Term
The Major Role of Communication |
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Definition
| determines how effectively people work together and coordinate their efforts to achieve organization goals. |
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Definition
- employees poor work as a team
- unethical or dishonest activities
- poor manager |
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Barriers To communication |
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Definition
- hearing an expected message
- Ignoring conflicting information
- differing perceptions
- evaluating the source
- interpreting words differently
- ignoring nonverbal cues |
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Term
Hearing an expected message |
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Definition
| past expereince leads to one expect to hear that may not be correct |
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| Ignoring conflicting information |
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Definition
| messages disagrees with ones preconceptins, manager hears the food is bad but ignores it |
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| receiver's values and experience dictate words, actions of others. |
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| meaning applied to message is influenced by the source. |
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| Interpreting Words Differently |
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Definition
| words have different meanings |
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Definition
| tone of voice, facial expression will show different meaning than voice. |
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Definition
| affects transmission and interpretation of message, if sender is hostile, the response may be defensive or aggressive |
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Term
| Ways to improve communication |
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Definition
- feedback
- many channels for feedback
- face to face communication
- sensitivity to reciever
- awareness of symbolic meanings
- careful timing
- simple language
- repitition |
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Term
Nutrition Knowledge that Matters
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Definition
- nutrition knowledge alone
- knowledge about food attributes plus personal ehalth benefits
- type of nutrition knowledge makes a different in healthy food consumption
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Definition
| influences taste, similar preparation and serving as regular meats |
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Definition
influences taste, used as a filler in ground beef or sausage, did not cause meat to look any differently than expected |
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Definition
- RD's nutritionists as Role models
- school menues as role models
- Fast food- TV campaign
- nutriiton healt claims
- single case studies |
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Term
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Definition
| effecient achievement of goals and objectives |
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Term
6 Big Mistakes Organizations Make and why they fail |
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Definition
-lack of understanding
- failure of vision
-lack of flexibility
- reisitance to change
- poor customer relations
- poor employee relations |
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Term
| Four Variables of Performance |
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Definition
- motivation
-ability
- opportunity
- clarity of expectations |
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Term
| Strategy to Performance Gap |
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Definition
- strategies are approved by poor communicated
- translation of strategy into specific actions and resource plans nearly impossible
- lower levels in orgnaization arent informed
- resuts never materilize
- shortfall continues as no one is held responsible |
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| person holds onto belief or tradition to be true |
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| knowledge acquired from authorative source |
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Definition
| based on reasoning, non experience |
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Term
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Definition
| based on associations, cause and effect |
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Term
| Transformational learning |
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Definition
- identification, acquisition and application of information
- enables an organization to each their goals
- learning organizaitions |
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Term
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Definition
- everyone invovled in identifying and solving problems
- enable the organization to experiment, change, and improve
- increase capacity to grow, learn and achieve |
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Definition
| powerful shared vision provides focus and energy for learning |
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Term
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Definition
| examine current assumptions and practives rather than business as usual |
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| Radical new structure/learning teams |
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Definition
| create multifunctional teams that break away from daily orgnizational function |
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Definition
| Collaborate with external parties for steady flow of ideas |
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Term
Advantages of Learning organization
(4) |
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Definition
- employee empowerment
- open information
- participative strategy
- strong adaptive structure |
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Term
Characteristics of Motivation |
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Definition
- integrity with people
- nutures others
- faith in people
-listens to people
-enlarges people
- empowers people |
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Term
| When people sense victory they... |
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Definition
- sacrifice to succeed
- look for ways to win
- become energized
- follow the game plan
- help othe team members |
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Term
| When people sense defeat... |
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Definition
- give as little as possible
- look for excuses
- become tired
- forsake the game plan
- hurt others |
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Term
| When an employee gives what do employees recieve? |
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Definition
- positive self worth
- sense of belonging
- perspective
- feeling of significance
- hope |
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Term
7 rules of planning and execution |
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Definition
1. keep it simple
2. debate assumptions
3. use rigorous framework
4. discuss resource deployment early
5. clearly identify priorities
6. continuously monitor performance
7. reward and development execution capabilities |
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Term
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Definition
| measuring your performance against the best in class companies |
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Term
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Definition
| identify need and decide to benchmark |
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Term
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Definition
| determine scope and objectives and develop a benchmark plan |
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Term
| Preliminary data collection |
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Definition
| collect data on industry processes and own organization's processes |
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Term
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Definition
| ethical behavior is generall defined as excercising consistent moral judgements in the face of various ethical dilemmas |
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Definition
- workplace
- home
- relationships
- politics |
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Term
| Implcations of Ethics in the classroom |
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Definition
- modifiy methods of teaching to encourage moral development in students
- encourage women to share their ethical values
- employees need to provide training programs to shair their code of ethics |
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Term
Maslows Theory, need hierarchy
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Definition
| people are motivated by their desire to satisfy specific needs |
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Term
| Achievement power afflilation theory |
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Definition
people need to...
