PHR

Safety and Health Management Plans should include:

-A statement of the company policy regarding the program -A statement of support from senior management -An indication of how employees will be included in the process and how they will be trained -Identification of who is responsible for the program, what those responsibilities are, and contact information for those individuals -A process for reporting hazards and worries to those responsible -An indication of how records required by OSHA will be maintained

An Emergency Action Plan should include:

-Escape procedures, including maps or floor plans and diagrams indicating paths employees should follow -How to shut down critical operations -An indication of how employees will be accounted for following an evacuation -A description of how employees will be notified of the need to evacuate, including a description of the alarm system and how it will work for people with disabilities, visitors, and temporary employees -Procedures for particular types of emergencies, like fires, tornadoes, earthquakes, and violent attacks (including terrorist attacks)

Disadvantages of Paper Storage

-Paper documents take up physical space -It is more challenging to search many paper files at once -Paper storage is less sustainable and environmentally friendly -It is more difficult to keep copies of paper documents, and documents can be lost in floods or fires

How to prevent substance abuse problems in the workplace, a company can do the following

1. Screen applicants and discharge employees who have been identified as substance abusers. 2. Train supervisors and managers to observe and detect signs of substance abuse. 3. Provide counseling employee assistance programs such as counseling. 4. Develop written substance abuse policies.

3 exceptions that have been established to protect employees from being wrongfully terminated

1. a company cannot fire someone if that employee is protected by federal or state equal employment and workplace law. ex: a company cannot fire a "whistleblower" for reporting unsafe work environments 2. through common law exceptions, employees are protected by "implied contracts," such as guidelines in an employee handbook 3. public policy exemptions protect an employee from being fired for refusing to break the law

Principles that will help avoid legal trouble with dismissals

1. discipline, up to and including termination, should be consistent 2. have a standard procedure for progressive discipline 3. if you are dealing with a union worker or other contract employee, know the contract provisions before undertaking any disciplinary action 4. most non-union employees are at-will employees. A legal term, "at-will" means employment can be terminated at any time by either the employee or the employer. But that does not mean at-will employees can be terminated for any reason. For instance, all anti-discrimination laws apply, and an employee cannot be fired for refusing to do something that is against the law

Unfair Labor Practices Charges

1. filed by an employee, a union representative or employer to the NLRB which must be submitted within 6 months of the incident responsible for the accusation 2. once a charge is made, the NLRB notifies the supposed offender 3. the accused party can then submit, in writing, its understanding of the accusations and provide information that it considers relevant. An entity accused of ULP has the right to legal counsel 4. an agent with the NLRB is assigned the case and begins an investigation 5. the agent makes a recommendation to the regional director of the NLRB that the case is either dismissed or that a complaint is issued. Complaints may result in either formal or informal settlement agreements, depending on the severity of the accusation 6a. informal settlement agreements do not require board orders or court hearings, but rather require that the charged party take some action to correct the ULP 6b. formal settlements require board orders or court hearings - an administrative law judge will consider the evidence and issue a decision and order. If the judge's decision is not satisfactory, then an exception must be filed with the NLRB within 28 days of its issuance. In such cases, the federal NLRB office will issue a final order supporting or amending the judge's decision. If the NLRB's decision is considered unsatisfactory, then an appeal can be filed with the U.S. Court of Appeals.

Labor Management Relations Act (LMRA)/Taft-Hartley Act

1947; amended many parts of the Wagner Act by outlawing closed shops, prohibiting strikes in response to disputes, requiring that a union shop be approved by majority vote of employees

The Taft-Hartley Act

1947; amended many parts of the Wagner Act by outlawing closed shops, prohibiting strikes in response to disputes, requiring that a union shop be approved by majority vote of employees

Civil Rights Act

1964; federal law that outlaws major forms of discrimination, including employment, based on race, religion, national origin, or sex; ended unequal voter registration requirements and segregation in schools/workplace/other facilities that serve the general public

Age Discrimination in Employment Act

1967; federal law that prohibits employers from discriminating against employees, or job candidates, on the basis of age; covers workers who are 40 years of age and older

Immigration Reform and Control Act (IRCA)

1986; the last comprehensive reform of American immigration laws; makes it illegal for companies to base hiring decisions on a person's nationality or citizenship--as long as that person can legally work in the United States

Older Worker Benefit Protection Act

1990; an amendment to the Age Discrimination in Employment act of 1967; prohibits employers from discriminating against older employees when it comes to benefit plans; employers are not permitted to exclude older workers from participating in or continuing to participate in benefit plans

Family and Medical Leave Act

1993; federal law that allows most employees up to 12 weeks of unpaid leave for family and medical reasons each year; applies to companies that have more than 50 employees

Family and Medical Leave Act (FMLA)

1993; mandating that employers provide up to 12 weeks of unpaid leave in circumstances where employees undergo childbirth, adopt a child, need to care for a seriously ill child/parent/spouse, or ill; does not require unpaid leave for employees who have worked less than one year, who work less than 25 hours each week (or less than 1,250 hours in the previous 12 months) and who are among the top 10% of the highest-paid employees at a company

Uniformed Services Employment and Reemployment Rights Act (USERRA)

1994; protect individuals who serve in the military (those who serve from losing their jobs or being denied employment because they are in the military, they are about join, or took a leave of absence to serve); protects those who serve in the military from being denied benefits or promotions because of their military statuses

A

A manager at a sales company decides to reward desirable employee behavior in hopes that it will encourage similar behavior in the future. For example, when employees are on time every day during a month of work and consistently meet their goals, which include making cold calls to potential clients, they are rewarded with a complimentary lunch with the manager. This is an example of what type of behavioral reinforcement? A. positive reinforcement B. negative reinforcement C. punishment D. extinction

C

A manager has a subscription to a professional journal and reads an article she believes would be interesting to the employees she supervises. Which of the following actions would be the best action to take according to fair use guidelines? A. Download the article from a private subscription website and post it on a personal website where it is publicly available B. Make copies of the article and give one copy to each employee C. make a single copy of the article and let employees know it is available if they want to view it D. There is no way the manager can share the article without violating copyright law

A

According to the FMLA, which of the following employee is not entitled to time off but can be reinstated upon their return, provided that the reinstatement does not cause substantial and grievous economic injury to the employer? a) An executive who is among the 5 percent of employees who are most highly compensated at a corporation, who wants to spend time with a spouse with a terminal illness b) An administrative assistant working an average of 30 hours a week who needs to care for a sick parent c) An employee who has been with a company for 18 months and is adopting a child d) A secretary at a federal agency that employs 10 people who is caring for an elderly parent

A

According to the Uniformed Services Employment and Reemployment Rights Act, when employees take a leave of absence to serve in the military, employers must do all of the following EXCEPT a) continue to pay the employee during the period of leave b) continue to extend benefits to the employee during the time of leave c) ensure the employee still has his or her job when he or she returns from leave d) make reasonable accommodations for veterans who become disabled during service

B

All of the following statements are true of the doctrine of contributory negligence EXCEPT: a) it is a common-law doctrine pertaining to workplace injuries b) it absolves employers of responsibility for the injuries of employees that are caused by coworkers c) it can be used to mitigate an employer's responsibility if an employee is harmed or becomes ill at work d) it recognizes that employee actions may be the cause of certain workplace injuries and illnesses

D

All the graphic designers at MegaCorp earn about $50,000 a year. But when the company needs to hire two more graphic designers, the hiring manager discovers that these skills are now highly sought-after, and she has to offer the new hires $75,000 apiece. This scenario is an example of what? A. skill pay B. competitive wages C. external equity D. wage compression

A

An employee is earning $35,000 a year. The minimum for the employee's pay grade is $30,000, and the maximum is $45,000. What is the employee's compa-ratio? a) 0.93 b) 9.3 c) 1.07 d) 2.14

C

An employee who handles used needles as part of her job is subject to which of the following types of hazards? a) Chemical b) Ergonomical c) Biological d) Stress

B

An organization is considering implementing a new comprehensive training program. Which of the following should they do first? A. They should consider whether funds are available for the program B. They should conduct a needs assessment C. They should consider whether anyone on the staff is capable of conducting the training D. They should consider the value of bringing training experts in from other organizations

C

An organization wants to conduct a virtual focus group to gauge employee satisfaction after the entire staff moved to working from home. Which of the following questions should the organization ask to collect strong feedback? a) Do you like working from home? b) Do you find it harder to focus while working? c) What is the most challenging aspect of the new remote work policy, and why? d) Has your manager effectively communicated with you since we made the switch to remote work?

Yes

Are employees on military leaves benefits protected?

Yes

Are employees on military leaves vesting and pension accruals treated as though there is no gap in employment?

D

Brenda has an hour-and-a-half commute back and forth to work each day. She asks her boss why she isn't compensated for this work-related time. Which federal statute does her boss cite? A. davis beacon act B. fair labor standards act C. walsh healey act D. portal-to-portal act

Building Safety

Buildings themselves should be safe, with adequate ventilation, functioning fire protection systems, and no structural hazards

C

Closed shops are: a) Mandatory b) Legal c) Illegal d) Permissible

A

Coaching may be a valuable way to improve employee performance in all of the following cases EXCEPT: A. when an employee needs guidance reaching long-term career goals B. when an employee is finding it difficult to meet a new responsibility C. when an employee is struggling to work well on a team D. when an employee needs help with time management

C

Consolidation takes place during which period of the organizational life cycle? a) start-up b) growth c) maturity d) decline

McClelland's Theory of Acquired Needs

David McClelland; suggests individuals are motivated by 4 needs (need for affiliation, achievement, power, and avoidance) - experience dictates which of the four needs is the most motivating for any particular person

Kirkpatrick's Method of Evaluating Training Programs

Donald Kirkpatrick introduced 4 levels of evaluation for training programs; reaction, learning, behavior, and results

Emergency Preparedness

Emergency procedures should be designed, tested, and taught to all relevant employees

A

Foreign nationals who wish to enter the United States and to remain there for an undefined period of time would apply for which of the following? A. an immigrant visa B. a non-immigrant visa C. a passport D. it is not possible for non-citizens to live in the United States for an undefined period of time

C

Hazard pay is best described as: a) part of an employee's base pay b) a benefit c) a pay differential d) base pay

D

How are structured interviews different from nondirective interviews? A. structured interviews place candidates in stressful situations to evaluate how they respond B. structured interviews allow the candidates to direct what topics are discussed C. structured interviews involve asking all applicants questions from specific areas, although the questions themselves may vary D. structured interviews involve asking all candidates the same exact questions

Five

How many years does USERRA require employers to provide a leave of absence for employees in the National Guard or reserves who are called to active duty in time of war or national emergency

A

Ji-Woo works for a sales company and has a quota her employer requires that she meet each quarter. Unfortunately, she falls 15 percent short of her quota for two quarters in a row. Her employer terminates her, but she notes many employees fell short of their sales goals, although she was the only employee who was let go. She wonders if her termination is the result of discrimination since the only other employee who was terminated is also Korean. This is most likely a case of: A. disparate treatment B. disparate impact C. a bona fide job qualification D. the four-fifths rule

Employment Records

Job description, Employment application, Resume, Signed offer letter, College transcripts, Signed acknowledgment of handbook, Pre-employment test documents used by the employer, Transfer records, Arbitration agreement (if applicable), Any contract or acknowledgment between the employee and employer

Hazard Communication Standard (HCS)/Right-to-Know Law

OSHA rule requiring employers to make workers aware of any toxic substances in the workplace through labels on containers and detailed information sheets for each chemical; issued to educate employees about any hazardous materials that they might work with

Performance Management Records

Performance appraisals and evaluations, Training program history, reimbursements, and requests, Record of demotions and/or promotions, Letters of recognition, Awards and commendations, Record of bonuses received, Complaints from customers and coworkers, Written disciplinary warning notices, Discrimination and harassment complaint investigation information

Zero Defects

Philip B Crosby; the idea that managers should strive to produce a product with no flaws, rather than simply meeting an acceptable level of quality

Four Absolutes of Quality

Philip B. Crosby; conformance to requirements, prevention, performance standards, measurement

B

Raul has been working with his company for a long time, and he is an outstanding employee with excellent technical skills. He has been identified by upper management as someone who should be promoted within the organization. However, Raul is not interested in becoming a supervisor. Which of the following would most effectively address Raul's situation? A. leadership training B. dual career ladder C. succession planning D. line management training

D

Repetitive motion injuries frequently result from what type of hazard? A. stress B. tangible C. environmental D. ergonomic

B

Richie is a captain in the Army Reserve; he takes a four-month leave of absence from his job to take mandatory training. Which statement describes his rights under USERRA after he returns from his leave of absence? A. Richie is entitled to back pay for the four months of work that he missed B. Richie can return to his old job, and he is given extra time to make up missed contributions to his 401k C. Richie cannot be fired without cause for one year D. Richie cannot be promoted for one year

A

This executive order exempted federal contractors who are religious or community organizations from the requirements of EO 11246 A. EO 13279 B. EO 11333 C. EO 11375 D. EO 11478

Natural Disaster

WARN act exception that exempts a company that is forced to make a sudden layoff or plant because of this, such as an earthquake or tornado

Unforeseeable Business Circumstance

WARN act exception that exempts a company that is forced to make a sudden layoff or plant closure because of legitimately unexpected bad news, such as the abrupt cancellation of a major contract

C

What are the two principal goals of an employee privacy policy? A. To protect employee privacy and to avoid identity theft. B. To inform employees about the possibility of monitoring and searches, and to reassure employees about their privacy rights.. C. To inform employees about the possibility of monitoring and searches, and to shield the company against legal liability. D. To establish the procedures for employee monitoring and searches, and to shield employees against being prosecuted for privacy violations.

C

What does the Employee Right-to-Know law require? a) that no barriers or obstacles block doorways in the workplace b) that employees will not be exposed to consistent dangerous levels of noise in the workplace c) that companies identify, communicate, and evaluate chemical hazards at worksites d) that employees be trained in lockout/tagout procedures when working with potentially dangerous equipment

B

What is HRM's function in an organization that is pursuing a concentration strategy? A. Recruit and retain the best technical workers, to develop an idea into a salable product. B. Support the remaining business units by recruiting and retaining the employees most needed for future success. C. Maintain morale, conduct exit interviews, and avoid wrongful-termination lawsuits. D. Create a process map of the intended acquisition and determine if its culture is compatible with the acquiring company.

B

What is a major difference between management development and leadership development? A. Leadership development is primarily concerned with the financial side of an organization, while management development is primarily concerned with the operational side B. Leadership development aims to provide a comprehensive understanding of the entire organization, while management development is more narrowly focused on managerial skills and knowledge C. Leadership development works with candidates already in the organization, while management development looks for candidates outside the organization D. There is no real difference between the two

B

What is the difference between a reference check and a background check? A. a reference check is more detailed than a background check B. a reference check involves people who are familiar with the applicant's work performance, while a background check involves non-employment sources C. a background check involves people who are familiar with the applicant's work performance, while a reference check involves non-employment sources D. there is no difference; the two terms are interchangeable

B

What is the difference between incentives and benefits? A. Incentives are always monetary; benefits are always non-monetary B. Incentives are a form of compensation; benefits are not C. Incentives are legally required; benefits are not D. Incentives are meant to encourage performance; benefits are meant to enhance employees' participation in the workplace

D

What is the essential difference between training and development? A. training costs more than development B. development applies to an employee's current job; training applies to jobs she might potentially hold in the future C. training takes longer than development. D. training applies to an employee's current job; development applies to jobs she might potentially hold in the future

B

What is the estimated annual cost of substance abuse to employers? A. $100 million per year B. $1 billion per year C. $5 billion per year D. $10 billion per year

C

What is the last step in conducting a training needs analysis? A. budgetary estimations B. carrying out the training C. identifying the performance gap to be addressed D. identifying solutions

B

What is the main difference between outsourcing and offshoring? A. Outsourcing involves the use of foreign workers; offshoring does not necessarily involve foreign labor. B. Offshoring involves the use of foreign workers; outsourcing does not necessarily involve foreign labor. C. Offshoring is illegal; outsourcing is not. D. Offshoring is more expensive than outsourcing.

B

What is the major disadvantage of the Critical Incident Method of performance rating? A. It is not personalized to each employee B. by measuring only exceptional behaviors, it makes it hard to compare one employee to another C. It can be very expensive and time consuming D. It forces employees into ratings distributions that may not accurately reflect the actual distributions in the organization

A

What is the primary advantage of maintaining qualified retirement plans rather than non-qualified retirement plans? a) there are greater tax benefits for qualified plans b) qualified plans can be offered to some employees but not others c) it is possible to offer some employees additional benefits with qualified plans d) there are no benefits of qualified plans

A

What is the purpose of EPLI? A. To share the risk associated with defending employee lawsuits. B. To minimize employees' expectation of privacy.. C. To maximize the employer's opportunity to monitor employee behavior.. D. To eliminate employees' ability to sue for damages.

B

What would an employer use an OSHA Form 300 for? a) to provide more information about work-related illnesses and injuries, including what injured employees were doing before each incident b) to report particular incidents of work-related illnesses or injuries and illnesses c) to review all work-related injuries and illnesses that take place at a worksite over the course of a year d) to detail the employer's response to a particular work-related illness or injury

A

What would an employer use an OSHA Form 301 for? a) to provide more information about work-related illnesses and injuries, including what injured employees were doing before each incident b) to report particular incidences of work-related illnesses or injuries and illnesses c) to review all work-related injuries and illnesses that take place at a worksite over the course of a year

C

When HR assists employees who have been laid off with finding new work, this is called: a) constructive discharge b) employment-at-will c) outplacement d) progressive discipline

D

When a rater gives a ratee a higher rating than they deserve, this is an example of: A. central tendency error B. contrast error C. halo effect D. leniency error

C

Which act made it the case that injunctions could be used to end strikes only in instances where there is a threat of damage to property? a) Sherman Antitrust Act b) Railway Labor Act c) Clayton Antitrust Act d) Wagner Act

A task force is formed to address a specific problem; a committee is formed to address ongoing issues

Which applies to task force and which applies to a committee? 1. formed to address a specific problem 2. formed to address ongoing issues

C

Which employers are not required to create a written emergency action plan? A. employers in low-risk industries B. employers with no history of violations C. employers with ten or fewer employees D. all of the above

B

Which of the following actions is not required by the Americans with Disabilities Act? a) Employers must make reasonable job accommodations for new employees who have disabilities b) That employers create positions for employees who develop medical conditions that make it impossible to perform essential job functions c) Employers must make reasonable job accommodations for existing employees who develop disabilities d) All of the above

B

Which of the following acts pertains directly to the compensation of employees? a) Polygraph Protection Act b) Fair Labor Standards Act c) Ombudsman Protection Act d) Equal Employment Opportunity Act

C

Which of the following acts requires that employees be given 60 days of notice before mass layoffs? A. NLRA B. FLSA C. WARN D. ADEA

B

Which of the following appraisal methods has managers evaluate employees using either numeric or descriptive scales? A. behavioral B. rating C. comparison D. narrative

A

Which of the following are effective strategies for getting employees to embrace change? A. Foster participation and reward employees who cooperate. B. Tightly control the flow of information and micromanage the change process. C. Assume that employees will resist the change and terminate anyone who does not cooperate. D. Start by working with line managers and get the approval of top management later in the process.

D

Which of the following best describes a corporate campaign? a) an agreement between an employer and a union that requires that the employer stop doing business with another organization b) when members of a bargaining unit picket an organization that is owned by the same employer, but that is not a union shop c) when members of one union strike in order to support the negotiations of another union that is in a dispute with an employer d) this union tactic aims to make it difficult for a company to do business and often aims to rally community support

A

Which of the following best describes a hot-cargo clause? a) an agreement between an employer and a union that requires that the employer stop doing business with another organization b) when members of a bargaining unit picket an organization that is owned by the same employer, but that is not a union shop c) when members of one union strike in order to support the negotiations of another union that is in a dispute with an employer d) a strike that takes place at a location where multiple employers are represented, including those who are not union shops

A

Which of the following best describes a wildcat strike? a) An illegal tactic performed by workers without the support of a union while a labor agreement is still in effect b) When union members and their supporters refuse to purchase products or services from an employer c) Marching at the entrance of a worksite, typically with signs d) A union tactic that involves employers performing their job at a much slower pace than normal

B

Which of the following best describes a zipper clause? a) a clause included in a collective bargaining agreement that prevents employers and employees from initiating work stoppages b) a clause included in a collective bargaining agreement that prevents the reopening of negotiations once a contract is in place c) a clause included in collective bargaining agreements that requires employees to pay union dues regardless of whether they choose to join the union d) a clause included in collective bargaining agreements that prevents union representatives from discussing negotiation meetings

C

Which of the following best describes promissory estoppel? a) A legal concept that provides an individual with protection against accusations or other statements that are damaging to his or her reputation b) A common-law protection that holds an employer responsible for the actions of employees when they are acting on behalf of, or are performing tasks for, the employer c) A common-law protection that may require an employer to follow through on promises made to an employee in certain situations d) A situation in which an employer makes a work environment so intolerable that an employee is forced to quit

B

Which of the following career development techniques would most likely focus on an employee's emotional or psychological well-being? A. coaching B. counseling C. mentoring D. assessing

B

Which of the following counts as indirect compensation? a) state-of-the-art equipment b) health insurance c) incentive pay d) overtime

D

Which of the following does an employer NOT have the right to monitor? A. Emails the employee sends while at work B. Telephone calls the employee makes while at work. C. The websites an employee visits while using a company computer. D. The employee's behavior in a company dressing room

D

Which of the following employees would be able to make catch-up contributions to a retirement savings account according to the Economic Growth and Tax Relief Reconciliation Act of 2001? a) an employee who is on leave b) anyone except a highly compensated employee c) employees who transfer to supervisory positions d) an employee over the age of 50

D

Which of the following employers would be required to notify employees of a mass layoff 60 days in advance according to the Worker Adjustment and Retraining Notification Act (WARN)? A. an employer with 90 full-time workers on staff B. an employer required to layoff employees following the abrupt cancellation of a large contract C. an employer required to layoff employees following a natural disaster D. an employer with 80 full-time and 30 part-time employees working more than 4,000 hours a week

D

Which of the following forecasting techniques involves experts independently developing and refining forecasts? A. ratio analysis B. trend analysis C. normal group technique D. Delphi technique

D

Which of the following groups might be covered by a company's affirmative-action plan? A. members of religious minorities B. members of the LGBT community C. Irish Americans D. Vietnam Veterans

C

Which of the following individuals is in violation of the Fair Labor Standards Act? a) An 18-year-old working at a hazardous worksite b) A minor employed by a parent c) A 15-year-old working during school hours d) A 13-year-old working on a parent's farm

B

Which of the following injuries would not be OSHA recordable? a) An employee is injured by equipment at work and has to take time away from work to recover b) An employee develops food poisoning while at work after eating lunch he brought from home c) An employee falls while leaving the building and ends up needing medical attention d) An employee experiences an allergic reaction to a chemical used in the workplace and has to take the rest of the day off

B

Which of the following interview questions is best described as behavioral? A. Imagine you were overseeing the work of an employee who is struggling to meet his deadlines. How would you go about addressing that issue? B. Could you describe a case in the past where you've had to present difficult information to a general audience? C. How long did you work at your previous job? D. Why did you leave your previous position?

