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45 Cards in this Set

  • Front
  • Back
Job Characteristic Theory
*intrinsic motivation*

skill variety
task variety
task significance
Compensable Factors
working conditions
human capital theory
employee's knowledge and skills generate productive human capital
forms of extrinsic compensation
base pay
cost of living adj
seniority pay
merit pay
incentive pay
pay for knowledge
skill based
Internal Consistency
Job Analysis: describes content or job duties, worker requirements, and job context
Job Evaluation: recognize differences n the relative worth among a set of jobs
External Equity
Strategic Analysis: examine external market and internal factors
Compensation Survey: analyze competitor's comp data
Individual Equity
*recognize individual contributions*
- pay structure: pay rate differences for jobs of unequal worth
- pay grade: structural features of pay systems. clumped in based on compensable factors and value
- pay range: max , min, and midpoint pay rates
power distance
the extent to which people accept a hierarchical system or power structure in companies
individualism- collectivism
personal independence v. group membership
uncertainty avoidance
how does a society deal with risk and instability?
masculinity v. femininity
masculine or feminine values.

masculine: possessions
feminine: caring, nuturing behavior
traditional hierarchy
decision making flows downward
flattening the org
less beaurocratic
adaptive, high involvement org structure
team orientation
require compensation rewards for collective behavior
growth companies
market- competitive pay systems
low discresionary benefits
mature companies
have large, well developed internal labor markets
pay for knowledge and skill based pay programs
differentiation strategy
title vii of cra 1964
describes disparate treatement and disparate impact

based on: race, color, sex, national origin, religion
disparate treatment
intentional discrimination
disparate impact
unintentional discrimination
4/5 rule
bennett amendment
allows employees to charge employers with title vii violations regarding pay only when the employer has violated the equal pay act of 1963
Pregnancy Discrimination Act of 1978
ammendment to title vii

prevents discrimination against pregnant women for all employment practices
cra of 1991
reversed atonio v. wards cove packing co., lorance v. at and t, and boureslan v. aramco

employers must show that the challenged employment practice is a business necessity
atonio v. wards cove packing co
ruled that plaintiffs must indicate which employment practice created disparate impact and demonstrate how the employment practice created it

overturned by cra of 1991
boureslan v. aramco
ruled that federal job discrim laws do not apply to us citizens working for us comps in foreign companies

overturned by cra of 1991
exec order 11246
requires contractors w/ gov contracts worth more than $50000 /year and 50 + employees to develop aa plans
Age Discrimination in Employment Act of 1967
protects workers age 40+ from discrimination
Older Workers Benefit Protection Act
1900 ammendment to the ADEA: placed restrictions on employer benefit practices. under particular circumstances, employers can require older workers to pay more for health care insurance than younger employees

equal benefit or equal cost principle: employers must offer benefits to older workers than are equal to or more than the benefits given to younger workers with one exception. The OWBPA does not require employers to provide equal or more benefits to older workers when the costs to do so are greater than for younger workers
Americans with Disabilities Act of 1990
prohibits discrimination against individuals with mental or physical disabilities

title 1: requires employers to provide "reasonable accomodation" to disabled employees
family and medical leave act of 1993
provides employees with job protection in cases of family or medical
portal to portal act of 1935
defines the term hours worked as it appears in the FLSA
Fair Labor Standards Act of 1938
Min Wage
Overtime pay
Child labor laws
National Labor Relations Act of 1935
fed gov requires employers to enter into good-faith negotiations with workers over the term of employment
seniority v. longevity pay
seniority stops at the top of the pay grade-- assumes person will move to next grade
longevity assumes they will not move into the next one
vapor pay
seniority, etc

just for breathing
goals of a performance management system
discrimination (free)
promote nondiscrim performance appraisal practices
1) conduct job analysis to determine characteristics necessary for job performance
2) incorporate the characteristics into a rating instrument
3) Train supervisors to use the rating instrument properly
4) formal appeal mechanisms and reivew of ratings by upper level personnel help to make practices more accurate
purposes of perform mgmnt
admin decision making
ex: 360 degree more reliable
avoid contamination/ deficiency

contamination: over praise, etc
deficiency: does not address effective job performancet
accepted by users
Comparative methods
- paired comparison
- dividual ranking
- group ranking (forced distribution)
Absolute methods
- trait rating scale
- bars/bos - behavior
- mbo- goals
who should rate?

understand job
no biased
can observe behavior