MANAGEMENT 301: CHAPTER 1
people who directly supervise, support,, and help activate work efforts to achieve the performance goals of individuals, teams, or even an organization as a whole
a team of leaders and supervisors in charge of people who perform non-managerial duties
First Line Managers
oversee the work of large departments or divisions
Example of a Middle Manager
Example of a First Line Manager
guide the performance of the organization as a whole or of one of its major parts
Example of a Top Manager
Name for the Board above the Top Managers in a NON PROFIT
Board of Trustees
Name for the Board above Top Managers in a TYPICAL BUSINESS/FOR PROFIT
Board of Directors
The Board of Directors are elected by who?
What is an example of a non-profit?
Hospital or university
The oversight of top management by a Board of Directors/Trustees
The requirement to show performance results to a supervisor
Someone who successfully helps others achieve high performance and satisfaction in their work
The overall quality of human experiences in the workplace
Quality of Work Life
A view of organization that puts customers at the top and being served by non managerial workers, who are supported by team leaders and higher level managers
Upside down pyramid
CLOP: controlling, leading, organizing, planning the use of resources to accomplish performance goals
the management process
measuring performance and taking action to ensure desired results
inspiring people to work hard to achieve high performance
arranging tasks, people and other resources to accomplish the work
setting performance objectives and deciding how to achieve them
What managerial roles focuses on giving, receiving and analyzing information?
What managerial roles reflect interactions with people inside and outside the work unit?
What managerial roles involve using information to make decisions to solve problems or address opportunities?
Involves identifying clear action priorities
Involves building and maintaining positive relationships with other people
The capacity to attract support and help from others to get things done
The ability to think analytically and achieve integrative problem solving
The ability to work well in cooperation with other people; includes emotional and intelligence control within yourself
The ability to apply expertise and perform a special task with proficiency
The ability to manage ourselves and our relationships effectively
Continuous learning from daily experiences
The worldwide interdependence of resource flows, product markets, and business competition.
Involves contracting for work to be performed in other countries in order to spend less on labor costs.
Occurs when global outsourcing shifts jobs from one country to another.
Moves jobs back from foreign to domestic locations.
Set moral standards of what is good and right behavior in organizations and in our personal lives.
The oversight of a company’s management by a board of directors.
Describes differences among workers in gender, race, age, ethnicity, religion, sexual orientation and able-bodiedness.
An invisible barrier limiting career advancement of women and minorities.
Glass ceiling effect
The display of negative, irrational attitudes toward women or minorities.
Actively denies women and minorities the full benefits of organizational membership.
An economy where people change jobs more often and many work on independent contracts with a shifting mix of employed.
Free agent economy
Operates with a core group of full-time long-term workers supported by others who work on contracts and part time.
Where even well trained professionals make their livings moving from one “gig” to the next, instead of holding a traditional full time job.
The collective brainpower or shared knowledge of a workforce.
Use their minds and intellects as critical assets to employers.
The ability to understand oneself, exercise initiative, accept responsibility and learn from experience.
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