MGMT 2103 Test 1

Values and norms that are actually exhibited or converted into employee behavior.

Enacted Values

The beliefs, philosophies and norms that a company explicitly states.

Espoused Values

The strongest way to embed culture

Explicit Rewards, Status Symbols & Promotion Criteria

. Employers must give preference to persons with disabilities over other job applicants.

False

I have a right to a work accommodation even if it causes a serious hardship for my firm.

False

Market Culture

has a strong external focus and values stability and control Strong desire to deliver results and accomplish goals. Productivity , profits and customer satisfaction take precedence over employee development and satisfaction.

Adhocracy culture

has an external focus and values flexibility The primary objective is the creation of new products and services. This culture is adaptable, creative, and fast to respond to the marketplace.

Clan Culture

has an internal focus and values flexibility rather than stability and control Employee focused, family-type organizations where effectiveness is achieved by encouraging collaboration, trust, and support.

Inter rater reliability

is knowing how scores on the measure given by one rater relate to scores on the same measure given by another rater.

Practical intelligence

is the ability to solve everyday problems by utilizing knowledge gained from experience in order to purposefully adapt to, shape, and select environments.

Person job fit

job analysis identifies required individual competencies (KSAs) for job success

construct validity

the extent to which variables measure what they are supposed to measure

Disparate or Adverse Impact

Individuals are treated identically, but the outcome of the treatment has a differential impact

Drug test controversies

Invasion of Privacy? Violation of Due Process? Unreasonable Search and Seizure?

Equal pay act of 1963

Legislation that requires employers to pay men and women equal pay for equal work

CRA of 1964

Protects the lgbtq community

PDA (Pregnancy Discrimination Act)

•Discrimination on the basis of pregnancy, childbirth, or related medical conditions constitutes unlawful sex discrimination under Title VII

EEO enforcement

•Equal Employment Opportunity Commission (EEOC) •Office of Federal Contract Compliance Programs (OFCCP)

Cognitive Dissonance

•Psychological discomfort experienced when simultaneously holding two or more conflicting cognitions (ideas, values, or emotions).

Disability definition

•a physical or mental impairment that "substantially limits one or more major life activity; •a record or past history of having such an impairment; •and/or being 'regarded as' having a disability by an employer whether you have one or not, usually in terms or hiring, firing or demotion."

Organizational socialization

•is the process by which a person learns the values, norms, and required behaviors which permit them to participate as a member of an organization.

Value matrix approach

-Focus is on tailoring HR strategies to specific job families/groups within the firm -Firms distinguish jobs in terms of value to firm & uniqueness in labor mkt

Generic HR Strategies

1. control vs commitment oriented work system 2. High performance work system (HWPS) 3. Value matrix approach

3 contexts are

1. different situations (jobs or organization) 2. different samples of people 3. different time periods

3 dimensions cognitive ability tests

1. verbal comprehension 2. quantitative ability 3. reasoning ability

Three componets of personal attitudes

1.Affective "I feel" 2.Cognitive "I think" 3.Behavioral "I intend"

Four Steps to Ensure a Workplace Free of Sexual Harassment

1.Policy Statement 2.Training 3.Reporting mechanism 4.Prompt disciplinary action

Daniel filed a charge of discrimination against the company he worked for last summer - a swimming pool supply and service company. As part of the investigation, an EEOC investigator spoke to one of Daniel's co-workers, Brian, who agreed that the supervisor treated Daniel unfairly. As a result of the EEOC investigation, the supervisor called both Daniel and Brian at home and yelled at them for talking to the EEOC. The supervisor also gave them negative references. Prior to the EEOC investigation, the supervisor had no complaints about Daniel or Brian's job performance. Did the supervisor violate the law? A. Yes. The supervisor illegally retaliated against Daniel by giving him a negative reference because he filed a charge of discrimination with the EEOC. It was also illegal for the supervisor to give Brian a negative reference because Brian participated in the EEOC investigation. B. No. It was reasonable for the supervisor to yell at Daniel and Brian and give them negative references because the EEOC investigation was disruptive to the workplace. C. No. The supervisor did not violate the law because he called Daniel and Brian at their homes, and not at work. D. No. Federal law only protects current employees from discrimination. Because Daniel and Brian were no longer employed by the company when they spoke to the EEOC, it was not illegal for the supervisor to yell at them and give them negative references.

