Reading...
Play button
Play button
Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
113 Cards in this Set
- Front
- Back
|
Manager
|
person who is in charge of others and is responsible for the timely and correct execution of actions that promote his or her unit's success
|
|
|
Line Employee
|
an employee involved DIRECTLY in producing goods or delivering services
|
|
|
Human Resource Strategy
|
people who work in an organization (Personnel)
|
|
|
Human Resource Tactic
|
a particular HR policy or program that helps to advance a firm's strategic goal
|
|
|
Staff employee
|
an employee who supports line employees
|
|
|
Changes in internet revolution
|
Great written communication, information overflow, breaking down labor market barriers, online learning, HR focusing on management
|
|
|
Workforce Diversity
|
More women and minorities have jobs than in previous years
|
|
|
decentralization
|
transferring responsibility and decision making authority from a central office to people and locations closer to the situation that demands attention
|
|
|
downsizing
|
a reduction in a company's workforce to improve its bottom line
|
|
|
Organizational Culture
|
basic assumptions and beliefs shared bu members of an organization. beliefs operate unconsciously and define in a basic taken-for-granted fashion an organization's view of itself and its environment
|
|
|
Decisions come from upper levels of the organization
Decisions come from a central source |
Centralization
|
|
|
Decisions are made at lower levels of firm
Decisions come from a variety of sources |
Decentralization
|
|
|
Telecommuting
|
employees working at home
|
|
|
Electronic Monitoring
|
sophisticated software that monitors when , how and why workers are using the internet
|
|
|
Egalitarianism
|
meaning the power and authority are spread more evenly among all employees
|
|
|
Outsourcing
|
subcontracting work to an outside company that specializes in and is more efficient at doing that kind of work
|
|
|
Productivity
|
measure of how much value individual employees add to the goods or services that the organization produces
|
|
|
Quality of Work Life
|
a measure of how safe and satisfied employees feel with their jobs
|
|
|
empowerment
|
providing workers with the skills and authority to make decisions that would traditionally be made by managers
|
|
|
Brain Drain
|
the loss of high-talent key personnel to competitors or start up ventures
|
|
|
mix of businesses a corporation decides to hold and the flow of resources among those businesses
|
Corporate Strategy
|
|
|
formulation and implementation of strategies by a firm that is relatively autonomous, even if it is part of a larger corporation
|
Business unit Strategy
|
|
|
strategy that is aimed at gaining a competitive advantage through lower costs
|
Overall Cost Leadership
|
|
|
strategy that attempts to achieve a competitive advantage by creating a product or a service that is perceived as unique
|
Differentiation
|
|
|
strategy relies on both a low cost position and differentiation with the objection of serving a narrow target market better than other firms
|
Focus
|
|
|
conservative business units that prefer to maintain a secure position in relatively stable product or service areas instead of looking to expand into uncharted territory
|
Defenders
|
|
|
emphasize growth and innovation , development of new products and an eagerness to be the first in new-product or market areas even if some of these efforts fail
|
Prospectors
|
|
|
Miles & Snow Business Strategy
|
Defenders & Prospectors
|
|
|
Formal or informal relationships between people in an organization
|
Organizational Structure
|
|
|
The way work is organized to meet the organization's production or service goals
|
Work Flow
|
|
|
pyramid shaped organizational structure that consists of hierarchies with many levels of management
|
Bureaucratic Organizational Structure
|
|
|
organizational structure that has only a few levels of management and emphasizes decentralization
|
Flat organizational structure
|
|
|
structure that enables an organization to form relationships with customers, suppliers, competitors, either to pool organizational resources for mutual benefit or to encourage cooperation in an uncertain environment
|
Boundary-less Organizational Structure
|
|
|
small number of people with complementary skills who work toward common goals for which they hold themselves mutually accountable
|
team
|
|
|
team responsible for producing an entire product , a component, or an ongoing service
|
self-managed team
|
|
|
team consisting of volunteers from a unit or department who meet one or two hours per week to discuss quality improvement, cost reduction, or improvement in the work environment
|
Problem-solving team
|
|
|
team that relies on interactive technology to work together when separated by physical distance
|
Virtual Team
|
|
|
theory that attempts to identify and explain the factors that employees find satisfying and dissatisfying about their jobs
|
Two-factor Theory
|
|
|
