HMG 6228 Final Exam Review
Sexual Harassment
"Actions that are sexually directed, are unwanted, and subject the worker to adverse employment conditions or create a hostile work environment"
Costs of Turnover
$3000-$10,000 per hourly employee, can be 100% of annual wage in some cases - managers can average $50,000 - restaurant average for employee $5,000
Which one of the following is most related to performance:
*Cognitive ability test* Work sample tests Interviews Personality test
All of the following are typical job analysis techniques except:
*Experiments* Performing the job Interviews Observations
Employment at Will
- Florida is an at-will state - Therefore an employer may terminate an employment relationship with or without just cause at any time (except for the case of discrimination / violation of federal statutes). - If the contract has a specific term (i.e. 1yr), it ceases to be an "at will" relationship.
reinforcement theory by Skinner
This theory is objectionable to some, as it treats human behavior much like that of a little child or even a pet. Accordingly, the following types of methods are used: Positive Reinforcement - Administering Reward (extrinsic & intrinsic) Negative Reinforcement- Removal of negative consequence Punishment - Administration of negative consequence
Halo error
This type of error is the result of judging an employee primarily on the basis of a single positive trait, behavior, or action.
Task and Behavioral Analysis
Ties to job specifications in the job description • Addresses the SKA's present and those needed • Provides the information managers need to determine which duties and responsibilities to feature in training programs.
Which of the following are ways to measure recruiting efforts?
Time to fill openings Quantity of applicants Cost vs. benefits
Structured Interviews Variations
Traditional patterned interview, situational interview, behavioral description interview, panel/board interviews (stress interviews) Situational - poses a series of cases and asks how a person would handle the situation Behavioral (also called targeted - selection) - ask about past behaviors. Best way to answer: S - Situation T - Task A - Action R - Result Panel/group interview - various interviewers Stress Interview - designed to create anxiety and see how the person responds Team interviews - co-workers are asked for input
Which of the following statements about training expenditures is true?
Training budgets have been steadily declining since 2000.
According to the Video "pro's and con's of screening job applicants using social media", when a company relies primarily on a social media site such as LinkedIn to recruit candidates, a possible challenge is creating a disparate impact on certain protected classes.
True
According to the article by the Society for Human Resource Management, New Hampshire is one of the states that have laws protecting employees from social media screening by their employers.
True
In business, a short-term goal is typically a few months, a year, or at most two years.
True
Job Analysis can be done by either an internal or external party.
True
Max works for a large Florida hotel. One day, he was fired without any justification. Assuming, he was not discriminated, the law will hold this action as legal.
True
Recruiting is generating a pool of applicants and selection is choosing the most qualified applicant.
True
Under ADA a physical test can only be done after receiving a conditional job offer.
True
Health Maintenance Organization (HMO)
Typically benefit rich • However, insured gives up on choice. May only visit doctors in network
Someone asks questions "off the cuff" without any script, we call this type of interview:
Unstructured Interview
Graphic Rating Scale
Used most widely for hourly employees. Rate 10-15 criteria using a scale that ranges from 1-5. Simple to use and provides scores that are readily understandable. Most susceptible to rating pattern errors.
Job rotation
Used to alleviate some of the boredom that employees face when performing the same job over and over.
Multiple Rate Evaluation Systems
Using more than one rater can increase the accuracy and perceived fairness of a performance appraisal. Higher quality management information for selection decisions and better equal employment opportunity documentation
All of the following acts that Congress has passed affect human resources management. The act that made unfair labor practices by unions illegal is the:
Wagner Act
Behavioral Observation Scales (BOS)
Were developed in response to criticism about the BARS method. Allows only one measure of each employee on a specific scale
Organizational Analysis
What are the organization's goals? • How the training fits the company's strategy? • What resources are available? • What support is available?
Hierarchical Appeals Process
based on organization's chain of command.
Job Simplification
breaking down jobs into their simplest components and assessing how work is done in each of these components of the whole job.
Job Summary
brief general statement that highlights the common functions and responsibilities of the job. AKA general statement of duties.
Laws enforced by the EEOC
- The Equal Pay Act of 1963 - Title VII of the Civil Rights Act of 1964 - The Age Discrimination Act of 1967 - Sections 501 and 505 of the Rehabilitation Act of 1973 - The Pregnancy Discrimination Act of 1978 - Immigration Reform and Control Act of 1986 - Title I of the Americans with Disabilities Act of 1990 - Section 102 and 103 of the Civil Rights Acts of 1991 - Family Medical Leave Act 1993 - The Genetic Information Nondiscrimination Act of 2008
The use of employees to establish or keep a competitive advantage over competitors is called HR planning.
False
The disadvantages of external recruiting include all of the following except:
Forces recruiters to take a fresh look at their company
Which of the following best illustrates an example of halo effect?
Mary's interviewer believes she is the right person for the job because she is attractive.
Management by Objectives (MBO)
Meetings between employees and managers in which joint goals are established. Specific plans for acheiving each goal are also established, as are the means for measuring progress toward goal achievement.
Equal Pay Act (1963)
Men and women working for the same organizations be paid the same rate of pay for work that is substantially equal.
Critical incidents
Method involving the observation and recording of actual events
Strategies Based on Service
These strategies are meant to help a firm develop a core competency and reputation for exceptional customer service. Some actions needed to adopt such strategy include improving worker skills via training, improving worker retention to improve service consistency, and timely assistance.
Social Learning Theory
This theory "emphasizes that people learn by observing other persons (models) whom they believe are credible and knowledgeable" (Noe, 2013, pp. 155). The process of social learning is as follows: Attention Retention Motor Reproduction Motivational Processes
One-on-one discussions between the trainer and the trainee are a form of:
conference training
Which of the following is generally the best overall indicator of the real value of wages/salaries?
consumer price index
Carrie, the manager of a 150-seat theme restaurant, always interviews several applicants for an open position. She compares the applicants and selects the applicant who seems to stand out from the rest. Which of the following errors or biases does Carrie's selection technique potentially introduce?
contrast error
Katrine, the HR director of a nationwide restaurant chain, is considering individual incentive programs the company might offer its employees. Which of the following is not an individual incentive program?
cost-savings plan
Baby boomers are people born between 1946 and 1964. As baby boomers retire in large numbers in the 21st Century, the hospitality industry will face all of the following problems except:
frustration on the part of retiring hospitality managers who begin part-time employment in entry-level hospitality positions. many will reenter the work force as part-time employees to supplement their pensions. an increase in age discrimination lawsuits. NOT a shortage of experienced managers.