D

Which of the following interview questions would most likely be appropriate and would not violate equal employment opportunity regulations? A. What is your marital status? B. How many children do you have? C. Are there any health issues that run in your family? D. Are you willing to relocate if necessary?

C

Which of the following is NOT a characteristic of a learning organization? A. personal mastery B. shared vision C. competition between employees D. systems thinking

B

Which of the following is NOT a form of performance pay? A. skill pay B. overtime C. merit pay D. commissions

C

Which of the following is NOT a just cause for terminating an at-will employee? A. The employee was caught drinking on the job B. The employee refused to work overtime C. The employee publicly accused the company of violating environmental laws D. The employee was repeatedly late for work

B

Which of the following is NOT a legally required benefit? A. Workers' Compensation B. Dental Coverage C. Unemployment Compensation D. Medicare

C

Which of the following is NOT a provision of the Fair Labor Standards Act? A. Nonexempt employees must be paid overtime B. Minors under the age of 18 are not allowed to work in hazardous jobs C. Nonexempt employees must be paid double-time for working on Sundays D. Employers must keep records of wages paid, hours worked, and other relevant data for each nonexempt employee

C

Which of the following is NOT one of Michael Porter's five forces that influence the success of a business? A. new competitors B. suppliers C. independent contractors D. competition in the industry

C

Which of the following is NOT required under the Drug-Free Workplace Act? A. Establishment of a drug-free policy for the workplace. B. Letting employees know where to find help if they need it.. C. Mandatory drug testing of all employees. D. Establishment of a drug awareness program for employees.

C

Which of the following is NOT true of an I-9? A. it must be signed by the employee B. it must be signed by the employer C. it serves as documentation that an employee can work in the U.S. D. it testifies that an employee has provided documentation that he or she can work in the U.S.

C

Which of the following is NOT usually part of a company's affirmative-action program? A. utilization analysis B. removing inappropriate barriers to employment C. hiring quotas D. preferential hiring

A

Which of the following is a direct consequence of the decline in union membership and power? A. Unions focus more on job security than on bargaining for higher wages. B. The number of strikes has increased dramatically. C. The number of decertification elections has increased dramatically. D. Unions focus more on bargaining for higher wages rather than expanded benefits.

D

Which of the following is a mandatory benefit? a) paid time off b) childcare c) the option to telecommute d) time off to care for a sick parent

A

Which of the following is a technique that is used to make the steps involved in performing a job more efficient and safer for an employee? A. work simplification B. team-building programs C. new employee orientation programs D. supervisory skills training programs

A

Which of the following is an accurate statement of the Pareto Principle? A. 80% of the problems in an organization result from 20% of the possible causes B. 80 percent of the payroll in an organization goes to 20 percent of the employees. C. In any organization, people rise to their own level of incompetence. D. If something can go wrong, it will.

C

Which of the following is an argument in favor of affirmative action? A. Today's workers should not have to pay to right the wrongs committed many years ago. B. Many racial minorities and women resent being advanced in life due to their race or sex, rather than their merit.. C. The interests of white men need to be balanced against society's interest in promoting affirmative action programs D. Affirmative action is itself a form of discrimination -- disparate treatment of white men.

A

Which of the following is an ergonomic hazard? a) repeated unnatural motions b) unsafe objects c) unsafe procedures d) emotional stress

C

Which of the following is an example of an extrinsic reward? A. taking pride in a job well done B. the feeling that you're getting better at your job C. being chosen "Employee of the Month" D. the sense that your job fulfills a meaningful purpose

D

Which of the following is entailed by the Pregnancy Discrimination Act? a) The requirement of paid maternity leave b) The requirement of paid paternity leave c) Limitations on hazardous working conditions for pregnant women d) Employment and benefit conditions for pregnant women

B

Which of the following is most characteristic of the exploration stage of the career life-cycle? A. during this stage, employees typically reach the point in an organization where the use of their talents is optimized, and performance may stagnate at this time B. during this stage, employees typically identify interests and opportunities, although performance may be low C. during this stage of employment, an employee begins pulling away from work, and performance typically declines D. during this stage, employees find a meaningful role in an organization, and performance typically increases

D

Which of the following is not a guiding principle of learning organizations? A. team learning B. systems thinking C. mental models D. individual visions

D

Which of the following is not an example of an intrinsic reward? a) recognition of a job well done b) a sense of accomplishment after sealing a deal c) a sense of growth after learning a new skill d) the approval and respect of one's colleagues

D

Which of the following is prohibited by the Pregnancy Discrimination Act? A. discrimination against pregnant women when making hiring decisions B. discrimination against women when it comes to fringe benefits C. discrimination against pregnant women when seniority rights are concerned D. all of the above

C

Which of the following is the first step in the grievance process once? a) a complaint is filed with upper management b) arbitration c) a complaint is filed with the employee's supervisor d) employees may not file grievance complaints once a collective bargaining agreement is in place

A

Which of the following is true of fee-for-service plans? a) They offer employees the most flexibility when selecting a healthcare provider. b) Fee for service plans do not require employees to pay anything out of pocket. c) Fee-for-service plans are typically the least expensive option for employees. d) Fee-for-service plans are typically the least expensive option for employers.

C

Which of the following is true of front pay? A. front pay is considered part of compensatory damages and is subject to the CRA cap on damages B. front pay is always awarded to employees who are reinstated to their former positions C. front pay is issued to employees who are unable to resume their work for an employer D. front pay is levied at employers found guilty of discrimination to deter future behavior of the same kind

B

Which of the following is true regarding employer responsibility and hostile work environment harassment? a) Employers are always responsible for hostile work environment harassment. b) Employers are responsible for hostile work environment harassment if they know about it or should have known about it, and employers do not take appropriate action. c) Employers are only responsible for hostile work environment harassment in cases where an employee files charges or a formal complaint, and the employer does not take appropriate action. d) Employers are never responsible for hostile work environment harassment.

D

Which of the following metrics considers how well employees are generated revenue given their compensation and benefits packages? A. cost per hire B. HR value added C. total compensation expense per employee D. human capital ROI

D

Which of the following metrics indicates how well a company is doing at retaining employees? A. cost per hire B. HR value added C. total compensation expense per employee D. turnover rate

B

Which of the following pension plans provides the most control to employees? a) defined-benefit contribution plans b) defined-contribution benefit plans c) cash balance benefit plans d) flexible spending accounts

C

Which of the following requires that employers keep records of overtime hours worked by employees? a) FMLA b) ERISA c) FLSA d) COBRA

B

Which of the following should happen first in an employee misconduct investigation? A. interview the employee against whom the complaint was made B. determine who will investigate the complaint C. interview the person who made the complaint

B

Which of the following statements about rating scales is false? A. Rating scales define categories of employee performance B. Rating scales use only quantitative values C. Managers can use rating scales to measure the performance of employees D. Each performance category typically receives a value

C

Which of the following statements is FALSE? A. stress is a factor in job-related illnesses B. stress can lead to substance abuse C. stress is considered to be a biological hazard D. setting reasonable goals for yourself can help reduce stress

B

Which of the following statements regarding non-solicitation policies is true? a) Employers can prohibit solicitation by union representatives while permitting solicitation by other individuals or entities b) Employers may prohibit solicitation by union representatives only if solicitation is prohibited in general c) Employers may not prohibit solicitation d) Employers must gain employee support in order to prohibit solicitation by union representatives

A

Which of the following would be considered a catastrophe according to OSHA standards? a) A workplace incident resulting in the death of an employee b) A workplace incident resulting in the hospitalization of an employee c) A workplace incident resulting in the illness of three employees d) A workplace incident resulting in a complaint by an employee

B

Which part of training program design is used to measure the effectiveness of that program? A. content B. evaluation C. implementation D. participant selection

B

Which set of OSHA standards applies to most worksites? A. construction B. general industry C. maritime D. hazard communication

A

Which training type replicates the work environment and provides trainees with the ability to practice complex skills and tasks without the risks of the actual job? A. simulation B. orientation training C. internship D. apprenticeship

B

Which type of analysis considers how both internal and external factors serve as benefits and obstacles for an organization? A. PEST analysis B. SWOT analysis C. cost-benefit analyis D. innovation metric

D

Why is it important for HR to enforce the company's compliance with applicable laws and regulations? A. Because failure to comply with laws and regulations exposes the company to potentially costly legal action. B. Because failure to comply with laws and regulations is morally and ethically wrong. C. Because failure to comply with laws and regulations gives the company an edge in recruiting new employees. D. A and B, but not C

D

Why is it important for companies to follow written procedures for progressive discipline? A. Failure to follow written procedures for progressive discipline is a violation of the Fair Labor Standards Act B. Failure to follow written procedures for progressive discipline creates confusion and the potential for bureaucratic error C. Failure to follow written procedures for progressive discipline is a violation of the Wagner Act D. Failure to follow written policies for progressive discipline may render an employee's dismissal invalid in court

A

Why might some companies decide to provide employees with a flexible benefits package? A. Because different employees at different times in their lives have varying needs and wants B. Because flexible benefits packages are cheaper to administer C. Because employees tend to want the same types of benefits throughout their careers D. Because flexible benefits packages reduce healthcare costs

Golden Parachute

a benefit offered to some executives as part of their compensation package; provides significant compensation to executives who are terminated (particularly because of a change in company structure); idea is to attract top executives who may otherwise be hesitant to come aboard an organization if they fear it may be bought out or merged with another organization at some point

Flexible Benefits Packages

a benefits plan that allows employees to select from a pool of choices, including health coverage, retirement contributions, cash, vacation time, etc.

Return on Equity

a business metric that measures the amount of money an organization makes as compared to the average investment of each of the company's shareholders

Pie Charts

a chart that documents categories in proportion to a whole

Voluntary-recognition Bar

a circumstance in which elections may be refused by the NLRB; In circumstances where an employer has voluntarily recognized a union as the appropriate bargaining representative, then an election will be prohibited for some amount of time, to encourage contract negotiations between the employer and the union

Certification-year Bar

a circumstance in which elections may be refused by the NLRB; No elections take place within a 12-month period of the certification of a bargaining representative

Prior-petition Bar

a circumstance in which elections may be refused by the NLRB; sometimes union representatives will begin the process of petitioning for an election, but for whatever reason will withdraw that petition before the election takes place. In such cases, no election will be permitted to take place for the next six months

Union Security Clause

a clause in a collective bargaining agreement which requires all members of the bargaining unit to be union members in good standing - or at least to pay the union for the basic costs of representation - as a condition of employment

Information Assets

a company's personnel, customer, and financial data, as well as intellectual property such as patents and trade secrets

Collective Bargaining Agreement

a contract entered into by a union and the employees they represent and an employer; coverage a particular amount of time and will discuss varying issues based on the needs and negotiations of the employer and the union

Growth

a critical stage when it is imperative to recruit and retain the best technical workers in the industry to evolve an idea into a saleable product

Pareto Analysis System

a decision-making model, designed by Vilfredo Pareto and popularized by Joseph Moses Juran, that is based on the assumption that 80% of the problems in an organization are usually caused by 20% of the possible problems

Mediation

a dispute-resolution procedure in which a neutral third party (the mediator) reviews the information presented by both sides and then makes an informed recommendation and provides advice to both parties about what she or he believes should be done

Cost of Living Increases

a form of compensation; an increase in base wage or salary meant to compensate for the falling value of the dollar due to inflation, leaving employees with the same buying power for their pay

Grievance

a formal complaint against an employer, usually lodged by a labor union on behalf of an individual employee or group of employees

Executive Orders

a formal declaration of federal government policy issued by the President of the United States

Task Forces

a group that is brought together to research and recommend solutions for problems; only exists for as long as the problem remains an issue; once the problem has been addressed, it disbands

Health Maintenance Organizations (HMOs)

a health plan that requires participants to receive all their healthcare from a defined group of providers

HiPOs

a high-potential employee - that is, one who is seen as likely to advance into high levels of corporate leadership

The sequencing effect

a kind of contrast error; can lead to more positive reviews if applicants are considered after poor performers or more critical reviews when considered after strong performers

Tort

a legal action taken by someone who feels they've been wronged by another's failure to meet an obligation

Negligent Hiring

a legal concept holding an employer responsible for harm caused by an employee if the employer failed to make reasonable background checks

Labor Unions

a legally constituted group of individuals working together to achieve shared, job-related goals, including higher pay and shorter working hours

Excelsior List

a list that contains the names and addresses of all employees in the bargaining unit of a union; must be provided to the NLRB after it has been determined that an election will take place

Job Specification

a listing of the skills, knowledge, and abilities needed for a job

Opportunity Conversion Rate

a low one means a company needs to do a better job of turning opportunities into sales; a high one may mean that the company should expand its consumer base

Joseph Moses Juran

a management consultant and quality guru who worked closely with Japanese companies to improve product quality in 1950/60s; agrees with Deming's assertion that quality is determined by the consumer; argued that once the customer's views had been taken into consideration, each company needs to develop practices that would accommodate the needs of both the consumer and the company; part of DMAIC; Pareto Principle

Ratio Analysis

a means for determining whether an organization has enough employees to meet the requirements of the company; an important part of forecasting workforce needs and can be used to identify or predict when new employees may need to be brought into the organization; conducted by looking at the history of the workforce and some particular facet of the organization

Cost Per Hire

a measure of all expenses necessary to recruit new workers, divided by the total of new hires

Compa-Ratio

a measure of how an individual employee's pay relates to the pay ranges established by the organization and the larger market; defined as the employee's salary, divided by the midpoint of the salary range for that position

Turnover Rate

a measure of the number of workers leaving a department at a particular pay grade and performance level divided by the average number of workers employed at that grade and performance level

Human Capital ROI

a measure that combines compensation cost and benefit cost, subtracting that sum from operating expenses, then subtracting the organization's revenue number, and dividing that composite by compensation and benefit costs

Constructive Confrontation

a mediation method designed by Guy Burgess and Heidi Burgess that aims to resolve a primary dispute by recognizing and addressing secondary disputes

Behavioral

a method for performance appraisal; judge the employee based on his behavior as it relates to the job; most common is BARS method; each employee's job description is analyzed to identify the specific tasks related to that job - for each task, there ae a series of statements that describe how the employee's behavior matches the task & each statement corresponds to a numerical rating for the task

Narrative

a method for performance appraisal; managers are required to write up a review of each employee's performance; ex: critical incident review, essay review, and field review

Rating

a method for performance appraisal; this method employs numerical rating or rankings; ex: rating scales or checklists

Reporting Pay

a minimum payment, required in some states but not by federal law, made to compensate workers who report for work but are not asked to put in a full day on the job

Punitive Damages

a monetary award designed to punish the defendant in a civil suit, with the goal of deterring the defendant from engaging in similar conduct in the future

Personal Interviews

a number of errors can occur during this stage of the selection process including first impression error, similarity error, non-relevancy, incomplete or inaccurate assessment of the nature of the job

Management by Objectives (MBO)

a performance appraisal system where employees and their managers agree to specific goals at the beginning of a rating period and periodically evaluate performance against targets

MBO System

a performance-appraisal method based largely on the extent to which individuals meet their personal performance objectives; manager and employee frequently meet during the year to make sure employee is on the right track; issues- employees tend to focus on only the goals that have been set

Paired Comparison Method

a performance-appraisal method in which each individual employee is compared with every other individual employee; can show how employees are working at the same level to compare to one another and how they compare to the manager who organizes them; criticism- one alternative to simple ranking system and brings those shortcomings along with it

Forced Distribution Method

a performance-appraisal method in which employees are grouped into predefined frequencies of performance ratings; presents the employee rankings in a normal distribution in which every employee fits into one predetermined category; disadvantage- forces employees into distribution which may not be true to the actual distribution in the organization

Simple Ranking Method

a performance-appraisal method in which the manager rank-orders each member of a particular workgroup or department from top to bottom or from best to worst; easy to implement and give clear and useful information about an employee's performance; con- do not state the reasoning and leave little room for feedback to the employees

Graphic Rating Scale

a performance-appraisal method that consists of a statement or question about some aspect of an individual's job performance; simple, wide array of performance dimensions can be efficiently tapped with various rating scales on the same form; disadvantage- not personalized to each employee (only measure performance relative to general traits, behaviors, or attitudes)

Critical Incident Method

a performance-appraisal method that relies on instances of especially good or poor performance on the part of the employee; provides employees with ample feedback and assesses performance in clear behavioral terms; con- becomes difficult to compare one employee to another

Plateau

a period in which there is little change, either positive or negative, in learning or proficiency, usually following a period of considerable change

Physical Hazard

a principal type of environmental hazard; an object, condition, or flaw that poses a risk to employees' safety or health

Biological Hazard

a principal type of environmental hazard; anything that may expose an employee to an infectious disease

Work Simplification

a process of looking critically at the way that a task is completed to find ways to simplify that process; unnecessary steps may be omitted or easier ways to accomplish necessary steps may be identified

Job Evaluation

a process that categorizes all jobs at a company according to the level of responsibility and skills required

Behaviorally Anchored Rating Scale (BARS)

a rating scale that uses pre-established descriptions and observable behaviors to rate employee performance

Defined-Contribution Pension Plans

a retirement plan, such as a 401k, through which money is saved for retirement in investments controlled by the employee; transfer much of the risk of retirement investment off the employer and on to the employee

BOS Scale

a scale developed from critical incidents like a BARS, but which uses substantially more critical incidents to define specifically all the measures necessary for effective performance; allows managers to rate the frequency with which an individual employee has exhibited exceptionally good or poor behavior during the rating period; con- expensive and time-consuming

The Glass Ceiling Act

a section of Title II of the Civil Rights Act of 1991; established a commission to study and identify the barriers that prevent many women and minorities from advancing into senior management

Stress can be defined as

a sense of pressure a person feels when they believe their resources, either financial, time, job-related, or otherwise, are insufficient in meeting their needs

Uniform Guidelines on Employee Selection Procedures

a set of federal rules that state that all procedures used as a basis for staffing decisions must be valid and relevant to job performance

Split-halves Reliability

a single test is divided in half; a person's performance on one half should be closely aligned with their performance on the other half; if it varies substantially, this would indicate that different parts of the test measure different things

Promissory Estoppel

a situation in which an employer fails to provide a promised reward to an employee; if the promise was clear, specific, and reasonable, and if the employee took a specific action as a result of the promise, the employer may be held liable

Employment-at-will

a situation in which the employee can be terminated at any time, without the employer having to show cause for the termination

Security Threats

a situation or action, arising outside the organization, that has the potential to disrupt the organization's operations or business dealings, or threaten the safety of employees

Pilot Test

a small focus group that evaluates the content and delivery method of a specific training program, before that program is launched

Quality Circle

a small group of workers who do the same type of work and meet regularly to discuss and try to solve work-related problems in their company or organization

Core Competency

a specific function that a firm regards as central to its success and is something difficult for competitors to imitate

Factor Analysis

a statistical analysis used to describe variability among observed, correlated variables in terms of a potentially lower number of factors or unobserved variables

SWOT Analysis

a strategic planning tool used to evaluate the strengths, weaknesses, opportunities, and threats facing an organization

Concentration

a strategy where a company abandons unprofitable products and services to focus on profitable ones

Surveys

a structured series of questions presented to employees in a written or online format, which seeks to measure employee attitudes toward a particular issue or aspect of employment; form of quantitative research; low- or no-cost; easy to design and be repeated; disadvantage - employees may suffer from fatigue if used too frequently, provide a limited amount of information

