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