MIE 330 Test 1

divisional structure

(see Figures 4.3, 4.4, 4.5 in the text) employs a workflow departmentalization and low levels of centralization.

Proof of Disparate Impact

1. Four-fifths rule (80%) or standard deviation rule.

Proof of Disparate Treatment

1. Plaintiff belongs to a protected group; 2. Plaintiff applied for and was qualified for the job; 3. Plaintiff was rejected; 4. After rejection, the position remained open.

Each year organizations with a minimum of _____ employees must file an EEO-1 report with the Equal Employment Opportunity Commission. 60 25 100 80 50

100

Individuals who feel they have been discriminated against must file a complaint with the Equal Employment Opportunity Commission (EEOC) or a similar state agency within _____ days of the incident. 60 270 30 180 365

180

The Age Discrimination in Employment Act of 1967 prohibits discrimination against employees over the age of _____. 15 40 18 30 35

40

Which is the level of integration at which the human resource management primarily engages in day-to-day activities unrelated to the company's core business needs? Integrative linkage Administrative linkage Executive linkage One-way linkage Two-way linkage

Administrative linkage

Types of HRM Services

Administrative services and transactions Business partner services Strategic services

Technology

Advances in sophisticated technology along with reduced costs for the technology are changing many aspects of human resource management. Advances in technology have changed how and where we work, including by: - Requiring new skills of employees; - Increasing the frequency and type of communication, collaboration, and teamwork (e.g., virtual teams); and - Replacing forms of human work with robotics.

HRM Practices

Analysis and design of work HR Planning Recruitment Selection Training and development Compensation and benefits Performance management Employee relations

The U.S. workforce is becoming increasingly diverse. To successfully manage a diverse workforce, managers must develop a new set of skills, including:

Communicating effectively; Coaching and developing others; Providing fair and impartial performance feedback; Creating an inclusive work environment.

Which of the following was replaced by the Occupational Information Network (O*NET)? Workforce Learning Link Position Analysis Questionnaire Dictionary of Occupational Titles General Aptitude Test Battery Work Profiling System

Dictionary of Occupational Titles

CompX Inc. is an online retailer of electronic products, including laptops and tablets. The company is known for its unique approach to customer support, which is known for going above and beyond in satisfying customer complaints and issues. What kind of a strategy is CompX using? Cost leadership Penetration Disintermediation Cannibalization Differentiation

Differentiation

Theories of Discrimination

Disparate treatment (often intended) Disparate Impact (often unintended) Lack of reasonable accommodation (often intended)

Effective HRM practices have been shown to relate to company performance by contributing to:

Employee and customer satisfaction; Innovation; Productivity; and Development of a favorable reputation in the community in which the firm is located.

Employee Safety

Employee safety is regulated by both federal and state governments.

Which of the following agencies is responsible for enforcing Title VII of the Civil Rights Act and the Americans with Disabilities Act? U.S. Department of Labor Office of Federal Contract Compliance Programs Equal Employment Opportunity Commission U.S. Office of Personnel Management U.S. Department of Commerce

Equal Employment Opportunity Commission

Which of the following is responsible for enforcing the Age Discrimination in Employment Act? Independent Regulatory Commission U.S. Department of Labor U.S. Department of Commerce Equal Employment Opportunity Commission Office of Federal Contract Compliance Programs

Equal Employment Opportunity Commission

Which of the following is concerned with examining the interface between individuals' physiological characteristics and the physical work environment? Ergonomics Task identity Task significance Job analysis Performance appraisal

Ergonomics

Which of the following directives can be issued by the president? Legislative bill Judicial decision Legislation Constitutional amendment Executive order

Executive order

Which of the following primarily examines an organization's operating environment to identify its strategic opportunities and threats? External analysis Internal analysis Job analysis Value chain analysis Job modeling

External analysis

Which type of strategy attempts to expand a company's resources or to strengthen its market position through acquiring or creating new businesses? External growth strategy Internal growth strategy Retrenchment strategy Concentration strategy Divestment strategy

External growth strategy

Projections to the demographics of the U.S. workforce predict that the average age of the workforce will decrease. True False

False

Three important changes in the demographics and diversity of the workforce are projected

First, the average age of the workforce will increase. Second, the workforce will become more diverse in terms of gender, race, and generations. Third, immigration will continue to affect the size and diversity of the workforce.

