组织行为学：Downward communication
组织行为学带解释
Affective commitment: is an emotional attachment to the organization snd a belief in its values.Job satisfaction:describes a positive feeling about a job,resulting from an evaluation oh its characteristics.Distributive justice:the employee’s perceived fairness oh the amount and allocation of rewards among individuals.Organizational justice:an overall perception of what is fair in the workplace.Employee engagement:an individual’s involvement with,satisfaction with,and enthusiasm for,the work she does.Leadership：we define leadership as the ability to influence a group toward the achievement of a vision or a set of goals.Group:a group is defined as a two or more individuals, interacting and interdependent, who have come together to achieve particular objectives.Downward communication:communication that flows from one level of a group or organization to a lower level is downward communication.Organization behavior:studies the influence that individuals, groups and organizational structure have on behavior within organizations.Personality: is the sum total of ways in which an individual reacts to and interacts with others. Personality is partly genetic in origins; yet, it can be easily measured by various methods, including self-report surveys.Self-management work team:are groups of employees (10 to 15),who perform highly related or interdependent jobs and take on many of the responsibilities of their former supervisors.Emotional labor: is an employee's expression of organizationally desired emotions during interpersonal transactions at work.Centralization: refers to the degree to which decision making is concentrated at a single point in the organization. The concept includes only formal authority- that is .the rights inherent in one's position.Hierarchy of needs theory: Abraham Maslow's Hierarchy of needs is the most well-known theory of motivation. Maslow hypothesized that within every human being, there exists a hierarchy of five needs: physiological, safety, social, esteem, self-actualization.Maslow separate these needs into higher and lower orders. Physiological and safety needs are lower-order neds and social, esteem, self-actualization are higher-order needs.Perception:is a process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment.Motivation:is the processes that account for an individual's intensity,direction, and persistence of effort toward attaining a goal.Organizational structure:an Organizational structure defines how job tasks are formally divided, grouped, and coordinated. There are six key elements that managers need to address when designing their Organization's structure: work specialization, departmentalization, chain of command, span of control, centralization and decentralization, and formalization.Communication process:(P144 exhibit 10-1 ) includes the sender, encoding,the message, the channel, decoding, the receiver, noise, and feedback.Job characteristics model:proposes that any job can be described in terms of five core job dimensions: skill variety, task identity, task significance, autonomy, and feedback.(P 81-82)Formolization: refers to the degree to which jobs within the organization are standardized.Filtering:refers to a sender's purposely manipulating information so it will be seen more favorably by the receiver.Self-efficacy: refers to an individual's belief that he or she is capable of performing a task.Attitude: attitudes are evaluation statements-either favorable or unfavorable-about objects, people,or events. They reflect how we feel about something.Power:refers to a capacity that A has to influence the behavior of B so that B acts in accordance with A's withes.(P181)A Work team:generates positive synergy through coordinated effort. The individuals effort result in a level of performance that is greater than the sum of those individual inputs.Communication:includes both the transfer and the understanding of meaning among individuals, a group or an organization.Big five model: Five basic dimensions underlie all others and encompass most of significant variation in human personality. The big five factors are extraversion, agreeableness, conscientiousness, emotional stability, openness to experience.感觉有不对的尽快跟小哈丹说一下~大家慢慢背，话说是11号考试~。
《组织行为学》中英文词汇对照
组织行为学中英文词汇对照Aability[ə'bɪləti]能力achievement [ə'tʃivmənt]成就动机achievement need 成就需要affiliation need [ə,fɪlɪ'eʃən]归属需要arbitrator ['ɑːbɪtreɪtə]仲裁人assessment centers[ə'sɛsmənt]['sɛntɚz]评价中心attitude ['ætɪtʊd]态度attribution归因attribution theory归因理论attribution theory of leadership领导的归因理论Bbehavioral theories of leadership 领导的行为理论behaviorism theories 行为主义理论Big Five personality traits "大五"人格特质body language身体语言bounded rationally有限理性brainstorming脑力激荡法bureaucracy 官僚结构Ccareer 职业centralization集权化chain of command命令链charismatic leadership 领袖魅力的领导charismatic leadership theories魅力领导理论classical conditioning 经典条件反射cliques 小集团cognitive component of an attitude 态度的认知成分cognitive learning 认知学习cognitive theories 认知理论cohesiveness凝聚力collaborating协作command group命令型群体communication沟通communication apprehension沟通焦虑communication networks 沟通网络communication process沟通过程competence 能力competing 竞争compromising 折中conciliator 和解人conflict冲突conflict management冲突管理conflict process 冲突过程conformity 从众问题conscientiousness 责任心consideration 关怀维度consistency 一贯contingency approaches to management 管理的权变途径contingency leadership theory领导权变理论continuous reinforcement 连续强化contrast effects对比效应control theory控制理论controlling 控制core values核心价值观creativity创造力cross-functional teams多功能型团队cultural differences 文化差异Ddecision making决策decision rationality 决策理性decision role决策角色decision-making style 决策风格decisions 决策decoding 解码delegating style 授权风格Delphi technique 德尔菲技术Departmentalization部门化dispositional attributions 个性归因distributive bargaining分配谈判distributive justice 分配公平diversity 多元化dominant culture 主导文化downward communication下行沟通Dynamics of Synergy 协力优势dysfunctional conflict 功能失调的冲突Eeconomic rationality model 经济理性模型emotion 情绪emotional intelligence情绪智力emotional stability 情绪稳定性mployee involvement 员工参与employee-oriented leader 员工导向的领导者empowerment授权encoding 编码encounter stage 碰撞阶段engagement 卷入environment 环境equity theory公平理论equity theory of work motivation 工作动机的公平理论ERG theory ERG理论exchange leadership theories 领导的交换理论expectancy theory期望理论export power专家性权力external validity 外部效度externals 外控者extraversion 外向性extrinsic motive 外源性动机extrinsic rewards 外部报酬Ffeedback 反馈Fiedler contingency model 费德勒的权变模型filtering 过滤Five-Factor Model(FFM) 五因素模型flexible benefits灵活福利formal group 正式群体formal networks 正式沟通网络formal organization正式组织function conflict 功能正常的冲突functional analysis 功能性分析fundamental attribution error 基本归因偏差Ggeneral mental ability(GMA) 一般心理能力goal conflict目标冲突goal setting 目标设定goal sharing 目标共享goal-setting theory目标设置理论group 群体group decision making群体决策group leadership theories领导的群体理论group stressors群体压力源group shift群体转移groupthink群体思维Hhalo effect晕轮效应Hawthorne effect霍桑效应Herzberg's Two-Factor Theory of Motivation赫茨伯格的动机双因素理论horizontal organization扁平化组织human capital人力资本human relations views of conflict 冲突的人际关系观点hygiene factors 保健因素Iincentives 诱因informal groups非正式群体informal network 非正式沟通网络information richness 信息丰富性initiating structure 结构维度instrumental values 工具价值观integrative bargaining 综合谈判intergroup dynamics 组间动力integrity 正直intellectual ability心理能力intelligence activity 智力活动interacting groups 互动群体interactional view of conflict 冲突的相互作用观点interest group 利益型群体internal validity 内部效度internals 内控者interpersonal communication人际沟通interpersonal roles人际角色intrinsic motive 内源性动机intrinsic rewards 内部报酬intuition 直觉Jjob design工作设计job enlargement工作扩大化job enrichment工作丰富化job involvement 工作参与job rotation工作轮换job satisfaction工作满意度job specification 工作规范Kknowledge management知识管理Lleader role 领导角色leader-member exchange (LMX) theory 领导者—成员交换理论leader-member relations 领导者—成员关系leadership 领导eadership skill 领导技能learned helplessness习得性无助learning 学习learning organization学习型组织least preferred coworker (LPC) questionnaire 最难共事者问卷life-cycle approach生命周期理论lower-order needs 较低层次的需要loyalty 忠诚Mmanagement by objectives (MBO) 目标管理Management Information System(MIS) 管理信息系统managerial communication model 管理沟通模型managerial grid管理方格论managerial grid style 管理方格风格managers管理者Maslow's hierarchy of needs 马斯洛的需要层次理论means-ends chain途径—目标链monitor 监控者mood 心情motivation 激励multicultural organization 多元文化型组织Nneed 需要negative reinforcement负性强化neglect 忽略negotiation谈判negotiation skills 谈判技巧nominal group technique名义群体技术nonverbal communication非语言沟通normative commitment 规范承诺norms 规范Ooperant conditioning 操作条件反射organization 组织organizational behavior (OB) 组织行为学Organizational Citizenship Behaviors(OCBs) 组织的公民行为organizational commitment组织承诺organizational culture组织文化organizational development组织发展Organizational Hierarchies 组织层级organizational structure组织结构Pparticipating style 参与风格participative management参与式管理path-goal leadership theory路径—目标领导理论pay for performance绩效奖金perception 知觉perceptual context 知觉背景personality 人格personality traits 人格特质Porter Lawler motivation model波特—劳勒动机模型position power职位权力positive reinforcement正性强化power权力power motive权力动机power need 权力需要problem-solving teams问题解决型团队production-oriented leader 生产导向的领导者productivity 生产率profit sharing 利润共享projection投射psychological contract心理契约Qquality of life 生活质量quality of work life(QWL) 工作生活质量Rrationality 理性recognition 认可reengineering再造工程reinforcement theory强化理论reinforcers 强化物risky shift phenomenon 风险偏移现象role 角色role ambiguity角色模糊role conflict角色冲突role expectations角色期待role identity 角色同一性role perception角色知觉Ssecurity motive 安全动机selective perception选择性知觉self-actualization 自我实现self-esteem 自尊self-managed teams自我管理团队selling style 推销风格sensitivity training敏感性训练similarity 相似性Simmon's Bounded Rationality Model西蒙的有限理性模型situational attributions 情景归因situational leadership情境领导理论small groups 小群体social cognition theory 社会认知理论social learning 社会学习social loafing社会惰化social perception社会知觉social recognition 社会认可socialization process 社会化过程social-learning theory社会学习理论status 地位status motive 地位动机stereotyping刻板印象storming 震荡stress 压力strong culture 强文化subculture亚文化synergy 协同效应Ttask group任务型群体task structure 任务结构team团队team building团队建设team structure 团队结构terminal values 终极价值观Thematic Apperception Test(TAT) 主题统觉测验theory X X理论theory Y Y理论traditional view of conflict冲突的传统观点trait theories of leadership领导的特质理论transactional leadership交易型领导者transformational leadership变革型领导者trust 信任turnover 流动type A personality A型人格Uupward communication上行沟通Vvalues 价值观virtual organization虚拟组织virtual teams虚拟团队Wwork group工作群体work specialization工作专门化专业词汇（葡语）1. desejos 愿望2. valores opostos,相反的价值观3. Diferentes sistemas de valores不同的价值体系4. negativamente afetado 负面影响5. tem que ser percebido 被感知6. forma de oposição 反对的形式7. solução ganho-ganho 双赢的方案8. interesses利益。
组织行为学词汇
