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Network structure- use IT to link network of outside supplies and service contractors. Ethnocentrism- is the tendency to consider ones culture as a superior to others. If a visitor takes offense at a local custom such as dining with ones fingers, considering it inferior to practices of his own culture. Planning -is the process of setting objectives and determining how to accomplish them. Organizing-the process of arranging people and other resources to work together to accomplish a goal. Leading-is the process of arousing peoples enthusiasm and inspiring efforts to achieve goals Controlling-is the process of measuring performance and taking action to ensure desired results. Organizational Culture- is the system of shared beliefs and values that guides behavior in an organization. Geographical Structure- groups together people and jobs performed in the same location. Budget- is a plan that commits resources to objects or activities. Matrix structure- combines functional and divisional approaches to emphasize project or program teams. Formal Structure-transmission of rumors and distance to change is potential disadvantages often associated with. Collectivism- it is common in Malaysian culture for people to value teamwork. Hofstede would describe this culture as high. Improved Focus the benefits of planning includes more commitment to implementation One of the benefits of a participatory planning. be easily measured Can A good performed objective is written Sets performance objectives to subordinates

Fit people to task Establish relationships Allocates resources

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Types of divisional structures: Geographical Customer Product Steps in MBO process: Setting goals Developing action plans Review progress Appraise overall performance Hofstede dimensions of value differences among national cultures: Masculinity-Feminity Time orientation Individualism- Collectivism Improves focus and flexibility Improves time management improves control improves action-orientation Management-is the process of planning, organizing, leading and controlling, the use of resources to accomplish performance goals. Intellectual Capital- collective brainpower shared knowledge of workforce. Globalization- worldwide independence of resource flows, product markets of business competition. Workforce diversity-describes differences among workers in gender, race, age, etc. Prejudice-is display of negative, irrational attitudes towards members of a diverse population. Discrimination-actively desires minority members the full benefits of organizational membership. Glass Ceiling effect-is an invisible barrier linking career advancement of women and authorities. Ethics- moral standards of what is good and right. Organization-is collection of people working together to achieve common purpose. Productivity-quality of work performance with resource utilization considered. Effectiveness- it is doing the right things Efficiency-it is doing things right. Manager-is a person who support and is responsible for the work of other.

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4. -A manager is failing to live up to management by objectives (MBO) concept 1. Functional an organization chart showing VPs for Marketing, finance, human resource reporting to the presidents depicts. Matrix-is the two base system of reporting relationship. Bench Marking- uses external comparison to gain insights for planning. Owners- in terms of value creative for stakeholders, owners have a major interest in a business firms profits and losses. Steps in the Organizing Process: Identify tasks Establish Structure 5.

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14. Top managers- guide the performance of the organization as a whole or one of the major parts. 15. Middle managers oversee the work of large department or subdivision. 16. Team Managers or Supervisors report to middle manager and directly supervise non-managerial workers. 17. Types of Managers

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Line Manager- are directly contribute to the production of the organization. Staff Manager- use special technical expertise to advice and support line manager. Functional Manager- is responsible for one area of activity such as finance, marketing, production, personnel, accounting, or sales General Manager- is responsible for complex, multi-functional units. Administrator is a manager in public or nonprofit organization. Accountability is the requirement to show performance results to a supervisor. Quality of work life is the overall quality of human experiences in the workplace. SMART-Specific, Measurable, Attainable, Realistic, Time-bound. Interpersonal-figurehead, leader, liaison, Information-monitor, discriminator, spokesperson. Decisional: entrepreneur, disturbance handler Essential Managerial Skills: Technical skill- ability to use expertise to perform a task with proficiency. Human skill- ability to work well in cooperation with other people. Conceptual skill-ability to think analytics and solve complex problems. Druckers 5 Basics Operation in the work of a manager : manager sets objectives manager organizes manager motivates and communicates measurement is the 4th basic element manager develops people, including himself Specialization-division of works Adam Smith-father of economics Frederick Taylor-father of scientific management Henri Fayol-father of management Scientific Management-a leading technique and a theory of work behavior. Soldering -deliberate working not less than full capacity. 4 Guiding Action Principle

the development of a true science of management scientific education solution of worker scientific education and development of worker Initiate, friendly, cooperation between management and labor. Rules of Management Foresight Organization Command Coordination Fayols 14 principle of management Scalar chain principle Unity of command Unity of direction Division of work Authority and Responsibility Discipline Subordination of individual interest and general interest Remuneration of personnel Centralization Order Equity Stability of tenure of personnel Initiative spirit de Corps Bureaucracy- a model of organization based on defined positions formal authority 7 characteristics of Webers bureaucracy: rules impersonal division of labor hierarchical structure authority structure lifelong commitment career rationality Maslow Theory of Human need High Performance Organization- consistently achieves excellence while creating a high quality work environment People-Oriented-they value people as human assets respect diversity Learning Organizational- able to continually learn and adapt to new circumstances Mental Models- set aside old ways of thinking Personal Mastery-becomes self aware and open to others System-thinking- learns how the whole organization works. Shared vision- understands and agrees to pain of action

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Team learning-works together to accomplish the plan 10. Competitive Advantage is a competency that clearly sets an organizational apart from competitors and gives an advantage over them in market place. 11. Companies may achieve competitive advantage in many ways including:

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Product Pricing Cost efficiency Quality customer service General Environment-all of the background conditions in the external environment including: Economic Socio-Cultural Legal political Technological Natural environment The specific environment actual organization, group, and persons with who an organization interacts and conducts business.

