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26 Cards in this Set
- Front
- Back
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intended to protect against discrimination in employment on the basis of race, ethnic background, gender, or religious preference |
Title VII of the 1964 Civil Rights Act |
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EEOC |
Equal Employment Opportunity Commission- the federal agency created to protect against discrimination in employment |
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protected groups |
groups including women and certain ethnic and racial minorities that have been identified as previous targets of employment discrimination |
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adverse impact |
when members of the protected group are treated unfairly by an employer's personnel action |
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ADA |
Age Discrimination in Employment Act- protects against age based discrimination, targeted for employees between age 40 and 70 |
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Griggs |
Griggs v. Duke Power Company: sup. ct. ruling that said that if hiring procedures led to adverse impact- the burden of proof was with company to show the procedures are valid |
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four-fifths rule |
states that a hiring procedure has adverse impact when the selection rate for any protected group is 4/5 of the group with the highest hiring rate |
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CRA 1991 |
reaffirmed the Griggs v Duke Power Company- burden of proof is with the company |
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ADA 1990 |
Americans with Disabilities Act- established four-fifths rule and protects against discrimination/ensures reasonable accomodation |
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affirmative action |
the voluntary development of policies that try to ensure that jobs are made available to qualified individuals regardless of sex, age, or ethnic background |
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Bona fide occupational qualifications |
real and valid occupational needs required for a particular job ex.) allowed to hire all-female or all- male locker room attendants |
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1975 Tarasoff Case |
patient disclosed want to kill his girlfriend to therapist, therapist told office manager but NOT authorities, patient kills girlfriend, her family sues therapy office -Result: when APA code conflicts with federal/state law, law takes precedence |
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F.W. Taylor |
measured how fast people can perform their jobs |
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Human factors |
how the individual is impacted by his/her physical environment |
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worker stress |
physiological and/or psychological reactions to threatening events |
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stressor |
environmental event perceived by an individual to be threatening |
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stress |
physiological arousal |
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GAS |
General adaptation syndrome- body’s response to stressor; unconscious & involuntary; 22 physiological indicators |
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Eustress |
positive phys arousal which can lead to better performance; often beneficial *stress not inherently negative *typical on the job *80% diseases have behavioral component i.e. heart disease, diabetes |
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Sources of stress |
1. situational- work related 2. underutilization: worker feels their skills are going to waste 3. job ambiguity- lack of clarity about job definition 4. lack of control 5. physical work conditions: lighting , extreme temp. 6. technostress: keeping up with technology |
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Type A behavior |
excessive drive, impatience, competitiveness |
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self efficacy |
a person’s belief in his/her ability to take courses of action that will lead to desired outcomes |
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Measurement of worker stress |
1. physiological - blood pressure monitoring, EKGs for heart rate-self-report 2. stressful life events 3. person-environment fit - workers ability, needs, and values compared with org’s demands, needs and values |
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Job burnout |
syndrome resulting from prolonged exposure to work stress that leads to withdrawal from the org, especially high in service organizations |
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3 phases of job burnout |
1. emotional exhaustion (EE) 2. depersonalization (DP) 3. feelings of low personal accomplishment (PA) |
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Employee Assistance Program |
separate part of org that deals w/ employee personal problems that affect workplace performance -confidential -goal is to help the employee get back on track |