Organization Development Intervention

a structured set of actions designed to improve an organization's performance

Managed Care

a system designed to control healthcare costs by restricting patients' access to certain doctors and hospitals, limiting treatment options, and using a management company to hold down costs

Performance Management

a system of management that includes defining expectations and accountabilities, setting performance standards and measures, and assessing results

Progressive Discipline

a system that deals with employee performance problems through a series of corrective steps or measures that can end with termination; can involve verbal then written warnings followed by suspension and if necessary, dismissal

Frequency Distribution

a table that summarizes the frequency of each measured value within an analysis

Construct Validity

a test must measure what it claims to measure; has this if performance on the exam does predict job success

Organizational/Balanced Scorecard

a tool for measuring those factors that affect or are affected by a certain thing (such as a process or campaign) to be studied, and can be used to correct behavior or strategy if the metrics display sub-optimal performance; takes into account multiple measures to determine safety and health program effectiveness

Defined-Benefit Pension Plans

a traditional pension plan, funded and controlled by an employer; the amount an employee receives after retirement is based on years of service and earning level during employment

Interval Data

a type of continuous data that is ordered within a range and with each data point being an equal interval apart

Ratio Data

a type of continuous data that is ordered within a range and with each data point being an equal interval apart that also has a natural 0 point which indicates none of the given quality

Ordinal Data

a type of discrete data that places data objects into an order according to some quality with higher order indicating more of that quality

360-degree Feedback

a type of performance review that includes multiple raters who interact with the person being reviewed

On-the-job Training (OJT)

a type of training that assumes that an employee can learn needed job skills while actively working

Vestibule Training

a type of training that is done in a separate area from the actual work area so that the worker is sheltered from the pressure of the regular job

Job Rotation

a type of training that moves the employee around to perform different duties as a form of job enrichment; often used for managerial or professional employees; also called cross-training

Federation

a type of union that is composed of a collection of national unions representing employees in related industries

Work Simulation

a useful selection technique that puts the applicant in the environment in which he or she will be working; a good indication of how well they will fit in the job and if the job takes place in a stressful environment, how well they will handle that stress

Merit Pay

a variation on the base salary that compensates employees through the salary range for their position based on their performance; awarded for high-quality performance; pay is reviewed in concurrence with the annual performance review

Histogram

a vertical chart that shows the distribution of data across continuous intervals

Bar Graphs/Bar Charts

a vertical or horizontal chart that represents data that is distributed over groups or categories

Fair Use Doctrine

according to the U.S. copyright office, this "is a legal doctrine that promotes freedom of expression by permitting the unlicensed use of copyright-protected works in certain circumstances"

Lewin's Change Process Theory

according to this theory, organizations can change either because of the environment (that is, because of external factors) or because of specific internal needs

Turnover Forecasting

acquiring information about why employees leave an organization to forecast future turnover rates and to improve workforce planning; exit interviews, post-exit surveys, focus groups, predictive surveys

House of Reprentatives

all tax bills originate in this chamber - HOR,USS, or both

Metrics

allow HR to assess the effectiveness of a risk-management program

Compensatory Damages

also called actual damages; a monetary award designed to repay the plaintiff in a civil suit for the specific loss or injury that was caused by the illegal actions of the defendant; these are intended to make the defendant whole by replacing what he or she lost

Medicare Part A

also known as hospital insurance; provides coverage for inpatient hospital care, hospice and some home health services, and inpatient care in many nursing facilities; mandatory and, in most cases, does not require participants to pay a premium fee for coverage

Job Simplification

also known as job specialization, involves taking away a duty from one position and giving it to another

Additional Education

ambitious employees who lack specialized knowledge or academic credentials can pursue this on their own time from local colleges or professional societies

Software

an HRIS is a type of ___________ that allows companies to manage payroll, accounting, and related HR functions

Medicare Part C/Medicare Advantage

an alternative to Parts A and B; involves receiving services from HMOs and PPOs that are Medicare-approved; individuals who are eligible for Part A and Part B are also eligible for this, which can provide support for additional services like dental, vision, hearing, and prescription coverage; participants must enroll during the open enrollment period

Severance Package

an amount of money, paid at an employers' discretion, to a terminated employee

Severance Pay

an amount of money, paid at an employers' discretion, to a terminated employee

BARS Appraisal Systems

an appraisal system that represents a combination of the graphic rating scale and the critical incident method; providing specific behavioral examples to reflect both good and bad behaviors; disadvantage- expensive and time-consuming and scales are rarely used in their true form

Shaping

an approach to behavior modification; also known as the method of successive approximations, involves guiding behavior in the desired direction by reinforcing or rewarding response that are increasingly similar to the target outcome (B.F. Skinner's theory)

Halsey Premium Plan

an approach to compensation that rewards efficiency; calls for paying employees an hourly wage as well as some predetermined percentage of their hourly rate for any time they save relative to their past performance

Formative Evaluations

an assessment conducted during the design and development process (ADDIE) and during the training process itself, to modify teaching and learning activities; include needs assessment, jobs analysis, pilot testing and pre-testing

Job Enrichment

an attempt to add more stimulating and rewarding work into a particular job

Reference Check

an effort to learn about a prospective employee's work performance from those who have observed that performance

Background Check

an effort to learn information about an employee from sources outside of previous employers

Response

an emergency action plan focuses on personnel; an emergency _________ plan focuses on records and resources

Medical/Flexible Spending Accounts

an employee can put aside money, tax-free, for certain expenses

Health and Welfare Program

an employer-sponsored program that seeks to encourage healthy behavior by employees, outside the workplace as well as inside it

Line Manager

an individual with responsibility for directly managing individual employees or teams

Mentoring

an informal relationship where an experienced manager offers guidance and advice to a less experienced colleague

Sociotechnical Intervention

an intervention designed to change the way a particular group functions within an organization

Exit Interviews

an interview that a manager conducts with an employee who is about to leave the organization, in which the employee has a chance to explain her reasons for leaving the organization and to assess her experiences while working there; no guarantee that employees will be honest; subject to measurement bias

Ethisphere

an online and in-print publication that strives to educate readers on ethical issues in business, including code of ethics, global compliance, and ethical leadership across industries

Total Quality Management

an organization-wide program to create a climate in which every employee is committed to maintaining high standards of quality, and working to achieve customer satisfaction, in every aspect of the company's operations

Competitive Advantage

an organizational attribute that differentiates it from rivals and increases market share

ANOVA

analysis of variance; a method of analyzing the difference in a particular variable between multiple populations

Defamation

any communication, usually from a former employer that damages a person's reputation and prevents him or her from getting a job or some other benefit

Pay for Performance

any compensation system that links pay and performance; can motivate high performance and cut company costs in the event of low performance; risk- can often be effected by factors outside of worker's control (such as the economy)

Unfair Labor Practice

any practice performed by an employer or union that violates any of several labor law provisions; typically, it is the union that files this complaint against the employer

Charge of Discrimination/Claim

anyone who believes that he or she has been the victim of employment discrimination may file this with the EEOC

Environmental Health Hazard

anything that is present in an employee's work environment that can have a negative impact on the employee's health

Drug-Free Workplace Act

applies to any employer that receives federal funding or has federal contracts totaling at least $100,000 a year

White-collar Exemptions

apply to employees whose duties are considered administrative, executive, or professional; the latter category includes doctors, lawyers, and teachers, among others

Design Patents

apply to what the Patent Office describes as a "new, original, and ornamental design embodied in or applied to an article of manufacture," last for 15 years; if used before may 13 2015 then lasts for 14 years

Perceptual-Motor Approach

approach to job design; based on an understanding of neurology and the mental demands of a particular job; concern with attention span and memory required; focus on lighting and visibility; reduces stress and boredom to avoid errors or accidents; con: lacks some of the motivational concerns and may cause a worker to find their job less meaningful

Mechanistic Approach

approach to job design; classic industrial engineering and shares some common themes with operations research; most applicable to jobs that involve routine assembly tasks, like those found in a manufacturing firm; works best with highly specialized jobs & when a job is engineered to maximize process efficiency and productivity and make the best use of human factors and time; does not necessarily encourage job satisfaction or motivation leading to high absenteeism

Motivational Approach

approach to job design; grounded in insights from organizational behavior theory and addresses the human needs and motivations of the worker holding a particular job; well-suited to either the human method or job characteristics method; can utilize it to track how feedback is obtained, reveals how free a worker is to organize their work, participate in decision-making and collaborate with others in teams; makes job distinctions; extensive training and workers who can innovate; cons: lower productivity and propensity for errors

Relational Approach

approach to job design; incorporates both stage and site based specialization, combines an evaluation of the specific step or stage in the process with an analysis of where the step or stage is performed; emphasis of timely, accurate communication and the spirit of collaboration and teamwork infused in each project; cons: include the time-consuming nature of the effort to keep team members up-to-date and informed in their knowledge of the status of a project

Job Pricing

assigning a value to particular positions

Pension Plans

assist employees with their retirement savings and some require employee solutions

Commission System

awards salespeople a percentage of every sale

Societal Structural Barriers

barrier for advancement for individuals in protected classes; the commission established by the Glass Ceiling Act found that these barriers are caused by deficits of educational opportunities available to individuals in protected classes, as well as widespread biases

Internal Barriers

barrier for advancement for individuals in protected classes; these include many deficiencies of management as well as organizational culture; some organizational cultures may also systematically exclude members of protected classes from participating in activities that lead to professional advancement; women and individuals who are members of minority groups may be explicitly excluded from activities like mentoring or training, or they may implicitly be made to feel unwelcome or ignored

Generation X

born between 1965 and 1980; often self-reliant and hardworking; entered the workforce during the technology boom of the late 90s and early 2000s and are very familiar with technology on both personal and employment levels; known as a much more individualistic generation than its predecessors, placing more value on work-life balance and personal achievements; prioritize benefits over salary, and they prefer less regimented supervision and more autonomy

Millennials/Generation Y

born between 1981 and 1996, benefited from growing up during the technology boom; learned how to use computers; their abilities to adapt to new technology and to troubleshoot technological challenges are strong; team players, hard workers, frequently take advantage of new challenging opportunities; weigh salary and benefits equally and are very focused on flexible work arrangements; want to be measured on their work quality, not by the number of work hours, and value honesty

Generation Z

born between 1997 and 2012; youngest generation in the workforce; accustomed to complicated devices and niche apps; look for stable opportunities and highly value job security; may be less likely to move between organizations than their predecessors; frugal; tend to value salary over benefits; fiercely independent; socially aware; values companies that prioritize social justice and responsibility

Philip B. Crosby

businessman and author; made several notable contributions to the theory and practice of quality management; believed that management was the key factor in controlling quality; philosophy of Zero Defects; enunciated the principle of Doing It Right the First Time (DIRFT); Four Absolutes of Quality

Delegation of Authority

by doing this, managers demonstrate to their employees that they trust them to do their jobs without waiting for approval before making certain decision

Benchmarking

can be an important part of determining whether pay equity has been achieved within an organization; involves first identifying skills and responsibilities critical for particular jobs within the organization; this is used to compare compensation packages

Conference

can be requested to resolve the differences between two versions of the bill

Compensation System

can be used to promote an organization's objectives; if appropriately designed, it can be a vital component of an organization's business strategy; can serve as the ultimate management tool for attracting, capturing, and retaining top talent; can be a powerful way to shape this talent and to promote constant learning and growth from within

Personnel File Audit

can be used to record what documents might be missing in these files

Short-term Disability

can collect this insurance when disabled for a short amount of time; provides a percentage of the employee's regular income if that person can't work

Health Plan Purchasing Cooperatives (HPCs)

can help reduce the costs of healthcare; involve cooperative contracts with insurance providers; large cooperatives can leverage the volume of business for discounted rates

Nonmonetary Compensation

can include being recognized for good performance or having career advancement opportunities; can also include lifestyle benefits such as flextime and telecommuting

Yes

can inventors be eligible for (and receive) more than one type of patent for the same development?

Promotion

career development tool; an obvious way to provide an employee with new challenges

Training

career development tool; can be either on-site or off-site, and in skills employees need for movement into another role or promotion

Overseas Assignments

career development tool; can be increasingly attractive and valuable in a global community whether a promotion or lateral movement

Formal/Subsidized Education

career development tool; can mean anything from helping a maintenance worker get a HS equivalency degree to subsidizing a middle manager's MBA studies

Job Rotation

career development tool; provides a variety and experience for employees and is especially important for anyone aspiring to upper management

Replacement Charting

categorizes employees in 4 ways -- ready for promotion, developed for future promotion, satisfactory in the current position, replace

Social Media Data

certain profiles can provide important information about employees and candidates, like their qualifications and aspirations; ex- LinkedIn can provide information relevant to project assignments, promotions, and career planning; data collected from here can cause issues related to employee privacy and managers who want to use such data must be careful not to break any laws or jeopardize a company's reputation by doing so

Both Chambers

committees revise and amend bills during markup - HOR,USS, or both

The Fellow Servant Rule

common-law doctrine; According to this, employers are not responsible for injuries caused to an employee by a fellow employee; ex: an employer would not be liable for injuries caused to an employee during a physical altercation with a colleague, even if those injuries occurred on company property

Employee's Medical File

contains information that has to do with that employee's health, their health-related benefits and leave, and benefits coverage

Employment Practices Liability Insurance (EPLI)

coverage purchased to defray some legal costs associated with defending a civil lawsuit brought by an employee

Medicare Part D

covers prescription drug costs; an optional benefit, and participants must pay a monthly fee; participate this, one must be eligible for Part A and enrolled in Part B

Authoritative Leadership

creates as much chaos in a crisis as laissez-faire leadership; sets goals and boundaries while establishing clear expectations; will open decision-making processes to authority or experts for key decisions

Quantitative Data

data that can be quantified and counted, it is collected using measurements of some limited number of variables

Continuous Data

data that can lie along any point in a range of data

Discrete Data

data that can only take on whole values and has clear boundaries

Qualitative Data

data that's meaning is based on language and interpretations

Catastrophe

defined as an incident that results in the hospitalization of three or more employees or the death of one or more employees

Reporting Relationship

describes the chain of command in which that employee is operating or will operate

Techno-Structural Interventions

designed to change the way that work is performed within an organization; include organizational structure, organization systems, innovation and design thinking, job design/enrichment, competency-based management, knowledge management, organizational learning, work design and socio-technical systems

Human Process Interventions

designed to change the way the individual members of an organization interact; ex: MBO, work simplification

Strategic Interventions

designed to implement changes to the organization's vision or mission, as part of a strategic planning process; ex: change management

Impact Ratio Analysis

determines whether an organization's employment of individuals who are members of protected classes (minorities, women, and people with disabilities) is reflective of how those individuals are in the larger labor force; if the percentage of an organization's employees who are members of these groups is very low or very high, then that would indicate the organization may be discriminating

Validation

determining that there is a correlation between performance on a test and performance in a job for which the test is used as a selection tool

Disparate Impact

discrimination that occurs when an apparently neutral employment practice disproportionately excludes a protected group from employment opportunities

Point of Service Plans (POSs)

doctors control the costs of the plan by making referrals to specialists when a patient needs additional care; patients are expected to get such referrals from their physicians in all non-emergency cases

Non-qualified Retirement Plans

don't receive the same tax benefits of qualified plans because the benefits of those plans exceed the limits placed on qualified plans; it it not necessary that the plan extends to all employees; certain employees may not receive benefits that others don't

Exempt Employees

employees who are exempt from certain provisions of the Fair Labor Standards Act, most notably to its requirements involving the minimum wage and overtime pay; there are many classifications of exempt employees, including professionals, executives, administrators, and outside salespeople

Nonexempt Employees

employees who are not exempt from certain provisions of the Fair Labor Standards Act, most notably its requirements involving the minimum wage and overtime pay; most (though not all) workers who are paid by the hour are nonexempt employees

Work Teams

employees who work together every day to complete their assignments may form these; may work in-person or virtually from different locations; may receive assignments from a manager, or they may be self-directed, deciding internally how they will schedule work, who will complete jobs, and how members will be held accountable

Notable consequence of the Pension Protection Act

employers are permitted to enroll employees in 401k plans automatically, which means employees who don't want to participate in such plans must now opt out of them

OSHA Form 300A (Summary of Work-Related Injuries and Illnesses)

employers are required to provide summaries of illnesses and injuries that occur on the worksite during each work year -these incidents are summarized on this form for each worksite each year; information about the previous year must be posted at a worksite by February 1st and must remain viewable through April 30th

Hands-on Tests

employers ask applicants to demonstrate their ability to do the job, ex: skills tests, driving test, "try-out" (when an applicant is paid to perform the job for a period of time)

Withhold

employers must ____________ applicable taxes from the paychecks of employees

Numbers Fetish

evaluation bias; in an attempt to be as objective as possible, reviewers may obsess over attempts to quantify performance and measure even very small differences in the numbers that result. To avoid this pitfall, it is important to remember that some aspects of a job may be difficult or unhelpful to quantify and that some differences in the measurements that result may not be meaningful enough to act on

Recency Effect

evaluation bias; it is hard for evaluators to weigh events that happened some time ago equally with events that happened recently, as recent events take on a larger role in our minds (if an employee had an average or above-average year but missed an important deadline just before the performance review, there's a good chance the recency of the mistake will result in a review that suggests the employee is underperforming overall)

Contrast Error

evaluation bias; occur when an evaluator compares all candidates or employees to a single individual; ex- the evaluator may knowingly or unknowingly compare everyone to a single outstanding employee, making all other employees look worse than they are.; order in which evaluations are completed may also impact how candidates are rated

Halo Effect

evaluation bias; occurs when an evaluator bases the entire evaluation of an employee on a single characteristic (may be good or bad); the bias is a result of the characteristic's disproportionate effect on the evaluator's impression of the employee

Reward

expectancy theory holds that people are motivated by the expectation of what?

Occupational Safety and Health Act (OSHA)

federal legislation establishing workplace safety standards; passed in 1970 by Congress to protect American workers' safety on the job; requires employers to provide their employees with working conditions that are free of known dangers

Drug-Free Workplace Act

federal legislation that mandates that employees should be notified of the dangers of drug abuse in the workplace, as well as any drug counseling, rehabilitation, and employee assistance programs that the company offers; additionally, employees must be made aware of penalties for drug abuse violations in the workplace

Criterion Validity

focuses on whether particular test measurements correspond to other specific measurements or particular traits; ex: predictive validity

Workplace Discipline

form of training that enforces a company's rules; seen as a kind of behavior modification for those considered problem employees or unproductive employees

Town-Hall Meetings

formal meetings where all employees and managers meet to receive information about the organization; while most information is delivered to employees during these meetings, sometimes there may be opportunities for two-way communication

I-9 Form

formally known as the Employment Eligibility Verification Form, the I-9 is a Citizenship and Immigration Services form used to verify that a new employee is legally authorized to accept employment in the United States; the I-9 must be signed by both the employee and employer

Analyzing

fourth level of Bloom's cognitive domain; requires the examination of information, the reduction of ideas and facts to more fundamental ones, or the identification of causes

Esteem

fourth tier of Maslow's hierarchy of needs; self-esteem, confidence, achievement, respect of others, respect by others

Work-For-Hire Exceptions

full-time employees who were paid to produce original work (copyright belongs to employer who paid for work to be done) and freelancers who were commissioned to produce original work (copyright belongs to the person who commissioned and paid for the work)

Application Blanks

generally ask questions that are relevant to the job at hand and are a good indication of how qualified the applicant is; they ask work-related questions and can be a good indication of an applicant's qualifications

Plant Patents

granted to those who develop, discover, or invent new varieties of asexually reproduced plants, last for 20 years

Control Group

group in an experiment that is not subjected to the independent variable; oftentimes this group is exposed to a placebo

Preferred Provider Organizations (PPOs)

groups of healthcare providers that employers and insurance companies enter into contracts with, to receive health services at reduced fees

Benefits

health insurance, life insurance, paid vacation, 401k plan/pension

HIV-AIDS

health issue directly related to the workplace; an employer must hire and retain qualified HIV-AIDS-infected persons unless the debilitation interferes with a person's job performance; must also educate all employees about how AIDS is and is not transmitted

Lower Back (disorder or strain)

health issue directly related to the workplace; common among factory and warehouse workers who often do not correctly lift, push, or pull heavy items; can also result from sitting for prolonged periods of time; a company can prescreen individuals who are prone to develop this type of issue as well as offer job training and fitness programs

Substance Abuse

health issue directly related to the workplace; costs companies approximately $1 billion per year in terms of lost productivity, accidents, workers' compensation, health insurance claims, and property theft

Workplace Violence

health issue directly related to the workplace; dealing with the public, exchange of money, and the delivery of goods or services; Nonfatal assaults are the most common and result in both lost workdays and wages; a violence prevention program that includes documenting incidents, procedures to be taken, and open communication between management and employees should be implemented

Repetitive Motion

health issue directly related to the workplace; these issues affect a worker's tendons, which can become inflamed from the stress of repeated motions. For example, carpal tunnel syndrome of the wrists among computer users; Organizations can help with this with ergonomic desks, chairs, and computer equipment or offer training about the prevention of this as well as physical fitness programs

Stress

health issue directly related to the workplace; workers place much emphasis on their jobs and often work more hours and experience a high level of this that may cause erratic eating habits, weight problems, high blood pressure, and elevated cholesterol levels; a manager may observe a worker who seems burnt out, sullen, irritable, and cynical —which can be all signs of depression; organization can offer wellness programs, employee assistance programs, and training programs

Occupational Health & Safety Act

helps avoid dangerous work environments

HR-to-Employee Ratio

how an HR department's staff number compares to the number of workers in the organization; calculated by dividing the full-time workers in the HR department by the full-time workers in the organization (including HR) then multiplying that number by 100

three times the length of their leave (up to a max of 5 years)

how long do employees have to make up any required pension contributions?

