Management
Process of guiding the development, maintenance, and allocation of resources to attain organizational goals
Management
Anticipating potential problems or opportunities... then designing strategies to handle them
Planning
Guiding and motivating others toward achievement of organizational goals
Leadership
The ability to influence others to behave in a particular way
Power
Job Analysis
People within the organization responsible for developing/carrying out the management process
Managers
Creating long range (1-5 year) broad goals for the organization and figuring out what resources you need to accomplish those goals
Strategic Planning
Power derived from your position
Legitimate power
Power derived from your extensive knowledge in one or more areas
Expert Power
Tasks and responsibilities of a job
Job Description
Using the LEAST amount of resources to do something
Efficiency
Implementation of strategic plans. Shorter time frame, more specific objectives
Tactical Planning
Power derived from your control over rewards
Reward Power
Power derived from your personal charisma and the respect/admiration others give to you
Referent Power
Skills, knowledge, and abilities of the "ideal worker" in the job role
Job Specification
Effectiveness
Creating specific standards, methods, policies, and procedures for specific areas in the organization. These plans are current, narrow, and resource focused
Operational Planning
Power derived from your ability to threaten negative outcomes
Coercive Power
Leaders who share decision making with the group and encourage discussion. Willing to break the rules to get things done.
Participative Leadership Style
Employees who are currently employed by the organization
Internal Labor Market
6 Steps of the Employee Selection and Hiring Process
2. Employment Testing
3. Selection Interview
4. Background and reference check
5. Physical exams and drug testing
6. Decision to hire
3 Parts of an On-the-Job training program
1. Company Orientation
2. Job Specific Training
3. Mentor Assignment
Directive leaders who take very little input from subordinates. Make decisions on their own, often perceived as narrow-minded and heavy-handed
Autocratic Leadership Style
Leaders who hand all authority and control to their subordinates. They don't get involved unless asked, trust subordinates to just handle their own tasks.
Free Rein Leadership Style
Potential applicants outside the organization
External Labor Market