MPOII: final exam prep: Definitions

  1. People with the most ties in a network
    Central Connnector
  2. People with most bridging ties that knit a network together
  3. People with fewest ties often on the network frindge
    Peripheral Member
  4. Giving employees responsibilities and tasks that were formerly reserved for managers. Primary Impact: Autonomy.
    Vertical Loading
  5. Having each employee complete entire jobs or projects. Primary Impacts: Skill Variety, Task Identity, Task Significance.
    Natural Grouping
  6. Combining similar individual jobs into the same natural work unit be it by geography, business type, customer group, etc. Primary Impact: Task Identity, Task Significance.
    Formation of Natural Teams
  7. Designing jobs to provide as much (useful) feedback as possible from the job itself, customers, supervisors, or coworkers. Primary Impact: Feedback.
    Opening Feedback Channels
  8. Having the person doing the job come into contact with the recipient of the service. Primary Impacts: Feedback, Skill Variety, Task Significance, Autonomy.
    Establishing Client Relationships
  9. The degree to which a job requires a variety of different activities and involves the use of a number of different skills and talents.
    Skill Variety
  10. The degree to which a job requires completion of a “whole” and identifiable piece of work – that is, doing a job from beginning to end with a visible outcome.
    Task Identity
  11. The degree to which the job has a substantial impact on the lives of other people, whether those people are in the immediate organization or in the external environment.
    Task Significance
  12. The degree to which the job provides substantial freedom, independence, and discretion in scheduling one’s work and in determining how to do the work.
  13. The degree to which carrying out the work activities required by the job provides the individual with direction and clear information about his or her performance.
    Job Feedback
  14. Experienced specialist in a particular field who offers their own life experience and achievement to others
  15. Supports individuals in clarifying, identifying, and achieving immediate and future goals for future growth
  16. Specialist in a  particular field who helps others in a related profession and organization to meet a need or achieve a goal
  17. The process of searching for prospective employees and stimulating and encouraging them to apply for the job.
  18. The process of differentiating between applicants in order to identify and hire those with a greater likelihood of success.
  19. the work of finding young people who are good at sport, music, etc. (This definition now gets applied to any number of positions requiring special talent or skills).
    Talent Spotting (original)
  20. - the identification, relationship building and selection of people who possess special, creative/technical skills and who can influence, contribute to and/or drive our business by exerting extraordinary effort and exercising strong relationship management both in the role we need to fill and in future roles.
    Talent Acquisition
  21. The universe of employee skills that the organization must have to achieve its strategic plans.
    Organizational Competencies
  22. The measurable or observable knowledge, skills, and abilities, critical to successful performance in a particular job.
    Job Competencies
  23. Defining capabilities or advantages that distinguish an enterprise from its competitors. Core competencies represent the combination of pooled knowledge and technical capacities that allow a business to be competitive in the marketplace. Core competencies cannot be easily imitated.
    Core Competencies
  24. 1) building the knowledge, skills, and abilities of others and helping them develop and achieve their potential so that the organizations they work for can succeed and grow; 2) developing and guiding those star employees who are most able to contribute to the company’s success and growth by understanding, managing and developing their talents in the best possible way.
    Talent Development
  25. a strategic internal communication tool in diagram form used to capture and communicate how the strategic goals are being pursued by an organization in broad terms.
    Strategy Map

    A SM shows how an organization can create value by connecting strategic objectives in explicit cause and effect relationship with each other, using the four perspectives of the Balanced Scorecard: Financial, Customer, Internal Process and Learning & Growth.
  26. a strategic performance management framework that has been designed to help an organisation monitor its performance and manage the execution of its strategy through cascading the Strategy Map.
    Balanced Scorecard
  27. A conscious, deliberate, and integrated approach undertaken to attract, develop, engage and retain people with the aptitude and abilities to meet current and future organisational needs.
    Talent Management
  28. The process whereby worldwide interconnections in every sphere of activity are growing.
  29. Activities undertaken by an organization to utilize it's people effectively
    Human Resource Management
  30. nationals of the parent country transferred to a subsidiary.
    Parent Country Nationals
  31. local employees
    Host Country Nationals
  32. transferred to a subsidiary from a third country
    Third Country Nationals
  33. work that has three key characteristics: 1) Work that we experience as having “significance and purpose”; 2) Work that contributes to our broader sense of meaning in life; and 3)Work that enables us to “make a positive contribution to the greater good.”
    Meaningful Work
  34. the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work.
    Employee Engagement
  35. a management concept that involves redesigning jobs so that they are more challenging to the employee and have less repetitive work often by allowing greater autonomy, greater meaningfulness and greater engagement.
    Job Enrichment
  36. an increase in job tasks and responsibilities through horizontal expansion, which means that the tasks added are at the same level as those in the current position. NOTE: This is often counter to but disguised as, job enrichment.
    Job Enlargement
  37. the notion that the best predictor of a candidate’s
    future performance is his or her past performance.
    Structured behavioral interviewing
Card Set
MPOII: final exam prep: Definitions
MPOII: final exam prep