theory that suggests that employees' goals help to explain motivation and job performance
|
Goal-Setting Theory
|
|
|
theory that states that employees will be more more motivated to work and more satisfied with their jobs to the extent that jobs contain certain core characteristics
|
Job characteristics theory
|
|
|
Dissatisfaction
|
Hygiene
|
|
|
Dissatisfaction
|
Motivator
|
|
|
5 Core Job Characteristics
|
Skill Variety, Task Identity, Task Significance, Autonomy, Feedback
|
|
|
process of organizing work into the tasks required to perform a specific job
|
Job Design
|
|
|
theory states that employees will be more motivated to work and more satisfied with their jobs to the extent that jobs contain certain core characteristics
|
Job Characteristics
|
|
|
3 Critical Psychological States
|
Experiences meaningfulness, experienced responsibility,knowledge of results
|
|
|
Job Characteristics Outcomes
|
High internal work motivation
High quality work performance High satisfaction with work Low absenteeism and turnover |
|
|
Job characteristics outcomes only occur when employees
|
have the competencies to do the job, want personal growth in their jobs,have context satisfaction
|
|
|
assumes that work can be broken down into simple, repetitive tasks that maximize efficiency
|
work simplification
|
|
|
process of expanding a job's duties
|
job enlargement
|
|
|
process of rotating workers among different narrowly defined tasks without disrupting the flow of work
|
job rotation
|
|
|
process of putting specialized tasks back together so that one person is responsible for producing a whole product or an entire service
|
job enrichment
|
|
|
systematic process of collecting information used to make decisions about jobs. identifies tasks, duties, and responsibilities of a particular job
|
Job analysis
|
|
|
What is a job incumbent
|
person who is currently assigned to the job in question
|
|
|
Methods of Gathering Job Information for Job Analysis
|
Interview
O*Net Observation Diary Questionnaire Checklist Position Analysis Questionnaire (PAQ) Work Participation |
|
|
Writing and updating job descriptions
Developing criteria for recruitment and selection Developing criteria for performance appraisals Designing compensation systems Structuring training & development activities Improving career counseling |
O*NET
|
|
|
Job analysis can help the HR department generate a higher-quality pool of job applicants
|
Recruitment
|
|
|
Job analysis can be used to determine whether an applicant for a specific job should be required to take a personality test or some other kind of test
|
Selection
|
|
|
Performance standards used to judge employee performance purposes of promotion, rewards, discipline, or layoff should be job related
|
performance appraisal
|
|
|
job analysis information can be used to compare the relative worth of each job's contributions to the company's overall performance
|
compensation
|
|
|
job analysis is an important input for determining training needs
|
Career Development
|
|
|
Guidelines for conducting a job analysis
|
Determine application of job analysis
Select job(s) to be analyzed Gather job information (verify accuracy) Document the job analysis by writing a job description |
|
|
written documentation that identifies, describes, and defines a job in terms of its duties, responsibilities, working conditions and specifications
|
Job Description
|
|
|
Elements of Job Description
|
Identification Information
Job Summary Job Duties & Responsibilities Job Specification & Minimum Qualifications |
|
|
an organization's full-time employees
|
Core Workers
|
|
|
workers hired to deal with temporary increases in an organization's workload or to do work that is not part of its core set of capabilities
|
Contingent workers
|
|
|
work arrangement in which 2 or more employees divide a job's responsibilities, hours, and benefits among themselves
|
Job Sharing
|
|
|
is the process by which employees transfer routine or peripheral work to another organization that specializes in that work and can perform more efficiently
|
Outsourcing
|
|
|
Advantages of Outsourcing
|
-Better quality people
-Reduction in administration costs -Strong cultural or employee morale |
|
|
Disadvantages of Outsourcing
|
-losing control of an important activity
- losing an opportunity of gaining knowledge and information |
|
|
refers to the use of international outsource providers to gain competitive advantage in the market
|
offshoring
|
|
|
time when all employees are expected to be at work.
|
core time
|
|
|
time during which employees can choose not to be at work/
|
Flextime
|
|
|
this schedule alters the number of workdays per week by increasing the length of the workday to 10 or more hours
|
compressed workweek
|
|
|
allow employees to cultivate tailored lifestyles while working a full time job
|
telecommuting
|
|
|
system used to collect, record, store, analyze, and retrieve data concerning an organization's human resources
|
HRIS
|
|
|
There are three reasons why we should understand the legal environment according to the text. What are these three reasons?