Which of the following statements is true of disparate treatment and disparate impact? A selection practice that results in disparate impact is necessarily illegal in nature. In a disparate impact case, the defendant is required to pay compensatory and punitive damages to the plaintiff. The discriminating individual's intent is irrelevant in disparate treatment. For there to be discrimination under disparate treatment, there has to be intentional discrimination. The four-fifths rule for discrimination is not applicable to disparate impact.

For there to be discrimination under disparate treatment, there has to be intentional discrimination.

Which of the following amendments is called the equal protection clause? Sixteenth Amendment Fourteenth Amendment Third Amendment Twentieth Amendment Eighteenth Amendment

Fourteenth Amendment

Strategy Implementation

HR Practices (recruiting, training, performance management, labor relations, employee relations, job analysis, job design, selection, development, pay structure, incentives, benefits) Firm Performance (productivity, quality, profitability) HR Actions (behaviors, results) HR Capabilities (skills, abilities, knowledge)

Which of the following is a disability under the Americans with Disabilities Act? Heart disease Lefthandedness Substance abuse Obesity Eye and hair color

Heart disease

HRM Roles & Responsibilities

Human resource generalist Human resource specialist Shared service model Self-service Outsourcing

Which of the following is true about how the Equal Employment Opportunity Commission (EEOC) responds to a claim of discrimination? If the EEOC cannot come to an agreement with an offending employer, it will collect a hefty fine, which it will pass on to the complainant. If the EEOC determines that discrimination has taken place in a private firm, it can investigate the discrimination but cannot file a suit. If the EEOC cannot come to an agreement with an offending employer, it can issue a "right to sue" letter to the alleged victim. If the EEOC discovers any discriminatory practice, it will urge the federal government to bar the offending firm from doing business with federal agencies. If the EEOC either does not believe a complaint to be valid or fails to complete the investigation, it issues a ruling preventing the complainant from pursuing legal action in federal court.

If the EEOC cannot come to an agreement with an offending employer, it can issue a "right to sue" letter to the alleged victim.

Globalization

In order to survive, U.S. companies must develop global markets and better prepare employees for global assignments. From an HRM perspective: - U.S. companies need to prepare their employees to deal flexibly and effectively with a variety of different people from a variety of different national and cultural backgrounds. - U.S. companies must do a better job of preparing employees and their families for international assignments, especially given the current high failure rate.

Who among the following is likely to be the best source for the most accurate information about the time spent on various tasks for job analysis? Subordinates Incumbents Quality analysts Customers Supervisors

Incumbents

Sources of work information

Incumbents; Supervisors; Coworkers; Job experts.

Which of the following is required for teams to be effective? Individual pay raises need to play a major role in terms of defining rewards. Teams should not be given autonomy or allowed to be flexible in how they use their time and skills. The level of sharing rewards for task accomplishment should be higher than the level of cooperation. Individual accountability of behavior should be a critical indicator of performance. The level of task interdependence should be higher than the level of outcome interdependence.

Individual accountability of behavior should be a critical indicator of performance.

Which of the following best describes the consent decree that the Equal Employment Opportunity Commission (EEOC) enters into with an organization that has been found to be discriminating? It is a decree through which the organization accepts it has committed discrimination without imposing any requirements to prevent discrimination in the future. It is a decree through which the organization agrees to furnish the details regarding the extent of diversity among its staff. It is a decree that permits a victim to sue the organization that has victimized him or her based on color, religion, gender, or place of birth. It is an agreement between the EEOC and the organization that the organization will cease certain discriminatory practices. It is an agreement that binds the organization to respect the rights of its employees to give consent to the nature of conditions at the workplace.

It is an agreement between the EEOC and the organization that the organization will cease certain discriminatory practices.

Which of the following is a challenge of downsizing? It is difficult to boost the morale of employees who remain after downsizing. It fails to force employees to cooperate with management. It becomes difficult to change an organization's culture after downsizing. It is not an effective strategy if an organization wants to make way for fresh ideas. It restricts organizations from developing new and positive relationships.

It is difficult to boost the morale of employees who remain after downsizing.

Which of the following is true of one-way linkage? It lets the human resource management executive give strategic planners information about the company's human resource capabilities. In this level, the human resource management functions are built right into the strategy formulation process. In this level, the human resource management function is involved in both strategy formulation and strategy implementation. In this level, the human resource management executive has no time or opportunity to take a strategic outlook toward human resource issues. It precludes the company from considering human resource issues while formulating the strategic plan.

