Final Exam

Front 1

Laying people off normally during hard economic times

Back 1

Downsizing

Front 2

Contracting outside the organization to have work formerly done by internal employees

Back 2

Outsourcing

Front 3

A situation in which organization ask employee on requires to take time off with either No-pay or reduced pay

Back 3

Furloughing

Front 4

The business practice of sending job to other countries shifting work to location abroad

Back 4

offshoring

Front 5

The process of anticipating and providing for the movement of people into within and out of organizations

Back 5

Human Resource Planning

Front 6

the Process of comapring a organization process and practices with those of other compaines

Back 6

Benchmarking

Front 7

The process of dismissing employees who are then hired by a leasing company (which handles all HR-related activities) and contracting with that company to lease back the employees (Pg 20)

Back 7

Employee Leasing

Front 8

The treatment of individuals in all aspects of employment – hiring, promotion, training, etc. – in a fair and nonbiased manner. (Pg 96)

Back 8

Equal Employment Opportunity (EEO)

Front 9

Individuals of a minority race, women, older people, and those with disabilities who are covered by federal laws on equal employment opportunity. (Pg 100)

Back 9

Protected Classes

Front 10

Suitable defense against a discrimination charge only when age, religion, sex, or national origin is an actual qualification for performing the job. (Pg 103)

Back 10

Bona Fide Occupational Qualification (BFOQ)

Front 11

State and local laws governing equal employment opportunity that are often more comprehensive than federal laws and apply to small employers. (Pg 111)

Back 11

Fair Employment Practice (FEP)

Front 12

Unwelcomed advances, request for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment. (Pg 112)

Back 12

Sexual Harassment

Front 13

A concept that refers to the rejection of a significantly higher percentage of a protected class for employment, placement, or promotion when compared with the successful, nonprotected class. (Pg 117)

Back 13

Adverse Impact

Front 14

– A rule of thumb followed by the EEOC in determining adverse impact for use in enforcement proceedings. (Pg 118)

Back 14

Four-Fifth Rule

Front 15

The act of giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering discrimination. (Pg 126)

Back 15

Reverse Discrimination

Front 16

The process of obtaining information about jobs by determining their duties, tasks, or activities.

Back 16

Job Analysis

Front 17

A statement of the tasks, duties, and responsibilities of a job to be performed.

Back 17

Job Description

Front 18

A statement of the specific knowledge, skills, and abilities of a person who is to perform a job needs.

Back 18

Job Specification

Front 19

A systemic process of determining the relative worth of jobs in order to establish which jobs should be paid more than others within an organization. (Salary)

Back 19

Job Evaluation

Front 20

An outgrowth of job analysis that improves jobs through technological and human considerations in order to enhance organization efficiency and employee job satisfaction

Back 20

Job Design

Front 21

The process of adding a greater variety of tasks to a job.

Back 21

Job Enlargement

Front 22

The process whereby employees rotate in and out of different jobs

Back 22

Job Rotation

Front 23

by job by adding more meaningful tasks and duties to make the work more rewarding or satisfying

Back 23

Job Enrichment

Front 24

This permit employees the option of choosing daily starting and quitting times, provided that they work a set number of hours per day or week

Back 24

Flextime

Front 25

Use of personal computers, networks, and other communications technology such as fax machines to do work in the home that is traditionally done in the workplace.

Back 25

Telecommuting

Front 26

The process of keeping track of and maintaining relationships with former employees to see if they would be willing to return to the firm

Back 26

Rerecruiting

Front 27

Informing applicants about all aspects of the job, including both its desirable and undesirable facets.

Back 27

Realistic Job Previews (RJP)

Front 28

Lines of advancement in an occupational field within an organizational

Back 28

Career Paths

Front 29

Services provided to an employee who is transferred to a new location, which might include help in moving, selling a home, orienting to a new culture, and/or learning a news language.

Back 29

Relocation Services

Front 30

Services provided by organizations to help terminated employees find a new job.

Back 30

Outplacement Services

Front 31

An extended period of time in which an employee leaves an organization to pursue other activities and later returns to his or her job

Back 31

Sabbatical

Front 32

Individuals who coach, advise, and encourage individuals of lesser rank

Back 32

Mentor

Front 33

The process of establishing mutually beneficial relationships with other business – people, including potential clients and customers.

Back 33

Career Networking

Front 34

An interview in which a set of standardized questions having an established set of answers is used. (Mid-level Mgrs and below)

Back 34

Structured Interview

Front 35

An interview in which an applicant is given a hypothetical incident and asked how he/she would respond to it. (Scenarios)

Back 35

Situational Interviews

Front 36

A process by which individuals are evaluated as they participate in a series of situations that resemble what they might need to handle on the job.

Back 36

Assessment Center

Front 37

An interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicant’s remarks. (High-Level Manager and Exec's)

Back 37

Nondirective Interview

Front 38

An incentive plan under which employee receivee a certain rate for each unit produced

Back 38

Straight piecework

Front 39

an incentive plan that sets rates based on the completion of a job in a predetermined standard time

Back 39

Standard hour plan

Front 40

An incentive payment that is supplemental to the base wage.

