1. BA 101 Introduction to Business 8. Organization and Teamwork

2. Effective Organization Structure Coordinate and Control Work Coordinate DivideResponsibilitiesDivideResponsibilities PromoteAccountabilityPromoteAccountability DistributeAuthorityDistributeAuthority

3. Organization Chart Vertical Organization Chain of Command Work Specialization FormalOrganizationFormalOrganizationInformalOrganizationInformalOrganization Horizontal Coordination

4. Organization Chart for Food Lion Grocery Chain Board of Directors President & CEO Chairperson President & CEO Chairperson VP Human Resources Senior VP Operations Senior VP Operations VP MIS VP MIS VP Finance VP Finance VP Special Projects VP Marketing VP Marketing VP Advertising VP Advertising VP Store Planning Regional Supervisors Area Supervisors Regional Operations Area Supervisors Regional Operations Area Supervisors VP Grocery Operations VP Perishable Operations VP Bakery Operations

5. Chain of Command Responsibility Accountability Authority Delegation

6. Organizing the Workforce DepartmentalizationDepartmentalizationDivisionDivisionFunctionFunctionNetworkNetworkMatrixMatrix HybridHybrid

7. Functional Structures Job Skills Resource Use Job Requirements

8. Divisional Structures ProductsProducts GeographyGeography ProcessesProcesses CustomersCustomers

9. Departmentalization by Matrix PUBLISHER Book Team A Manger Book Team A Manger Book Team B Manger Book Team B Manger Editorial Manager Editorial Manager Production Manager Production Manager Design Manager Design Manager Editor A Production Editor A Production Editor A Designer A Editor B Production Editor B Production Editor B Designer B

10. DivisionsFunctions NetworkMatrix Hybrid Structure

11. Working In Teams OpportunitiesChallenges Higher-quality decisions Increased commitment Lower stress levels Less internal competition Improved flexibility Inefficiency Groupthink Diminished motivation Structural disruption Excessive workloads

12. Effective Teams Size and Structure Sense of Purpose Communication

13. Effective Teams Creative Thinking Focused Efforts Consensus

14. Productive Team Meetings Clarify the Purpose Select Participants Clarify the Agenda and Stay Focused

15. Productive Team Meetings Follow the Rules Promote Participation Close Effectively

16. BA 101 Introduction to Business 10. Employee Motivation, Workforce Trends, and Labor Relations

17. What Is Motivation? Needs Outcomes Actions

18. Workforce Motivation Monetary Rewards Fair Treatment Satisfying Work Work-Life Balance

19. Theories of Motivation Frederick W. Taylor Maslow’s Hierarchy of Needs Herzberg’s Two-Factor Theory Theory X, Theory Y, and Theory Z Equity Theory Expectancy Theory

20. Frederick W. Taylor Monetary Rewards Personal Productivity ScientificManagementScientificManagement

21. Self-Esteem Needs Social Needs Safety Needs Physiological Needs Self-Actualization Maslow’s Hierarchy Five Need Categories

22. Herzberg’s Two-Factor Theory Motivation AchievementAchievement RecognitionRecognition ResponsibilityResponsibility Work itselfWork itself Personal growthPersonal growth HighlySatisfied HighlyDissatisfied Neither Satisfied Nor Dissatisfied Motivators Influence Satisfaction Level Hygiene Factors Influence Satisfaction Area of Satisfaction Dissatisfaction Hygiene Factors Working conditionsWorking conditions Pay and securityPay and security Company policiesCompany policies SupervisorsSupervisors Interpersonal relationshipsInterpersonal relationships

23. McGregor’s Assumptions Theory X Employees Theory Y Employees Dislike work Dislike work Motivated by threats Motivated by threats Avoid responsibilities Avoid responsibilities Value security Value security Enjoy work Enjoy work Committed to goals Committed to goals Accept responsibilities Accept responsibilities Have mental potential Have mental potential

24. Ouchi’s Theory Z Informal Control with Formal Measurements Slow Evaluation and Promotion Moderate Degree of Career Specialization Holistic Concern for the Individual Consensus-Based Decision Making Long-Term Employment Individual Responsibility

25. Equity Theory Ratio Comparison* Employee’s Perception Outcomes A Inputs A Outcomes A Inputs A Outcomes A Inputs A Outcomes B Inputs B Outcomes B Inputs B Outcomes B Inputs B < = > Inequity (Under-Rewarded) Equity Inequity (Over-Rewarded) * Where A is the employee, and B is a relevant other or referent.