It precludes the company from considering human resource issues while formulating the strategic plan.

Which of the following is true about O*NET? It is a private job-listing index that employers can use free of cost. It relies exclusively on fixed job titles. It relies exclusively on narrow task descriptions. It is beneficial only for employers, not job seekers. It uses a common language that generalizes job specifications across various occupations.

It uses a common language that generalizes job specifications across various occupations.

Which of the following includes a list of the tasks, duties, and responsibilities that a job entails? Job standardization Job specification Job description Job evaluation Job satisfaction

Job description

Which of the following addresses which tasks should be grouped into a particular job? Job analysis External analysis Realistic job preview Internal analysis Job design

Job design

Which of the following is the process of defining the way work will be performed and the tasks that will be required in a given job? Job specification Job evaluation Job performance Job satisfaction Job design

Job design

Which of the following includes the knowledge, skills, abilities, and other characteristics that an individual must have to perform a job? Job evaluation Job standardization Job specification Job satisfaction Job description

Job specification

Which of the following approaches to job design has its roots in organizational psychology and management literature? Biological approach Perceptual-motor approach Cognitive task analysis approach Motivational approach Mechanistic approach

Motivational approach

Which of the following is an example of a quasi-judicial body? District court Court of appeals National Security Agency Senate National Labor Relations Board

National Labor Relations Board

Bloom Corp. is a firm whose employees work in an old facility; they request a government inspection to ensure that they are not exposed to any hazardous materials while working in the facility. Which of the following acts gives them the right to do so? Occupational Safety and Health Act Rehabilitation Act Equal Pay Act Civil Rights Act Title VII of the Civil Rights Act

Occupational Safety and Health Act

Executive Order 11246, which prohibits discrimination based on race, color, religion, sex, and national origin, is enforced by the United States Court of Federal Claims. U.S. Office of Personnel Management. U.S. Department of Commerce. Office of Federal Contract Compliance Programs. Equal Employment Opportunity Commission.

Office of Federal Contract Compliance Programs.

_____ provides a cross-sectional overview of the static relationships between individuals and units that create the outputs. Work-flow analysis Organizational dynamics Work-flow evaluation Work-flow design Organization structure

Organization structure

Which stage in a work-unit activity analysis focuses on the product produced or service provided? Human resource input Equipment Output Activity Raw inputs

Output

Strategies to create a competitive advantage come in two basic forms:

Overall cost leadership Differentiation strategy

Which of the following activities entails specifying those activities and outcomes that will result in the organization successfully implementing the strategy? Realistic job preview Divestment Job enlargement Performance management Differentiation

Performance management

How Strategy Connects to HRM

Product Market Strategy -> Types of Information, Reward Systems, Organizational Structure, Task Design, Select Train Develop People -> Performance

Main methods of information collection:

Questionnaires; Interviews; Observation.

Sexual harassment can happen in at least two ways:

Quid Pro Quo Harassment Hostile working environment

Work-unit activity analysis

Raw Inputs, Equipment, Human Resources -> Activity -> Output

Which legislation mandates affirmative action in the employment of individuals with disabilities? Civil Rights Act of 1871 Pendleton Act Pregnancy Discrimination Act Lilly Ledbetter Fair Pay Act Rehabilitation Act of 1973

Rehabilitation Act of 1973

Under OSHA, employees have a right to:

Request an inspection. Have a representative present at an inspection. Have dangerous substances identified. Be promptly informed about exposure to hazards and be given access to accurate records regarding exposures. Have employer violations posted at the work-site.

Porter also discusses five forces that shape strategy:

Rivalry among existing competitors; Threat of new entrants; Bargaining power of suppliers; Threat of substitute products or services; Bargaining power of buyers.

