HRM Exam 1
T/F: Employee involvement increases when managers make clear, forceful decisions for subordinates.
False
T/F: Given the population and technology shifts occurring today, the authors foresee an end to the labor shortage within the next year or two
False
T/F: In a collective society such as the United States, people are primarily concerned with their own family.
False
T/F: In the 1920s, multinational corporations became commonplace.
False
T/F: Interestingly, most organizations take a 'melting pot' approach to diversity
False
T/F: Most organizations take a 'melting pot' approach to diversity.
False
T/F: Organizations do not like to use contract workers because their labor cost is unknown and their service is usually poor as compared to full-time employees.
False
T/F: When off the job, an employer cannot legally control an employee's behavior by prohibiting such things as riding a motorcycle, skydiving, smoking, or drinking alcohol.
False
organizing
management function that deals with determining what jobs are to be done and by whom, where decisions are to be made, and how to group employees
civil rights act of 1964
outlawed discrimination in public places and employment based on race, religion, or national origin
HR generalist
position responsible for all or a large number of HR functions in an organization
code of ethics
states an organization's primary values and the ethical rules it expects members to follow
contingent workforce
the part-time, temporary, and contract workers used by organizations to fill peak staffing needs or perform work not done by core employees
reverse discrimination
A claim made by white males that minority candidates are given preferential treatment in employment decisions
4/5ths rule
A rough indicator of discrimination, this rule requires that the number of minority members a company hires must equal at least 80 percent of the majority members in the population hired.
Hawthorne studies
A series of studies that provided new insights into group behavior and motivation.
training and development function
Activities in HRM concerned with assisting employees to develop up-to-date skills, knowledge, and abilities.
strategic human resource management
Aligning HR policies and decisions with the organizational strategy and mission.
reasonable accommodations
Changes to the workplace that allow qualified workers with disabilities to perform their jobs.
seniority systems
Decisions such as promotions, pay, and layoffs are made on the basis of an employee's seniority or length of service
sarbanes-oxley act
Established procedures for public companies regarding how they handle and report their finances
equal employment opportunity act
Granted enforcement powers to the Equal Employment Opportunity Commission
compensation and benefits
HRM function concerned with paying employees and administering the benefits package
communication programs
HRM programs designed to provide information to employees
Griggs v. DUke Power Company
Landmark Supreme Court decision stating that tests must fairly measure the knowledge or skills required for a job
work process engineering
Radical, quantum change in an organization
shared services
Sharing HRM activities among geographically dispersed divisions.
Albermarle Paper Company v. Moody
Supreme Court case that clarified the methodological requirements for using and validating tests in selection
McDonnell Douglas Corp. v. Green
Supreme Court case that led to a four-part test used to determine if discrimination has occurred
kaizen
The Japanese term for an organization's commitment to continuous improvement.
equal employment opportunity commission
The arm of the federal government empowered to handle discrimination in employment cases
T/F: According to Thomas Friedman, there are three eras of globalization: transportation, communication, and technology.
True
T/F: Continuous improvement programs aim at constantly improving the quality of products and services.
True
T/F: Employees who work fewer than 40 hours a week are called part-time employees
True
T/F: Many Gen Xers and Gen Yers, while passionate about their careers, will not sacrifice family and leisure for their career.
True
americans with disabilities act of 1990
This act extends employment protection to most forms of disability status
age discrimination in employment act (ADEA)
This act prohibits arbitrary age discrimination, particularly among those over age 40
T/F: Quality management is an organizational commitment to continuous process of improvement that expands the definition of customer to include everyone involved in the organization
True
T/F: Recent corporate scandals have created a lack of trust for management.
True
T/F: Work process engineering focuses on radical changes in an organization.