Minimum qualifications
fundamental qualifications a candidate must have to be considered for the position.
transactional leader
helps the organization attain their current objectives through a system of rewards and punishment In other words, transactional leadership keeps the horses running,
Filing workers' compensation claims, serving on juries, refusing to commit perjury, whistle-blowing—all these fall under the category of __________________ and cannot legally be the basis for discharge.
public policy
Unstructured Interviews
questions are not planned in advance. Instead the interviewer directs the interview down whatever path seems appropriate at the time. Interviewer achieves very little similarity between interviews.
A manager considered her training program unsuccessful due to the fact that a majority of the trainees said they did not like it. This manager was using a/an ______________ training objective.
reaction-based
Job descriptions are used for
recruiting, selection, orientation, training, employee evaluations, promotions and transfers.
A selection method that consistently leads all managers to hire employees who then fail is:
reliable and valid unreliable and invalid reliable but invalid NOT unreliable but valid
Industrial unions
represent workers in given industries, e.g., a union consisting of auto workers.
Craft unions
represent workers who essentially have the same skills or perform the same tasks, e.g., plumbers.
Development
represents efforts to improve employees' ability to handle a variety of assignments and to cultivate capabilities beyond those required by the current job May be the result of job enrichment, change, promotions, etc. • The focus of development is more long-term
Simple Ranking
requires an appraiser to rank all employees from the best to the worst. This method had the advantage of providing a simple order for consideration. Disadvantage:typically only consider only one responsibility, no standard measurement
Which of the following is the most common type of training objective?
results-oriented
You are the HR director at a large hotel. Your general manager asks you to prepare a report on what turnover is costing the company. Which of the following types of costs would you not consider?
retention costs
Among forms of compensation, Section 401(k) plans are examples of:
salary reduction plans
Job descriptions
summarize the duties, responsibilities, working conditions, activities of a specific job, and qualifications of the prospective employee.
Government employees gained the right to organize and bargain collectively through an executive order issued in 1962. Which of the following laws further defined legal rights of government employees?
the Civil Service Reform Act
n 1981, President Reagan reaffirmed a certain law that prohibited strikes by government employees by firing 11,301 striking air traffic controllers who were federal employees. Which of the following laws did the President enforce?
the Taft-Hartley Act
A friend who works for a company with hundreds of full-time employees tells you she showed up for work this morning and received a layoff slip. She says over 500 employees were laid off in total, and she says her employer gave no warning. This employer has violated which of the following laws?
the Worker Adjustment and Retraining Notification Act
Performance appraisals are an effective way to link rewards and punishment to performance when they are used as which of the following?
the basis for compensation and promotion decisions
Heisenberg Effect
the tendency of people to subconsciously give answers they think the interviewers want to hear.
Strategic HR Planning
the use of employees to gain or keep a competitive advantage against competitors
Many managers prefer to calculate turnover in a way that takes into account desirable turnover, because:
they can justify desirable turnover associated with discharges of undesirable employees.
Calculate undesired turnover rate
unwanted turnover rate = number of terminations - desired terminations / average number of employees x 100 pg 408
Narrative Essays
write essays that describe the employees they are rating. Don't take the time to write out a detailed essay
Hybrid systems
you must be at the office from 10-2, but you might work from home any other time or perhaps you work Tuesday and Wednesday at the office and all else at home
Preferred Provider Organization (PPO)
• You have freedom to choose doctors, hospitals, etc. • However, going to preferred providers will maximize your savings
Peer Evaluations
- constructive and contribute positively to employee development - best method due to regular peer contact and importance of teamwork
How to lower turnover, Retention Programs Long Term, making organizational changes to create a company in which employees want to work. Take time and cost money
- develop socialization programs - develop training programs in additional languages - establish career paths - implement partner/profit-sharing programs -implement incentive programs - provide child care and family counseling - identify alternative sources for employee recruitment - reconsider pay scales
Disciplinary problems, major causes
- employee did not know what to do - the employee did not know how to do what he or she was supposed to do - unrealistic expectations were set - the employee and the job were a poor match to begin with - the employee was not motivated to do a good job
Credit Reference Checks
- evaulate character of the job applicant pg 131
Hot stove approach
- if employees touch a hot stove they get burned, if they break a rule they are subjected to discipline pg 424 - hot stove and progressive are traditional approaches, they emphasize the administration of discipline after an employee fails to follow organizational norms and standards. Reactive in nature
Other Costs and Effects of turnover
- indicate management problems - unwanted turnover curtails company expansion because it eats away at profits - likelihood for unionization in hospitality operations with high turnover
Discharge Interviews
- last step in progressive discipline - relate the history that has led to the interview - explain why the manager must take such severe disciplinary action - complete the discharge pg 431
Causes of turnover
- more related ton internal causes - Low compensation - Faulty or inadequate hiring practices - poor management that weakens morale - in hospitality industry: culture, hiring practices, and promotion practices , high use of part time employees -unmet employee expectations -unfavorable work shifts, but some like irregular hours - unemployment and new job opportunities have little effect on turnover rates - quality of supervision = #1 one cause of turnover in hospitality industry - ineffective communication is 2nd pg 413
Preventive Discipline
- place disciplinary emphasis on recognizing and reinforcing good performance rather than punishing bad performances
Impact of Diversity on Turnover
- recognize cultural and other differences among today's diverse work force - review company policies and attitudes in order to retain certain groups of workers - diversity is not only concerned with culture Establish open communication with everyone in their diverse work force • Don't stereotype • Payoff can be great: • higher productivity, better service, fewer guest complaints, lower labor costs, and greater profitability. • Failure to do so can • certainly result in unwanted turnover
Equity Theory
- relates to whether an employee believes he or she is being fairly treated in comparison to another person perceived as being in a similar position. This theory is based on the assumption that all employees ask two questions about their work: - What do I receive in return for what I give? - What do others receive in return for what they give ? pg 269
How to lower turnover, Retention Programs Short term, Yield immediate results
- surface the organization's culture - find out why employees leave - find out why employees stay - ask employees what they want - give employees a voice - make managers aware of their biases - make managers aware of their biases - develop recruiting programs that meet the company's needs - develop orientation programs that reflect the orgs culture - take interviewing seriously - take managing turnover seriously
Guest Appraisals
-Managers may think that guest appraisals are the best method of employee evaluation, since the goal is guest satisfaction -help determine training needs -collecting accurate info is difficault
Exit Interviews
-interviews conducted with employees who leave an organization for any reason, not just because they've been discharged - third party conducts to be most effective - least effective: immediate supervisors conduct them - final week of employment - anonymity - probe for the real reasons employees are leaving - schedule a follow up interview one-three months after the employee leaves - close with guarantees of confidentiality
How often should employers conduct performance evaluations?
