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91 Cards in this Set
- Front
- Back
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Downsizing
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A reduction in the number of people employed by a firm (also known as restructuring, and rightsizing)
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Internal employee relations
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Those human resource management activities associated with the movement of employees within the organization.
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Discipline
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The state of employee self-control and orderly conduct
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Disciplinary action
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The invoking of a penalty against an employee who fails to meet organizational standards or comply with organizational rules.
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Progressive disciplinary action
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An approach to disciplinary action designed to ensure that the minimum penalty appropriate to the offense is imposed.
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Disciplinary action without punishment
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A process in which a worker is given time off with pay to think about whether he or she wants to follow the rules and continue working for the company.
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Grievance
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An employee’s dissatisfaction or feeling of personal injustice relating to his or her employment.
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Alternative dispute resolution (ADR)
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A procedure agreed to ahead of time by the employee and the company for resolving any problems that may arise.
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Employment at will
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An unwritten contract created when an employee agrees to work for an employer but no agreement exists as to how long the parties expect the employment to last.
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Demotion
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The process of moving a worker to a lower level of duties and responsibilities
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Outplacement
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A company procedure that assists a laid-off employee in finding employment elsewhere.
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Transfer
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The lateral movement of a worker within an organization.
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Promotion
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The movement of a person to a higher-level position in an organization.
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Exit interview
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A means of revealing the real reasons employees leave their jobs, providing the organization with information on how to correct the causes of discontent, and reducing employee turnover.
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Attitude survey
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A survey of employees feelings about topics such as the work they perform, their supervisor, their work environment, flexibility in the workplace, opportunities for advancement, training and development opportunities, and the firm’s compensation system.
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Downsizing, also known as restructuring and rightsizing
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This is essentially the reverse of a company growing and suggests a one-time change in the organization and the number of people employed
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Internal employee relations
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This consist of the human resource management activities associated with the movement of employees within the firm after they have become organizational members.
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Discipline
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is the state of employee self-control and orderly conduct present within an organization
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disciplinary action
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invokes a penalty against an employee who fails to meet established standards
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Hot stove rule
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According to this approach, disciplinary action should be immediate and impersonal
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Punish immediately, provides warning, gives consistent punishment, and punish impersonally
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According to the Hot stove rule approach, disciplinary action should have what consequences?
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Progressive disciplinary action
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Intended to ensure that the minimum penalty appropriate to the offense is imposed.
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Progressive disciplinary action
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The use of this type of action involves answering a series of questions about the severity of offenses.
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lack of training, fear, the only one, loss of friendship, time loss, loss of temper, and rationalization
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Name 3 reasons why managers want to avoid disciplinary action?
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A grievance
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An employee’s dissatisfaction or feeling of personal injustice relating to his or her employment relationship
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ARBITRATION
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The process that allows the parties to submit their dispute to an impartial third party for resolution
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ALTERNATIVE DISPUTE RESOLUTION
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ADR
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ALTERNATIVE DISPUTE RESOLUTION
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A procedure whereby the employee and the company agree that any problems will be addressed by an agreed-upon means ahead of time.
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TERMINATION
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Termination is the most severe penalty that an organization can impose on an employee, and therefore it should be the most carefully considered disciplinary action.
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EMPLOYMENT AT WILL
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An unwritten contract that is created when an employee agrees to work for an employer, but there is no agreement as to how long the parties expect the employment to last.
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DEMOTION
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The process of moving a worker to a lower level of duties and responsibilities, which typically involves a reduction in pay.
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OUTPLACEMENT
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Laid-off employees are given assistance in finding employment elsewhere
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TRANSFERS
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The lateral movement of a worker within an organization
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PROMOTION
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The movement of a person to a higher level position in the company.
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RESIGNATION
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Even when an organization is totally committed to making its environment a good place to work, workers will still resign
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The Exit Interview
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A means of revealing the real reasons employees leave their jobs, providing the organization with information on how to correct the causes of discontent, and reducing employee turnover
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Attitude Surveys
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Seek input from employees to determine their feelings about topics such as the work they perform, their supervisor, their work environment, flexibility in the workplace, opportunities for advancement, training and development opportunities, and the firm’s compensation system.
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2 weeks
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Most firms would like to have at least how many weeks notice of resignation from departing workers
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RETIREMENT
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Most long-term employees leave an organization through this means
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Checklists and quantitative measures
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What are the two basic methods that may be used to evaluate human resource management activities?
