Management 3610 Final Study Guide

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Ch 10 –

change agent- a consultant with a background in behavioral sciences who can be a catalyst in helping organizations deal with old problems in new ways

adaptive change- reintroduction of a familiar practice—the implamentation of a kind of change that has already been experienced within the same organization

organizational development-set of techniques for implementing planned change to make people and orginizations more effective. OD focuses specifically on people in the change process

proactive change- planned change, involves making carefully thought-out changes in anticipation of possible or expected problems or opportunities.

reactive change- making changes in response to problems or opportunities as they arise. Usually less time to get all information and resources you need

Resistance to change- an emotional/behavioral response to real or imagined threats to an established work routine. Considered to be the interaction of three causes1, employee characterists2, change agent characteristics3, the change agent-employee relationship

Ch 12 –

equity theory-focuses on employee perceptions as to how fairly they think they are being treated compared to others. Developed by j stacy adams, based on the idea that employees are motivated to see fairness in the rewards they expect for task performances.

Expectancy-belief that a particular level of effort will lead to a particular level of performance.

gain sharing-the distribution of savings or “gains” to groups of employees who reduced costs and increased measurable productivity.

goal-setting theory-suggests that employees can be motivated by goals that are specific and challenging but achievable. Edwin locke and gary letham, only useful if people understand and accept the goal

hierarchy of needs- Abraham maslow – proposes that people are motivated by five level of needs 1) physiological 2) safety 3) love 4) esteem 5) self-actualization

hygiene factors- why are people...