Flashcards

UNIT 3 BCOR199 EXAM PART 1

Faizan Ahmed English 200 cards

Cards in this deck (200)

1The processes and behaviors used by someone, such as a manager, to motivate, inspire, and influence the behaviors of others.Leadership
2The ability to affect the behavior of othersPower
3Power granted through the organizational hierarchyLegitimate Power
4The power to give or withhold rewardsReward Power
5The power to force compliance by means of psychological, emotional, or physical threatCoercive Power
6Power based on identification, imitation, loyalty, or charismaReferent Power
7Power derived from information or expertiseExpert Power
8Focused on identifying the essential traits that distinguished leadersTrait Approach to Leadership
9Focused on determining what behaviors are employed by leadersBehavioral Approach to Leadership
10Leader behavior focusing on how tasks should be performed to meet certain goals and to achieve certain performance standardsTask-Focused Leader Behavior
11Leader behavior focusing on satisfaction, motivation, and well-being of employeesEmployee-Focused Leader Behavior
12Assumes that appropriate leader behavior varies from one situation to anotherSituational Approach to Leadership
13Theory of leadership that is a direct extension of the expectancy theory of motivationPath-Goal Theory
14Approach to leadership that provides decision rules for deciding how much participation to allowDecision Tree Approach
15Approach to leadership that stresses the importance of variable relationships between supervisors and each of their subordinatesLeader-Member Exchange (LMX) Model
16The set of abilities that allows a leader to recognize the need for change, to create a vision to guide that change, and to execute the change effectivelyTransformational Leadership
17Comparable to management, it involves routine, regimented activitiesTransactional Leadership
18Type of influence based on the leader's personal charismaCharismatic Leadership
19Individual, task, and organizational characteristics that tend to outweigh the need for a leader to initiate or direct employee performanceLeadership Substitutes
20Factors that may render leader behaviors ineffectiveLeadership Neutralizers
21Leader's ability to understand the complexities of both the organization and its environment and to lead change in the organization so as to enhance its competitivenessStrategic Leadership
22Leader behaviors that reflect high ethical standardsEthical Leadership
23Leadership in settings where leaders and followers interact electronically rather than in face-to-face settingsVirtual Leadership
24Choosing one alternative from among several optionsDecision Making
25Recognizing and defining the nature of a decision situation, identifying alternatives, choosing the "best" alternative, and putting it into practiceDecision-Making Process
26Decision that is relatively structured or recurs with some frequency (or both)Programmed Decision
27Decision that is relatively unstructured and that occurs with a low frequencyNonprogrammed Decision
28When the decision maker knows with reasonable certainty what the alternatives are and what conditions are associated with each alternativeState of Certainty
29When the availability of each alternative and its potential payoffs and costs are all associated with probability estimatesState of Risk
30When the decision maker does not know all the alternatives, the risks associated with each, or the likely consequences of each alternativeState of Uncertainty
31An informal alliance of individuals or groups formed to achieve a common goalCoalition
32An innate belief about something, often without conscious considerationIntuition
33Condition in which a decision maker becomes so committed to a course of action that she or he stays with it even when it appears to have been wrongEscalation of Commitment
34Extent to which a decision maker is willing to gamble when making a decisionRisk Propensity
35Set of organizational activities directed at attracting, developing, and maintaining an effective workforceHuman Resource Management (HRM)
36Reflect's the organization's investment in attracting, retaining, and motivating an effective workforceHuman Capital
37Systematic analysis of jobs within an organizationJob Analysis
38Description of the duties and responsibilities of a job, its working conditions, and the tools, materials, equipment, and information used to perform itJob Description
39Description of the skills, abilities, and other credentials and qualifications required by a jobJob Specification
40List of each management position, who occupies it, how long that person will likely stay in the job, and who is qualified as a replacementReplacement Chart
41Computerized system containing information on each employee's education, skills, work experiences, and career aspirationsEmployee Information System (Skills Inventory)
42Forbids discrimination in all areas of the employment relationshipTitle VII of the Civil Rights Act of 1964
43When minorities or women meet or pass the requirement for a job at a rate less than 80 percent of the rate of majority group membersAdverse Impact
44Federal agency enforcing several discrimination-related lawsEqual Employment Opportunity Commission (EEOC)
45Outlaws discrimination against people older than 40 yearsAge Discrimination in Employment Act
46Legally mandated nondiscrimination in employment on the basis of race, creed, sex, or national originEqual Employment Opportunity
47Intentionally seeking and hiring employees from groups that are underrepresented in the organizationAffirmative Action
