Ch 1- Flashcards

1. Combined BRAIN POWER and shared KNOWLEDGE of an organizations exployees
2. a strategic ASSET that can be used to TRANSFORM human creativity, insight, and decision-making into PERFORMANCE. 3)sets us APART and makes us VALUABLE to employers.

intellectual capital= competency+commitment

Your personal talents or job-related capabilities

how hard you work to apply your talents and capabilities to important tasks

• people in organizations who directly SUPPORT, SUPERVISE, and help activate the WORK EFFORTS and performance accomplishments of others.

The fourth industrial stage

• Tech IQ

Worldwide interDEPENDENCE on resource FLOWS, product MARKETS, and business COMPETITION

Job migration- shift of jobs from one country to another

corporate governance

composition of wf in terms of age, gender, ethnicity, religion, etc.

Prejudice= the display of negative and irrational opinions and attitudes towards members of diverse populations Discrimination= ppl or groups unfairly treated and denied full benefits

it is a subtle form of discrimination- an invisible barrier or ceiling that prevents women and minorities from rising to top jobs.

Handy. a shamrock highlights the challanges of developing skill portfolios that fit the new workplace: it has different leaves/layers.

1. core group of permanent full time empolyees on a career path. 2)freelances and independent contractors who offer specialized skills and talents on a contract basis- then change employes once projects are complete
2. part-timers, who work w/o benefits and first to lose their jobs if someone has to go.

free-agent economy

being able to: assess yourself realistically. recognize strenght/weaknesses, make constructive changes. manage personal development.

a collection of ppl working together to achieve a common purpose.

open-systems; they take in resource inputs (ppl, info, resource, capital) and transform it into product outputs (goods/services).

Productivity

efficiency: input measure of the resource costs associated with goal accomplishment. Resources wasted?? Effectiveness: output measure of task or goal accomplishment- was your goal achieved?

5

TIP= BOARD OF DIRECTORS> Top managers. Middle managers. First-line managers. Non-managerial workers.

• elected by shareholders to represent their ownership interests.
• responsible for making sure the organization is always being well run and managed in a lawful and ethical manner

• board of trustees
• elected by citizens, or appointed by government bodies, or invited by existing members

Top managers COO CEO CFO vice president an executive team that reports to the board and is responsible for the performance of an organization as a whole. they are to set a strategy to lead the org. in a way that alligns with purpose/mission pay attention to external environment and be alert to potential long-run problems and opportunities

• report to top managers
• can be managers of specific areas or units
• pursue the plans the top managers came up with

Michael Scott: division managers Dean at university

• a starting job/entry-level in management
• in charge of small group of non-managerial workers.

team lead, supervisor, department head.

Line managers:responsible for work that directly contributes to organizations outputs: retail manager, the president, supervisor of grocery store. Staff managers: advise and support efforts of line workers Functional managers: responsible for a specific area; finances, marketing, hr General managers: responsible for activities covering many functional areas: a plant manager who oversees everything.

administrator

Accountability

Upwards

• help others achieve both high quality work and satisfaction in their work

a changing nature in managerial work; views the customers as at the top, who are supported by a line up of managers.

help an organization achieve high performance by utilizing its human and material resource

1- Planning 2-Organizing 3-Leading 4-Controlling

• setting objectives and the actions needed to accomplish them. Goals-actions

• implementing the plans that were set: assigning tasks, allocate resources, coordinating activities of individuals and groups to accomplish them. basically arranging tasks and people/resources to accomplish the work

inspiring and getting people excited to fulfill plans and accomplish objectives Can be done through a common vision, or supporting goals

measuring work performance, comparing results with objectives- and taking corrective action as needed.

Interpersonal, informational, decisional

they revolve around interactions with people inside and outside the work unit

1- being a figurehead: modeling key principles and policies 2-being a leader --providing direction and instilling enthusiasm 3-liasion- coordinating with others

involves giving, receiving, and analysis information 1- being a monitor- scanning for info 2- being a disseminator- sharing info 3-being a spokesperson- acting as official communicator

using info to make decisions to solve problems or adress opportunities 1- Disturbance handler- dealing with problems and conflicts 2-resource allocator- handling budgets and distributing resources 3-negotiator- making deals and forging arrangements. 4- entrepreneur- developing new inititatives.

to DEVELOP ACTION priorities that INCLUDE goals and plans spanning long term and short time frames.

through NETWORKING= building and maintaining positive relationships with people whose help may be needed to implement those agendas.

Social capital: the ability to attract support and help from others in order to get things done.

technical, human, and conceptual

ability to use expertise- ability to perform tasks within their company

high emotional intelligence: to recognize, understand, and manage feelings while interacting with others.

ability to think analytically. the capacity to break down problems into smaller parts

Top managers, maybe board of directors

lower level managers who work on the floor as well = front-line managers.

Top

Staff-line