Busa Chp. 8

Front 1

Human resource management

Back 1

function of attracting, developing, and retaining employees who can perform the activities necessary to accomplish organizational objectives

Front 2

Human resource management objective

Back 2

Providing qualified, well-trained employees for the organization.

Front 3

Human resource management objective

Back 3

Maximizing employee effectiveness in the organization.

Front 4

Human resource management objective

Back 4

Satisfying individual employee needs through monetary compensation, benefits, opportunities to advance, and job satisfaction.

Front 5

Internet

Back 5

What kind of recruiting is quick, efficient, and inexpensive?

Front 6

Performance appraisal

Back 6

evaluation of and feedback on an employee’s job performance.

Front 7

360-degree performance review

Back 7

a process that gathers feedback from a review panel that includes co-workers, supervisors, team members, subordinates, and sometimes customers

Front 8

Wages

Back 8

compensation based on an hourly pay rate or the amount of output produced.

Front 9

Salary

Back 9

compensation calculated on a periodic basis, such as weekly or monthly.

Front 10

Factors of compensation

Back 10

=What competing companies are paying
=Government regulation
=The cost of living
=Company profits
=Employee’s productivity

Front 11

Profit Sharing

Back 11

Bonus based on company profits

Front 12

Gain Sharing

Back 12

Bonus based on productivity gains, cost savings, or quality improvements

Front 13

Lump Sum Bonus

Back 13

One-time cash payment or option to buy shares of company stock based on performance

Front 14

Pay for Knowledge

Back 14

Salary increase based on learning new job tasks

Front 15

Employee Benefits

Back 15

additional compensation, such as vacation, retirement plans, profit-sharing, health insurance, gym memberships, child and elder care, and tuition reimbursement, paid entirely or in part by the company

Front 16

30%

Back 16

How much of total employee compensation is allotted to employee benefits.

Front 17

benefits required by law

Back 17

-Social Security and Medicare contributions
-State unemployment insurance and workers’ compensation programs

Front 18

workers

Back 18

Costs of health care are increasingly being shifted to...

Front 19

56

Back 19

% of companies surveyed use paid time off (PTO) programs

Front 20

Flextime

Back 20

allows employees to set their own work hours within constraints specified by the firm.

Front 21

compressed workweek

Back 21

allows employees to work the regular number of weekly hours in fewer than the typical five days

Front 22

A job sharing program

Back 22

allows two or more employees to divide the tasks of one job.

Front 23

home-based work program

Back 23

allows employees, or telecommuters, to perform their jobs from home instead of at the workplace.

Front 24

Voluntary turnover

Back 24

employees leave firms to start their own businesses, take jobs with other firms, move to another city, or retire.

Front 25

Involuntary turnover

Back 25

employers terminate employees because of poor job performance, negative attitudes toward work and co-workers, or misconduct such as dishonesty or sexual harassment.

Front 26

Downsizing

Back 26

process of reducing the number of employees within a firm by eliminating jobs

Front 27

Effects of downsizing

Back 27

1. Anxiety, health problems, and lost productivity among remaining workers
2. Expensive severance packages paid to laid-off workers
3. A domino effect on the local economy

Front 28

Outsourcing

Back 28

transferring jobs from inside a firm to outside the firm

Front 29

Poor morale causes...

Back 29

absenteeism, voluntary turnover, and lack of motivation.

Front 30

Maslow’s Hierarchy of Needs

Back 30

1. Physiological needs
2. Safety needs
3. Social (belongingness) needs
4. Esteem needs
5. Self-actualization needs

Front 31

Herzberg’s Two-Factor Theory

Back 31

Hygiene Factors / Motivator Factors

Front 32

Expectancy Theory

Back 32

describes the process people use to evaluate the likelihood that their efforts will yield the results they want, along with the degree to which they want those results

Front 33

Equity Theory

Back 33

individual’s perception of fair and equitable treatment

Front 34

Goal

Back 34

target, objective, or result that someone tries to accomplish

Front 35

Goal-setting theory

Back 35

people will be motivated to the extent to which they accept specific, challenging goals and receive feedback that indicates their progress toward goal achievement

Front 36

Management by Objective

Back 36

Systematic and organized approach that allows managers to focus on attainable goals and to achieve the best results based on the organization’s resources.

Front 37

Management by Objective principals

Back 37

1.A series of related organizations, goals, and objectives
2. Specific objectives for each individual
3. Participative decision making
4. Set time period to accomplish goals
5. Performance evaluation and feedback

Front 38

Job enlargement

Back 38

job design that expands an employee’s responsibilities by increasing the number and variety of tasks assigned to the worker

Front 39

Job enrichment

Back 39

an expansion of job duties that empowers an employee to make decisions and learn new skills leading toward career growth

Front 40

Job rotation

Back 40

systematically moving employees from one job to another.

Front 41

theory x

Back 41

assumes that employees dislike work and try to avoid it whenever possible, so management must coerce them to do their jobs.

Front 42

Theory Y

Back 42

assumes that the typical person actually likes work and will seek and accept greater responsibility.

Front 43

Theory Z

Back 43

worker involvement is key to increased productivity for the company and improved quality of work life for employees.

Front 44

Labor union

Back 44

group of workers who have banded together to achieve common goals in the areas of wages, hours, and working conditions

Front 45

$1 a day.

Back 45

first U.S. minimum wage

Front 46

Philadelphia printers

Back 46

in 1786 resulted in the first U.S. minimum wage - $1 a day.

Front 47

12

Back 47

% of the nation’s full-time workforce belongs to labor unions.

Front 48

Collective bargaining

Back 48

process of negotiation between management and union representatives
Issues involved can include:
Wages
Work hours
Benefits
Union activities and responsibilities
Grievance handling and arbitration
Layoffs
Employee rights and seniority

Front 49

Strikes

Back 49

temporary work stoppage by employees until a dispute has been settled or a contract signed.

Front 50

Picketing

Back 50

workers marching in public protest against their employer.

Front 51

Boycott

Back 51

organized attempt to keep the public from purchasing the goods and services of the firm.