HRIR Exam 3
Auditing/Transparency
Employees should audit their practices internally, calculate compa-ratios, and examine actual pay against performance
Host Country National
Employees who are citizens of the host country
List Legal Requirements for Employee Discipline
Employment at Will Avoid Implied Agreement Do not violate public policy Make decisions without regard to protected class Be sure private information is relevant Follow probable cause to search employees stuff
Procedural Justice
Fair methods were used to determine the consequences an employee receives Consistent procedures/avoidance of bias/accurate information/ethical standards
Define Progressive Discipline
Formal discipline process in which the consequences become more serious if the employee repeats the offense
Example of Wrongful Discharge by Implied Contract
Giving a verbal promise to be interpreted at job security
What name and describe the metaphor is used to ensure fair discipline of employees?
Hot Stove- give clear Warning and follow up with consistent, objective, and immediate consequences Like a hot stove- clear signs that touching it will result in a burn, will burn everyone the same, there is a clear and consistent method to heal the burn
Person-Organization
How well a person fits a culture *Strongest positive correlation with organizational commitment and satisfaction
Person-Job
How well a person fits a job and the tasks they perform *Strongest positive correlation with job satisfaction
Involuntary Turnover
Initiated by an employer often with employee who would prefer to stay Ex: termination for poor performance/layoffs/retirement age (if age is BFOQ)
Voluntary Turnover
Initiated by employees when often the organization would prefer they stay Ex: Quitting because you don't like your boss/retirement/reduced hours/harassment -Functional -Dysfunctional
Identify 4 decisions involved in establishing a pay structure
Job Structure Pay Level Pay Structure Pay Ranges
Autonomy
Job allows individual create work guidelines
Task Significance
Job has an important impact on people's lives
Skill Variety
Job requires a variety of skills to carry out tasks
Personal Dispositions
Linked to job satisfaction Ex: Job turnover higher among employees with low emotional stability, conscientiousness, and agreeableness
What can a manager do if an employee lacks Ability and Motivation?
Manager can direct employee's attention to significance of the problem by withholding rewards or specific feedback. Lack of further response may result in termination
Equity Theory and how employees react to imbalances
Measuring outcomes such as pay in terms of their inputs Under compensation will result in stealing, withdrawal, refusing to cooperate
Hot Stove
Metaphor for fairly discipling employees Give clear Warning and follow up with consistent, objective, and immediate consequences Like a hot stove- clear signs that touching it will result in a burn, will burn everyone the same, there is a clear and consistent method to heal the burn
Summarize how international growth affects the HR department
Need employees who understand customers/suppliers from different countries Need to understand laws/customs that apply to employees in other countries of operation Need to prepare managers Adapt HR and policies to different settings Effective communication across boarders
Multinational Organization
Organization that builds facilities in a number of different countries in an effort to minimize production and distribution costs
Global Organization
Organization that chooses to locate facility based on the ability to effectively, efficiently, and flexibly produce a product or service using culture difference as an advantage
International Organization
Organization that sets up or several facilities in one or several counties
Performance Improvement Plans
PIPs-used to give clear expectations to underperforming employees when manager has not seen acceptable improvement after multiple attempts
How to employees evaluate fairness of a pay structure?
Pay relative to: Pay of other employees Market standards Similar jobs at other organizations Different jobs at same organization
Negative Affectivity
Pervasive low levels of satisfaction with all aspects of life compared to other peoples' feelings
Job Satisfaction
Pleasant feeling resulting from the perception that one's job fulfills or allows for the fulfillment of one's important job values
Job Analysis
Process of getting detailed information about jobs in order to aid in: -Work (re)design -HR planning -Selection -Training -Performance -Career Planning -Job Evaluation
Identify Environmental Forces that influence pay decisions
Product markets- need to make a profit Labor Markets- must have competitive pay Professions and Education Economy/Inflation/CPI Collective Bargaining Geography (pay differentials) Competition Legislation
What does the NLRA say about social media?
Protected Concerted Activity means you have the right to use social media or email to discuss wages or working conditions with coworkers in order to improve them You cannot simply rant about your employer
Title VII
Protects race, color, religion, sex, and national origin Applies to ads, recruitment and selection, pay and benefits, promotions, training, and discharge
Pay Ranges
Range of permissible pat for a job or grade of jobs with a minimum, midpoint, and maximum Market Research+Job Evaluation
Turnover
Rate at which employees leave the workplace and are replaced
Employee Assistance Program
Referral service that employees can use to seek professional treatment for emotional problems or substance abuse
Job Structure
Relevant pay for different jobs within the organization
Outplacement Counseling
Service in which professionals try to help dismissed employees manage the transition from one job to another
Pay Grade
Sets of jobs that have similar worth or content grouped together to establish rates of pay
Pay Compression
Situation in which an organization has negligible differences in pay between people who have differing skill sets or experience levels Happens when current employee raises don't keep up with increases in the market pay Results in new hires being hired in at level similar to long time employees
Describe Lack of Motivation and what a manager can do
Skilled employee lack commitment to job Manager can demonstrate fair and adequate rewards, provide more feedback, or offer referral for counseling or help
Role Overload
State in which too many expectations or demands are placed on a person
Culture Shock
State of disorientation and anxiety about not knowing how to behave in an unfamiliar culture
Interactional Justice
The organization carried out its actions in a way that took the employee's feelings into account Explanation of decision/respectful treatment/empathy
Pay Structure
The pay policy resulting from the job structure and pay-level structure
Why might companies hire host country nationals?
