MGMT 309: EXAM 3
90 Cards in this Set
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communication
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The process of transmitting information from one person to another
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effective communication
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The process of sending a message in such a way that the message received is as close in meaning as possible to the message intended.
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oral communication
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Face-to-face conversation, group discussions, telephone calls, and other circumstances in which the spoken word is used to transmit meaning.
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written communication
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Memos, letters, reports, notes, and other circumstances in which the written word is used to transmit meaning
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written communication
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Memos, letters, reports, notes, and other circumstances in which the written word is used to transmit meaning
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communication network
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The pattern through which the members of a group communicate
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vertical communication
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Communication that flows up and down the organization, usually along formal reporting lines; takes place between managers and their superiors and subordinates and may involve several different levels of the organization
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5 types of communication networks
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Wheel, Y, Chain, Circle, and All channel
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horizontal communication
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Communication that flows laterally within the organization; involves collegues and peers at the same level of the organization and may involve individuals from several different organizational units
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grapevine
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An informal communication network among people in an organization
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management by wandering around
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An approach to communication that involves the manager's literally wandering around and having spontaneous conversations with others
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nonverbal communication
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Any communication exchange that does not use words or uses words to carry more meaning than the strict definition of the words themselves.
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5 Key Principles for Communication
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1. Maintain or Enhance Self-Esteem
2. Listen and respond with empathy
3. Ask for help and encourage involvement
4. share thoughts, feeling, rationale
5. Provide support without removing responsibility
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organizing
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Deciding how best to group organizational activities and resouces
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organization structure
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The set of elements that can be used to configure an organization
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job design
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The determination of an individual's work-related responsibilities
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job specialization
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The degree to which the overall task of the organization is broke down and divided into smaller component parts
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job rotation
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An alternative to job specialization that involves systematically moving employees form one job to another
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job enlargement
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An alternative to job specialization that involves giving the employee more tasks to perform
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job enrichment
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An alternative to job specialization that involves increasing both the number of tasks the worker does and the control the worker has over the job
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job characteristics approach
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An alternative to job specialization that suggests that jobs should be diagnosed and improved along five core dimensions, taking into account both the work system and employee preferences
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job characteristics approach: core dimensions
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1. Skill variety-the number of tasks a person does in a job
2. Task identity-the extent to which the worker does a complete or identifiable portion of the total job
3.Task significance-the perceived importance of the task
4.Autonomy-the degree of control the worker has over how the wor…
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work team
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An alternative to job specialization that allows an entire group to design the work system it will use to perform an interrelated set of tasks
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departmentalization
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The process of grouping jobs according to some logical arrangement
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functional departmentalization
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Grouping jobs involving the same or similar activities
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product departmentalization
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Grouping activities around products or product groups
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customer departmentalization
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Grouping activities to respond to and interact with specific customers or customer groups
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location departmentalization
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Grouping jobs on the basis of defined geographic sites or areas
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Other forms of departmentalization
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By specific units of time
By sequence
By customer characteristics, products, and services
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chain of command
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A clear and distinct line of authority among the positions in an organization
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span of management
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The number of people who report to a particular management
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authority
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Power that has been legitimized by the organization
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delegation
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The process by which managers assign work to subordinates
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decentralization
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The process of systematically delegating power and authority throughout the organization to middle an lower-level managers
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centralization
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he process of systematically retaining power and authority in the hands of higher-level managers
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coordination
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The process of linking the activities of the various departments of the organization
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pooled interdependence
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When units operate with little interaction; their output is simply pooled
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sequential interdependence
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When the output of one unit becomes the input for another in sequential fashion
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reciprocal interdependence
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When activities flow both ways between units
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line position
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A position in the direct chain of command that is responsible for the achievement of an organization's goals
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staff position
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A position intended to provide expertise, advice and support for line positions
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organization change
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Any substantive modification to some part of the organization
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planned change
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Change that is designed and implemented in an orderly and timely fashion in anticipation of future events
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reactive change
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A piecemeal response to circumstances as they develop
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enterprise resource planning (ERP)
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A large-scale information system for integrating and synchronizing the many activities in the extended enterprise