Green Circle Rate of Pay

if an employee's pay falls below the minimum of the compensation range; also considered in this if their skills are insufficient relative to the requirements of the position

Security

individual factor in resistance to change; individuals generally like the comfort of doing things the usual way

Habit

individual factor in resistance to change; learning a new way of doing things is harder than sticking with the old way

Economic Factors

individual factor in resistance to change; workers who fear getting laid off, or taking a pay cut, may resist change

Roth IRA

individual retirement plans; contributions to this are made after taxes have been paid and therefore when those funds are withdrawn, they are not subject to federal income tax

Groupthink

ineffective decision-making that results when people in a group are unable to work as a team to come up with creative or effective solutions; often the pressure of being in a group results in individuals surrendering personal responsibility to go against group opinion, even if that opinion is ineffective

Mine Safety and Health Administration

interested in protecting the safety of coal miners and other mine workers; established standards and monitoring operations that are mandatory; also established record-keeping protocols for casualties and fatalities in mines

Behavioral Interview

interviews in which candidate are asked to explain how they responded to problems or events in the past

Patterned Inverviews

interviews in which issues are broken into topics

Group Interview

interviews in which several candidates are interviewed at the same time; these can reveal how well interviewees interact with one another

Semi-Structured Interviews

interviews in which the interviewer prepares some questions about major concerns or aspects of the job, but also leaves the interview open to be guided by issues that come up during the interview and warrant further exploration

Hypothetical Interview

interviews that involve asking applicants how they would respond to imagined situations in the future

Stress Interviews

interviews that place candidates in anxiety-inducing situations in order to see how they react

McGregor's Theory X and Theory Y

introduced by Douglas McGregor; the idea that there are two distinct approaches to management, Theory X (managers will prefer top-down approaches to delegation and decision-making) and Theory Y (suggests that employees may excel when allowed to be involved in those decisions)

Nominal Group Technique

involves a panel of experts, the participants actually meet -- attending a structured meeting to come to an agreement about a solution to a problem; consensus is reached after a series of discussions and presentations guided by a facilitator

Simplified Employee Pension Plan (SEP)

involves employers setting aside money in retirement accounts for employees; employees do not contribute to these funds and are completely vested so they can leave the company with the allocated funds at any time

Executive Order 13087

issued by President Bill Clinton in 1998; made it unlawful to discriminate on the basis of sexual orientation

Executive Order 13152

issued by President Clinton in 2000; made it unlawful to discriminate on the basis of parental status

Executive Order 11246

issued by President Lyndon Johnson in 1965; forbade employment discrimination by federal contractors with contracts worth more than $10,000 a year and required them to "take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, creed, color, or national origin" AKA employers covered by this EO must not treat employees differently because of their race, creed, color, or national origin

Executive Order 11478

issued by President Richard Nixon in 1969; covered the federal civilian workforce, including most positions in the federal Civil Service, the US Postal Service, and civilian employees of the armed forces; forbade discrimination in employment based on race, color, religion, sex, national origin, handicap, and -for employees over the age of 40- age

Fairness

key performance evaluation characteristic; a good performance evaluation system with objective target helps, but you need to beware of subtle biases; an employee who the manager likes and an employee who the manager dislikes should get similar reviews if their performance is similar

Vision

key performance evaluation characteristics; While much of an appraisal is focused on the past, what's important is how the employee performs in the future. At the end of the discussion, both manager and employee should have a clear, shared plan for what should happen in future months

Honesty

key performance evaluation characteristics; employees need to hear this in their appraisal of their performance

Sensitivity

key performance evaluation characteristics; it's often not what you say, but how you say it. Especially if delivering a disappointing performance review, a manager should practice what she is going to say ahead of time, think hard about how the employee is likely to feel and react, and adjust the delivery to prevent unnecessary hard feelings and prompt improved behavior

Role Reversal

kind of roleplay in which individuals are asked to assume the role of someone other than who they would normally be in a situation; people can learn more about the attitudes, experiences, and needs of people they'll be interacting with

State Laws

laws related to employee monitoring vary from state to state; your organization is responsible for becoming informed about and abiding by those state and local regulations

Transformational Leader

lead by setting an example for employees; this leadership style fosters collaboration; the goal is to serve as a role model

Affective Domain

learning in this domain involves the development of emotional reactions and skills, involves receiving, responding, valuing, organizing, and characterizing

Cognitive Domain

learning in this domain involves the development of skills of knowledge, comprehension, and critical thinking; six levels are knowledge, comprehension, application, analysis, evaluation, and synthesis

Civil Rights Act (CRA) of 1991

legislation that amended Title VII of the Civil Rights Act of 1964, as well as the Age Discrimination in Employment Act and the Americans with Disabilities Act, to allow for the award of punitive damages in discrimination cases; codify the legal concept of "disparate impact", and respond to a series of Supreme Court decisions that had limited the legal remedies available to victims of intentional discrimination

Results

level of Kirkpatrick's method of evaluating training programs; during this level, feedback from results evaluations are the most meaningful; raining programs require investment, so employers need training programs to deliver results; this evaluation aims to measure whether there are tangible benefits to the organization's objectives that have come from the training program

Reaction

level of Kirkpatrick's method of evaluating training programs; during this level, measurements should track how employees initially react to training materials; the most valuable information to be gained at this point is how well the material presented is being received, which is important feedback for trainers and presenters.

Fair Labor Standards Act

mandates that an employer stipulate whether duties and tasks will require mandatory overtime work, as well as whether the job will pay the legal minimum wage

Underestimate

many employees tend to ________________ the value of their work-related benefits

Double-breasted Picketing

may occur when an individual or entity owns two businesses, and where a union represents employees of one business but not the other

United States Senate

members have the right to filibuster a bill (speak at great length in an attempt to delay or prevent passage of a bill) - HOR,USS, or both

Economics Environment Metrics

metrics that characterize the overall economy, such as the average income of potential customers

Independent Contractors

not full employees; self-employed, may work on a project-to-project basis, may be employed by more than one organization or client; have to pay all of their own social security taxes; employers are not legally required to withhold federal and state taxes for these or pay overtime and on-call pay

Team Learning

one of the five disciplines that characterize learning organizations according to Peter Senge; teams are committed to the free and open exchange of ideas and will do what is necessary to achieve stated goals

William Edwards Deming

one of the pioneers of quality management; a management consultant and visionary thinker; known for his work in Japan following WW2; insistence that quality is determined by the consumer (it doesn't matter if management thinks a product is high-quality, it only matters if consumers think so); 14-Point system; advocated on-the-job training and the elimination of barriers that rob people of pride of workmanship

Moving

one of the stages in Lewin's change process theory; as change is implemented the organization is often beset by uncertainty but the process of making sure that each individual is making the change keeps the organization moving forward

Measurement

part of Philip B. Crosby's Four Absolutes of Quality; quality can be measured by calculating the additional cost of not doing it right the first time - that is, the cost of having to manufacture new products to replace those that had defects

Performance Standards

part of Philip B. Crosby's Four Absolutes of Quality; the quality standard should be "zero defects" relative to the requirements management has identified

Readiness to Learn

part of the 5 assumptions of adult learners; as they mature, adults become more disposed to learn skills and information that relate to their professional or social development

Adult Learner Experience

part of the 5 assumptions of adult learners; unlike children, adults have accumulated experience throughout their lives and they can draw on this experience as an educational resource

Orientation to Learning

part of the 5 assumptions of adult learners; while children do not need to use what they learn in the short term, many adults do so they tend to focus more on specific problem-solving, while children focus more on abstract knowledge (ex: children study grammar while adults might learn how to draft a business letter)

Quality Planning

part of the Juran Trilogy; the organization identifies customer needs and works to meet those needs during product design and development

Quality Control

part of the Juran Trilogy; the organization monitors the quality of products, to make sure they measure up to the goals established during the planning process

Classroom-style Seating Arrangement

participants are seated on one side of long tables or lines of desks; provides participants with more personal space than theater-style seating

Stored Communications Act

passed as part of the Electronic Communications Privacy Act in 1986; the act protects the storage of electronic communications like emails

Markup

process in which the subcommittee holds hearings on the bill, listening to testimony from proponents and opponents and then amends and revises it

Safety Incentive Program

program that rewards safety related behaviors such as reporting safety violations or doing anything to improve the safety of the work environment

Title VII of the Civil Rights Act

prohibits employment discrimination based on race, religion, national origin, or sex

Americans with Disabilities Act (ADA)

prohibits the creation of job duties and tasks that do not provide reasonable accommodations to potential employees with disabilities

Checklists

provide a list of statements that could be used to describe different aspects of an employee's performance and the manager checks off which description he thinks is accurate for each performance aspect

Employee Surveys

provide a way for employees to communicate their ideas and perceptions of an organization's climate

Employee Assistance Programs (EAPs)

provide counseling and advisory services for personal issues, including child and elder care, adoption assistance, mental health counseling and life event planning

Consumer Reports

provide information about an applicant's credit information and can be provided by agencies like Equifax and Experian; applicants must provide permission

Internships

provide people who are training to enter a field with the opportunity to gain hands-on experience; occur in the context where a higher level of education is required to enter the workforce; may be paid or unpaid

Qualified Retirement Plans

provide tax benefits for both employees and employers and meet guidelines outlined by the Employee Retirement Income Security Act (ERISA); must be available to all employees in an organization

Pay Grades

represent bands of minimum and maximum salaries offered for jobs valued at similar rates; simplify compensation systems because they set up boundaries not for particular jobs but rather for job types

National Unions

represent employees across the United States and are made up of a collection of participating local unions

Local Unions

represent employees at a single organization or for a group of organizations in a localized area like a town

International Unions

represent employees in multiple countries

Union Shop Clauses

require that all employees join the union that represents the bargaining unit for that employer; typically employees are granted a grace period and must join the union during a specified amount of time following the signing of a contract

Social Security Act and the Medicare Act

require that all employers must report and match payments for social security and medicare

Safety Data Sheets (SDS)

required by the Hazard Communications Standard; describe the dangers of chemicals found in the workplace and instructions for preventing exposure to those chemicals

Agency Shop Clause

required that employees pay union dues regardless of whether they choose to join the union, with the aim of thereby encouraging employees to become union members

Consumer Credit Protection Act

requirement that employers garnish employee wages in some circumstances is introduced in the Federal Wage Garnishment Law; provides certain protections to employees whose wages are garnished; employers are not allowed to terminate employees who have their wages garnished for a single debt and limits are placed on how much may be garnished in any particular week

ACA

requires an individual to obtain healthcare coverage or else pay a fine

Affordable Care Act (ACA/Obamacare)

requires most employers to offer healthcare coverage to their employees, while mandating that individuals must obtain coverage or else pay a fine

Content Validity

requires that a job exam tests skills that are relevant to the job for which the candidate is applying

Portal-to-Portal Act

says that employers must compensate workers for performing job related tasks outside of work hours or during lunch breaks, but not for commuting time

Safety

second tier of Maslow's hierarchy of needs; security of body, employment, resources, morality, the family, health, property

Title VII

section of the Civil Rights Act of 1964 that covers discrimination in the workplace; this has been significantly altered and expanded by amendments in 1972, 1978, and 1991

Whistleblower Protection Program

seeks to protect employees from retaliation and possible termination after they have aided OSHA in identifying violations in employee health and safety

Employee Handbooks

serve a crucial role in laying the foundation for an organization's policies and work environment; allow new employees to get comfortable with the norms of the organization; allow for an organization to standardize any procedure it sees fit; provide employees with knowledge on many facets of working at the organization and can be used as a reference whenever questions arise regarding employee policies; updated

Work-load Analysis

short-term needs analysis; involves looking at the actual output or productivity the organization expects to achieve in the immediate future then employment needs are calculated in reverse

Employee Misconduct Investigation

should begin with a precise definition of what conduct or behavior is being investigated and what evidence is needed to prove the alleged misconduct; should also specify the individuals who need to be interviewed and the questions that need to be asked of each individual

Mandatory Deductions

social security, Medicare, and state an federal income taxes

Inter-rater Reliability

some measurements involve having people make judgments of content; the degree to which two people agree with one another

Nominal Data

sometimes called categorical data or qualitative data, this discrete data type is used to label subjects or data by name

Business Continuity Plans

specify how an organization will continue to function during and after an emergency; risks to this fall into three broad categories: natural (natural disasters such as hurricanes, floods, fires, or earthquakes); manmade (terrorism, thefts, computer hacking, labor disputes); and biological (epidemics or bioterrorism)

Socio-technical Systems

system that includes people, hardware, software, laws and regulations, and data all working together

Record-keeping

the FLSA requires employers to keep records of wages paid, hours worked, and other relevant data for each nonexempt employee

Traditionalists

the Silent Generation; born between 1928 and 1945; most are retired; prefer face-to-face meetings; tend to be familiar with technology but not as comfortable with it as later generations; place the greatest value on retirement options and benefits

Occupational Safety and Health Administration (OSHA)

the administrative agency that enforces the standards established by the Occupational Safety and Health Act

Return on Investment

the amount of money that an organization earns from an investment minus the amount of money it cost to make that investment

External Market Rate

the analysis of comparing compensation packages for employees with particular skills and responsibilities to compensation packages offered to comparable employees at other organizations

Affirmative Action

the attempt to redress discrimination and achieve diversity by increasing the representation of women and minorities in the workplace

Values and Beliefs

the author of an ethics code should think in terms of ________ and _______

Aging Factor

the average percent increase in salaries per year multiplied by the number of years since the data was collected

Common Law

the body of law established by judicial decisions; it is distinct from but equal in importance to the body of law established by legislation passed by Congress

Financial Assets

the cash, securities, inventory, and accounts receivable that an organization possesses

Organizational Culture

the character and personality of an organization, expressed in shared beliefs and values which in turn give rise to characteristic behaviors

Insight

the clear perception of the inner nature of a problem or complex situation; develop multiple ways of problem-solving, brainstorming, reverse engineering, etc.

External Equity

the comparison of the pay levels of a company to other companies to ensure that the levels are comparable

Total Compensation Expense Per Employee

the compensation cost plus benefits cost divided by the total number of full-time employees; more complete measure of the financial cost of each worker

Bargaining in Good Faith

the concept that neither party engaging in a negotiation will act in an inflammatory, provocative way; both will act reasonably in the interest of reaching a mutually beneficial agreement

Public Domain

the condition of a work that is available for use by the general public, either because its copyright has expired or because it never had copyright protection

Training

the education of employees and instruction about job skills for immediate use

Development

the education of employees, including instructing them in the skills needed for both present and future jobs

Downsizing

the elimination of jobs in an effort to improve the organization's overall productivity and profitability

Consolidated Omnibus Budget Reconciliation Act (COBRA)

the federal law controlling the continued availability of some benefits after an employee's termination; requires employers to extend a health care coverage purchase option after an employee is terminated or resigns

Utilization Analysis

the first element in an affirmative action program

Exploration

the first traditional career stage, which involves identifying interests and opportunities

Ideas

the formulation of our original thinking; avoid negativity, celebrate originality

Minimum Wage, Overtime, Child Labor, Record-keeping

the four provisions of the Fair Labor Standards Act

Disengagement

the fourth traditional career stage, in which the individual gradually begins to pull away from work in the organization; priorities may change and work may become less important

Creativity

the generation of new ideas by individuals and teams

Custodian

the keeper of the company code of ethics

Career Development

the lifelong process by which a person manages career choices and tries to fulfill his or her professional potential

Minimum Wage

the lowest hourly rate of pay that an employer can pay to an employee who is covered by state or federal wage-and-hour laws

United States Senate

the majority leader sets the schedule for debating and voting on bills - HOR,USS, or both

Ethics

the moral principles that guide the behavior of an individual or corporation

Decreasing-rate Increase

the more you make, the smaller your pay increases become; most likely to happen if minimum wage legislation changes or as a result of collective bargaining

Strategic Planning

the outlining of the purpose, strategic goals, and performance expectations for an organization

Nepotism

the practice of hiring friends or family members, which may involve showing an unfair preference for these familiar applicants

Andragogy

the practice of teaching adult learners, sometimes called "adult education"

Pedagogy

the practice or science of teaching; specifically the practice of teaching children or young adults, as opposed to the teaching of adult learners

Organizational Climate

the prevailing mood of an organization, determined by the way employees react to the prevailing culture

Lobbying

the process by which a company or interest group tries to influence legislation and persuade legislators to support its cause

Job Bidding

the process of an employee expressing interest in a position in an organization before that position is actually available to be filled; can be an effective way tor an organization to fill vacancies with internal candidate

Cluster Analysis

the process of arranging terms or values based on different variables into "natural" groups

Change Management

the process of encouraging individuals and teams within an organization to accept strategic changes mandates by the organization's leadership; type of strategic intervention

Management Development

the process of grooming and training employees to become managers

Leadership Development

the process of grooming high-potential employees for corporate leadership programs

Career Pathing

the process of helping employees map out their long-term professional lives by identifying the career steps they need to take to achieve their career goals

Leadership Development

the process of identifying and fostering leadership qualities in employees

Risk Assessment

the process of identifying variables that have the potential to negatively affect an organization's ability to conduct business, and quantifying those variables in financial terms

Deauthorization

the process of removing a union security clause from an existing collective bargaining agreement

Grievance Procedure

the process of resolving a grievance - 1. a union representative presents the grievance to the employee's immediate supervisor 2. the grievance is presented to the next level of management; if there is a satisfactory resolution at this level, the grievance procedure ends, but if there is not, the grievance goes to the next management level specified in the contract 3. the grievance continues up the management chain until there is a successful resolution; if the grievance cannot be resolved at the highest management level, collective bargaining agreements typically call for the issue to be submitted to arbitration*, with the arbitrator's decision binding on both side

Performance Management System

the processes and procedures used for performance management, including setting performance standards and measures, and assessing results

Productivity

the relationship between output and inputs; i.e., the effectiveness of using particular inputs (e.g., labor) to produce an output

Stock Options

the right to purchase shares in a company for a set price at some point in the future; a form of deferred payment that can be traded for shares of the company's stock at some point in the future; provides employee

House of Representatives

the rules committee sets the schedule for debating and voting on bills - HOR,USS, or both

Establishment

the second traditional career stage, which involves creating a meaningful and relevant role in the organization

Careers

the set of experiences and activities that a person engages in, related to one's job and livelihood, over the course of one's working life

Implementation Theory

the study of how organizations implement changes so that they produce the desired results

Ergonomics

the study of how workers best perform and use machines and equipment

Experimental Group

the study participants are exposed to an experimental treatment, as opposed to the control condition of participants who are not given the experimental treatment

U-shape-style Seating Arrangement

the style is often used for presentations; seating allows speaker to easily interact with everyone in the audience, but results in a large portion of the audience not oriented to face the speaker

Implementation

the successful introduction of the products of our inventiveness to the marketplace; focus on the launch of new products with ample organizational support

Termination For Cause

the termination of an employee for a specific reason; the company can point to the behavior or performance of the employee, which protects it from wrongful termination suits

Maintenance

the third traditional career stage, in which a person's talents are optimized; performance may reach a plateau or begin to stagnate during this phase

Employee must earn more than $684 per week, must be salaried, must perform certain exempt duties as part of his or her job

the three criteria or "tests" to be considered exempt from FLSA

Utilization Analysis, Development of Goals and Timetables, and Development of Action Steps

the three key elements of affirmative action programs

Juran Trilogy

the three phases of the quality-management cycle devised by Joseph Moses Juran, consisting of quality planning, quality control, and quality improvement

Broadbanding

the use of a job grading structure with extremely wide salary bands; creates a sense of fairness as it relates to compensation limiting perceptions that some employees earn more for comparable work

Organizational Climate

the way that employees within the organization feel about their employer; difficult to control; can have significant effects on an organization's effectiveness; influenced by an organization's structure/employees' perception of opportunities for growth, the organization's receptiveness to new ideas and risks, and overall managerial style

Operant Conditioning and Behavioral Reinforcement

theory introduced by B.F. Skinner; idea that behavior can be changed through various types of interventions; according to this view desirable behavior can be encouraged via positive reinforcement (rewarding wanted behavior when it occurs) and unwanted behavior may be discouraged through punishment; if a behavior occurs too many times without positive reinforcement or punishment, then the association between that behavior and the response may become extinct

Herzberg's Two Factor Theory

theory introduced by Frederick Herzberg; also known as Motivation/Hygiene Theory or Dual-Factor theory; theory that there are two factors that may motivate employees to work - 1. motivation or satisfaction factors (encourage employees to work when the work is challenging and results in the employee coming to a better realization of his or her potential; more long-term motivation), 2. hygiene or dissatisfaction factors (encourage employees to work because they want to avoid uncomfortable or unpleasant experiences; more short-term motivation)

