Inhoudsopgave
Hoofdstuk 1: 2
Hoofdstuk 2 3
Hoofdstuk 3: 4
Hoofdstuk 4: 5
Hoofdstuk 5: 6
Hoofdstuk 6: 7
Hoofdstuk 7: 8
Hoofdstuk 8: 9
Hoofdstuk 9: 11
Hoofdstuk 10: 12
Hoofdstuk 11: 13
Hoofdstuk 12: 14
Hoofdstuk 13 15
Hoofdstuk 14: 16
Hoofdstuk 15: 17
Hoofdstuk 16: 18
Hoofdstuk 17: 19
Hoofdstuk 18: 20
, Hoofdstuk 1:
● Organizational behavior: interdisciplinary field dedicated to better understanding
and managing people at work
● Theory Y: McGregor’s modern and positive assumptions about employees being
responsible and creative.
● Total quality management: an organizational culture dedicated to training,
continuous improvement, and customer satisfaction
● E-business: running the entire business via the internet and managing virtual teams
● Human capital: The productive potential of one’s knowledge and actions
● Social capital: the productive potential of strong, trusting, and cooperative
relationships
● Management: process of working with and through others to achieve organizational
objectives, efficiently and ethically, amid constant change
● Contingency approach: using management tools and techniques in a situationally
appropriate manner; avoiding the one-best-way mentality
● Ethics: study of moral issues and choices
● Corporate social responsibility: corporations are expected to go above and
beyond following the law and making a profit
● whistle-blowing: reporting unethical/illegal acts to outside third parties
● morally attentive: faithfully considering the ethical implications of one’s actions
● Meta-analysis: pools the results of many studies through statistical procedure
● Field study: examination of variables in real-life settings
● Laboratory study: manipulation and measurement of variables in contrived
situations
● sample survey: questionnaire responses from a sample of people
● case study: in-depth study of a single person, group, or organization
, Hoofdstuk 2
● Sexual harassment: unwanted sexual attention that creates an adverse or hostile
work environment
● Diversity: the host of individual differences that make people different from and
similar to each other
● Discrimination: occurs when employment decisions are based on factors that are
not job related.
● affirmative action: focuses on achieving equality of opportunity in an organization
● managing diversity: creating organizational changes that enable all people to
perform up to their maximum potential
● Workforce demographics: statistical profiles of adult workers
● Glass ceiling: invisible barrier blocking women and minorities from top management
positions.
● Social categorization theory: similarity leads to liking and attraction
● Informational/decision-making theory: diversity leads to better task-relevant
processes and decision making
● Demographic fault lines: A hypothetical dividing line that splits groups into
demographically based subgroups.
● Diversity climate: employees aggregate perceptions about an organization's
policies, practices, and procedures pertaining to diversity.
Hoofdstuk 1: 2
Hoofdstuk 2 3
Hoofdstuk 3: 4
Hoofdstuk 4: 5
Hoofdstuk 5: 6
Hoofdstuk 6: 7
Hoofdstuk 7: 8
Hoofdstuk 8: 9
Hoofdstuk 9: 11
Hoofdstuk 10: 12
Hoofdstuk 11: 13
Hoofdstuk 12: 14
Hoofdstuk 13 15
Hoofdstuk 14: 16
Hoofdstuk 15: 17
Hoofdstuk 16: 18
Hoofdstuk 17: 19
Hoofdstuk 18: 20
, Hoofdstuk 1:
● Organizational behavior: interdisciplinary field dedicated to better understanding
and managing people at work
● Theory Y: McGregor’s modern and positive assumptions about employees being
responsible and creative.
● Total quality management: an organizational culture dedicated to training,
continuous improvement, and customer satisfaction
● E-business: running the entire business via the internet and managing virtual teams
● Human capital: The productive potential of one’s knowledge and actions
● Social capital: the productive potential of strong, trusting, and cooperative
relationships
● Management: process of working with and through others to achieve organizational
objectives, efficiently and ethically, amid constant change
● Contingency approach: using management tools and techniques in a situationally
appropriate manner; avoiding the one-best-way mentality
● Ethics: study of moral issues and choices
● Corporate social responsibility: corporations are expected to go above and
beyond following the law and making a profit
● whistle-blowing: reporting unethical/illegal acts to outside third parties
● morally attentive: faithfully considering the ethical implications of one’s actions
● Meta-analysis: pools the results of many studies through statistical procedure
● Field study: examination of variables in real-life settings
● Laboratory study: manipulation and measurement of variables in contrived
situations
● sample survey: questionnaire responses from a sample of people
● case study: in-depth study of a single person, group, or organization
, Hoofdstuk 2
● Sexual harassment: unwanted sexual attention that creates an adverse or hostile
work environment
● Diversity: the host of individual differences that make people different from and
similar to each other
● Discrimination: occurs when employment decisions are based on factors that are
not job related.
● affirmative action: focuses on achieving equality of opportunity in an organization
● managing diversity: creating organizational changes that enable all people to
perform up to their maximum potential
● Workforce demographics: statistical profiles of adult workers
● Glass ceiling: invisible barrier blocking women and minorities from top management
positions.
● Social categorization theory: similarity leads to liking and attraction
● Informational/decision-making theory: diversity leads to better task-relevant
processes and decision making
● Demographic fault lines: A hypothetical dividing line that splits groups into
demographically based subgroups.
● Diversity climate: employees aggregate perceptions about an organization's
policies, practices, and procedures pertaining to diversity.
