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99 Cards in this Set
- Front
- Back
HUMAN RESOURCE MANAGEMENT
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Is the process of attracting, developing, and maintaining a talented and energetic workforce.
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DISCRIMINATION
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Occurs when someone is denied a job or job assignment for reasons not job relevant.
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EQUAL EMPLOYMENT OPPORTUNITY
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is the right to employment and advancement without regard to race, gender, religion, color, or national origin.
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AFFIRMATIVE ACTION
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Is an effort to give preference in employment to women and minority groups.
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BONA FIDE OCCUPATIONAL QUALIFICATIONS
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Are EEO exceptions justified by individual capacity to perform a job. (i.e. Women at Hooters)
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SEXUAL HARASSMENT
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Occurs as behavior of a sexual nature that affects a person's employment situation.
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COMPARABLE WORTH
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Holds that persons performing jobs of a similar importance should be paid at comparable levels.
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INDEPENDENT CONTRACTOR
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Are hired on temporary contracts and are not part of the organization's official workforce.
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STRATEGIC HUMAN RESOURCE PLANNING
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Analyzes staffing needs and identifies actions to fill those needs.
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REALISTIC JOB PREVIEWS
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Provide all pertinent information about a job and the organization.
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ASSESSMENT CENTER
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Examines candidates' handling of simulated job situations.
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SOCIALIZATION
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Is the process of systematically changing the expectations, behavior, and attitudes of a new employee.
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ORIENTATION
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Makes new employees familiar with their jobs, co-workers, and organizational context.
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TRAINING
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Provides opportunities to acquire and improve job skills.
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MENTORING
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Occurs when senior employees coach and advise newer ones.
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PERFORMANCE APPRAISAL
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Is the process of formally evaluating performance and providing feedback.
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CAREER PLANNING
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Is the process of systematically matching goals and capabilities with opportunities.
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BASE COMPENSATION
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Is a salary or hourly wage paid to an individual.
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FRINGE BENEFITS
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Are non monetary forms of compensation (e.g. health & retirement plans)
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FLEXIBLE BENEFITS
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Program allows employees to choose a range of benefit options.
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LABOR UNIONS
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Is an organization to which workers belong and that deals with employers on their collective behalf.
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COLLECTIVE BARGAINING
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Is the process of negotiating, administering, and interpreting a labor contract.
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LEADERSHIP
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Is the process of inspiring others to work hard to accomplish important tasks.
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VISION
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Is a term used to describe a clear sense of the future.
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POWER
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Is the ability to get someone else to do something you want done or to make things happen the way you want.
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REWARD POWER
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Offers something of value as a means of influencing other people.
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COERCIVE POWER
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Uses punishment as a means of influencing other people.
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LEGITIMATE POWER
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Influences other people by formal authority, or the rights of office.
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EXPERT POWER
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Influences other people by specialized knowledge.
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REFERENT POWER
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Influences other people because of their desire to identify personally with you.
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LEADERSHIP STYLE
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Is the recurring pattern of behaviors exhibited by a leader.
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EMOTIONAL INTELLIGENCE
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Is the ability to understand and deal well with emotions at work.
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INTEGRITY
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In leadership integrity is honesty, credibility, and consistency in putting values into action.
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MORAL LEADERSHIP
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Sets high ethical standards for others to follow.
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MOTIVATION
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Accounts for the level, direction, and persistence of effort expended at work.
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LOWER ORDER NEEDS
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Are physiological, safety, and social needs in Maslow's hierarchy.
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HIGHER ORDER NEEDS
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Are esteem and self actualization needs in Maslow's hierarchy.
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SATISFIER FACTOR
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Is found in job content, such as a sense of achievement, recognition, responsibility, advancement, or personal growth.
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HYGIENE FACTOR
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Is found in job context, such as working conditions, interpersonal relations, organizational policies, and salary.
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NEED FOR ACHIEVEMENT
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Is the desire to do something better, to solve problems, or to master complex tasks.
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NEED FOR POWER
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Is the desire to control, influence, or be responsible for other.
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NEED FOR AFFILIATION
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Is the desire to establish and maintain good relations with people.
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EXPECTANCY
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Is a person's belief hat working hard will result in high task performance.
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INSTRUMENTALITY
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Is a person's belief that various outcomes will occur as a result of task performance.
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VALENCE
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Is the a person assigns to work-related outcomes.
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TASK GOALS
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Are performance targets for individuals and groups.
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LAW OF EFFECT
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States that behavior followed by pleasant consequences is likely to be repeated; behavior followed by unpleasant consequences is not.
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JOB DESIGN
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Is the allocation of specific work tasks to individuals and groups.
