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36 Cards in this Set

  • Front
  • Back
Acquired Immune Deficiency syndrome (AIDS)
Contagious viral disease of the human immune system.
Policy of giving employees some discretion and control over job-related decisions.
Core dimensions
Five factors of jobs-skill variety, task identity, task significance, autonomy, and feedback-identified in a job characteristics approach to job enrichment.
Corrective discipline
Action taken to discourage further infractions so that future acts will be in compliance with standards.
Separation of an employee from the company cause
Management action to enforce organizational standards.
Electronic monitoring
Surveillance of employee behavior through a wide array of technological methods.
Information from the job itself, management, or other employees that tells workers how well they are performing.
Genetic Monitoring
Identifying harful substances in the workplace, examining their effects on the genetic makeup of employees, and using the information for corrective action.
Genetic Testing
Process of predicting whether an employee may be genetically susceptible to one or more types of illness or harmful substances.
Honesty testing
Methods for assessing employee integrity and propensity to engage in unethical behaviors. Also known as integrity tests.
Job Breadth
Number of different tasks for which an individual is directly responsible.
Job depth
Amount of control, responsibility, and discretion employees have over how their job is performed.
Job diagnostic survey
Instrument used to determine the relative presence of the five ocre dimensions in jobs.
Job enlargement
Policy of giving workers a wider variety duties in order to reduce monotony.
Job enrichment
Policy of adding motivators to a job to make it more rewarding.
Job rotation
Periodic assignment of an employee to completely different sets of job activities.
Job scope
Assessment of a job on two dimensions-job breadth and job depth-to dtermine is potential for enlargement or enrichment.
Legitimacy of organizational influence
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.
Motivating potential score (MPS)
Index that indicates the degree to which a job is perceived to be meaninful, foster responsilibity, and provide knowledge of results.
Mutual trust
Mutual faith in the responsibility and actions of all parties involved in a relationship.
Organizational citizens
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.
Instrument (lie detector) that attempts to measure the physiological changes when a person tells a significant lie
Preventive discipline
Action taken to encourage employees to follow standards and rules so that infractions do not occur.
Progressive discipline
Policy that provides stronger penalties for repeated offenses.
Psychological stress evaluator
Instrument that analyzes changes in voice patterns in an attempt to determine whether a lie is being told.
Quality of work life (QWL)
Favorableness or unfavorableness of a total job environment for people.
Rights of privacy
Freedom from organizational invasion of a person's private life and unathorized release of condifential information about a person.
Sexual Harrasment
Process of making employment or promotion decisions contingent on sexual favors; also, anyh verbal or physical conduct that creates an offensive working environment.
Skill variety
Policy of allowing employees to perform differnt operations that ofent require different skills.
Social information processing
Recognition that social cues provided by peers and others affect employee perceptions of their jobs.
Surveillance devices
Equipment and proceudres for observing employee actions (often done secretly).
Task Identity
Practice of allowing employees to perform a complete piece of work.
Task significance
Amount of impact, as perceived by the worker, that the work has on other people.
Disclosing alleged misconduct to an internal or external source.
Impairment testing
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.