组织行为学(Organizational Behavior) 本部分词汇包括以下内容：1、个体心理与行为2、人际关系与群体行为3、领导行为与领导理论4、激励理论5、组织行为理论6、组织变革与发展affiliated manager关系型管理者affiliation need归属需要action research行为研究action skill行为技巧action training行为培训action learning行为教育activity analysis行为分析activity chart行为图activity learning行为教育activity teaching行为培训attainment test成就性测验attitude scales态度等级authoritarian theory权威领导理论autocratic control专利控制autonomous work group独立工作小组abnormal behavior变态行为behavior contrast行为差异behavior objective行为目标bargaining range谈判范围behaviorism行为主义behavior criterion行为标准behavior determinant关键行为behavior dynamic行为驱动力behavior extrinsic外显行为behavior field行为范围behavior genetics行为遗传学behavior intrinsic内在行为behavior method行为方法behavior molar行为束behavior object行为分子behavior overt行为目标behavior pattern公开行为behavior rating行为模式behavior repertoires行为情节behavior sampling行为抽样behavior segment行为成分behavior shaping行为塑造behavior space行为空间behavior spontaneous自然行为behavior stream行为流behavior therapy行为疗法behavior verbal语言行为behavior disorders行为紊乱collective bargaining集体谈判conformer服从者consultative management咨询型管理dissatisfeters不满意因素expectancy theory期望理论expectancy chart期望图group dynamic集体驱动力group incentive集体激励group problem-solving集体商议group decision-making集体决策Hezzberg`s theory赫茨伯格的双因素理论hygiene保健因素integrated manager整合型管理者individual psychology个体心理学individual response个体反应individual test个别测验individuality graphic笔迹个性indifferent stimulus差异性刺激ink plot test墨迹测验job spoiler破坏工作者maintenance factor保健因素Maslow`s theory of needs马斯洛需求理论motivator激励因素role conflict角色冲突role perception角色知觉satisfiers满意因素shared value共同价值观support leadship支持型领导sub-culture亚文化task-based participation工作参与Aability能力absenteeism旷工、缺勤acceptance theory of authority 权威接受论accommodating肯通融的achievement motivation成就动机achievement need成就需要achievement/power theory成就/权力理论action research行为研究affective component of an attitude态度的情感成分affiliation need亲和需要alarm stage恐慌阶段alienation离异allocative values分配价值arbitrator仲裁者assertive communication style果断的沟通风格assessment center评价中心attitude态度attitude survey态度调查attribution归因attribution theory of leadership领导的归因理论attributional bias归因偏见attributional model归因模型authority 权威、权力autocratic model专制型autonomy自主权avoiding回避Bbehavior modeling行为模型behavior modification行为校正behavioral bias行为偏差behavioral component of an attitude态度的行为成分behavior theories of leadership领导的行为理论behaviorally anchored rating scales行为定位评定量表benevolent autocrat仁慈的独裁者bias-free organization无偏见组织bias-reduction training降低偏见训练biofeedback生物反馈biographical characteristics生物特征board representatives董事会代表body language体态语言boundary roles边界角色boundary spanners跨边界者boundaryless organization无边界组织brainstorming头脑风暴法；脑力激荡bureaucracy科层结构burnout身心崩溃bystander effect旁观者效应Ccafeteria benefits自助餐式福利career职业career anchors职业定位career stage职业阶段career success职业成功centralization集权chain of command指挥链chain-reaction effect连锁反应效应change变革change agent变革代理人channel渠道channel richness渠道丰富化charisma领导魅力；领导者的超凡魅力charismatic leadership具有超凡魅力的领导者chief executive officer(CEO)首席执行官classical conditioning经典条件反射cliques小集团closed-end questions封闭式问题cluster chain群族链clusters群族coalitions联合体coercive power强制权codetermination共同决定cognitive component of an attitude态度的认知成分cognitive conflict认知冲突cognitive decision style model认知决策方式模型cognitive dissonance认知不协调；认知失调cognitive evaluation theory认知评价理论cognitive resource theory认知资源理论cognitive theories of motivation激励的认知理论cohesiveness内聚力；凝聚力collaborating合作collectivism集体主义collegial model学院模型command group指挥小组；命令群体committee委员会communication沟通communication climate沟通气氛communication loop沟通环communication media沟通媒介communication overload沟通超负荷communication process沟通过程communication networks沟通网络comparable worth比较价值competence技能complementary transaction互补的行为交易complete pay program完整的报酬方案compromising妥协conceptual skills概念分析技能conciliator调停者conflict冲突conflict management冲突管理conflict process冲突过程conflict reaction style冲突反应方式conflict resolution冲突的解决conflict stage冲突阶段conformity从众consideration体贴constraint抑制力；限制consultant as negotiator作为谈判者的顾问consultative management顾问管理content theories of motivation激励的内容理论contingency approach to O.B组织行为学的权变趋向；思路contingency model of leadership领导的权变模型contingency organizational design权变的组织设计contrast effects对比效应controlling控制cooptation合并；吞并core dimensions of jobs工作的核心纬度core values核心价值观corrective discipline修正性惩罚cost-benefit analysis成本－收益分析cost-minimization strategy成本削减战略cost-reward comparison成本－报酬比较counseling咨询credibility gap信度差距critical incidents关键事件cross-communication交叉沟通cross-cultural communication跨文化沟通cross-function teams跨部门团队crossed transaction交叉交流cultural distance文化差异cultural diversity文化多样性cultural empathy文化移入cultural separatism文化隔离主义cultural shook文化冲击culture文化custodial m管理模型Ddecentralization分权decisions决策decoding译码；解码defensive behaviors自卫行为deferred judgement延迟的判断delegating style授权方式delegation授权dephi group德尔菲小组dephi technique德尔菲法demands需要departmentalism部门化dependency从属；依赖dependent variables因变量development level发展水平development-oriented leader以发展为导向的领导dialectic decision method辨证的决策方法dictionary technique字典式方法directive counseling指导性咨询discharge解雇；释放discipline惩罚；训导discrimination歧视distinctive competencies区别性技能distributive bargaining分配谈判distributive justice分配公平dominant culture主流文化double-loop learning双环学习downward communication下行沟通downward feedback下行反馈dual-career couples双职工夫妇driving forces推动力dysfunctional conflict功能失常性冲突Eencoding编码encounter group 交朋友小组encounter stage正视阶段enriched sociotechnical work system 丰富化的社会技术工作环境environment环境Equal Employment Opportunity(EEO)平等工作机会Equal Employment OpportunityCommission(EEOC) 平等工作机会委员会equal employment opportunity laws平等工作机会法equity sensitivity公平敏感性equity theory公平理论ERG theory ERG理论esteem needs尊重需要ethical dilemma道德困境ethical imperative道德规范ethical leadership道德领导ethnocentrism种族中心主义exchange theory交换理论exhaustion stage疲惫阶段existence needs生存需要expectancy期望expert manager期望理论expert power专家管理者external locus of control专家权力externals外控者Fface-to-face communication面对面的沟通family-friendly organizations家庭式友好组织feedback反馈feedback loop反馈环feedback-seeking behavior寻求反馈行为Fiedler contingency model费德勒权变模型filtering过滤first-order change第一层次变革fixed-interval reinforcement固定间隔强化fixed-ratio reinforcement固定比率强化formal group正式群体formal network正式网络formalization 正规化formalization stage正规化阶段forming形成four-step decision-making process四步决策过程friendship group友谊群体frustration挫折full-disclosure information systems完全开放的信息系统functional action功能性行为functional conflict功能性冲突functionally illiterate半文盲fundamental attribution error基本的归因错误Ggainshareing收益分享gainshareing plan收益分享计划garbage can model垃圾箱模型gender-biased attribution性别偏见归因genetic testing遗传测试geocentric organization全球性组织goal目标goal displacement改变目标goal setting目标设置goal-setting theory目标设置理论goals of organizational behavior组织行为的目标Good Enough Theory of Promotion晋升的足够好理论graphic rating scales图表评价量表grid OD组织发展方格图group群体group decision support system群体决策支持系统group demography群体人口统计group dynamics群体动力group order ranking群体排序groupthink群体思维growth need成长需要growth phase成长阶段Hhalo effect晕轮效应hawthorne effect霍桑效应hierarchy of needs theory需要层次理论High Involvement Organizations(HIOs)高参与组织higher-order needs高层次需要homeostasis自动平衡honesty tests诚实测验horizontal cliques水平团体horizontal conflict水平冲突horizontal distribution of authority权利的水平分配hot-stove rule热炉规则human relations人际关系human relations view of conflict冲突的人际关系观点human skills人际技能humanistic values人本主义价值观hygiene factors保健因素Iillegitimate political behavior非法的政治行为imitation strategy模拟战略implicit favorite model隐含、内隐偏好模型implicit personality theory人格理论impression management印象管理incentives刺激；诱因independent variables自变量individual differences个体差异individual ranking个体排序法individualism个人主义individualization使具个人特色；个体化industrial psychology工业心理学industrial subculture工业亚文化informal group非正式群体informal leaders非正式领导informal network非正式网络informal organization非正式组织information-based power信息权information technology信息技术innovation创新；革新institutional power制度化权利institutional team制度化团队institutionalization制度化instrumental values工具性价值观integrative bargaining综合谈判Integrative Decision Method(IDM) 综合决策法integrity正直intellectual ability智能interaction相互作用interacting groups相互作用群体interactionist view of conflict冲突的相互作用观点interest group利益群体intergroup conflict群体间冲突intergroup development群体间发展intermittent reinforcement间断强化internal locus of control内部控制点internals内控者interorganizational conflict组织间冲突interpersonal conflict个人间冲突intersender role conflict发送者之间的角色冲突intragroup conflict群体内冲突intramanagement communication管理集团内沟通intraorganizational conflict组织内冲突intrapersonal conflict个人内部冲突intuitive decision making直觉决策isolates离异者Llabor union工会laboratory training实验室培训laissez-faire leadership放任自流的领导latent conflict潜在冲突lateral communication横向沟通law of diminishing returns边际效益递减规律law of effect效果律Leadership Effectiveness AndDescription(LEAD)领导有效性与说明Leader-Member exchange(LME) theory领导－员工交流理论leader-member relations领导－员工关系leader-participation model领导参与模型leader-position power领导的职位权力leadership领导leadership style领导方式leading领导learning学习learning organization学习组织learning theory学习理论Least-Preferred Co-worker(LPC) questionnaire最难共事者问卷legitimate political合法的政治行为legitimate power合法权利leniency error宽松错误leveling effect水平效应liaisons联络者linking pin连接点locus of control控制点loose rate标准宽松lower-order needs低层次需要MMachiavellianism马基雅维里主义Management By Objectives(MBO)目标管理Management By Walking Around(MBWA)走动式管理managerial grid管理方格图managerial philosophies管理哲学managers管理者；经理manifest conflict显性冲突matrix organization矩阵组织matrix structure矩阵结构Meclelland`s theory of needs麦克利兰的需求理论mechanistic model机械模型mechanistic organizations机械组织meditation调停mediator调停者mentor指导者message信息metamorphosis stage质变阶段middle management communication中层管理委员会models of organizational behavior组织行为模型morale士气；精神Motivating Potential Score(MPS)激励的潜在分数motivation激励；动机motivation-hygiene theory激励－保健理论Motivation/Results(M/R) model激励/成果模型motivational factors激励因素motivational patterns激励类型multinational corporations跨文化管理矩阵multiple choice多项选择multiple management多层管理multiprofessional employees多专业员工mutual interest互利Nnatural work team自然工作组need需要needs theories需求理论negative leadership消极领导negative performance attribution消极绩效归因negative reinforcement负强化neglect忽视；疏忽negotiation谈判；协商network网络neurotic organization机能不健全组织neurotic personalities不健全人格nominal group名义群体Nominal Group Technique(NGT)名义群体法nondirective counseling非指导性咨询nonverbal communication非言语沟通norm常规；规范；定额；平均数norming规范化norms of reciprocity交流规则objective career success客观的职业成功ombudsperson信息搜集员one-way communication单向沟通open-end questions开放式问题open self开放的自我open system开放系统openness开放operant conditioning操作性条件反射optimizing model最优化模型organic organizations有机组织organization组织organizational environment model组织/环境模型Organizational Behavior(OB)组织行为Organizational Behavior Modification(OB Mod)组织行为校正organization-based influence组织影响力organizational culture组织文化organizational citizens组织公民organizational design组织设计organizational development组织发展organizational entry组织进入Organizational Fairness Questionnaire组织公平性调查问卷organizational learning curve for change组织变革的学习曲线organizational politics组织政治organizational socialization组织社会化organizational structure组织结构organizational life cycle组织生命周期organizing组织overparticipation过度参与overt behavior公开行为Ppaired comparison成对比较法paper-and-pencil tests纸笔测验participation参与participative counseling参与式咨询participative leader参与式领导者participative management参与式管理path-goal theory途径－目标理论perceived conflict可觉察的冲突perceived control可觉察的控制perception知觉perceptual biases知觉偏见perceptual error知觉错误performance appraisal绩效评估performance feedback绩效反馈performance monitoring绩效监控performance-outcome expectancies绩效－产出期望performance-satisfaction-effort loop绩效－满意－努力环performing运作personal-based influence个人影响力personal power个人权力personality个性；人格personality-job fit theory个性－工作适应论personality traits人格特质philosophy of O.B.组织行为的哲学physical ability体能physical withdrawal身体退缩piece rate计件工价piece-rate pay plans计件工资计划piecework system计件工作系统planned change有计划的变革polarization两极分化political behavior政治行为political power政治权利politics政治polygraph测谎器positive leadership积极的领导positive reinforcement正强化position power职位权力power权力power distance 权力距离power need权力需要power tactics权力策略prearrival stage提前进入阶段prejudice偏见；成见preventive discipline预防措施problem-solving teams问题解决小组procedural justice程序公正性procedure程序process consultation过程咨询process value analysis过程价值分析production-oriented leader以生产导向的领导productivity生产力profit-sharing plan利润分享计划projection投射protected group被保护群体protege被保护者psychological career success心理的职业成功psychological costs心理成本；精神成本psychological contract心理契约psychological distance心理距离psychological reactions心理反应psychological stress evaluator心理压力测量器psychological support心理支持psychological withdrawal心理退缩punishment power惩罚权Punctuated-Equilibrium model间断－平衡模型Qquality circles质量环qualify of life生活质量Qualify of Work Life(QWL)工作生活质量qualify of work performance工作绩效质量quantity of life生活数量Rrandom cliques随机团体rationality合理化reactive反应的realistic job previews实际的工作预演reference group参照群体reciprocal interdependence互惠的相互依赖reengineering再造工程；重整refreezing重新冻结referent power参照权reinforcement强化reinforcement theory强化理论reinforcement schedule强化程序relatedness need相互关系需要reliability信度research研究；调查resistance to change变革阻力restraining force抑制力retraining再培训reverse cultural shock反向的文化冲击reward power奖励权rights of privacy隐私权risky shift冒险的转变rituals惯例robotics机器人学role角色role ambiguity角色不清role conflict角色冲突role expectations角色期望role identity角色一致role models角色模型role playing角色扮演role pressure角色压力role set角色群role perceptions角色知觉role overload角色超荷Sscalar process分级过程scanlon plan史甘农计划second-order change第二层次的变革selective perception选择性知觉self-actualization自我实现self-appraisal自我评估self-censorship自我调查self-efficacy自我效能self-esteem自尊self-fulfilling prophecy自我实现预言self-leadership自我领导self-managing teams自我管理小组self-monitoring自我监控self-perception theory自我知觉理论self-serving bias利己偏见semantic barriers语义障碍semantics语义学sensitivity training敏感性训练sensor-type personality传感器型个性sequential interdependence顺序的相互依赖sexual harassment性骚扰shaping behavior行为塑造shared value共同价值观similarity error相似形错误simple structure简单结构simulations模拟single-loop learning单环学习situational leadership theory领导的情境理论skill-based pay技能工资skill variety技能多样化social comparison theory社会比较论social cues社会暗示social equilibrium社会平衡social facilitation社会促进social information-processing model社会信息加工模型social leader社会领导者social-learning theory社会学习理论social network社会网络social network analysis社会网络分析Social Readjustment Rating Scale社会再适应评估量表social responsibility社会责任social structure社会结构social support社会支持social system社会系统socialization社会化socioeconomic model of decision making决策的社会经济模型sociogram社会成员关系图sociometry社会测量学sociotechnical systems社会技术系统span of control控制幅度specification分工；规范。
