Hr Ch. 1

Front 1

Define Organizational Culture

Back 1

shared values and beliefs in an organization

the internal "climate" of the organization

Front 2

what are the three roles of hr

Back 2

administrative

operational and employee advocate

Strategic

Front 3

define ethics

Back 3

individual beliefs about what is good or bad right or wrong or what ought to be done

Front 4

list the 4 ways to deal with a talent surplus

Back 4

reduce employee work hours or compensation

attrition hiring freezes voluntary seperation programs workforce downsizing/reduction in force

Front 5

list four ways of managing a talent shortage

Back 5

overtime

alternative work arrangements

contingent workers

reduce turnover

bring back recent retirees

outsource work

Front 6

explain disparate impact

Back 6

when members of a protected class are substantially underrepresented as a result of employment decisions that work to their advantage

when members of a protected class are affected at a disproportionate rate

Front 7

explain the 4/5ths rule

Back 7

when the selection ratio for a protected class is less than 4/5ths the selection ratio of the majority group

Front 8

List two EEO concepts that might explain why a situation that appears to be discriminatory may not be

Back 8

business neessity

bona fide occupational qualification

Front 9

explain the equal pay act and pay equity

Back 9

equal pay act requires employers to pay similar wage rates for similar work without regard to gender

pay equity- pay for jobs requiring comparable levels of knowledge skill and ability should be similar even if the actual duties differ significantly

Front 10

explain the two types of sexual harrasment

Back 10

quid pro quo- exchange of sexual favors for something of value in the workplace (Job raise promotion release from unpleasant aspects of the job)

Hostile work environment- anything of a sexual nature that creates working conditions that are offensive intimidating or threatening

Front 11

list three approaches to job design

Back 11

job enlargement

job enrichment

job rotation

job sharing

job characteristics model

Front 12

define motivation

Back 12

the desire within a person causing that person to act to reach a goal

Front 13

list the factors that determine performance

Back 13

Performance = ability x effort x support

Front 14

explain functional turnover

Back 14

functional turnover - lower performing less reliable or disruptive employees leave the organization allowing for the better employees to replace them

Front 15

what is environmental scanning

Back 15

the assessment of internal and external environmental conditions that affect the organization

Front 16

list four approaches to internal staffing

Back 16

ethnocentric

polycentric

geocentric

Front 17

list three ways of managing retention

Back 17

employee surveys

exit interviews

first year turnover evaluations realistic job previews recruiting and selection methods

Front 18

explain controllable turnover

Back 18

controllable turnover when emplyees leave for reasons that could be influenced by the employer

Front 19

list four steps an organization can take to create an ethical organization

Back 19

written code of ethics and standards of conduct

emplyee training on ethical behavior

advice to employees on ethical situations

confidential reporting of ethical problems