Strategy Formulation

SWOT Analysis Mission Goals Strategic Choice HR Needs (skills, behavior, culture)

External analysis and internal analysis combined constitute the _____. training analysis SWOT analysis value analysis development analysis recruitment analysis

SWOT analysis

Which of the following acts sets strict rules for businesses, especially for accounting practices that require more open and consistent disclosure of financial data and CEOs' assurance that the data is completely accurate? Gramm-Leach-Bliley Act McCarran-Ferguson Act Glass-Steagall Act Dodd-Frank Act Sarbanes-Oxley Act

Sarbanes-Oxley Act

Which of the following approaches to job design entails performing time-and-motion studies? Perceptual-motor approach Motivational approach Scientific management approach Cognitive task analysis approach Biological approach

Scientific management approach

_____ is a process that primarily addresses the competitive challenges an organization faces. Transactional management Process mapping Management by objectives Operational management Strategic management

Strategic management

Which of the following sources is most appropriate for providing accurate information regarding the importance of job duties? External job analysts Customers Supervisors Subordinates Incumbents

Supervisors

Ethics Principles

The emphasis of mutual benefits; Employees assuming responsibility for company actions; Meaningful corporate vision for employees; and Fairness.

Ethical HR practices involve:

The greatest good for largest number of people; Rights of privacy, due process, consent, and free speech; A code of ethics and other policies.

Which of the following is a part of the U.S. government's executive branch? Congress District courts Committee on Indian Affairs Select Committee on Ethics The president

The president

Which of the following acts states that employers cannot retaliate against employees for either "opposing" a perceived illegal employment practice or "participating in a proceeding" related to an alleged illegal employment practice? Fair Labor Standards Act Equal Pay Act Lilly Ledbetter Fair Pay Act Vocational Rehabilitation Act Title VII of the Civil Rights Act of 1964

Title VII of the Civil Rights Act of 1964

Which of the following states that it is illegal for an employer to refuse to hire an individual or otherwise discriminate against this individual with respect to compensation, terms, conditions, or privileges of employment because of such individual's race, color, religion, sex, or national origin? Federal Employers' Liability Act Executive Order 1148 Unlawful Corporate Payments Act of 1977 Title VII of the Civil Rights Act of 1964 Executive Order 11246

Title VII of the Civil Rights Act of 1964

_____ is a planned effort to facilitate the learning of job-related knowledge, skills, and behavior by employees. Selection Training Development Recruitment Performance management

Training

The Sarbanes-Oxley Act of 2002 imposes criminal penalties for corporate governing and accounting lapses. True False

True

1) Job Description 2) Job Specification

Types of work information: A _______1______ is a list of the tasks, duties, and responsibilities (TDRs) that a job entails. A _______2______ is a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform the job.

Which of the following questions should be addressed right after the inputs required for production have been established? What product, information, or service is provided? What knowledge, skills, and abilities are needed by those performing the tasks? What materials, data, and information are needed? What tasks are required in the production of the output? What special equipment, facilities, and systems are needed?

What tasks are required in the production of the output?

Important high-performance work practices include:

Work analysis; Systematic selection/hiring; Extensive training; Pay for performance

_____ provides a longitudinal overview of the dynamic relationships by which inputs are converted into outputs. Work-relationship analysis Organization structure Job analysis Work-flow design Organizational dynamics

Work-flow design

Work Flow Analysis

Work-flow design Work-unit activity analysis Work analysis (also known as job analysis)

Saturn Inc., a large manufacturing firm, is a male-dominated organization. Julia, who works for Saturn, interacts predominantly with male employees, who frequently make sexist remarks. This is an example of a hostile working environment. quid pro quo. glass ceiling. disparate impact. disparate treatment.

a hostile working environment

Strategic Management

a process to address the organization's competitive challenges by integrating goals, policies and action sequences into a cohesive whole.

_____ refers to the policies, practices, and systems that influence employees' behavior, attitudes, and performance. a. Human resource management b. Financial management c. Total quality management d. Production and operations management e. Competency management

a. Human resource management

Organizations that pursue a _____ strategy pursue the "triple bottom line" of economic, social, and environmental benefits. a. sustainable b. profit c. corporate d. communal e. business

a. sustainable

When it comes to problem solving, cultural diversity can provide companies with a competitive advantage. a. true b. false

a. true

Work-flow design is the process of comparing the results of a task with its objectives. assigning the task to a particular job category or person. analyzing the tasks necessary for the production of a product. allocating resources required for completing a task. evaluating the resource input and the actual output of a task.

analyzing the tasks necessary for the production of a product.

Occupational Safety and Health Act (OSHA)

authorizes the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce.