组织行为学词汇
完全工资方案 ( Complete pay program) 一种综合的报酬体系，它给完成不同的目标制定不同的工资报酬基数 ( 例如，提留、生产、团队合作)。
心力交瘁 ( Burnout) 雇员精神惫倦、对工作不感趣、并在追求目标的过程中感到无依无靠的情形。
连锁反应效应 ( Chain-reaction effect) 直接影响一人或几人的变革 ( 或别的条件)因为他人与之相关的共同利益而可能会引起很多人，甚至成百上千人的反应。
变革顾问 ( Change agents) 在系统之内而又保持独立的人，其职责是激励、促进、和协调变革。
魔鬼代言人 ( Devil's advocate) 为了提高群体决策的质量，专门质疑别人的观点，推究那些支持的事实，提供建设性的批评意见，和对推理的逻辑提出质疑。
辩证决策法 ( Dialectic decision method( DDM)) 提出两个或两个以上的可选建议，确认其潜在的假设，审查各分组的拥护情况并制定整个群体的决策。
边缘角色 ( Boundary roles) 需要与不同群体打交道的能力以确保项目成功的职位。
边界人员 ( Boundary spanners) 与自己部门之内和其它单位的人，经常也与外部社区有着紧密交流联系的雇员。
头脑风暴法 ( Brainstorming) 不急于对所产生的观念作出判断以鼓励创造性思维的群体结构。
教练 ( Coach) 一种领导职能，要求他进行准备、引导、帮助、促进和指导团队，但自己并不参与比赛。
协同决定 ( Codetermination) 在企业的董事会中政府委任的员工代表。
管理学英文术语
[转载]管理学核心概念中英文对照原文地址：管理学核心概念中英文对照作者：jaywang第一章管理总论Manager 管理者First-line managers 基层管理者Middle managers 中层管理者Top managers 高层管理者Management 管理Efficiency 效率Effectiveness 效果Planning 计划Organizing 组织Leading 领导Controlling 控制Management process 管理过程Management roles 管理角色Interpersonal roles 人际关系角色Informational roles 信息传递角色Decisional roles 决策制定角色Technical skills 技术技能Human skills 人事技能Conceptual skills 概念技能System 系统Closed systems 封闭系统Open systems 开放系统Environment 环境Special environment 具体环境General environment 一般环境Contingency perspective 权变观Organization 组织Universality of management 管理的普遍性Nonmanagerial employees / Operatives 操作者第二章管理的历史Division of labor 劳动分工Industrial revolution 产业革命Scientific management 科学管理Therbligs 基本动作元素General administrative theorists 一般行政管理理论家Principles of management 管理原则Bureaucracy 官僚行政组织、层级组织Quantitative approach 定量方法Organizational behavior (OB) 组织行为Hawthorne Studies 霍桑研究Workforce diversity 员工多样化Entrepreneurship 企业家e-business (electronic business) 电子商务e-commerce (electronic commerce) 电子贸易、电子商务Intranet 内部互联网Total quality management (TQM) 全面质量管理Learning organization 学习型组织Knowledge management 知识管理Workplace spirituality 团队精神第三章计划Decision 决策Decision-making process 决策过程Problem 问题Decision criteria 决策标准Implementation 实施Rational decision making 理性决策Bounded rationality 有限理性Satisficing 满意Escalation of commitment 承诺升级Intuitive decision making 直觉决策Well-structured problems 结构良好问题Programmed decision 程序化决策Procedure 程序Rule 规则Policy 政策Poorly structured problems 结构不良问题Nonprogrammed decisions 非程序化决策Certainty 确定性Risk 风险性Uncertainty 不确定性Directive style 指导性风格Analytic style 分析性风格Conceptual style 概念性风格Behavioral style 行为性风格Planning 计划Goals 目标Plans 计划Strategic plans 战略计划Operational plans 作业计划Long-term plans 长期计划Short-term plans 短期计划Specific plans 具体性计划Directional plans 指导性计划Single-use plan 单一目标计划Standing plans 标准计划Traditional goal setting 传统目标设定Means-ends chain 手段－结果链Management by objectives (MBO) 目标管理Mission 使命Commitment concept 承诺概念Formal planning department 正式计划部门Strategic management 战略管理Strategic management process 战略管理过程Opportunities 机会Threats 威胁Core competencies 核心能力Strengths 优势Weaknesses 劣势SWOT analysis SWOT分析Corporate-level strategy 公司层战略Stability strategy 稳定战略Growth strategy 增长战略Related diversification 相关领域多元化经营Unrelated diversification 不相关领域多元化经营Retrenchment strategy 收缩战略BCG matrix BCG矩阵波士顿咨询集团矩阵Business-level strategy 事业层战略Strategic business units 战略经营单位Competitive advantage 竞争优势Cost leadership strategy 成本领先战略Differentiation strategy 差异化战略Focus strategy 集中化战略Functional-level strategy 职能层战略Environmental Scanning 环境扫描Competitor intelligence 竞争者情报、竞争者信息Forecasts 预测Quantitative forecasting 定量预测Qualitative forecasting 定性预测Forecasting Techniques 预测技术Benchmarking 基准化、标杆Resources 资源Budget 预算Revenue Budgets 收入预算Expense Budgets 费用预算Profit Budgets 利润预算Cash Budgets 现金预算Scheduling 进度计划、规划Gantt Charts 甘特图Load Charts 负荷图PERT network 计划评审技术网络Events 事件Activities 活动Slack time 松弛时间Critical path 关键线路Breakeven analysis 盈亏平衡分析Linear programming 线性规划Project 项目Project Management 项目管理Scenario 设想方案第四章组织Organizing 组织Organizational structure 组织结构Organizational design 组织设计Work specialization 劳动分工Departmentalization 部门化Functional departmentalization 职能部门化Product departmentalization 产品部门化Geographical departmentalization 地区部门化Process departmentalization 过程部门化Customer departmentalization 顾客部门化Cross-functional teams 跨职能团队Chain of command 指挥链Authority 职权Responsibility 职责Unity of command 统一指挥Span of control 管理幅度Centralization 集权化Decentralization 分权化Formalization 正规化Mechanistic organization 机械式组织Organic organization 有机式组织Unit production 单件生产Mass production 大量生产Process production 连续生产Simple structure 简单结构Functional structure 职能型结构Divisional structure 分部型结构Team-based structure 团队结构Matrix structure 矩阵结构Project structure 项目结构Autonomous internal units 内部自治单位Boundaryless organization 无边界组织Learning organization 学习型组织High-performance work practice 高绩效的工作实践Human resource management process 人力资源管理过程Labor union 工会Human resource planning 人力资源规划Job analysis 职务分析Job description 职务说明书Job specification 职务规范Recruitment 招聘Decruitment 解聘Selection process 甄选过程Validity 效度Reliability 信度Work sampling 工作抽样Assessment centers 测评中心Orientation 定向、导向Performance management system 绩效管理系统Written essay 书面描述法Critical incidents 关键事件法Graphic rating scales 评分表法Behaviorally anchored rating scales (BARS) 行为定位评分法Multiperson comparisons 多人比较法Group order ranking 分组排序法Individual ranking 个体排序法Paired comparison 配对比较法360 degree feedback 360度反馈skill-based pay 按技能付酬Career 职业生涯、职业Organizational change 组织变革Change agents 变革推动者Organizational development (OD) 组织发展Stress 压力Creativity 创造Innovation 创新第五章领导Behavior 行为Organizational behavior 组织行为学Attitudes 态度Cognitive component 认知成分Affective component 情感成分Behavioral component 行为成分Job satisfaction 工作满意度Job involvement 工作投入Organizational commitment 组织承诺Organizational citizenship behavior (OCB) 组织公民行为Cognitive dissonance 认知失调Attitude surveys 态度调查Personality 人性Big-five model 重要的五大模型Emotional intelligence (EI) 情感智商Locus of control 控制点Machiavellianism 马基雅维里主义Self-esteem 自尊Self-monitoring 自我监控Perception 知觉Attribution theory 归因理论Fundamental attribution error 基本归因错误Self-serving bias 自我服务偏见Selectivity 有选择地接受、选择性Assumed similarity 假设相似性Stereotyping 刻板印象Learning 学习Operant conditioning 操作性条件反射Social learning theory 社会学习理论Shaping behavior 行为塑造Motivation 动机Need 需要Hierarchy of needs theory 需要层次理论Physiological needs 生理需要Safety needs 安全需要Social needs 社会需要Esteem needs 尊重需要Self-actualization needs 自我实现需要Theory X X理论Theory Y Y理论Motivation-hygiene theory 激励－保健理论Hygiene factors 保健因素Motivators 激励因素Three-needs theory 三种需要理论Need for achievement (nAch) 成就需要Need for power (nPow) 权力需要Need for affiliation (nAff) 归属需要Goal-setting theory 目标设定理论Reinforcement theory 强化理论Reinforcers 强化物Job design 职务设计Job scope 职务范围Job enlargement 职务扩大化Job enrichment 工作丰富化Job depth 职务深度Job characteristic model (JCM) 职务特征模型Skill variety 技能多样性Task identity 任务同一性Task significance 任务重要性Autonomy 自主性Feedback 反馈Equity theory 公平理论Referents 参照对象Expectancy theory 期望理论Compressed workweek 压缩工作周Flexible work hours 弹性工作制Job sharing 职务分担Contingent workers 应急工Telecommuting 电子通信，远程办公Pay-for performance programs 基于绩效的薪酬管理Open-book management 公开帐簿管理Leader 领导者Leadership 领导Behavioral theories 行为理论Autocratic style 权威式Democratic style 民主式Laissez-faire style 放任式Initiating structure 定规维度Consideration 关怀维度High-high leader 高－高型领导者Managerial grid 管理方格论Fiedler contingency model 菲德勒权变模型Least-preferred co-worker (LPC) questionnaire 最难共事者问卷Leader-member relations 领导者－成员关系，上下级关系Task structure 任务结构Position power 职位权力Situational leadership theory (SLT) 情景领导理论Readiness 准备状态Maturity 成熟度Leader participation model 领导者参与模型Path-goal theory 路径－目标理论Transactional leaders 事务型领导者Transformational leaders 变革型领导者Charismatic leader 超凡魅力的领导者Visionary leadership 愿景领导者Legitimate power 法定权Coercive power 强制权Reward power 奖赏权Expert power 专长权Referent power 模范权Credibility 可信度Trust 诚信、信任Empowerment 授权Communication 沟通Interpersonal communication 人际沟通Organizational communication 组织沟通Message 信息Encoding 编码Channel 通道、渠道Decoding 解码Communication process 沟通过程Noise 噪音Nonverbal communication 非言语沟通Body language 体态语言Verbal intonation 语调Filtering 过滤Selective perception 选择性知觉Information overload 信息超载Jargon 行话Active listening 积极倾听Formal communication 正式沟通Informal communication 非正式沟通Downward communication 下行沟通、向下交流Upward communication 上行沟通、向上交流Lateral communication 平行沟通、横向交流Diagonal communication 斜行沟通、越级交流Communication networks 沟通网络Grapevine 小道信息、谣言E-mail 电子邮件Instant messaging (IM) 即时信息Voice mail 声音邮件Fax 传真Electronic data interchange (EDI) 电子数据交换Teleconferencing 电信会议Videoconferencing 视频会议Intranet 内部互联网Extranet 外部互联网第六章控制Control 控制Market control 市场控制Bureaucratic control 官僚组织控制、层级控制Control process 控制过程Management by walking around (MBWA) 走动式管理Range of variation 偏差范围Immediate corrective action 立即纠正行动Basic corrective action 彻底纠正行动Feedforward control 前馈控制Concurrent control 同期控制、现场控制Feedback control 反馈控制。
L11-communication_s组织行为学
Exhibit 9-1 The Communication Process 沟通过程模型 (Page119)
This model is made up of seven parts: (1) the communication source, 沟通源、信息源，信息发送者； (2) coding, 编码； (3) the message, 信息； (4) the channel, 渠道；渠道是信息传递的媒介物，由信息源 选择； (5) decoding, 解码；解码是信息接收者将接收到的信号中所 加载的信息翻译成他理解的形式的过程； (6) the receiver, 接收者; (7) feedback, 反馈；信息接收者接收信息后，再将自己的意见 编码，通过渠道向原发出者传送过去，从而构成一个循环。
4、Gender styles 男女沟通风格的差异
（德博拉〃泰南,1991）沟通是一种不断维持平衡的活动，解决冲突需要 的是亲密性和独立性。亲密性强调融洽和共性，独立性则强调不同和差异。 一般，女性使用的是建立联系和亲密性的语言，男性使用的是确立地位和独 立性的语言。
5、Emotions 情绪
在接受信息时，接收者的情绪也会影响到他/她对信息的解释。极端的 情绪反应，会使我们在沟通中失去客观而理性的判断。
CHAPTER 9 Communication
Functions of communication 沟通的功能 II. The communication process 沟通的过程 III. The direction of communication 沟通的方向 IV. Interpersonal communication 人际沟通 V. Organizational communication 组织沟通 VI. Choice of communication channel 沟通渠道的选择 VII. Barriers to effective communication 有效沟通的障碍 VIII. Current issues in communications 有关沟通的当前问题
组织行为学：沟通之下达指令
组织行为学：沟通之下达指令“下行沟通”，又称“下向沟通”，说简单点就是“上司对下属的沟通”，其最重要的形式有三，下达指令、听取汇报和商讨问题。
能否充分有效地进行这些沟通，会直接影响到企业组织运行的效率。
Downward organizational communication flows from any point on an organization chart downward to another point on the organization chart. That is, communication flows from one level downward to a lower level on the organization chart. For example, communication between a manager and his subordinates is one kind of downward communication.下行沟通是指资讯的流动是由组织层次的较高处流向较低处，通常下行沟通的目的是为了控制、指示、激励及评估。
其形式包括管理政策宣示、备忘录、任务指派、下达指示等。
This type of formal organizational communication relates primarily to the direction and control of employees.Job-related information that focuses on what activities are required, when they should be performed, and how they should be coordinated with other activities with the organization must be transmitted to employeesThis downward communication typically includes a statement of organizational philosophy, management system objectives, position descriptions, and other written information relating to the importance, rationale, and interrelationships of various departments.与下属沟通是管理沟通的重要内容，其形式有三，下达指令、听取汇报和商讨问题。
第十四章 管理沟通、团队与心理契约 《组织行为学》PPT课件
组织行为学：形成与发展
2.管理沟通的特点 首先，从沟通目标来看，管理沟通是为了实现组织的共同目标，所有沟通 活动围绕这一主题开展。 其次，从沟通渠道来看，管理沟通依托于正式的组织结构和制度化的沟通 渠道。 最后，从沟通方式来看，管理沟通具有较强的规范性。
组织行为学：形成与发展
组织行为学：形成与发展
图14—1 通道的信息丰富性程度
2.知识管理 知识管理（knowledge management）是指对知识进行交流、配置和整合的 过程，以保证正确的信息在正确的时间到达正确的人，产生所需要的知识 成果（Mohram, et al., 2002）。知识管理能够帮助组织成员获得有用的信息 与知识，在组织中发挥更大的作用。 知识管理关注知识的获取、转换、分享和创造过程，关键措施在于管理沟 通。
组织行为学：形成与发展
三、管理沟通的实践
1.沟通方式
妥善地选择沟通方式是改善管理沟通的重要手段。为此要理解沟通方式的 丰富性和有效性，进行沟通方式的划选择（Daft, et al., 1984）。对此可以 从三个方面进行把握：一是同时处理多种线索；二是有利于快速反馈；三 是个性化程度，如图14—1所示。
。Hambrick（1995）认为，企业组织中的高层管理人员，主要包括CEO、 CEO辖下二个阶层的直线管理人员、参谋人员和营运经理（COO）。 Hambrick & Theresa（1996）把企业高层管理团队界定为副总裁层级以上的 所有经理人员，包括董事长（chairman）、副总裁（senior vice president） 、首席执行官 （chief executive officer）等。 另有学者认为高层管理团队只包括担任内部董事的高层管理团队（Finkelst ein & Hambrick, 1990）；还有学者认为高层管理团队包含公司所有高层干 部（Wagner, Pfeffer & O’Reilly, 1984）。
组织管理心理学第十二章沟通
垂直与横向沟通各有利弊，在具体应用中应双管齐下、互相 补充，既保证准确性和速度, 又避免冲突和阻塞。
PART 04
沟通方式
二、沟通网络