-once or twice a year is far too infrequent for performance appraisals, but this is the norm -December 24, most popular time -problem with annual and semi-annual relate to appraiser's ability to remember events and behaviors that occurred as long as twelve months ago -minimize but not eliminate problem by keeping notes - give feedback as frequent as possible - appraisals most effective when used often - don't stagger, do all of them at the same time -most hospitality industry uses annual reviews
According to your textbook, how long does a worker have to be employed by a company in order to qualify for a leave under the Family Medical Leave Act (FMLA)?
1 year
• The EEOC has three principal roles:
1.Overseeing the administration of existing EEO laws/regulations, and referring violation charges to state or local EEO agencies. 2. Issuing guidelines for Title VII compliance. 3.Gathering information for analyzing patterns of compliance and discrimination in the United States.
The Family Medical Leave Act (FMLA) provides employees which benefit:
12 weeks of unpaid leave during a 12-month period
Right to work States
24, Florida is one
Union organizers are circulating authorization cards among employees in hopes of forcing an election. How many employees must sign authorization cards in favor of a single union to force an election?
30 percent
In University Awesome, professors are required to only be at their office for two hours per day on three days a week. Other than that, professors can work from home. This is an example of (please select the closest one):
A hybrid system for telecommuting
Performance Evaluations
A periodic review and evaluation of an individual's job performance
Employment Discrimination
A protected class is a group of individuals that are afforded protection under a specific law. For example, the Age in Employment Discrimination Act (ADEA) protects individuals 40 and over from employment discrimination. Who is not protected? Those individuals that are 39 years or younger. Consequently, a person 50 years of age that feels he or she was discriminated may pursue legal action based on ADEA. However, a person 25 years of age that feels he or she was discriminated for being too young, has no course of action within this law. Similarly, other laws protect specific individuals. Please be cautious not to add any others you think might be covered, as these laws are very specific on who they cover (and by extension who they don't).
Paul is a new CEO of a company. A few days after he joins, he announces plans to modify the organizational structure, expand the product line internationally, and establish a new incentive program. He makes an impassioned speech asking for the employee's support, as the company undergoes a major turnaround. Based on this, Paul is most likely:
A transformational leader
This law protects individuals with disabilities:
ADA
Pre-employment test
Abilitiy: Cognitive, Physical and motor abilities, work sample tests - personality Polygraph Protection Act - prohibits use of polygraphs for most employee screening (85%)
Acquired needs theory
Accordingly, individuals are motivated by three different needs: Achievement Affiliation Power Different individual have varying needs of each need.
Needs Assessments
Advisory committee • Job specifications • Measure job performance • Attitude surveys • Performance appraisals • Work sampling • Skill tests • Guest feedback • Questionnaires • Exit interviews • Critical incidents
The use of aural and visual stimuli through the mobilization of employee's capacities, is known as:
Aesthetic Labor
Sally is a college senior who is part of a sorority. When she graduates she aspires to work in public relations. According to McClelland's Acquired Needs Theory, Sally is likely to be high in her nee for:
Affiliation
Many employers misunderstand the nature of affirmative action and confuse it with EEO legislation. Which of the following statements about affirmative action is true?
Affirmative action programs attempt to overcome past discriminatory practices.
The Civil Service Reform Act (1978)
After government employees gained the right to organize and bargain collectively (1962), their legal rights were further defined by the passage of the Civil Service Reform Act, which: • Established the Federal Labor Relations Authority to administer the act. • Restricted the issues that management and labor could bargain over. • Established binding arbitration to resolve disputes. • Prohibited strikes by government employees
When can an employer require a background search?
After the final interview
Open-Door Appeals Process
Allows employees to appeal to any manager in the organization, regardless of his or her position.
Feedback
Amount of information the employee receives about their performance
Fair Labor Standards Act (FLSA)
Applies to employers with at least $500,000/year of revenue • Regulates several aspects of compensation in the U.S. • Discourages child labor • Regulates minimum wage • Regulates over-time pay (1.5 X wage; over 40 hrs/week)
Self-Appraisal
Appraisals more productive if workers are given the chance to self-evaluate. - good basis for establishing goals and objectives, especially for training and development -tend to be less critical - can be inflated by self-serving bias
Sexual Orientation and Identity
At the present time, Federal Law does not prohibit discrimination on the basis of sexual orientation or gender identity. Nevertheless, several states such as New York, Colorado, Illinois, and California, have enacted laws that protect employees from employment discrimination based on their sexual orientation. There are federal laws that protect against workplace discrimination based on race, sex, national origin, age, religion, pregnancy status, and disability. Unfortunately, there is currently no federal statute prohibiting private sector sexual orientation discrimination in the workplace. However, if you work for the federal government, you are protected from sexual orientation discrimination
What is an example that may signal a training need?
Attitude survey Complaints Accidents
Exempt employees should be paid overtime.
False
One advantage of internal recruiting is that it promotes inbreeding or slows the flow of new ideas into the company.
False
Bona Fide Occupational Qualification
BFOQ - A legitimate reason why an employer can discriminate against an employee Discrimination is not unlawful if it is based on the need to hire certain types of people for specific jobs May be used for sex, religion, national origin
THE TAFT-HARTLEY ACT (1947)
Balance the power between unions and employers Attempted to give employers legal protections against unions Elections could be held for de-certifying unions In the case of a national emergency, the government can disband a strike Prohibits/Outlaws closed shops • Unions cannot require union membership as a precondition of employment • They can require employees to join the union after a period of time (security agreements) • union shops
One type of compensation is called "indirect compensation." Indirect compensation generally includes:
Benefits
Big Five factor model
Big Five put some of the most important traits from all of these theories into five important factors that will likely predict behavior. Conscientiousness Agreeableness Neuroticism (also known as emotional stability) Openness to experience Extroversion
U.S. states, including the District of Columbia, have active laws that prohibit sexual orientation discrimination in both private and public workplaces.