They understand the culture, customs, governments, and business partnerships the host country
Transitional HR Systems
Type of HRM that makes decisions from global perspective Includes managers from many countries and is based on ideas contributed by people representing a variety of cultures
Functional Turnover
Type of healthy Voluntary Turnover
Dysfunctional Turnover
Type of unhealthy Voluntary Turnover Ex: Abusive manager (avoidable) Ex: Family event/injury (unavoidable)
Role Ambiguity
Uncertainty about what the organization expect from the employee in terms of what to do or how to do it
Cyberslacking
Using the internet for non-work-related activities
List the 5 steps of Progressive Discipline
Verbal warning -> written warning -> 2nd written warning/threatening suspension -> suspension -> termination
What are the two types of Turnover
Voluntary and Involuntary
Presenteeism
When employees are present, but mentally absent Ex: attending work while sick
Physical/Phycological Withdrawal
When failure seems imminent, dissatisfied workers may physically or psychologically withdraw from the job
Disparate Impact
When policies/practices/rules appear to be neutral, but result in disproportionate impact on protected classes
WARN
Worker's Adjustment Retraining and Notification Act Requires that organizations with more than 100 employee's give 60 days' notice before any closing or layoff that will affect at least 50 full time employees Gives employees/families time to prepare for any major changes
Expatriate
Employees assigned to work in another country
Feedback
Employees receive clear information about performance effectiveness
List and summarize the 5 ways companies can deal with Culture Shock
1. Area Studies- documentary programs about the country's geography, economics, sociopolitical history, etc. 2. Culture Assimilators- exposing trainees to kinds of situations they are likely to encounter that are critical to successful interactions 3. Language Training 4. Sensitivity Training 5. Field Experiences- exposure to people from other countries within the trainee's own coutnry
List the 4 factors that most strongly influence HRM international markets
1. Culture 2. Education 3. Economic Systems 4. Politcal-legal systems
Describe the 3/4 Effects of Turnover/Employee Separations...?
1. Financial Costs -HR staff time -Accrued time off -Temporary coverage 2. Replacement -New hire incentives -Hiring manager 3. Other -Delays in production -Lost clients -Disruption of teamwork 4. Training -Formal/on the job/mentoring
Summarize 3 Legal Requirements for pay policies
1. Minimum Wage 2. Equal pay for Equal rights 3. Comparable Worth-job evaluations rewards points 4. FSLA- minimum wage, OT, child labor 5. Overtime pay- hourly worker earns 1.5x after 4o hours
3 Ways Employees Judge if they are treated fairly
1. Outcome Fairness 2. Procedural Justice 3. Interactional Justice
Job Description
A list of tasks, duties, and responsibilities (TDRs) that a particular job entails
Describe Lack of Ability and what a manager can do
A motivated employee lacks knowledge, skills, or abilities in some area vital to the job Manager can offer coaching, training, or more detailed feedback Can restructure job to fit employee
Bona Fide Occupational Qualification
A necessary qualification for performing a job that allows for restrictions protected classes
Alternative Dispute Resolution
ADR- methods of solving problems by bringing in an impartial outsider but not using the court system When companies want to remain internal/avoid publicity Is impartial to help create a solution Less expensive than law suits Open door policy *Mediation is not Legally binding *Arbitration is legally binding
Example of Wrongful Discharge by Public Policy
An employee refusing to do something unsafe or unethical
Role Conflict
An employee's recognition that demands of the job are incompatible or contradictory
Which type of Alternative Dispute Resolution is/is not legally binding?
Arbitration IS legally binding Meditation is NOT legally binding
Pay Level
Average amount (salary/wages/bonuses) the organization pays for a particular job
Core Self-Evaluation
Bottom line opinions individuals have of themselves
Describe how Economic Systems affect HR planning
Closely tied with culture Socialistic vs Capitalistic Structures
Which selection tools are most effective?
Cognitive Ability Structured Interview Situational Testing
Reverse Culture Shock
Coming back home and feeling as though everything is different when in fact it is not, you have changed
Describe how Education affects HR planning
Companies relocate to where they can find suitable employees Impoverished areas have more low skill/low wage work
Total Rewards
Compensation is more than just a paycheck and traditional benefits Includes anything and everything employees value and the employer is willing and able to offer What people value is different Stages in like may change values
Outcome Justice-(Distributive Justice)
Consequences given to employees are just Consistent outcomes in proportion to behavior
Host Country
Country in which organization operates a facility (other than parent country)
Third Country
Country neither parent or host country of employer
Parent Country
Country of organization's headquarters
Describe how Political-Legal Systems affects HR planning
Cultural context of society creates the legal system
Describe how Culture affects HR planning
Culture-community's set of shared assumptions about how the world works through religion, language, rites and rituals Affects all other 3 factors
Organizational Commitment
Degree to which an employee identifies with the organization and is willing to put forth the effort on its behalf
Employee Engagement
Degree to which employees are fully involved in their work and the strength of their job and company commitment
Task Identity
Degree to which job requires completing whole piece of work from beginning to end
Job Involvement
Degree to which people identify themselves with their jobs
List ways to Monitor Job Satisfaction
Design complex/meaningful jobs Establish clear/appropriate roles Reinforce shared values Encourage social support Help employees pursue goals Satisfactory pay levels Communicating Pay Structure
Disparate Treatment
Differing treatment of individuals based on protected class
3 Types of Wrongful Discharge
Discrimination Implied Contract Public Policy
Example of Wrongful Discrimination by Discrimination
Disparate Treatment
List ways to Monitor Employee Engagement
Employee Engagement Surveys Self-evaluations Retention of employee interviews Employee exit interviews
Parent Country National
Employee born in the US, but works at headquarters across seas
Compa-Ratio
Employee's current salary divided by the current market rate Position Specific 1= paid exactly industry average .75= paid 25% below average 1.15= 15% above average