Term
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Definition
| The degree to which the overall task of the organization is broken down and divided into smaller component parts. |
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Term
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Definition
| An alternative to job specialization that involves systematically moving employees from one job to another. |
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Definition
| An alternative to job specialization that increases the total number of tasks workers perform. |
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Term
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Definition
| An alternative to job specialization that attempts to increase both the number of tasks a worker does and the control the worker has over the job. |
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Term
| job characteristics approach |
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Definition
| An alternative to job specialization that suggests that jobs should be diagnosed and improved along five core dimensions, taking into account both the work system and employee preferences. |
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Term
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Definition
| An alternative to job specialization that allows an entire group to design the work system it will use to perform an interrelated set of tasks. |
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Term
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Definition
| The process of grouping jobs according to some logical arrangement. |
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Term
| functional departmentalization |
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Definition
| Grouping jobs involving the same or similar activities. |
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Term
| product departmentalization |
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Definition
| grouping activities around products or product groups |
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Term
| customer departmentalization |
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Definition
| grouping activities to respond to and interact with specific customers or customer groups |
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Term
| location departmentalization |
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Definition
| grouping jobs on the basis of defined geographical sites or areas. |
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Term
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Definition
| a clear and distinct line of authority among the positions in an organization |
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Term
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Definition
| the number of people who report to a particular manager |
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Term
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Definition
| power that has been legitimized by the organization |
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Term
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Definition
| the process by which a manager assigns a portion of his or her total workload to others |
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Term
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Definition
| the process of systematically delegating power and authority throughout the organization to middle and lower-level managers |
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Term
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Definition
| the process of systematically retaining power and authority in the hands of high-level managers |
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Term
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Definition
| the process of linking the activities of the various departments of the organization |
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Term
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Definition
| when units operate with little interaction; their output is pooled at the organizational level |
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Term
| sequential interdependence |
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Definition
| when the output of one unit becomes the input for another in a sequential fashion |
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Term
| reciprocal interdependence |
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Definition
| when activities flow both ways between units |
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Term
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Definition
| a model of organization design based on a legitimate and formal system of authority |
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Term
| situational view of organization design |
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Definition
| based on the assumption that the optimal design for any given organization depends on a set of relevant situational factors |
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Term
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Definition
| conversion process used to transform inputs into outputs |
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Term
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Definition
| similar the the bureaucratic or System 1 model, most frequently found in stable environments |
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Term
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Definition
| very flexible and informal model of organization design, most often found in unstable and unpredictable environments |
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Term
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Definition
| extent to which the organization is broken down into subunits |
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Term
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Definition
| degree to which the various subunits must work together in a coordinated fashion |
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Term
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Definition
| total number of full-time or full-time-equivalent employees |
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Term
| organizational life cycle |
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Definition
| progression through which organizations evolve as they grow and mature |
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Term
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Definition
| based on the functional approach to departmentalization |
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Term
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Definition
| used by an organization made up of a set of unrelated businesses |
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Term
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Definition
| based on multiple businesses in related areas operating within a larger organizational framework |
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Term
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Definition
| based on two overlapping bases of departmentalization |
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Term
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Definition
| an approach to organization design that relies almost exclusively on project-type teams, with little or no underlying hierarchy |
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Term
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Definition
| one that has little or no formal structure |
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Term
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Definition
| one that works to facilitate the lifelong learning and personal development of all its employees while continually transforming itself to respond to changing demands and needs |
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