chapter 10 business

job specification

a description of the qualifications necessary for a specific job, in terms of education, experience, and personal and physical characteristics

profit sharing

a form of compensation whereby a percentage of company profits is distributed to the employees whose work helped to generate them

job description

a formal, written explanation of a specific job, usually including job titles, tasks, relationship with other jobs physical and mental skills required, duties, responsibilities and working conditions

picketing

a public protest against management practices that involves union members marching and carrying anti-management signs at the employers plant or work site

wage/salary survey

a study that tells a company how much compensation comparable firms are paying for specific jobs the firms have in common

labor unions

employee organizations formed to deal with employers for achieving better pay, hours and working conditions

ESOPs

employee stick ownership plans distribute company stick to employees as a form of profit sharing

strikes

employee walkouts; one of the most effective weapons of labor unions

turnover

employees quit or are fired and must be replaced can take the happy form of a promotion or transfer

separations

employment changes involving resignation retirement, termination or layoff

orientation

familiarizing newly hired employees with fellow workers, company procedures and the physical properties of the company

equal employment opportunity commission

federal agency dedicated to increasing job opportunities of women and minorities and eliminating job discrimination based on race, religion, color, sex, national organ or handicap

360-degree method

feedback system, providing feedback from a panel of superiors, peers and subordinates

salaries

financial reward calculated on a weekly, monthly or annual basis

wages

financial rewards based on the number of hours the employee works or the level of output achieved

age discrimination in employment act

focuses on discrimination against those 40+ years old

recruiting

forming a pool of qualified applicants from which management can select employees

Objective appraisal

how many of something was produced or the test score

commission

an incentive system that pays a fixed amount or a percentage of the employee's sales motivates employees to sell as much as they can some combine commission with time wages or salaries

subjective

appraisal method is ranking employees against each other

personality tests

used to assess applicants potential for a certain kind of Jon myers-brigg

reference checking

verifying educational background and previous work experience an internet search is often done to determine social media or other public activities public companies likely to do a more extensive background search applicants mat misrepresent themselves on their applications and resumes often overlooked stage in the selection process

conciliation

when a third party is brought in to keep the two sides talking

on-the-job training

workers learn by actually performing the tasks of the job

testing

ability and performance tests used to determine if applicant has the skills necessary for the job one of the most common tests is Myer-briggs type indicator which is used world wide by millions may also have to undergo physical examinations to determine their suitability for some jobs such as screened for illegal drugs certain companies require an applicant to take a typing test to tests to determine their knowledge of necessary programs

promotion

advancement to a higher-level job with increased authority, responsiblility and pay managers prefer promote based on merit but some companies and labor unions require it be based on seniority

human resource management

all activities involved in determining an organization's Human Resources needs, as well as acquiring, training and compensation people o fill hose needs

boycott

an attempt to keep people from purchasing the products of a company

assessing performance

assessing employees strengths and weaknesses on the job is one of the most difficult tasks for managers gives employees feedback on how they are doing and how to improve provides a basis fro determining compensation generates information about the quality of the firms selection, training and development activities

job analysis

determines, through observation and study, pertinent information about a job including specific tasks and necessary abilities, knowledge and skills managers analyze jobs within the organization in order to match people to available assignments

application

in first phase of the selection process, individual fills out application form and perhaps has a brief interview

training

teaching employees to do specific job tasks

the interview

management obtains detailed information about applicant's experience and skills, reasons for changing jobs, attitudes toward the job, and an idea whether the person would fit in When in interviewer answer the applicants questions about the job, compensation, working conditions, company policies, organizational culture interviewees questions may be as revealing as their answers

lockout

managements version of a strike, wherein a work site is closed so that employees cannot go to work

equal pay act

mandate that men and women who do equal work receive the same wage wage differences are acceptable if based on seniority performance or qualifications

downsizing

many companies in recent years are choosing to downsize by eliminating jobs reasons might be die to financial constraints or the need to become more productive and competitive

bonuses

monetary rewards offered by companies for exceptional performance as incentives to further increase productivity

transfer

move within company at essentially the same level and wage workers obtain new skills or find new position when old position eliminated by automatic or downsizing

benefits

nonfinacnical forms of compensation provided to employees such as pension plans health insurance, paid vacations and holidays

Performance Appraisals

objective and subjective that uses the method 360-degree

piece wages

pay based on the level of output achieved major advantages is this system motivates employees

strikebreakers

people hired by management to replace striking employees; called"scabs" by striking union members

American with disabilities act

prevents discrimination against persons with disabilities

Title VII of the civil rights act

prohibits discrimination in employment and created the equal employment opportunity commission

classroom training

teaches employees with lectures, conferences, video and Web-based instruction

labor contract

the formal, written document that spell out the relationship between the union and management for a specified period of time-usually two or three years

collective bargaining

the negotiation process through which management and unions reach an agreement about compensation, working hours and working conditions for the bargaining unit

diversity

the participation of different ages, gender, races, ethnicities, nationalities, and abilities in the workplace

selection

the process of collecting information about applicants and using that information make hiring decisions

arbitration

the settlement of a dispute by a third party whose solution is legally binding and enforceable

mediation

the third party's role is to suggest or propose a solution to the problem

Development

training that augments the skills and knowledge of managers and professionals