1.正式沟通网 图12-2展示了各种沟通网。
图12-2 各种沟通网络
PART 04
沟通方式
二、沟通网络
各种不同的沟通网络优劣如何呢？巴夫拉斯(A. Bavelas)和巴莱 特(D. Barrett)曾就四种指标对各种沟通网络进行了评价，结果 见表12-1。
思考题
1.你如何理解和说明沟通在管理中的重要性？ 2.沟通有哪些常见的障碍？如何有效克服这些障碍？ 3.小道消息和谣言有何区别？如式
二、沟通网络
2.非正式沟通 所谓非正式沟通，简单地说，就是人们私下的闲聊，它也是 小道消息和传言的主要传播渠道。
3.谣言 谣言不同于小道消息。前者根本就是错误的，而后者则可能 是真实的。谣言之所以产生, 是由于某个事物具有的两个性质 一人们对该事物的兴趣和它本身的模糊不清。
PART 04
沟通方式
二、沟通网络 我们同样可以釆取一些方法来对谣言进行控制：
①避免可能引起谣言的事件发生； ②集中精力对付那些影响极其恶劣的谣言； ③给出客观证据，让事实说话； ④处理谣言时，下手要尽量早； ⑤在提供事实依据时，采用面对面的沟通方式，有必要时用 文字的形式加以确认，做到有根有据，避免误解； ⑥制止谣言从制止它的 传播入手，从源头对谣言进行处理； ⑦在对方合作的情况下，争取非正式领导或工会领导的协助； ⑧听取所有的谣言以便弄清楚这些谣言背后的逻辑和含义。
PART 03
沟通的障碍及克服
三、有效倾听的建议
(1)停止讲话； (2)让讲话者放松； (3)向讲话者表明你很想听，表现出与对方沟通的兴趣； (4)减少环境中的各种干扰； (5)与讲话者交谈； (6)耐心； (7)提出相关问题。
组织行为学笔记复习必备沟通
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2 (信息)沟通的重要性
信息沟通是整个管理活动中的一个瓶颈 有助于协同工作 有利于分享信息 有利于表达情感
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3 (信息)沟通的过程模型
确定概念——是指沟通者清楚地意识到自己要传递什么信息。 编码——是指把要传递的内容转变成适当的信息符号。 传递 接受 译码 应用——是指接受者对信息应有所反应。
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沟通的过程
五"W"要素：who, what, which channel, to whom, what effect
干扰
发送者 信息 编码 信号 渠道 信号 译码 信息 接收者
反馈
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4 有效沟通的艺术
畅通渠道（广而告知、意见箱、 定期会议、善于发现非正式组 织领导） 知己知彼 乐观积极 及时解释 渲染气氛 洗耳恭听 察言观色
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控制情绪 左右逢源 避实就虚 巧用体语 言简意赅 先入为主 个别谈话 主角和配角 对事不对人 礼轻人意重
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3 非正式沟通(1)
非正式沟通：是以社会关系为基础，与组织内部规章制度无关的一类信息 沟通 非正式沟通的基本特征 ： 小道消息并非全是谣言；小道消息往往是不完整的信息；小道消息往往较 多涉及与情感有关的问题；非正式沟通的形成与相似性有关；非正式沟通 的表现形式为多变性和动动态性；小道消息传递的速度较快非正式沟通具 有不确定性。
(组织设计)组织行为学词汇
组织行为学(Organizational Behavior) 本部分词汇包括以下内容：1、个体心理与行为2、人际关系与群体行为3、领导行为与领导理论4、激励理论5、组织行为理论6、组织变革与发展affiliated manager关系型管理者affiliation need归属需要action research行为研究action skill行为技巧action training行为培训action learning行为教育activity analysis行为分析activity chart行为图activity learning行为教育activity teaching行为培训attainment test成就性测验attitude scales态度等级authoritarian theory权威领导理论autocratic control专利控制autonomous work group独立工作小组abnormal behavior变态行为behavior contrast行为差异behavior objective行为目标bargaining range谈判范围behaviorism行为主义behavior criterion行为标准behavior determinant关键行为behavior dynamic行为驱动力behavior extrinsic外显行为behavior field行为范围behavior genetics行为遗传学behavior intrinsic内在行为behavior method行为方法behavior molar行为束behavior object行为分子behavior overt行为目标behavior pattern公开行为behavior rating行为模式behavior repertoires行为情节behavior sampling行为抽样behavior segment行为成分behavior shaping行为塑造behavior space行为空间behavior spontaneous自然行为behavior stream行为流behavior therapy行为疗法behavior verbal语言行为behavior disorders行为紊乱collective bargaining集体谈判conformer服从者consultative management咨询型管理dissatisfeters不满意因素expectancy theory期望理论expectancy chart期望图group dynamic集体驱动力group incentive集体激励group problem-solving集体商议group decision-making集体决策Hezzberg`s theory赫茨伯格的双因素理论hygiene保健因素integrated manager整合型管理者individual psychology个体心理学individual response个体反应individual test个别测验individuality graphic笔迹个性indifferent stimulus差异性刺激ink plot test墨迹测验job spoiler破坏工作者maintenance factor保健因素Maslow`s theory of needs马斯洛需求理论motivator激励因素role conflict角色冲突role perception角色知觉satisfiers满意因素shared value共同价值观support leadship支持型领导sub-culture亚文化task-based participation工作参与Aability能力absenteeism旷工、缺勤acceptance theory of authority 权威接受论accommodating肯通融的achievement motivation成就动机achievement need成就需要achievement/power theory成就/权力理论action research行为研究affective component of an attitude态度的情感成分affiliation need亲和需要alarm stage恐慌阶段alienation离异allocative values分配价值arbitrator仲裁者assertive communication style果断的沟通风格assessment center评价中心attitude态度attitude survey态度调查attribution归因attribution theory of leadership领导的归因理论attributional bias归因偏见attributional model归因模型authority 权威、权力autocratic model专制型autonomy自主权avoiding回避Bbehavior modeling行为模型behavior modification行为校正behavioral bias行为偏差behavioral component of an attitude态度的行为成分behavior theories of leadership领导的行为理论behaviorally anchored rating scales行为定位评定量表benevolent autocrat仁慈的独裁者bias-free organization无偏见组织bias-reduction training降低偏见训练biofeedback生物反馈biographical characteristics生物特征board representatives董事会代表body language体态语言boundary roles边界角色boundary spanners跨边界者boundaryless organization无边界组织brainstorming头脑风暴法；脑力激荡bureaucracy科层结构burnout身心崩溃bystander effect旁观者效应Ccafeteria benefits自助餐式福利career职业career anchors职业定位career stage职业阶段career success职业成功centralization集权chain of command指挥链chain-reaction effect连锁反应效应change变革change agent变革代理人channel渠道channel richness渠道丰富化charisma领导魅力；领导者的超凡魅力charismatic leadership具有超凡魅力的领导者chief executive officer(CEO)首席执行官classical conditioning经典条件反射cliques小集团closed-end questions封闭式问题cluster chain群族链clusters群族coalitions联合体coercive power强制权codetermination共同决定cognitive component of an attitude态度的认知成分cognitive conflict认知冲突cognitive decision style model认知决策方式模型cognitive dissonance认知不协调；认知失调cognitive evaluation theory认知评价理论cognitive resource theory认知资源理论cognitive theories of motivation激励的认知理论cohesiveness内聚力；凝聚力collaborating合作collectivism集体主义collegial model学院模型command group指挥小组；命令群体committee委员会communication沟通communication climate沟通气氛communication loop沟通环communication media沟通媒介communication overload沟通超负荷communication process沟通过程communication networks沟通网络comparable worth比较价值competence技能complementary transaction互补的行为交易complete pay program完整的报酬方案compromising妥协conceptual skills概念分析技能conciliator调停者conflict冲突conflict management冲突管理conflict process冲突过程conflict reaction style冲突反应方式conflict resolution冲突的解决conflict stage冲突阶段conformity从众consideration体贴constraint抑制力；限制consultant as negotiator作为谈判者的顾问consultative management顾问管理content theories of motivation激励的内容理论contingency approach to O.B组织行为学的权变趋向；思路contingency model of leadership领导的权变模型contingency organizational design权变的组织设计contrast effects对比效应controlling控制cooptation合并；吞并core dimensions of jobs工作的核心纬度core values核心价值观corrective discipline修正性惩罚cost-benefit analysis成本－收益分析cost-minimization strategy成本削减战略cost-reward comparison成本－报酬比较counseling咨询credibility gap信度差距critical incidents关键事件cross-communication交叉沟通cross-cultural communication跨文化沟通cross-function teams跨部门团队crossed transaction交叉交流cultural distance文化差异cultural diversity文化多样性cultural empathy文化移入cultural separatism文化隔离主义cultural shook文化冲击culture文化custodial m管理模型D decentralization分权decisions决策decoding译码；解码defensive behaviors自卫行为deferred judgement延迟的判断delegating style授权方式delegation授权dephi group德尔菲小组dephi technique德尔菲法demands需要departmentalism部门化dependency从属；依赖dependent variables因变量development level发展水平development-oriented leader以发展为导向的领导dialectic decision method辨证的决策方法dictionary technique字典式方法directive counseling指导性咨询discharge解雇；释放discipline惩罚；训导discrimination歧视distinctive competencies区别性技能distributive bargaining分配谈判distributive justice分配公平dominant culture主流文化double-loop learning双环学习downward communication下行沟通downward feedback下行反馈dual-career couples双职工夫妇driving forces推动力dysfunctional conflict功能失常性冲突Eencoding编码encounter group 交朋友小组encounter stage正视阶段enriched sociotechnical work system 丰富化的社会技术工作环境environment环境Equal Employment Opportunity(EEO)平等工作机会Equal Employment OpportunityCommission(EEOC) 平等工作机会委员会equal employment opportunity laws平等工作机会法equity sensitivity公平敏感性equity theory公平理论ERG theory ERG理论esteem needs尊重需要ethical dilemma道德困境ethical imperative道德规范ethical leadership道德领导ethnocentrism种族中心主义exchange theory交换理论exhaustion stage疲惫阶段existence needs生存需要expectancy期望expert manager期望理论expert power专家管理者external locus of control专家权力externals外控者Fface-to-face communication面对面的沟通family-friendly organizations家庭式友好组织feedback反馈feedback loop反馈环feedback-seeking behavior寻求反馈行为Fiedler contingency model费德勒权变模型filtering过滤first-order change第一层次变革fixed-interval reinforcement固定间隔强化fixed-ratio reinforcement固定比率强化formal group正式群体formal network正式网络formalization 正规化formalization stage正规化阶段forming形成four-step decision-making process四步决策过程friendship group友谊群体frustration挫折full-disclosure information systems完全开放的信息系统functional action功能性行为functional conflict功能性冲突functionally illiterate半文盲fundamental attribution error基本的归因错误G gainshareing收益分享gainshareing plan收益分享计划garbage can model垃圾箱模型gender-biased attribution性别偏见归因genetic testing遗传测试geocentric organization全球性组织goal目标goal displacement改变目标goal setting目标设置goal-setting theory目标设置理论goals of organizational behavior组织行为的目标Good Enough Theory of Promotion晋升的足够好理论graphic rating scales图表评价量表grid OD组织发展方格图group群体group decision support system群体决策支持系统group demography群体人口统计group dynamics群体动力group order ranking群体排序groupthink群体思维growth need成长需要growth phase成长阶段Hhalo effect晕轮效应hawthorne effect霍桑效应hierarchy of needs theory需要层次理论High Involvement Organizations(HIOs)高参与组织higher-order needs高层次需要homeostasis自动平衡honesty tests诚实测验horizontal cliques水平团体horizontal conflict水平冲突horizontal distribution of authority权利的水平分配hot-stove rule热炉规则human relations人际关系human relations view of conflict冲突的人际关系观点human skills人际技能humanistic values人本主义价值观hygiene factors保健因素Iillegitimate political behavior非法的政治行为imitation strategy模拟战略implicit favorite model隐含、内隐偏好模型implicit personality theory人格理论impression management印象管理incentives刺激；诱因independent variables自变量individual differences个体差异individual ranking个体排序法individualism个人主义individualization使具个人特色；个体化industrial psychology工业心理学industrial subculture工业亚文化informal group非正式群体informal leaders非正式领导informal network非正式网络informal organization非正式组织information-based power信息权information technology信息技术innovation创新；革新institutional power制度化权利institutional team制度化团队institutionalization制度化instrumental values工具性价值观integrative bargaining综合谈判Integrative Decision Method(IDM) 综合决策法integrity正直intellectual ability智能interaction相互作用interacting groups相互作用群体interactionist view of conflict冲突的相互作用观点interest group利益群体intergroup conflict群体间冲突intergroup development群体间发展intermittent reinforcement间断强化internal locus of control内部控制点internals内控者interorganizational conflict组织间冲突interpersonal conflict个人间冲突intersender role conflict发送者之间的角色冲突intragroup conflict群体内冲突intramanagement communication管理集团内沟通intraorganizational conflict组织内冲突intrapersonal conflict个人内部冲突intuitive decision making直觉决策isolates离异者Llabor union工会laboratory training实验室培训laissez-faire leadership放任自流的领导latent conflict潜在冲突lateral communication横向沟通law of diminishing returns边际效益递减规律law of effect效果律Leadership Effectiveness AndDescription(LEAD)领导有效性与说明Leader-Member exchange(LME) theory领导－员工交流理论leader-member relations领导－员工关系leader-participation model领导参与模型leader-position power领导的职位权力leadership领导leadership style领导方式leading领导learning学习learning organization学习组织learning theory学习理论Least-Preferred Co-worker(LPC) questionnaire最难共事者问卷legitimate political合法的政治行为legitimate power合法权利leniency error宽松错误leveling effect水平效应liaisons联络者linking pin连接点locus of control控制点loose rate标准宽松lower-order needs低层次需要MMachiavellianism马基雅维里主义Management By Objectives(MBO)目标管理Management By Walking Around(MBWA)走动式管理managerial grid管理方格图managerial philosophies管理哲学managers管理者；经理manifest conflict显性冲突matrix organization矩阵组织matrix structure矩阵结构Meclelland`s theory of needs麦克利兰的需求理论mechanistic model机械模型mechanistic organizations机械组织meditation调停mediator调停者mentor指导者message信息metamorphosis stage质变阶段middle management communication中层管理委员会models of organizational behavior组织行为模型morale士气；精神Motivating Potential Score(MPS)激励的潜在分数motivation激励；动机motivation-hygiene theory激励－保健理论Motivation/Results(M/R) model激励/成果模型motivational factors激励因素motivational patterns激励类型multinational corporations跨文化管理矩阵multiple choice多项选择multiple management多层管理multiprofessional employees多专业员工mutual interest互利Nnatural work team自然工作组need需要needs theories需求理论negative leadership消极领导negative performance attribution消极绩效归因negative reinforcement负强化neglect忽视；疏忽negotiation谈判；协商network网络neurotic organization机能不健全组织neurotic personalities不健全人格nominal group名义群体Nominal Group Technique(NGT)名义群体法nondirective counseling非指导性咨询nonverbal communication非言语沟通norm常规；规范；定额；平均数norming规范化norms of reciprocity交流规则objective career success客观的职业成功ombudsperson信息搜集员one-way communication单向沟通open-end questions开放式问题open self开放的自我open system开放系统openness开放operant conditioning操作性条件反射optimizing model最优化模型organic organizations有机组织organization组织organizational environment model组织/环境模型Organizational Behavior(OB)组织行为Organizational Behavior Modification(OB Mod)组织行为校正organization-based influence组织影响力organizational culture组织文化organizational citizens组织公民organizational design组织设计organizational development组织发展organizational entry组织进入Organizational Fairness Questionnaire组织公平性调查问卷organizational learning curve for change组织变革的学习曲线organizational politics组织政治organizational socialization组织社会化organizational structure组织结构organizational life cycle组织生命周期organizing组织overparticipation过度参与overt behavior公开行为Ppaired comparison成对比较法paper-and-pencil tests纸笔测验participation参与participative counseling参与式咨询participative leader参与式领导者participative management参与式管理path-goal theory途径－目标理论perceived conflict可觉察的冲突perceived control可觉察的控制perception知觉perceptual biases知觉偏见perceptual error知觉错误performance appraisal绩效评估performance feedback绩效反馈performance monitoring绩效监控performance-outcome expectancies绩效－产出期望performance-satisfaction-effort loop绩效－满意－努力环performing运作personal-based influence个人影响力personal power个人权力personality个性；人格personality-job fit theory个性－工作适应论personality traits人格特质philosophy of O.B.