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78 Cards in this Set
- Front
- Back
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Define the Provisions of Title VII of the Civil Rights Act
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bans discrimination, including sex-based discrimination, by trade unions, schools, or employers that are involved in interstate commerce or that do business with the federal government
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Define Age Discrimination in Employment Act
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It was enacted in 1967 to promote the employment of older workers based on ability rather than age, prevent discrimination, and help solve the problems that arise with an aging workforce.
The Age Discrimination in Employment Act prohibits an employer from refusing to hire, firing, or otherwise discriminating against an employee age 40 or older, solely on the basis of age |
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Define Civil Rights Act of 1991
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he 1991 Act also made technical changes affecting the length of time allowed to challenge unlawful seniority provisions, to sue the federal government for discrimination and to bring age discrimination claims, while allowing successful plaintiffs to recover expert witness fees as part of an award of attorney's fees and to collect interest on any judgment against the federal government.
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Define the Americans with Disabilities Act
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Prohibits employers from discriminating against qualified disabled individuals
Qualified -being able to perform essential job functions with or without reasonable accommodations |
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Define Executive Order 11246
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every executive department and agency that administers a program involving federal financial assistance will require adherence to a policy of nondiscrimination in employment as a condition for the approval of a grant, contract, loan, insurance, or guarantee.
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define BFOQ
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Bona Fide Occupational Qualification
The Bona Fide Occupational Qualifications rule allows for the hiring of individuals based on race, sex, age, and national origin if these characteristics are bona fide occupational qualifications. Defense to Title VII of the Civil Rights Act of 1964 and Disparate Treatment |
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define business necessity
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Management's defense of an employment related decision (which disproportionately affects a particular group) that it is based on the genuine requirements of the firm and is consistent with other such decisions.
Defense to Adverse Impact |
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define affirmative action reasonable accommodation
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redesign the job
modify work schedules modify equipment to assist the person in performing the job |
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define adverse impact
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an undesirable and unexpected result of an action
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define disparate treatment
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Intentional discriminatory dealing with individuals having a disability or belonging to a particular group based on their age, ethnicity, race, or sex.
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define utilization Analysis
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is a statistical analysis of affirmative action/equal opportunity data of employers which is used as a tool for assessing the available workforce for given areas of a state.
The main goal of this process is to ensure equal access and equal opportunities for all workers. |
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define Quid Pro Quo
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You do something for me and I'll do something for you
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define hostile sexual environment
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Sexual harassment occurs when one employee makes continued, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, to another employee, against his or her wishe
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Authority and role of the EEOC
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The U.S. Equal Employment Opportunity Commission (EEOC) is an independent federal agency that enforces laws against workplace discrimination.
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Authority and role of the OFCCP
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Office of Federal Contract Compliance Programs- Office of Federal Contract Compliance Programs (OFCCP) is part of the U.S. Department of Labor. OFCCP is responsible for ensuring that employers doing business with the Federal government comply with the laws and regulations requiring nondiscrimination. ..
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define ethics
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principles of conduct governing an individual or a group
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differences in ethical and legal behavior
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things can be legal but not right.
companies that emphasizes fairness and justice tend to be the most ethical |
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Factors that influence and neutralize/enhance ethical behavior
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Individual factors- Values
Organizational Factors- competitive pressure, unethical managers, culture, and ethical codes and compliance |
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define HR's role in facilitating ethics in organizations
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Staffing - hire more ethical people
Training- awareness of codes and compliance, how to recognize ethical dilemma Performance appraisal Rewards and Discipline Modeling- Ensuring the fairness of HR policies and practices |
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define the determinants of individual behavior
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1) Motivation,
2) Ability 3) Situation |
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define the major ways individuals differ
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demographics
abilities knowledge skills personality values interests experiences |
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differences between ability, personality, and values
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ability-individual capacity to perform various tasks
personality- stable characteristics that contribute to a person's identity values- judgments about what is right, good or desirable. Influence our perceptions, attitudes and behavior |
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define cultural influences on behavior
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societal culture
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define cultural dimensions from the GLOBE project
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Power Distance
Uncertainty avoidance Institutional collectivism In-Group Collectivism Future Orientation Performance orientation Humane Orientation |
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How ability, personality and values relate to job, occupation and organizational fit
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the outcomes: attraction, performance, retention, satisfaction, etc.
