IntrotoManagementExam

• 1.Identify a Problem
• 2. Identify Decision Criteria
• 3. Allocate Weights to Criteria
• 4. Develop Alternatives
• 5. Analyze Alternatives
• 6. Select an Alternative
• 7. Implement the Alternative
• 8. Evaluate Decision Effectiveness

Discrepancy between an existing and a desired state of affairs

• Written Down
• Outcomes rather than actions
• Measurable
• Clear time frame
• Challenging yet attainable
• Communicated to all members

• 1. Review Organization's mission
• 2. Evaluate Available Resources
• 3. Determine Goals Individually or with input from others
• 4. Write down goals and communicate
• 5. Review Results and whether goals are being met.

• Analytic       Conceptual
• Directive      Behavioural

• Straightforward       
• Familiar
• Easily Defined

• Unusual or New
• Info is incomplete

Repetitive decision that is handled by a routine approach

Unique, nonrecurring, require custom made solutions

• TGS- goals set at top, broken into subgoals at each level. 
• MBO- Jointly determined by all employees

• Clear unambiguous
• single well defined goal
• preferences are clear, constant and stable
• no time or cost constraints
• final choice will max. payoff

Increased commitment of a previous decision despite evidence it might have been wrong

• Identify Mission and Goals
• Conduct Internal Analysis
• Conduct External Analysis
• Formulate Strategies
• Implement Strategies
• Evaluate Results

• Corporate
• Business
• Functional

• Strengths
• Weaknesses
• Opportunities
• Threats

• Mechanistic
• Highly Specialized
• Rigid
• High Formalization
• Centralization
• Narrow Spans of Control

• Organic
• Cross-Functional teams
• Free Flow of Info
• Low Formalization
• Decentralization
• Wide Spans of Control

Continuous line of authority from top of organization to bottom that clarifies who reports to whom

Centralization- Degree to which decision making is concentrated at a single point

Decentralization-Degree to which lower level employees provide input of make decisions

• Functional
• Geographical
• Product
• Process
• Customer

• Utilitarian-Basis of outcomes or Consequences
• Rights-Respecting and protecting individual rights
• Theory of Justice-Fair decisions via rules/regulations
• Integrative Social Contacts- fair decisions based on existing ethical norms in industry/communite

• Stage of Moral Development
• Individual Characteristics
• Structural Variables
• Issue Intensity
• Organizational Culture

Business's intention, beyond legal and economic obligations, to do the right things and act in ways that are good for society

Approach to managing in which managers establish and uphold an organizations shared values

Process of Locating, identifying and attracting capable applicants

Unwelcome Behaviour of sexual nature that negatively affects the work environment or leads to adverse job related consequences for the employee

• Application Forms
• Written Tests
• Performance-Simulation Tests
• Interviews
• Background Investigations
• Physical Exams

• Validity-Proven Relationship between selection device and some relevant job criterion
• Reliability-Ability of a selection device to measure the same thing constantly.

• Managers-coordinates work activities to achieve a goal
• Leaders-Influence others and provide vision/strategy to organization

• Drive
• Desire to Lead
• Honesty/Integrity
• Self-Confidence
• Intelligence
• Job-Related Knowledge
• Extrovision

• Autocratic-Leader is in charge
• Democratic-Leader and employees work together
• Laissez-Faire-FREEDOM!

Effective Group Performance depends on the proper match between a leaders style and the degree to which the leader is to control and influence.

• Unsatisfied Need
• Tension
• Effort
• Satisfied Need
• Tension Reduction

Employees compares their job input/output ratio to other coworkers and responds to any inequalities

Intrinsic Factors related to job satisfaction and motivation, whereas extrinsic factors are related to job dissatisfaction

• Ad- More complete knowledge, more diverse, increased acceptance, increased legitimacy
• Dis-More time, opportunity for minority domination, pressure to conform

Conflict

• Traditional-All conflict avoided
• Human Relations-Natural and inevitable
• Interactionalist-Conflict necessary for the group to work effectively

• Forcing
• Accommodating
• Collaborating
• Compromising
• Avoiding