MGT Test 3

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Author:
Calittlefield
ID:
185803
Filename:
MGT Test 3
Updated:
2012-11-28 23:48:33
Tags:
MGT 300 Test
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Description:
MGT 300 Test 3
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  1. Maslow's Hierarchy of Needs
    • MOST NEEDED- Physiological (food and water)
    • Safety(physical and economic)
    • Belongingness
    • Esteem
    • LEAST NEEDED Self-Actualization (realizing your full potential)
  2. Alderfer's ERG Theory
    • Exitense (safety and physiological needs)
    • Relatedness (belongingness)
    • Growth (esteem and self-actualization)
  3. Reinforcement Theory
    Behavior is a function of its consequences, that behaviors followed by positive consequence will occur more frequently and behaviors followed with negative consequences will happen less frequently
  4. Leaders vs Managers
    Leaders do the right thing, while managers do things right

    Managers get the work done through others, leadership is the process of influencing others to achice group or organizational goals  
  5. Blake/Mouton Leadership Grid
    Country Club Managment- High concern for people and low concern for production

    Team Management- High concern for people and high concern for production

    Middle of the Road Management- Some concern for people and some concern for production

    Improvished Management- Little concern for people and Little concern for production

    Authority Compliance- Little concern for people and High concern for production
  6. Fielder's Contingency Theory
    In order to maximize work group performance, leaders must be matched to the right leadership situation

    Leadership Style- the way that leaders generally behave toward their followers? (yell, scream, blame others? OR correct mistakes by listening, etc)
  7. Nonverbal Communication
    Any communication that doesnt involve words
  8. Perceptual Filters
    People experience stimuli through their; personaloty, pyschology, or experience-based differences that influnece them to ignore or pay attention to a particular stimuli

    Process= Stimulus --> Attention --> Organization --> Interpretation --> Retention --> Perception
  9. Position Power
    The degree to which leaders are able to hire, fire, reward and punish workers
  10. Grapevine
    The transmission of messages from employee to employee outside of formal communication channels
  11. Coaching
    Communication with someone for the direct purpose of improving the person's on-the-job performance or behavior
  12. Counseling
    Communication with someone about non-job related issues such as stress, child care, health issues, or legal issues that may be affecting or interfering with the persons performance
  13. Data Mining
    The process of discovering unknown patterns and relationships in large amounts of data
  14. McClelland's Learned NEeds Theory
    Suggests that people are motivated by the need for affliation, achievement, or the need for power.
  15. Intinsic Reward
    A natural reward associated with performing a task or activity for its own sake
  16. Extrinsic Reward
    A reward that is tangible, visible to others, and give to employees contignent on the performance of specific tasks of behaviors
  17. Feedforward Control
    A mechanism for gathering onformation about performance deficiencies BEFORE they occur
  18. Balanced Scorecard
    Measurement of organizational performance in four equally important ares: Finances, customers, internal operations, and innovation and learning
  19. Job Performance =
    Motivation X Ability X Situational Constraints
  20. What is control?
    Establishing standards of performace, comparing actual performance to those standards, and taking corrective actions to repair performance deficiencies

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