GB 370--Test 3
2 limitations of job specialization:
1. boredom and dissatisfaction with mundane tasks 2. anticipated benefits do not always occur
T/F: many companies offer health benefits to stay competitive
T
_______ is a logical, rational, and efficient organization design based on a legit and formal system of authority
bureaucratic model (max weber)
_____ is the financial remuneration given by the organization to its employees in exchange for their work
compensation
_______ correlating previously collected test scores of employees with the employee's actual performance
predictive validation
7 source scoff external recruits:
1. advertising 2. campus interviews 3. employment agencies 4. executive search firms 5. linked in 6. employee referrals 7. walk ins
big 5 personality traits:
1. agreeableness 2. conscientiousness 3. negative emotionality 4. extroversion 5. openness
_____ one of the most attractive options for a small business owner
SIMPLE
2 types of locus of control:
internal external
_____ the process of linking the activities of the various departments of the organization
coordination
_____ systematically delegating power and authority throughout the organization to middle-and lower-level managers
decentralization
_____ is the step wise means by which a labor contract is enforced. Grievances are filed on behalf of an employee by the union when it believes the employees have not been treated fairly under the contract
grievance procedure
_______ are personal attributes that vary from one person to another---physical, psychological or emotional
individual differences
____ is a tax-qualified retirement savings plan for anyone who works and or the person's spouse
individual retirement account (IRA)
_____ the determination of an individual's work-related responsibilities
job design
_____ deciding how to best group organizational activities and resources
organizing
Many firms collect _____ and _______ information on applications to ensure the applicant pool attracted is as representative as possible
race gender
______ prohibited asking certain questions of a job applicant
the equal employment opportunity commission
workers are considered employees under OSHA if you: (3 things)
1. control the actions of the employee 2. have the power to control the employee's actions 3. are able to fire the employee or modify employment conditions
3 disadvantages of functional departmentalization
1. decision making becomes slow and bureaucratic 2. employees narrow their focus to heir department and lose sight of broader goals and issues 3. accountability and performance are difficult to monitor
3 advantages of functional departmentalization:
1. each department can be staffed by functional-area experts 2. supervision is facilitated in that managers only need be familiar with narrow set of skills 3. coordination inside each department is easier
3 advantages of bureaucratic model:
1. efficiency in function 2. prevention of favoritism 3. recognition of and requirement for expertise
3 factors in the choice of an organization's centralization:
1. external environment's complexity and uncertainty 2. history of the organization 3. nature (cost and risk) of decisions to be made
What are the 4 personality types of the MBTI?
1. extraversion vs introversion 2. sensing vs intuition 3. thinking vs feeling 4. judging vs perceiving
4 reasons for poor person-job fit:
1. imperfect organizational selection procedure 2. change in both people and organizations over time 3. new technologies require new employee skills 4. unique individuals and unique jobs
6 personality traits at work:
1. locus of control 2. self efficacy 3. authoritarianism 4. machiavellianism 5. self esteem 6. risk propensity
6 structural coordination techniques:
1. management hierarchy 2. rules and procedures 3. managerial liaison roles 4. task forces 5. integrating departments 6. electronic coordination
3 disadvantages of bureaucratic model:
1. organizational inflexibility and rigidity 2. neglect of social and human processes 3. belief in "one best way" to design organizations
3 organization design concepts:
1. organizations are not designed and then left intact 2. organizations are in a continuous state of change 3. designs for larger organizations are extremely complex and have many nuances and variations
5 different types of smarts:
1. people smarts 2. quant smarts 3. spatial/artistic smarts 4. clever wit 5. vocal and words
2 purposes for workman's compensation:
1. provide means to maintain a reasonable standard of living 2. provide a tangible measure of the value of the individual to the organization
2 judgmental methods of appraisal:
1. ranking 2. rating
3 rater errors in performance appraisal:
1. recency error 2. errors of leniency and strictness 3. halo error
3 emerging legal issues:
1. sexual harassment 2. alcohol and drug dependencies 3. aids in the workplace
2 factors affect the wage-level decision:
1. the size and current success of the firm 2. the level of unemployment in the labor force
A matrix design is useful when:
1. there's a strong environmental pressure 2. there are large amounts of info to be processed 3 .there is pressure for shared resources
2 reasons for delegation:
1. to enable the manager to get more work done by utilizing the skills and talents of subordinates 2. to foster development of subordinates by having them participate in decision making and problem solving
3 reasons for performance appraisals:
1. validates selection process and effects of training 2. aids in making pay raise, promotion, and training decisions 3. provides feedback to workers to improve their performance and plan future careers
4 benefits of job specialization:
1. workers can become proficient at a task 2. transfer time between tasks is decreased 3. specialized equipment can be more easily developed 4. employee replacement becomes easier
_________ is: -increasingly important as firms realize the value of their human capital in improving productivity -critical to bottom-line performance of the firm -planning is now part of the strategic planning process