48Written statement of how the organization intends to actively recruit, hire, and develop members of relevant protected classesAffirmative Action Plan
49Forbids discrimination on the basis of disabilities and requires employers to provide reasonable accommodations for disabled employeesAmericans with Disabilities Act
50Amended the original Civil Rights ActCivil Rights Act of 1991
51Sets a minimum wage and requires the payment of overtime rates for work in excess of 40 hours per weekFair Labor Standards Act
52Requires that men and women be paid the same amount for doing the same jobEqual Pay Act of 1963
53Ensures the financial security of pension funds by regulating how they can be investedEmployee Retirement Income Security Act (ERISA) of 1974
54Requires employers to provide up to 12 weeks of unpaid leave for family and medical emergenciesFamily and Medical Leave Act (FMLA) of 1993
55Sets up a procedure for employees to vote on whether to have a unionNational Labor Relations Act (Wagner Act)
56Established by the Wagner Act to enforce its provisionsNational Labor Relations Board (NLRB)
57Passed to limit union powerLabor-Management Relations Act (Taft-Harley Act)
58Federal law setting and enforcing guidelines for protecting workers from unsafe conditions and potential health hazards in the workplaceOccupational Safety and Health Act (OSHA) of 1970
59Making unwelcome sexual advances in the workplaceSexual Harassment
60Form of sexual harassment in which sexual favors are requested in return for job-related benefitsQuid Pro Quo Harassment
61Form of sexual harassment deriving from off-color jokes, lewd comments, and so forthHostile Work Environment
62Principle, increasingly modified by legislation and judicial decision, that organizations should be able to retain or dismiss employees at their discretionEmployment at Will
63Legislation that increased U.S. government's power to investigate and prosecute suspected terroristsPatriot Act
64Process of attracting qualified persons to apply for jobs an organization is seeking to fillRecruiting
65Considering present employees as candidates for openingsInternal Recruiting
66Attracting persons outside the organization to apply for jobsExternal Recruiting
67Providing the applicant with a real picture of what performing the job that the organization is trying to fill would be likeRealistic Job Preview (RJP)
68Total package of rewards that organizations provide to individuals in return for their laborCompensation System
69Compensation in the form of money paid for the time workedWages
70Compensation in the form of money paid for discharging the responsibilities of a jobSalary
71Special compensation program designed to motivate high performanceIncentive Program
72Individual performance incentive in the form of a special payment made over and above the employee's salaryBonus
73Individual incentive linking compensation to performance in nonsales jobsMerit Salary System
74Individual incentive that rewards a manager for especially productive outputPay for Performance (Variable Pay)
75Incentive plan for distributing bonuses to employees when company profits rise above a certain levelProfit-Sharing Plan
76Incentive plan that rewards groups for productivity improvementsGainsharing Plan
77Incentive plan to encourage employees to learn new skills or become proficient at different jobsPay-for-knowledge plan
78Compensation other than wages and salariesBenefits
79Legally required insurance for compensating workers injured on the jobWorkers' Compensation Insurance
80Benefit plan that sets limits on benefits per employee, each of whom may choose from a variety of alternative benefitsCafeteria Benefits Plan
81Usually refers to teaching operational or technical employees how to do the job for which they were hiredTraining
82Usually refers to teaching managers and professionals the skills needed for both present and future jobsDevelopment
83Training, sometimes informal, conducted while an employee is at workOn-the-Job Training
84Off-the-job training conducted in a simulated environmentVestibule Training
85Evaluation of an employee's job performance to determine the degree to which the employee is performing effectivelyPerformance Appraisal
86Performance appraisal technique in which managers are evaluated by everyone around them - their boss, their peers, and their subordinates360-Degree Feedback
87The range of workers' attitudes, values, beliefs, and behaviors that differ by gender, race, age, ethnicity, physical ability, and other relevant characteristicsWorkforce Diversity
88Employees who are of value because of the knowledge they possessKnowledge Workers
89Employee hired on something other than a full-time basis to supplement an organization's permanent workforceContingent Worker
90Group of individuals working together to achieve shared job-related goals, such as higher pay, shorter working hours, more job security, greater benefits, or better working conditionsLabor Union
91Process of dealing with employees who are represented by a unionLabor Relations
92Process by which labor and management negotiate conditions of employment for union-represented workersCollective Bargaining
93Labor contract clause tying future raises to changes in consumer purchasing powerCost-of-Living Adjustment (COLA)
94Clause allowing wage rates to be renegotiated during the life of a labor contractWage Reopener Clause
95Labor action in which employees temporarily walk off the job and refuse to workStrike
96Labor action in which workers publicize their grievances at the entrance to an employer's facilityPicketing
97Labor action in which workers refuse to buy the products of a targeted employerBoycott