A

Juanita recently graduated from high school and began work as a shift manager at a retail store that specializes in clothing for juniors. She does not get along with an older employee (age 45) who works part-time. At one staff meeting, Juanita gave the older employee a cane as a joke. On another occasion, Juanita told the older employee to take the afternoon off and go home to take a nap. Juanita regularly refers to this older employee as "Grandma." After several months, Juanita decides to fire the older employee because she wants to hire someone younger. Juanita believes a younger employee will relate better to the store's teen customers. Is this conduct illegal? A. Yes. Federal law protects workers age 40 or older from job discrimination and harassment based on their age. B. No. The federal age discrimination law does not apply to teenage workers, so it is not illegal for Juanita to fire the older employee. C. No. As a manager, Juanita has the authority to make decisions about hiring and firing employees. D. No. Juanita did not discriminate against the older employee because it is important for a retail store that markets to teenagers to hire workers who are the same age as its customers.

A

Quincy has worked at a clothing store for six months and has received good performance reviews from his manager. Two weeks ago, Quincy's girlfriend stopped by the store. Since then, the manager has been watching Quincy closely. Today, the manager fired Quincy, explaining that sales were down. A co-worker told Quincy that the manager was looking for a reason to fire Quincy because she disapproved of Quincy's interracial relationship. Quincy is African-American and his girlfriend is White. Is this treatment illegal? A. Yes. The manager illegally discriminated against Quincy if she fired him because of his interracial relationship. B. No. The manager may have disapproved of Quincy's interracial relationship, but she did not fire him until two weeks after meeting his girlfriend. If the manager had fired Quincy the day after meeting his girlfriend, then the firing may have been illegal. C. No. Sales are down, and the manager has the right to fire any employee she chooses. D. Yes, but Quincy must hire a lawyer, and must pay EEOC to investigate and decide the case.

A

Tim and Angie (team leader) work at a local amusement park. They recently broke up after dating for several months. Angie begins following Tim at work and begs him to give her another chance. When Tim refuses, Angie changes Tim's schedule so she won't have to work with him. As a result, Tim's hours are cut in half. Is Angie's behavior sexual harassment? A. Yes. It was illegal for Angie to reduce Tim's hours because he refused to date her. Angie also should have stopped asking Tim out after they broke up. B. No. Angie's behavior is not sexual harassment because Angie has not kissed or hugged Tim. Angie reasonably tried to stay away from Tim after he refused to give her another chance. C. No. Angie's behavior is not sexual harassment because she and Tim used to date. It is impossible for people who used to be in a relationship to sexually harass each other. D. No. Angie's behavior is not sexual harassment because only women can be sexually harassed.

A

civil rights act of 1991

Allowed compensatory and punitive damages; provided for jury trials; established defenses to disparate impact claims

The physical manifestation of an organization's culture that employees (and outsiders) can easily see or talk about.

Artifacts

•Symbols •Physical Structures •Language •Stories •Rituals

Artifacts

changing culture starts with

Artifacts, espoused values and basic underlying assumptions

Amardeep, who is Sikh, wears a turban, as required by his religion. His supervisor tells him that his turban makes his co-workers "uncomfortable" and asks him to remove it. The supervisor also claims that employees are not allowed to wear hats or other head coverings at work. What should Amardeep do? A. Amardeep should remove the turban so he doesn't make his coworkers uncomfortable. B. Amardeep should explain to his supervisor that he wears the turban as part of his religious beliefs. Amardeep also should ask his employer to make an exception to the "no hats" rule so that he may wear his turban. C. Amardeep should remove the turban because his supervisor is trying to protect him from harassment by his co-workers. D. Amardeep should remove the turban immediately because his employer doesn't allow anyone to wear hats or other head coverings at work.