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Includes important stakeholders such

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Customers Suppliers Competitors Regulators Investors/Owners

Stakeholders- they are the one who affected by the company decision and a actions 2. Environment uncertainly-lack of company information regarding what exists and what developments may occur 3. Douglas McGregor-propose the theory x and y 4. Short range plan-covers 1 year or less than 5. Intermediate range plan-cover 1 to 2 years 6. Long range plan-plans look 3 or more years into the future 7. Formal structures- formal arrangement of jobs with on organization 8. Informal structures shadow organization make up of the unofficial 9. Boundary less Organization- eliminates internal boundaries among subsystem and external boundaries with external environment. 10. Organizational Design- the process of creating structures that accomplish mission of objectives.

11. Mechanistic Design-centralized with many rules and procedures, a clear cut division of labor, narrow spans of control and formal coordination. 12. Organic Design-decentralized with fewer rules and procedures open divisions of labor , wide spans of control and more formal coordination. 13. Subsystem-a work unit or smaller component with in a larger organizational. 14. Unfreezing-which a situation is prepared for change 15. Changing-where planned change actually take place 16. Refreezing-which change stabilized 17. Power-is the ability to get someone else to do something you want done or to make things happen the way you want. 18. Coercive Power-the capacity to punish or withhold positive out comers as a mean of influencing other people. 19. Legitimate Power-is the capacity to influence other people by virtue of forms authority or the rights of office. 20. Expert Power-the ability to influence through special expertise. 21. Referent Power-the capacity to influence other people because of their desire to identify with you. 22. Autocratic Style-acts in unilateral, command and control fashion. 23. Laissez-faire Style-displays a do the best you can do and dont bother me in your attitude 24. Democratic Style- committed to both task and people. 25. Transformational leadership-inspirational and arouse extraordinary effort and performance. 26. Transactional Leadership-directs the effort of others through tasks, rewards and structures 27. Feed forwarded controls-employed before a work actively begins 28. Concurrent controls-focus on what happen during work process 29. Feedback controls-take place after work is completed 30. Internal control-allows motivated individuals and groups to exercise self-discipline in fulfilling job expectations. 31. External control-occurs through personal supervision and the use of formal administrative system 32. William Ouchi-he introduced theory z in 1981 33. Low Context Cultures- emphasize communication via spoken or written words. 34. High Context Culture-rely on non-verbal and situational cues as well 35. Motion study- is the science of reducing a task to its basic physical motion 36. Monochronic culture-people tends to do one thing at at a time 37. Polychromic Culture-time is use to accomplish many different things at a time. 38. Proxemics how people use space to communicate

39. Power Distance- degree to which a society accepts or rejects the unequal distributionbof power among people in organization and he institution of society 40. Uncertainly Avoidance- degree to which a society is comfortable with risk, change and situational uncertainty versus having tolerance for them. 41. Individualism-collectivism the degree to which a society emphasizes individual accomplishment and self interest 42. Masculinity-feminity- degree to which a society values assertiveness and material success, versus feeling and concern for relationships. 43. Time-Orientation-the degree to which a society emphasizes the short-term versus greater concern for the future 44. Polycentric attitude- the view that the managers in the host country known the best work approaches and practices for running their business. 45. Geocentric Attitude- a world-oriented view that focuses on using the best approaches and people from the globe. 46. Forecasting the process of predicting what will happen in the future 47. Scenario Planning-a long term version of contingency planning; it involves identifying several alternative future scenario or state of affairs that may occur 48. Participatory System-persons who will be affected by plan or who will be implemented 49. Standing Plans-are in the form of organizational policies and procedures designed for used repeatedly. 50. Policy-communicates broad guidelines for making decision and taking action in specific circumstances, 51. Rules or Procedures-describe exactly what actions are to be taken in specific situations 52. Fixed Budget-allocates a fixed amount of resources for a specific purpose. 53. Flexible Budget-allows the allocation of resources to vary in proportion with various levels of activity. 54. Zero based budget deals with this problem by approaching each new budget period as if were brand new 55. Project-one time activity that have clear beginning and end points. 56. Strategic plan-set broad, comprehensive and longer term action direction. 57. Production Plan- deals with methods and technology needed by people in their work. 58. Financial Plan- deals with money required to support various operations 59. Facilities Plan- deals with facilities and work layouts 60. Marketing Plan- deals with the requirements of selling and distributing goods and services

