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;
81 Cards in this Set
- Front
- Back
|
Human resources (HR)
|
the people that an organization employs to carry out various jobs, tasks, and functions in exchange for wages, salaries, and other rewards
|
|
|
Human resource management (HRM)
|
the comprehensive set of managerial activities and tasks concerned with developing and maintaining a qualified workforce--human resources--in ways that contribute to organizational effectiveness
|
|
|
Outsourcing
|
the process of hiring outside firms to handle basic HRM functions, presumably more efficiently than the organization
|
|
|
Scientific management
|
one of the earliest approaches to management, was concerned with structuring individual jobs to maximize efficiency and productivity
|
|
|
Human relations era
|
supplanted scientific management as the dominant approach to management during the 1930s
|
|
|
Hawthorne studies
|
revealed that individual and group behavior played an important role in organizations and that human behavior at work was something managers really needed to understand more fully; sparked the human relations era
|
|
|
Hierarchy of human needs
|
created by Abraham Maslow during the human relations era
|
|
|
Theory X and Theory Y
|
created by Douglas McGregor from the human relations movement
|
|
|
Personnel departments
|
specialized organizational units for hiring and administering human resources, became popular during the 1930s and 1940s
|
|
|
Personnel management
|
a new type of management function, grew from the recognition that human resources needed to be managed
|
|
|
Personnel manager
|
the manager who ran the personnel department
|
|
|
Knowledge workers
|
employees whose jobs are primarily concerned with the acquisition and application of knowledge, and they contribute to an organization through what they know and how they can apply what they know
|
|
|
Productivity
|
an economic measure of efficiency that summarizes and reflects the value of the outputs created by an individual, organization, industry, or economic system relative to the value of the inputs used to create them
|
|
|
Quality
|
the total set of features and characteristics of a product or service that bears on its ability to satisfy stated or implied needs
|
|
|
Psychological contract
|
the overall set of expectations held by the employee with regard to what he or she will contribute to the organization and that are held by the organization with regard to what it will provide to the individual in return
|
|
|
Line managers
|
those directly responsible for creating goods and services
|
|
|
Staff managers
|
those responsible for an indirect or support function that would have costs but whose bottom-line contributions were less direct
|
|
|
Human resource management system
|
an integrated and interrelated approach to managing human resources that fully recognizes the interdependence among the various tasks and funtions that must be performed
|
|
|
Utility analysis
|
the attempt to measure, in more objective terms, the impact and effectiveness or HRM practices in terms of such metrics as a firm's financial performance
|
|
|
Illegal discrimination
|
results from behaviors or actions by an organization or managers within an organization that cause members of a protected class to be unfairly differentiated from others
|
|
|
Disparate treatment
|
discrimination that exists when individuals in similar situations are treated differently based on the individual's race, color, religion, sex, national origin, age, or disability status
|
|
|
Bona fide occupational qualification (BFOQ)
|
states that a condition like race, sex, or other personal characteristic legitimately affect's a person's ability to perform the job, and therefore can be used as a legal requirement for selection
|
|
|
Business necessity
|
a practice that is important for the safe and efficient operation of the business
|
|
|
Disparate impact
|
discrimination that occurs when an apparently neutral employment practice disproportionately excludes a protected group from employment opportunities
|
|
|
Four-fifths rule
|
suggests that disparate impact exists if a selection criterion results in a selection rate for a protected class that is less than four-fifths of that for the majority group
|
|
|
Geographical comparisons
|
involve comparing the characteristics of the potential pool of qualified applicants for a job with those same characteristics of the present employees in the job
|
|
|
McDonnell-Douglas test
|
used as the basis for establishing a prima facie case of disparate impact discrimination
|
|
|
Pattern or practice discrimination
|
similar to disparate treatment but occurs on a classwide basis
|
|
|
Protected class
|
consists of all individuals who share one or more common characteristic as indicated by that law
|
|
|
Affirmative action
|
represents a set of steps, taken by an organization, to actively seek qualified applicants from groups underrepresented in the workforce
|
|
|
Utilization analysis
|
a comparison or the racial, sex, and ethnic composition of the employer's workforce compared to that of the available labor supply
|
|
|
Quid pro quo harassment
|
sexual harassment in which the harasser offers to exchange something of value for sexual favors
|
|
|
Hostile work environment
|
one that produces sexual harassment because of a climate or culture that is punitive toward people of a different gender
|
|
|
Reconstruction Civil Rights Acts of 1866 and 1871
|
further extended protection offered to people under the Thirteenth and Fourteenth Amendments
|
|
|
Civil Rights Act, Title 7
|
it is illegal for an employer to fail or refuse to hire or to discharge any individual or to in any other way discriminate against any individual with respect to any aspect of the employment relationship on the basis of that individual's race, color, religious beliefs, sex, or national origin
|
|
|
Equal Pay Act of 1963
|
requires that organizations provide men and women who are doing equal work the same pay
|
|
|
Civil Rights Act of 1991
|
makes it easier for individuals who feel they have been discriminated against to take legal action against organizations and provides for the payment of compensatory and punitive damages in cases of discrimination under Title VII
|
|
|
Americans with Disabilties Act of 1990 (ADA)
|
prohibits discrimination based on disability and all aspects of the employment relationship such as job application procedures, hiring, firing, promotion, compensations, and training, as well as other employment activities such as advertising, recruiting, tenure, layoffs, and leave and fringe benefits
