Fundamentals Of Management Final 2

Front 1

_____: Processes of determining through observation and study, pertinent information relating to the nature of a specific job

Back 1

Job Analysis

Front 2

________: passed in 1968, initially designed to protect individuals ages 40-65 from discrimination in hiring, retention and other conditions of employment. Amended in 1978 to include individuals age 70.

Back 2

Age Discrimination in Employment Act

Front 3

_______: prohibits discrimination in hiring of persons with disabilities by federal agencies

Back 3

Rehabilitation Act of 1973

Front 4

__________:Gives individuals with disabilities sharply increased access to services and jobs

Back 4

Americans with Disabilities Act (ADA) of 1990

Front 5

_______:Permits women, minorities persons with disabilities and person who are religious minorities to have a jury trail and sue for punititve damages if they can prove intentional hiring and work place discrimination

Back 5

Civil Rights Act of 1991

Front 6

______: Enables qualified employees to take prolonged unpaid leave for family-and health-related reasons without fear of losing their jobs

Back 6

Family and Medical Leave Act (FMLA)

Front 7

_____attracting a group of qualified people for job vacancies

Back 7

Recruitment

Front 8

______:choosing the most likely to succeed in the job

Back 8

Selection

Front 9

________: provide a sample of behavior used to draw inferences about the future behavior or peformance of an individual

Back 9

Tests

Front 10

________: measure a person's strength, dexterity and coordination

Back 10

Psychomotor tests

Front 11

_______: Measure a person's capacity or potential ability to learn

Back 11

aptitude tests

Front 12

_______: measure the job-related knowledge possessed by a job applicant

Back 12

Job knowledge tests

Front 13

______:measure how well the applicant can do a sample of the work that is performed

Back 13

Proficiency tests

Front 14

________:determine how a person's interests compare with the interests of successful people in a specific job

Back 14

interest tests

Front 15

_____: attempt to measure personality characteristics

Back 15

psychological tests

Front 16

______: record physical changes in the body as the test subject answers a series of questions

Back 16

Polygraph tests

Front 17

_____:extent to which a test predicts a specific criterion

Back 17

test validity

Front 18

___:consistency or reproducibility of the results of a test

Back 18

test reliability

Front 19

____: an interview conducted using a predetermined outline

Back 19

structured interview

Front 20

______: An interview in which the interviewer prepares the major questions in advance but has the flexibility to use such techniques as probing to help assess the applicant's strengths and weaknesses

Back 20

semistructured interview

Front 21

______: An interview in which the interviewer prepares the major questions in advance but has the flexibility to use such techniques as probing to help assess the applicant's strengths and weaknesses

Back 21

semistructured interview

Front 22

______: interview that uses projective techniques to put the prospective employee in action situations that might be encountered on the job

Back 22

Situational interview

Front 23

________: interviews conducted without a predetermined checklist of questions

Back 23

Unstructured interviews

Front 24

____: An interview designed to place the interviewee under pressuer

Back 24

Stress interview

Front 25

__________: an interview in which two or more interviewers conduct the interview

Back 25

board interview

Front 26

____: an interview which questions several interviewees together in a group discussion

Back 26

group interview

Front 27

Benefits of teams?

Back 27

norms, cohesiveness, conformity, groupthink

Front 28

______: informal rules a group adopts to regulate group behavior

-sitting in a seating order

Back 28

Group Norms

Front 29

________: degree of attraction each member has the group or the "stick-togetherness" of the group

Back 29

Group Cohesiveness

Front 30

______:degree to which the members of the group accept and abide by the norms of a group

Back 30

group conformity

Front 31

__________:dysfunctional syndrome where group members lose their ability to think as individiuals and conform to group decisions at the expense of their individual good judgement

Back 31

groupthink

Front 32

_______:– idea that people want to be treated fairly

Back 32

Equity theory

Front 33

McClelland's Theory

Back 33

Need for Achievement
Need for Affliation
Need for Power

Front 34

_______: an approach to work motivation that associates factors of high-lower motivation with either the work environment or the work itself

example: pay and supervision, working conditions

Back 34

Herzberg motivation-hygiene

Front 35

_____:giving employee more of similar types of jobs

Back 35

Job enlargement

Front 36

_____:rotating job assignments within the organization

Back 36

Job rotation

Front 37

_____: upgrade by adding motivator factors

Back 37

Job enrichment

Front 38

_____: performance and value on workers out put determining level of motivation

Back 38

Expectancy Approach

Front 39

Expectancy approach depends o three basic beliefs:

Back 39

expectancy, instrumentality and valence

Front 40

_______: employee's belief that his or her effort will lead to the desired level of performance

Back 40

expectancy

Front 41

________: employees belief that attaining the desired level of performance will lead to desired rewards

Back 41

Instrumentality

Front 42

______: employees belief about the value of rewards

Back 42

Valence

Front 43

Four types of reinforcement exisit

Back 43

Positive Reinforcement
Avoidance
Extinction
Punishment

Front 44

_______: Providing a positive consquence as a result of a desirable behavior

Back 44

Positive Reinforcement

Front 45

_____: giving a person the opportunity to avoid a negative consquence by exhibiting a desirable behavior

Back 45

Avoidance

Front 46

______: providing no positive consequences or removing previously provided positive consequences as a result of undesirable behavior

Back 46

Extinction

Front 47

______: providing a negative consequence as a result of undesirable behavior

Back 47

Punishment

Front 48

_______workers general attitude about his job

Back 48

Job satisifaction

Front 49

______: type of control based on personal surveillance

Back 49

Behavior control

Front 50

_______: type of control based on measurement of outputs

-sales, records

Back 50

Output Controls

Front 51

_______:type of control based on exercising control to prevent a problem

Back 51

Preliminary control

Front 52

______: type of control that focuses on a process as it occurs

Back 52

Concurrent control

Front 53

______:type of control that designed to detect a potential problem

Back 53

Postaction control

Front 54

_______: form of budgeting in which the manager must justify each area of a budget.

Back 54

Zero-base budgeting

Front 55

_______financial measures alone do not adequately indicate how an organization is performing

Back 55

Balanced scorecard

Front 56

_______:– communicating to employees how they are performing their jobs

Back 56

Job appraisal

Front 57

_____:input from everyone to appraisal you

Back 57

Multirater assessment or 360-degree feedback

Front 58

Three types of errors in perfomance appraisal

Back 58

Leniency
Central Tendency
Recency

Front 59

_____:grouping of ratings at the positive end of the scale

Back 59

leniency

Front 60

_________:most employees are evaluated similarly

Back 60

Central tendency

Front 61

__________: based on work preformed most recently

Back 61

Recency