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define agreeableness
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good-natured, cooperative, "soft-hearted" and trusting
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define emotional stability
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calm, self-confident, secure, and unworried
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define openness to experience
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curious, imaginative, artistic and broad-minded
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define conscientiousness
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responsible, dependable, persistent, achievement oriented, and organized
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define extroversion
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sociable, outgoing, talkative and assertive
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define Locus of Control
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is a personality construct referring to an individual's perception of the locus of events as determined internally by his/her own behavior vs. fate, luck, or external circumstances.
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define self-monitoring
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the degree to which a person is aware of social demands on and expectations of their behaviour, and is able to modify it accordingly
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define self esteem
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respect for oneself
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define proactive personality
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how likely to take action to impact his or her environment or circumstances
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what are the targets of commitment?
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employer, union, dept, work team
supervisor, co-worker, subordinate decisions, goals, project career, customer, suppliers |
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what are the consequences of commitment?
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affect
motivation withdrawl |
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what are the nature, causes and consequences of job satisfaction?
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NATURE: performance and satisfaction are interrelated
CAUSES: need fulfillment, discrepancies, value attainment, equity, genetic CONSEQUENCES:counterproductive work behavior minimized, improve customer satisfaction, withdrawl cognitions, organizational citizenship behaviors |
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what is the relationship between attitudes and behaviors?
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attitudes can help shape behaviors (ie. peer pressure)
behaviors can help shape attitudes (self-perception theory-based on a past or simliar experience a person will develop in attitude) |
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define emotional intelligence
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one's ability to detect and manage emotional cues and information
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define emotional contagion
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the influence of one's persons affect on the moods of others
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define emotional labor
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the effort required to display emotions that one is not really feeling
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what are the components and consistency of attitudes?
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define as the summary judgments of a persons, things or events
attitudes influence your.... feelings(affective component) thoughts(cognitive component) Actions(behavioral component) |
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define the nature of AFFECT
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generic term that encompasses both emotions and moods
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define the nature of EMOTIONS
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Intense feelings that are directed at someone or something
are needed to make sound decisions |
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define the nature of MOODS
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Less intense feelings that lack a specific contextual stimulus
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define Attribution Theory
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ascribing motives, intentions or reasons to explain why things happened or why someone did what they did
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define Fundamental Attribution Error
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we tend to blame the person first and not the situation. Ignore contributing environmental factors
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Define Self-Serving Bias
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we are more likely to claim responsibility (internal attribution) for success than we are for failure (external contribution)
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define Cognitive Dissonance Theory
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people want to appear rational
Dissonance is created by incompatible attitudes and actions not consistent with attitudes people reduce dissonance by attitude change, behavior change or rationalization |
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what is the nature and definition of perception?
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process by which people organize and interpret their sensory impressions in order to give meaning to their environment
People feel and act on their perceptions not on reality can not predict attitudes or behavior without knowing this |
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what is McGregor’s Theory X and Theory Y ?
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Theory X: Pessimistic, negative view of employees.
Theory Y: Positive view of employees. |
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define People-centered organizational practices
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Job security
Careful hiring Power to the people Generous pay for Performance Lots of training Less emphasis on status Trust building |
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what is human capital?
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The productive potential of one’s knowledge and actions
The productive capacity of employee’s (their knowledge, skills, ability, experience, motivation, etc.) |
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what is social capital?
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The productive potential of strong, trusting, and cooperative relationships
Synergistic gains from people working together |
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how OB and HR impact organizational effectiveness.
