MGMT 309 - Chapter 14 Terminology

Performance Appraisal

A formal assessment of how well an employee is doing his or her job.

360-Degree Feedback

A performance appraisal system in which managers are evaluated by everyone around them - their boss, their peers, and their subordinates.

Behaviorally Anchored Rating Scale (BARS)

A sophisticated rating method in which supervisors construct a rating scale associated with behavioral anchors.

Job Analysis

A systematized procedure for collecting and recording information about jobs within an organization.

Employment-at-Will

A traditional view of the workplace that says organizations can fire their employees for whatever reason they want; recent court judgments are limiting employment-at-will.

Civil Rights Act of 1991

Amends the original Civil Rights Act, making it easier to bring discrimination lawsuits while also limiting punitive damages.

Job Evaluation

An attempt to assess the worth of each job relative to other jobs.

Equal Employment Opportunity Commission

Charged with enforcing Title VII of the Civil Rights Act of 1964.

Internal Recruiting

Considering current employees as applicants for higher-level jobs in the organization.

Employee Information System (Skills Inventory)

Contains information on each employee's education, skills, experience, and career aspirations; usually computerized.

Validation

Determining the extent to which a selection device is really predictive of future job performance.

Occupational Safety and Health Act of 1970 (OSHA)

Directly mandates the provision of safe working conditions.

National Labor Relations Board (NLRB)

Established by the Wagner Act to enforce its provisions.

Title VII of the Civil Rights Act of 1964

Forbids discrimination on the basis of sex, race, color, religion, or national origin in all areas of the employment relationship.

External Recruiting

Getting people from outside the organization to apply for jobs.

Affirmative Action

Intentionally seeking and hiring qualified or qualifiable employees from racial, sexual, and ethnic groups that are underrepresented in the organization.

Replacement Chart

Lists each important management position in the organization, who occupies it, how long he or she will probably remain in the position, and who is or will be a qualified replacement.

Age Discrimination in Employment Act

Outlaws discrimination against people older than 40 years; passed in 1967, amended in 1978 and 1986.

National Labor Relations Act (Wagner Act)

Passed in 1935 to set up procedures for employees to vote on whether to have a union.

Labor-Management Relations Act (Taft-Hartley Act)

Passed in 1947 to limit union power.

Americans with Disabilities Act (ADA)

Prohibits discrimination against people with disabilities.

Realistic Job Preview (RJP)

Provides the applicant with a real picture of what performing the job that the organization is trying to fill would be like.

Human Capital

Reflects the organization's investment in attracting, retaining, and motivating an effective workforce.

Employee Retirement Income Security Act of 1974 (ERISA)

Regulates how organizations manage their pension funds.

Family and Medical Leave Act of 1993

Requires employers to provide up to 12 weeks of unpaid leave for family and medical emergencies.

Equal Pay Act of 1963

Requires that men and women be paid the same amount for doing the same job.

Fair Labor Standards Act

Sets a minimum wage and requires overtime pay for work in excess of 40 hours per week; passed in 1938 and amended frequently since then.

Development

Teaching managers and professionals the skills needed for both present and future jobs.

Training

Teaching operational or technical employees how to do the job for which they were hired.

Compensation

The financial remuneration given by the organization to its employees in exchange for their work.

Collective Bargaining

The process of agreeing on a satisfactory labor contract between management and a union.

Recruiting

The process of attracting individuals to apply for jobs that are open.

Labor Relations

The process of dealing with employees who are represented by a union.

Human Resource Management (HRM)

The set of organizational activities directed at attracting, developing, and maintaining an effective workforce.

Benefits

Things of value other than compensation that an organization provides to its workers.

Adverse Impact

When minority group members pass a selection standard at a rate less than 80 percent of the pass rate of majority group members.