According to the "Job Characteristics Model," _____ is the degree to which a job allows an individual to make decisions about the way the work is carried out. task identity skill variety task significance autonomy task discretion

autonomy

When a firm shifts to evidence-based HRM, it should stop using workforce analytics. a. true b. false

b. false

The employee data and information systems function of an HR department focuses on responsibilities such as _____. a. orientation and skills training b. record keeping and workforce analytics c. talent and change management d. job analysis and description e. attitude surveys and labor law compliance

b. record keeping and workforce analytics

High-Performance Work Practices/Systems

best-practices in human resource management - involve organizing social systems (people) in productive and efficient ways alongside technical systems (written procedures, computer software, etc.)

A(n) _____ typically charts how a firm will create value for customers and how it will do so profitably. design specification process architecture administrative linkage job characteristics model business model

business model

Among the functions performed by an HR department, vacation, retirement plans, and profit sharing are categorized under the _____ function. a. employee relations b. legal compliance c. compensation benefits d. employee data and information systems e. training and development

c. compensation benefits

When an HR professional is evaluated on how well she embraces inclusion and how effectively she works with diverse populations, she is being evaluated on her competency in _____. a. business acumen b. organizational navigation c. global and cultural effectiveness d. critical evaluation e. HR technical expertise and practice

c. global and cultural effectiveness

The training and development function of an HR department includes _____. a. performance measures b. attitude surveys c. orientation d. job analysis e. policy creation

c. orientation

When decision-making authority resides at the top of the organizational chart as opposed to being distributed throughout lower levels, an organization has a _____ decision-making structure. distributed centralized democratic divisional collective

centralized

Competitiveness

company's ability to maintain and gain market share in its industry

Administrative Services and Transactions

compensation, hiring, staffing - an emphasis is placed on resource efficiency and service quality

Strategies emphasizing market share or operating costs are considered _____ strategies. cannibalization divestment concentration innovation downsizing

concentration

legislative branch

consists of the House of Representatives and the Senate. These bodies enact laws that govern many HR activities

judicial branch

consists of the federal court system, which is made up of three levels: district courts, courts of appeal, and the Supreme Court

executive branch

consists of the president of the United States and the regulatory agencies the president oversees. The president can propose bills, veto bills, and choose how laws are enforced

Strategic Services

contributing to business strategy based on considerations of human resources - an emphasis is placed on knowledge of the competition, the market, and business strategies

Differentiation strategy

creating the perception that products or services are different from others in the industry

Which of the following arguments states that diversity of perspectives and less emphasis on conformity to norms of the past should improve the level of resourcefulness? a. Problem-solving argument b. Employee attraction and retention argument c. Marketing argument d. Creativity argument e. System flexibility argument

d. Creativity argument

Mentoring relationships are an example of _____ capital. a. customer b. financial c. intellectual d. social e. human

d. social

Business Partner Services

developing effective HR systems and helping implement business plans, talent management - an emphasis is placed on knowing the business and exercising influence—problem solving, designing effective systems to ensure needed competencies

Michael and Mohammad graduated from the same pilot training institute and applied for a job as a trainee pilot at a private American airline. Despite both having similar profiles, Michael was hired but Mohammad was not, and the airline continued to look for other potential trainee pilots. In this case, Mohammad was a possible victim of sexual harassment. quid pro quo harassment. racial discrimination. disparate treatment. disparate impact.

disparate treatment.

Units that are a part of the _____ structure act almost as separate, self-sufficient, semi-autonomous organizations. divisional centralized bureaucratic mechanistic functional

divisional

Which of the following is true of a balanced scorecard? a. It guides companies to increase the time spent on new product and service development. b. It measures a company's performance based on the business strategy adopted by it. c. It indicates the value of a company based on its competitive demands. d. It should not be used to link HRM activities and a company's business strategy. e. It depicts a company from the perspective of internal and external customers.

e. It depicts a company from the perspective of internal and external customers.

_____ is a systematic, planned strategic effort by a company to attract, retain, develop, and motivate highly skilled employees and managers. Performance appraisal a. Performance appraisal b. Workforce analytics c. Training and development d. Employee engagement e. Talent management

e. Talent management

Which of the following statements is true about the composition of the U.S. labor force in the next decade? a. Immigration will cease to affect the size and diversity of the workforce. b. The largest proportion of the labor force is expected to be in the age group of 16-24 years. c. The percentage of highly skilled immigrants will continue to remain lower than the percentage of low-skilled immigrants. d. The high cost of health insurance and a decrease in health benefits will cause many employees to quit working. e. The median age of the labor force will increase to the highest number ever.

e. The median age of the labor force will increase to the highest number ever.

