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52 Cards in this Set

  • Front
  • Back
the correct term for a workers' organization that has gained the right to represent a unit of workers through the certification process
trade union
The systematic monitoring of the major factors that influence the organization
environmental scanning
in addition to legal compliance, these outline the obligations that members have to clients, management and workers, as well as to larger society
codes of ethics
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
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
environmental factors
systematic monitoring of the major factors that influence the organization
environmental monitoring
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
representation of the significant relationships among the various components of an organization, showing how the constituent parts interact to achieve outcomes (desired and unwanted)
systems model
refers to tools, equipment and machinery, as well as associated processes, used to perform work
refers to the proportion of time devoted to work and personal life respectively
work-time balance
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
'New Economy'
a state of assurance that employment and living standards will continue into the future
socioeconomic security
new equipment, software and processes that disrupt production and distribution patterns by compressing space and time
information and communication technology (ICT)
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
non-standard work
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
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
quality of work
people who provide service to an organization on a fixed-term contract; usually external and temporary
contract workers
normally defined by a work week that is fewer than 35 hours
part-time work
divides work into core hours and elective flexible hours
a movement that began in the 1980s that added a good rewarding job for employees to the traditional aims of management
quality of work life
the practice of purchasing inputs to the production process, including labour power, from outside rather than relying on in-house sources
an approach to management that applies the principles and techniques of scientific management, normally associated with F.W. Taylor
from professional employer organizations that manage all the day-to-day employment and administration of people working in other firms
employee leasing
one in which employees work about 8 hours a day, 5 days a week, 50 weeks a year
traditional job
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
the Philadelphia Declaration
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
new industrial relations
those aspects of the labour process that raise issues about the quality of life, the treatment of people, and society
moral dimensions of work
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.
good jobs/bad jobs
label given where a significant portion of work is done offsite, usually at home
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
a concept that was used to describe the dramatic changes in both nature and availability of employment in the so-called 'post-industrial society'
end of work
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
free agent career
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
cellular career
refers to the broad understanding that the answer to widespread unemployment and other labour market dysfunctions can be found in education and training
the training solution
a fundamental change in government policy in the 1990s that accompanied a shift toward monetarism and debt reduction
post-deficit policy agenda
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
dual labour market
the psychological disease that is based on the perception of insecure economic, financial and employment future
job angst
refers to the division in society that occurs as a result of a dual labour market and growing disparities in the distribution of wealth
social polarization
based on the idea that a fundamental change has taken place in the relationship between employer and employee within the 'New Economy'
the new employment contract
changes that affect the design of the workplace and the labour process
workplade innovations
based on the notion that business policy and practice should be guided by widely agreed societal norms and values
ethical corporate behaviour
based on the intrinsic values that individuals and society place upon work and the social functions associated with it
work ethic
refers to the extent to which individuals identify with the organization in which they are employed
organizational commitment
refers to the set of priorities and plans that guide government actions and approaches
public policy agenda
the ethical and moral notions attached to work, which have the effect of motivating desirable work attitudes and behaviour
work values
HRM that attaches importance to the needs and aspirations of the people in the organization
people-centred HR agenda
a workplace that encourages education and development of its employees as the key to organizational success in the 'New Economy'
learning organization
the effect of policies and practices that allow individuals to grow and gain power through their work
employee empowerment
the distinction between espoused values and objectives and actual practice in the workplace
rhetoric-practice gap
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
high performace models
HRM that prioritizes financial and efficiency concerns over other 'people-based' objectives
cost-based' HR strategies
the case for management decisions that prioritize economic and control issues over ethical and moral considerations when downsizing
economic efficiency argument