| A | B |
|---|
| organizational structure | Framework enabling managers to divide responsibilities, ensure employee accountability, and distribute decision-making authority |
| organization chart | Diagram showing how employees and tasks are grouped and where the lines of communication and authority flow |
| formal organization | A framework officially established by managers for accomplishing tasks that leave to achieving the organization's goals |
| informal organization | Network of informal employee interactions that are not defined by the formal structure |
| work specialization | Specialization in or responsibility for some portion of an organization's overall work tasks; also called division of labor |
| chain of command | Pathway for the flow of authority from one management level to the next |
| responsibility | Obligation to perform the duties and achieve the goals and objectives associated with a particular position |
| accountability | Obligation to report results to supervisors or team members and to justify outcomes that fall below expectations |
| authority | Power granted by the organization to make decisions, take actions, and allocate resources to accomplish goals |
| line organization | Chain-of-command system that establishes a clear line of authority flowing from the top down |
| delegation | Assignment of work and the authority and responsibility required to complete it |
| line-and-staff organization | Organization system that has a clear chain of command but that also includes functional groups of people who provide advise and specialized services |
| span of management | Number of people under one manager's control; also known as span of control |
| flat orgainzations | Organizations with a wide span of management and few hierarchial levels |
| tall organizations | Organizations with a narrow span of management and many hierarchial levels |
| centralization | Concentration of decision-making authority at the top of the organization |
| decentralization | Delegation of decision-making authority to employees in lower-level positions |
| vertical organization | Structure linking activities at the top of the organization with those at the middle and lower levels |
| departmentalization | Grouping people within an organization according to function, division, matrix, or network |
| departmentalization by function | Grouping workers according to their similar skills, resource use, and expertise |
| departmentalization by division | Grouping departments according to similarities in product, process, customer, or geography |
| product division | Divisional structure based on products |
| process divisions | Divisional structure based on the major steps of a production process |
| customer divisions | Divsional structure that focuses on customers or clients |
| geographic divisions | Divisional structure based on location of operations |
| departmentalization by matrix | Assigning employees to both a functional group and a project team (thus using functional and divisional patterns simutaneously) |
| departmentalization by network | Electronically connecting seperate companies that perform selected tasks for a small headquarters organization |
| team | A unit of two or more people who share a mission and collective responsibility as they work together to achieve a goal |
| problem-solving team | Informal team of 5 to 12 employees from the same department who meet voluntarily to find ways of improving quality, efficiency, and the work environment |
| self-managed teams | Teams in which members are responsible for an entire process or operation |
| functional teams | Teams whose members come from a single functional department and that are based on the organzation's vertical structure |
| cross-functional teams | Teams that draw together employees from different functional areas |
| task force | Team of people from several departments who are temporarily brought together to address a specific issue |
| special-purpose teams | Temporary teams that exist outside the formal organization hierarchy and are created to achieve a specific goal |
| committee | Team that may become a permanent part of the organization and is designed to deal with regularly recurring tasks |
| virtual teams | Team that uses communication technology to bring geographically distant employees together to achieve goals |
| free riders | Team members who do not contribute sufficiently to the groups's activities because members are not being held individually accountable for their work |
| cohesivenss | A measure of how committed the team members are to their team's goals |
| norms | Informal standards of conduct that guide team behavior |