Tactile Learners

these learners learn most effectively by touching or using something, such as a tool, with their hands; best served by simulations, role-playing, and hands-on demonstrations; also sometimes called kinesthetic learning

Waivers

these may be requested by employers if they are unable to meet certain OSHA standards in some situations

Fee-for-Service Plans

these place no restrictions on the doctors and hospitals a patient may use for services; employees with this plan must pay for health services out of pocket then submit claims to be reimbursed for those expenses

Applying

third level of Bloom's cognitive domain; requires the use of knowledge in a new and different way

Love/belonging

third tier of Maslow's hierarchy of needs; friendship, family, sexual intimacy

Computer Fraud and Abuse Act

this act criminalizes accessing or obtaining information from computers without authorization from the owner of those devices; this act has been used by employers to bring charges against employees who have accessed unauthorized information on electronic devices, systems, or networks owned by the organization

Management by Walking Around

this communication strategy aims to make managers available to the employees they supervise by physically walking around the office space; during this, a manager may answer questions, check on how certain tasks are progressing, and handle problems; while this management strategy may seem like an obvious step in facilitating communication within an organization, it is easy for managers to forget to do it because of the demands of other activities

Democratic Leadership

this leadership approach is most appropriate when employees are highly skilled and can take an active role in decision-making processes

Positively Accelerating Curve

this learning curve is one in which the learner makes slow progress at first but then makes much more significant gains in proficiency as she masters different parts of the task; these curves are associated with complex tasks that require detailed learning

Negatively Accelerating Curve

this learning curve is one where the learner makes rapid progress at the beginning, but progress tapers off once the learner becomes more familiar with the task; these curves are associated with relatively routine tasks that are easy to learn

Test-retest Reliability

this measures how likely it is that a test taker would duplicate their performance at some other point in time

Banquet-style Seating Arrangement

this seating style involves many small, round tables with a few participants at each table; this seating style facilitates small group discussions, but does make it difficult for participants to talk to people not seated at their table

Physical Test

this technique has been controversial because it can be seen as having disparate impact; with this selection technique, a woman may not be seen as "qualified" because she cannot lift the heaviest object in the room, but she might be fully capable of meeting the physical demands of the job

Cognitive Tests

this technique is inherently biased in favor of white Americans; on average African American applicants get lower scores

Prescriptive Analytics

this type of analytics includes experimental design and optimization to suggest a course of action

Records of occupational injuries and illnesses included annual summaries

time period: Five years; laws: Occupational Safety and Health Administration

Consumer Credit Reports

time period: Must be appropriately disposed of right away; laws: Fair and Accurate Credit Transactions (FACT) Act

Job Applications

time period: One year or until final disposition if a lawsuit is filed; laws: Age Discrimination Employment Act, Americans with Disabilities Act, Civil Rights Act (Title VII),

Payroll Records

time period: Three years or until final disposition, if a lawsuit is filed; laws: Age Discrimination Employment Act, Equal Pay Act, Fair Labor Standards Act

Employers not enforcing policies within the handbook; poorly written handbook

two problems that can arise from employee handbooks

Sexual Harassment at Work defined by the EEOC

unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: 1. submission to or rejection of the conduct by an individual is used as a basis for employment decisions affecting such individual, or 2. submission to or rejection of the conduct or request is used as a basis for employment decisions, or 3. the conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment

Lockout/Tagout Procedures

used for preventing the release of hazardous energy when potentially dangerous equipment or is started up

Audits conducted by the EEOC

used to determine what barriers women and minorities face within particular organizations

IRS 20-factor Test

used to determine whether someone paid to complete work for an organization is a proper employee or an independent contractor

Differential Pay

used to encourage employees to complete tasks they otherwise may not be interested in performing

Garnishing Programs

used to encourage employees to meet financial goals by offering a share or percentage of the money gained or saved by meeting those goals

Incentives

used to motivate achievement of specific goals; ex: bonuses, commissions, profit sharing

OSHA Form 300 (Log of Work-Related Injuries and Illnesses)

used to report work-related injuries and illnesses; an employer records information about the type of injury or illness, how the injury or illness was caused, identifying information about the individual who was injured or became ill, and where and when the injury or illness took place; must be completed within a week of the employer's coming to be aware of the incident

Pareto Chart

used to show how much each potential cause contributes, in percentage terms, to the existing problem; the important causes can be identified and isolated from the trivial causes

Dependent Variable

variable whose value depends on the other variables in the equation

Benefits

various non-wage forms of compensation provided to employees in addition to their normal wages or salaries

Cabaret-style Seating Arrangement

very similar to banquet-style seating, but a space is left at the head of each table so all participants can see the speaker at the front of the room

Off-site OSHA Investigation

via telephone; may be used when there is no indication that employees face imminent danger due to a violation, the worksite is not identified as involved in an industry that is high-risk, the employer does not have a history of violations, and the employer has complied with previous OSHA requests

Court Orders/Tax Levies

wage garnishments may be placed on employees who have debts that they have not otherwise been able to settle

Base Pay

wages or salary before overtime pay, bonuses, or other incentive pay is considered

Monitor and Refine the Program

what stage of risk management; compare the current number of OSHA violations to the number in past years

Identify Risks

what stage of risk management; conduct an audit of all functional areas of the company

Assess Risks

what stage of risk management; determine the company computer system's vulnerability to hackers

Mitigate/Eliminate Risks

what stage of risk management; develop safety and health management plans

Assess Risks

what stage of risk management; estimate the frequency of workplace accidents involving chemicals

Monitor and Refine the Program

what stage of risk management; examine exit interviews to see how many former employees expressed concerns about health and safety

Identify Risks

what stage of risk management; identify all legal requirements related to health and safety

Mitigate/Eliminate Risks

what stage of risk management; purchase insurance in case of a major industrial accident

Strategic/Predictive Analytics

what type of analytic; qualitative and quantitative data is used to predict which employees are most likely to resign from their positions in the next 2-5 years

External Benchmarking

what type of analytic; the total cost of benefits for the company are compared to cost of benefits for other companies in the same geographical area

Internal Benchmarking

what type of analytic; the total cost of benefits for the company each year for the last ten years is calculated and compared to employee satisfaction in the corresponding years

External Benchmarking

what type of analytic; turnover rates in a company are compared to turnover rates at other companies in the same industry

Reported Out

when a bill is approved, this is how the full chamber becomes aware

Observation

when a human resources specialist directly watches a worker performing on the job

Quid Pro Quo Harassment

when a person in authority, usually a supervisor, demands sexual favors of a subordinate as a condition of getting or keeping a job benefit; based on a specific incident or a limited number of incidents; employer is always liable

Adverse Selection

when an employer offers employees the option of opting in or out of healthcare or of choosing between different tiers of care which can result in employees who are low-risk frequently opting out of benefits whereas higher-risk employees opt in; costly because low-risk employees are not contributing to buffer the costs of care for their high-risk colleagues

Cash Balance Plans

when an organization promises to provide an employee with an established amount of money at retirement; deposits are made into a cash balance plan account annually and the deposits are calculated, after interest, to add up to the appropriate amount at the time of retirement

Coverage, Timeliness, and Sufficient Evidence

when someone files a claim with the EEOC, the EEOC determines how they will proceed with the claim based on these 3 things

Constructive Discharge

when the employer has made working conditions so intolerable that employees feel forced to quit

Picketing

when workers representing the union march at the entrance to the employer's facility, often with signs explaining their reasons for striking

A

which of the following best describes an ethics code? A. a set of company policies related to ethical situations employees are likely to confront in the workplace B. a formal philosophical view that presents a deductive argument for what is right and what is wrong C. a set of legal requirements that employees must meet D. a set of guidelines provided by the federal government that employees are encouraged to follow

B

which of the following is the first step in the legislative process? A. a subcommittee forms to explore the advantages and disadvantages of the bill B. a member of Congress proposes the bill to either the Senate or the House C. the president vetoes the bill D. bills are placed on the legislative calendar

D

which of the following statements is true of the relationship between ethics and the law? A. all unethical acts are illegal B. all illegal acts are unethical C. nepotism is both legal and ethical D. not all unethical acts are illegal

David McClelland

who propounded the Theory of Acquired Needs?

S-shaped Curve

"sigmoid" learning curve; this figure represents a situation in which the increase in learning is slow at first then picks up very rapidly, before finally leveling off or plateauing

Sexual Harassment Investigation

1. complaint received 2. interview of complaining employee 3. interview of employee(s) accused of harassment 4. interview witness(es) 5. consideration of the claim and its veracity 6. resolution of the complaint

C

According to the management grid developed by Blake and Mouton, the least favorable grid to be in is: A. 1, 9 B. 9, 1 C. 1, 1 D. 9, 9

One year

Employees who return to work after a leave of 181 days or more cannot be fired without cause for how long under USERRA?

Six months

Employees who return to work after a leave of more than 30 but less than 181 days cannot be fired without cause for how long under USERRA?

Communicate

HR needs to _________ the corporate ethics code to all employees and stakeholders

Human Resource Information Systems

HRIS; software that allows a company to manage a wide range of functions, including human resources management, payroll and accounting

A

In what phase of the instructional design process is the target audience identified and the content developed? A. design B. development C. implementation D. evaluation

Yes

Is an election held is the employer refuses and authorization cards have been collected from more than 30% but not more than 50% of employees?

Both Chambers

May request a conference to resolve the differences with the other chamber - HOR,USS, or both

Complaint

Misconduct investigations are usually initiated by a specific ___________ but they can also be initiated if management believes there is a reasonable cause to investigate.

B

Most employees who are paid by the hour are considered _______ according to the Fair Labor Standards Act. a) exempt b) nonexempt c) excluded d) protected

C

Moving is an element of: A. Herzberg's Two-Factor Theory B. Maslow's hierarchy of needs C. Lewin's organizational change model D. McClelland's theory of needs

A

Name three indirect costs of poor employee health A. Absenteeism, disability, and reduced work output B. Absenteeism, disability, and workplace violence. C. Stress, substance abuse, and reduced overhead. D. Low productivity, declining payroll costs, and flexible benefits

Other-Than-Serious penalty

OSHA penalty for this violation; The employer will be cited for the violation and may be required to pay a fine up to $7,000 per violation

Serious penalty

OSHA penalty for this violation; The employer will be cited for the violation and may be required to pay a fine up to $7,000 per violation

C

Off-site investigations are not appropriate when __________ A. the worksite is not in a high-risk industry B. there is no imminent danger to employees. C. the employer has a history of violations. D. the employer has complied with past OSHA requests

A

Over the last 30 years union membership has declined sharply in __________ A. the private sector B. the public sector. C. both the public and private sectors. D. neither the public nor private sectors

Disparate Impact

Pretentious University is looking for a new dean for its film school. It requires that all applicants must have at least been nominated for an Academy Award for Best Director; the resulting pool of candidates is overwhelmingly white and male. This is an example of _________________.

B

Radioactive materials are what type of hazard? A. biological B. chemical C. ergonomic D. tangible

Specific, Measurable, Attainable, Relevant, Time-Bound

SMART goals

B

Self-assessments are most likely to be: A. biased against the employee B. biased in the employee's favor C. biased against the employer D. biased in the employer's favor

60%, 40%

Since OSHA was started in 1971 and since then has helped reduce workplace-related deaths by __% and workplace-related injuries by __%

Employee Separation Records

Statement of resignation or layoff, Any relevant termination records, Record of final paycheck and any related documents, Any documents collected from an exit interview

B

The National Institute for Occupational Safety and Health should be contacted for which of the following types of information? a) information pertaining to arbitration during a labor dispute b) information about whether particular substances that may be used in the workplace are toxic or not c) copies of employee medical records d) legal information pertaining to torts and common-law doctrines

A

The Occupational Safety and Health Act requires that employees who file a complaint ______________. A. cannot be punished or penalized B. must be present at the on-site inspection. C. are eligible for a government bonus. D. do not have to report to work until the situation is resolved

C

Two ways to increase employee involvement A. town-hall meetings and task forces B. unions and committees C. suggestion boxes and delegation of authority D. newsletters and surveys

Monitor

Under federal law, employers have the right to __________ employees' telephone calls and emails at work.

A

Union elections are conducted by: a) The National Labor Relations Board b) The Financial Accounting Standards Board c) The Walsh-Healey Act d) The Sarbanes-Oxley Act

Faltering Company

WARN act exception designed to protect a company that is seeking new financing to prevent a layoff or plant closure when the advance announcement of the layoff or closure would jeopardize its chance of receiving the financing

A

What is the least serious violation type recognized by OSHA? a) de minimis b) willful c) serious d) failure to abate

B

What is the most serious violation type recognized by OSHA? a) de minimis b) willful c) serious d) failure to abate

C

Which of the following is a legally mandated benefit? a) severance packages b) paid time off c) unemployment insurance d) paid maternity leave

D

Which of the following terms describes an employee's annual bonus? A. family-oriented benefit B. intrinsic reward C. base rate D. variable compensation

Union Tactics

Workers band together to form a single entity, a union, which makes employers dependent on them in a way that no individual worker can. Unions are primarily concerned with ideals of noninjury and autonomy: protecting workers from abuse by their employers and giving them a voice in matters that affect their lives.

Safety Training

Workers should be adequately trained so as to minimize the danger involved in doing their jobs. This involves everything from making sure heavy equipment is operated properly to making sure office workers use keyboards in a way that is ergonomically correct

Equipment/Substances Safety

Workers should be shielded from inherently dangerous equipment and substances

Talent

______ management; alternative term for HR management

Contract Bar

a circumstance in which elections may be refused by the NLRB; In almost all cases, unions are prohibited from directing elections when a unit is still bound by a collective-bargaining agreement

Data Set

a collection of related data records on a storage device

Interviews

a formal one-on-one discussion between an employee (or prospective employee) and a representative of management, which addresses a specific issue such as hiring, job appraisal, or the reasons for an employee's departure from the organization; form of qualitative research

Safety and Health Management Plans

a formal, written document that specifies the procedures for identifying workplace hazards and reducing accidents and exposure to harmful substances--including training in accident prevention, accident response, emergency preparedness, and use of protective gear

Line Graph

a graph that illustrates relationships between two changing variables with a line or curve that connects a series of successive data points

Protected Classes

a group protected by law from discrimination on the basis of a shared characteristic, such as race, sex, age, disability, etc.

Delphi Technique

a way to forecast future job needs by combining the input and expertise of many professionals who never meet, but come to a consensus over time; useful for collecting judgements and predictions from professionals who are geographically distributed

Unit Demand

a way to forecast long-term workforce needs; asking unit managers to report on both the volume of business activity they anticipate in the coming years as well as how many people are needed to carry out that activity

Employee Privacy Policy

a written document that explains the purpose of workplace monitoring and investigations, and dictates the situations in which employees can and cannot expect to enjoy privacy

Physiological

according to Abraham Maslow, what is the lowest tier of human needs?

Shift Pay

additional pay given to workers to compensate them for working on less desirable shifts, ex: the second or third shift

Hot-Cargo Agreements/Clauses

agreements between an employer and a union that require the employer to stop doing business with another organization; unlawful and constitute unfair labor practices

Appraisal Interview

aim to identify ways that an employee may be excelling or struggling

Portal-to-Portal Act

aims to specify the compensable time for which employers are accountable; determines that commute time is not compensable but that employers must compensate workers for performing job-related tasks outside of work hours or during lunch breaks

Biological Approach

approach to job design; rooted in ergonomics; relevant to jobs that are physically demanding; attention paid to worker's comfort; con: cost to fit the equipment and work environment to the needs of the worker; good approach when health and wellness are a concern of management or an organization

National Labors Relations Board

arbitrate deadlocked labor disputes, ensure democratic union elections, and penalize unfair labor practices by employers

Compressed Workweeks

arrangements in which the employee works the required number of hours (typically 40) but does so in fewer than 5 days. For example, a 4-day, 10-hour-a-day work schedule is fairly common

Independent Variable

aspect of an experiment that is deliberately manipulated in an effort to determine whether changes in another behavior or condition result

Long-term Disability

begins once short-term disability runs out; employees can collect a portion of their income (usually around 60%) until they can return to work or retire

Standards

benchmarks set by a regulatory agency, to aid in the enforcement of legislation

Baby Boomers

born between 1946 and 1964, are more comfortable with face-to-face, 'traditional' workplaces; use computers primarily for work purposes; dependable and may appreciate a more formalized, structured work environment; often define themselves by their professional achievements and appreciate recognition

Commissions

earnings based on the amount of total sales

Federal Insurance Contribution Act of 1935 (FICA)

employers are legally required to provide Social Security to their employees

National Labor Relations Board

established by the National Labor Relations Act; responsible for ensuring compliance with the NLRA

Fair Labor Standards Act

established minimum wage and maximum weekly hour standards for industries engaged in interstate commerce

Assessing

evaluating the employee's strengths and weaknesses and offering advice on how to improve job performance

Central Tendency

evaluation bias; aka the average bias; occurs when an evaluator has a difficult time comparing employees to one another and ends up giving most employees an average rating; evaluators may also be inclined to give employees middling ratings to avoid having to justify or explain more positive or negative evaluations

Leniency Error

evaluation bias; evaluators may be reticent to evaluate employees or applicants harshly, so they may rationalize giving better evaluations than an individual deserves

Call-back Pay

extra money, above the base rate, paid to workers who are called back to work after their regular hours are over and they have left the workplace

Differential Pay

extra pay, AKA premium pay, given to a worker to compensate for the danger, inconvenience, or added cost of a specific job or assignment

Lifestyle Benefits

flextime and telecommuting; part of nonmonetary compensation

Transactional Leader

focus on making exchanges with employees that will bring about desired outcomes; rewards are offered in exchange for objectives that are met

14-Point System

fundamental premise is the idea that quality control is, in the final analysis, the responsibility of a company's top management

Committees

groups that address ongoing issues within an organization; some organizations may want to create an employee-management one that is made up of individuals from different levels within the organization

Base Wage or Salary

hourly wage, weekly/monthly/annual salary, overtime pay

Union Pay

in a unionized workplace, the union contract will govern all aspects of employee compensation

Nondirective Interviews

interviews in which a candidate is allowed to guide the conversation, and the interviewer asks only broad and open ended questions

Maturity/Consolidation Stage

life stage of a company; competitive salary, bonuses, and benefits; the market is consolidated and the company faces the most competition so all the above must be commensurate with the industry level

Start-up Stage

life stage of a company; higher salary; low bonuses and benefits; uncertain ventures so employees who join at this stage of growth should be appropriately compensated for the risk they are assuming

Growth/Expansion Stage

life stage of a company; low salary, high bonuses, competitive benefits; managers need to innovate during this stage

Decline Stage

life stage of a company; moderate salary, bonuses, and benefits;

Conferees

members of the conference committee; normally senior members of the standing committees that originally considered the bill in each chamber

On-site OSHA Investigations

occur when OSHA determines it is imperative to investigate the working conditions at a particular worksite

Strike

occurs when employees walk off their jobs and refuse to work

Taft-Hartley Act

outlawed the closed shop

Ergonomic Hazards

principal type of physical hazard; a physical factor in the working environment that can harm the musculoskeletal system

Illegal Discrimination

results from behaviors or action by an organization or managers within an organization that cause members of a protected class to be unfairly differentiated from others

Flat-dollar Approach

retirement plan approach; a particular dollar amount is paid for each year of an employee's service; often this dollar amount is determined during collective bargaining and is used to support hourly employees

Cash Balance Plans

retirement plan approach; an employee's total benefits are updated annually with a credit based on their earnings for the year, interest at a fixed or variable rate, or both

Final Pay Approach

retirement plan approach; bases benefits on the employee's average annual earnings during a specified time at the end of their career

OSHA Hazards

struck by, caught in/between, fire/explosion/high pressure release, rig collapse, falls, hydrogen sulfide (h2s) exposure

Theater-style Seating Arrangement

subjects are seated in rows, but with no desk space; best suited for large groups and lectures, but leaves participants with little room and makes entering and exiting difficult

Paper/Pencil Tests

tests that employers administer such as general aptitude or intelligence test, integrity test, personality type test, language-fluency test, test of knowledge specific to the job

Line Manager

the "face of the company" when it comes to dealing with employees

DoD 5220.22-M

the Department of Defense recommends a particular protocol for the disposal of digital records

Premium

the amount paid to an insurance company for an insurance policy or healthcare coverage

Innovation Rate

the gross (earned) income from a company's new products or services, divided by total gross (earned) income

Decision Analysis

the process of weighing all outcomes of a decision to determine the best course of action

Boycotts

the refusal of union members and their supporters to buy products from a company being struck

HR Value Added

the total revenue of the organization divided by the total number of full-time workers

Brown-Bag Lunches

these informal meetings allow employees to discuss various issues and concerns they might have in a relaxed setting, and involve both managers and employees

Rating Scales

tools used to assess employee performance by assigning a quantitative or qualitative value to each category that is reviewed

Overtime, Shift Pay, On-Call Pay, Call-back Pay, Reporting Pay, Hazard Pay, Geographic Pay

types of differential pay

What is not covered under the FLSA?

vacation, holiday, sick pay, meal/rest periods, holidays off, vacations, premium pay for weekend or holiday work, pay raises or fringe benefits, procedures for discharging an employee, immediate payment of final wages to terminated employees

Dual Career Ladder

valuable for the promotion of promising employees who have no interest in taking on managerial or supervisory positions; introduces a second promotion "track" other than the traditional managerial-promotion track

ESOPs (Employee Stock Option Plan)

when employees of a company own shares in that company

Red Circle Pay

when employees receive compensation that is above the maximum compensation for their salary range

Common Situs Picketing

when other uninvolved employers and employees are subject to the consequences of picketing merely because they are present at the location of the union exercise

Warning

written or verbal, a statement that puts an employee on notice that his performance needs improvement

Ethics Code

written summary of the principles and values which the company espouses and which guide its conduct

C

Jane and Bob perform essentially the same job in the marketing department. Which of the following is NOT a valid reason to pay Jane more than Bob? A. Jane has been with the company longer B. Jane's performance is better than Bob's C. Jane is younger than Bob D. Jane has a master's degree in marketing, while Bob has an associates degree in marketing

Blocking-charge Bar

a circumstance in which elections may be refused by the NLRB; Elections are not permitted to take place when unfair labor practice charges are pending

Statutory Bar

a circumstance in which elections may be refused by the NLRB; If a valid election has taken place within a 12-month period, the NLRB will not permit another

External Benchmarking

a comparison between an organization and similar organizations

Internal Benchmarking

a comparison between different periods in a company's history

Utilization Analysis

a comparison to the racial, sex, and ethnic composition of the employer's workforce compared to that of the available labor supply

EEO-1 Report

a compliance survey report that is mandated by federal statute and regulations and requires company employment data to be categorized by race/ethnicity, gender, and job category

Focus Groups

a discussion held among a representative group of employees and led by a neutral moderator or facilitator, which seeks to probe employees attitudes toward a particular issue or aspect of employment in greater depth than a survey; form of qualitative research

HR Expense Factor

a measure of the total HR expense divided by the total operating expense in the organization's cash flow statement

Absentee Rate

a measure of total days workers were absent in a month, divided by the average number of employees who were on-the-job in that month, multiplied by 100

Alternative Dispute Resolution (ADR)

a method of employing different techniques designed to resolve workplace conflicts and avoid tense work environments; can help an organization avoid legal expenses and a drawn-out resolution process

Commissions

a percentage of the sale that goes to salespeople

Open-ended Questions

a question that requires more than a yes or no answer, generally asking someone to explain or describe something

Absolutely Negative Curve

a rare form of a learning curve; it represents an absolute decline in proficiency over the passage of time

Sexual Harrassment

a type of employment discrimination consisting of verbal or physical abuse of a sexual nature

Senior Management

all safety and health management plans should include a statement of support from what group?