B

Jeanette was offered a job as a waitress at a local restaurant. At the end of her interview, she mentioned that she was pregnant, but that she was perfectly capable of performing her duties as a waitress. When Jeanette called to get her start date, the manager said he had hired someone else. He said he was afraid that Jeanette would hurt her baby carrying heavy trays of food and that the customers might not like having a pregnant woman waiting on them. He invited her to reapply after she had her baby. Is the manager's decision illegal? A. No. The manager did not discriminate against Jeanette because he invited her to reapply after she gave birth, and refused to hire her only out of concern for the health and safety of Jeanette and her baby. B. Yes. The manager discriminated against Jeanette when he refused to hire her because she is pregnant. C. No. The manager can legally decide not to hire Jeanette because restaurant customers may not want pregnant servers. D. Yes. Once the manager offered Jeanette the job, he had no right to change his mind and hire someone else.

B

Jorge, a Honduran citizen living in the United States, accepted a summer job with a landscaping company. On his first day, Jorge broke a lawn mower, prompting the customer to yell at him. The customer called Jorge "stupid" and complained that foreign kids like Jorge were stealing jobs from hard-working Americans. Jorge did not see the customer again during the rest of the summer. Is the customer's treatment of Jorge illegal harassment? A. No. Because the customer does not work for the landscaping company, the company cannot be held legally responsible for the customer's conduct. B. No. Although the customer's conduct was offensive and was directed at Jorge because of his national origin, it was not sufficiently severe (serious) or pervasive (frequent) to establish a harassment claim. C. No. Because Jorge is not an American citizen, he is not protected by U.S. employment discrimination laws. D. Yes. It is illegal to harass someone at work for any reason.

B

Wanda, who is African-American, works in the storeroom at a grocery store. On Wanda's first day, one of the delivery men, who is White, is very rude to her. Since then, this delivery man has attached negative jokes or cartoons about African-Americans to packages he leaves with Wanda. What should Wanda do? A. Wanda should do nothing. The delivery man does not work for the grocery store, so the store can't be held responsible for his conduct. B. Wanda should tell the delivery man that his behavior is offensive, and that it must stop immediately. C. Wanda should tell her supervisor or any other store supervisor or manager responsible for handling harassment and discrimination complaints about the delivery man's conduct. D. Both B and C are correct.

B

Jamal, a cashier at a retail store, asks his Store Manager to order special equipment for the cash register because he has low vision and cannot see the number keys. The Store Manager agrees to Jamal's request and orders the special equipment. Later that day, the Store Manager tells one of Jamal's co-workers about the special equipment she ordered because Jamal has trouble seeing the number keys on the cash register. The co-worker is surprised and says she didn't know that Jamal was "blind as a bat." The next day, Jamal's co-workers call him Batman and flap their arms and squint when they see him. Jamal complains to the Store Manager about this behavior, and she immediately corrects the problem. Jamal's co-workers do not make any more comments about his vision. Did the Store Manager respond correctly to Jamal's requests? A. No. The Store Manager should not have granted Jamal's request for the special equipment because Jamal did not put his request in writing. B. Yes. The Store Manager responded correctly to Jamal's request for special equipment because of his low vision. She also acted quickly to stop his co-workers from harassing him. The Store Manager had a responsibility to tell the co-worker about Jamal's disability so the co-worker would understand why Jamal was using special equipment on the cash register. C. No. The Store Manager responded correctly to Jamal's request for special equipment due to his low vision and to his complaint about co-worker harassment, but she should not have discussed Jamal's disability or need for special equipment with his coworkers. D. Yes. The Store Manager was acting in Jamal's best interest when she helped him obtain special equipment for the cash register, mentioned his disability to a co-worker, and stopped the coworkers from teasing him. The Store Manager thinks Jamal is a good employee and was only trying to protect him.

