MGMT chapter 1

defining goals, establishing strategies and devloping plans to coordinate activies

determine what taks are to be done, who is to do them, how tasks are to be grouped and who reports to whom and where decisions are to be made

motivating subordinates, giving directions, selecting the most effectives channels for communication and resolving conflict

monitoring activities to ensure they are being accomplished as palnned and correcting significant deviations

ability to apply special knowledge or expertise

abilitiy to work with, understand and motivate individuals as well as groups

mental ability to analyze and diagnose complex situations

symbolic head; required to perform a number of routine duties of a legal or social nature

responsible for motivation and direction of employees

responsible for maintaining a network of outside contacts who provide favors and information

receives a wide variety of information; serves as a nerver center of internal and external info of the organization

transmits information received from outsiders or from other employees to members of the organization

transmits information to outsiders on organization palns, policies, actions and results; serves as an expert on organization's industry

searches organization and it's environment for opportunities and initiates projects to bring about change

responsible for corrective action when organizations face important unexpected disturbances

makes or approves significant organizational decisions

responsible for representing the organization at major negotiations

the presumed cause of some change in the dependent variable

the key factor that you want to explain or predict and that is affected by some other factor

discretionary behavior that is not part of an employee's formal job requirement but that nevertheless promote the effective function of the organization

• achievement of goals
• Ex. meeting goals at a low cost

• achievement of goals at a low cost
• Examples of measure include return on investment, profit per dollar of sales, output per hour of work

survery research; a test to determine relationships between two variables

• a test done to determine the effects of the independent variable on the dependent variable
• better for determining causation through manipulating independent variables and seeing their effects on dependent variables
• importance of random assignment
• Lab/field studies - controlling confounds vs. generalizability

• an equal chance among participants or things to be placed in a category with out bias
• helps get rid of confounds

managers must stay positive to give employees confidence to continue their work. Managers help to empower employees through positive organizational scholarship: which concerns how organizations develop human strengths, foster vitality and resilience and unlock potential

• voluntary and involuntary permanent withdrawl from an organization
• high turn over rates result in increased recruiting, selection and training costs

• failure to report to work
• huge cost to employers

performance measure that includes both effectiveness and efficiency

• consciously coordinated social unit, composed of two or more people that functions on a relatively continuous basis to achieve a common goal or set of goals
• Forces leading organizational change:
• technological innovation
• globalization
• changing demographics and diversity
• employee empowerment

the world and technology is changing quickly and everything is now tentative to change. Becaue of this, companies must learn to adapt to the changes