True
dashboards
Visual displays of HR metrics that can be quickly accessed and interpreted on a computer or tablet.
adverse (disparate) treatment
an employment situation where protected group members receive treatment different from other employees in matters such as performance evaluations and promotions
adverse impact
a consequence of an employment practice that results in a greater rejection rate for a minority group than for the majority group in the occupation
affirmative action
a practice in organizations that goes beyond discontinuance of discriminatory practices to include actively seeking, hiring, and promoting minority group member and women
SWOT analysis
a process for determining an organization's strengths, weaknesses, opportunities, and threats
globalization
a process of interaction and integration among the people, companies, and governments of different nations, a process driven by international trade and investment and aided by information technology.
scientific management
a set of principles designed to enhance worker productivity
ethics
a set of rules or principles that define right and wrong conduct
employee relations functions
activities in HRM concerned with effective communications among organizational members
motivation function
activities in HRM concerned with helping employees exert themselves at high energy levels
maintenance function
activities in HRM concerned with maintaining employees' commitment and loyalty to the organization.
staffing function
activities in HRM concerned with seeking and hiring qualified employees
downsizing
activity is an organization aimed at creating greater efficiency by eliminating certain jobs
labor union
acts on behalf of its members to secure wages, hours, and other terms and conditions of employment
strategic management process
analyzes the environment and creates strategies to achieve organizational goals
sexual harassment
anything of a sexual nature that creates a condition of employment, an employment consequences, or a hostile or offensive environment
recruiter
assists organizations in locating and acquiring new employees.
professional employer organization
assumes all HR functions of a client company by hiring all of its employees and leasing them back to the company
5 main goals of HR management
attract employees hire employees train employees motivate employees retain employees *fire employees*
mission statement
brief statement explaining an organization's process
uniformed service employment and reemployment rights act of 1994
clarifies and strengthens the rights of veterans to return to their jobs in the private sector when they return from military service
multinational corporation (MNC)
corporation with significant operations in more than one country
information technology (IT)
creating and maintaining the technology infrastructure of an organization
civil rights act of 1991
employment discrimination law that nullified selected Supreme Court decisions. It reinstated burden of proof by the employer and allowed for punitive and compensatory damage through jury trials
strategic management
establishes long-term goals and provides direction for an organization
family and medical leave act of 1993
federal legislation that provides employees with up to 12 weeks of unpaid leave each year to care for family members or for their own medical reasons
baby boom generation
individuals born between 1946 and 1965
knowledge workers
individuals whose jobs are designed around the acquisition and application of information
bona fide occupational qualification (BFOQ)
job requirements that are "reasonably necessary to meet the normal operations of that business or enterprise"
mergers
joining ownership of 2 organizations
pregnancy discrimination act of 1978
law prohibiting discrimination based on pregnancy
rightsizing
linking employee needs to organizational strategy
sustainability
living, doing business, and employing individuals in a responsible and ethical way
legal compliance
making sure that all legal requirements involved in employment are met
leading
management function concerned with directing the work of others
controlling
management function concerned with monitoring activities to ensure that goals are met
planning
management function focusing on setting organizational goals and objectives
benchmarks
metrics from other businesses or industry averages used to compare performances
Title VII of the Civil Rights Act of 1964
most prominent piece of legislation regarding HRM, it states the illegality of discrimination against individuals based on race, religion , color, sex, national origin
transnational corporation
organization with extensive international operations and subsidiaries in many countries, no longer identifying with a single "home" country
core employees
organization's full-time employee population
continuous imporvement
organizational commitment to constantly improving quality of products or services
quality management
organizational commitment to continuous process of improvement that expands the definition of customer to include everyone involved in the organization
core competency
organizational strengths that represent unique skills or resources
culture
patterns or thoughts and behavior that distinguish one group of people from another
management
process of efficiently completing activities with and through people
offshoring
process of moving jobs out of one country and into another country
genetic information nondiscrimination act (GINA)
prohibits employers from making employment decisions based on information about an employee's genetic information
competitive advantage
something unique to the organization that competitors can't imitate
metrics
quantitative assessments used to measure the effectiveness of business practices
mission
reason and organization exists
outsourcing
sending work "outside" the organization to be done by individuals not employed full time with the organization
software as a service (SaaS)
software delivered on the Internet on a subscription basis
human resource information systems
systems used to gather, store, and analyze information regarding an organizations human resources
reshoring
the process of bringing jobs back to the home country
acquistition
transfer of ownership and control of one organization to another
talent management
using HRM best practices to recruit and retain talented employees in order to achieve organizational objectives
information systems
using information technology to improve organizational performance
inclusion
valuing the contribution of everyone
workforce diversity
varied personal characteristics that make the workforce heterogeneous
