Principles Of Management Clep--Ic Part 4

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employee inventory

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a record of current employees and detailed information about them such as qualifications and performance.

also known as a skills inventory, personal data sheet, or manpower audit.

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Equal Opportunity

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a policy which indicates employment opportunities are fully available to anyone, regardless of their race, age, religion, national origin, or sex.

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The Equal Act of 1963

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states that men and women performing the same work must receive the same compensation.

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glass ceiling

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An artificial barrier in the work world which makes promotion beyond a certain level for certain groups difficult.

This term was first applied exclusively to women but later came to include minority men

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The Civil Rights Act of 1964

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forbid discrimination in employment on the basis of sex, race, religion, or national origin

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Equal Opportunity Commission

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established by the federal government with overall authority for coordinating enforcement of equal employment legislation.

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the Uniform Guidelines in 1978

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The federal government published the Uniform Guidelines in 1978, which provides a set of standards for companies to follow in equal employee selection

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The Occupational Safety Act

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requires Employers to provide safe and healthy working conditions for employees. The Occupational Safety and Health Act of 1970 is more commonly referred to as OSHA, and is administered by the Occupational Safety and Health Administration.

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Recruitment

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part of the staffing process, and involves reaching out and attracting a pool of potential employees from which to select the ones to satisfy the organization's needs.

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The Bona Fide Occupational Qualifications

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indicates that a job candidate's race, color, age, sex, or national origin may not be considered or even asked about during the hiring process. The Bona Fide Occupational Qualifications do not allow an employer to consider or even ask about such factors--unless it is actually related to the job.

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halo effect

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occurs when people become stereotyped based on earlier impressions and these impressions color future events. It can be positive or negative.

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Stereotyping

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involves treating all members of a certain group according to some fixed preconception, even if those perceptions are unfairly inaccurate for a particular individual

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Human Resources Development

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includes things such as training and education to enhance an employee's value to the organization.

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Orientation

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an introduction to the job for new employees, and is usually treated as distinct from training.

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On-the-job Training

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where an employee learns while he is productively employed-often being coached while he performs his regular job

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Vestibule training

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involves in-house training, but it is in an area separate from the normal pressures of the position.

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Apprenticeship

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a type of training which involves a long-term obligation to work under a skilled worker in return for training in that skill

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Rotation

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considered a type of training--it involves moving employees through highly diversified and differentiated jobs to give them a variety of experience.

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Compensation Management

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involves trying to achieve the goals of the staffing functions using pay and benefits. Compensation Management is also called wage and salary administration. It involves determining the wages to be paid to employees through job evaluation, and also enhancing worker motivation.

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Job evaluation

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the process of determining a suitable wage for a job.

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Compensation

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what the employee gets in return for his work and includes not only his wages, but benefits such as 401k, insurance, etc.. Compensation is the total package of what the employee gets in exchange for his services.

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performance appraisal

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an evaluation of an employee's job performance done by his supervisor. The employee usually receives some sort of feedback; whether it's a copy of the appraisal, or through an interview.

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decision parameters

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The limits within which organizational decisions can be

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Labor relations

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involves an organization's relationship with organized labor, and means dealing with unions, labor legislation, etc.. Labor relations is also called industrial relations

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union

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an organization formed by employees to serve the member's interests in trying to get favorable wages and conditions. A union is made up of employees, and is formed for the purpose of improving the conditions of their employment

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AFL-CIO

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is a confederation of many of the national unions in the United States, and represents nearly four-fifths of American unionized workers

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national union

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represents the union members at the national and state level. There are normally smaller, subordinate units of the union known as local unions which represent at the regional level

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craft union

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made up of workers with the same skill. An example would be a union of blacksmiths.

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General unions

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accept members from any line of work.

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industrial union

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consists of workers from a particular industry, organization, or factory. An example is the United Auto Workers (UAW) union, which consists of employees in the automobile industry. All employees of a unionized company are part of the same industrial union; i.e. all workers in an automobile plant would belong to the UAW.

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The Wagner Act

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establishes the right for employees to form unions, requires employers to bargain with such unions fairly, and prohibits unfair labor practices such as firing employees for joining unions.

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The Taft-Hartley Act

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balanced the power between labor and management by declaring closed-shop illegal, and forbidding jurisdictional strikes and secondary boycotts.

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Closed-shop

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is where the company hires only union members.

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The Landrum-Griffen Act

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provided for the regulation of internal union affairs, including the regulation and control of union funds, and it provided a bill of rights for union members. The Landrum-Griffen Act, passed in 1959, attempted to eliminate some of the illegal business activities going on due to dishonest union officials and leadership.

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National Labor Relations Board

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Certification requires the union to win a representation election by getting over fifty percent of the voting employees' votes.

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Collective bargaining

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an attempt by a union and management to come to an agreement on employment conditions, and if successful, results in a contract. The Wagner Act requires employers to engage in collective bargaining with a National Labor Relations Board certified union.

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Mediation

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where a third party tries to help two parties resolve a dispute. The third party is known as a mediator.

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grievance

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a claim is made that the contract has been violated

The contract should describe a grievance procedure which outlines how the grievance will be dealt with.

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Budgets

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statements of planned revenue and expenditures of money, time, personnel, etc. Budgets express plans, objectives, and programs of the organization in numerical terms. Often, budgets are assumed to deal only with dollar amounts, but they can also include time, personnel, etc

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Arbitration

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where a third party decides how the dispute should be resolved, and is often the final step in the grievance procedure. The difference between arbitration and mediation--arbitration the third party decides how the dispute will be resolved, in mediation the third party tries to help the two sides reach an agreement to settle the dispute.

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performance appraisal

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to help management make decisions such as pay raises, promotions, training, and termination; the other is to provide an employee with feedback to help him correct or improve his performance.

The performance appraisal process often consists of two parts- a written document and an interview between the manager and the subordinate being rated.

There are several popular methods for performance appraisal. The ranking method involves comparing employees to one another in some area of performance. The employer ranks these employees from best to worst based on this comparison. An example is ranking salesmen by their sales volume.

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Management by objectives

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where the employee gets a number of goals to achieve, and his performance rating depends on to what extent he has accomplished these goals

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Graphic scales

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simply a list of traits and a score marked off on a line ranging from best to worst for each trait.

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two major aspects of the Control function of management

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Performance appraisal
Human Asset Accounting

. Human Asset Accounting involves an account on how well the social aspect of the organization is working.