California Colorado Connecticut Hawaii Illinois Iowa Maine Maryland Massachusetts Minnesota Nevada New Hampshire New Jersey New Mexico New York Oregon Rhode Island Vermont Washington Wisconsin
Telecommuting in the workplace
Complete ability to work from home
Training for Managers
Conference training is essentially one-on-one discussion between the trainer and trainee. • Behavioral modeling gives participants the chance to see how a model acts in a certain situation, rather than just instruction. • Training the trainer entails teaching managers or other employees who have knowledge and expertise how to train other members of an organization. Case study training involves detailing a series of events, real or hypothetical, that take place in a business environment. Training for Managers • In-basket training presents participants with a wide array of problems similar to those found in their in-basket at work; the goal is to train participants to identify which issues require the most immediate response, to delegate, and to multi-task.
According to the textbook, the hospitality industry has struggled with various areas of discrimination. Which of the following is not one of them (which statement is not true):
Constant discrimination with regards to offering training opportunities
Recruiting companies can conduct a credit reference check without obtaining permission from the applicant.
False
A person's sexual orientation in an employment setting is protected by federal law
False
Work diary or log
Diary or anecdotal record maintained by the employee Frequency and timing of tasks are recorded over an extended period of time Logs are analyzed to determine duties and responsibilities
A strategy whereby a company seeks to create a unique product and obtain a price premium because of such distinction is:
Differentiation
Observation
Direct observation of employees performing the tasks of a job-Observations are analyzed to determine required knowledge, skills and abilities
Paired Comparison
Directly comparing employees to each other on each job criterion. Count number of times an employee's name appears on the left side of the ranking chart. The employee whose name appears most often is ranked highest. Simple, Alternative, and Paired ranking clearly identify the most valuable and least valuable employees on staff. These methods cannot determine why one employee is more valuable than another, or how much more valuable one employee is than another to an organization.
Open ended questions
Elicits additional responses from the candidate
Which of the following statements about a Human Resource Information System (HRIS) is true?
Employees have the right to review and copy information about them stored in an HRIS.
An employer can discharge an employee at any time for whatever reason. This doctrine is known as:
Employment-at-will
Which agency enforces the EEO (Title VII of the Civil Rights Act)?
Equal Employment Opportunity Commission
TAFT-HARTLEY ACT (1947) Cont.
Establishes the rights of states to enact right-to-work laws. • It does not mean the unions are forbidden in these states • Ban unions shops and maintenance of membership (prohibits union security agreements) • Can's exclude non-union workers or require employees to pay a fee to unions • Workers are able to work for a living without being compelled to belong to a union as a condition of employment Union Shop - All employees must form part of the union after 30 days In right-to-work states, it's illegal
Four categories of exempt employees under the FLSA
Executive, Administrative, Outside Sales, Professional
All of the following are typical job analysis techniques except
Experiments
Autonomy
Extent of individual freedom and discretion in work scheduling, decision making, and work methods
All of the following are characteristics of a transformational leader, except:
Extroversion
Which of the following is not part of the "Big Five" personality traits:
Extroversion *Intuition* Conscientiousness Openness to experience
Interview
Face-to-face interview with the employee about knowledge, skills and abilities needed to perform the job
A company asks that all employees wear a blue shirt and black pants to work. According to the HR 360 video on dress codes, this action would qualify as a uniform
False
Work Visas
Foreign nationals with extraordinary ability in Sciences, Arts, Education, Business or Athletics (O visas) International cultural exchange visitors (Q visas) Intra-company transferees (L visas) Performing athletes, artists, entertainers (P visas) Specialty occupations in fields requiring highly specialized knowledge (H-1B) Temporary agricultural workers (H-2A) Temporary workers performing other services or labor of a temporary or seasonal nature (H-2B) Crewmembers (D visa) Foreign Media, Press, and Radio (I visa) Religious Workers (R visa) Treaty Traders & Treaty Investors (E visa) Training in a program not primarily for employment (H-3)
General Summary and Essential Functions
General Summary ◦ It's like the "abstract" of the job. In a few sentences, describe the job Essential Functions ◦ Essential tasks, duties and responsibilities ◦ What the person does?
Which of the following describes what the organization aspires to accomplish in terms of its profitability, market share, product quality, or talent acquisition?
Goals and Objectives
Voluntary Benefits
Group life insurance coverage, group health innsurance
Performance Appraisals
Helps identify individual employees in need of training pg 191
4 types of appeals
Hierarchical, open-door, peer review, ombudsman
Ana is constantly sending E-Mails to workers with inappropriate pictures and constantly makes off-colored jokes in the office. Which type of sexual harassment is this?
Hostile Environment
Administering discipline, three approaches
Hot stove approach, progressive discipline, preventive discipline
Which is part of a Job Description?
Identification Essential Functions and Duties Job Specification *all the above*
Strategies Based on Productivity
If a business seeks to be more productive a company can: make workers more effective using equipment, replace workers with equipment, outsource, help workers improve the way they work via training, standard operating procedures, and others, redesign the way in which work is done via job analysis, and organizational restructuring.
Task Significance
Impact the job has on other people
Training for Nonmanagers
In on-the-job training (OJT), typically one employee asks another to teach him or her some desired skill. • Job instruction training (JIT) requires trainees to proceed through a series of steps in a sequential pattern. • Lecturing, the most common form of off-the-job training, is the oral presentation of information to an audience. • Coaching/mentoring consists of encouraging protégés' skill and leadership development rather than simply making sure employees know how to do their immediate job tasks. • Programmed instruction enables trainees to learn at their own pace.
Which of the following methods of collecting job analysis information is most likely to be influenced by the Heisenberg Effect?
Interviews
The process that leads to the writing of a job description is known as:
Job Analysis
Which of the following managerial tools summarizes the duties, responsibilities, working conditions, and activities of a specific job?
Job Descriptions
Adding responsibility for planning, organizing, controlling and evaluating the job is known as:
Job Enrichment
Which of the following job design techniques requires cross-training employees?