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HR/OB drives behavior to drive business results
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What is the contingency approach to management
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Management concepts and techniques must be used in a situationally appropriate manner, instead of trying to rely on “one best way”
Contingent relationships hold for some people or in some situations but not others. |
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what is the nature of Organizational Behavior (OB)?
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Individual Differences
Perceptions Attitudes & Emotions Motivation Team Dynamics Leadership Organizational Culture Organization Change |
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What is the nature of Human Resource (HR)?
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Strategic HRM
Human Resource Planning Recruitment & Selection Performance Management Compensation & Benefits Ethics & Fairness Safety & Health Training and Development |
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What is the nature of Management?
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manager fail because....
Insensitivity to others Poor working relations Inability to build or lead a team Authoritarianism Inability to change and adapt |
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What is Human Resource Management (HRM) ?
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has staff authority which varies and needs to be negotiated
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Responsibilities of HR Departments
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analysis/design of work
HR planning recruitment selection training/development compensation performance management employee relations |
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what are HR Responsibilities of supervisors?
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needs to be involved in strategic planning and ensure that HR activities are contributing to business and organizational goals.
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Line versus staff authority
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Line Authority: Managers can give orders to their direct reports
Staff Authority: Assist and advise line managers. Need managers cooperation to give orders. |
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what are competitive challenges influencing HR?
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globalization
technology change workforce diversity skill deficiencies empowerment team-based work strategic challenges new employment relationship ethics |
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How can HR gain a competitive advantage through people ?
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Combining
Core Competencies to Create a Competitive Advantage Recruit rare people, people that add value, organized people, and people that are not imitable |
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what is overall Strategic planning?
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Two primary elements Formulation & Implementation
Integrates goals, tactics, policies and practices in order to maintain a competitive advantage. |
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what is Strategic HRM?
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Recruitment
selection training development Performance mgt rewards communication |
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what are the nature and functions of organizational culture?
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definition: “What it’s like to be a member of the organization.”
culture permeates everything like HR strategy recruiting and safety and training “A set of shared, taken-for-granted implicit assumptions that a group holds and that determines how it perceives, thinks about and reacts to its various environments” |
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what are the layers of organizational culture?
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observable artifacts: The physical manifestation of an organization’s culture.
Espoused Values: stated value of the company need to align with actions Underlying Assumptions: The core of organizational culture. The most resistant to change. |
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What are the types of culture?
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1) Dominate
2) Subculture |
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Define Dominant Culture
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The culture of the overall organization.
Shared by the majority of members. |
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Define Sub-Cultures
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Usually develop within different units, departments, or geographic locations.
Influenced by experiences or challenges unique to those sub-group members. |
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Define the outcomes associated with a strong culture.
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The stronger the culture, the greater the influence on the behavior of its members
In a strong culture, the organization’s core values are both intensely held and widely shared Core Values are the primary or dominant values that are accepted throughout the organization. |
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what are some issues with changing culture ?
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Cultural change is difficult but not impossible.
Factors working against culture change: Leadership & management styles Formal structure Physical design of spaces & buildings Entrenched rituals, stories, symbols, & language. Current employees who fit the current culture |
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what are some processes that can facilitate cultural change?
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Leader change or changes in leader behavior
Formal statements (vision, mission, values, etc.) as well as frequent, consistent communication Redesign organizational structure, systems, & processes Redesign the physical space and work environment New stories, rituals, symbols and language must be introduced HR systems (selection, training, appraisal, rewards) need to be revised to reinforce the new culture Transfers and terminations may be necessary |
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what could make culture a liability?
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Barrier to change
Barrier to mergers and acquisitions |
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What are some socialization Tactics?
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Formal versus Informal
Individual versus Collective Fixed versus Variable Serial versus Random Investiture versus Divestiture |
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Define some socialization dimensions.
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Language
History Task Proficiency Working Relationships Social Relationships Politics Structure Goals/Strategy Culture/Values Rules/Policies Navigation Inducements |