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JOB PERFORMANCE
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Is the quantity and quality of task accomplishment by an individual or group.
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JOB SATISFACTION
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Is the degree to which an individual feels positively or negatively about a job.
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JOB SIMPLIFICATION
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Employs people in clearly defined and very specialized tasks.
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AUTOMATION
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Is the total mechanization of a job.
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JOB ROTATION
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Increases task variety by periodically shifting workers between jobs involving different tasks.
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JOB ENLARGEMENT
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Increases task variety combining into one job two or more tasks previously assigned to separate workers.
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JOB ENRICHMENT
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Increases job depth by adding work planning and evaluating duties normally performed by the supervisor.
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COMPRESSED WORK-WEEK
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Allows a full time, 40 hour per week job to be completed n less than five days.
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FLEXIBLE WORKING HOURS
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Give employees some choice in the pattern of daily work hours.
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JOB SHARING
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Splits one job between two people.
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TELECOMMUTING
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Involves working at home or other places using computer links to the office.
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INDEPENDENT CONTRACTOR
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Engages outsiders to complete special tasks or projects.
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CONTINGENCY WORKERS
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Are employed on a part-time basis to supplement a permanent workforce.
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TEAM
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Is a collection of people who regularly interact to pursue common goals.
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TEAMWORK
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Is the process of people actively working together to accomplish common goals.
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SOCIAL LOAFING
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Is the tendency of some people to avoid responsibility by "free-riding" in groups.
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COMMITTEE
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Is formal team designated to work on a special task on a continuing basis.
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TASK FORCE
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Is a formal team convened for a specific purpose and expected to disband when that purpose is achieved.
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CROSS-FUNCTIONAL TEAMS
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Come from different functional units.
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EMPLOYEE INVOLVEMENT TEAM
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Meets on a regular basis to use its talents to help solve problems and achieve continuous improvement.
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QUALITY CIRCLE
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Is a team of employees who meet periodically to discuss ways of improving work quality.
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VIRTUAL TEAM
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Work together and solve problems through computer based interactions.
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SELF-MANAGING WORK TEAM
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Have the authority to make decisions about how they share and complete their work.
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EFFECTIVE TEAM
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Achieves high levels of both task performance and membership satisfaction.
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GROUP PROCESS
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Is the way team members work together to accomplish tasks.
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NORM
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Is a behavior, rule, or standard expected to be followed by team members.
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COHESIVENESS
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Is the degree to which members are attracted to and motivated to remain part of a team.
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TASK ACTIVITY
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Is an action taken by a team member that contributes directly to the group's performance purpose.
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MAINTENANCE ACTIVITY
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Is an action taken by a team member that supports the emotional life of the group.
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CENTRALIZED COMMUNICATION NETWORK
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Communication flows only between individual members and a hub or center.
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DECENTRALIZED COMMUNICATION NETWORK
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Allows members to communicate directly with one another.
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GROUP-THINK
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Is a tendency for highly cohesive teams to lose their evaluative capabilities.
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TEAM BUILDING
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Is a sequence of collaborative to gather and analyze data on a team and make changes to increase its effectiveness.
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COMMUNICATION
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Is the process of sending and receiving symbols with meanings attached.
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EFFECTIVE COMMUNICATION
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The intended meaning of the source and the perceived meaning of the receiver are identical.
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EFFICIENT COMMUNICATION
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Occurs at minimum costs.
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NOISE
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Is anything that interferes with communication effectiveness.
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COMMUNICATION CHANNEL
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Is the medium through which a message is sent.
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NON-VERBAL COMMUNICATION
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Takes place through gestures and body language.
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MIXED MESSAGE
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Results when words communicate one message while actions, body language, or appearance communicate something else.
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FILTERING
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Is the intentional distortion of information to make it appear most favorable to the recipient.
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PERCEPTION
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Is the process through which people receive, organize, and interpret information from the environment.
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STEREOTYPE
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Is when attributes commonly associated with a group are assigned to an individual.
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HALO EFFECT
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Occurs when one attribute is used to develop an overall impression of a person or situation.
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SELECTIVE PERCEPTION
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Is the tendency to define problems from one's own point of view.
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PROJECTION
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Is the assignment of personal attributes to other individuals.
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ACTIVE LISTENING
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Helps the source of a message say what he or she really means.
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FEEDBACK
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Is the process of telling someone else how you feel about something that person did or said.
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MANAGEMENT BY WANDERING AROUND
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Workers at all levels talk with bosses about a variety of work-related matters.
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360-DEGREE FEEDBACK
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Involves upward appraisals from subordinates as well as additional feedback from peers, internal and external customers, and higher managers.
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PROXEMICS
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Is the use of interpersonal space.
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