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SNCO course 14

choosing a team

is willing to commit to teams goals. You need someone who is a team player. If they are in it for personal fame and glory.
see the big picture. a basic management skill is to think conceptually and not get bogged down int too many small details
a good team member is willing to ask tough questions ever heard of the yes man"
a good team member is willing to try something new. if something is restant to change they will be restant to thinking outsid ethe box or not able to generate new ideas in the team.

first phase of team dev

team members are a bit nervous and are trying to get to know each other

second phase of team dev

team members need to underatand what the goals and rules are for the team

third phase of team dev

team members may exhibit arguing becuase ind goals are coming out instead of team goals.

finally of team dev

the team gets highly prod and ind goals fade s the focus moves toward team goals


broad statment describing a desired future cond or achievement
with clearly defined goals
be able to track thier own progress
have a voice in determining what needs to be accomplished
learn how to establish and meet thier goals.


give people a target to aim for give workers a sense of accomplisment and a feeling of closure

good objectives

agreed upon

objective should not be too easy or too hard...


setting a start and end date makes your objective

time framed

being commited to achieving your goal means its

agreed upon

specific statment normally short term

an objective

a broad non statement of a desired future outcome

a goal statement

80/20 principle

80% of the resuls done by 20% of the people
18th Pareto

swiss cheese technique

accomplishing bits and pieces of an activity until it becomes more manageable and attainable

strategy for managing paperwork

sort through papers and handle them only once, sorting them into a,b and c priorities

strategy for managing paperwork

sort through papers and handle them only once, sorting them into a,b and c priorities

when delegating consider

if person has higher priorities then you, and skill level
workers ability willingness and confidence


keep telephone calls short
group outgoing calls and schedule them for a single block of time each day
schedule meetings at locations away from your office
for unannounced visitors gret them and remain standing
devise a method for handling last minute taskings.

Win lose conflict

is a person who is out to win no matter what

the withdraw person

avoids conflict like the kid who says I'm going t take my ball and go home

the problem solver

is the one who wants to get everyone together to talk things out and make peace


how important the issue is is


will help us decide what conflict managemtn techniqe to use.


level of conflict for superior performance

high assertives

forcing I win you lose

low assertiveness

avoiding dont get involved

high stakes

collaborating i win you win

low stakes

accommodating i lose you win

I win you lose

assertiveness is high cooperation is low

I win you win

assertiveness is high
stakes are high
and coop is high

I win you win; I lose; you lose

stakes and cooperation are moderate


assertiveness is low and coop is low

I lose you win

assertiveness is low


prepares an organization for change


solidifies the change within an organization

org change

adopting of a new idea or behavior by an organization

first stage of change management is called


in unfreezing stage

dev change management plan
start to create a felt need for change in your people

your change plan should include

a time line, resources needed, standards for measurement, rewards for refreezing change

creating a felt need for change

your people need to feel a need for the change

change agent

is the one who is supporting the change

if change agent cannot be present

change agent needs to delegate authority to someone

how do you lock in the norms or behavior

use rewards or reinforcements

determine rewards you will use for refreezing

during the planning process

if you fail to lock in the new norms

peoplw will revert back

Mechanistic desgin enhances


line of authority within an ogranization will often dictate the organizations succes

org with clearcut lines of authity are more successful

flow of communication

because the line of authority is clear and distinct there is a formal direct flow of communication from top levels .

major strengths

clear lines of authority are major stregnths in an organization, gives each person universally applied rules, regulations, and controls


does your organization depend on other organization to accomplish its goals

Mechanist desgin comm

communication flows from the branch chief to the shops to the respective line operators most communication occurs at the top level.

Mechanicstic design overview

emphasives vertical specialization and control an extensive use of managerial techniques.

organizational design

org emphasis would be on following strict rules policies and procedures.

environment for org design

if environment is predicatable then a mechanistic design would be appropiate

organic design

emphasized horizontal specialization and an extensive use of personal coordination and loose rules policies and procedures

organic desing communication

horizontal lines means there is a lot of interatction between shops in the organization. shops talk directly to each other and work together.

organic design

communication can flow freely between the shops

organic goals

if the org goals allow flexibility and relaxed controls then the organic desing would be appropiate

organic env

if the org env is high in uncertainty and the mission is constantly changing the the org needs to have flexibility and innovativeness to meet the challenge

organic size

best suited for org that are small to moderate size

techonology organic

org that have changing technological demans are good candidates for organic design

diverse org

combines organic and mechanic design

matrix design

the matrix design has dual lines of authority means people have 2 bosses

first step in problem solving

identify the real problem

Kepner and tregoe suggest you detern must and wants in problem solving

a must means solves true problem a numerical weight is then assigned to the wants

Andrew dubrin in his book essentials of management proposes a

pro/con approach to select teh best alternative

things to consider when you implement a solution

people, material, training, timing, time line, measurements, backup/alternatives

problem solving

implementing only one solution at atime and not mixing other issues with it.

a problem is normally discovered beacuase

a sypmtom shows up

according to richard chang step by step problem solving model which alternative best describes a problem def statement

the true problem and the desire future state are the parts of the problem identification support

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