26. Expectancy Theory Individual Effort Individual Effort Individual Performance Individual Performance Organizational Rewards Organizational Rewards Individual Goals Individual Goals Quality of effort put forth depends on... Quality of effort put forth depends on... …expectations of …and expectations of …attractiveness of rewards relative to

27. Workplace Motivation Strategies SettingGoalsSettingGoalsReinforcingBehaviorReinforcingBehavior

28. Management by Objectives Setting Goals Planning Action Implementing Plans Reviewing Performance 1 2 3 4

29. Reinforcement Theory Behavior Modification Avoid Unpleasant Consequences Obtain Pleasant Consequences PositiveNegativeReinforcement

30. Working With Labor Unions Wages and Benefits Working Conditions Job Security

31. BA 101 Introduction to Business 11. Managing Human Resources

32. Human Resource Management (HRM) Motivation Compensation AcquiringAcquiringMaintainingMaintainingDevelopingDeveloping Evaluation Training & Development

33. Functions of the Human Resources Department Planning for Staffing Needs Recruiting and Hiring Training and Development Appraising and Retaining

34. Planning for Staffing Needs From Business Plan Estimate Demand for Employees Estimate Demand for Employees Estimate Supply of Employees Estimate Supply of Employees Perform Job Analysis Perform Job Analysis Write Job Descriptions Write Job Descriptions Write Job Specifications Write Job Specifications To Hiring Process To Hiring Process Evaluating Job Requirements Forecasting

35. InternalSearches Newspaper Ads Internet Ads Trade Shows HeadhuntersReferrals EmploymentAgencies Union Halls Colleges Recruiting Employees

36. The Hiring Process Select Qualified Candidates Select Qualified Candidates 1 1 Conduct In-Depth Interviews Conduct In-Depth Interviews 3 3 Check References Check References 5 5 Screen the Candidates Screen the Candidates 2 2 Evaluate the Candidates Evaluate the Candidates 4 4 Select the Best Candidate Select the Best Candidate 6 6

37. Background Checks EducationalCredentials Time Gaps Between Jobs Arrest Records EmploymentVerification ReferenceChecks Credit Histories

38. Training and Development Orientation Training Retraining

39. Appraising Employees Electronic Performance Monitoring Electronic Performance Monitoring 360-Degree Reviews 360-Degree Reviews Regular Written Evaluations Regular Written Evaluations Periodic Performance Appraisals Periodic Performance Appraisals Objectivity Fairness Improvement Standards

40. Workplace Compensation WagesSalaries BenefitsPay ScaleBenefitsBonuses Hourly Workers Corporate Executives

41. Incentive Programs Bonuses Commissions Profit Sharing

42. Incentive Programs Gain Sharing Pay for Performance Knowledge-Based Pay

43. Benefits and Services Insurance Retirement Plans Stock Options Family Benefits

44. Insurance Benefits Life and Health Dental and Vision Disability Long-Term Care

45. Family-Friendly Benefits Elder-CareElder-CareUnpaidLeaveUnpaidLeave DaycareDaycare

46. Other Employee Benefits Vacations, holidays, and sick leave Vacations, holidays, and sick leave Professional development Professional development Financial or legal counseling Financial or legal counseling Wellness programs Wellness programs Employee Assistance Programs Employee Assistance Programs Corporate perks Corporate perks

47. Overseeing Changes in Employment Status Promotion Reassignment Termination Retirement

48. Terminating Employees Performance Related Not Performance Related At-Will Employment Wrongful Discharge Rank and Yank Business Downturns Effects on Employees Outplacement Efforts