplyees current and potental levels of performance to allow managers to make objective human resources decisions |
| Fair Labor Standards Act (1938) | Established a minimum wage and an overtime pay rate for emplyees working more than forty hours per week |
| Labor-Management Relations Act (1947) | Provided a balance between union power and management power:also knows as the Taft-Hartley Act |
| Equal Pay Act (1963) | Specified that men and women who do equal jobs must be paid the same wage |
| Title VII of the Cibil Rights Act (1964) | outlawed discrimination in employment practices based on sex. race. color , relegion . or national orgin |
| Age Discrimination in Employment Act | outlawed personnel practices that discriminate against people aged 40 and older; the 1986 amendment eliminated a mandatory retirement age |
| Occupational Safety and Health Act | regulated the degree to which employees can be exposed to hazardous substances and specified the safety equiment that the employer must provide |
| Employment Retirement Income Security Act | regulated company retirement programs and provided a federal insurance program for retirement plans that go backrupt |
| Worker Adjustment and Notification (WARN) | Required employers to give employees sixty days notice regarding plant closure or layoff of fifty or more employees |
| Americans with Disablilities act | prohibited discrimination against qualified individuals with disablilities in all employment practices, including job-application procedures hiring, firing, advancement, compensation, trianing and other terms, conditions, and privileges of employemnt. |
| Civil Rights Act | Facilitated employee suing employers for sexual discrimination and collecting punitive damages |
| Family and Medical Leave Act | Required an organization with fifty or more employees to provide up to twelve weeks of leave without pay on the birth (or adoption) of an employee's child or if an employee or his or her spouse, child, or parent is seriously ill |
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