Job Rotation
The process that leads to the writing of a job description is known as:
Job analysis
Mary applied for the position of room attendant at Megahotels. She has experience as a room attendant and has good references. Mary was not hired for the position. When she asked why she was not hired, Mary heard this from the housekeeping manager: "You indicated on your application that you had a bad back. We are afraid that you might hurt your back while on the job and then take disability leave. We just can't take the chance." Has Mary been discriminated against under the ADA? Why or why not?
Mary S. has a good case. The possibility of future injury is not enough to prevent hiring applicants unless the applicants represent a threat to the safety of others, and Mary does not. In addition, this company cannot require applicants to list disabilities on applications.
Broadening a job to include additional tasks requiring similar skills and abilities is referred to as:
Job enlargement
Training for All Employee Levels
Job rotation involves moving trainees from one job to another. • Role-playing allows participants to experience what it feels like to work in a real or exaggerated work situation. • Vestibule training, or simulation, involves the virtual duplication of the work environment in an off-site setting. • Business games are another form of simulation through which participants learn how to deal with a variety of issues in a mock business environment. • Sensitivity training helps participants become aware of their own behaviors and of their behaviors toward others. Basic skills training in areas such as reading, writing, etc., can be worthwhile to an employer considering the cost of lost productivity due to employees' lack of basic skills. • Team training can help participants to become more cooperative and team-oriented. • Diversity training can help participants to become more sensitive to their coworkers' needs and to treat guests more respectfully.
The part of the job description that outlines the skills knowledge and abilities necessary is known as:
Job specifications
The section of the job descriptions that outlines the skills, knowledge, and abilities (SKA's) necessary to perform a job is known as:
Job specifications
Identification
Job title Job code Pay grade Exempt/Non-Exempt Status EEOC Classification
Kristen has worked full-time for her employer for the last two years. She becomes pregnant and goes on maternity leave for six weeks. However, she'd like to spend more time taking care of her newborn child. Which of the following do you think is her best option:
Kristen can use the Family Medical Leave Act to spend some extra time at home
Which of the following topics will NOT be of the interest of a researcher in the field of organizational behavior.
Labor Law
Discriminating against an employee based on a personality test is:
Legal
Justin is a Restaurant Manager and has worked for his employer for the last four years. He has received stellar performance reviews and currently earns a salary of $54,000 / year. Christina is a new Restaurant Manager for the same company. She is offered a starting salary of $45,000 / year. One day, Christina finds out that Justin makes significantly more money than she does. She thinks her rights have been violated under the Equal Pay Act. The employer's action to pay Justin more than Christina, will likely be:
Legal
A woman works for a company where her essential functions entail answering phone calls, which she must do 100 times a day. After a car accident, the woman develops panic attack syndrome and panics each time the phone rings. She is no longer able to perform the key job function as indicated in the job description. No reasonable accommodation can be made for her to perform the essential job functions in this situation. Her company dismisses her. This action (i.e., dismissal) would be:
Legal, as she cannot perform an essential job function
A female worker in a business started wearing a large (two-inch wide) button with the words "stop abortion and "they are forgetting someone" and a picture of an unborn fetus on it. She vowed to vow to wear it until abortion laws were changed. Co-workers stared complaining stating that she was hard to work with, was always politically motivated and espousing her beliefs, and that her performance had suffered since she started wearing the button. The boss have the employee three choices: a) don't wear the button at work, 2) cover it while with others, or 3) wear a different button with the same message but no picture of a fetus. She refused to comply and was terminated. She sued claimed that her manager infringed on her religious beliefs. This action would be:
Legal, as the company's options were enough reasonable accommodation
A female wants to work at a spa. The only position available is that of Attendant for the male locker's room. The hiring manager denies employment because it's a Bona fide occupational qualification (BFOQ). This action is:
Legal. It is indeed a BFOQ
A female wants to work at a spa. The only position available is that of Attendant for the male locker's room. The hiring manager denies employment because it's a Bona fide occupational qualification (BFOQ). This action is:
Legal. It is indeed a BFOQ.
Job Duties
Lists tasks and responsibilities associated with the job.
Is turnover always unwanted?
Loss of undesirable employees
Past anchoring errors
Managers tend to rate employee performance similar to previous ratings
Central Tendency errors
Many managers tend to rate everyone, regardless of their performance, near midpoint on a scale pg 226
Salary Reduction Plans/401(k)
Many retirement accounts offer a tax benefit in the current year. By placing money into a retirement account such as a 401k, or 403b: • A) You reduce your tax liability in the current year • For Example, if your income is $50,000 and you place $3,000 into a 401k-type plan, you will pay taxes on only $47,000 this year • B) You benefit from any match given by your employer (i.e. free money) • C) Money grows tax deferred. In other words, each year your money gains interests, dividends, etc and you pay no taxes • D) At retirement you pay taxes on the money you withdraw • E) Penalties exist if you withdraw money before you're 59 ½
According to the class presentation, do most researchers agree that turnover is more related to internal causes (within a company) than to external causes?
Most researchers agree that turnover is more related to internal causes (within a company) than to external causes.
All of the following are obligations of the employer under the Pregnancy Discrimination Act (PDA) except:
Must offer 6-week maternity leave
Hank is applying for a promotion at work. He is openly gay and he believes this is the reason why he is denied such a promotion. Under federal law, does Hank have a case for discrimination?
No, his discrimination was not illega
An applicant charges that your company has failed to comply with provisions of the ADA because you discriminated against him for a room attendant position. Selection criteria for this position stipulated that an applicant must be able to successfully make beds, wash out sinks and bathtubs, and vacuum floors. The applicant believes that the employer is required to rewrite the job description so that some parts of this job, which are not actually essential functions, can be performed by others. Is he correct? Why or why not?
No. If properly identified in a job description, these activities would be considered essential functions of the job. Also, the ADA does not require you to hire a "shadow employee" to help employees perform essential functions of their job.
Megahotels has established a policy of hiring disabled people over nondisabled people in order to correct past practices that discriminated against the disabled. Is this legal under the ADA? Why or why not?
No. Private sector employers cannot establish such policies because they discriminate against people without disabilities. This practice would be considered reverse discrimination.