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CHECKLIST APPROACH
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The checklist is an evaluation in terms of what should be done and the extent to which it is being done
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QUANTITATIVE APPROACH
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Relies on the accumulation of various types of numerical data and the calculation of certain ratios from them
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Rights
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The powers, privileges, or interests that belong to a person by law, nature, or tradition
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Responsibilities
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These are obligations to perform certain tasks and duties
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Statutory rights
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These are rights based on laws and statutes
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Contractual rights
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Rights based on a specific contract between an employer and an employee, such as a labor contract
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Employment contract
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This outlines the details of employment
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Non-compete agreements
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These prohibit individuals who leave the organization from competing with an employer in the same line of business for a specified period of time
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Non-piracy agreements
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These bar former employees from soliciting business from former customers and clients for a specified period of time
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Non-solicitation of current employees
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These clauses are written to prevent a former employee from contacting or encouraging co-workers at the former firm to join a different company, often a competitor
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Implied Contracts
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Unwritten employer expectations about what is acceptable behavior or performance on the part of the employee
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Employment Practices Liability Insurance (EPLI)
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These typically cover employer costs for legal fees, settlements, and judgments associated with employment actions
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Employment Practices Liability Insurance (EPLI)
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Workplace litigation has reached epidemic proportions as employees who feel that their rights have been violated sue their employers. Therefore it is common for employers to purchase this type of insurance.
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Employment-at-will (EAW)
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This is a common-law doctrine stating that employers have the right to hire, fire, demote, or promote whomever they choose, unless there is a law or a contract to the contrary
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Public policy exception
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This permits employees to sue for wrongful discharge for refusing to support an action contrary to public policy. Perjury is an example
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Implied contract exception
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This is granted employees who perform satisfactorily in the absence of information that their employment is not subject to termination at will. Long service, promises of continued employment, and lack of criticism of job performance imply continuing employment
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Good-faith and fair-dealing
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This is expected of the employer. Employees who have had their faith breached by unreasonable employer behavior may sue for wrongful discharge
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Wrongful discharge
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The termination of an individual’s employment for reasons that are improper or illegal
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Fortune v. National Cash Register Company (NCR)
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In this case the court concluded that a company wrongfully discharged an employee to avoid paying a big commission to the employee
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Constructive discharge
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Deliberately making conditions intolerable to get an employee to quit
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Just cause
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Reasonable justification for taking employment-related action.
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Due process
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The requirement that the employer use fair means to determine employee wrongdoing and/or disciplinary measures, and that the employee have an opportunity to explain and defend his or her actions
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Distributive justice
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The perceived fairness in the distribution of outcomes
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Procedural justice
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The perceived fairness of the process used to make decisions about employees
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“open door” policy
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Policy that anyone with a complaint can talk with a manager, an HR rep, or an executive
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Arbitration
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A process that uses a neutral third party to make a decision
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Compulsory arbitration
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When employees sign preemployment agreements stating that all disputes will be submitted to arbitration
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Circuit City v. Adams
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In this case the Supreme Court upheld arbitration as a condition of employment
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EEOC v. Waffle House
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In this case the court ruled that the EEOC could intervene despite an arbitration ruling
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Peer Review Panels
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These are composed of specially trained volunteer employees who have signed confidentiality agreements and the company empowers them to hear appeals from other employees who have been disciplined. They then make recommendations or decisions
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Ombuds or ombudsman or ombudsperson
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A person outside the normal chain of command who acts as a problem solver for management and employees
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Right to privacy
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An individual’s freedom from unauthorized and unreasonable intrusion into their personal affairs
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The Privacy Act of 1974
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This act includes provisions affecting HR record-keeping systems for federal agencies. While this law applies only to federal agencies and those providing services to the federal government, many states have passed similar laws
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The ADA
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This act requires that information from all medical examinations and inquiries must be kept apart from general personnel files as a separate confidential
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ADA and HIPAA
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Name two acts that specifically include regulations designed to protect the privacy of employee medical records
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Whistle-blowers
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Individuals who report real or perceived wrongs committed by their employers
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The Employee Polygraph Protection Act
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This act prohibits the use of polygraphs for most pre-employment screening
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Pencil-and-paper honesty tests
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These are alternatives to polygraph testing
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Fair and Accurate Credit Transactions (FACT)
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This act allows employers to hire outside investigators without first notifying the individuals under investigation or getting their permission
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Drug-Free Workplace Act of 1988
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This act requires government contractors to take steps to eliminate employee drug usage
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Policies
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These are general guidelines that regulate organizational actions
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Procedures
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These are customary methods of handling activities
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Rules
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These are specific guidelines that regulate and restrict the behavior of individuals
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Employee Handbooks
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These give employees a reference source for company policies and rules and can be a positive tool for effective management of human resources
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Downward communication
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This type of communication flows from top management to keep employees informed about company plans and management’s expectations
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Upward communication
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This type of communication lets managers know about the ideas, concerns, and attitudes of employees
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Discipline
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A form of training that enforces organizational rules
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Positive Discipline Approach
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This approach builds on the philosophy that violations are actions that can be constructively corrected without penalty
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Counseling, written documentation, final warning, and discharge
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What are the four steps to positive discipline?
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Progressive Discipline Approach
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This approach incorporates a sequence of steps into the shaping of employee behaviors with each step becoming successively more severe
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Separation agreement
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Agreement where an employee who is being terminated agrees not to sue the employer, in exchange for specified benefits, such as additional severance pay or other “considerations”
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