98Labor action in which workers perform jobs at a slower than normal paceWork Slowdown
99Management tactic whereby workers are denied access to the employer's workplaceLockout
100Worker hired as a permanent or temporary replacement for a striking employeeStrikebreaker
101Method of resolving a labor dispute in which a third party suggests, but does not impose, a settlementMediation
102Method of resolving a labor dispute in which both parties agree to submit to the judgement of a neutral partyArbitration
103Tangible and intangible qualities that a company builds into its productsProduct Features
104A product is marketed as a bundle of value-adding attributes, including reasonable costValue Package
105Person who purchases products for personal useConsumer
106A company or other organization that buys products for use in producing other products (goods or services)Industrial Buyer
107Inexpensive physical goods that are consumed rapidly and regularlyConvenience Goods
108Inexpensive services that are consumed rapidly and regularlyConvenience Services
109Moderately expensive, infrequently purchased physical goodsShopping Goods
110Moderately expensive, infrequently purchased servicesShopping services
111Expensive, rarely purchased physical goodsSpecialty Goods
112Expensive, rarely purchased servicesSpecialty Services
113Goods or services that are used in the conversion (production) process to make other productsProduction Items
114Industrial products purchased and consumed within a year by firms producing other productsExpense Items
115Expensive, long-lasting, infrequently purchased industrial products, such as a building, or industrial services, such as long-term agreement for data warehousing servicesCapital Items
116The group of products that a firm makes available for saleProduct Mix
117Group of products that are closely related because they function in similar manner or are sold to the same customer group who will use them in similar waysProduct Line
118Strategy of introducing new products to respond quickly to customer or market changesSpeed to Market
119Series of stages in a product's commercial lifeProduct Life Cycle (PLC)
120Marketing an existing product globally instead of just domesticallyProduct Extension
121Modifying an existing product for greater appeal in different countriesProduct Adaptation
122Reviving obsolete or older products for new marketsReintroduction
123Process of using symbols to communicate the qualities of a product made by a particular producerBranding
124Extent to which a brand name comes to mind when a consumer considers a particular product categoryBrand Awareness
125Promotional tactic for brand exposure in which characters television, film, music, magazines, or video games use a real product with its brand visible to viewersProduct Placement
126Brand-name product produced by, widely distributed by, and carrying the name of a manufacturerNational Brands
127Brand-name product for whose name the seller has purchased the right from an organization of individualLicensed Brands
128Brand-name product that a wholesaler or retailer has commissioned from a manufacturerPrivate Brand (Private Label)
129Physical container in which a product is sold, advertised, or protectedPackaging
130Process of determining what a company will receive in exchange for it productsPricing
131The goals that sellers hope to achieve in pricing products for salePricing Objectives
132Company's percentage of the total industry sales for a specific product typeMarket Share (Market Penetration)
133Pricing that considers the firm's desire to make a profit and its need to cover operating costsCost-Oriented Pricing
134Amount added to an item's purchase cost to sell it at a profitMarkup
135Cost that changes with the quantity of a product produced and soldVariable Cost
136Cost that is incurred regardless of the quantity of a product produced and soldFixed Cost
137Identifies the sales volume where total costs equal total revenues by assessing costs versus revenues at various sales volumes and showing, at any particular selling price, the amount of loss or profit for each volume of salesBreakeven Analysis
138Sales volume at which the seller's total revenue from sales equals total costs (variable and fixed) with neither profit nor lossBreakeven Point
139Setting an initially high price to cover new product costs and generate a profitPrice Skimming
140Setting an initially low price to establish a new product in the marketPenetration Pricing
141Grouping several products together to be sold as a single unit at a reduced price, rather than individuallyBundling Strategy
142Setting a limited number of prices for certain categories of productsPrice Lining
143Pricing tactic that takes advantage of the fact that consumers do not always respond rationally to stated pricesPsychological Pricing
144Psychological pricing tactic based on the premise that customers prefer prices not stated in even dollar amountsOdd-Even pricing
145Price reduction offered as an incentive to purchaseDiscounts
146The pattern of actions by the members of an organization that directly or indirectly influences the organization's effectivenessEmployee Behavior
147The total set of work related behaviors that the organization expects employees to displayPerformance Behaviors
148Positive behaviors that do not directly contribute to the bottom lineOrganizational Citizenship
149Behaviors that detract from organizational performanceCounterproductive Behaviors
150When an employee does not show up for workAbsenteeism
151Annual percentage of an organization's workforce that leaves and must be replacedTurnover