C

Maria applies to work as a summer intern at a radio station. The interview goes well. A Human Resources employee conducts a background check, which includes an Internet search of Maria's name. Maria's Facebook page appears in the Internet search results. The Facebook page, which is available for public viewing, features a picture of Maria standing next to a mile marker in a T-shirt imprinted with "My Aunt is My Hero" and a pink ribbon. Touched, the Human Resources employee conducts an Internet search for Maria's name and "breast cancer" and learns that Maria's aunt was diagnosed with breast cancer but is responding well to treatment. The Human Resources employee writes a note on the white board in his office: "Touch base with Maria: aunt's cancer treatment." The employee's sister was recently diagnosed with breast cancer, and he is interested in learning more about successful treatments. Maria is hired. Did the company discriminate against Maria? A. No. The company did not discriminate against Maria; it hired her as a summer intern. B. Yes. The company discriminated against Maria by viewing her Facebook page. C. Yes. The company discriminated against Maria by seeking out information about her aunt's breast cancer and posting a note in public about Maria and her aunt's cancer treatment. D. No. The Human Resources employee should not have conducted the Internet search for Maria's name and "breast cancer" and should not have written "Touch base with Maria: aunt's cancer treatment" on his white board. However, the employee took these actions to help his sister, not to hurt Maria.

C

Naira, who is Native American, works part-time at a bowling alley. She tries to register for the company's manager training program, but her supervisor tells her that the class is already full, commenting, "It's just as well. After all, you'll make a lot more money working at a casino on your people's reservation." Two days later, the supervisor allows five of Naira's co-workers, none of whom are Native American, to register for the training program. Is the supervisor's conduct illegal? A. No. Naira works part-time, and federal law does not protect parttime workers from employment discrimination. B. No. Federal employment law does not prohibit discrimination in management training programs. C. Yes. If the supervisor refused to allow Naira to register for the training program because of her race (because she is Native American), he has engaged in unlawful discrimination. D. Yes. The supervisor discriminated against Naira because of her race when he refused to allow her to register for the training program. In addition, the supervisor's remark about Naira working at a casino on "[her] people's reservation" is illegal harassment based on Naira's race.

C

Title VII

Civil Rights Act of 1964—forbids discrimination based on sex, race, color, national origin, or religion.

Andrew and Samantha went to an employment agency to find temporary jobs for the summer. The agency refers Samantha to a receptionist job at a law firm. The agency tells Andrew that it cannot refer him for the receptionist position because the law firm requested a young lady. Did the employment agency discriminate against Andrew? A. No. The laws only apply to employers and not employment agencies that refer you to other companies. B. No. Andrew is not protected from discrimination because he is an applicant, not an employee. C. No. The employment agency was only following the orders of the law firm, which refused to hire a man as a receptionist. The law firm, and not the agency, is responsible for the discrimination. D. Yes. An employment agency cannot refuse to refer someone for a receptionist position because he is a male

D

Rosa spends her summers working on a fruit farm. The farm owner docks her pay whenever she is late for work, but allows non-Mexican workers to make up the time at the end of the day. Rosa believes the farm owner treats her differently because she is from Mexico. A friend tells Rosa to call the EEOC for help, but she is afraid because she is an undocumented worker. Can the EEOC help Rosa? A. No. Undocumented workers are not protected by United States antidiscrimination laws. B. No. The farm owner has a right to dock Rosa's pay if she is late for work. C. No. Rosa only works for the fruit farm on a seasonal basis, so she is not protected by the federal anti-discrimination laws. D. Yes. Rosa may have been the victim of wage discrimination because of her national origin. EEOC can help Rosa even if she is an undocumented worker.

D

Disparate treatment

Exists when individuals in similar situations are treated differently based upon race, color, religion, sex, national origin, age, or disability status Treating individuals differently because of a protected characteristic.

I have a right to a work accommodation even if it creates safety problems for my coworkers.

False

I have a right to a work accommodation even if it creates safety problems for myself.

False

I have a right to an accommodation only if I can do the main job tasks without the accommodation.

False

If I believe that I have experienced discrimination because of my disability, I would go to workers' compensation to file a claim

False

true or false: financial performance (profit/revenue growth) is strongly related to the organizational culture

False

Organizational Identity Collective commitment Sense making device Social system stability

Four functions of organizational culture

CSE four narrow individual traits

Generalized self-efficacy Self esteem Locus of control Emotional stability

Core self evaluations CSE

Generalized self-efficacy Self esteem Locus of control Emotional stability

HPWS

High Performance Work Systems A set of HR practices that combine work processes that will maximize employee work performance, knowledge and skills, and manage work flow.