HRM
______ the set of organizational activities directed at attracting, developing, and maintaining an effective work force.
Human Resource Management (HRM)
_____ is the best predictor of job performance and is not independent of education and socio-economics
IQ
_______ is the extent to which people believe that their behavior has a real effect on what happens to them
Locus of control
_______ is a popular questionnaire that some organizations use to assess personality types. It is a useful method for determining communication styles and interaction preferences and has questionable validity and reliability
Myers-Briggs Type Indicator (MBTI)
T/F: on average women earn less than men
T
T/F: private sector unions are increasingly small
T
_____ is when minority group members pass a selection standard at a rate less than 80% of the rate of the majority group
adverse impact
______ intentionally seeking and hiring qualifiable employees from racial, sexual, and ethnic groups the are underrepresented in the organization.
affirmative action
_____ outlaws discrimination against persons older than 40 years of age
age discrimination in employment act of 1967
_______ forbids discrimination on the basis of disabilities and requires employers to provide reasonable accommodations for disabled employees
americans with disabilities act of 1990 (ADA)
_____ provide info about maximum, minimum, and average wages for a particular job in a labor market
area wage surveys
______ power that has been legitimized by the organization
authority
______________ has 5 characteristics: 1. a division of labor with each position filled by an expert 2. a consistent set of rules ensuring uniformity in task performance 3. a hierarchy of positions that creates a chain of command 4. impersonal management, with the appropriate social distance between superiors and subordinates 5. employment and advancement based on technical expertise and employees protected from arbitrary dismissal
bureaucratic model (max weber)
______ systematically retaining power and authority in the hands of higher-level managers
centralization
amended the original civil rights act making it easier to bring discrimination lawsuits while also limiting punitive damages that can be awarded in those lawsuits
civil rights act of 1991
______ is the process of agreeing on a satisfactory labor contract between management and labor (the contract contains agreements about wage, hours, and working conditions and how management will treat employees)
collective bargaining
_____ the use of logic and job analysis to determine that selection techniques measure the exact skills needed for job performance and used to establish the job relatedness of a selection device
content validation
wage gap between men and women is _________
contentious
_____ the process by which managers assign a portion of their total workload to others
delegation
_____ the process of grouping jobs according to some logical arrangement
departmentalization
_____ teaching managers and professionals the skills need for both present and future jobs
development
firms are increasingly having to make accommodations for ______ by delaying transfers, offering employment to spouses, and providing more flexible work schedules and benefits packages
dual career partners
_________ sets standards for pension plan management and provides federal insurance if pension plans go bankrupt
employee retirement security act of 1974
______ is a traditional view of the workplace in which an employer can fire an employee for any or no reason
employment at will
Title 7 of the Civil Rights Act of 1964 that forbids discrimination in the employment relationship. Employers are not required to seek out and hire minorities but they must treat fairly all who apply
equal employment opportunity
_____ is the federal agency charged with enforcing Title 7 as well as several other employment related laws
equal employment opportunity commission
_________ requires men and women to be paid the same amount for doing the same jobs, exceptions are permitted for seniority and merit pay
equal pay act of 1963
______ sets a minimum wage and requires overtime pay for work in excess of 40 hours per week for non-exempt employees (salaried professionals, executive, and administrative employees are exempt from the minimum wage and overtime provisions)
fair labor standards act of 1938
_______ requires employers to provide up to 12 weeks of unpaid leave for family and medical emergencies
family and medical leave act of 1993