152Personal attributes that vary from one person to anotherIndividual Differences
153The relatively stable set of psychological attributes that distinguish one person from anotherPersonality
154Five fundamental personality traits especially relevant to organizations"Big Five" personality traits
155A popular questionnaire that some organizations use to assess personality typesMyers-Briggs Type Indicator (MBTI)
156The extent to which people are self-aware, can manage their emotions, can motivate themselves, express empathy for others, and possess social skillsEmotional Intelligence (Emotional Quotient, Eq)
157The extent to which people believe that their behavior has a real effect on what happens to themLocus of Control
158A person's belief about his/her capabilities to perform a taskSelf-Efficacy
159The extent to which a person believes that power and status differences are appropriate within hierarchical social systems such as organizationsAuthoritarianism
160Used to describe behavior directed at gaining power and controlling the behavior of othersMachiavellianism
161The extent to which a person believes that he/she is a worthwhile and deserving individualSelf-Esteem
162The degree to which a person is willing to take chances and make risky decisionsRisk Propensity
163A person's beliefs and feelings about specific ideas, situations, or peopleAttitudes
164The knowledge a person presumes to have about somethingCognition
165A person's feeling toward somethingAffect
166Part of an attitude that guides a person's behaviorIntention
167When two sets of cognitions or perceptions are contradictory or incongruentCognitive Dissonance
168Degree of enjoyment that people derive from performing their jobsJob Satisfaction
169An individual's identification with the organization and its missionOrganizational Commitment
170Set of expectations held by an employee concerning what he or she will contribute to an organization and what the organization will in return provide the employee (inducements)Psychological Contract
171The extent to which a person's contributions and the organization's inducements match one anotherPerson Job Fit
172The set of forces that cause people to behave in certain waysMotivation
173Theory holding that workers are motivated solely by moneyClassical Theory of Motivation
174Tendency for productivity to increase when workers believe they are receiving special attention from managementHawthorne Effect
175Theory of motivation holding that people are naturally lazy and uncooperativeTheory X
176Theory of motivation holding are naturally energetic, growth-oriented, self-motivated, and interested in being productiveTheory Y
177Theory of motivation describing five levels of human needs and arguing that basic needs must be fulfilled before people work to satisfy higher-level needsHierarchy of Human Needs Model
178Theory of motivation holding that job satisfaction depends on two factors, hygiene and motivationTwo-Factor Theory
179An individual's desire to accomplish a goal or task as effectively as possibleNeed for Achievement
180An individual's desire for human companionshipNeed for Affiliation
181The desire to control one's environment, including financial, material, informational, and human resourcesNeed for Power
182Theory of motivation holding that people are motivated to work toward rewards that they want and that they believe they have a reasonable chance of obtainingExpectancy Theory
183Theory of motivation holding that people evaluate their treatment by the organization relative to the treatment of othersEquity Theory
184Reward that follows desired behaviorsPositive Reinforcement
185Unpleasant consequences of an undesirable behaviorPunishment
186Learning that occurs when people observe the behaviors of others, recognize their consequences, and alter their own behavior as a resultSocial Learning
187Set of procedures involving both managers and subordinates in setting goals and evaluating progressManagement By Objectives (MBO)
188Method of increasing job satisfaction by giving employees a voice in the management of their jobs and the companyParticipative Management and Empowerment
189Method of increasing job satisfaction by adding one or more motivating factors to job activitiesJob Enrichment
190Method of increasing job satisfaction by designing a more satisfactory fit between workers and their jobsJob Redesign
191Method of increasing job satisfaction by allowing two or more people to share a single full-time jobWork Sharing (Job Sharing)
192Method of increasing job satisfaction by allowing workers to adjust work schedules on a daily or weekly basisFlextime Programs
193Form of flextime that allows people to perform some or all of a job away from standard office settingsTelecommuting
194Activities, a set of institutions, and processes for creating communicating, delivering, and exchanging offerings that have value for customers, clients, partners, and society at largeMarketing
195Ability of a product to satisfy a human want or needUtility
196Providing products with features that customers wantForm Utility
197Providing products when customers will want themTime Utility
198Providing products where customers will want themPlace Utility
199Transferring product ownership to customers by setting selling prices, setting terms for customer credit payments, and providing ownership documentsPossession Utility
200Physical products purchased by consumers for personal useConsumer Goods

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Description: Flashcards on UNIT 3 BCOR199 EXAM PART 1, created by Faizan Ahmed on 03/11/2015.
Created by: Faizan Ahmed
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