组织行为的哲学physical ability体能physical withdrawal身体退缩piece rate计件工价piece-rate pay plans计件工资计划piecework system计件工作系统planned change有计划的变革polarization两极分化political behavior政治行为political power政治权利politics政治polygraph测谎器positive leadership积极的领导positive reinforcement正强化position power职位权力power权力power distance 权力距离power need权力需要power tactics权力策略prearrival stage提前进入阶段prejudice偏见；成见preventive discipline预防措施problem-solving teams问题解决小组procedural justice程序公正性procedure程序process consultation过程咨询process value analysis过程价值分析production-oriented leader以生产导向的领导productivity生产力profit-sharing plan利润分享计划projection投射protected group被保护群体protege被保护者psychological career success心理的职业成功psychological costs心理成本；精神成本psychological contract心理契约psychological distance心理距离psychological reactions心理反应psychological stress evaluator心理压力测量器psychological support心理支持psychological withdrawal心理退缩punishment power惩罚权Punctuated-Equilibrium model间断－平衡模型Q quality circles质量环qualify of life生活质量Qualify of Work Life(QWL)工作生活质量qualify of work performance工作绩效质量quantity of life生活数量R random cliques随机团体rationality合理化reactive反应的realistic job previews实际的工作预演reference group参照群体reciprocal interdependence互惠的相互依赖reengineering再造工程；重整refreezing重新冻结referent power参照权reinforcement强化reinforcement theory强化理论reinforcement schedule强化程序relatedness need相互关系需要reliability信度research研究；调查resistance to change变革阻力restraining force抑制力retraining再培训reverse cultural shock反向的文化冲击reward power奖励权rights of privacy隐私权risky shift冒险的转变rituals惯例robotics机器人学role角色role ambiguity角色不清role conflict角色冲突role expectations角色期望role identity角色一致role models角色模型role playing角色扮演role pressure角色压力role set角色群role perceptions角色知觉role overload角色超荷S scalar process分级过程scanlon plan史甘农计划second-order change第二层次的变革selective perception选择性知觉self-actualization自我实现self-appraisal自我评估self-censorship自我调查self-efficacy自我效能self-esteem自尊self-fulfilling prophecy自我实现预言self-leadership自我领导self-managing teams自我管理小组self-monitoring自我监控self-perception theory自我知觉理论self-serving bias利己偏见semantic barriers语义障碍semantics语义学sensitivity training敏感性训练sensor-type personality传感器型个性sequential interdependence顺序的相互依赖sexual harassment性骚扰shaping behavior行为塑造shared value共同价值观similarity error相似形错误simple structure简单结构simulations模拟single-loop learning单环学习situational leadership theory领导的情境理论skill-based pay技能工资skill variety技能多样化social comparison theory社会比较论social cues社会暗示social equilibrium社会平衡social facilitation社会促进social information-processing model社会信息加工模型social leader社会领导者social-learning theory社会学习理论social network社会网络social network analysis社会网络分析Social Readjustment Rating Scale社会再适应评估量表social responsibility社会责任social structure社会结构social support社会支持social system社会系统socialization社会化socioeconomic model of decision making决策的社会经济模型sociogram社会成员关系图sociometry社会测量学sociotechnical systems社会技术系统span of control控制幅度specification分工；规范stages of moral development道德发展阶段stages of team development团队发展阶段stability phase稳定阶段stars明星人物status地位status deprivation 地位剥夺status symbols地位象征stereotyping刻板印象storming风暴阶段stress压力stress threshold压力阀限stressors施压者substitutes for leadership领导的替代物suggestion programs建议给偿计划super leaders超级领导者super ordinate goal超级目标supportive approach to O.B.组织行为学的支持趋向supportive model支持模型surface agenda正式日程surveillance devices监视装置survey feedback调查反馈synergy协同作用systematic study系统研究Ttardiness迟到task group任务群体task leader任务主管task significance任务重要性task structure任务结构task team任务小组；任务团队task uncertainty任务不确定性team building团队建设team structure团队结构team work配合；团队工作technical skills技术技能technology技术technophobia技术恐慌traditional view of conflict冲突的传统观点training multiplier effect培训的乘数效应traits theories of leadership领导特质理论Transactional Analysis(TA)社会交往分析transactional leaders社会交往领导transcultural employees多文化适应型员工transfer of training培训迁移triple-reward system三级奖励制度trust信任two-factor model of motivation奖励的双因素理论type A people A型人type B people B型人two-way communication双向沟通U uncertain avoidance不确定性避免under participation过少参与unfreezing解冻unity of command统一指挥upward feedback上行反馈upward communication上行沟通Vvalence效价validity效度value premises价值基础value system价值体系values价值观variable-pay programs可变报酬计划variable-interval reinforcement可变间隔强化variable-ratio reinforcement可变比率强化vertical cliques垂直团体vertical conflict垂直冲突vertical distribution of authority权力的垂直分配Wwage incentive工资激励work change工作变换work councils工作委员会work ethic工作伦理work force diversity劳动力的多样化work group工作群体work specialization工作专业化written communication书面沟通whistle-blowers打口哨者；发泄不满者X “X” chart “X”图。
(完整word版)组织行为学主要概念中英文对照
组织行为学主要概念中英文对照ability 能力absenteeism 缺勤率achievement motivation 成就动机achievement need成就需要achievement/power theory 成就/权力理论affective component of an attitude 态度的情感成分affiliation need 亲和需要arbitrator 仲裁者attitude 态度attribution 归因attributional bias 归因偏见attributional model 归因模型authority 权威、权力behavioral component of an attitude 态度的行为成分behavior theories of leadership 领导的行为理论boundaryless organization 无边界组织brainstorming 头脑风暴法bureaucracy 官僚结构centralization 集权chain of command 指挥链change 变革change agent 变革代理人channel 渠道,通道channel richness 通道丰富性charisma 领导魅力；领导者的超凡魅力charismatic leadership 具有超凡魅力的领导者chief executive officer(CEO) 首席执行官classical conditioning 经典条件反射coercive power 强制权cognitive component of an attitude 态度的认知成分cognitive conflict 认知冲突cognitive dissonance 认知不协调；认知失调cognitive evaluation theory 认知评价理论cohesiveness 内聚力；凝聚力collaborating 合作collectivism 集体主义collegial model 学院模型command group 命令群体communication 沟通communication media 沟通媒介communication process 沟通过程communication networks 沟通网络compromising 妥协conceptual skills 概念分析技能conciliator 调停者conflict 冲突conflict management 冲突管理conflict process 冲突过程conformity 从众content theories of motivation 内容型激励理论contingency model of leadership 领导的权变模型contrast effects 对比效应core dimensions of jobs 工作的核心纬度core values 核心价值观counseling 咨询cross-cultural communication 跨文化沟通cross-function teams 跨职能团队culture 文化decentralization 分权decisions 决策decoding 译码；解码delegation 授权Delphi technique 德尔菲法departmentalism 部门化dependent variables 因变量distributive bargaining 分配谈判distributive justice 分配公平downward communication 下行沟通dysfunctional conflict 功能失常性冲突employee stock ownership plans（ESOPs）员工持股计划encoding 编码environment 环境equity theory 公平理论ERG theory ERG理论esteem needs 尊重需要existence needs 生存需要expectancy 期望expectancy theory 期望理论expert power 专家权力face-to-face communication 面对面的沟通Fiedler contingency model 费德勒权变模型formal group 正式群体formalization 正规化formalization stage 正规化阶段forming 形成functional conflict 功能正常性冲突fundamental attribution error 基本归因错误Gain sharing plan 收益分享计划goal setting 目标设置goal-setting theory 目标设置理论group 群体groupthink 群体思维growth need 成长需要halo effect 晕轮效应Hawthorne experiment 霍桑效应hierarchy of needs theory 需要层次理论higher-order needs 高层次需要horizontal conflict 横向冲突human relations 人际关系human skills 人际技能hygiene factors 保健因素illegitimate political behavior 非法的政治行为incentives 刺激；诱因independent variables 自变量individual differences 个体差异individualism 个人主义informal group 非正式群体informal leaders 非正式领导informal network 非正式网络informal organization 非正式组织information-based power 信息权information technology 信息技术instrumental values 工具性价值观integrative bargaining 整合谈判intergroup conflict 群体间冲突internal locus of control 内部控制点internals 内控者interorganizational conflict 组织间冲突interpersonal conflict 人际冲突intragroup conflict 群体内冲突intraorganizational conflict 组织内冲突intrapersonal conflict 个人内部冲突intuitive decision making 直觉决策lateral communication 横向沟通Leader-Member exchange(LMX) theory 领导－员工交换理论leader-participation model 领导参与模型leadership 领导leadership style 领导方式leading 领导learning 学习learning organization 学习型组织learning theory 学习理论Least-Preferred Co-worker(LPC) questionnaire 最难共事者问卷legitimate political behavior 合法的政治行为legitimate power 合法权利locus of control 控制点lower-order needs 低层次需要Maslow`s theory of needs 马斯洛需求理论Machiavellianism 马基雅维里主义maintenance factor 保健因素Management By Objectives(MBO) 目标管理Management By Walking Around(MBWA) 走动式管理managerial grid 管理方格图managers 管理者；经理matrix organization 矩阵组织matrix structure 矩阵结构Meclelland`s theory of needs 麦克利兰的需求理论mechanistic organizations 机械组织meditation 调停mediator 调停者models of organizational behavior 组织行为模型Motivating Potential Score(MPS) 激励的潜在分数Motivation 激励；动机motivation-hygiene theory 激励－保健理论motivational factors 激励因素motivational patterns 激励类型Need 需要needs theories 需要理论negative reinforcement 负强化neglect 忽略；疏忽negotiation 谈判；协商network 网络nominal group 名义群体Nominal Group Technique(NGT) 名义群体法nonverbal communication 非言语沟通norm 常规；规范；定额；平均数norming 规范化operant conditioning 操作性条件反射organic organizations 有机组织organization 组织Organizational Behavior(OB) 组织行为organizational culture 组织文化organizational citizens 组织公民organizational design 组织设计organizational development 组织发展organizational politics 组织政治organizational socialization 组织社会化organizational structure 组织结构organizational life cycle 组织生命周期organizing 组织Participation 参与participative counseling 参与式咨询participative leader 参与式领导者participative management 参与式管理path-goal theory 途径－目标理论perception 知觉perceptual biases 知觉偏见perceptual error 知觉错误performance-outcome expectancies 绩效－产出期望performance-satisfaction-effort loop 绩效－满意－努力环personal-based influence 个人影响力personal power 个人权力personality 个性；人格personality-job fit theory 个性－工作匹配理论personality traits 人格特质piece rate 计件工资piece-rate pay plans 计件工资计划piecework system 计件工作系统planned change 有计划的变革polarization 极化political behavior 政治行为political power 政治权利politics 政治positive reinforcement 正强化position power 职位权力power 权力power distance 权力距离power need 权力需要power tactics 权力战术，权术prejudice 偏见；成见problem-solving teams 问题解决小组procedural justice 程序公正性procedure 程序process consultation 过程咨询production-oriented leader 以生产导向的领导productivity 生产力profit-sharing plan 利润分享计划projection 投射psychological success 心理成功psychological costs 心理成本psychological contract 心理契约psychological distance 心理距离punishment power 惩罚性权力quality circles 质量圈qualify of life 生活质量Qualify of Work Life(QWL) 工作生活质量quantity of life 生活数量rationality 理性realistic job previews 实际工作预览reference group 参照群体reciprocal interdependence 互惠的相互依赖reengineering 工程再造refreezing 重新冻结referent power 参照性权力reinforcement 强化reinforcement theory 强化理论reinforcement schedule 强化程序relatedness need 相互关系需要reliability 信度resistance to change 变革阻力reward power 奖励权role 角色selective perception 选择性知觉self-actualization 自我实现self-efficacy 自我效能self-esteem 自尊self-managing teams 自我管理小组self-serving bias 自我服务偏见sensitivity training 敏感性训练shared value 共同价值观situational leadership theory 领导的情境理论skill-based pay 技能工资skill variety 技能多样化social comparison theory 社会比较论social-learning theory 社会学习理论Social Readjustment Rating Scale 社会再适应评估量表Socialization 社会化span of control 控制幅度specification 专业化stereotyping 刻板印象storming 风暴阶段stress 压力stressors 施压源substitutes for leadership 领导的替代物survey feedback 调查反馈synergy 协同作用task significance 任务重要性task structure 任务结构task team 任务小组；任务团队task uncertainty 任务不确定性team building 团队建设technical skills 技术技能technology 技术total quality management(TQM) 全面质量管理traits theories of leadership 领导特质理论transactional leaders 交易型领导turnover 离职率two-factor model of motivation 双因素激励理论type A personality A型人格type B personality B型人格uncertain avoidance 不确定性规避unity of command 统一指挥upward feedback 上行反馈upward communication 上行沟通valence 效价validity 效度value system 价值观体系values 价值观variable-pay programs 可变报酬计划vertical conflict 纵向冲突work force diversity 劳动力多元化work group 工作群体work specialization 工作专业化written communication 书面沟通。
组织行为学英文教学课件 communication_s沟通
（2） the intonations or emphasis we give to words;
（3） facial expressions;
（4） the physical distance between the sender and receiver.