Among the functions performed by an HR department, feedback and coaching are categorized under the _____ function. a. compensation and benefits b. employee relations c. recruitment and selection d. personnel policies e. performance management

e. performance management

functional structure

employs a functional departmentalization scheme with high levels of centralization.

During the strategic implementation stage of the strategic management process, an organization decides on a strategic direction. establishes external opportunities and threats. determines its internal strengths and weaknesses. ensures that it has skilled employees in place. defines its mission and goals.

ensures that it has skilled employees in place.

Constitution

establishes fundamental rights for U.S. citizens and establishes three governing branches on the federal (national) level: legislative executive judicial

Divisional structures are more appropriate than functional structures when the organization competes on costs. the consumer base is heterogeneous. the environment is stable and predictable. demand can be well anticipated. flexible responsiveness is required.

flexible responsiveness is required.

Human Resource Generalist

focuses on a wide range of human resource practices

Human Resource Specialist

focuses on one or more HR issues (for example, hiring or benefits)

Equal employment opportunity (EEO)

general term which describes the government's efforts to ensure that individuals have an equal chance for employment, regardless of race, color, religion, sex, or national origin - 13th amendment, 14th amendment, Civil rights acts (CRAs) of 1866 and 1871 (as amended), Equal pay act of 1963, Title VII of CRA, Age discrimination in employment act of 1967, Rehabilitation act of 1973, Americans with disabilities act of 1990, Pregnancy discrimination act, Executive Order 11246, Civil Rights Act of 1991

Diversity

includes consideration of a range of different personal backgrounds, including: Age; Race and ethnicity; Gender; Socioeconomic status; Nationality; and Cultural values

Job design interventions emphasizing the motivational approach focus on adjusting machines to meet individual needs. increasing the meaningfulness of jobs. increasing the productivity of individual employees. modifying technology to adapt to employees' requirements. breaking down complex work into smaller, mundane tasks.

increasing the meaningfulness of jobs.

According to emerging changes in the employment relationship, which of the following benefits do employees typically not expect to be provided by employers? Flexible work schedules Job security Comfortable working conditions Employability More autonomy

job security

A company where employees are in a constant state of assimilating knowledge through monitoring the environment, making decisions, and flexibly restructuring the company to compete in that environment is known as a _____ organization. legacy traditional learning transactional downsized

learning

Jonathan retired from a large, multinational automobile company last year. He receives health care benefits as well as a pension from the company. At present, Jonathan falls under the category of a _____. temporary workforce legacy workforce contract workforce consultant workforce contingent workforce

legacy workforce

A company whose employees have high engagement is likely to have _____ compared to a company with low employee engagement. lower empowerment lower productivity lower retention poorer customer service lower turnover

lower turnover

In a _____ case, the defendant acknowledges that some discrimination may have occurred but argues that the same hiring decision would have been reached even ignoring the discrimination. reasonable accommodation disparate impact prima facie mixed-motive quid pro quo

mixed-motive

Quid Pro Quo Harassment

occurs when some type of benefit or punishment is made contingent upon the employee submitting to sexual advances.

Hostile working environment

occurs when someone's behavior in the workplace creates an environment that makes it difficult for someone of a particular sex to work

The most common source of error in the job analysis process results from job descriptions being _____. vague untested elaborate outdated narrow

outdated

The practice of companies having other companies provide services is known as outsourcing. downsizing. reshoring. benchmarking. e-commerce.

outsourcing.

Human resource management (HRM)

policies, practices and systems that influence employees' behaviors, attitudes and performance.

