Managing Human Capital-C202
Two key ingredients in workforce redeployment
1. Company need 2. Employee talent
survivor syndrome
A condition that can occur when certain employees who survive a downsizing become narrow-minded, self-absorbed, resentful, or risk-averse.
Which situation is an example of poor person-organizational fit?
An employee has the necessary training and skills for a position, but has a different set of values than the employer.
codetermination
Form of corporate governance that requires a typical management board and a supervisory board and that allows management and employees to participate in strategic decision making.
Which aspect of an organization is increased when policies of inclusion are adopted?
Its talent pool
Which aspect of an organization is increased when policies of inclusion are adopted? Its talent pool Its mission statement Its performance metrics Its workplace safety rating
Its talent pool
________ identifies important tasks and working conditions as well as the tools and technologies used on the job. Job analysis Job enrichment Job rotation Job enlargement
Job analysis
________ is a type of horizontal job expansion. Job enlargement Job enrichment Cross-training Job rotation
Job enlargement
critical incidents job analysis technique
Job experts describe stories of good and poor performance to identify desirable and undesirable competencies or behaviors.
essential criteria
Job holder characteristics that are vital to job performance.
desirable criteria
Job holder characteristics that may enhance job success but are not essential to adequate job performance.
Unwanted verbal or physical conduct of a sexual nature that creates a hostile, intimidating, or otherwise offensive working atmosphere is called ________ harassment. · adverse · hostile environment · quid pro quo · desperate
hostile environment
When a supervisor or coworker answers a question or gives feedback, ________ training has occurred. classroom virtual experiential on-the-job
on-the-job
uncertainty avoidance
reflects the degree of anxiety felt in uncertain or unfamiliar situations
secondary boycott
an attempt by labor to convince others to stop doing business with a firm that is the subject of a primary boycott; prohibited by the Taft-Hartley Act
errors of commission
an employee receives an undeserved reward
global mindset
an individual's ability to perceive, appreciate, and empathize with people from other cultures, and to process complex cross-cultural information
job task
an observable unit of work with a beginning and an end
Job ________ is the first step in designing effective staffing, training, and performance management. rotation enlargement enrichment analysis
analysis
Interest Arbitration
arbitration enacted when labor agreements do not yet exist or when one or both parties are seeking to change the agreement
Which of the following is a type of indirect financial compensation? wages total rewards benefits direct financial compensation
benefits
investiture socialization
builds newcomers' self-confidence and reflects senior employees' valuing of newcomers' knowledge and personal characteristics
Jackie believes her manager, Sanford, always tells her coworker, Naji, that his work is great, but criticizes Jackie for turning in similar work. Jackie's allegation is an example of ________
bullying
________ affects employers through higher workers' compensation costs, higher disability insurance rates, and the reputation of being a difficult place in which to work. Functional stress Discrimination Quid pro quo Bullying
bullying
A(n) ________ culture that stifles innovation and risk taking is thought to have contributed to Nokia's declining market share. competitive performance bureaucratic entrepreneurial
bureaucratic
Staffing is the process of planning, acquiring, deploying, and retaining employees that enables the organization to meet its talent needs and execute its ________. executive strategy business strategy management strategy employee strategy
business strategy
what type of competitive strategy determines a businesses place in the market>
business strategy A company's business strategy reflects customer needs, firm goals, and a realistic forecast of what the firm can deliver, and also determines how competitive the company will be in its marketplace.
This level of Kirkpatrick's Training Evaluation Model may require long-term observation of employees and buy in from their supervisors. a. Reaction b. Learning c. Behavior d. Results
c. Behavior
8) Psychological contract is a _____. a. Written contract for employment b. Motivational theory for increasing employee performance c. Mental understanding between employee and employer d. Defense to at-will employment
c. Mental understanding between employee and employer
) Which of the following is NOT true of job analysis? a. The primary outcome is a job description. b. It aligns job requirements with business strategy and competitive advantage. c. The primary purpose is to evaluate new positions. d. It identifies key aspects or a job and worker characteristics needed to succeed in the job.
c. The primary purpose is to evaluate new positions.
multiple hurdles
candidates must receive a passing score on an assessment before being allowed to continue in the selection process
involving employees in a ___management effort can improve their commitment to that change
change
Rolling out a new benefits program is one of the most common ________ managed by HRM. changes concepts strategies theories
changes
Giving a very high score on a performance review based on one great project is called the ________ effect. contrast recency halo horns
halo
Indirect financial compensation includes
health insurance, wellness benefits, paid vacations, and free meals
The system of formal authority in which some employees have a greater amount of formal authority over others is referred to as ________. hierarchy formalization span of control centralization
hierarchy
compensatory approach
high scores on some assessments can compensate for low scores on other assessments
Allowing one disfavored trait or work factor to overwhelm other, more positive performance elements and resulting in an unfairly low overall performance rating is the ________ effect. horns halo contrast recency
horns
Just being sufficiently bothered by the ________ environment created by behavior including whistling, lewd jokes, foul language, pictures, or emails, can fuel a successful lawsuit. · hostile · distressed · desperate · quid pro quo
hostile
ROI (Return on Investment)
((Training Benefits − Training Costs)/Training Costs) × 100
Position Analysis Questionnaire
- A copyrighted, standardized structured job analysis questionnaire.
Policy
- A guiding principle developed by the employer to set direction.
structured job analysis questionnaire
- A list of pre-identified questions designed to analyze a job.
