Organization Domain Key Terms
Master these terms for the Organization domain. Terms are grouped by topic area.
Organizational Effectiveness
Organizational Culture
The shared values, beliefs, norms, and assumptions that shape behavior within an organization. Culture influences how employees interact, make decisions, and approach their work. Edgar Schein's model describes three levels: artifacts (visible elements), espoused values (stated principles), and basic underlying assumptions (deeply held beliefs).
Organizational Design
The process of structuring an organization to achieve its strategic goals. Includes decisions about hierarchy, span of control, centralization vs. decentralization, departmentalization, and reporting relationships. Common structures include functional, divisional, matrix, flat, and network designs.
Change Management
The structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state. Key models include Kotter's 8-Step Process (create urgency, build coalition, form vision, communicate, empower, create quick wins, build on change, anchor), Lewin's Change Model, and ADKAR.
Job Analysis
The systematic process of collecting information about a job's tasks, duties, responsibilities, and the knowledge, skills, and abilities (KSAs) required to perform it. Outputs include job descriptions and job specifications. Methods include observation, interviews, questionnaires, and work diaries.
Job Evaluation
A systematic method for determining the relative worth of jobs within an organization to establish internal pay equity. Common methods include point-factor, job ranking, job classification, and factor comparison. The results inform compensation structures and pay grades.
Progressive Discipline
A corrective action process that uses increasingly serious steps to address employee performance or conduct issues. Typical steps include verbal warning, written warning, suspension, and termination. Documentation at each step is critical. Intended to give employees clear notice and opportunity to improve before termination.
At-Will Employment
The default employment relationship in most US states, under which either the employer or employee can terminate the relationship at any time, for any lawful reason, with or without notice. Exceptions include discrimination, retaliation, breach of contract, and violation of public policy.
Employee and Labor Relations
Collective Bargaining
The negotiation process between an employer and a labor union representing employees to establish terms and conditions of employment. Mandatory subjects include wages, hours, and working conditions. Permissive subjects (such as internal union affairs) may be discussed but cannot be insisted upon to impasse.
National Labor Relations Act (NLRA)
Federal law (1935, also called the Wagner Act) that protects employees' rights to organize, form unions, and engage in collective bargaining. Administered by the National Labor Relations Board (NLRB). Section 7 guarantees the right to self-organization; Section 8 defines unfair labor practices by employers and unions.
Unfair Labor Practice (ULP)
Actions by employers or unions that violate the NLRA. Employer ULPs include interfering with organizing, discriminating against union supporters, and refusing to bargain in good faith. Union ULPs include coercing employees and engaging in secondary boycotts.
Right-to-Work Laws
State laws that prohibit union security agreements requiring employees to join a union or pay union dues as a condition of employment. Currently enacted in over 25 states. These laws affect union membership and revenue in covered jurisdictions.
Employee Relations
The practice of managing the relationship between the organization and its employees to maintain a positive, productive work environment. Encompasses communication, feedback, conflict resolution, discipline, recognition, and ensuring fair and consistent treatment.
HR Technology
People Analytics
The use of data analysis techniques to understand and optimize workforce performance and decision-making. Includes descriptive analytics (what happened), predictive analytics (what will happen), and prescriptive analytics (what should be done). Supports evidence-based HR strategies.
Applicant Tracking System (ATS)
Software that automates the recruiting process by managing job postings, receiving and sorting applications, tracking candidates through the hiring pipeline, and supporting compliance with EEOC reporting requirements.
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Related Resources
- Organization Domain Study Guide
- Organization Exam Tips
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