House of Representatives

amendments must be "germane" - HOR,USS, or both

C

What does the A in KSA refer to? a) analysis b) acknowledgment c) abilities d) attitude (knowledge, skills and ________)

B

Which of the following is NOT a risk category that threatens business continuity? A. manmade risks B. chemical risks C. biological risks D. natural risks

Monetary Compensation

includes everything the organization incurs a cost for or pays out to its employees (ex: cash compensation, pension benefits, 401k matching payments, health insurance premiums, PTO, stock options, incentive plans, ESOPs)

Disaster Recovery Plan

indicate how an organization will move forward once the initial emergency and emergency response is over; should indicate equipment and locations that may be used in the event of an emergency

Apprenticeship

lengthy training and instruction under a professional that is typically used in skilled trades

Learning

level of Kirkpatrick's method of evaluating training programs; during this level, measurements should aim to determine how well participants are learning the material presented during the training program; one way to measure how much participants are learning is to issue pre-tests and post-tests and to compare employee performance on those exams

Risk

likely explanation why people resist change at work, when people fear that change will hurt them, they tend to resist change

Omnibus Budget Reconciliation Act

limitation to executive pay; established in 1993; executives may not deduct more than $1,000,000 annually

Availability Analysis

looks at the number of individuals who are members of protected classes -- minorities, women, and people with disabilities -- who are qualified for employment; required by the OFCCP for employees who are federal contractors or subcontractors

Remembering

lowest level of Bloom's cognitive domain; knowledge; requires the indication of memory of materials previously encountered

Sympathy Strike/Secondary Strikes

occurs when members of one union strike to support the negotiations of another union that is in a dispute with an employer, though the union engaged in this has no direct conflict with that employer; are illegal in most cases; typically considered unfair labor practices

Systematic Discrimination

occurs when there is a pattern and practice of treating employees in an unfair way rather than singular, isolated incidences of unfair treatment; EEOC prioritizes cases involving this

Motivation to Learn

part of the 5 assumptions of adult learners; while children are typically motivated by parents and teachers, adult learners tend to be more self-motivated

OSHA Form 301 (Injury and Illness Incident Report)

provides more information about incidents of illness and injury that can be provided on the OSHA Form 300; requires that the employer provide information about where an employee has been treated for injury or illness and who the treated physician is; detailed information about the employee's actions prior to the incident is also required, as well as information about the causes of the incident

Workers' Compensation

provides no-fault insurance to employees when injury, disability, or death occurs while at work

1935 Social Security Act

requirement of unemployment compensation, provides benefits to out-of-work employees at a rate of around 50 to 80 percent of normal pay and usually for a maximum of 26 weeks

Operant Conditioning

the idea that a person's behavior can be changed by outside interventions that have specific consequences is known as this

Mass Layoff

the layoff of either 500 employees or 33 percent of the company's total workforce

Tenure

the length of time an employee has been at the company

Arbitration

the use of a third party to settle a labor dispute

Learning Style

the way a person learns most effectively

Internal Benchmarking

what type of analytic; turnover rates at different points during the company's lifespan are analyzed

The principal OSHA standards cover these areas

-General Industry -Construction -Maritime -Record Keeping -Agriculture

Emergency Action Plans

contain evacuation policy information, floor plans or maps that indicate escape routes and evacuation procedures, contact information for people who can provide additional information during an emergency, and an indication of which employees will be needed to perform essential services during emergencies

Griggs v. Duke Power

court case that established that discrimination can occur unintentionally, but that an employer is responsible for that discrimination nonetheless; established the legal standing of discriminatory impact

Medicare Part B

covers medical insurance, which involves expenses related to things like doctors' visits, outpatient care, preventative services, screenings, surgical fees, and physical and occupational therapy; not mandatory, and most participants will be required to pay a fee to participate in it

No Strike/No Lockout Clause

employers and union representatives may agree to include clauses in CBAs that prohibit either party from initiating a work stoppage during the term of the contract

A

An employer accused of lying about a former employee's performance is an example of what common law doctrine? a) defamation b) unclean hands c) promissory estoppel d) constructive discharge

Mental Health Parity Act

1996; requires that insurers provide the same limits for mental health services for employees that they provide for other medical benefits; does not require that insurers offer mental health benefits, nor does it prohibit other kinds of restrictions

Pension Protection Act

2006; protects employees when they are entitled to pension plans, but those plans do not have the funds necessary to provide the promised benefits; requires employers to make additional contributions to pension plans that are determined to be underfunded; employers who do not comply face steep tax penalties that started in 2015; requires that employers who offer stock options as a benefit must provide at least 3 additional options from which employees may choose

Pavlov's dog - classical conditioning

Ivan Pavlov conditioned his dog to salivate when presented with certain neutral stimuli, like the sound of a bell

C

Jerry's base pay is $40,000. The salary range for his position runs from $25,000 to $55,000. What is Jerry's compa-ratio? A. 2.00 B. 1.50 C. 1.00 D. 0.75

De Minimis

OSHA violation type; This occurs when a standard is violated, but that violation does not currently affect the health or safety of employees

Failure to Abate

OSHA violation type; issued if an employer continues to violate a standard after a date of abatement is established by a previous OSHA investigation

Networking

career development tool; encourage employees to talk with others in the same line of work outside the company or in different functions within the organization

Mentoring

career development tool; gives an employee a window into a more challenging role and a coach to help obtain the necessary skills to aspire to it

Volunteer Work

career development tool; good for society (and an organization's image) and can provide employees exposure to new ways of thinking and working

The Doctrine of Contributory Negligence

common-law doctrine; If an employee's actions contribute to his or her becoming ill or injured, then this may be used to mitigate or lessen the employer's responsibility

Voluntary Assumption of Risk

common-law doctrine; This rule recognizes that employees working in dangerous positions recognize and accept the risks they face

Word of Mouth

communication method; a lot of information is shared this way; can be an efficient way to spread specific information quite quickly; information can quickly become altered if individuals understand or repeat it in different ways

Intranet

communication method; a way for individuals within an organization to communicate with one another and to share information; individuals outside an organization are not able to access information placed on this

Newsletter

communication method; allows an organization to distribute information about a variety of activities to employees; this communication is largely one-sided, and it can take a lot of time to be organized and made available

Email

communication method; an efficient way to communicate information to many people at once, and it also provides a cataloged paper trail for documenting information; people may be overwhelmed with these communications and it makes it possible for confidential communication to be accidentally shared

Halo Effect

condition when a manager judges an applicant on only one trait, such as physical appearance, and allows that judgment to influence their judgment of other unrelated traits, such as responsibility

Stereotyping

condition when a manager judges an applicant on the basis of membership in some group whose alleged characteristics the applicant may or may not share

Headhunters

connect executives and professionals with potential employees, also known as executive search firms

Standard Hour Plan

connects employee pay to performance; first time-and-motion studies are used to establish just how much productivity and employee is expected to produce an hour then an hourly rate is established and if any employee completes an hour's worth of work in 60 minutes they earn the hourly rate

McDonnell-Douglas Corp. v. Green

court case that established that complainants face the initial burden of proof when bringing charges of discrimination against an employer; complainants must establish that they are members of a protected class, that they were qualified for the job to which they were applying, that they were rejected despite those qualifications and that the position remained open for new applications after that rejection

House of Representatives

debate is strictly limited, time is allotted - HOR,USS, or both

United States Senate

debate is unlimited, unless members vote otherwise (to impose cloture) - HOR,USS, or both

Sticky

describes company pay scales that don't change quickly

Compensation

employee or management wages and other financial benefits earned from labor

Ranking

employees are listed in order from best performers to worst; this method is most easily applicable to small groups of employees

Employee Self-Service (ESS) System

enables employees to handle personal administration tasks and human resource needs; use software to deliver useful information to employees on-demand and protect their personal and financial information

Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA)

enacted in 1974, extended employment protections to Vietnam-era veterans and disabled veterans, among others; forbids employment discrimination against these veterans and requires that contractors provide them with affirmative action in employment

Worker Adjustment and Retraining Notification (WARN) Act

enacted in 1988; requires larger employers to give their works advance notice in the event of mass layoffs or plant closings; applies to employers with 100 or more FT employees or 100 or more FT and PT employees who work a combined 4,000 or more hours per week; 60 day notice requirement

The Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994

enacted to protect the rights of military reservists who are called to duty in the armed forces; this law prohibits employers from discriminating based on past, current, or future military obligations; applies to all employers; covers regular employees (not temporary workers)

Variable Pay

encourages employees to work more; ex- incentive programs offer employees additional compensation for completing goals set by the organization

Fixed-rate Increase

everyone gets the same wage increase as everyone else

Needs Assessment

forward-looking assessments that involve making predictions

Minimum Wage

has been increased 22 times in the intervening years; $7.25 an hour in 2009;

Ask around, take a formal survey, take advantage of industry associations, and work with third-party vendors

how to know if your pay is competitive

Fair Claims Act

if a work environment is legally unsafe, whistleblower protection may be afforded to workers asked to perform those duties and tasks

Employee's Personnel File

important documents employers collect throughout their time working at the organization; contain a history of the employment relationship throughout the employee life cycle

Effective Communication Strategies

important for maintaining a healthy organizational culture and making sure business runs effectively and efficiently

Union-Management Relations

improved even though unions have considerably less power because in recent years many unions have had to give into deals management has offered (believing that it is better to work with management than against it)

Hiring Efforts

in addition to payroll records, companies must keep records related to ______ ________

Bonus

in the form of cash, this is typically a reward for achieving a particular goal and is short-term focused

Defined Contribution Coverage

in these plans, employees are expected to contribute a fixed amount to their health coverage costs each year - any unused amount of this sum remains in the employee's account for future health costs

Investigative Consumer Reports

include additional information and involve collecting information about the applicant's character by speaking with his or her neighbors, friends, and associates; applicants must provide permission

Medical Tests

includes physical examination and drug testing

Sarbanes-Oxley Act

increases the penalties for white-collar crimes and requires the regular disclosure of financial reports

Selection Ratio

indicates the number of applicants hired for a position relative to the number of total applications; can be useful for evaluating recruiting strategies

Fear of the Unknown

individual factor in resistance to change; some individuals fear anything that is unfamiliar

Executive Order 13279

issued by President George W. Bush in 2002; exempted federal contractors who are religious or community organizations from the requirements of EO 11246

Malcolm Knowles

leader in the development of American adult education

Equal Employment Opportunity (EEO)

legislation and policies that require all employees to be treated equally regardless of race, national origin, age, religion, or sex

Extrinsic Rewards

nonmonetary compensation; those in which positive feelings come from others, such as a positive relationship with coworkers

Slowdowns

occurs when workers perform their jobs at a much slower pace than normal

Agency Shops

organizations operating with an agency shop clause

Quality Improvement

part of the Juran Trilogy; the organization takes steps to address quality problems; can include repair, refinement, renovation, or reinvention

Chevron-style Seating Arrangement

participants are seated at tables arranged in rows that are angled inward toward the speaker

Overtime

pay at 1.5 times the base rate that must be paid to hourly workers who work more than 40 hours in one week

Merit Pay

pay based on exceeding objectives or performance standards

Incentive Pay

pay in addition to the base salary, which is intended to encourage performance

Health Insurance Benefits

provide either partial or complete coverage of an employee and their family's medical expenses

Summary Plan Descriptions

provide important information about healthcare plans, including provisions/rules/policies that are part of the plan, as well as who is eligible for the plan and the conditions for disqualification or ineligibility

Pay Ranges

provide incentives for employees to do good work in hopes of earning a salary higher in the band, so it's a good idea not to define ranges too narrowly; employees can top out of this when they reach the top of their pay grade

Simulation Training

provides employees with the opportunity to confront new challenges or develop new skills in a setting that is safe and does not present the same risks that would be present in the actual workplace; ex: case studies, role playing scenerios

Counseling

providing the employee with advice or emotional support involving job-related or personal issues

Equal Employment Opportunity

refers to policies, established by statutes or regulations, that require all employees to be treated equally regardless of race, national origin, age, religion or sex

Time Series Analysis

regression analysis that uses time as the independent variable

Public Data

regulations and information about other businesses and regions in which business is conducted

Co-payment

the amount a patient must pay for a medical visit or prescription, in addition to whatever an insurer pays

Return on Equity

the amount of money an organization makes as compared to the average investment of each of the company's shareholders

Invention

the conversion of our new ideas into tangible new products and services; remove organizational barriers to rapid prototyping and product development

Albemarle Paper v. Moody

the court case was brought by a group of current and former black employees against their employer; had a substantial impact on equal opportunity practice and law because, during the case, the court of appeals determined that some of the employment tests used by the company had significant flaws; as a result, employment test validation must follow the criteria outlined in the Uniform Guidelines on Employee Selection Procedures and criteria for employment tests must be tired directly to job requirements and must not be based solely on supervisor rankings

Inspiration

the creative impulse that drives our imagination and makes it fertile; establish an organizational culture of openness, risk-taking, and playfulness

Networking

the cultivation of useful personal relationships, especially as a means of advancing one's career

Instructional Design

the development of well-structured instructional materials using learning objectives, focused teaching strategies, and feedback and evaluation

Layoff

the discharge of an employee because of changes in the company's structure or finances

Human Capital

the economic value of the skills and competencies of a company's employees

Training Needs Analysis

the identification of specific training goals by uncovering gaps in employee skills or competencies

Job Enlargement

the increase in the variety of tasks that are performed in a job to make it more meaningful

Wage Compression

the inequity that arises when new employees demand, and receive, higher wages than current employees who are performing the same job

eHRM

the integration of electronic, digital, and Internet-related technologies into the HR process

Innovation

the process by which an organization generates new ideas and converts them into new products, business practices and strategies that create shareholder value

Compliance

the process by which an organization obeys or conforms to a rule, standard, law, or regulation

Coaching

the process by which managers assist employees with developing their capabilities, addressing performance problems, and improving their skills

ADDIE

the process typically used to design or develop educational or training programs - an acronym for the five phases of the process; analysis, design, development, implementation, and evaluation

Impasse

the state of deadlocked labor negotiations; in some cases, this can lead to imposed settlements

Organization Development (OD)

the study of all aspects of an organization, with the goal of determining how organizational change will affect the organization's performance

Training Per Employee

the total number of training hours divided by the number of workers in a department or the organization; measures the cost of training workers

Psychological Contract

the unwritten expectations that employers have of employees, and vice versa, constitutes this between the two

Strategic Analytics

the use of analytics involving the collection and analysis of data to inform long-term decisions or for planning future initiatives

Tactical Analytics

the use of analytics to respond to current, real-time issues employees are facing

eSelection

the use of the Internet to expedite the selection process through filtering of resumes, online evaluations, and online interviews

eRecruitment

the use of the internet in posting an organization's job openings and requirements on third-party job websites as well as on its own webpage

Prevailing Wage

the usual wage, benefits and overtime that are paid in the largest city in each county to the majority of workers on a public works project

Imputed Income

the value of a service or benefit received by the employee that must be treated as income for taxes and reporting earnings to the IRS

Expect

The employee privacy policy should lay out precisely the situations in which employees can ______ privacy

C

This common-law doctrine has been significantly eroded over the last 60 years. A. Defamation B. Constructive Discharge C. Employment At-Will D. Promissory Estoppel

Relational Database

a database structured to recognize relations among stored items of information

Learning Curve

a graphical representation of the rate at which a person gains experience or skills over time, or the rate at which the average cost of a product changes as total output increases

Patent

a legal license, granted by the government to an inventor, which allows the inventor the exclusive right to use, manufacture, or sell his invention for a specific number of years

Job Accommodation

a reasonable adjustment to a job or work environment that makes it possible for an individual with a disability to perform job duties

Job Redesign

a reassessment of a position to which job design has been applied already, often requiring an adjustment of the duties, tasks, and responsibilities to improve output, quality and morale

PPO

a restricted group of health care providers that contracts with employers and insurance companies to provide health services at reduced fees

Forced Distribution

also called forced ranking; all employees are graded on a bell curve with very few at the high-performance end, most employees in the middle, and a few at the low-performance end; this method is designed to reduce or eliminate biases stemming from a manager who is too harsh or too lenient in her performance appraisals

Directive Interviews

also called structured interviews; these are rigid and involve an interview director asking candidates a pre-established set of questions

Fishbone diagram

also known as Ishikawa diagram; illustrates all the causes of a particular effect; in this, the problem is names to the right of the diagram's centerline and the factors that could cause the problem are identified in a series of lines branching off from the centerline forming a fishbone like pattern; used in product design or quality defect prevention to identify all the factors that could lead to a design flaw or other quality problem

Summative Evaluations

an assessment conducted at the conclusion of a program to gauge its overall effectiveness, often as a means of providing accountability; include reaction, learning, behavior, and results evaluations

Porter's Five Forces

theory that five basic forces determine the competitive dynamics in an industry: the threat of new entrants; the threat of substitutes; the bargaining power of customers; the bargaining power of suppliers; and industry rivalry

Visual Learners

these learners learn most effectively by seeing the information; best served by books, flashcards, printed handouts and instructional videos

Traditional IRA

way to save for retirement; income put aside for the account is not taxed at the outset but the funds are taxed when money is withdrawn and an additional 10% tax penalty is applied if contributors withdraw funds before they are eligible

Satisfaction and Hygiene

what are Frederick Herzberg's two motivating factors?