|
|
|
ADA Amendment Act (ADAAA) of 2008
|
broadens the protection offered to persons with disabilities at work by defining certain disabilities as "presumptive," thus negating several court cases that had ruled certain persons having disabilities as not qualifying for coverage under the ADA
|
|
|
Family and Medical Leave Act of 1993
|
requires employers having more than fifty employees to provide as many as 12 weeks unpaid leave for employees after the birth or adoption of a child; to care for a seriously ill child, spouse, or parent; or if the employee is seriously ill
|
|
|
Executive Order 11478
|
requires the federal government to base all of its own employment policies on merit and fitness and specifies that race, color, sex, religion, and national origins should not be considered
|
|
|
Vocational Rehabilitation Act of 1973
|
requires that execute agencies and subcontractors and contractors of the federal government receiving more than $2,500 a year from the government engage in affirmative action for disabled individuals
|
|
|
Fair Labor Standards Act (FLSA)
|
established a minimum hourly wage for jobs
|
|
|
Employee Retirement Security Act of 1974 (ERISA)
|
guarantees a basic minimum benefit that employees could expect to be paid at retirement
|
|
|
Labor Management Relations Act (or Taft-Hartley Act)
|
curtailed and limited union powers and regulates union actions and their internal affairs in a way that puts them on equal footing with management and organizations
|
|
|
Landrum-Griffin Act
|
focused on eliminating various unethical, illegal, and undemocratic practices within unions themselves
|
|
|
Occupational Safety and Health Act of 1970 (OSHA)
|
grants the federal government the power to establish and enforce occupational safety and health standards for all places of employment directly affecting interstate commerce
|
|
|
Worker Adjustment and Retraining Notification (WARN) Act of 1988
|
stipulates that an organization employing at least 100 employees must provide notice at least 60 days in advance of plans to close a facility or lay off 50 or more employees
|
|
|
Genetic Information Nondiscrimination Act (GINA) of 2009
|
prohibits employers from obtaining genetic information about employees
|
|
|
Ethnocentric staffing model
|
primarily uses parent-country nationals to staff higher-level foreign positions
|
|
|
Polycentric staffing model
|
calls for the dominant use of host-country nationals throughout the organization
|
|
|
Geocentric staffing model
|
puts parent-country, host-country, and third-country nationals all in the same category, with the firm attempting to always hire the best person available for the position
|
|
|
Culture
|
the set of values that helps an organization's members understand what it stands for, how it does things, and what is considers important
|
|
|
Exporting
|
the process of making a product in the firm's domestic marketplace and then selling it in another country
|
|
|
Licensing
|
involves one company granting its permission to another company in a foreign country to manufacture or market its products in its local market
|
|
|
Direct foreign investment
|
occurs when a firm headquartered in one country builds or purchases operating facilities or subsidiaries in a foreign country.
|
|
|
Joint Venture
|
two or more firms cooperate in the ownership or management of an operation on an equity basis
|
|
|
Expatriates
|
employees who are sent by a firm to work in another country
|
|
|
Hardship premium
|
an additional financial incentive offered to individuals to entice them to accept a "less than attractive" international assignment
|
|
|
Purpose
|
organization's basic reason for existence
|
|
|
Mission
|
organization's statement of how it intends to fulfill its purpose
|
|
|
Top management team
|
refers to the group of senior executives responsible for the overall strategic operation of the firm
|
|
|
Corporate strategy
|
deals with determining what business the corporation will operate
|
|
|
Business strategy
|
deals with how the firm will compete in each market where it conducts business
|
|
|
Functional strategy
|
deals with how the firm will manage each of its major functions such as marketing, finance, and human resources
|
|
|
Growth strategy
|
focuses on growing and expanding the business
|
|
|
Retrenchment strategy
|
occurs when an organization finds that its current operations are not effective, and major changes are usually needed to rectify the problem
|
|
|
Stability strategy
|
essentially calls for maintaining the status quo; protect itself from environmental threats
|
|
|
Diversification strategy
|
used by companies that are adding new products, product lines, or businesses to their existing core products, product lines, or businesses
|
|
|
Related diversification
|
used when a corporation believes it can achieve synergy among the various businesses that it owns
|
|
|
Unrelated diversitifation
|
used when a firm attempts to operate several unique businesses in different unrelated markets, shielding itself from the adverse effects of business cycles
|
|
|
Adaptation model
|
one popular approach to business strategy where a business seeks ways to adapt to its environment
|
|
|
Differentiation strategy
|
company that attempts to develop an image or reputation for its product or service that sets the company apart from its competitors
|
|
|
Cost leadership strategy
|
one that focuses on minimizing the costs as much as possible
|
|
|
Focus strategy
|
undertaken when an organization tries to target a specific segment of the marketplace for its products or services
|
|
|
Organization design
|
refers to the framework of jobs, positions, clusters or positions, and reporting relationships among positions that are used to construct an organization
|
|
|
Culture
|
refers to the set of values that helps an organizations members understand what the organization stands for, how it accomplishes what it wants to accomplish, and what it considers important
|
|
|
Psychological contract
|
overall set of expectations held by an individual with respect to what he or she will contribute to the organization and what the organization will provide the individual in return
|
|
|
Personality
|
the relatively stable set of psychological attributes or traits that distinguish one person from another
|
|
|
Motivation
|
the set of forces that causes people to behave in certain ways
|
|
|
Stress
|
a person's adaptive response to a stimulus that places excessive psychological or physical demands on that person
|