Overall cost leadership

producing the lowest cost products or services

Balanced Scorecard

provides a view of the company from the perspective of internal and external customers, employees and shareholders and is used to: - link HRM activities to company's business strategy - evaluate extent HR is helping meet company's strategic objectives

Sanjay is the manager at a restaurant and offers to promote Linda, a waitress at the same restaurant, in return for sexual favors. This is an example of _____. glass ceiling reasonable accommodation quid pro quo harassment disparate treatment prima facie

quid pro quo harassment

Corporate Social Responsibility, Creating Shared Value, and the Triple Bottom Line

refer to activities that businesses undertake to benefit not just financial outcomes, but social and/or environmental outcomes

Stakeholders

refer to shareholders, the community, customers, and all of the other parties that have an interest in seeing that the company succeeds

Shared Service Model

refers to a way to organize the HR function that includes centers of expertise and service centers

Corporate Responsibility

refers to businesses' efforts to act sustainably and/or to consider outcomes relating to a broad variety of stakeholders. It involves these ideas/concepts: 1) Sustainability 2) Stakeholders 3) The terms corporate social responsibility, creating shared value, and the triple bottom line refer to activities that businesses undertake to benefit not just financial outcomes, but social and/or environmental outcomes.

Evidence-based HRM

refers to demonstrating that human resources practices have a positive influence on the company's bottom line or key stakeholders - requires the use of data - from financial statements to employee surveys in order to make decisions based upon hard evidence - requires the use of HR or workforce analytics

Sustainability

refers to the ability of a company to survive and succeed in a dynamic competitive environment

Outsourcing

refers to the practice of having another company provide services

13th Amendment

requirements: abolished slavery covers: all individuals enforcement agency: court system

Title VII of CRA

requirements: forbids discriminations based on race, color, religion, sex, or national origin covers: employers with 15 or more employees working 20 or more weeks per year; labor unions; and employment agencies enforcement agency: EEOC

Civil rights acts (CRAs) of 1866 and 1871 (as amended)

requirements: grants all citizens the right to make, perform, modify, and terminate contracts and enjoy all benefits, terms, and conditions of the contractual relationship covers: all individuals enforcement agency: court system

Civil Rights Act of 1991

requirements: prohibits discrimination (same as Title VII) covers: Same as Title VII, plus applies Section 1981 to employment discrimination cases enforcement agency: EEOC

Americans with disabilities act of 1990

requirements: prohibits discrimination against individuals with disabilities covers: employers with more than 15 employees enforcement agency: EEOC

Age discrimination in employment act of 1967

requirements: prohibits discrimination in employment against individuals 40 years of age and older covers: employers with 15 or more employees working 20 or more weeks per year; labor unions; employment agencies; federal government enforcement agency: EEOC

Pregnancy discrimination act

requirements: prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions covers: employers with more than 15 employees enforcement agency: EEOC

14th Amendment

requirements: provides equal protection for all systems and required due process in state action covers: state actions (e.g., decisions of government organizations) enforcement agency: court system

Executive Order 11246

requirements: requires affirmative action in hiring women and minorities covers: federal contractors and subcontractors with contracts greater than $10,000 enforcement agency: OFCCP

Rehabilitation act of 1973

requirements: requires affirmative action in the employment of individuals with disabilities covers: government agencies; federal contractors and subcontractors with contracts greater than $2,500 enforcement agency: OFCCP

Equal pay act of 1963

requirements: requires that men and women performing equal jobs receive equal pay covers: employers engaged in interstate commerce enforcement agency: EEOC

The process by which a firm attempts to identify job applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the firm achieve its goals is known as _____. training differentiation selection performance management appraisal

selection

Giving employees online access to information about HR issues such as training, benefits, and compensation is called _____. self-service performance management talent management shared service employee engagement

self-service

Sarbanes-Oxley Act of 2002

sets strict rules for corporate behavior and sets heavy fines and prison terms for noncompliance. It imposes criminal penalties for corporate governing and accounting lapses, including retaliation against whistle-blowers reporting violations of Securities and Exchange Commission rules.

Goals and timetables in an affirmative action plan specify the amount that an organization has spent to train an employee. compare the race, sex, and ethnic composition of an employer's workforce with that of the available labor supply. specify the percentage of women and minorities that an employer seeks to have in each job group. define the minimum standards that an employee should have to be part of an organization. define whether an employee can be a member of any of the labor unions.

specify the percentage of women and minorities that an employer seeks to have in each job group.