B

what determines the strategic goals of HR? A. the values of the employees managed by the HR department B. the goals of the organization C. the goals of competitive organizations D. the values of HR managers

Sustained

what happens to the veto when either chamber falls short of the 2/3 mark - then the bill is dead

Identify Risks

what stage of risk management; conduct workplace investigations into complaints about potential violations

Offshoring

when an organization uses overseas production at lower wage rates to procure what was formerly produced or purchased domestically

Hostile Work Environment Harassment

when co-workers and/or a supervisor engage in unwelcome sexually-charged behavior making the workplace atmosphere intimidating, hostile, or offensive; based upon multiple instances of offensive behavior; employer is liable if it knew or should have known and failed to take appropriate corrective action

Consumer Picketing

when corporate campaigns try to rally the community to boycott or protest the organization

B

A framework for distributing both monetary and nonmonetary compensation is known as a _____________. A. Payroll B. Total Rewards Strategy C. Flexible Benefits Package D. Competitive Recruiting Advantage

B

A generous severance plan for executives is called: a) a silver severance b) a golden parachute c) a red circle rate d) a green circle rate

B

According to this act, a national state of emergency declared by the president would require striking employees to return to work for 90 days: a) Sherman Antitrust Act b) Railway Labor Act c) Clayton Antitrust Act d) Wagner Act

Failure to Abate penalty

OSHA penalty for this violation; The employer will be cited for the violation and may be required to pay a fine up to $7,000 per violation each day after the abatement date

Willful

OSHA violation type; When employers intentionally ignore or intentionally violate OSHA standards, they can be found to commit this violation

Doing It Right the First Time

Philip B. Crosby; management should strive to prevent errors by doing this

B

Phillip is having some difficulty interacting with a coworker. When can Phillip's manager use coaching to improve the situation? A. only during Phillip's annual performance review B. at any appropriate time C. only during Phillip's lunch hour D. only at the end of the work day

B

Which of the following is NOT a risk factor for workplace violence? A. dealing with the public B. faulty equipment C. delivery of goods D. exchange of money

D

Which of the following is NOT examined during an organizational audit? A. competence B. governance C. leadership D. payroll

Greater

Workers who are drunk or drugged while on the job have a much ________ chance of causing injury, both to themselves or to coworkers

Dr. Kaoru Ishikawa

a Japanese organizational theorist who pioneered many quality initiatives; helped introduce the concept of the quality circle; advocated widespread use of charts and diagrams as tools for assessing quality; inventor of fishbone diagram

Stress

a person's adaptive response to a stimulus that places excessive psychological or physical demands on him or her

Measurement Bias

a prejudice in the data that results when the sample is not representative of the population being tested

Chemical Hazard

a principal type of environmental hazard; a substance in the workplace that can cause illness or death

Job Description

a statement of the tasks performed on a job and the purpose of the job

Regression Analysis

a statistical analysis tool that quantifies the relationship between a dependent variable and one or more independent variables

Expectancy Theory

according to Victor Vroom, people are motivated by the expectation of a reward; after assessing a situation to determine whether they are capable of handling it, a person then determines whether the anticipated reward justifies taking on the task

C

all of the following are features of SMART goals EXCEPT: A. timely B. measurable C. general D. attainable

Boardroom-style Seating Arrangement

all participants are seated along the sides of a large square or rectangular table; this orientation allows all participants to see one another and can facilitate discussion; aka conference-style seating

Learning Organizations

an organization that facilitates continual learning by its employees, as part of a strategy that allows it to adapt quickly to changing business circumstances

Physiological

bottom tier of Maslow's hierarchy of needs; breathing, food, water, sex, sleep, homeostasis, excretion

Gross-Profit Margin

calculated by subtracting the cost of sales from total sales revenue, then dividing by total revenue

Preferred Provider Organizations (PPOs)

healthcare plan that allows participants a greater choice of providers but a higher cost for those found outside of the network

Social Factors

individual factor in resistance to change; a worker may resist change out of fear of being ostracized by his or her coworkers

Lack of Awareness

individual factor in resistance to change; an individual may fail to comply wit ha change simply out of ignorance

Merit Increases

individual raises, awarded as managers see appropriate to individuals demonstrating superior performance

Screening Interviews

initial series of interviews to determine which applicants should be given further consideration

Panel Interview

interviews in which several interviewers observe a candidate at once; also known as a board interview

Psychomotor Domain

learning in this domain requires the development of a student's ability to function physically and manipulate instruments, involves perception, set, guided responses, complex overt responses, origination

Qualified Domestic Relations Order

legal orders that enforce these alternative payee arrangements; only spouses/former spouses/children/dependents of an employee may be alternative payees for the employee's pension plan

Both Chambers

legislation is referred to a committee - HOR,USS, or both

Behavior

level of Kirkpatrick's method of evaluating training programs; during this level, measurements assess job performance after training takes place; these evaluations focus on performance six weeks to six months after training and aim to determine whether the skills imparted during training are being used on the job; based on observations, interviews, tests, and surveys

Expectation

likely explanation why people resist change at work, managers who predict resistance to change often become defensive which causes resistance

Probabilistic Model

make predictions about future conditions using computer simulations; consider multiple possible future outcomes based on different economic conditions or decisions the organization may consider making

Pregnancy Discrimination Act (PDA)

makes it illegal to discriminate against pregnant women, and also requires that employers must amend the term of employment to allow a person who goes on maternity leave to return to the same job

Walsh-Healey Public Contracts Act

mandates that employers pay prevailing wage and overtime if they hold government contracts of more than $10,000

Davis Bacon Act

mandates that laborers and mechanics be paid the prevailing wage on public works projects

Health Insurance Portability & Accountability Act (HIPPA)

mandates that regardless of pre-existing conditions, a worker must be able to switch to a new job and transfer the insurance he or she had with a previous employer to a new insurance program

Training Workshops

many companies provide these to help employees gain the skills needed to advance into management; participating in these is an important career-development path

Laissez-Faire Leaders

most appropriate leadership style when employees are independently motivated; can result in low productivity and chaos since they will provide little direction and mostly allow reports to operate on their own

Both Chambers

needs two-thirds majority to override the President's veto - HOR,USS, or both

Confirmation of Employment Eligibility

new hires must complete the I-9 form and employers must confirm that the employee has the required documentation

Perquisites (perks)

nonfinancial benefits that come from a job and may include a nice office, company car, or parking space; often tied to the level of one's job rather than performance

Intrinsic Rewards

nonmonetary compensation; those that involve the worker's own self-esteem, such as the satisfaction of completing a challenging task

Bona Fide Occupational Qualifications

occurs when a condition like race, sex or other personal characteristics legitimately affects a person's ability to perform the job; can be used as legal requirement for selection

Wildcat Strikes

occurs when workers suddenly go on strike, presumably without the authorization of the strikers' union, and while a binding labor agreement is still in effect

Two Unifying Factors for all generations

offered benefits and flexible work arrangements

Employee Requisition

official authorization to fill a job that is issued by human resources; should include a job description and job specification

Administrative

one downside of flexible benefit packages is that they come with higher __________ costs

The Rehabilitation Act of 1973

one of the first federal statutes to address the issue of workplace discrimination against people with disabilities; under this act, the EEOC can enforce discrimination claims made against federal agencies, people with disabilities who believe they have been discriminated against by a federal contractor can file complaints with the DOL through the OFCCP

Task Identity

one of the five dimensions of worker motivation identified; defined by the worker involvement, whether it is from start to finish, or the completion of a subtask

Skill Variety

one of the five dimensions of worker motivation identified; describes whether the duties in a job are routine or ever-changing

Feedback

one of the five dimensions of worker motivation identified; opinions on how the employee if performing the job

Autonomy

one of the five dimensions of worker motivation identified; relates to the freedom that an employee has to vary output

Task Significance

one of the five dimensions of worker motivation identified; suggests the importance of a duty to the organization's success or to society

Personal Mastery

one of the five disciplines that characterize learning organizations according to Peter Senge; individuals have a high level of expertise in their given areas and are committed to lifelong learning to expand their expertise

Systems Thinking

one of the five disciplines that characterize learning organizations according to Peter Senge; rather than looking at each problem on its own, individuals and teams look for patterns - they see problems as parts of larger systems and try to project how specific changes can affect those systems

Mental Models

one of the five disciplines that characterize learning organizations according to Peter Senge; the assumptions and deep-seated beliefs that affect how individuals perceive the world, and how they act on those assumptions and beliefs

Shared Vision

one of the five disciplines that characterize learning organizations according to Peter Senge; the organization encourages employees to plan for the future and work together to achieve a common goal

Safety Training Programs

one of the most important and effective ways for an organization to protect its human assets; follow standard procedure for developing these below: -A risk assessment identifies the safety hazards that are present in the workplace -Specific hazards are investigated to see if they can be eliminated or reduced by employee training -For those hazards that can be addressed through training, further research specifies what information employees need to know -Based on the employees' information needs, specific training goals are established -Based on the training goals, a training program is created and implemented -Program results are evaluated and, if necessary, changes are made

Refreezing

one of the stages in Lewin's change process theory; after the change has taken place and if it has produced the desired result, the new process is accepted as a normal part of the organization's procedures and a new mindset forms; if change did not produce the desired result, the process repeats itself, and new changes are adopted; also called freezing

Unfreezing

one of the stages in Lewin's change process theory; before an organization can change it must eliminate the barriers to change; refers to the process of overcoming institutional inertia, altering the anti-change mindset, and convincing members of the organization that change is essential and must begin now

Alternate-forms Reliability

one way to determine the reliability of a measuring instrument is to use a different measuring instrument and compare the results; if the results are highly correlated, that indicates the measuring tool being tested is reliable

Increase opportunities for involvement

one way to improve how employees feel about their employing organizations

Over-Determination/Structural Inertia

organizational/group factor in resistance to change; organization structures (e.g., job descriptions, reporting relationships) provide stability and can thus hinger organizational change

Threatened Expertise

organizational/group factor in resistance to change; when a specialist feels that this or her expertise is at risk of becoming obsolete, he or she may resist the change

Open-Door Policies

organizations with these encourage employees to meet with their supervisors or managers whenever an issue comes up and without a formally scheduled meeting

Imagination

our capacity to look beyond the current state and envision fresh possibilities; expose the organization to external thinking and different creative stimuli

Maternity Leave

paid leave given to a female employee for the birth of her child

Personal Days

paid time off for employees to attend to personal business, offered at an employer's discretion

Analysis

part of ADDIE; identify the goal of the training program, gather and analyze relevant data, propose solutions and evaluate them in terms of effectiveness, cost and timeline

Design

part of ADDIE; identify the target audience, develop training objectives, and develop content

Implementation

part of ADDIE; select a facility, hire and train the trainers, set up a training schedule

Development

part of ADDIE; translate the deign into the presentation format, develop training materials, instructional methods, and training mechanisms (e.g., classroom, self-study, online, etc.)

Define

part of DMAIC; customer requirements and the processes needed to meet those requirements are defined and precise quality goals are set

Measure

part of DMAIC; data about defects is collected, to help quantify the effectiveness of each manufacturing process

Improve

part of DMAIC; solutions, meant to eliminate the gap between goals and performance, are designed and implemented

Analyze

part of DMAIC; the data are analyzed to see if there are any gaps between those stated goals and actual performance and to determine why those gaps occurred and how they might be remedied

Control

part of DMAIC; the overall system is revised to incorporate the improvements implemented in the Improve stage; workers are trained in the new processes and the system is monitored to ensure compliance

Theory X

part of Douglas McGregor's theory; managers view their reports as essentially uninterested in work; according to this approach, employees want to do as little as possible and are not interested in taking responsibility for their work; primary motivation is job security

Theory Y

part of Douglas McGregor's theory; managers who work according to this view their reports as essentially interested in taking on interesting work and assuming responsibility for that work

Conformance to Requirements

part of Philip B. Crosby's Four Absolutes of Quality; management needs to define what is required in a product both by the customer and company and quality can then be determined by whether the product meets those requirements

Prevention

part of Philip B. Crosby's Four Absolutes of Quality; management should strive to prevent errors, by "doing it right the first time"

Self-concept

part of the 5 assumptions of adult learners; adults tend to be more independent and more self-directed than children

Railway Labor Act

passed in 1926; amended in 1936; intended to prevent railroad and airline strikes from resulting in significant trade and transportation problems; requires employees in these industries to seek alternative dispute resolution methods before resorting to a labor strike; says the President may declare a national state of emergency when trade and transportation are significantly impaired by a labor strike, which would require striking employees to return to work for 90 days

Davis-Bacon Act

passed in 1931; first federal legislation to mandate that laborers and mechanics be paid the prevailing wage on public works projects; intended to protect employees in the construction industry by preventing employers from hiring out of town or state workers and paying them less than they would have to pay local workers

Walsh-Healey Public Contracts Act

passed in 1936; intended to protect employees working under government contracts from working for substandard wages (ex: prevailing wage); required organizations receiving government contracts greater than $10,000 to pay employees a wage that matches wages in the local area as determined by the Secretary of Labor; states that employees are entitled to overtime; prohibits hiring children under 18 and people who have been convicted of a crime; requires that workplaces meet safety and sanitation standards

Retirement Equity Act

passed in 1984; reduced the existing age limits restricting participation in pension plans; provided more protections for survivors of employees entitled to pensions, requiring that written approval be received from a spouse rejecting survivor benefits and restricting conditions that could be placed on survivor plans

Electronic Communications Privacy Act

passed in 1986; the act makes it illegal to monitor oral or wire-based communications unless an employer has a legitimate business need to do so or an employee consents to be monitored

Sarbanes-Oxley Act

passed in 2002; federal law that increased the accountability of senior managers for an organization's financial performance; also prohibits employers from retaliating against whistleblower

Group Incentive Pay

pay rewarding a group for exceeding a collective goal

Competitive Wages

pay that is comparable to what is earned by other workers in the same geographic are who are doing the same type of work

Skill Pay

pay that rewards employees for acquiring new skills

Outsourcing

paying an outside company to perform some specialized business function

Pay Equity

people with similar skills, tenure, and work records should expect to earn the same amount of money in the same organization; if two people working for the same company earn different rates of pay, the difference should have a logical and defensible explanation beyond "that's the way it has always been"

Economic Growth and Tax Relief Reconciliation Act (EGTRRA)

permits employees over the age of 50 to make greater contributions to 401(k) plans and to make catch-up contributions

Flexible Work Hour Plans

plans in which employees usually must still work 40 hours per week and typically 5 days a week but in which they have control over the starting and ending times for work on each day

Case Studies

present learners with a problem or set of problems in context; often presented as experiential group exercises (participants are given a problem to solve)

Stress Hazards

principal type of physical hazard; arise from extreme emotional or physical stress and can lead to anxiety, panic attacks, exhaustion, and heart problems

Tangible Hazard

principal type of physical hazard; real (as opposed to psychological or emotional) factors in the workplace that can cause an accident or other threat to safety

Securities and Exchange Commission

principally responsible for enforcing the Sarbanes-Oxley Act

Consumer Credit Protection Act (CCPA)

prohibits employers from terminating employees whos wages are garnished for a single debt and limits the amount that can be withheld during a pay period

Health Insurance Portability and Accountability Act (HIPAA)

requires employers to keep employee medical records confidential

Career Average

retirement plan approach; uses information spanning the length of the employee's career to determine the amount distributed at the time of retirement; employees earn a percentage of the pay they received during each year they were participants in the plan; in another, employee benefits are computed by taking an average of yearly earnings; the total benefit is a percentage of that average pay multiplied by years of service

Job Design

the arrangement of work to increase both employee motivation and productivity

Quality

the degree to which a set of inherent characteristics fulfills requirements

Misrepresentation

the downside of using questionnaires in job analysis

Developing/Development

the education of employees, including instructing them in the skills needed for both present and future jobs

Training Needs Analysis - Objectives - Selection - Implementation - Evaluation

the five-step process in providing training and development

Follow-up Inspection

the lowest priority inspection for a compliance officer

Data Management

the management, including cleaning and storage, of collected data

Human Assets

the people who work for an organization

Plant Closing

the permanent or temporary shutdown of a single facility which results in the loss of 50 or more full-time jobs

Collective Bargaining

the process of a union negotiating a contract with an employer

Job Analysis

the process of analyzing the duties, tasks, and responsibilities of a job

Outsourcing

the process of purchasing goods and services from outside vendors rather than producing the same goods or providing the same services within the company

Decertification

the process of removing a labor union as the authorized representative of employees in a particular bargaining unit

Zipper Clause

the purpose of this is to prevent the reopening of negotiations once a contract is in place; when including this in a contract, the relevant parties assert that the collective bargaining agreement is the exclusive agreement between those parties and that anything not included in the agreement is not part of the agreement

Programmed Inspections

these inspections are for industries or activities that are considered extremely dangerous

Auditory Learning

these learners learn most efficiently by hearing information; they are best served by lectures, group discussions, and podcasts or books-on-tape

Essay Review

type of narrative review; the manager writes a short essay that describes the employee's performance throughout the review period; manager frequently take advantage of this flexible format to identify areas most in need of improvement

Critical Incident Review

type of narrative review; throughout the review period, the manager records specific incidents in which the employee performed positively or negatively; these specific incidents then form the basis of a written narrative that is presented to the employee during her appraisal

McDonnell-Douglas Tests

used as the basis for establishing a prima facie case of disparate treatment discrimination

A

what is the goal of a differentiation strategy? A. to set an employer apart from its competitors B. to rank employees according to performance C. to compare employee salaries within ranges D. to develop ways to measure the success of technology in the workplace

A utilization analysis shows how a company's workforce compares to the available labor supply in terms of gender, race, and ethnic composition.

what is the purpose of a utilization analysis?

11%

what percent of wage and salary employees belong to labor unions?

Monitor and Refine the Program

what stage of risk management; calculate the cost of lost productivity due to employee accidents

Assess Risks

what stage of risk management; calculate the potential costs to the company of a month-long work stoppage

Mitigate/Eliminate Risks

what stage of risk management; change manufacturing processes to eliminate risky procedures

Strategic/Predictive Analytics

what type of analytic; anticipating changing healthcare needs of its aging employees, a company analyzes healthcare trends for past employees to anticipate how benefits packages may be revised to provide more optimal support

Tactical/Prescriptive Analytics

what type of analytic; decisions are made about how to update a company's benefits package based on current feedback from employees

Tactical/Prescriptive Analytics

what type of analytic; qualitative and quantitative data collected from employees is used to redesign the training of new employees

Fill Time

when an employee leaves his or her position, there is some amount of time for which the position is empty before being filled, either by a new hire or an existing employee who moves in

Closed Shop

when an employer agrees to hire only union workers, and union workers must remain part of the union in order to stay employed; all employees must join the union if they are not already members

Compliance Officer

who conducts on-site inspections for OSHA?

Disadvantages of Electronic Storage

-Electronic storage options are always evolving, and human resource managers should keep up with new, safer, and potentially more efficient alternatives -Electronic files can be accessed by hackers and may be lost or compromised by viruses -Electronic file storage is subject to various legal regulations that managers must abide by

Advantages of Electronic Storage

-Massive amounts of electronic data can be stored in small spaces -Electronic data can be searched, copied, and merged quickly -Electronic data can be easily backed up, making it less likely that valuable information will be lost -Electronic data storage is sustainable and environmentally friendly

Advantages of Paper Storage

-Paper documents are subject to fewer regulations regarding the proper storage of confidential material -Paper documents are less likely to be accessed by hackers

Eligible for Medicare if

-you are 65 or older -you have an end-stage renal disease (on dialysis or need a kidney transplant) -you have been collecting SS disability insurance for more than 2 years

Sherman Antitrust Act

1890; intended to prevent organizations from inhibiting or restricting free trade; first federal law that had an impact on organized labor by allowing legal injunctions to be used to stop strikes and boycotts; was meant to rein in the monopolistic practices of big-business trusts - but the courts ruled that the law's prohibition of "restraint of commerce" applied to labor union strikes and boycotts as well

Norris-LaGuardia Act

1932; outlawed Yellow Dog Contracts; protected the right to unionize; prevents employers from interfering in nonviolent union activities and forcing employees to sign contracts indicating they will not join a union

Federal-State Unemployment Insurance Program

1935; extension of the Social Security Act; provides benefits to employees who have lost their employment for certain reasons; employers pay a state unemployment insurance tax to support the availability of this benefit

Pregnancy Discrimination Act

1978; federal law that prohibits workplace discrimination on the basis of pregnancy; amendment to Title VII of the CRA of 1964

Needlestick Safety and Prevention Act

2000; aims to protect these workers by requiring that employers keep recordings of needlestick and sharps injuries, protecting employees who have been injured, and requiring employers to remain vigilant and explore devices that do away with needles and sharps or reduce the risk involved in working with them

B

A positively accelerating learning curve is associated with what type of task? A. relatively simple B. relatively complex C. relatively counter-intuitive D. relatively counterproductive

A

A program to help employees quit smoking is an example of what type of program? A. Health and welfare B. Substance abuse prevention C. Stress reduction D. Habit modification

D

A risk assessment is most immediately useful for: A. avoiding potential risks B. insuring against potential risks. C. responding to potential risks. D. identifying potential risks

B

A system designed to standardize the pay process, so that people doing the same work get paid similarly, is known as: A. differential pay B. a pay scale C. wage compression D. a compa-ratio

D

A tactic not employed by labor unions A. picket line B. boycott C. slowdown D. lockout

Maslow's Hierarchy of Needs

Abraham Maslow categorized all of humanity's needs within a hierarchy of 5 major needs in ascending order, with deficiency needs at the bottom and growth needs at the top and in order for an individual to advance up a level in the hierarchy all of the needs at the previous level must be met (physiological, safety, love/belonging, esteem, self-actualization)

B

Acme Corp. pays its computer programmers 12 percent less than programmers at other companies in the area. What sort of issue does this create? A. lack of internal equity B. lack of external equity C. inflated compa-ratio D. faulty job evaluation

A

All of the following are required by the Hazard Communication Standard EXCEPT: a) That no hazardous materials are present in the workplace b) The implementation of a Hazard Communication Program c) The maintenance of a Safety Data Sheet for chemicals present at a worksite d) Employee training regarding hazardous materials

C

All of the following forms of communication have the advantage of allowing employers and employees to communicate information quickly EXCEPT: a) email b) intranet c) newsletter d) word of mouth

C

An approach to bargaining in which both sides act reasonably and sincerely try to reach an agreement. A. bona fide qualifications B. mediation C. good faith D. accommodation

A

An unauthorized work stoppage, while a valid contract is still in place A. Wildcat Strike B. Boycott C. Lockout D. Grievance

B

Another name for the National Labor Relations Act A. Norris-LaGuardia Act B. Wagner Act C. Taft-Hartley Act D. Mann Act

No

Are employers required to pay employees during military absences?