V. Organizational communication
选择； (5) decoding, 解码；解码是信息接收者将接收到的信号中所
加载的信息翻译成他理解的形式的过程； (6) the receiver, 接收者; (7) feedback, 反馈；信息接收者接收信息后，再将自己的意见
编码，通过渠道向原发出者传送过去，从而构成一个循环。
III. The direction of communication
Advantages:
Disadvantages:
— tangible
— time consuming
— verifiable
— lack of feedback
— well thought out
— logical
3、Nonverbal communication 非语言沟通
（1） body movements;
沟通渠道的选择 VII. Barriers to effective communication
有效沟通的障碍 VIII. Current issues in communications
有关沟通的当前问题
I. Functions of communication
Communication serves four major functions within a group or organization: control, motivation, emotional expression, and information. ( page118, 1 paragraph, first
台湾国立大学组织行为学讲义 10沟 通
三種常見的小團體網路
資料來源：Stephen P. Robbins, “Organizational Behavior”, 6th, Prentice Hall Inc, 1992 國立台灣大學工管
溝通網路的種類
圈形 （ C ircle ）
鏈形 （ Chain ）
Y
形
輪形 (Wheel)
國立台灣大學工管
溝通的意義、特性與功能
n 溝通的意義 ：意義的傳遞與理解 n 溝通的特性 共享的社會系統 連續的動態體系
包含語言與非語言溝通兩個部分 「怎麼說」與「說什麼」同樣重要
n 溝通的功能 控制 激勵 情感表達 資訊
國立台灣大學工管
溝
通
過
程
來 源
訊息
編 碼
訊息
管 道
回 饋
訊息
解 碼
訊息
接收者
有效溝通的要素
l 開放 （ openness ）
信任對方，願意做自我坦誠，此時此的感受
l 同理 （ empathy ）
避免作評價，站在對方立場著想
l 正向 （ positiveness ）
避免「我逮到你了！」，「假如不是因為你！」
l 支持 （ supportiveness ）
開放心胸，避免「是的—可是」及「抹煞觀念看法」
爭辯
保證
找理由與對方爭論或加強解釋，有時是合理化 的防衛
安慰對方，但對實際問題卻無助益
國立台灣大學工管
溝 通 障 礙
l訊息篩選 Filtering （ ） l選擇知覺 Selection Perception） （ l防衛心態 Defensiveness ） （ l語言詮釋 Language （ ）
工商管理专业英语词汇[1]
![工商管理专业英语词汇[1]](https://img.taocdn.com/s3/m/b164f687a98271fe900ef95b.png)
工商管理专业英语词汇手册商学院2009年1月目录管理学 (3)组织行为学 (5)市场营销学 (11)经济学 (28)商务谈判 (34)财务管理 (40)质量管理 (47)管理学absenteeism缺勤率achievement—oriented leadership成就取向型领导acquisition购买adaptability适应性administrative ability行政管理能力administrator 行政人员advanced technology先进技术affection情感affiliation needs 归属的需要affiliation归属aggressiveness进取性antagonism 敌对appraisal tool评价工具appraisal鉴定approval procedure 批准程序approval批准aspiration抱负assessment 评估attitude态度authority职权autocratic leader专制式领导balance sheet资产负债表behavior science行为科学behavior表现board of director董事会bonus奖金budget预算business ethics competitive price有竞争力的价格business 商业capacity to produce生产能力capital outlay 资本支出capital shortage资金短缺cash flow现金流量cash position 现金状况company image公司形象company公司compensation报酬controlling 控制confidence信心conflict of interests利益冲突conflict 冲突conglomerate resource大型联合企业资源consistency strategy应变策略consistency一致性control device控制手段coordinate协调counselor顾问customer service strategy顾客服务策略delegation of authority授权democratic leader民主式领导demographic factor人口因素derivative policy派生政策desire欲望deviation偏差devotion 奉献discretion 灵活性diversification多种经营dividend股息division general manager分公司总经理dynamic 动态的eclectic折中economic system经济体系effectiveness 效果efficiency效率end result 最终结果enterprise企业enthusiasm热情entrepreneur企业家equipment 设备esteem needs尊敬的需要esteem尊敬expense account开支帐户external environment外部环境feasibility可行性feedback反馈flexible灵活的followership追随franchise 特许经营free-rein leader自由放任式领导general manager总经理geographic factor地理因素group objective 集体目标growth goal增长目标human input人力投入human relation人际关系hygiene motivator保健激励因素individuality个性industry产业ingredient要素innovation 创新inspection record检验记录inspire鼓舞instrumental leadership 指导型领导intelligence智力internal environment内部环境interpersonal skills人际交往能力inventory 存货joint venture 合资企业labor dispute劳资纠纷labor-hour工时latitude自主权law法律layoff解雇leader behavior领导行为leading 领导liquidation strategy 破产政策loyalty忠诚machine—hour机时machinery机器maintenance 维持major decision主要决定management by objectives目标管理managerial decision管理决策商业道德managerial function管理职能manager经理market share市场占有率merit system考绩制度mission/ objective 目标modern operational management现代经营管理morale士气motivate 激励motivational techniques激励方法motivation激励needs for self-actualization自我实现的需要obedience 服从opportunity机会optimistic乐观的organizational culture组织文化organizing 组织overall budget总预算participative leadership参与型领导payroll工资表performance业绩performance业绩personal interest个人利益persistence毅力personal responsibility个人责任personal worth个人价值personality性格pervasiveness fear普遍性忧虑pessimistic悲观的physiological needs生理的需要planning计划power权利policy 政策portfolio matrix资产组合距阵practitioner实际工作者prejudice偏见pressure 压力primacy 领先性principle原理priority 优先probability概率procedure程序process步骤procurement采购productivity生产率productivity生产率product产品product line产品系列profitability利润率public responsibility社会责任profit利润promotion晋升program规划proprietary product专利产品psychology心理学public relation公共关系quality of products产品质量quantitative objective 定量目标定性目标record of labor-hours lost误工记录recruit招聘regulation 法规reinforcement theory强化理论resentment 忿恨resistance 抵制responsibility职责retail零售retrenchment strategy紧缩政策return on investment投资回报review审查reward奖励rival竞争对手rule规则safety安全sales volume销售量satisfaction满意satisfaction满足scientific management 科学管理staffing人事supervisor主管人员security needs 安全的需要select 选拔self—actualization自我实现service服务sick leave病假size of the organization组织规模static 静止的status地位stock option 股票期权strength优势structure结构style 作风subconscious潜意识subordinate下级supplier供货商supportive leadership支持型领导surplus盈余synergy共同作用tactics战术tax rate 税收率technique方法the commitment principle投入原则the contingency approach随机制宜法the cooperative social systems approach协作社会系统法the decision theory approach 决策理论法the empirical approach经验法the group behavior approach集体行为法the interpersonal behavior approach人际行为法the mathematical approach数学法the managerial grid管理方格图the managerial roles approach管理任务法the operational approach经营法the social—technical systems approach社会技术系统法the systems approach系统法threat威胁train 培训trait 品质turnover人员流动vacation休假value 价值vendor 小贩wage rate工资率weakness 弱点welfare 福利wholesale批发work efficiency工作效率zeal热诚组织行为学absences 缺勤achievement motivation 成就动机acquired immune deficiency syndrome（aids )爱滋病action research 行动研究active listening 主动的倾听adult ego state) 成人自我心态affiliation motivation 亲和动机affirmative action 认可性行动alienation疏离appraisal interview考评面谈area of job freedom工作自由领域assertiveness果断at-risk pay风险工资attitudes态度attribution归因autocratic leaders独裁型领导者autocratic model独裁模型autonomy自主baseline information基准信息bases of power权力基础behavioral bias行为偏见behavioral intentions行为意向biofeedback生理反馈body language身体语言boundary roles边缘角色boundary spanners边界人员brainstorming头脑风暴法change agents变革顾问changing变革charisma领导魅力child ego state儿童自我心态clarified thinking澄清思维closed-end questions封闭式问题closed questions集中式问题cluster chain簇式沟通链coach教练codetermination协同决定coercive power强制性权力cognitive dissonance认知失调cohesiveness凝聚力collectivism集体主义collegial model合作模型committee委员会communication沟通communication overload 沟通过度communication process沟通过程comparable worth可比较的价值competence motivation能力动机complementary transaction互补式交互作用complete pay program完全工资方案conceptual skills概念技能conditional strokes有条件的肯定conflict冲突conformity服从confronting正视consensus一致意见consideration关怀consultative management协商式管理contingency approach to ob ob的权变方法contingency model of leadership领导的权变模型core dimension工作的核心维度corrective discipline纠正性纪律cost—benefit analysis成本收益分析cost—reward comparison成本回报比较counseling咨询服务counseling functions咨询功能credibility gap信用差距cross-cultural communication跨文化沟通crossed transaction交叉式交互作用cultural contingency文化权变cultural distance文化距离cultural diversity文化多样性cultural empathy文化认同cultural shock文化冲击custodial model监护模型decision—making model of leadership领导的决策模型defensive reasoning防御型推理deferred judgment延迟判断delegation授权development level发展程度devil's advocate魔鬼代言人dialectic decision method( ddm）辩证决策法directive counseling指导式咨询discharge解雇discipline纪律discrimination歧视division of work工作划分double-loop learning双回路学习downward communication下行沟通drives驱力dysfunctional effect消极影响ecological control生态控制economic incentive system经济刺激系统ego states自我心态elaborating夸大electronic brainstorming电子化头脑风暴法electronic grapevine电子化的小道消息electronic mail （e—mail) 电子邮件electronic monitoring电子监控emotional catharsis感情宣泄employee assistance program支持员工方案employee ownership员工所有制employee territories员工领地employment enrichment就业丰富化empowerment授权enhancers for leadership领导的放大器enriched sociotechnical work system丰富的社会技术工作体系equal employment opportunity ( eeo）均等就业机会equal pay act of 1963 1963年公平报酬法案equity sensitivity公平敏感度equity theory公平理论e—r—g model e—r-g模型escalating commitment投入的升级ethical imperative道德约束ethical leadership有道德的领导ethical treatment有道德的对待ethnocentrism民族优越感existence needs生存需要expatriates外派人员expectancy期望expectancy model期望模型experiential learning体验式学习expert power专家性权力extinction消退extrinsic motivators外部激励因素face saving维持脸面facilitators协调员fact premises事实前提feedback反馈feedback-seeking behavior寻求反馈的行为feminine societies女性化社会filtering过滤flexible work schedule弹性工作时间表followership skills追随性技能formal groups正式群体free—rein leaders无控制的领导者frustration挫折感functional effect有益效果fundamental attribution bias基本归因偏差gain sharing收益分享gain—sharing plan收益分享计划genetic monitoring基因监控genetic testing基因测试geocentric organizations地球中心组织goal setting目标设置goals目标goals of organizational behavior组织行为的研究目标gossip chain流言链grapevine小道消息group decision support system群体决策支持系统group dynamics群体动态性groupthink群体思维growth need成长需要hawthorne effect霍桑效应hidden agendas隐蔽的情绪hierarchy of needs需要层级high context culture高度情境文化higher—order needs高级需要holistic ob 整体obhomeostasis内平衡honesty tests诚实测试human relations人际关系human resources approach to ob ｏｂ的人力资源方法human skill人际技能humanistic values人文价值观hygiene factors保健因素iceberg model of counseling冰山咨询模型impairment testing机能损伤测试imposter phenomenon骗子现象impression management印象管理incentives诱因individual differences个体差异individualism个体主义individualization个性化industrial democracy企业民主inference推断informal groups非正式群体informal leader非正式的领导者informal organization非正式组织information technology信息技术initiation of action行为的触发inputs投入instrumentality工具性interventions干预intrinsic motivators内源性动机因素job breadth工作广度job content工作内容job context工作环境job depth工作深度job diagnostic survey工作诊断调查job enlargement工作扩大化job enrichment工作丰富化job involvement工作投入job rotation工作轮换job satisfaction工作满意度job satisfaction survey工作满意度调查job scope工作范围just—in-time training即时培训kaizen改善lateral communication同级沟通law of diminishing returns回报递减法则law of effect效果法则law of individual differences个体差异性法则layoff survivor’s sickness裁员幸存者忧虑症leader-member exchange model领导者－成员交换模型leader—member relations领导者－成员关系leader—position power领导者的职位权力leadership领导leadership style领导风格learned helplessness习得性无助legitimacy of organizational influence组织影响的合法性legitimate power法定性权力liaison individuals传播小道消息的人life position人生立场linking pin联结点locus of control控制点long-term orientation长期取向loose rates宽松的标准low context culture低度背景文化lower—order needs低级需要macro motivation宏观激励management by objectives （mbo) 目标管理management by walking around （mbwa）走动式管理managerial grid管理方格论manipulation of people操纵别人masculine societies男性化社会matrix organization矩阵组织mechanistic organization机械化的组织mentor辅导员micro motivation微观激励middle-management committees中层管理委员会mission使命models of ob组织行为模型morale士气motivating potential score ( mps) 激励潜在指数动机motivationmotivational