In the video "Be strategic with your workforce", the author contrast the business and Human Resource strategies of two retailers. These retailers are:
Nordstorm and WalMart
Based on your understanding of strategic management terminologies, the overarching purpose of an organization should be:
Objective Goal Vision *none of the above the answer is mission*
Goals and Objectives
Once a business knows what it's mission is, the next step is to develop specific (and actionable) goals that will help the business succeed. These goals might be short term (less than two years) or long terms (three to five years). A goal / objective might be a statement about what the organization aspires to accomplish in terms of its profitability, market share, product quality, or talent acquisition.
Equal Employment Opportunity (EEO)
One of the most important pieces of legislation is Title VII of the Civil Rights Act (1964, amended in1972 & 1991) - Equal Employment Opportunity Act It ensures fair employment standards and deems certain forms of employment discrimination illegal
Third Party Reference Checks
Outside agencies conduct reference checs
Hostile environment
People make off-color comments/jokes, have suggestive pictures, and others that create a hostile environment
Recency Errors
People tend to remember recent things over those that occurred earlier
Which one of the following is not one of the four methods to evaluate training?
Perception
Peter feels he needs no assistance with major life activities such as caring for himself and working. He does not regard himself as having a disability, but his supervisors regard him as having a disability. They often offer him help that he doesn't need. According to the Americans with Disabilities Act:
Peter does not have a disability, because he does not need help with major life activities.
Maslow's needs hierarchy
Physiological - need for food, water Security - need to be protected from danger Belonging / Affiliation - need to feel accepted; social needs Esteem - need to feel acknowledged; important Self-Actualization - need to feel that you have contributed to the world
Which one is NOT one of the needs proposed by Maslow:
Power
Semi-Structured Interviews
Preparing or planning the issues to be explored but allowing for flexibility during the process. "Cone" approach, prepares very broad questions that relate to specific important issues.
Equal Employment Opportunity (EEO) covered:
Private employers with 15 persons or more All educational institutions State and local governments Labor unions with 15 employees or more
Equal Employment Opportunity (EEO) defined
Prohibits discrimination in hiring, compensation, and terms, and conditions of employment based on: Race Religion Color Sex National Origin
Americans with Disabilities Act (ADA) (1990)
Protects most forms of disability A violation is not dependent on employer's intention of discrimination, but awareness Key controversy: who is disabled? "a physical or mental impairment that substantially limits one or more major life activities of such individual" "Major life activities" involves such things as self-care, basic bodily functions, seeing, walking, and communicating. "a record of such an impairment" and "being regarded as having such an impairment Individual must perform essential job functions Requires employers to make reasonable accommodation for qualified individuals Most accommodations are inexpensive
Landrum-Griffin Act, also known as "Labor-Management Reporting and Disclosure Act
Provides for a "Bill of Rights" for union members. • Provides for union elections once every five years for national and international unions. • Requires unions to submit bylaws and constitutions to the U.S. Department of Labor • Requires unions to file for elections within one month of organizational or recognitional picketing and to refrain from such picketing for 12 months if a vote goes against the union. • Establishes the right of unions to picket but not to keep employees from going to work if they want to cross picket lines. • Regulates financial transactions involving union funds - submit annual financial reports to the Department of Labor to review.
Which of the following is not a disadvantage of internal recruiting?
Provides managers with an assessment of potential promotions
Open-ended questionnaire
Questionnaires filled out by employees and managers asking about the knowledge, skills and abilities necessary to perform the job- Answers are combined to form a list of job requirements.
Highly structured questionnaire
Questionnaires that allow specific responses to determine the frequency, importance, and the skills required for tasks
Structured Interviews
Questions re prepared in advance and are asked in the same way and at the same time during the interview. Comparable answers, reliable and valid information.
Waitresses wanted. Seeking servers (under 50 years old) to work full time. Must work all holidays and weekends. Pay depends on experience." A company posting this advertisement could be rightfully accused of any of the following types of illegal discrimination in advertising except:
Racial Discrimination
Behaviorally Anchored Rating Scales (BARS)
Rate employees on a scaled continuum. Rate specific actions or dimensions of an employee's work based on critical incidents. Relies less on an appraiser's opinion of what is good and what is bad than other methods do. Weakness: the amount of time and the expense required to develop the system
Two weeks before his performance appraisal, John successfully resolved a service complaint involving one of the company's most important clients. Although John's job performance is usually average and sometimes poor, his manager gave him a glowing performance appraisal. Which of the following best describes the type of error that the manager made in appraising John's performance?
Recency Error
Replacement Costs
Recruiting new employees: advertising, pre-employment screening, interviews, testing, staff meetings to discuss applicants, travel expense for applicants, moving expense for some applicants, medical exams, and other costs.
Progressive Discipline
Relies on a clear and complete definition of behaviors that will be penalized and the type of disciplinary action that will be meted out for each infraction. -give orderliness to operation
Forced Distribution
Relies on the assumption that, under normal circumstances, the final rankings of all employees would conform statistically to a bell shaped curve. 5% employees are exceptional, 10% are outstanding, 15% are above average, 40% are average, 15% below average, 10% are poor, 5% very poor. Eliminates some leniency and severity problems by creating a central tendency. Result in dissatisfaction who are on the low end of the curve.
Worker Adjustment and Retraining Notification Act (1991)
Requires employers to give employees 60 days' notice of closings or mass layoffs. • Covers employers with ___ or more full-time employees or __ or more full- and part-time employees working a total of at least ____hours per week. • Can be triggered by the sale of a business if it leads to layoffs.
Peer Review Appeals Process
Requires that committees of employees and managers hear appeals and issue final rulings, Union Environment
Which of the following is not illegal discrimination under the Pregnancy Discrimination Act of 1978?
Requiring a pregnant employee to perform the duties she normally performs
NORRIS-LAGUARDIA ACT (1932)
Revoked the power of judges to issue injunctions against union strikes
Job Specifications
SKA's (Skills, knowledge, and ability) required Education and experience Physical requirements
Herzberg's Two-Factor Theory classifies human needs into only two types. Which of the following is an example of one of Herzberg's hygiene factors?
Salary
Which of the following statements about the performance appraisal process is false?
Self-appraisals tend to be more critical than appraisals by others.
