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What is leadership?
the processes and behaviors used by someone, such as a manager, to motivate, inspire, and influence the behaviors of others.
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Leadership Approaches (3):
1.Trait Approach to Leadership: focused on identifying the essential traits that distinguished leaders. (intelligence, self-confidence, dominance, activity etc)
- 2. Behavioral Approach to Leadership: focused on determining what behaviors are employed by leaders.
- Task focused leadership: leader behavior focusing on how tasks should be performed in order to meet certain goals and to achieve certain performance standards.
- Employee-Focused Leader Behavior: leader behavior focusing on satisfaction, motivation, and well-being of employees.
3. Situational Approach to Leadership: assumes that appropriate leader behavior varies from one situation to another.
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Leadership through the Eyes of Followers (2):
- 1. Transformational Leadership: the set of abilities that allows a leader to recognize the need of for change, to create a vision to guide that change and to execute the change effectively.
- Transactional Leadership: comparable to management, it involves routine, regimented (disipliinile allutatud) activities.
2. Charismatic Leadership: type of influence based on the leader's personal charisma.
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What are the issues in leadership? (2):
1. Leadership substitutes (asendama): individual, task and organizational characteristics that tend to outweigh the need for a leader to initiate or direct employee performance.
2. Leadership Neutralizers: factors that may render (osutuma) leader behaviors ineffective.
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Emerging Issues in Leadership (3):
1. Strategical Leadership: leader's ability to understand the complexities of both the organization and its environment and to lead change in the org. so as to enhance (täiustama) its competitiveness.
2. Ethical Leadership: leader behaviors that reflect high ethical standards.
3. Virtual Leadership: leadership in settings where leaders and followers interact electronically rather than in face-to-face settings.
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Decision Making:
choosing one alternative from among several options.
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Coalition:
An informal alliance of individuals or groups formed to achieve a common goal.
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Intuition:
an innate (kaasasündinud) belief about something, often without conscious consideration.
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Escalation (laienemine) of Commitment:
condition 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 wrong.
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Risk Porpensity (kalduvus):
extent to which a decision maker is willing to gamble when making a decision
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Human resource Management (HRM):
set of organizational activities directed at attracting, developing, and maintaining an effective workforce.
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HR planning (3):
1. Job analysis: systematic analysis of jobs within an org.
2. Job description: description of the duties and responsibilities of a job, its working conditions, and the tools, materials, equipment, and information used to perform it.
3. Job specification: description of the skills, abilities, and other credentials and qualifications required by a job.
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Replacement Chart:
list of each management position, who occupies it, how long that person will likely stay in the job, and who is qualified as a replacement.
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Employee Information System (skills inventory):
computerized system containing information on each employee's education, skills, work experiences, and career aspiration.
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Recruiting (2)
Recruiting: process of attracting qualified persons to apply for jobs an org. is seeking to fill.
1. Internal recruiting: considering present employees as candidates for openings (promotion)
2. External recruiting: attracting persons outside the org. to apply for jobs.
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Training the workforce (3):
1. On-the-job training: training, sometimes informal, conducted while an employee is at work
2. Off-the-job training: training conducted in a controlled environment away from the work site. (study without interruptions)
3. Vestibule training: off-the-job training conducted in a simulated environment (in a more realistic way - sample airplane cabins)
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Performance Appraisal (hindamine):
evaluation of an employee's job performance in order to determine the degree to which the employee is performing effectively.
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Compensation System:
total package of rewards that organizations provide to individuals in return for their jobs.
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Wages and Salary:
wages: compensation in the form of money paid for time worked (8eur /hr-MEEE)
Salary: compensation in the form of money paid for discharging the responsibilities of a job. (paid for performing a job *** a year, independent how many hours worked)
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Incentive Program:
special compensation program designed to motivate high performance.
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Bonus:
individual performance incentive in the form of a special payment made over and above the employee's salary.
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Merit Salary System:
individual incentive linking compensation to performance in nonsales jobs.
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Pay for performance:
Individual incentive that rewards a manager for especially productive output.
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Profit-Sharing Plan:
incentive plan for distributing bonuses to employees when company profits rise above a certain level.
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Gainsharing Plan:
incentive plan that rewards groups for productivity improvements.
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Pay-for-Knowledge Plan:
incentive plan to encourage employees to learn new skills or become proficient at different jobs
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Benefits:
compensation other than wages and salaries
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Worker's Compensation Insurance:
legally required insurance for compensating workers injured on the job.
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Cafeteria Benefits Plan:
benefit plan that sets limits on benefits per employee, each of whom may choose from a variety of alternative benefits.
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Equal Employment Opportunity:
legally mandated nondiscrimination in employment on the basis of race, creed, sex, or national origin.
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Protected Class:
set of individuals who by nature of one or more common characteristics is protected under the law from discrimination on the basis of that characteristic
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Equal Employment Opportunity Commission (EEOC):
federal agency enforcing several discrimination-related laws
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Affirmative Action Plan:
written statement of how the org. intends to actively recruit, hire, and develop members of relevant protected class.
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Occupational Safety and Health Act of 1970:
federal law setting and enforcing guidelines for protecting workers from unsafe conditions and potential health hazards in the workplace.
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Sexual Harassment:
making unwelcome sexual advances in the workplace.
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Quid Pro Quo Harassment:
form of sexual harassment in which sexual favors are requested in return for job-related benefits.
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Hostile Work Environment:
form of sexual harassment deriving from off-color jokes, lewd (vulgaarne) comments etc.
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Employment at Will:
principle, increasingly modified by legislation and judicial decision, that org. should be able to retain or dismiss employees at their discretion.
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Workforce diversity:
the range of workers' attitudes, values, beliefs, and behaviors that differ gender, race, age, ethnicity, physical ability, and other relevant characteristics.
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Knowledge Workers:
employees who are of value because of the knowledge they possess.
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Contingent Workers:
employee hired on something other than a full-time basis to supplement an org.'s permanent workforce.
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Labor Union:
Group 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 conditions.
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Labor relations:
process of dealing with employees who are represented by a union
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Collective Bargaining:
process by which labor and management negotiate conditions of employment for union-represented workers.
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Cost-of-Living Adjustment (COLA):
labor contract clause tying future raises to changes in consumer purchasing power. (changes in consumer purchasing power)
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Wage Reopener Clause:
clause allowing wage rates to be renegotiated during the life of labor contract.
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Strike:
labor action in which employees temporarily walk off the job and refuse to work.
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Picketing:
labor action in which workers publicize their grievances (kaebus) at the entrance to an employer's facility.
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Boycott:
labor action in which workers refuse to buy products of a targeted employer
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Work Slowdown:
labor action in which workers perform jobs at a slower than normal pace
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Lockout:
management tactic whereby workers are denied access to the employer's workplace.
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Strikebreaker:
worker hired as a permanent or temporary replacement for a striking employee
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Mediation:
method of resolving a labor dispute in which a third party suggests, but does not impose, a settlement
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Arbitration:
method of resolving a labor dispute in which both parties agree to submit to the judgement of a neutral party.
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