During _____, the strategic planning groups decide on a strategic direction by defining the company's mission and goals, its external opportunities and threats, and its internal strengths and weaknesses. task design strategy evaluation selection and training strategy implementation strategy formulation

strategy formulation

Mission, goals, external analysis, internal analysis, and strategic choices are the five major components of the _____ process. orientation strategy formulation job engagement job designing recruitment

strategy formulation

_____ is a systematic, planned strategic effort by a company to attract, retain, develop, and motivate highly skilled employees and managers. Training and development Performance appraisal Workforce analytics Employee engagement Talent management

talent management

According to the "Job Characteristics Model," _____ is the degree to which a job requires completing a "whole" piece of work from beginning to end. task significance task identity skill variety autonomy feedback

task identity

According to the "Job Characteristics Model,"_____ is the extent to which the job has an important impact on the lives of other people. task significance task identity skill variety task discretion autonomy

task significance

A high level of pay relative to that of competitors can ensure that _____. the organization is always in the growth stage the company attracts high-quality employees the company's overall labor costs are low employees are highly satisfied with the work organizational productivity is satisfactory

the company attracts high-quality employees

Ethics

the fundamental principles of right and wrong by which employees and companies interact

Motivational approach

the job characteristics model which emphasizes the importance of motivation job characteristics, including: skill variety, task identity, task significance, autonomy, and feedback

Functional structures are more appropriate than divisional structures when it is difficult to anticipate the demand. the organization competes on costs. the environment is unstable. coordination requirements between jobs are inconsistent. the environment is unpredictable.

the organization competes on costs.

Strategic human resource management (SHRM)

the pattern of planned HR activities and deployments intended to enable an organization to achieve its goals.

HR or workforce analytics

the practice of using quantitative methods and scientific methods to analyze data from human resource databases, corporate financial statements, employee surveys, and other data sources to make evidence-based human resource decisions and show that HR practices influence the organization's "bottom line," including profits and costs.

Work-flow design

the process of analyzing the tasks necessary for the production of a product or service, prior to allocating and assigning these tasks to a particular job category or person. In a work-flow design, consideration is made of: - Inputs; - Resources; - Human capital; - Work activities; - Outputs.

Job Design

the process of defining the way work will be performed and the tasks that will be required in a given job. Major approaches to designing jobs: - Mechanistic approach - Motivational approach

Work Analysis (aka job analysis)

the process of getting detailed information about the work that is assigned to individuals or groups in an organization. - has been called the building block of everything that the personnel department does. Indeed, the following human resource practices rely upon a detailed understanding of work: - Work redesign; - Recruitment; - Selection; - Training; - Performance appraisal; - Job evaluation.

Self-Service

the process of giving employees control of HR transactions refers to giving employees online access to information about HR issues such as training, benefits, compensation, and contracts; online enrollment in programs and services; and completion of online attitude surveys

Organization Structure

the relatively stable and formal network of vertical and horizontal interconnections among jobs that constitute the organization. Two dimensions of organizational structure are: - Centralization; -Departmentalization. Two major types of organizational structural configurations: functional structure, divisional structure

Mechanistic approach

this approach has its roots in classical industrial engineering and focuses on designing jobs around the concepts of task specialization, skill simplification, and repetition

A _____ compares the race, sex, and ethnic composition of an employer's workforce with that of the available labor supply. contingency analysis matrix analysis differential analysis path goal analysis utilization analysis

utilization analysis

Disparate Impact

when an employment practice thought to be neutral disproportionately excludes a protected group from employment opportunities show intent? no prima facie case: statistical disparity in the effects of a facially neutral employment practice employer's defense: prove that the employment practice bears a manifest relationship with job performance plaintiff's rebuttal: alternative procedures exist that meet the employer's goal without having disparate impact monetary damages: equitable relief (e.g., back pay)

Lack of reasonable accommodation

when employers do not affirmatively accommodate an individual's disability or religion. show intent? yes prima facie case: individual has a belief or disability, provided the employer with notice (request to accommodate), and was adversely affected by a failure to be accommodated employer's defense: job-relatedness and business necessity, undue hardship, or direct threat to health or safety plaintiff's rebuttal: monetary damages: compensatory and punitive damages (if discrimination was intentional or employer failed to show good faith efforts to accommodate)

Disparate Treatment

when individuals in similar situations are treated differently based upon their race, color, religion, sex, national origin, age, or disability status show intent? yes prima facie case: individual is a member of a protected group, was qualified for the job, and was turned down for the job, and the job remained open employer's defense: produce a legitimate, non-discriminatory reason for the employment decision or show bona fide occupational qualification (BFOQ) plaintiff's rebuttal: reason offered was merely a "pretext" for discrimination monetary damages: compensatory and punitive damages