A type of interview in which you are asked about how you would handle a hypothetical scenario provided in the interview is known as:
Situational Interview
Need Assessment Methods
Skills tests measure an employees ability to perform a certain task in a certain way. Guest feedback is not useful unless it is acquired on a regular basis. Questionnaires are useful in gathering training needs information because they are a cheap and easy way to get a large amount of data. Exit interviews can give managers insight to issues they might not be made aware of otherwise. Critical incident observations require observers to notice and record specific incidents regarding employee performance.
Mandatory Benefits
Social Security, Worker's Compensation, Unemployment Compensation Insurance
Leniency errors
Some managers give more lenient ratings to employees than they deserve
Severity Errors
Some managers give more severe ratings than is normal, reverse is leniency
The Leadership Grid Blake and Mouton
Task Manager - High concern for the task, and low concern for people Impoverished - Low concern for the task, and low concern for people Team Manager - High concern for the task, and high concern for people Country Club Manager - Low concern for the task, and high concern for people
Which of the following analyses aims to identify employees' knowledge, skills, and abilities (KSAs)?
Task and behavior analysis
There are a number of ways in which a union may become certified as the legal representative of employees. Which of the following is not one of these ways?
The NLRB may issue a bargaining order when 20 employees start paying union dues.
Alternative Ranking
The appraiser lists each employee on a separate sheet of paper and then chooses the best first, the worst second, the second best third, the second-worst fourth, and so on until the list is exhausted.
According to the hot stove approach, should the degree of discipline exceed the extent of the infraction? What are the the key points to appropriately use this approach?
The degree of discipline must equal the extent of the infraction pg 425
Skill variety
The extent to which a job requires someone to perform multiple activities
Task identity
The extent to which a worker gets to perform a 'whole' unit of work from start to finish
Equal Employment Opportunity Commission (EEOC)
The federal commission created by the Civil Rights Act of 1964 to establish and monitor employment standards in the U.S.
National Labor Relations Act (Wagner Act of 1935)
The first real effort to prevent mistreatment of employees by management Established the right to form unions Established the right to form strikes Allowed workers to choose a representative (i.e. unions and their leaders) Created the ______ (NLRB) with authority to issue cease and desist orders against employers who refused to abide National Labor Relations Board To enforce the law
Which of the following is not a factor that makes it difficult for HERE to unionize large segments of the hospitality industry?
The majority of hotel and restaurant employees are satisfied with their current employment conditions
HR Planning
The process of analyzing and identifying the need for and availability of Human Resources so that the organization can meet its objectives"
Job enlargement
The process of broadening jobs by adding tasks together. Typically tasks involving similar skills and abilities are combined. Horizontal Job expansions
Performance Evaluation
The process of evaluating how well employees perform their jobs when compared to a set of standards, and then communicating that information to employees A periodic review & assessment of each employee's performance during a given period Feedback given to employees
Strategies Based on Quality
These are strategies that companies can adopt to ensure a high level of quality in the products and services they offer. Some actions needed to adopt such strategy include obtaining good workers via selection systems, establishing clear policies and procedures, improving worker skills to reduce errors, and empowering employees to make decisions.
Mission
When a church group goes to a new location with the purpose of carrying out their message via words and works, they go on a mission trip. In management, a mission refers to the overarching goal for the organization. It's important in that it sets the tone for everything that is done within a firm. The mission of many for-profit companies might include statements about being a leader in the market, delivering returns for their shareholders, being a good corporate citizenship, and offering value products or services for their customers.
Halo effect or Horn effect
When one characteristic of the individual overshadows all other information. This may be positive (halo) or negative (horn)
Inter-rater Reliability
When two or more raters agree on the same rating, inter-rater reliability is high. If one rate rates a food server very high while another rater rates the same server very low, inter-rater reliability is low pg 226
Ombudsman Appeals Process
Widely used in governments and Universities , but not widely accepted in the industry. Ombudsman who investigates complaints or a mediator who listens to both sides
Which of the following is not a protected class under the Equal Employment Opportunity Act (Title VII, Civil Rights act):
Women African-Americans Individuals over 40 NOT THE ANSWER An individual born in a foreign country with legal permission to work in the U.S.
Should you always have a witness when terminating an employee?
Yes • Evaluate situation/incident • Review record card of employee • Call labor relations/human resources • Fill out forms • Find witness • Have witness in office when employee arrives for shift • Call employee in office immediately • Inform of termination, reasons why, and explain next steps • Interoffice forms to human resources • Find a replacement
John is a recovering alcoholic who is currently enrolled in a rehabilitation treatment center. He has applied for a sales position at Megahotels and despite his favorable review by the company, as well as his extended sales experience, Megahotels did not want to hire him because of the anticipated pressure John would receive during the job. Is Megahotels liable under the ADA? Why or why not?
Yes. Recovering alcoholics are clearly covered under the ADA if they are enrolled in a rehabilitation program.
Jennifer is thirty-five and has multiple sclerosis. She has applied for the position of cashier in your food service establishment. Your advertisement for the job reads: 'able-bodied female to perform cashier responsibilities.' You explained to Jennifer that the job requires a great deal of stamina but she insisted on filing an application. Even though Jennifer was among the first applicants, she was not hired. Are you liable under the ADA? Why or why not?"
You are liable. Language in advertising should avoid such terms as "able-bodied." Instead, specific responsibilities could be included; for example, "working long periods of time." This language could represent a bona fide occupational qualification. In addition, you are liable for discrimination in the advertisement for limiting the position to female applicants.
Strategies
You might have heard of the term "divide and conquer": this is a military strategy aimed at defeating the enemy by spreading their troops over a a large geographical space. Just like the military employs various strategies, so too businesses adopt strategy in order to attain it's desired objectives. A strategy might be related to the company's ability to deliver a product at a low price, or to attain the highest quality, or perhaps to innovate. The goals and strategies of the various business divisions and departments should support the overall business strategy.
Job Environment
a description of where the employee works and the surrounding environment
George, a hotel manager, is considering his options for establishing pay structures for the hotel. All of the following are among his options except:
a factor comparison pay system
Quid Pro Quo
a favor or advantage granted or expected in return for something. An employer offers a promotion to someone if they agree to have sex
Unemployment Compensation Insurance
a former employee who is out of work and actively seeking work can receive up to 80 percent of his or her normal pay as long as that employee did not lose his or her job for reasons of misconduct (e.g., downsizing situation).
