Chapter 10

Front 1

Acquired Immune Deficiency syndrome (AIDS)

Back 1

Contagious viral disease of the human immune system.

Front 2

Autonomy

Back 2

Policy of giving employees some discretion and control over job-related decisions.

Front 3

Core dimensions

Back 3

Five factors of jobs-skill variety, task identity, task significance, autonomy, and feedback-identified in a job characteristics approach to job enrichment.

Front 4

Corrective discipline

Back 4

Action taken to discourage further infractions so that future acts will be in compliance with standards.

Front 5

Discharge

Back 5

Separation of an employee from the company cause

Front 6

Discipline

Back 6

Management action to enforce organizational standards.

Front 7

Electronic monitoring

Back 7

Surveillance of employee behavior through a wide array of technological methods.

Front 8

Feedback

Back 8

Information from the job itself, management, or other employees that tells workers how well they are performing.

Front 9

Genetic Monitoring

Back 9

Identifying harful substances in the workplace, examining their effects on the genetic makeup of employees, and using the information for corrective action.

Front 10

Genetic Testing

Back 10

Process of predicting whether an employee may be genetically susceptible to one or more types of illness or harmful substances.

Front 11

Honesty testing

Back 11

Methods for assessing employee integrity and propensity to engage in unethical behaviors. Also known as integrity tests.

Front 12

Job Breadth

Back 12

Number of different tasks for which an individual is directly responsible.

Front 13

Job depth

Back 13

Amount of control, responsibility, and discretion employees have over how their job is performed.

Front 14

Job diagnostic survey

Back 14

Instrument used to determine the relative presence of the five ocre dimensions in jobs.

Front 15

Job enlargement

Back 15

Policy of giving workers a wider variety duties in order to reduce monotony.

Front 16

Job enrichment

Back 16

Policy of adding motivators to a job to make it more rewarding.

Front 17

Job rotation

Back 17

Periodic assignment of an employee to completely different sets of job activities.

Front 18

Job scope

Back 18

Assessment of a job on two dimensions-job breadth and job depth-to dtermine is potential for enlargement or enrichment.

Front 19

Legitimacy of organizational influence

Back 19

Interaction of two variables-conduct on or off the job and conduct that is or is not job-related-to produce varying degrees of acceptability of an act.

Front 20

Motivating potential score (MPS)

Back 20

Index that indicates the degree to which a job is perceived to be meaninful, foster responsilibity, and provide knowledge of results.

Front 21

Mutual trust

Back 21

Mutual faith in the responsibility and actions of all parties involved in a relationship.

Front 22

Organizational citizens

Back 22

Employees who engage in discretionary positivie social acts that promote the organization's success, such as volunteering their efforts, sharing their resources, or cooperating with others.

Front 23

Polygraph

Back 23

Instrument (lie detector) that attempts to measure the physiological changes when a person tells a significant lie

Front 24

Preventive discipline

Back 24

Action taken to encourage employees to follow standards and rules so that infractions do not occur.

Front 25

Progressive discipline

Back 25

Policy that provides stronger penalties for repeated offenses.

Front 26

Psychological stress evaluator

Back 26

Instrument that analyzes changes in voice patterns in an attempt to determine whether a lie is being told.

Front 27

Quality of work life (QWL)

Back 27

Favorableness or unfavorableness of a total job environment for people.

Front 28

Rights of privacy

Back 28

Freedom from organizational invasion of a person's private life and unathorized release of condifential information about a person.

Front 29

Sexual Harrasment

Back 29

Process of making employment or promotion decisions contingent on sexual favors; also, anyh verbal or physical conduct that creates an offensive working environment.

Front 30

Skill variety

Back 30

Policy of allowing employees to perform differnt operations that ofent require different skills.

Front 31

Social information processing

Back 31

Recognition that social cues provided by peers and others affect employee perceptions of their jobs.

Front 32

Surveillance devices

Back 32

Equipment and proceudres for observing employee actions (often done secretly).

Front 33

Task Identity

Back 33

Practice of allowing employees to perform a complete piece of work.

Front 34

Task significance

Back 34

Amount of impact, as perceived by the worker, that the work has on other people.

Front 35

Whistle-blowing

Back 35

Disclosing alleged misconduct to an internal or external source.

Front 36

Impairment testing

Back 36

Determination of employee capacity to perform without the influence of illegal drugs by subjecting the individual to a brief motor-skill test performed on a computer.