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52 Cards in this Set
- Front
- Back
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the correct term for a workers' organization that has gained the right to represent a unit of workers through the certification process
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trade union
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The systematic monitoring of the major factors that influence the organization
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environmental scanning
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in addition to legal compliance, these outline the obligations that members have to clients, management and workers, as well as to larger society
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codes of ethics
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the choice of job candidates from a previously generated applicant pool in such a way as to meet organizational goals and objectives as well as legal requirements
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selection
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including economic climate, labour market, political and legislative factors, technological factors, social and cultural factors, stakeholders, shareholders, customers, suppliers, governments, the public, unions, employees, top management
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environmental factors
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systematic monitoring of the major factors that influence the organization
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environmental monitoring
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the generation of an applicant pool for a position or job to provide the required number of candidates for a subsequent selection or promotion process
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recruitment
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representation of the significant relationships among the various components of an organization, showing how the constituent parts interact to achieve outcomes (desired and unwanted)
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systems model
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refers to tools, equipment and machinery, as well as associated processes, used to perform work
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technology
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refers to the proportion of time devoted to work and personal life respectively
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work-time balance
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a term applied to fundamental changes that emerged in organizations and institutional arrangements that make up our political economy, changing employment patterns in a drive for competitiveness
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'New Economy'
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a state of assurance that employment and living standards will continue into the future
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socioeconomic security
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new equipment, software and processes that disrupt production and distribution patterns by compressing space and time
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information and communication technology (ICT)
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refers to work design that depends on workers employed for less than 35 hours per week or 50 weeks a year, and with little job security
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non-standard work
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indicative of a human capital approach to HRM that believes that people are the most important resource with which an organization can compete in a competitive environment
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people-as-competitive-advantage
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A process that utilizes joint problem-solving approaches to improve the conditions of life within organizations in the interests of improved labour-management relations, organizational effectiveness, and employee work satisfaction
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quality of work
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people who provide service to an organization on a fixed-term contract; usually external and temporary
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contract workers
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normally defined by a work week that is fewer than 35 hours
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part-time work
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divides work into core hours and elective flexible hours
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flextime
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a movement that began in the 1980s that added a good rewarding job for employees to the traditional aims of management
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quality of work life
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the practice of purchasing inputs to the production process, including labour power, from outside rather than relying on in-house sources
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Outsourcing
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an approach to management that applies the principles and techniques of scientific management, normally associated with F.W. Taylor
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Taylorism
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from professional employer organizations that manage all the day-to-day employment and administration of people working in other firms
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employee leasing
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one in which employees work about 8 hours a day, 5 days a week, 50 weeks a year
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traditional job
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a statement resulting from a 1994 ILO convention, signed by Canada, which provided aims and principles for improving the quality of work through public policies and programs
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the Philadelphia Declaration
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refers to a response to competitive conditions in which management seeks maximum labour flexibility and control of employees, often at the expense of their organizational commitments
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new industrial relations
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those aspects of the labour process that raise issues about the quality of life, the treatment of people, and society
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moral dimensions of work
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a growing tendency in the labour market to distinguish desirable from undesirable terms and conditions of employment, based on such indicators as pay, security, hours, etc.
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good jobs/bad jobs
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label given where a significant portion of work is done offsite, usually at home
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telecommuting
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a system that emerged after the Second World War in which workers' wage increases were linked to productivity gains, ensuring a market for output, as well as a commitment by the workforce to the industrial and social system
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Fordism
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a concept that was used to describe the dramatic changes in both nature and availability of employment in the so-called 'post-industrial society'
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end of work
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refers to an emerging trend in employment patterns toward work that is constantly being renegotiated and transformed by the worker acting as his own agent
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free agent career
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structural change in career management accomplished through teams working inside and outside the formal organization; 'cells' of skilled contract workers whose talents are used as needed
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cellular career
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refers to the broad understanding that the answer to widespread unemployment and other labour market dysfunctions can be found in education and training
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the training solution
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a fundamental change in government policy in the 1990s that accompanied a shift toward monetarism and debt reduction
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post-deficit policy agenda
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refers to the growing division in employment patterns between full-time, permanent, desirable jobs on the one hand, and part-time, contingent, insecure work on the other
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dual labour market
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the psychological disease that is based on the perception of insecure economic, financial and employment future
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job angst
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refers to the division in society that occurs as a result of a dual labour market and growing disparities in the distribution of wealth
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social polarization
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based on the idea that a fundamental change has taken place in the relationship between employer and employee within the 'New Economy'
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the new employment contract
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changes that affect the design of the workplace and the labour process
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workplade innovations
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based on the notion that business policy and practice should be guided by widely agreed societal norms and values
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ethical corporate behaviour
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based on the intrinsic values that individuals and society place upon work and the social functions associated with it
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work ethic
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refers to the extent to which individuals identify with the organization in which they are employed
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organizational commitment
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refers to the set of priorities and plans that guide government actions and approaches
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public policy agenda
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the ethical and moral notions attached to work, which have the effect of motivating desirable work attitudes and behaviour
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work values
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HRM that attaches importance to the needs and aspirations of the people in the organization
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people-centred HR agenda
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a workplace that encourages education and development of its employees as the key to organizational success in the 'New Economy'
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learning organization
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the effect of policies and practices that allow individuals to grow and gain power through their work
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employee empowerment
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the distinction between espoused values and objectives and actual practice in the workplace
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rhetoric-practice gap
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refers to new forms of work and HRM to promote a competitive strategy that relies on reliability and quality of service, and innovative job design, rather than low costs
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high performace models
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HRM that prioritizes financial and efficiency concerns over other 'people-based' objectives
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cost-based' HR strategies
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the case for management decisions that prioritize economic and control issues over ethical and moral considerations when downsizing
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economic efficiency argument
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