Training
a process whereby people acquire capabilities to aid in the achievement of organizational goals Training focuses on skills employees need in the short-term to do their jobs.
Job erichment
also called vertical job expansion, responsibilities are added to an employee's job that are not extremely similar to the tasks the employee performs
Calculate Turnover Rate
annual turnover rate= number of terminations / average number of employees x 100
Separation Costs
are incurred directly with the loss of a current employee. Include separation or severance pay and the costs associated with conducting exit interviews, maintaining files, removing names from the payroll, terminating benefits, and paying unemployment taxes
Traditional approaches to discipline:
are reactive in nature.
Which of the following criteria is not likely to help a hospitality organization meet minimum legal requirements in relation to appraising employee performance?
dards should be based on an analysis of job requirements. Final rankings of employees should conform statistically to a bell-shaped curve.
Specific steps must be taken to decertify a union, just as specific steps are required to certify one. Which of the following must take place before a certified union may be decertified?
decertification petition must be filed with the NLRB.
Job specifications
describe the knowledge, skills, and abilities, or KSA, required to perform the job.
Individual Analysis
determines which employees require what types of training • Focuses on identifying the strengths and weaknesses of the employee performing the job • Who needs training? • Entire dept. or individuals • What types of training are required? • What is the motivation to learn? • What is the capability of learning?
Hawthorne Effect
employers perform better when they know they're being watched.
Team building
encourages employees to work well together and to assist one another.
Craft unions and industrial unions are not the same. Workers in craft unions:
essentially have the same skills or perform the same task.
The ADA dramatically affects the way hospitality companies relate to guests and employees. The main effect of the law was to:
extend protected group status to people with disabilities.
You are a human resources management consultant and you are trying to convince a hotel's general manager to be more careful in the way he handles discharges. Your strongest argument would be that:
failure to handle discharges properly could land the employer in court.
transformational leader
is an agent of change, which creates, communicates and models a shared vision and inspires the followers to strive for this vision. while transformational leadership seeks change and transformation in the organization. Intellectual stimulation - this is an encouragement towards creativity, problem solving, and participation Idealized influence - the transformational leader serves as a role model Charisma - Generates excitement Individualized consideration - Caring about others In the late 1970's Burns proposed that leaders should be able to transcend their own self-interest and inspire others to their fullest potential. In the 1980's inspired by the works of Bunrs, organizational researcher Bass decides to further explore this concept of transformational leadership and develop a scale for its measurement
Expectancy Theory
is yet another theory that might apply to the work setting. Accordingly, people exert effort, hoping that such effort will lead to performance and such performance will lead to the desired outcome (s). In light of this, it's important to be able to communicate to trainees that training and development initiatives will help them be better performers, and in turn attain the goals they might have.
When asked, owners and managers of small hospitality businesses might say they know that their employees need training whenever they hear guests complain. The principal advantage of soliciting guest feedback as a means of training needs assessment is that:
it demonstrates a property's commitment to service.
Analyzing the difficulty, frequency, and importance of work activities associated with a particular job is a fundamental aspect of:
job analysis
A training method that involves moving trainees from one job to another is called:
job rotation
A worker complaints to the Equal Employment Opportunity Commission about a possible case of race discrimination. As a consequence, his company gives him the worst shifts. His company's action would be:
llegal, as this would constitute retaliation
Title I of the Americans with Disabilities Act:
makes it unlawful to discriminate against people with disabilities in all employment and employment-related practices.
Which of the following performance appraisal methods can be undermined by managers and employees setting easy-to-achieve goals?
management-by-objectives method
The most significant problem with conducting performance appraisals annually or semi-annually is that:
many appraisers cannot remember events and behaviors that occurred as long as six or twelve months ago.
Hospitality companies have made significant progress in their treatment of women and seniors. The sex imbalance in the industry that companies are still working to correct is that:
men typically supervise women.
In which managerial developmental career stage should the emphasis be on new challenges and objectives?
mid-life/mid-career stage
Some companies choose to call their turnover reduction programs "retention programs," mainly because:
most companies that successfully minimize unwanted turnover begin by referring to the problem in positive terms.
Which of the following types of interview questions encourages job applicants to elaborate on an issue and promotes a comprehensive response?
open-ended questions
Long-term remedies for turnover differ from short-term prescriptions in that long-term remedies focus on:
organizational change.
Training costs
orienting new employees, preparing and printing new employee information, creating or purchasing training materials, and conducting training.
Pregnancy Discrimination Act (1978)
page 17 Must give a reasonable amount of time off (no set amount; though typically is 6 weeks) Employer cannot mandate a given date of maternity Employers can't discriminate on the basis of image Employer does not have to provide insurance if it is not provided in the past If the employer offers insurance, it must cover pregnancy
External equity is a way of determining job worth. External equity relates to:
pay variations among similar properties in a particular market
360-Degree Appraisals
performance ratings of an employee made by multiple individuals with varying relationships to the employee, including supervisors, peers, subordinates, and the employee him- herself. pg 240
The Scanlon plan is a type of group incentive program. Hospitality operations find the Scanlon plan useful because:
person-to-person contact is most important in hospitality, and the plan rewards labor savings.
Pay Strategies
pg 279 Seniority-based pay, merit pay, two-tier wage system, skill-based pay, knowledge-based pay, on cal/sleeper pay, team-based pay
Wrongful Discharge
pg 428 Transfer: used as a method of avoiding a termination or layoff - demotion: if it involves no record of employee wrongdoing - voluntary resignations: if management makes working conditions so bad that employees resigns Wrongful dismissal, also called wrongful termination or wrongful discharge, is a legal phrase, describing a situation in which an employee's contract of employment has been terminated by the employer if the termination breaches one or more terms of the contract of employment, or a statute provision in employment law.
Which of the following training methods allows employees to learn at their own pace?
programmed instruction
National Labor Relations Board (NLRB)
prohibits employers from the following unfair practices: 1. Interfering with or coercing employees to discourage them from forming or joining unions. 2. Attempting to dominate or influence the operation of unions. 3. Discriminating based on union membership or activity. 4. Retaliating against employees who file unfair labor practice charges with the NLRB. 5. Failing to bargain in good faith.
Worker's Compensation
provides compensation for employees who become disabled or who die at work, regardless of who is at fault.
White-collar union membership has increased over the last 30 years. Much of this increase has come from:
public employees and teachers
