Exam (elaborations)
MIE 201 Test 3 Makanui
- Course
- Institution
MIE 201 Test 3 Makanui
[Show more]
Content preview
Name: Score:153 Multiple choice questions
Term 1 of 153
responsibility
the process of evaluating and correcting activities to keep the organization on course
the obligation, placed on employees through delegation, to perform assigned tasks
satisfactorily and be held accountable for the proper execution of work
the negotiation process through which management and unions reach an agreement about
compensation, working hours, and working conditions for the bargaining unit
the incorporation of motivational factors, such as opportunity for achievement, recognition,
responsibility, and advancement, into a job
Term 2 of 153
operational plans
the ability to identify relevant issues, recognize their importance, understand the
relationships between them, and perceive the underlying causes of a situation
-let their employees work without much interference
-sets performance standards and allows employees to find their own ways to meet them
those who focus on obtaining needed funds for the successful operation of an organization
and using those funds to further organizational goals
very short-term plans that specify what actions individuals, work groups, or departments
need to accomplish in order to achieve the tactical plan and ultimately the strategic plan
,Definition 3 of 153
employees in different locations who rely on e-mail, audio conferencing, fax, internet,
videoconferencing, or other technological tools to accomplish their goals
project teams
virtual teams
global teams
training
Definition 4 of 153
employee organizations formed to deal with employees for achieving better pay, hours, and
working conditions
american federation of labor
labor unions
labor contract
collective bargaining
Term 5 of 153
Theory Y
a management philosophy that stresses employee participation in all aspects of company
decision making
-William Ouchi
-japan
refers to the impact that setting goals has on performance
an assumption that how much people are willing to contribute to an organization depends
on their assessment of the fairness, or equity, of the rewards they will receive in exchange
McGregor's humanistic view of management whereby it is assumed that workers like to
work and that under proper conditions employees will seek out responsibility in an attempt
to satisfy their social, esteem, and self-actualization needs
,Term 6 of 153
orientation
non financial forms of compensation provided to employees, such as pension plans, health
insurance, paid vacation and holidays, and the like
groups similar to task forces that normally run their operation and have total control of a
specific work project
an inner drive that directs a person's behavior toward goals
familiarizing newly hired employees with fellow workers, company procedures, and the
physical properties of the company
Definition 7 of 153
those who manage an entire business or a major segment of a business; they are not specialists
but coordinate the activities of specialized managers
group
top managers
administrative managers
production and operations managers
Term 8 of 153
objectives
the elimination of a significant number of employees from an organization.
the need for respect--both self-respect and respect from others
the need to protect oneself from physical and economic harm
the ends or results desired by an organization
derived from organization's mission
, Definition 9 of 153
a small group whose members have complementary skills; have a common purpose, goals, and
approach; and hold themselves mutually accountable
task force
project teams
line structure
team
Definition 10 of 153
in which an outside party (usually the federal government) requests arbitration as a means of
eliminating a prolonged strike that threatens to disrupt the economy
contract negotiation
compulsory arbitration
consensual arbitration
voluntary arbitration
Term 11 of 153
cafeteria benefit plans
those who handle the staffing function and deal with employees in a formalized manner
settlement of a labor/management dispute by a third party whose solution is legally
binding and enforceable
those who are responsible for planning, pricing, and promoting products and making them
available to customers
provide a financial amount to employees so that they can select the specific benefits that fit
their needs
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying these notes from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller stuuviaa. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy these notes for $12.99. You're not tied to anything after your purchase.
Can Stuvia be trusted?
4.6 stars on Google & Trustpilot (+1000 reviews)
79223 documents were sold in the last 30 days
Founded in 2010, the go-to place to buy study notes for 14 years now