61. Human Resource Plan- dealing with the recruitment, selection, and placement of people into various jobs. 62. Force-Coercion Strategy-pursues changes through formal authority and the use of rewards or punishments. 63. Rational Persuasion strategy- pursues change through empirical data and rational argument. 64. Shared power strategy- pursues change by participation in assessing change, needs, values and goals 65. Labor Union-is an organization that deals with employers on the workers collective behalf 66. Labor Contract-is a form agreement between union and employer about the terms of work for union members 67. Collective Bargaining-is the process of negotiating, administering and interpreting a labor contract. 68. Creativity-is the generation of a novel idea or unique approach that solves a problem or crafts an opportunity. 69. Innovation- is the process of taking a new idea and putting it into a practice. 70. Process Innovation-which results in better ways of doing things 71. Product Innovation-results in creation of new or improved goods and services 72. Business Model Innovation-results in new ways of making money for the firm 73. Idea Generators-people who create new sights from internal discovery or external awareness or both. 74. Information gatekeepers-people who serve as links between people and groups within the organizations and with external sources. 75. Product champions-people who advocate and push for change and innovation and for adoption of a specific product or process ideas. 76. Innovation Leaders-people who encourage, sponsor, and coach others to keep the innovation values, goals, and energies in place. 77. Project Managers-people who perform technical functions needed to keep an innovative project on track with necessary resource support. 78. Change Leaders-a change agent who takes leadership responsibility for changing the existing pattern of behavior of another person or social system. 79. Top down Change the initiatives come from senior management 80. Bottom up change the change initiatives come from all levels in the organization 81. Performance gap- discrepancy between a desire and actual state of affairs. 82. Planned Change-aligns the organization with anticipated future challenges 83. Transformational Change-results in a major and comprehensive redirection of the organization 84. Incremental Change-bends and adjust existing ways to improve performance.

85. Orientation- is a set of activities designed to familiarize new employees with their jobs, coworkers, and key aspects of the organization as a whole. 86. Training-provides learning opportunities to acquire and improve job-related skills. 87. On the job training-takes place in the work setting while someone is doing a job 88. Coaching-occurs as an experienced person offers performance advice to ales experienced-person 89. Mentoring-assigns early career employees as a protgs to more senior ones. 90. Modeling-uses personal behavior to demonstrate performance expected to others. 91. Off the job training-is accomplished outside the work setting. An important form is management development-training to improve knowledge and skills in the management 92. Performance Appraisal is the process of formally evaluating performance and providing feedback. 93. Career-is a sequence of jobs and work pursuits that constitutes what a person does for living 94. Career Planning-is the process of systematically matching career goals and individuals capabilities with opportunities for their fulfillment. 95. Career Plateau-is a position from which someone is unlikely to move to a higher level of work responsibility 96. Work life balance-it involves balancing career demands with personal and family needs. 97. wage paid to an individual. 98. Fringe benefit- non monetary forms of compensation such as health insurance and retirement plan 99. Flexible benefits program-allows employees to choose from range of benefit option 100. Family-friendly benefits-help employees achieve better work life balance 101. Employees Assistant Program-help employees cope with personal stresses and problem 102. Sexual harassment-is behavior of a sexual nature that affects a persons employment situation 103. Comparable worth holds that persons performing jobs of similar importance should be paid at comparable levels 104. Independent contractors are hired as needed and are not part of the organizations permanent workforce. 105. Workplace privacy-is the right to privacy while a work 106. Utility does the decision satisfy all constitutes or stakeholders. 107. Rights does the decision resfepect the rights and duties of everyone. Marketing: Midterm

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brand sponsorship brand development Brand extension- using a successful brand name Major types of Buying Situation straight rebuy modified rebuy new task The buyer decision process: need recognition information research evaluation of alternatives purchases decision post purchases behavior Major segmentation for business markets demographic operating variable situational factors personal characteristics purchasing approaches Major segmentation for consumer markets geographic demographic psychographic behavioral Undifferentiated Marketing- market coverage strategy in which a decides to ignore market segment differences and a target the whole market one offer. Differential Marketing- market coverage strategy in which a decides to target several segments separate offers for cash. Concentrated Marketing- a market coverage strategy in which a firm goes after a large share of one or a few segment or niches. Micromarketing-is a local or individual marketing. Value Proposition-is a full mix of benefits on which the brand is position. Target Market- is a set of buyers sharing common needs or characteristic that the company decides to serve. Consumer Buyer Behavior- is the buying behavior of final consumers- individuals and household who buy goods and services for personal consumption. Brand name- is age Style is a basic distinctive

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10. Buying Sellers- is initiators, users, influence, and deciders. 11. Gatekeepers- are no permit to get the information. 12. Nature and characteristic of a sense:

intangibility variability inseparability perish ability

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Product life cycle: product development introduction growth maturity decline Product- is anything that offered to a market for attention, acquisition, users, consumption that might satisfy a want or not. Service- is any activity or benefit that one party can offer to another that is essential intangible and does not result in the ownership of anything. Consumer Product- is product and services bought by final consumer for personal consumption. Branding- brand a name, term, sign, symbols or design or a combination of these. Packaging-is the activities of designing and producing the container or wrapper for a product.

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