factors激励因素multi-skilling多面手multiculturalism多元文化主义multinational organizations跨国组织mutuality of interest互惠利益natural work module自然工作模块natural work team自然工作团队negative reinforcement阴性强化negative strokes负面肯定neighborhoods of offices相邻办公室network关系网network charts网络图networking组网行为neutralizers缓冲器noise噪音nominal group名义组织nondirective counseling非指导式咨询nonverbal communication非语言沟通norm of reciprocity互助规范norms规范ombudsperson咨询员open-book management开放式管理open—door policy开门政策open-end questions开放式问题open questions开放问题open system开放系统operant conditioning操作条件作用organic organizations有机的组织organization development （od) 组织开发organizational behavior （ob) 组织行为学organizational behavior modification （ob mod）组织行为校正organizational behavior system组织行为系统organizational citizens组织公民organizational citizenship behavior组织公民的行为organizational commitment组织忠诚度organizational culture组织文化organizational learning curve for change组织变革学习曲线organizational politics组织政治organizational socialization组织社会化outcomes结果/产出output restriction产出限制over participation参与过度paper-and-pencil test纸—笔测验paradigms范式parent ego state家长式自我心态parochialism乡土观念participation参与participative counseling参与式咨询participative leaders参与型领导者participative management参与型管理path-goal leadership路径－目标领导perceived control知觉到的控制perception知觉perceptual set知觉定式performance appraisal绩效评估performance feedback绩效反馈performance gaps绩效偏差performance monitoring绩效监视performance-satisfaction-effort loop绩效－满意－努力环路personal barriers个人障碍personal power个性权力personal wellness个人幸福philosophy of ob组织行为哲学physical barriers物理障碍physical withdrawal行为退化piece rate计件工资polarization极端化political power政治权力politics政治polygraph多导仪positive reinforcement阳性强化positive strokes正面的肯定post-traumatic stress disorder创伤后遗症power权力power distance权力距离power motivation权力动机practice实践prejudice偏见preventive discipline预防性纪律primary needs基本需要primary outcomes首要产出proactive主动procedure工作程序process consultation进展咨询productivity劳动生产率profit sharing利润分享progressive discipline累进式纪律psychic costs精神代价psychological contract心理契约psychological distance心理距离psychological stress evaluator心理压力测评器psychological support心理支持psychological withdrawal心理退化punishment惩罚quality circles质量小组quality of work life （qwl) 工作生活质量quick fixes快速到位rate setting标准设定reactive反应性的readability可读性realistic job previews实际工作预览reference group参照群体refreezing巩固reinforcement强化reinforcement，continuous连续性强化reinforcement，fixed—interval固定间隔的强化reinforcement, fixed—ratio固定比率的强化reinforcement, variable—interval可变间隔的强化reinforcement，variable-ratio可变比率的强化程序reinforcement schedules强化程序relatedness need关系需要relaxation response放松反应reliability信度reorientation再定位repatriation归国人员research研究resilience弹性resistance to change对变革的抵制result—oriented approach to obｏｂ的结果导向方法retraining再培训reverse cultural shock逆向文化冲击reward power奖赏权力rights of privacy隐私权risky shift风险偏移role角色role ambiguity角色模糊role conflict角色冲突role models角色模型role perceptions角色知觉rumor谣言sabbatical leaves安息日假期sanctions奖惩制度secondary needs次级需要secondary outcomes次级产出selective perception选择性知觉self-actualization自我实现self-appraisal自我评价self—concept自我概念self-efficacy自我效能感self—fulfilling prophecy自我实现预期self—leadership自我领导self—managing teams自我管理团队self-perceived task ability自己知觉的工作能力self—serving bias自我服务偏差semantic barriers语义障碍semantics语义学sexual harassment性骚扰shaping塑造short—circuiting超近路short—term orientation短期取向single—loop learning单路学习situational leadership model情境领导模型skill—based pay技能工资skill variety技能多样化social cues社会线索social culture社会文化social desirability bias社会赞许性偏差social equilibrium社会均衡social facilitation群体敦促social information processing社会信息处理socialization社会化social leader社交领导social learning theory社会学习理论social loafing群体惰性social desirable responses社会赞许性反应social responsibility社会责任social support社会支持social system社会系统socioeconomic model of decision making决策的经济社会模型sociotechnical system （sts) approach社会技术系统模型spillover effect溢出效应stages of team development组织发展的演变status地位status anxiety地位焦虑status deprivation地位丧失status symbols地位象征status system地位系统stress压力stressors压力源stress-performance model压力—绩效模型stress threshold压力阀stroking肯定structure结构substitutes for leadership领导的替代品suggestion programs建议计划super leadership超级领导superordinate goal超凡的目标supportive model支持模型surface agenda表面议题surveillance devices监视设施systems approach to obob的系统方法tardiness迟到task identity任务完整性task leader任务领导task significance任务的重要性task structure任务结构task support任务支持task team任务团队team building团队建设teamwork团队合作technical skill技术技能telecommuting电子通勤theft偷窃行为theories理论theory xｘ理论theory yｙ理论theory zｚ理论360-degree feedback３６０度反馈total quality management tqm全面质量管理training multiplier effect培训放大效应traits特质transactional analysis（ta)交互作用分析tran cultural employees跨文化员工transfer of training培训转换transformational leaders转换型领导者trauma创伤triple—reward system三方受益的系统trust信任tunnel vision管窥turnover离职率two—factor model of motivation双因素激励模型two—way communication process双向沟通过程type a people a型人type b people b型人uncertainty avoidance不确定性规避unconditional strokes无条件肯定under participation参与不足unfreezing解冻upward communication上行沟通valence效价validity效度value premises价值观假设valuing diversity重视多样化violence暴力行为virtual offices虚拟办公室vision远景wage incentives奖金刺激whistle—blowing内部员工揭发willingness to accept the influence of others接受他人影响的意愿win-win outcome of conflict冲突的双赢结果work change工作变革work ethic工作伦理workplace trauma工作场所创伤workplace violence工作场所的暴力行为xenophobia排外市场营销学absorption of costs 成本分配accessibility 可进入性accessory equipment markets 附属设备市场account management policies 客户管理策略acquisition new—product development strategy 新产品开发收购战略activity—based costing 以活动为基础的成本系统adaptability 适应性adaptation to market variations 适应市场变化adaptive positioning 适应性定位additions to existing product lines 现有产品线的增加adequate size 准确的大小/足够的规模administered vertical marketing systems 管理式垂直营销系统administrative relationships 管理关系adopter categories 采购者的类型adoption process 采购过程advertising and market segmentation 广告与市场细分advertising and sales promotion 广告和销售促进advertising effects 广告效果advertising ethics 广告伦理道德advertising feedback 广告反馈advertising frequency 广告频率advertising media 广告媒体advertising message 广告信息advertising reach 广告接受人数advertising source 广告信息来源advertising 广告aerobic enthusiasts 增氧健身运动爱好者aesthetics 美感affinity club 同族俱乐部after tests 事后测试agent middleman 代理商agent/merchant middleman 代理中间商allowance 折让alteration 退换AMA Code of Ethics 美国营销协会职业道德标准Amazon。
组织行为学第3版教学课件第9章
第1节 信息沟通的基本概念
• 三、信息沟通的类型
• （二）横向沟通和斜向沟通
• 1.基本定义
• 横向沟通（horizontal communication）是指在组织中信息在同一层级之间相互 流动的一种信息沟通。
• 斜向沟通（diagonal communication）是指在组织中信息在不同部门、不同层级 之间流动的一种信息沟通。
第1节 信息沟通的基本概念
• 一、信息沟通概述
• （一）信息沟通的基本定义
• 信息沟通（communication）是指人与人之间转移和理解信息的过程，简称 沟通，有时又称交往、交流、人际沟通等。
• 沟通包括信息的传递和信息的理解两个方面。
第1节 信息沟通的基本概念
• 一、信息沟通概述
• （二）信息沟通的重要性
• （5）Y型。表示在四个层级的沟通中，两个领导者通过一个人进行沟通。这个网络 主要发生在有两个差不多平级的领导者的组织中。
第2节 信息沟通的网络
• 二、网络与网络化
• （二）正式网络
• 2.正式网络的类型
• （6）倒Y型。表示在四个层级的沟通中，一个领导者通过另一个人与其他人进行沟 通。
第2节 信息沟通的网络
• 二、信息沟通的过程
• （二）影响信息沟通过程的因素
• 1.障碍 • 2.沟通者 • 3.接收者
第1节 信息沟通的基本概念
• 三、信息沟通的类型
• （一）下行沟通和上行沟通
• 1.下行沟通
• 下行沟通（downward communication）是指在组织中信息从较高层级流向较低 层级的一种沟通。
• 一、正式沟通与非正式沟通
• （二）非正式沟通
• 1.非正式沟通的基本特征
管理学英文术语
［转载]管理学核心概念中英文对照原文地址：管理学核心概念中英文对照作者：jaywang第一章管理总论Manager 管理者First-line managers 基层管理者Middle managers 中层管理者Top managers 高层管理者Management 管理Efficiency 效率Effectiveness 效果Planning 计划Organizing 组织Leading 领导Controlling 控制Management process 管理过程Management roles 管理角色Interpersonal roles 人际关系角色Informational roles 信息传递角色Decisional roles 决策制定角色Technical skills 技术技能Human skills 人事技能Conceptual skills 概念技能System 系统Closed systems 封闭系统Open systems 开放系统Environment 环境Special environment 具体环境General environment 一般环境Contingency perspective 权变观Organization 组织Universality of management 管理的普遍性Nonmanagerial employees / Operatives 操作者第二章管理的历史Division of labor 劳动分工Industrial revolution 产业革命Scientific management 科学管理Therbligs 基本动作元素General administrative theorists 一般行政管理理论家Principles of management 管理原则Bureaucracy 官僚行政组织、层级组织Quantitative approach 定量方法Organizational behavior (OB）组织行为Hawthorne Studies 霍桑研究Workforce diversity 员工多样化Entrepreneurship 企业家e—business (electronic business）电子商务e-commerce （electronic commerce）电子贸易、电子商务Intranet 内部互联网Total quality management （TQM）全面质量管理Learning organization 学习型组织Knowledge management 知识管理Workplace spirituality 团队精神第三章计划Decision 决策Decision-making process 决策过程Problem 问题Decision criteria 决策标准Implementation 实施Rational decision making 理性决策Bounded rationality 有限理性Satisficing 满意Escalation of commitment 承诺升级Intuitive decision making 直觉决策Well—structured problems 结构良好问题Programmed decision 程序化决策Procedure 程序Rule 规则Policy 政策Poorly structured problems 结构不良问题Nonprogrammed decisions 非程序化决策Certainty 确定性Risk 风险性Uncertainty 不确定性Directive style 指导性风格Analytic style 分析性风格Conceptual style 概念性风格Behavioral style 行为性风格Planning 计划Goals 目标Plans 计划Strategic plans 战略计划Operational plans 作业计划Long—term plans 长期计划Short-term plans 短期计划Specific plans 具体性计划Directional plans 指导性计划Single-use plan 单一目标计划Standing plans 标准计划Traditional goal setting 传统目标设定Means-ends chain 手段－结果链Management by objectives （MBO) 目标管理Mission 使命Commitment concept 承诺概念Formal planning department 正式计划部门Strategic management 战略管理Strategic management process 战略管理过程Opportunities 机会Threats 威胁Core competencies 核心能力Strengths 优势Weaknesses 劣势SWOT analysis SWOT分析Corporate—level strategy 公司层战略Stability strategy 稳定战略Growth strategy 增长战略Related diversification 相关领域多元化经营Unrelated diversification 不相关领域多元化经营Retrenchment strategy 收缩战略BCG matrix BCG矩阵波士顿咨询集团矩阵Business-level strategy 事业层战略Strategic business units 战略经营单位Competitive advantage 竞争优势Cost leadership strategy 成本领先战略Differentiation strategy 差异化战略Focus strategy 集中化战略Functional—level strategy 职能层战略Environmental Scanning 环境扫描Competitor intelligence 竞争者情报、竞争者信息Forecasts 预测Quantitative forecasting 定量预测Qualitative forecasting 定性预测Forecasting Techniques 预测技术Benchmarking 基准化、标杆Resources 资源Budget 预算Revenue Budgets 收入预算Expense Budgets 费用预算Profit Budgets 利润预算Cash Budgets 现金预算Scheduling 进度计划、规划Gantt Charts 甘特图Load Charts 负荷图PERT network 计划评审技术网络Events 事件Activities 活动Slack time 松弛时间Critical path 关键线路Breakeven analysis 盈亏平衡分析Linear programming 线性规划Project 项目Project Management 项目管理Scenario 设想方案第四章组织Organizing 组织Organizational structure 组织结构Organizational design 组织设计Work specialization 劳动分工Departmentalization 部门化Functional departmentalization 职能部门化Product departmentalization 产品部门化Geographical departmentalization 地区部门化Process departmentalization 过程部门化Customer departmentalization 顾客部门化Cross—functional teams 跨职能团队Chain of command 指挥链Authority 职权Responsibility 职责Unity of command 统一指挥Span of control 管理幅度Centralization 集权化Decentralization 分权化Formalization 正规化Mechanistic organization 机械式组织Organic organization 有机式组织Unit production 单件生产Mass production 大量生产Process production 连续生产Simple structure 简单结构Functional structure 职能型结构Divisional structure 分部型结构Team—based structure 团队结构Matrix structure 