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79 Cards in this Set

  • Front
  • Back
Laying people off normally during hard economic times
Contracting outside the organization to have work formerly done by internal employees
A situation in which organization ask employee on requires to take time off with either No-pay or reduced pay
The business practice of sending job to other countries shifting work to location abroad
The process of anticipating and providing for the movement of people into within and out of organizations
Human Resource Planning
the Process of comapring a organization process and practices with those of other compaines
The process of dismissing employees who are then hired by a leasing company (which handles all HR-related activities) and contracting with that company to lease back the employees (Pg 20)
Employee Leasing
The treatment of individuals in all aspects of employment – hiring, promotion, training, etc. – in a fair and nonbiased manner. (Pg 96)
Equal Employment Opportunity (EEO)
Individuals of a minority race, women, older people, and those with disabilities who are covered by federal laws on equal employment opportunity. (Pg 100)
Protected Classes
Suitable defense against a discrimination charge only when age, religion, sex, or national origin is an actual qualification for performing the job. (Pg 103)
Bona Fide Occupational Qualification (BFOQ)
State and local laws governing equal employment opportunity that are often more comprehensive than federal laws and apply to small employers. (Pg 111)
Fair Employment Practice (FEP)
Unwelcomed advances, request for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment. (Pg 112)
Sexual Harassment
A concept that refers to the rejection of a significantly higher percentage of a protected class for employment, placement, or promotion when compared with the successful, nonprotected class. (Pg 117)
Adverse Impact
– A rule of thumb followed by the EEOC in determining adverse impact for use in enforcement proceedings. (Pg 118)
Four-Fifth Rule
The act of giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering discrimination. (Pg 126)
Reverse Discrimination
The process of obtaining information about jobs by determining their duties, tasks, or activities.
Job Analysis
A statement of the tasks, duties, and responsibilities of a job to be performed.
Job Description
A statement of the specific knowledge, skills, and abilities of a person who is to perform a job needs.
Job Specification
A systemic process of determining the relative worth of jobs in order to establish which jobs should be paid more than others within an organization. (Salary)
Job Evaluation
An outgrowth of job analysis that improves jobs through technological and human considerations in order to enhance organization efficiency and employee job satisfaction
Job Design
The process of adding a greater variety of tasks to a job.
Job Enlargement
The process whereby employees rotate in and out of different jobs
Job Rotation
by job by adding more meaningful tasks and duties to make the work more rewarding or satisfying
Job Enrichment
This permit employees the option of choosing daily starting and quitting times, provided that they work a set number of hours per day or week
Use of personal computers, networks, and other communications technology such as fax machines to do work in the home that is traditionally done in the workplace.
The process of keeping track of and maintaining relationships with former employees to see if they would be willing to return to the firm
Informing applicants about all aspects of the job, including both its desirable and undesirable facets.
Realistic Job Previews (RJP)
Lines of advancement in an occupational field within an organizational
Career Paths
Services provided to an employee who is transferred to a new location, which might include help in moving, selling a home, orienting to a new culture, and/or learning a news language.
Relocation Services
Services provided by organizations to help terminated employees find a new job.
Outplacement Services
An extended period of time in which an employee leaves an organization to pursue other activities and later returns to his or her job
Individuals who coach, advise, and encourage individuals of lesser rank
The process of establishing mutually beneficial relationships with other business – people, including potential clients and customers.
Career Networking
An interview in which a set of standardized questions having an established set of answers is used. (Mid-level Mgrs and below)
Structured Interview
An interview in which an applicant is given a hypothetical incident and asked how he/she would respond to it. (Scenarios)
Situational Interviews
A process by which individuals are evaluated as they participate in a series of situations that resemble what they might need to handle on the job.
Assessment Center
An interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicant’s remarks. (High-Level Manager and Exec's)
Nondirective Interview
An incentive plan under which employee receivee a certain rate for each unit produced
Straight piecework
an incentive plan that sets rates based on the completion of a job in a predetermined standard time
Standard hour plan
An incentive payment that is supplemental to the base wage.
Benefit plans that enable individuals employees to choose the benefits that are best suited to their particular needs
Cafeteria Plan ( flexible benefits plans)
Services provided by employers to help workers cope with a wide variety of problems that interfere with the way perform their jobs.
Employee Assistance Programs (EAP)
A one-time payment sometime given to an employee who is being involuntarily terminated.
Severance Pay
Any adjustment demand caused by physical, mental or emotional factors that requires coping behavior.
Positive stress that accompanies achievement and exhilaration
Harmful stress characterized by a loss of feelings of security and adequacy
A severe stage of distress manifesting itself in depression, frustration and loss of productivity.
Programs jointly sponsored by colleges, universities, and other organizations that offer students the opportunity to gain real-life experience while allowing them to find out how they will perform in work organizations.
Internship Program
A high-ranking manager directly responsible for forstering the ethical climate within the firm
Chief Ethics Officer
A performance appraisal that, like team appraisal, is based on TQM concepts and includes evaluation from both a firm’s external and internal customers.
Customer Appraisal
A performance rating error in which the appraisal is based largely on the employee’s most recent behavior rather than on behavior throughout the appraisal period.
Recency Error
A trait approach to performance appraisal whereby each employee is rated according to a scale of characteristics.
Graphic Rating Scale
A philosophy of management that rates performance on the basis of employee achievement of goals set by mutual agreement of employee and manager.
Management by Objectives
– An employee’s perception that compensation received is equal to the value of the work performed.
Pay Equity
Work paid on an hourly basis
Hourly Work
Work paid according to the number of units produced
Piece Work
Employees not covered by the overtime provisions of Fair Labor Standards Act
Employees covered by the overtime provisions of the Fair Labor Standards Act
A change of assignment to a job at a higher level in the organization
The right of an employer to fire an employee without giving a reason and the right of an employee to quit when he or she chooses.
Employment-At-Will Principle
A discharge or termination of an employee that is illegal.
Wrongful Discharge
A third party in an employment dispute who meets with one party and then the other in order to suggest compromise solutions or to recommend concessions from each side that will lead to an agreement.
Specific employer and union illegal practices that deny employees their rights and benefits under federal labor law.
Unfair Labor Practices (ULPs
A provision of the labor agreement that requires employees to join the union as a requirement for their employment.
Union Shop
A statement signed by an employee authorizing a union to act as a representative of the employee for purposes of collective bargaining.
Authorization Card
A group or two or more employees who share common employment interests and conditions and may reasonably be grouped together for purposes of collective bargaining.
Bargaining Unit
Unions that represent all workers – skilled, semiskilled, and unskilled, employed along industry lines
Industrial Unions
An employee, who as a nonpaid union official, represents the interest of members in their relations with management
Union Stewart
An area in which the union and the employer are willing to concede when bargaining.
Bargaining Zone
A third-party neutral who resolves a labor dispute by issuing a final decision in the disagreement.
A country in which an international corporation operates
Host Country
A firm with independent business units operating in multiple countries.
Multinational Corporation (MNC)
Employees from the home country who are on international assignment.
Home Country Nationals (Expatriates
Laws that require employers to advise employers to advise employees about the hazardous chemicals they handle
A measure of the average range change in prices over time in a fixed "market basket" of goods and services
Cuncumer Price Index (CPI)
A set of standards of conduct and moral judgemtns that help to determine right and wrong behavior
Wages increasing larger than rises in the consumer price index, that is, the real earning power of wages.
Real Wages
A system of job evaluation in which jobs are classified and grouped according to a series of predetermined age grades.
Job Ranking System
Special nonmonertary benefits given to executives; often referred to as perks