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51 Cards in this Set
- Front
- Back
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group
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two or more people who interact with eachother to accomplish certain goals or meet certain needs
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team
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a group whose members work intensely with one another to achieve a specific common goal or objective
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synergy
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Performance gains that result when individuals and departments coordinate their actions
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formal group
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a group that managers establish to achieve organizational goals
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informal group
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a group that managers or nonmanagerial employees form to help achieve their own goals or meet their own needs
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top-management team
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a group composed of the CEO, the president, and the heads of the most important departments
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research and development
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a team whose members have the expertise and experience needed to develop new products
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command group
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A group composed of subordinates who report to the same supervisor; also called department or unit
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task force
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a committee of managers or nonmanagerial employees from various departments or divisions who meet to solve a specific, mutual problem; also called ad hoc committee
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self managed work team
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a group of employees who supervise their own activities and monitor the quality of the goods and services they provide
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virtual team
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a team whose members rarely or never meet face to face but, rather, interact by using various forms of information tachnology such as email, computer networks, telephone, fax, and videoconferences
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friendship group
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an informal group composed of employees who enjoy one anothers company and socialize with one another
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interest group
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an informal group composed of employees seeking to achieve a common goal related to their membership in an organization
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division of labor
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splitting the work to be performed into particular tasks and assigning tasks to individual workers
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group role
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a set of behaviors and tasks that a member of a group is expected to perform because of his or her position in the group
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role making
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taking the intiative to modify an assigned role by assuming additional responsibilities
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group norms
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shared guidelines or rules for behavior that most group members follow
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five stages of group development
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forming,storming,norming,performing,adjourning
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group members conform to norms for three reasons:
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1) They want to obtain rewards and avoid punishments
2) They want to imitate group members whom they like and admire 3) They have internalized the norm and believe it is the right and proper way to behave |
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Groups generally respond to members who behave defiantly in one of three ways
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1)Try to get the member to change their deviant ways and conform to the norm
2) The group might expel the deviant 3) The group might change the norm to be consistent with the member's behavior |
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group cohesiveness
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the degree to which members are attracted to or loyal to their group
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social loafing
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the tendency of individuals to put forth less effort when they work in groups than when they work alone
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keys to sustained competitive advantage
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1)building and sustaining core competencies within an organization
2)Maintain flexibility(react quickly to the changing global marketplace and the advancements in technology |
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Four major domains of HRM
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1)acquiring human resource capability
2)developing human resource capability 3)rewarding and compensating human resources 4)managing human resources and enhancing productivity and quality of worklife |
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management by measurement system
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ensuring all functional business units subscribe to guidelines for sound, strategic measurement
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five major trends enhancing the importance of human resource management
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1)increased globalization of the economy
2)technological changes, challenges, and opportunities 3)need for flexible response to changing business environments 4)increase in litigation related to HRM 5)changing charactristics of the workforce |
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competitive advantage
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the ability of an organization to formulate strategies that plae it at a favorable position relative to other companies in the industry
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customer value
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customers feel that they receive more value from their transaction with an organization than from its competitors
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factors in understanding the customers needs and expectations
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particular product or service,tangible variables—corporate responsibility, environmental impacts, diversity policies, political issues, and affiliation with other products or services
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uniqueness
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offering a product or service that your competitor cannot easily imitate or copy
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four mechanisms for offering uniqueness
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financial or economic capability, strategic or product capability, technological or operational capability, organizational capability
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financial or economic capability
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a business receives special access to financial funding or is able to produce a good or service cheaper than someone else
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strategic or product capability
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a business needs to offer a product or service that differentiates it from other products or services
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technological or operational capability
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a business can have a distinct way of building or delivering its product or service
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organizational capability
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the business’s ability to manage organizational systems and people in order to match customer and strategic needs
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employment discrimination
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employment decision making or working conditions that are advantageous (or disadvantageous) to members of one group compared to members of another group
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Title VII of the 1964 U.S. Civil Rights Act, as amended in 1991
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to prohibit discrimination based on race, color, religion, sex, or national origin
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Age Discrimination in Employment Act (ADEA) of 1967, as amended in 1978 and 1986
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to prohibit discrimination against persons age 40 and older
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Americans with Disabilities Act of 1990 (ADA)
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to prohibit discrimination against persons with disabilities
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national origin discrimination
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illegal to discriminate because of birthplace, ancestry, culture, or linguistic characteristics
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Immigration and Reform Act of 1986
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requires employers to only hire employees legally authorized to work in US. Requiring employment verification for one group over another is a violation of the Act and Title VII.
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religious accomodation
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must reasonably accommodate religious belief of employee unless doing so causes undue hardship
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sexual harassment
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ranges from unwanted direct requests for sexual favors, the acceptance or rejection of which are tied to employed decisions, to hostile work environments.
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pregnancy based discrimination
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must be treated the same way as any other temporary medical condition or illness.
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ADEA
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age limits only permitted when bone fide occupational qualification
bans discrimination based on age for apprenticeship programs bans denial of benefits to older employees. Protects workers over 39 Plaintiff must prove age was determinative factor |
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Equal Pay Act (EPA)
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prohibits discrimination on the basis of sex in payment of wages and benefits
may not reduce wages of either sex to equalize pay violation may occur even if labor union causes employer to violate law |
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Titles I and V of the American’s with Disabilities Act (ADA)
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defines who an individual with disability is and who is qualified
defines providing reasonable accommodation and avoiding undue hardship prohibits inquiries and examinations by prospective employer until job is offered illegal use of drugs not covered |
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Equal employment opportunity commission
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an agency of the U.S. Department of Labor created to monitor and enforce compliance with Title VII.
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disparate treatment
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plaintiffs must show that an employer treats one or more members of a protected group differently
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disparate impact
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plaintiffs must show that an employer’s practices had a disparate impact on members of the protected group by showing that the employment procedures (e.g., tests, interviews, credentials) had a disproportionately negative effect on members of a protected group
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affirmative action
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the extent to which employers make an effort through their personnel practices to attract, retain, and upgrade members of the protected classes of the 1964 Civil Rights Act or persons with disabilities
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