|
1. do the right thing
2.realizes the limitations 3.minimize firm's potential liability |
|
|
law that requires the same pay for men and women who do the same job in the organization
|
Equal Pay Act
|
|
|
What is the gap between men’s and women’s earnings in the U.S.?
|
77 cents to a dollar
|
|
|
Title VII prohibits employers from basing employment decisions on what five things?
|
race,color,religion,sex, and national origin
|
|
|
group of people who suffered discrimination in the past and who are given special protection by the judicial system
|
protected class
|
|
|
making of distinctions among people
|
discrimination
|
|
|
section of the civil rights act of 1964 that applies to employment decisions, mandates that employment decisions not be based on race, color, religion, sex or national origin
|
Title VII
|
|
|
2 Types of illegal discrimination
|
Disparate Treatment
Adverse Impact |
|
|
discrimination that occurs when individuals are treated differently because of their membership in a protected class
|
disparate treatment
|
|
|
discrimination that occurs when the equal application of an employment standard has an unequal effect on one or more protected classes
|
adverse impact
|
|
|
"prima facie"
|
on its face
|
|
|
Griggs vs. Duke Power case
|
Adverse impact
|
|
|
Albemarle Paper Company vs. Moody case
Employment test |
Employment test
|
|
|
an EEOC provision for establishing a prima facie case that an HR practice is discriminatory and has an adverse impact.
|
four-fifths rule
|
|
|
Characteristics that are Not Covered Federally
|
Height and weight (unless it violates ADA)
Marital status Sexual orientation |
|
|
Job Relatedness
|
the employer has to show that the decision was made for job-related reasons
|
|
|
BFOQ
|
characteristic that must be present on all employees for a particular job
|
|
|
Seniority
|
employment decisions that are made in the context of a formal seniority system are permitted
|
|
|
Business Necessity
|
defense used when the employment practice is necessary for safe and efficient operation of the organization and there is an overriding business purpose for the discriminatory practice
|
|
|
requires employers to treat an employee who is pregnant in the same way as any other employee who has a medical condition
|
Pregnancy Discrimination Act of 1978
|
|
|
2 Types of Sexual Harassment
|
Quid Pro Quo
Hostile Work Environment |
|
|
harassment that occurs when sexual activity is required in return for getting or keeping a job or job related benefit
|
Quid Pro Quo
|
|
|
harassment that occurs when the behavior of anyone in the work setting is sexual in nature and is perceived by an employee as offensive and undesirable
|
Hostil Work Environment
|
|
|
prohibits discrimination against the same categories of people that Title VII protects
|
Executive Order 11246
|
|
|
What is affirmative action?
|
Practice in which employer’s identify conspicuous imbalances in their workforce & take steps to correct under-representation of protected classes
|
|
|
Are all organizations in the U.S. required to have an affirmative action program (AAP)?
|
No! AA applies only to contractors supplying goods and services to the federal government
Private sector employees may choose to have a voluntary affirmative action program, but only in response to a “conspicuous imbalance” |
|
|
What does an Affirmative Action Program involve?
|
Organizational profile - workforce analysis
Job group analysis Availability analysis Comparison with current job incumbents Placement goals Identification of problem areas Action-oriented program |
|
|
Explain a REASONABLE plan
|
Goal of minority employment cannot exceed percentage of qualified minorities in the market
Plan must be temporary Plan cannot unduly harm opportunities for white males |
|
|
Pros of AAPs
|
Helps to reduce discrimination
Don’t have to hire unqualified people “Reverse discrimination” isn’t a big problem |
|
|
Cons of AAPs
|
May be abused by employers
Incompetence assumption Opposition to consideration of demographics |
|
|
the law prohibiting discrimination against people who are 40 or older
|
Age Discrimination in Employment Act 1967
|
|
|
makes it illegal for employers to discriminate in providing benefits to employees based on age
|
Older Workers Protection Act 1990
|
|
|
people who have a physical or mental impairment that substantially affects one or more major life activities
|
individuals with disabilities
|
|
|
People not considered to be disabled
|
people whose current use of alcohol is affecting their job performance and those who use illegal drugs
|
|
|
Intellectual Disabilities covered by ADA
|
IQ level below 75, adaptive skills, disability originated before age of 18
|
|
|
job duties that each person in a certain position must do or must be able to do to be an effective employee
|
essential functions
|
|
|
an action taken to accomodate the known disabilities of applicants or employees so that disabled persons enjoy equal employment opportunity
|
reasonable accommodation
|
