Human Resource Management Final

Front 1

Moral awareness

Back 1

does the person recognize if there is an ethical dilemma

Front 2

Moral Disengagement

Back 2

eithics slide when you view people as outisders and morals dont apply to them

Front 3

Moral Compass

Back 3

tend to equate whats best for the orginizations with whats the right thing to do

Front 4

Golden Rule

Back 4

They're not employees they're people, a manager should treat employees with dignity and respect

Front 5

litigious workforce

Back 5

relies more on the managers sense of fairness to ensure fairness

Front 6

The three Pilars

Back 6

Rules- no poor preformance, no alchol or drugs, no gambling

Penalities- progressive levels

Appeals process

Front 7

Non-Punititive disicipline

Back 7

Discipline without punishment , aims to build employees understanding of rules

Front 8

Termination at will

Back 8

a employee can be fired at any time just as they can quit at any time

Front 9

satutory exceptions

Back 9

an employee cannot be fired based on race color religion sex or national origin

Front 10

Common Law Exceptions

Back 10

(Just cause) irdk lol its a threat to termintion at will

Front 11

Public Policiy exception

Back 11

when a termintion is against a well established public policy

Front 12

Four basic grounds for dismisal

Back 12

Unsatisfactory preformance- failure to complete task

Miscounduct-deliberate breach of rules

Lack of Quals- inability to do work(may be trying)

Changed requirments- inability to do job once its changed

Front 13

Isubourdination

Back 13

direct disregard for boss's authority

Front 14

Wrongful discharge

Back 14

when a termination dosn't comply with public law or management agreement

Front 15

Fairness safe guard

Back 15

use practices that ensure your actions are fair

Front 16

Severance pay

Back 16

Pay for a certain amount of time after the employees termintion

Front 17

Termination interview

Back 17

carefully plan an interview that will make the employee understand why he is being fired

Front 18

Outplacement counceling

Back 18

employer arranges to provide employees with career planning and job search skills

Front 19

exit interview

Back 19

interview with someone who is leaving but not fired to gain insight and experience

Front 20

layoff

Back 20

an employeer sends workers home due to lack off work may end up being permenant

Front 21

Downsizing

Back 21

reducing the amount of people reduced by a firm on the rise, need a good system to ensure keep right people

Front 22

closed shop

Back 22

company can only hire union members (Banned in 1940)

Front 23

Union Shop

Back 23

company can hire non-union members as long as they join union after

Front 24

agency shop

Back 24

employees who dont belong to the union still have to pay union fees due to the union helping all employees

Front 25

preferential shop

Back 25

union members get prefreance in hiring but the employeer can still hire non-union members

Front 26

Maintence membership agreement

Back 26

employees dont have to have union membership but union members must reamain in the union for the lenght of the contract

Front 27

AFL-CIO

Back 27

voluntary federation of about 56 labor unions

Front 28

SEIU

Back 28

fast growing federation of more than 2.2 million workers

Front 29

union salting

Back 29

placing union members in non-union jobs with the idea of unionizing

Front 30

Union busters

Back 30

attorneys hired by management to fight unionization in their shops

Front 31

union rep

Back 31

union assigns a rep to gauge the intrest of a companies intrest to unionize

Front 32

TIPS

Back 32

dont THREATEN,INTEGROGATE, PROMISE,or SPY

Front 33

Authorization cards

Back 33

cards employees have to sign to be pro-union,before an election to take place 30% of employees have to sign

Front 34

decertification

Back 34

getting rid of union

Front 35

collective bargaining

Back 35

labor and management negotiate wages hours and condition of employement based on good faith

Front 36

Good-Faith Bargaining

Back 36

proposals are met with counterproposals that are realativley reasonable

Front 37

Dilatory tactics

Back 37

delaying meeting to try and slow momentum of the union or management

Front 38

unilateral changes in conditions

Back 38

viewed as an employeer not bargaing with the intent of reaching an agreement

Front 39

Voulutary baraging agreements

Back 39

not mandatory or illegal, became apart of negotiation thru joint agreement

Front 40

illegal bargaing items

Back 40

baragaing clauses forbeddien by law q

Front 41

mandatory bargaining items

Back 41

wages hours rest periods layoffs transfers benefits and severance pay

Front 42

blue sky

Back 42

each side presents demands that will probably never happen

Front 43

subcommitte studies

Back 43

for joint comittes to work out reasonable alteratives

Front 44

Impases

Back 44

when a point is brought up in an agreement that prohibits the agreements that prohibits the agreement from being signed

Front 45

fact finder

Back 45

studies the issues and makes public recomenadtion of what a reasonable settlement may be

Front 46

Economic strike

Back 46

results on a failiure to come to labor agreement

Front 47

union labor practice strike

Back 47

protest on illegal conduct by employeer

Front 48

wildcat strike

Back 48

a unauthorized stike occuring during the term of contract

Front 49

sympathy strike

Back 49

one union strikes in suppourt of other union

Front 50

picketing

Back 50

first step of strike to inform public

Front 51

Take a strike

Back 51

a side willingly to take a strike becasue of heavy need

Front 52

corperate campaign

Back 52

exert pressure on the corporation by pressuring the copmanys other unions shareholders directors customers or even GOVT officals

Front 53

boycott

Back 53

removal of partronage of the companies bank

Front 54

lockout

Back 54

a refusal by the employer to provide oppurtunites to work

Front 55

injunctions

Back 55

judical order that restrains a person from begining work an action threating legal rights of another

Front 56

contract administration

Back 56

since no labor agreement contract can ever be complete a process is required for administrating the contract clauses

Front 57

Occupational safety and health act

Back 57

to assure safe and healthful working conditions and preserve human resources

Front 58

OSHA

Back 58

set and adminaster the saftey and health standards

Front 59

occupational illness

Back 59

abnormal or disorder caused by exopousure caused by to enviornmental factors associated with employement

Front 60

Pre-citaion settlements

Back 60

a citation is brought up b4 check and penalities are issued after osha and emplyer negotiate settlement

Front 61

burnout

Back 61

total depletion of physical and mental resources caused by excessive striving to reach an unrealistic goal

Front 62

workaholics

Back 62

someone who always feels the need to meet a dealine puts themselves under more stress than others

Front 63

Employee engagement

Back 63

refers to being physically invovled connected and commited to getting job done

Front 64

bargaing unit

Back 64

a group of employees who will come out of a hearing