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51 Cards in this Set
- Front
- Back
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What are the Requirements of the OSHAct ?
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To assure safe and healthful working conditions for working men and women; by authorizing enforcement of the standards developed under the Act; by assisting and encouraging the States in their efforts to assure safe and healthful working conditions; by providing for research, information, education, and training in the field of occupational safety and health; and for other purposes.
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How does OSHA enforce these standards ?
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Conducted without advance notice
On-site inspections, or Phone/Fax investigations Highly-trained compliance officers |
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What are the rights and responsibilities under OSHA ?
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Under the OSH Act, employers are responsible for providing a safe and healthful workplace. OSHA's mission is to assure safe and healthful workplaces by setting and enforcing standards and by providing training, outreach, education and assistance
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What are the Strategies for minimizing accidents?
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selection
training motivation ergonomics |
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Why do organizations care about employee health issues ?
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companies can get lower insurance premiums they have to pay
healthy employees are more productive too |
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What are the characteristics of employee wellness and employee assistance programs ?
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Raising the overall wellness of employees
Passive programs (building awareness, employees identify problems and take action) Active Programs (emphasis on reinforcement and support) |
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what are the causes of stress?
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Personal
Type A personality-personality makes you more susceptible to stress Life events Occupational Stressful jobs Person-Job Fit Job-Related Role ambiguity, overload, conflict Change |
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The nature of stress
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its a physiological reaction to a stressor
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What are the effects stress?
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has a lot of negative effects
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ways of managing stress?
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Attack the symptoms
Attack the stressors (reduce ambiguity and conflict) Cope with the stressors (social support, control, etc) |
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What is the nature job analysis ?
What are the uses of job analysis? |
Process of fact finding and analysis
Performance Appraisal Career Planning Staffing Training Compensation HR Planning Legal Compliance Work Redesign |
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What are the Sources in job analysis ?
What are the methods used in completing a job analysis ? |
Analyst, Supervisor, Incumbent, Customers
Interview (individual or group) Questionnaires Observation / Video Taping Participant Diary / Logs DOT / O*NET |
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What are the content of the products or documents that result from a job analysis?
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The products of job analysis are JOB Descriptions and JOB Specifications:
job descriptions provide a written summary of the duties and responsibilities of the position; and job specifications focus on the personal characteristics and qualifications that are required to successfully perform the job. |
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what is the objective and process of HR planning?
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objective: To have the right talent in the right place at the right time capable of effectively and efficiently completing the tasks needed to help the organization achieve its strategic objectives.
Process: basically use the forecast demand + Labor Supply= Forecast of surplus or shortage which leads to goal setting and strategy planning |
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what are the purpose and techniques available for forecasting labor supply and demand, INTERNALLY?
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forecasting internal needs: Trend Analysis, Managerial Judgment
forecasting internal supply: Replacement Charts Computerized Information Systems Transitional Matrix Trend Analysis |
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what are the options for dealing with shortages and surpluses?
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Surplus: Transfer people to dept with shortages, paycuts, early retirements incentives, downsizing, hiring freeze, work sharing, RE-Training
Shortage: Expand Responsibility, tranfers, hire more people, hire temps, outsourcing, recalls, overtime, turnover reduction, improve productivity, technology innovation |
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what are the nature and goal of the recruitment process?
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process of identifying qualified candidates in the workforce and getting them to apply for jobs within an organization
processes include developing job announcements, placing ads, defining key qualifications for applicants, and screening out unqualified applicants. |
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what are Internal recruitment sources?
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Open VS Closed
Open: Post a job on company website or bulletin board Closed: figure out who would be good for a job before hand |
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what are External recruitment sources?
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Unsolicited – applicant initiated
Referrals Ads Educational Institutions Employment & Staffing Agencies Associations & Unions Job Fairs & Open Houses Prospecting Temporary Services |
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what are the Criteria for evaluating recruitment efforts?
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Number of Qualified Applicants
Diversity of Qualified Applicants Placement Rate Retention Rate Job Performance by Source Cost Per Hire by Source Cost Per High Performer Who Stays Speed of Hire |
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what are the desired Selection System Attributes?
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Reliability
Validity Generalizability Utility Legality Applicant Reactions |
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what are the the meaning and relevance of Reliability?
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Consistency of scores. Degree to which the measure is free from random error.
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what are the the meaning and relevance of Content Validity?
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Degree to which a measure is accurate or free from systematic error. The job relatedness of the measure
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what are the criterion-related validity (both concurrent and predictive)?
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Basically how well on the test also do well on the job, and those who do poorly on the test do poorly on the job.
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what are the nature and key issues associated with using the different selection methods covered?
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Bias Interviews- Information Errors (contrast effects, first impression error, similar to me error, Physical Characteristics
Non-verbal behaviors) Background checks- investigative agencies, Legality Reference checks-the sources of the references, got to check validity Application Blanks- Collecting verifiable and fairly accurate historical data from the candidate, Negative Screen, and you have to Verify What You Can Tests Drug exams Assessment Centers |
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what are the ways to improve employment interviews?