- acheive goals
- power, or competition with others
- affiliation, wants to be liked by others |
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Term
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Definition
focuses on rewards or outcomes of performance that satisfy needs
- Job satisfaction, motivators
- job dissatisfaction |
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Term
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Definition
- look beyong dollars to motivate employees to perform their best and stay on the job
- meet emotional needs by recognizing and appriciating their work
- expression appreciation
- give occassional gifts
- encourage input in various ways
- communicate clearly
- give clear expectations
- allow room for growth
- professional associations
- address or speak to others with respect |
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Term
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Definition
- having serious or surly disposition as a manager
- not handling problematic staff
- not being honest with staff |
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Term
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Definition
process in which 2 or more parties make offers, counteroffers, and concessions to reach an agreement
win/win
lose/win
win/lose |
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Definition
-define a range of obejectives
- explore wide range or options
-prepare well
-listen and question
- know our employees, or the other side |
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Definition
- preparation
-proposal
- debate
- bargaining
- closing |
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Definition
- employee conditions of work
- food equiptment/supplies
- lease buildings or automobiles
- loans for homes and business
- personal loans
- marriages and divorces |
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Term
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Definition
| - competitive and each side plays hardball |
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Term
| interest based bargaining |
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Definition
- cooperative
- share goals with end result being a win-win |
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Term
| Barriers to negotiation(6) |
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Definition
- becoming emotional
-not trying to understand the other side
- focusing on personalities not issues
- blaming the other side
- argue
- timing |
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Term
Factors that drive change |
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Definition
- social
-political
-economics
- science
- technology |
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Term
| Change in the workplace(6) |
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Definition
- global changes in the market place
- enhanced scieence and technology
- social, political, and economic change
- orgainization must be flexible
- dramatic impact on individual workers
- employees need support througout change process |
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Definition
| how the change is veiwed by individuals and groups |
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Term
| Organiziational change 20,50,30 rule |
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Definition
- 20% embrace change
- 50% are abivalent
-30% resist change or sabotage effort |
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Term
| Why people resist change(9) |
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Definition
- do not understand need for change
- do not understand context or environment
- believes change violates core values of organiziation
- do not understand change and its implications
-believe chanve is not in the best interest of the organization
- lack of trust
- do not think leadership is serious
- uncapable leadership
- beleive that change is unfairly selective |
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Term
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Definition
| cut trees ( task oriented) |
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Definition
| bulldose the whole forest (whole picture) |
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Term
| Employees tend to ignore plans that... (3) |
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Definition
- are too grandoise
- have failed in the past
- are poorly communicated |
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Term
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Definition
- structure
- work processes
- culture |
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Definition
- decision making
- timing
- communication |
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Definition
- time to acclimate before implementing change
- allow employee input
- allow time for effective communication
-create a win win scenario |
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Term
| Steps in successful change |
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Definition
- communication
-participation
- closely monitor change for
1. negative attitudes
2. sabbotage efforts |
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Term
| Supply and demand principle |
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Definition
| higher demand reduces the cost of a product, society norms determine popularity of product |
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