_____ lead to higher levels of employee morale and productivity, create more administrative responsibility for the relatively few managers and create more supervisory responsibility for managers due to wider spans of control
flat organization
_________ are individuals who believe they are in control of their lives
internal locus of control
_______ promotion from within: considering current employees as candidates for openings
internal recruiting
_____ is a systematic analysis of jobs within an organization
job analysis
_____ is a listing of the job's duties; its working conditions, and the tools, materials, and equipment used to perform the job
job description
_____ the degree to which the overall task of the organization is broken down and divided into smaller component parts
job specialization (division of labor)
_____ is a listing of the knowledge, skills, abilities, and other credentials the incumbent jobholder will need to do a job
job specification
_______ amended the NLRA to limit the power of unions and increase management's rights during organizing campaigns and allows the US president to prevent or end a strike that endangers national security
labor management relations act of 1947
______ is the process of dealing with employees when they are represented by a union and organizations prefer employees remain nonunion because unions limit management's freedom
labor relations
_______ is: -reluctant to delegate -disorganization prevents planning work in advance -subordinate's success threatens superior's advancement -lack of trust in the subordinate to do well
manager
_______ set up procedures for employees to vote whether to have a union; if the vote is for a union management is required to bargain collectively with the union
national labor relations act of 1935 (AKA Wagner Act)
______ is the federal agency empowered to enforce provisions of the NLRA
national labor relations board
_______ requires that the employer provide a place of employment that is free from hazards that may cause death or serious physical harm and obey the safety and health standards established by occupational safety and health administration
occupational safety and heath act of 1970
_____ the structured elements and the relationships among the elements used to manage the organization as well as a means to implement strategies and plans to achieve organizational goals
organization design
_____ the set of building blocks that can be used to configure an organization
organization structure
______ a formal assessment of how well workers do their jobs
performance appraisal
________ is the relatively stable set of psychological and behavioral attributes that distinguish individuals
personality
______ when units operate with little interaction; their output is simply at the organizational level
pooled interdependence
_______ specifically outlaws discrimination on the basis of pregnancy
pregnancy discrimination act
_______ the overall set of expectations held by an individual with respect to what he/she will contribute to the organization and what the organization will provide in return
psychological contract
___________ organizational growth exceeds the owner-manager's capacity to personally supervise all of the organization and additional managers are employed and assigned specific employees to supervise
rationale for departmentalization
_______ when activities flow both ways between units
reciprocal interdependence
______ the process of attracting qualified persons to apply for jobs that are open
recruiting
_____ when the output of one unit becomes the input of another unit in sequential fashion
sequential interdependence
_____ simplest type of retirement plan available
simplified employee pension plan (SEP)
_______ is: -reluctant to accept delegation for fear of failure -perceives no rewards for accepting additional responsibility -prefers to avoid any risk and responsibility
subordinate
_______ are more expensive because of the number of managers involved and foster more communication problems because of the number of people through whom information must pass
tall organizations
_______ an increasing trend without the risk that the organization may have to eliminate jobs
temporary workers
______ teaching operational or technical employees how to do the job for which they were hired
training
_____ determining the extent to which a selection device is predictive of future job performance
validation
_____ is a management policy decision to pay above at, or below the going rate for labor in an industry or geographic area
wage-level decision