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Standardized Questions
Job Related Questions Limit and Focus the Purpose Train Interviewers Take Notes & Use Rating Scales Use Multiple Interviewers Provide Interviewers with Feedback and Incentives |
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what are the different strategies for making final selection decisions?
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employment testing, supervisor interview, hiring decision, and drug test
Combining Predictors - “Multiple hurdle” , “Compensatory”, “Mixed” Model |
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what are the nature and sources of motivation?
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NATURE: The psychological processes that arouse and account for an individual’s intensity, direction and persistence of goal-directed effort.
Arousal – how hard a person tries Direction – where efforts are channeled Persistence – how long the effort is maintained |
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what are the different kinds of flexible work schedules?
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Flextime.
Job Sharing. Compressed work week. Telecommuting. |
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what are the nature of job design and the different approaches or basis for designing a job?
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Job Rotation- (worker gets to see different different dept and jobs)
Job Enlargement- (giving people more tasks that are similar to past tasks) Job Enrichment- (change the job by adding all 5 core Job dimensions: skill variety, task identity, task significance, autonomy, and feedback) |
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what is the Maslow’s Need Hierarchy Theory:
1. The nature of that theory (i.e., need, behavioral, cognitive, etc.) 2. The basic tenants of that theory (i.e., what’s the crux of the theory) 3. The key concepts associated with each theory (e.g., hygiene and motivators for Herzberg’s) 4. Whether evidence supports the theory and if so to what extent and with what caveats 5. The implications of each theory for supervisors |
Physiological --> Safety --> Social --> Esteem --> Self-Actualization
Individual moves up the hierarchy as their needs are met. Only unmet needs motivate. |
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what is the McClelland’s Need Theory:
1. The nature of that theory (i.e., need, behavioral, cognitive, etc.) 2. The basic tenants of that theory (i.e., what’s the crux of the theory) 3. The key concepts associated with each theory (e.g., hygiene and motivators for Herzberg’s) 4. Whether evidence supports the theory and if so to what extent and with what caveats 5. The implications of each theory for supervisors |
Need for achievement (entrenprenuers)
Need for power Need for affiliation Certain profiles have been found to be more effective in certain types of jobs. |
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what is the Herzberg’s Two Factor Theory:
1. The nature of that theory (i.e., need, behavioral, cognitive, etc.) 2. The basic tenants of that theory (i.e., what’s the crux of the theory) 3. The key concepts associated with each theory (e.g., hygiene and motivators for Herzberg’s) 4. Whether evidence supports the theory and if so to what extent and with what caveats 5. The implications of each theory for supervisors |
MOTIVATORS- Satisfying if present; neutral, not dissatisfying if not present.
Managers should emphasize these factors to motivate people on their jobs. HYGIENE FACTORS- Neutral, not satisfying if present; dissatisfying if not present. Managers should address these factors to reduce dissatisfaction but should not necessarily expect motivation. |
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what is the Self Determination Theory:
1. The nature of that theory (i.e., need, behavioral, cognitive, etc.) 2. The basic tenants of that theory (i.e., what’s the crux of the theory) 3. The key concepts associated with each theory (e.g., hygiene and motivators for Herzberg’s) 4. Whether evidence supports the theory and if so to what extent and with what caveats 5. The implications of each theory for supervisors |
Cognitive Evaluation Theory Renamed to be Self determination Theory
It is concerned with the motivation behind the choices that people make without any external influence and interference. 3 innate needs that, if satisfied, allow optimal function and growth: Competence, Relatedness, Autonomy |
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what is the job characteristics model:
1. The nature of that theory (i.e., need, behavioral, cognitive, etc.) 2. The basic tenants of that theory (i.e., what’s the crux of the theory) 3. The key concepts associated with each theory (e.g., hygiene and motivators for Herzberg’s) 4. Whether evidence supports the theory and if so to what extent and with what caveats 5. The implications of each theory for supervisors |
Core Job Characteristics --> Critical Psychological --> Outcomes
1) Motivational (Organizational Behavior). 2) Efficiency (Industrial Engineering). 3) Mental Capacity (Cognitive Science). (Kinicki & Kreitner combine 2 & 3 under the label “perceptual motor” approaches) 4) Biological/Safety & Health (Ergonomics). |
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what is the Reinforcement Theory (Behaviorism)?
A. The nature of that theory (i.e., need, behavioral, cognitive, etc.) B. The basic tenants of that theory (i.e., what’s the crux of the theory) C. The key concepts associated with each theory (e.g., self-efficacy for social cognitive) D. Whether evidence supports the theory and if so to what extent and with what caveats E. The implications of each theory for supervisors |
People learn to behave to get things they want and to avoid things they don’t want.
Positive reinforcement- want target behavior MORE often Negative reinforcement Punishment (two types)- want target behavior MORE often, Positive Punishment-response cost, behavior LESS Extinction-want target behavior LESS often, Ignore target behavior |
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what is Bandura's Social Cognitive Theory?