Big Five Personality Dimensions

Openness to Experience Conscientiousness Extraversion Agreeableness Neuroticism/Emotional Stability

The three phase model of organizational socialization

Phase 1 Anticipatory socialization Phase 2 Encounter Phase 3 Change and Acquisition

The Plaintiff's Burden

Plaintiff (the complainer) has the burden of proving that the defendant committed an illegal act; the idea of a "prima facie" case. Plaintiff meets prima facie burden by showing four things:

Americans with Disabilities Act of 1990

Prohibits discrimination against individuals with disabilities who are able to perform the essential functions of the job with or without reasonable accommodation.

. A person with a disability needs to be a qualified job applicant in order to be considered for a position

True

A disability is defined as a physical or mental impairment that limits one or more major life activities.

True

I have a legal right to request an accommodation at work if I have a disability.

True

If I make a request for an accommodation, I am required to tell my boss about my impairment.

True

The ADA does not apply to private businesses with fewer than 15 employees

True

true or false: companies with market cultures tend to have more positive organizational outcomes

True

true or false: competitive advantage results from creating value

True

true or false: emotions change psychological and/or physiological states

True

VRIO

Value, Rarity, Imitability, Organizational processes

Criterion related validity

a measure of validity based on showing a substantial correlation between test scores and job performance scores

Bona Fide Occupational Qualification

a necessary qualification for performing a job though never for race or color

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.

Anger is _____ looking and Fear is _____ looking

backward and fear is forward

Polygraph Act of 1988

banned the use of polygraph tests for private companies except pharmaceutical and security guard suppliers.

fill in the blank: innovation and quality can be increased by building characteristics associated with a combination of ____, ____, and ____ cultures

clan, adhocracy, market

Strongest predictor of job performance

conscientiousness

Hierarchy Culture

has an internal focus and values stability and control over flexibility These cultures produce a more formalized and structured work environment characterized by reliable internal processes, extensive use of measurement and a variety of control mechanisms. Effectiveness likely to be measured in terms of Efficiency, timeliness, quality, safety and reliability.

Organizational Citizenship Behaviors (OCBs)

individual behavior that is discretionary; not directly or explicitly recognized by the formal reward system. In the aggregate, promotes effective functioning of the organization.

Neuroticism

individuals with a tendency to experience negative emotions and moods, feel distressed, and be critical of oneself and others.

content validity

is a test-validation strategy performed by demonstrating that the items, questions, or problems posed by a test are a representative sample of the kinds of situations or problems that occur on the job. Best for small samples.

Test-retest reliability

is knowing how scores on the measure at one time relate to the scores on the same measure at another time

Utility

is the degree to which information provided by selection methods enhances the effectiveness of selecting personnel. impacted by reliability validity and generalizability

Generalizability

is the degree to which the validity of a selection method established in one context extends to other contexts. (3 different contexts)

Michael porter competitve advantage results from creating value in one of two ways:

low cost and differentation strategy

Ajzen's Theory of Planned Behavior

one's behavior beliefs influence their attitude towards a behavior, which affects how they decide to behave

Four Functions of Organizational Culture

organizational identity, collective commitment, social system stability, sense-making device

civil rights act of 1964

outlawed discrimination based on race, color, religion, sex, or national origin

employment act of 1967

prohibits discrimination against those 40+ workers

Competing Values Framework

provides a practical way for managers to understand, measure, and change organizational culture

Competing Values Framework (CVF)

provides a practical way for managers to understand, measure, and change organizational culture

Family and Medical Leave Act of 1993

requires employers to provide employees up to 12 weeks of upaid leave if they have a child in certain conditions

Work sample tests

requre employee todo some aspect of the job actually or simulated. though it can be expensive

Person organization fit

the degree to which individuals are matched to the culture and values of the organization

Individual personality characteristics are more likely to exert greater influence on workplace performance in

unstructured work contexts

Intelligence represents an individual's capacity for

•Constructive thinking •Reasoning •Problem solving