Yes

Are employers required to provide the same benefits that they provide to any other employee on a leave of absence?

Yes

Can employees who are sick, on vacation, on military leave or temporarily laid off as of the day of the election eligible to vote?

Yes

Do employees on military leave accrue seniority and other benefits as though they were continuously employed?

Yes

Do employers have to provide leaves for boot camp, annual training, weekend duty, and other legitimate military obligations under USERRA?

Payroll Administration Records

Employee's history of compensation with the organization, Rate of pay and other compensation, Wage or salary increases/decreases, Compensation recommendations, State and federal tax forms (e.g., Form W-4), Direct deposit authorization, Authorization for payroll deductions/actions, Attendance record, Paid time off (PTO) requests

Actual Deferral Percentage Tests

IRS mandates this to ensure highly compensated employees don't benefit unduly from 401k plans at the expense of other employees; if this finds that highly compensated employees benefit from a plan more than non-highly compensated employees, then the organization must make adjustments or lose the tax benefits associated with the plan

File a complaint with OSHA and request an inspection

If a worker feels that the organization is not complying with OSHA regulations and is putting workers' safety and health at risk, what can they do?

B

Implementation theory is primarily concerned with how organizations deal with: A. consumers B. change C. recordkeeping D. performance appraisal

B

In which career phase does performance typically improve? A. exploration B. establishment C. maintenance D. disengagement

Repeat penalty

OSHA penalty for this violation; The employer will be cited for the violation and may be required to pay a fine up to $70,000 per violation

Willful penalty

OSHA penalty for this violation; The employer will be cited for the violation and required to pay fines ranging between $5,000 and $70,000. If an employee's death results from the violation, an employer may face additional penalties and jail time

De Minimis penalty

OSHA penalty for this violation; The employer will be informed of the violation, but will not be cited

A

OSHA prioritizes investigations where: A. the risk of danger is highest. B. the largest number of employees is involved.. C. there is a record of past violations.. D. the potential fines are highest.

10

OSHA requires businesses with more than _____ employees to keep complete and accurate records of work-related illnesses and injuries

Other-Than-Serious

OSHA violation type; occurs when a standard is violated that does affect the health and safety of employees, but no harm is imminent

Repeat

OSHA violation type; occurs when an employer continues to violate the same or similar standard after an OSHA investigation

Serious

OSHA violation type; occurs when there is an imminent risk that an employee will be harmed or killed

Blake-Mouton Managerial Grid

Robert Blake and Jane Mouton introduced a method for explaining and charting different managerial styles; along the x-axis is a measurement of an individual's concern for production; the y-axis tracks concern for people; individuals with low ratings along both the x and y axes have little concern for either people or production; individuals with high x-axis scores and low y-axis scores have great concern for production, but little concern for people

A

Some employees at Acme Products are unionized, and some are not. How can the company maintain pay equity between these groups? A. raise the pay of non-unionized employees to the same level as that of unionized employees B. raise the pay of unionized employees to the same level as that of non-unionized employees C. rescind the union contract D. lower the pay of unionized employees to the same level as that of non-unionized employees

C

The first step in the process of selecting new employees is: A. conducting background check B. sending employees to an assessment center C. conducting a job analysis D. assembling a panel to interview applicants

A

The most likely circumstance in which a company will provide outplacement services for terminated employees. A. layoff B. bankruptcy C. hostile takeover D. natural disaster

C

The practice of establishing a small number of broadly defined pay levels is known as _______________. A. broadsiding B. broadsheeting C. broadbanding D. compa-ratio

D

The principal drawback of an employee newsletter A. too informal B. too technical C. too expensive D. too one-sided

B

The process of quantifying risk, usually in financial terms, is known as ______________. A. risk aversion B. risk assessment C. risk management D. calculated risk

C

Wage compression is most likely to take place in which of the following circumstances? a) when an employee's compensation falls below the minimum for his pay range b) when an employee's compensation falls below the maximum for her pay range c) when comparable external pay rates rise faster than internal pay rates d) when internal pay rates rise faster than external pay rates

D

What agency is principally responsible for enforcing the Sarbanes-Oxley Act? A. Treasury Department B. Federal Deposit Insurance Corporation. C. Federal Reserve. D. Securities and Exchange Commission

C

What type of violation can result in the employer receiving a jail sentence? A. repeat B. serious C. willful D. de minimis

A

What would an employer do in order to implement an organizational due process? a) Develop a disciplinary procedure with principles of fairness and clear guidelines for investigations b) Develop a requirement that applies to all union shop organizations c) Address a mandatory bargaining issue d) Request that the NLRB oversees negotiations

B

When competition for skilled employees in high, which of the following is most likely to be the case during the hiring process? A. recruitment will be easy B. recruitment will be difficult C. turnover will be high D. turnover will be low

B

When is an employee permitted to waive their rights under the Older Worker Benefit Protection Act? This is a case of an individual lay-off. a) After being given 45 days to consider the agreement b) After being given 21 days to consider the agreement c) Only in circumstances where the employee is part of a group termination d) Employers are never able to waive their rights under the OWBPA

C

When it comes to protecting information assets, what is the primary focus of the HR department? A. Protecting the integrity of data B. Protecting trade secrets. C. Protecting the privacy of employees' personal information. D. Protecting intellectual property

A

When unemployment levels are high, which of the following is most likely to be the case during the hire process? A. recruitment will be easy B. recruitment will be difficult C. turnover will be high D. turnover will be low

A

When visiting an organization for an inspection, the first thing OSHA compliance officers must do is: a) identify themselves and inform someone representing the organization that they will inspect the site b) present a warrant indicating they have a right to inspect the site c) tour the worksite with a manager and an employee d) provide a detailed list of violations and abatement conditions

Whistleblower Protection

Which OSHA program protects employees from retaliation after they have helped identify violations in employee health and safety?

A

Which approach to job design works best for jobs that involve specialized, routine tasks? A. mechanistic B. biological C. motivational D. relational

B

Which group of workers would be most affected by the Needlestick Safety and Prevention Act? A. food service workers B. healthcare workers C. construction workers D. financial services workers

A

Which of the following employees is not protected by the ADA? a) Employees currently using illegal drugs b) Employees currently using drugs that are prescribed to them c) Employees who have previously used illegal drugs

C

Which of the following types of benefits is not permissible under a Section 125 flexible benefits plan? a) some medical expenses b) insurance premiums c) educational assistance d) dependent care

D

Why is it important that applicant testing be subjected to validation? A. because validation shows whether the test was too difficult B. because validation shows whether the applicant has a valid chance of passing the test C. because validation shows whether the test was too easy D. because validation shows whether there is a correlation between test performance and job performance

Breaking the Law

Workers who have illegal drugs in their possession while on the job are _______ ____ _____ and putting their employer in the position of providing a site for drug dealing

More

Workers with chemical dependency issues are absent _______ often and, when they are on the job, tend to be much less productive than their non-impaired coworkers

Substance Abuse

Workers with drug, alcohol, or mental health issues should not be allowed to let their problems endanger themselves or others while on the job

Easy Call

a company that lies, cheats, and steals probably doesn't have a long term

Grievance

a formal complaint against the employer

Tougher

a layoff or onerous schedule shift may seem unfair to affected employees, but may also be what the company must do to ensure its future

Comparison

a method for performance appraisal; compare the performance of individuals to each other; ex: ranking, paired comparison and forced distribution

Pension

a retirement plan maintained by an organization for the benefit of its retirees

Corporate Values Statement

a statement issued by executives at a company to employees that indicates how business should be conducted within the organization

Union Dues

a voluntary payroll deduction paid by members of a labor union

Factor Comparisons

a way of rating employee performance based on individual factors of performance rather than on the whole

On-Call Pay

additional money paid to a worker while he or she is "on call," i.e. not actively working but available to be called into work if needed

Hazard Pay

additional money paid to compensate employees who are assigned to work in a dangerous location or in hazardous circumstances

Corporate Campaign

aim to make it difficult for organizations to do business, with the intention that this pressure will force the targeted organization to give in to union demands; may attack an organization in several different ways (ex: try to rally the community to boycott or protest the organization aka consumer picketing)

Utility Patents

aka patents for invention, apply to the invention of what the US Patent Office calls "a new and useful process, machine, manufacture, or composition of matter, or a new and useful improvement thereof," lasts for 20 years; 90% of recently issued patents

Pareto Principle

aka the 80/20 rule; holds that 80% of the problems in an organization result from 20% of the possible causes

Paired Comparison

all employees are compared to one employee at a time; ex: employee A is compared to employee B then C and B is compared to A and C

Cafeteria-style Benefits Package

allows an employee to choose from a range of benefits to come up with a package that best suits his or her needs

Roleplaying

allows people to try out new techniques and skills in a low-risk setting; involves the person assuming a certain role and being asked to imagine they are in a situation where they need to apply new information or skills then they act out or explain what they would do in that situation

Base Rate

also called a salary program; wages or salary before overtime pay, bonuses or other incentive pay is considered

Governmental Barriers

barrier for advancement for individuals in protected classes; Legislation relating to equal-opportunity employment is not always enforced consistency, which can generate employment for individuals in protected classes; information relating to unequal opportunities is not always collected or disseminated effectively

The Great Recession

began in 2008; triggered a major decline in private-sector union membership

Safety Awareness Campaign

campaign that aims to raise workers' awareness of current and potential hazards using posters, publications, film, bulletins, pamphlets, newsletters, and displays

Formal Career Planning

career development tool; allow employees to use HR personnel as a resource to think through their career needs

Decision-making

compensation for a manager should reward good ______________ as well as her unit's overall performance

Front Pay

damages awarded to a former employee, representing future wages and benefits that would have been paid had the employee not been wrongly terminated or forced to resign; not considered to be a part of compensatory damages, and is therefore not subject to the CRA's cap on damages

Private Data

data that is private within an organization but shared between different members or branches of that organization

Peter Senge

developed the concept of a learning organization

Six Sigma

devised by engineers at Motola Corporation in the mind 1980s; an approach to quality management characterized by the basic premise that all business processes can be measured and optimized; the goal of this is to reduce manufacturing defects to a maximum of 3.4 per million; DMAIC

Disparate Treatment

discrimination exists when individuals in similar situations are treated differently based on the individual's race, color, religion, sex, national origin, age, or disability status

Mission Statement

elaborate on vision statements by providing additional details about how the organization plans to achieve its vision of the future; should differentiate an organization from its competitors

Internal Equity

ensuring that the pay levels within an organization correspond to the level of responsibility and skills required for the job

Liquidated Damages

equal to the amount of back pay the defendant is found to owe the victim; individuals who allege age discrimination or sex-based wage discrimination may be eligible to receive this

Lilly Ledbetter Fair Pay Act of 2009

equality of pay for women

Old Age, Survivors, and Disability Insurance Program

established as part of the Social Security Act in 1935; offers benefits to employees who retire or become unable to work; employees pay a percentage of their income to the federal government and employers match those contributions to support the program; employees may earn up to 4 credits a year for their contributions and when they earn 40 they are eligible to retire

National Labor Relations Board (NLRB)

established by the National Labor Relations Act and is the same agency that is responsible for union elections, union deauthorization, and union decertification

Geographic Pay

extra money paid to employees in one location to account for the higher cost of labor, or the higher cost of living, relative to other locations where the company has employees

Negligent Referral

failing to inform the employer of an employee's history with the organization

Equal Employment Opportunity Commission (EEOC)

federal agency established to administer equal employment opportunity legislation

Equal Employment Opportunity Commission (EEOC)

federal agency established to administer equal employment opportunity legislation; established by Title VII of the CRA of 1964

FLSA

federal law that established minimum wage, maximum weekly hours and overtime pay requirements and prohibited the labor of children less than 16 years of age

Fair Labor Standards Act (FLSA)

federal law that established minimum wage, maximum weekly hours and overtime pay requirements and prohibited the labor of children less than 16 years of age; enacted in 1938; often referred to as the Wage and Hour Act (principally concerned with regulating the wages of workers who are paid on an hourly basis)

The National Labor Relations Act/Wagner Act

federal law that guarantees workers the right to organize a union, to bargain collectively, and to engage in collective activities

Americans with Disabilities Act

federal law that protects qualified employees with disabilities and requires employers to make accommodations for the disabled

Evaluating

fifth level of Bloom's cognitive domain; requires that one present and defend judgments based on the information that has been learned

Hiring Interview

focused on an employee's qualifications and should examine how well the candidate might fit into the organization's environment

Create a positive work environment where employees feel they are treated fairly with trust and are recognized for their achievements

how to protect against a unionization

Taft-Hartley Act

identified some labor union activities as unfair labor practices

Succession Planning

identifies promising employees who have the potential to occupy managerial or executives roles in the organization; forecast needs and talent one to five years in the future; indicates what training, education, and experience those employees will need to be prepared to occupy those roles; career pathing

Fire Prevention Plan

indicate what fire hazards exist and how they should be addressed; identify the appropriate equipment for extinguishing fires and where that equipment is stored; indicate how potentially flammable or combustible materials should be disposed of

Social Security

intended to protect employees and their dependents by providing retirement benefits, disability income, Medicare, and survivor benefits

Union Security Clauses

intended to protect the strength of and support for the union and to protect the financial status of the union; Ex: agency shop clause, union shop clause

Vulnerabilities

internal weaknesses that can expose an organization to threats

Job-instruction Training

involves the trainee watching the instructor perform job tasks repeatedly before practicing and taking on those tasks for themselves; while the instructor performs the job, they explain what is being done and why

Executive Order 11375

issued by President Johnson in 1967; added "sex" to the list of protected classes covered by EO 11246

Compulsion

likely explanation why people resist change at work, when managers try to force employees to accept change, employees resist out of resentment

Suggestion Boxes

make it possible for employees to make recommendations anonymously

Polygraph Tests

may be administered as part of an ongoing investigation within an organization to identify the source of economic loss id the employee is a reasonable suspect in that investigation

Cohort Analysis

may be used to determine whether discrimination has occurred; evaluates whether a person or group has been treated similarly or differently than other people or groups in a similar situation

United States Senate

no limit on amendments, members are allowed to propose any type of amendment to a bill - even those that have no relation to the subject of the bill - HOR,USS, or both

Lockouts

occurs when an employer denies employees access to the workplace

Narrow Focus of Change

organizational/group factor in resistance to change; change efforts that fail to take into account interdependencies among people, structures, tasks, etc. may fail

Group Inertia

organizational/group factor in resistance to change; groups may resist changes in a member's behavior by not changing the group's complementary behavior

Resource Allocation

organizational/group factor in resistance to change; groups that enjoy their resources (e.g., budgets, manpower) may resist changes that threaten to reduce their resources

Threatened Power

organizational/group factor in resistance to change; managers may resist change when they are at risk of losing their power

Evaluation

part of ADDIE; there are two types of this (formative and summative)

Flextime

plans in which employees usually must still work 40 hours per week and typically 5 days a week but in which they have control over the starting and ending times for work on each day

Employee Resource Groups (ERG)

play a critical role when these are linked with employee affinity interests and act as an interface with different career development opportunities mentioned here; a place where HiPOs can build cross-functional leadership skills

Lobbyists

political professionals who are paid to influence the course of legislation on behalf of one or more special interests

Knowledge Management

practitioners of this work to ensure that all members of an organization possess the knowledge and information they need to do their jobs and that knowledge is properly shared and managed to make sure that workers in different departments of the organization are not mistakenly performing the same tasks

Trend Projections

predicting future employment needs based on expectations of how some employment-related factor may change over time; must be some understanding of what other factors are connected to employment needs and in what way

Exempt from FMLA

private-sector employers who employ less than 50 employees for at least 20 weeks of the year

Common OSHA Violations

protective equipment, fire protection equipment, records, physical hazards

Life Insurance

protects and employee's family if the employee dies; provides health and welfare support for the employee's survivors

Sharing

purchasing insurance is a method for __________ risk

Five Assumptions of Adult Learners

put forth by Malcolm Knowles; detail how adult learners are typically different from children

Understanding

second level of Bloom's cognitive domain; comprehension; requires demonstrating an understanding of those facts by sorting, comparing, and describing them and by reducing them to more essential ideas and facts

Needlestick Safety and Prevention Act

seeks to protect employees who are at risk of exposure to blood-borne illnesses and pathogens

Outplacement

services provided voluntarily to a terminated employee to assist in the search for another job

Fair Labor Standards Act

sets basic minimum wage and overtime pay standards and regulates the employment of minors

Employee Retirement Income and Security Act (ERISA)

spells out the rules associated with employee vesting, access to, and withdrawal from retirement plans

Four-fifths Rule

suggests that disparate impact exists if a selection criteria results in a selection rate for a protected class that is less than four-fifths of that for the majority group

Profit Sharing

system in which employees receive a share of the net profits of the business

Bloom's Taxonomy

system that helps trainers and educators organize learning activities by the type of thought they ask of students; six levels are remembering, understanding, applying, analyzing, evaluating, creating

Physical Assets

tangible items of value that an organization possesses, other than its financial assets; include real property, machinery, vehicles, office equipment, etc.

Termination

the discharge of an employee by an employer for any reason

Respondeat Superior

the legal doctrine which holds that an employer is liable for the actions of his employees, when those actions are within the scope of the employee's assigned duties

Copyright

the legal right of an author or creator, or a person designated by the author or creator, to publish or perform literary, artistic, or musical works, and to authorize others to do the same

Classical Conditioning

the process of learning associations between environmental events and behavioral responses; describes the phenomenon in which a stimulus that is "neutral" becomes linked to a response that the stimulus did not initially produce

Total Rewards

the sum of all compensation and benefits paid to an employee, including pay, benefits, incentives, and nonmonetary compensation such as professional development, career opportunities, camaraderie, personal satisfaction, flextime, and telecommuting

Performance Appraisal

the systematic evaluation of an employee's job performance, conducted by a superior or other expert

Creating

top level of Bloom's cognitive domain; synthesis; requires compilation of information in different ways

Self-actualization

top tier of Maslow's hierarchy of needs; morality, creativity, spontaneity, problem solving, lack of prejudice, acceptance of facts

Health Care Costs per Employee

total health insurance spending divided by the total number of employees; identifies what an organization spends for each worker to provide mandatory health insurance

Misconduct and unsatisfactory performance

two common reasons for dismissing an employee

Field Review

type of narrative review; the appraisal is conducted by someone who is not the manager or supervisor - typically an HR professional from within the company or someone from outside the company

Department Staff Meetings

typically take place at regularly scheduled intervals; these involve all employees and managers in a particular department gathered to discuss relevant issues

Escalator Clause

under USERRA, it is required that returning employees be reinstated in the positions that they would have earned if they had remained on the job

Patient Protection and Affordable Care Act of 2010 (Obamacare)

under this, most employers either have to offer health insurance benefits to employees or else pay a fine

Union Bargaining Perspectives

unions are fighting for job security and no-layoff guarantees; also fighting to preserve what they already have and for better pension plans

Family Leave

up to 12 weeks of unpaid time off to care for family members; federal law requires employers to offer this benefit

Define, Measure, Analyze, Improve, Control

what DMAIC stands for

Human Capital ROI

which HR metric expresses how well workers in the organization are generating revenues, given the amount they are paid in compensation and benefits?

B

which of the following best describes a mission statement? A. this is a written document that reviews various moral dilemmas an employee may face and provides guidelines for how to deal with those situations B. this is a document that is primarily aimed at an organization's employees and should differentiate the company from its competitors C. this document is an inspiring piece that lets shareholders know who the company serves and where they are going D. this document identifies what the organization does best as a result of its technology, culture, knowledge management, or some combination of these

Unionization Process

1. generate interest among employees 2. collect signed authorization cards 3. petition NLRB to hold election 4. hold secret ballot election 5. sign up members and elect officers 6. engage in collective bargaining over first labor contract 7. sign labor contract 8. employ grievance procedure to resolve disputes

Clayton Antitrust Act

1914; clarified and strengthened many provisions of the Sherman Antitrust Act; specifically exempted labor unions from the law's provisions; allows the use of injunctions to stop strikes only when there was a threat of damage to property

National Labor Relations Act

1935; federal law that guarantees workers the right to organize a union, to bargain collectively, and to engage in collective activities; defines unfair labor practices, provides for secret ballots in union votes and established the NLRB

Equal Pay Act

1963; federal law that requires that men and women in the same workplace be given equal pay for work; the jobs need not be identical, but they must be substantially equal

Organizational Audit

a comprehensive review of the company's assets, policies, practices that focuses on six areas: company mindset; competence; performance or consequence; governance; capacity for change; and leadership

Vision Statement

a concise assertion of what the company is, who it serves, and where it is going; an inspiring piece that provides everyone involved in the organization insight into the organization's future

Accident Prevention Program

a program that educates workers about the process of identifying potential hazards

Safety Audits

a review of the work environment to assess any unsafe job behavior, typically in survey format, to ensure compliance with safety laws and regulations

Core Competencies

a specific function that a firm regards as central to its success and is something difficult for competitors to imitate

Mixed-Method Research

data collection that involves approaching research questions using both quantitative and qualitative methods

Predictive Analytics

this type of analytics uses data from the past to predict the future

Progressive

type of discipline that features penalties of increasing severity that can end with termination

Filibuster

use of the senate's tradition of unlimited debate on legislation as a stall tactic to block a bill