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;
24 Cards in this Set
- Front
- Back
|
what is leadership tone |
how you talk to people as a manager (dont use certain words like (management, write you up |
|
|
what is employee engagement |
get involved, care about results. mutual commitment. TRUST |
|
|
what is discretionary effort |
doing it and being happy about it, doing it because you want to, not because you have to
|
|
|
7steps to empower people |
1. hire the right people 2. orientation 3.job specific training 4.immediate and specific feedback 5.recognizing and rewarding 6. hold everyone accountable 7. walk the talk |
|
|
who benefits from empowered workforce |
everyone, manager can trust, customers are satisfied and want to come back, associates want to work and do their job, company makes money |
|
|
What is the difference between: employment standards act and ontario labor relations act |
ESA= basic minimum standards of employment OLR= all about unions |
|
|
what is ESA and what does it do |
employment standards act- provides min entitlements for employees; min wage, hours of work, holidays over time pay, maternaty leave |
|
|
what is CA, is it a law? what does it do |
Collective agreement, not a law, for unionized workers, rules written by employer and company, usually higher than ESA |
|
|
Ontario human rights code calls under? what is it for |
based on charter of rights and freedoms: religion, belief, opinion, ex. rioting, has to be peacful assembly, but cannot interfere with other peoples rights |
|
|
what is prohibited grounds |
things you cannot disciminate on, race, age, colour, sex and religion |
|
|
What is duty to accommodate |
adjustment of policies and practices so that no one is denied benefits, disadvantaged in employment, prevented from carrying out job |
|
|
what is undue hardship |
employers must accommodate based on undue hardship. undue harship is when it cost too much or if its unsafe |
|
|
what is BFOQ and what does it stand for |
bona fide occupational qualification- requirements to do a certain job. ex. sight to do a job, be able to reach things as a flight attendant |
|
|
difference between sexual annoyance and sexual coercion |
annoyance is employee, coercion is someone with power over you |
|
|
sexual harassment and reprisal |
a person who has authority and denies you something important if you dont do something for them like go to lunch |
|
|
your job when you get an harassment complaint |
1. take it seriously, and thank them 2. ask if they talked to the person themselves 3.investigate and document for proof 4. follow up with date 5. make sure it doesnt happen again 6. change harassment policy 7. walk the talk |
|
|
what does employment equity act protect? |
women, visible minorities, persons with disabilities, aborigional people |
|
|
what is employment equity for you as a manager when hiring |
the way you hire should reflect your demographic of the area your company is located |
|
|
what is systemic discimination give example |
when you choose employees based on prohibited grounds, ex. fire fighters must be 5`10 women and asians cannot be firefighters because most of them are not tall, friends or family to work, must know someone to work |
|
|
what is designated group experiences? |
lower pay, higher rates of unemployment for people under employment equity act, no place to climb up the ladder |
|
|
pay equity |
equal pay for male dominated job classes and female dominated job classes of equal pay to equal value |
|
|
managers duty to prevent harassment (4 things) |
harassment policy, training, documentation, taking action |
|
|
Poisoned work environment |
uharassment can have a bad effect on, or"poison", the places where you live, work or receive services. Evenif the harassment is not directed at you, it can still poison the environmentfor you or others.ive.comExpires: 0
|
|
|
example of departmental silos |
90% black people in housekeeping |