矩阵结构Project structure 项目结构Autonomous internal units 内部自治单位Boundaryless organization 无边界组织Learning organization 学习型组织High-performance work practice 高绩效的工作实践Human resource management process 人力资源管理过程Labor union 工会Human resource planning 人力资源规划Job analysis 职务分析Job description 职务说明书Job specification 职务规范Recruitment 招聘Decruitment 解聘Selection process 甄选过程Validity 效度Reliability 信度Work sampling 工作抽样Assessment centers 测评中心Orientation 定向、导向Performance management system 绩效管理系统Written essay 书面描述法Critical incidents 关键事件法Graphic rating scales 评分表法Behaviorally anchored rating scales （BARS）行为定位评分法Multiperson comparisons 多人比较法Group order ranking 分组排序法Individual ranking 个体排序法Paired comparison 配对比较法360 degree feedback 360度反馈skill—based pay 按技能付酬Career 职业生涯、职业Organizational change 组织变革Change agents 变革推动者Organizational development （OD）组织发展Stress 压力Creativity 创造Innovation 创新第五章领导Behavior 行为Organizational behavior 组织行为学Attitudes 态度Cognitive component 认知成分Affective component 情感成分Behavioral component 行为成分Job satisfaction 工作满意度Job involvement 工作投入Organizational commitment 组织承诺Organizational citizenship behavior (OCB）组织公民行为Cognitive dissonance 认知失调Attitude surveys 态度调查Personality 人性Big—five model 重要的五大模型Emotional intelligence (EI）情感智商Locus of control 控制点Machiavellianism 马基雅维里主义Self—esteem 自尊Self—monitoring 自我监控Perception 知觉Attribution theory 归因理论Fundamental attribution error 基本归因错误Self—serving bias 自我服务偏见Selectivity 有选择地接受、选择性Assumed similarity 假设相似性Stereotyping 刻板印象Learning 学习Operant conditioning 操作性条件反射Social learning theory 社会学习理论Shaping behavior 行为塑造Motivation 动机Need 需要Hierarchy of needs theory 需要层次理论Physiological needs 生理需要Safety needs 安全需要Social needs 社会需要Esteem needs 尊重需要Self—actualization needs 自我实现需要Theory X X理论Theory Y Y理论Motivation—hygiene theory 激励－保健理论Hygiene factors 保健因素Motivators 激励因素Three—needs theory 三种需要理论Need for achievement （nAch) 成就需要Need for power (nPow）权力需要Need for affiliation （nAff）归属需要Goal—setting theory 目标设定理论Reinforcement theory 强化理论Reinforcers 强化物Job design 职务设计Job scope 职务范围Job enlargement 职务扩大化Job enrichment 工作丰富化Job depth 职务深度Job characteristic model （JCM) 职务特征模型Skill variety 技能多样性Task identity 任务同一性Task significance 任务重要性Autonomy 自主性Feedback 反馈Equity theory 公平理论Referents 参照对象Expectancy theory 期望理论Compressed workweek 压缩工作周Flexible work hours 弹性工作制Job sharing 职务分担Contingent workers 应急工Telecommuting 电子通信，远程办公Pay-for performance programs 基于绩效的薪酬管理Open—book management 公开帐簿管理Leader 领导者Leadership 领导Behavioral theories 行为理论Autocratic style 权威式Democratic style 民主式Laissez-faire style 放任式Initiating structure 定规维度Consideration 关怀维度High-high leader 高－高型领导者Managerial grid 管理方格论Fiedler contingency model 菲德勒权变模型Least-preferred co—worker (LPC） questionnaire 最难共事者问卷Leader—member relations 领导者－成员关系，上下级关系Task structure 任务结构Position power 职位权力Situational leadership theory (SLT) 情景领导理论Readiness 准备状态Maturity 成熟度Leader participation model 领导者参与模型Path-goal theory 路径－目标理论Transactional leaders 事务型领导者Transformational leaders 变革型领导者Charismatic leader 超凡魅力的领导者Visionary leadership 愿景领导者Legitimate power 法定权Coercive power 强制权Reward power 奖赏权Expert power 专长权Referent power 模范权Credibility 可信度Trust 诚信、信任Empowerment 授权Communication 沟通Interpersonal communication 人际沟通Organizational communication 组织沟通Message 信息Encoding 编码Channel 通道、渠道Decoding 解码Communication process 沟通过程Noise 噪音Nonverbal communication 非言语沟通Body language 体态语言Verbal intonation 语调Filtering 过滤Selective perception 选择性知觉Information overload 信息超载Jargon 行话Active listening 积极倾听Formal communication 正式沟通Informal communication 非正式沟通Downward communication 下行沟通、向下交流Upward communication 上行沟通、向上交流Lateral communication 平行沟通、横向交流Diagonal communication 斜行沟通、越级交流Communication networks 沟通网络Grapevine 小道信息、谣言E-mail 电子邮件Instant messaging （IM) 即时信息Voice mail 声音邮件Fax 传真Electronic data interchange （EDI) 电子数据交换Teleconferencing 电信会议Videoconferencing 视频会议Intranet 内部互联网Extranet 外部互联网第六章控制Control 控制Market control 市场控制Bureaucratic control 官僚组织控制、层级控制Control process 控制过程Management by walking around (MBWA) 走动式管理Range of variation 偏差范围Immediate corrective action 立即纠正行动Basic corrective action 彻底纠正行动Feedforward control 前馈控制Concurrent control 同期控制、现场控制Feedback control 反馈控制。
组织行为学中英文词汇对照
组织行为学中英文词汇对照以下是为大家整理的组织行为学中英文词汇对照的相关范文，本文关键词为组织,行为学,中英文,词汇,对照,组织,行为学,中英文,词汇，您可以从右上方搜索框检索更多相关文章，如果您觉得有用，请继续关注我们并推荐给您的好友，您可以在英语学习中查看更多范文。
组织行为学中英文词汇对照Aability[?\'b?l?ti]能力achievement[?\'t?ivm?nt]成就动机achievementneed成就需要affiliationneed[?,f?l?\'e??n]归属需要arbitrator[\'ɑ?b?tre?t?]仲裁人assessmentcenters[?\'s?sm?nt][\'s?nt?z]评价中心attitude[\'?t?t?d]态度attribution归因attributiontheory归因理论attributiontheoryofleadership领导的归因理论bbehavioraltheoriesofleadership领导的行为理论behaviorismtheories行为主义理论bigFivepersonalitytraits大五人格特质bodylanguage身体语言boundedrationally有限理性brainstorming 脑力激荡法bureaucracy官僚结构ccareer职业centralization集权化chainofcommand命令链charismaticleadership领袖魅力的领导charismaticleadershiptheories魅力领导理论classicalconditioning经典条件反射cliques小集团cognitivecomponentofanattitude态度的认知成分cognitivelearning 认知学习cognitivetheories认知理论cohesiveness凝聚力collaborating 协作commandgroup命令型群体communication沟通communicationapprehension沟通焦虑communicationnetworks沟通网络communicationprocess沟通过程competence能力competing 竞争compromising折中conciliator和解人conflict冲突conflictmanagement冲突管理conflictprocess冲突过程conformity 从众问题conscientiousness责任心consideration关怀维度consistency一贯contingencyapproachestomanagement管理的权变途径contingencyleadershiptheory领导权变理论continuousreinforcement连续强化contrasteffects对比效应controltheory控制理论controlling控制corevalues核心价值观creativity创造力cross-functionalteams多功能型团队culturaldifferences文化差异D decisionmaking决策decisionrationality决策理性decisionrole决策角色decision-makingstyle决策风格decisions决策decoding解码delegatingstyle授权风格Delphitechnique德尔菲技术Departmentalization部门化dispositionalattributions个性归因distributivebargaining分配谈判distributivejustice分配公平diversity多元化dominantculture主导文化downwardcommunication下行沟通Dynamicsofsynergy协力优势dysfunctionalconflict功能失调的冲突eeconomicrationalitymodel经济理性模型emotion情绪emotionalintelligence情绪智力emotionalstability情绪稳定性mployeeinvolvement员工参与employee-orientedleader员工导向的领导者empowerment授权encoding编码encounterstage碰撞阶段engagement卷入environment环境equitytheory公平理论equitytheoryofworkmotivation工作动机的公平理论eRgtheoryeRg 理论exchangeleadershiptheories领导的交换理论expectancytheory期望理论exportpower专家性权力externalvalidity外部效度externals外控者extraversion外向性extrinsicmotive外源性动机extrinsicrewards外部报酬Ffeedback反馈Fiedlercontingencymodel费德勒的权变模型filtering过滤Five-Factormodel(FFm)五因素模型flexiblebenefits灵活福利formalgroup正式群体formalnetworks正式沟通网络formalorganization正式组织functionconflict功能正常的冲突functionalanalysis功能性分析fundamentalattributionerror基本归因偏差ggeneralmentalability(gmA)一般心理能力goalconflict目标冲突goalsetting目标设定goalsharing目标共享goal-settingtheory目标设置理论group群体groupdecisionmaking群体决策groupleadershiptheories领导的群体理论groupstressors群体压力源groupshift群体转移groupthink群体思维hhaloeffect晕轮效应hawthorneeffect霍桑效应herzberg\'sTwo-FactorTheoryofmotivation赫茨伯格的动机双因素理论horizontalorganization扁平化组织humancapital人力资本humanrelationsviewsofconflict冲突的人际关系观点hygienefactors 保健因素Iincentives诱因informalgroups非正式群体informalnetwork非正式沟通网络informationrichness信息丰富性initiatingstructure结构维度instrumentalvalues工具价值观integrativebargaining综合谈判intergroupdynamics组间动力integrity正直intellectualability心理能力intelligenceactivity智力活动interactinggroups互动群体interactionalviewofconflict冲突的相互作用观点interestgroup利益型群体internalvalidity内部效度internals内控者interpersonalcommunication人际沟通interpersonalroles人际角色intrinsicmotive内源性动机intrinsicrewards内部报酬intuition直觉J jobdesign工作设计jobenlargement工作扩大化jobenrichment工作丰富化jobinvolvement工作参与jobrotation工作轮换jobsatisfaction 工作满意度jobspecification工作规范Kknowledgemanagement知识管理Lleaderrole领导角色leader-memberexchange(Lmx)theory领导者—成员交换理论leader-memberrelations领导者—成员关系leadership领导eadershipskill领导技能learnedhelplessness习得性无助learning学习learningorganization学习型组织leastpreferredcoworker(Lpc)questionnaire最难共事者问卷life-cycleapproach生命周期理论lower-orderneeds较低层次的需要loyalty忠诚m以下是为大家整理的组织行为学中英文词汇对照(2)的相关范文，本文关键词为组织,行为学,中英文,词汇,对照,组织,行为学,中英文,词汇，您可以从右上方搜索框检索更多相关文章，如果您觉得有用，请继续关注我们并推荐给您的好友，您可以在英语学习中查看更多范文。
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组织行为学：Downward communication
“下行沟通”，又称“下向沟通”，说简单点就是“上司对下属的沟通”，其最重要的形式有三，下达指令、听取汇报和商讨问题。
能否充分有效地进行这些沟通，会直接影响到企业组织运行的效率。
Downward organizational communication flows from any point on an organization chart downward to another point on the organization chart. That is, communication flows from one level downward to a lower level on the organization chart. For example, communication between a manager and his subordinates is one kind of downward communication.
下行沟通是指资讯的流动是由组织层次的较高处流向较低处，通常下行沟通的目的是为了控制、指示、激励及评估。
其形式包括管理政策宣示、备忘录、任务指派、下达指示等。
This type of formal organizational communication relates primarily to the direction and control of employees.
Job-related information that focuses on what activities are required, when they should be performed, and how they should be coordinated with other activities with the organization must be transmitted to employees
This downward communication typically includes a statement of organizational philosophy, management system objectives, position descriptions, and other written information relating to the importance, rationale, and interrelationships of various departments.
与下属沟通是管理沟通的重要内容，其形式有三，下达指令、听取汇报和商讨问题。
能否充分有效地进行这些沟通，会直接影响到企业组织运行的效率。
下达指令
下达指令是上对下沟通的一种基本的形式。
指令内容，下达的方式、方法不同，可能会
有完全不同的效果。
因此，下达指令也必须讲究艺术。
这种艺术是保证指令下达有效的基础。
下达指令沟的八个要求是：
(1)自己对指令有明确、全面的界定：指令的具体内涵是什么？为什么下达这一指令？
指令的具体要求是什么？由谁监督指令的实施？什么时候对指令的落实情况进行检
查？在什么时间和地点验收结果？对指令的实施有什么方向性思路？
(2)态度平等，用词礼貌。
多使用“请”、“我们”等用词向下属下达指令，而避免用
“你应当怎么样”、“你只能怎么样”、“组织限制你怎么样”等口气下达指令。
(3)通过激发意愿，让对方自己承诺，主动请缨，避免让下属被动地接受指令，不要以
一种绝对不容置疑和不可挑战的组织原则，强制性地下达指令。
(4)让下属充分理解指令的意义和价值，让下属感到所接受任务的光荣，和他能承担这
一任务的自我价值。
(5)让下属复述指令要求，确保下属准确无误地理解指令的要点和要求。
(6)明确告知自己能为下属提供的资源和支持。
(7)询问下属落实指令的困难，并指明解决的途径，帮助下属树立信心。
(8)允许下属提出问题和要求，并尽可能给予正面解答。
听取汇报
听取下属汇报，是管理沟通中最常见的形式，要保证其有效性，必须遵循以下规范要求：
(1)要有事先的时间、地点的约定，让下属做好充分的准备。
(2)注意倾听，让下属感到自己以及自己所承担的工作为领导所重视，同时在倾听中发
现问题。
在一般情况下，人们倾向于淡化自己在工作中的失误，尽量把问题缩小，
而夸大所取得的成绩。
通过倾听可有助于发现下属不愿暴露的问题。
(3)多鼓励少插话，防止下属揣摩着你的倾向后，根据你的倾向，有选择地汇报，致使
你不能获得的信息。
(4)对于下属的汇报，要当场做出评价，该肯定的即时予以肯定，该批评的即时给以批
评。
(5)恰当地评价下属的工作，但要求以正面肯定为主，并让下属明白没有肯定，也就是
有差距的。
但评价表述要区分下属个性，分别对待，针对有些死心眼的人，不足之处必须明言。
(6)适时诱导下属，让下属的汇报简明扼要，切中正题。
与下属商讨问题
在与下属进行问题商讨，就是增加下属的参与度，从下属那里获取信息，并让下属感到自己受到尊重和信任，以激发其工作主动性和积极性。
在企业管理现实中，一些人总认为下属提出的问题幼稚，轻视下属的参与意义；或者认为自己对问题已经有了答案，根本不用与下发商讨什么；或者认为下属要和自己商讨的问题根本就不是下属应当关心的事，不能以诚恳的态度对待。
如何与下属商讨问题？其基本规范有以下几个方面：
(1)充分为商讨问题的沟通作好准备，事先制订好商讨问题的过程计划提纲，防止跑题，
以提高沟通效率。
(2)注意多发问，多使用鼓励性的词语，诱导下属讲出自己的真实想法，抓住下属谈话
的核心内容和自己想获得的信息。
(3)在商讨问题的过程中，如果下属提出与自己不同的看法，要以尽可能快的速度做出
反应，尤其是要从下属的角度思考问题，找出下属意见的合理性，并充分认定其合理性。
(4)不要把自己置身度外，仅仅作下属工作的评价人，而要紧密地把自己的工作业绩与
下属工作的成效关联起来，尽可能让下属产生责任感和使命感，畅所欲言地沟通，交换意见。
(5)不要在下属明确问题解答的思路之前做结论，防止把讨论问题变成做指示，要求诱
导下属自己通过整理归纳作结论，激发下属的信心和责任感。