Management

Job performance

Motivation*Ability*situational Constraints

Equity Theory

People will be motivated at work when they perceive that they are being treated fairly

How to make teams more effective?

Setting Smart Goals,team training, team compensation and recognition

Types of selection tests

Specific ability test,aptitude test,cognitive ability test,biographical data, work sample tests, Assessment centers

Reinforcement theory

behavior is a function of its consequences

BFOQ

bona dide occupational qualification

Deep Level Diversity

consists of differences are communicated through verbal and nonverbal behavior and are learned only through extended interaction with others

Surface level Diversity

consists of differences that re immediately observable, typically unchangeable, and easy to measure.

Racial and ethnic discrimination

discriminating based on race or ethnicity

What is Diversity?

exists in organizations when there is a variety of demographic, cultural, and personal differences among the people who work there and the customers that do business there

Dysfunctional Turnover

loss of high-performing employees who voluntarily choose to leave a company

Functional Turnover

loss of poor-performing employees who voluntarily choose to leave the company

Training

means providing opportunities for employees to develop the job-specific skills,experience, and knowledge they need to do their jobs or improve their performance

quid pro quo sexual Harassment

occurs when employment outcomes, such as hiring, promotion, or simply keeping one's job,depend on whether an individual submits to being sexually harassed

hostile work environment

occurs when unwelcome and demanding sexually related behavior creates a intimidating, hostile, and offensive work environment

Goal Setting theory

people will be motivated to the extent to which they accept specific, challenging goals and receive feedback

Expectancy Theory

people will be motivated to the extent to which they believe that their efforts will lead to good performance

Skill-based pay

programs that pay employees for learning additional skills or knowledge

gainsharing

programs, companies share the financial value of performance gains, such as productivity increases, cost savings, or quality improvements, with their workers

glass ceiling

the invisible barrier that prevents women and minorities from advancing to the top of jobs

Performance appraisal

the process of assessing how well employees are doing their jobs

what is Human Resource Management?

the process of finding, developing, and keeping the right people to form a qualified work force

leadership

the process of influencing others to achieve group or organizational goals

Adverse impact

unintentional Discrimination

Affirmative Action

Create employment opportunities for women and diversity

Age Discrimination

Discriminating against someone because of their age

Sex Discrimination

Discriminating based on sex male or female

Why encourage Diversity?

Diversity make good business sense

Which agency is responsible for most employment law?

Equal Employment opportunity commission

disparate impact

Intentional Discrimination

When to use teams?

When there is a clear engaging purpose,when the job cannot be done unless people are working together,should be used when rewards can be provided for teamwork and team performance

What are teams?

a small number of people with complementary skills who hold themselves mutually accountable for pursuing a common purpose, achieving performance goals, and improving interdependent work processes.

Project Teams

are created to complete specific, one-time projects or tasks within a limited time.

Virtual Teams

are groups of geographically and/or organizationally dispersed coworkers who use a combination of telecommunications and information technologies to accomplish an organizational task.

Cross-Functional Teams

are intentionally composed of employees from different functional areas of the organization.

objective performance measures

are measures of performance that are easily and directly counted or quantified

Extrinsic rewards

are tangible and visible to others and are given to employees contingent on the performance of specific tasks behavior.

Intrinsic rewards

are the natural rewards associated with performing task or activity for its own sake.

Needs

are the physical or psychological requirements that must be met to ensure survival and well-being

Charismatic Leadership

as the behavioral tendencies and personal characteristics of leaders that create an exceptionally strong relationship between them and their followers

Motivation

is the set of forces that initiates,directs, and make people persist in their efforts to accomplish goals

Normative Decision

helps leaders decide how much employee participation should be used when making decisions

norms

informally agreed-on standards that regulate team behavior

sexual harassment

is a form of discrimination in which unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature occurs

Autonomy Continuum

is the degree to which workers have the discretion, freedom, and independence to decide how and when to accomplish their job.

cohesiveness

is the extent to which team members are attracted to a team and motivated to remain in it.

Validation

is the process of gathering information about job applicants to decide who should be offered a job.

needs assessment

is the process of identifying and prioritizing the learning needs of employees

Subjective performance measures

require that someone judge or asses a worker's performance

Team Size

six to nine members

Types of selection test

specific ability test, aptitude test, cognitive ability, Biographical data, work sample test assessment centers

contingency Theory

states that in order to maximize work group performance

path-goal theory

states that leaders can increase subordinate satisfaction and performance by clarifying and clearing the paths to goals