Back 40

Bonus

Front 41

Benefit plans that enable individuals employees to choose the benefits that are best suited to their particular needs

Back 41

Cafeteria Plan ( flexible benefits plans)

Front 42

Services provided by employers to help workers cope with a wide variety of problems that interfere with the way perform their jobs.

Back 42

Employee Assistance Programs (EAP)

Front 43

A one-time payment sometime given to an employee who is being involuntarily terminated.

Back 43

Severance Pay

Front 44

Any adjustment demand caused by physical, mental or emotional factors that requires coping behavior.

Back 44

Stress

Front 45

Positive stress that accompanies achievement and exhilaration

Back 45

Eustress

Front 46

Harmful stress characterized by a loss of feelings of security and adequacy

Back 46

Disstress:

Front 47

A severe stage of distress manifesting itself in depression, frustration and loss of productivity.

Back 47

Burnout

Front 48

Programs jointly sponsored by colleges, universities, and other organizations that offer students the opportunity to gain real-life experience while allowing them to find out how they will perform in work organizations.

Back 48

Internship Program

Front 49

A high-ranking manager directly responsible for forstering the ethical climate within the firm

Back 49

Chief Ethics Officer

Front 50

A performance appraisal that, like team appraisal, is based on TQM concepts and includes evaluation from both a firm’s external and internal customers.

Back 50

Customer Appraisal

Front 51

A performance rating error in which the appraisal is based largely on the employee’s most recent behavior rather than on behavior throughout the appraisal period.

Back 51

Recency Error

Front 52

A trait approach to performance appraisal whereby each employee is rated according to a scale of characteristics.

Back 52

Graphic Rating Scale

Front 53

A philosophy of management that rates performance on the basis of employee achievement of goals set by mutual agreement of employee and manager.

Back 53

Management by Objectives

Front 54

– An employee’s perception that compensation received is equal to the value of the work performed.

Back 54

Pay Equity

Front 55

Work paid on an hourly basis

Back 55

Hourly Work

Front 56

Work paid according to the number of units produced

Back 56

Piece Work

Front 57

Employees not covered by the overtime provisions of Fair Labor Standards Act

Back 57

Exempt

Front 58

Employees covered by the overtime provisions of the Fair Labor Standards Act

Back 58

Non-Exempt

Front 59

A change of assignment to a job at a higher level in the organization

Back 59

Promotion

Front 60

The right of an employer to fire an employee without giving a reason and the right of an employee to quit when he or she chooses.

Back 60

Employment-At-Will Principle

Front 61

A discharge or termination of an employee that is illegal.

Back 61

Wrongful Discharge

Front 62

A third party in an employment dispute who meets with one party and then the other in order to suggest compromise solutions or to recommend concessions from each side that will lead to an agreement.

Back 62

Mediator

Front 63

Specific employer and union illegal practices that deny employees their rights and benefits under federal labor law.

Back 63

Unfair Labor Practices (ULPs

Front 64

A provision of the labor agreement that requires employees to join the union as a requirement for their employment.

Back 64

Union Shop

Front 65

A statement signed by an employee authorizing a union to act as a representative of the employee for purposes of collective bargaining.

Back 65

Authorization Card

Front 66

A group or two or more employees who share common employment interests and conditions and may reasonably be grouped together for purposes of collective bargaining.

Back 66

Bargaining Unit

Front 67

Unions that represent all workers – skilled, semiskilled, and unskilled, employed along industry lines

Back 67

Industrial Unions

Front 68

An employee, who as a nonpaid union official, represents the interest of members in their relations with management

Back 68

Union Stewart

Front 69

An area in which the union and the employer are willing to concede when bargaining.

Back 69

Bargaining Zone

Front 70

A third-party neutral who resolves a labor dispute by issuing a final decision in the disagreement.

Back 70

Arbitrator

Front 71

A country in which an international corporation operates

Back 71

Host Country

Front 72

A firm with independent business units operating in multiple countries.

Back 72

Multinational Corporation (MNC)

Front 73

Employees from the home country who are on international assignment.

Back 73

Home Country Nationals (Expatriates

Front 74

Laws that require employers to advise employers to advise employees about the hazardous chemicals they handle

Back 74

RIGHT-TO-KNOW LAW

Front 75

A measure of the average range change in prices over time in a fixed "market basket" of goods and services

Back 75

Cuncumer Price Index (CPI)

Front 76

A set of standards of conduct and moral judgemtns that help to determine right and wrong behavior

Back 76

Ethics

Front 77

Wages increasing larger than rises in the consumer price index, that is, the real earning power of wages.

Back 77

Real Wages

Front 78

A system of job evaluation in which jobs are classified and grouped according to a series of predetermined age grades.

Back 78

Job Ranking System

Front 79

Special nonmonertary benefits given to executives; often referred to as perks

Back 79

Perquisites