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53 Cards in this Set
- Front
- Back
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Development
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Development- The acquisition of knowledge, skills and behaviors that improve an employees ability to meet changes in job requirements and in client and customer demands, includes formal education, job experience, relationships and assessments of personality and is future based
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Training
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Focuses more on preparing an employee for a certain task in their current job
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Training vs. Development
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Training- Current, Low use of work experience, Goal is preparation for current job, participation required
Development- Future based, high use of work experience, preparation for changes, voluntary participation |
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4 Approaches to employee development
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Formal Education
Assessment Job Experiences Interpersonal Relationships |
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Formal Education
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First Employee development approach, short courses offered by consultants or universities to help employees, formal education style development
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Assessments
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Second employee development approach, Collecting information and providing feedback to employees about their behavior, communication style, or skills, includes MBTI, Benchmarking
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Job Experiences
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The relationships, problems, demands, tasks, and other features that employees face in their jobs, includes job enlargement, job enrichment, transfers, promotions...
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Interpersonal Relationships
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Learning through developing a personal relationship with a more experienced co-worker.
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MBTI
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Meyers Briggs type Indicator, A personality assessment tool used for team building and leadership development that identifies employees preferences for energy, information gathering, decision making, and lifestyle.
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In-basket exercise
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A simulation of the administration tasks of a manager's job.
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Leaderless group discussion
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Process in which a team of five to seven employees solves an assignment problem together within a specific amount of time.
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Benchmarks
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An instrument designed to measure the factors that are important to managerial success.
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360 degree feedback
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A performance appraisal system for managers that includes evaluations from a wide range of persons who interact with the manager. the process includes self-evaluation as well as evaluations from the managers boss, subordinates, peers, and customers.
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Transfers and willingness to accept
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The movement of an employee to a different job assignment in a different area of the company, employees must be willing to transfer for the company or request it.
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Reality Check
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Evaluating an employee's performance and comparing it to where the company is headed and if it will be useful or not.
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Succession planning
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The identification and tracking of high potential employee's capable of filing higher-level managerial goals.
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Characteristics of mentoring programs.
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Mentoring programs must use talented mentors, good leaders, employee development must be rewarded.
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Employment at-will doctrine
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The doctrine that, in the absence of a specific contract, either an employer or employee could sever the employment contract
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The law allowing for damages in wrongful discharge lawsuits.
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The law allows for damages when wrongful discharge is proven
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Outcome Fairness
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The judgement that people make with respect to the outcomes received relative to the outcomes received by other people with whom they identify.
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Interactional Justice
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A concept of justice referring to the interpersonal nature of how the outcomes were implemented
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Procedural Justice
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A concept of justice focusing on the methods used to determine the outcomes received.
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ADR Technologies
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A method of resolving disputes that does not rely on the legal system. Often proceeds through the four stages of open door policy, peer review, mediation, and arbitration.
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Disciplinary programs use
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First offense- verbal
second- written Third- threat of temporary suspension Fourh- suspension Fifth- Termination |
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Outplacement
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Counseling to help displaced employees manage the transition from one job to another.
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Job and psychological withdrawal
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Job withdrawal is when the job becomes dissatisfying and they find another, psychological withdrawal is when you become bored of a job and mentally withdrawal from it.
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Job satisfaction
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A pleasurable feeling that results from the the perception that one's job fulfils or allows for the fulfilment of ones important job values.
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Exit interviews
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When an employee is leaving or terminated there is generally an exit interview to gain input from the employee about the company.
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pay Level
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The average pay, including wages, salaries, and bonuses, of jobs in an organization.
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Internal vs. External equity
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Internal is getting employees from within the company, promotion, transfer...
External is attracting and retaining new emloyees. |
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Pay structure
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The relative pay of different jobs and how much they are paid.
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Efficiency wage theory
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A theory stating that wages influence worker productivity
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Rate ranges
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Different employees in the same job may have different pay rates
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Compensable factors
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The characteristics of jobs that an organization values and chooses to pay for
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Job analysis
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The analysis of a job, what he the job en.tailes
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Pay grades
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Jobs of similar worth or content grouped together for pay administration purposes.
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Compa-ratio
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an index of the correspondence between actual and intended pay.
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Minimum federal wage
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$7.25
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FLSA on overtime
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The FLSA requires companies to pay overtime for any hours worked over 40 hours a week
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Exempt vs. nonexempt FLSA
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Exempt means they need not comply, agriculture, water...
non-exempt means they must comply. |
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Expectancy theory
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The theory that says motivation is a function of valance, instrumentality and expectancy.
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Reinforcement theory
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a response followed by a reward makes the action more likely to occur in the future.
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Principal
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In agency theory a person who seeks to direct another person's behavior
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Agent
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in agency theory, a person who is expected to act on behalf of a principal ie manager company.
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Intrinsic vs. extrinsic motivation
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Intrinsic is motivation found within, driven from good feelings and other.
Extrinsic is externally cultivated motivation, promotions, raises... |
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Agency theory
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Linking the agent and the principal interests, supplying the stakeholders with what will benefit them and the company
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Gain-sharing
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A form of compensation based on group or plant performance that does not become part of the employees base salary, like year end bonus.
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Merit pay
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Annual increases of employees are linked to performance appraisal ratings
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Merit increase grid
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A grid that combines an employee's performance rating with the employees position in a pay range to determine the size and frequency of his or her pay increase.
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Demmings concerns
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Concerns for merit based compensation range from motivation for the wrong reasons, too much emphasis on personal performance, performance measurements not accurate.
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Individual Incentive system
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similar to merit pay, individual performance is rewarded by individual incentives. earned and re-earned.
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Profit sharing plans
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Profit sharing comes as a bonus or benefit to employees, where the company shares profits with employees, usually annually. encouraged because it is based on organizational performance.
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Stock options
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An employee ownership plan that gives employees the opportunity to buy the companies stock at previously fixed price. Generally better options for executives.
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