A. The nature of that theory (i.e., need, behavioral, cognitive, etc.) B. The basic tenants of that theory (i.e., what’s the crux of the theory) C. The key concepts associated with each theory (e.g., self-efficacy for social cognitive) D. Whether evidence supports the theory and if so to what extent and with what caveats E. The implications of each theory for supervisors |
direct experience is NOT needed for learning to occur. change thru observation and persuasion
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what is Goal Setting Theory?
A. The nature of that theory (i.e., need, behavioral, cognitive, etc.) B. The basic tenants of that theory (i.e., what’s the crux of the theory) C. The key concepts associated with each theory (e.g., self-efficacy for social cognitive) D. Whether evidence supports the theory and if so to what extent and with what caveats E. The implications of each theory for supervisors |
need challenging specific goals
Key conditions for goals to work: Acceptance/Commitment Task ability and knowledge Action Plan Feedback Accountability SMART Goals: Specific Measurable Attainable (yet Challenging) Results oriented (well aligned) Time bound Goals of individual need to align with organization consists of: inputs, outcomes and outcomes/input ratios |
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what is Expectancy theory?
A. The nature of that theory (i.e., need, behavioral, cognitive, etc.) B. The basic tenants of that theory (i.e., what’s the crux of the theory) C. The key concepts associated with each theory (e.g., self-efficacy for social cognitive) D. Whether evidence supports the theory and if so to what extent and with what caveats E. The implications of each theory for supervisors |
Individual Effort --> Individual Performance --> Organizational Rewards --> Personal Goals
Important Links- Effort-performance relationship, performance-reward relationship, rewards-personal goals relationship all must occur for motivation ot occur |
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what is Equity theory/Organizational Justice?
A. The nature of that theory (i.e., need, behavioral, cognitive, etc.) B. The basic tenants of that theory (i.e., what’s the crux of the theory) C. The key concepts associated with each theory (e.g., self-efficacy for social cognitive) D. Whether evidence supports the theory and if so to what extent and with what caveats E. The implications of each theory for supervisors |
inputs: time, effort, experience
outcome: compensation, reward comparison of ratios creates dissonance Positive Equity-most motivating, you're getting over-rewarded Negative Inequity- under-rewarded, MOST common Resolve inequity- change inputs, distort self perceptions, distort perception of others, leave |
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what are the The purposes of performance management?
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Process through which companies insure that employees’ activities and outputs are congruent with the organization’s goals.
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what are the The purposes of the performance appraisal?
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Evaluating employees’ performance relative to their performance standards to insure that they are performing to their highest potential and level of effectiveness.
Uses of Performance Appraisal: Strategic Administrative Developmental |
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what are the desired attributes of an effective performance appraisal system?
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RELIABILITY
VALIDITY STRATEGIC ALIGNMENT FAIRNESS ACCEPTABILITY SPECIFICITY DIFFERENTIABILITY |
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what are the organizational program initiatives and policies that can facilitate career management?
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Support Individual Career Planning
Establish Career Paths & Promote From Within Hold Talent Review Discussions Provide Feedback Facilitate Development Realistic Expectations Delineate Responsibilities Evaluate Effectiveness |
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what are the employee and company responsibilities in the career management process?
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employee: self-assessment, Feedback(reality check), Goal setting and action plans
company: MATCH INDIVIDUAL AND ORGANIZATION NEEDS IDENTIFY OPPORTUNITIES AND REQUIREMENTS GAUGE EMPLOYEE POTENTIAL INSTITUTE CAREER DEVELOPMENT INITIATIVES |
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what are the Characteristics of effective appraisal feedback interviews?
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Invite Participation
Change Behavior Minimize Criticism Establish Goals Follow Up Day by Day |
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what are the Sources and functions of feedback?
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supervisor, self, peers, subordinates, customers
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what are The nature of different rating errors and steps that can be taken to reduce errors?
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INTENTIONAL ERRORS
Distributional Errors Political Behavior UNINTENTIONAL ERRORS Halo/Horns Error Contrast Error Similarity Error Temporal Errors Bias Rater Ignorance Reduce Error: Opportunity to Observe Understanding of Job Unbiased Perspective |
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what are the Alternative sources of appraisal information and the strengths, weaknesses, and appropriate use of each?
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temporal focuses, manager's role, supervisors, employees
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what are the different approaches to measuring performance, the strengths and weaknesses of each approach, and the common techniques used for each approach?
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RESULTS METHODS
Productivity Data MBO Systems Monitoring TRAIT METHODS and BEHAVIORAL METHODS: ABSOLUTE STANDARDS Graphic Rating Scale Mixed-Standard Scale Critical Incident Method BARS / BOS RELATIVE STANDARDS Forced Distribution Method Alternation Ranking Method Paired Comparison Method |
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what are the nature of performance appraisals?
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nature of comparison
nature of criteria |