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business process change (reengineering)
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The radical redesign of all aspects of a business to achieve major gains in cost, service, or time
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organization development (OD)
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An effort that is planned, organization-wide, and managed from the top, intended to increase organizational effectiveness and health through planned interventions in the organization's process, using behavioral science knowledge
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innovation
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The managed effort of an organization to develop new products or services or new uses for existing products or services
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radical innovation
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A new product, service, or technology that completely replaces an existing one
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incremental innovation
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A new product, service or technology that modifies an existing one
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technical innovation
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A change in the appearance or performance of a product or service, or of the physical processes thought which a product or service passes
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managerial innovation
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A change in the management process in an organization
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product innovation
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A change in the physical characteristics or performance of an existing product or service or the creation of new ones
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process innovation
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A change in the way a product or service is manufactured, created, or distributed
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intrapreneurs
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Similar to entrepreneurs except that they develop new businesses in the context of a large organization
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human capital
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Reflects the organization's investment in attracting, retaining, and motivating an effective workforce
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Title VII of the Civil Rights Act of 1964
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Forbids discrimination of the basis of sex, race, color, religion, or national origin in all areas of the employment relationship
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adverse impact
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When minority group members pass a selection standard at a rate less than 80 percent of the pass rate of majority group members
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Equal Employment Opportunity Commission
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Charged with enforcing Title VII of the Civil Rights Act of 1964
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Age Discrimination in Employment Act
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Outlaws discrimination against people older than 40 years; passed in 1967, amended in 1978 and 1986
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affirmative action
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Intentionally seeking and hiring qualified or quantifiable employees from racial, sexual, and ethnic groups that are underrepresented in the organization
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Americans with Disabilities Act
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Prohibits discrimination against people with disabilities
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Civil Rights Act
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Amends the original Civil Rights Act, making it easier to bring discrimination lawsuits while also limiting punitive damages
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Fair Labor Standards Act
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Sets a minimum wage and requires overtime pay for work in excess of 40 hours per week; passed in 1938 and amended frequently since then
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Equal Pay Act
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Requires that men and women be paid the same amount for doing the same job
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Employee Retirement Income Security Act (ERISA)
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Regulates how organizations manage their pension funds
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Family and Medical Leave Act
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Requires employers to provide up to 12 weeks of unpaid leave for family and medical emergencies
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National Labor Relations Act (Wagner Act)
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Passed in 1935 to set up procedures for employees to vote on whether to have a union; also known as the Wagner Act
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National Labor Relations Board (NLRB)
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Established by the Wagner Act to enforce its provision
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Labor-Management Relations Act (Taft-Hartley Act)
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Passed in 1947 to limit union power; also know as the Taft-Hartley Act
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Occupational Safety and Health Act
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Directly mandates the provision of safe working conditions
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employment-at-will
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A traditional view of workplace that says organizations can fire their employees for whatever reason they want; recent court judgments are limiting employment-at-will
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job analysis
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A systematized procedure for collecting and recording information about jobs within an organization
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replacement charts
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List each important managerial position in the organization, who occupies it, how long he or she will probably remain in the position, and who is or will be a qualified replacement
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employee information system (skills inventory)
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Contains information on each employee's education, skills, experience, and career aspirations
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recruiting
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The process of attracting individuals to apply for jobs that are open
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internal recruiting
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Considering current employees as applicants for higher-level jobs in the organization
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external recruiting
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Getting people from outside the organization to apply for jobs
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validation
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Determining the extent to which a selection device is really predictive of future job performance
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training
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Teaching operational or technical employees how to do the job for which they were hired
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development
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Teaching managers and professionals the skills needed for both present and future jobs
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performance appraisal
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A formal assessment of how well an employee is doing his or her job
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Behaviorally Anchored Rating Scale (BARS)
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A sophisticated rating method in which supervisors construct a rating scale associated with behavioral anchors
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360-degree feedback
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A performance appraisal system in which managers are evaluated by everyone around them-their boss, their peers, and their subordinates
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compensation
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The financial remuneration given by the organization to its employees in exchange for their work
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job evaluation
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An attempt to assess the worth of each job relative to other jobs
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benefits
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Things of value other than compensation that an organization provides for its workers
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labor relations
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The process of dealing with employees who are represented by a union
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collective bargaining
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The process of agreeing on a satisfactory labor contract between management and a union
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grievance procedure
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The means by which a labor contract is enforced
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Study Guide: Exam 3