Business process reengineering
- A more radical rethinking and redesign of workflow and business processes to achieve large improvements in speed, service, cost, or quality.
rule
- A statement of what employees may or may not do.
organizational chart
- Diagram illustrating the chain of command and reporting relationships in a company.
organizational citizenship behaviors
- Discretionary behaviors that benefit the organization but are not formally rewarded or required.
evaluative assessment methods
- Evaluate job candidates to identify whom to hire.
task inventory approach
- Job experts generate a list of 50 to 200 tasks that are grouped in categories capturing major work functions.
structured interview technique
- Job experts provide information about the job during a structured interview.
organizational design
- Selecting and managing aspects of organizational structure to facilitate organizational goal accomplishment.
semipassive job seeker
- Someone at least somewhat interested in finding a new job, but who inconsistently looks for one.
Formalization
- The degree to which organizational rules, procedures, and communications are documented.
Procedure
- The explanation of how, or the sequence of steps, to apply company guidelines to accomplish a task.
span of control
- The number of people reporting directly to an individual.
Organizational structure
- The organization's formal system of task, power, and reporting relationships.
Efficiency-oriented recruiting metrics
- Track how efficiently a firm is hiring.
Five Steps to Effective Training
1. conduct a needs assessment 2. develop learning objectives 3. design the training program 4. implement the training 5. evaluate the training
The WARN Act is a federal law requiring employers of ___ or more full-time workers to give employees ____days advance notice of closing or major layoffs.
100; 60
FMLA states that an employee can take ___ for the birth of a child, the adoption of a child, or a serious health condition, or in an urgent matter related to a family member on active duty.
12 workweeks
wagner act passed in
1935
Taft-Hartley Act passed in
1947
FMLA states that employees can take ___ to care for their spouse, son, daughter, or parent with serious injuries if that relative has been or is a military service member.
26 weeks
Fabyola is experiencing unusually high turnover in her department. She is considering what to do keep her employees from leaving. Which of the following is a reasonable option? Select a choice to train her employees in company-specific processes so their skills are more valuable within the company than they are to competitors to create a culture where employees fear the consequences of looking for another job to cut back on incentive pay opportunities and optional benefit offerings until her team can prove their commitment to the company to standardize work schedules and tasks across employees in the department
:to train her employees in company-specific processes so their skills are more valuable within the company than they are to competitors
decertification election - .
An election to determine if a majority of employees want to no longer be represented by a union
open shop
A company with a labor agreement under which union membership cannot be required as a condition of employment.
Strategic Planning
A company's strategic vision, mission, values, and strategy influence the type, quality, and quantity of skills and employees needed.
Labor-Management Reporting and Disclosure Act
A federal law enacted in 1959 that established a system of reporting and checks intended to uncover and prevent fraud and corruption among union officials by regulating internal operating procedures and union matters. Also known as Landrum-Griffin Act.
What is an example of workforce redeployment? A firm laying off employees when closing a key plant facility A production firm assigning a group of employees to the marketing department for ease of payroll A firm assigning a Java IT expert to a new client requesting a Java IT engineer Moving an employee to a new location to satisfy the employee's family needs
A firm assigning a Java IT expert to a new client requesting a Java IT engineer
improshare
A gainsharing program under which bonuses are based on the overall productivity of the work team
What is an example of opportunity bias? A manager gives an employee low performance ratings in order to maintain the employee's incentive to continue trying to improve. A manager gives an employee low performance ratings based on assumptions about the employee's religious and cultural background. A manager gives an employee low performance ratings as a result of a failed project, even though the failure was a result of outside factors. A manager gives an employee low performance ratings after previously having high expectations based on the employee's educational credentials.
A manager gives an employee low performance ratings as a result of a failed project, even though the failure was a result of outside factors.
person specification
A profile of the type of person needed for a job - their skills and qualities.
ability
A stable and enduring capability to perform a variety of tasks (e.g., verbal or mechanical ability)
job analysis
A systematic process used to identify and describe the important aspects of a job and the characteristics a worker needs to perform the job well.
cost of living allowance
An automatic increase in income in order to maintain a constant standard of living
. ________ can include, but is not limited to, provisions for nondiscriminatory recruitment, training, and promotion. · Affirmative action awareness · A diversity action plan · An affirmative action plan · Diversity awareness
An affirmative action plan
Taft-Hartley Act
Act passed in 1947 that put increased restrictions on labor unions. Also, it allowed states to pass "right to work" laws: prohibited "union" shop (= workers must join union after being hired). It also prohibited secondary boycotts and established that the President has power to issue injections in strikes that endangered national health & safety ("cooling off" period)
Railway Labor Act
Act that originally provided railroad employees the right to organize and bargain collectively; now covers both railroad and airline employees
human resource planning
Aligning the organization's human resources to effectively and efficiently accomplish the organization's strategic goals.
Taft-Hartley Act (1947)
Also called the Labor Management Relations Act. This act was Congress' response to the abuse of power. Outlawed closed shops; prohibited unions' unfair labor practices, and forced unions to bargain in good faith.
________ rewards include a personal thank-you note, a preferred parking space, a unique award, or some form of personal acknowledgment from management. Extrinsic Intrinsic Alternative Recognition
Alternative
training gamification
Applying gaming designs and concepts to training to make it more engaging for the learner and increase learning and performance outcomes.
Whitney was asked to explain the turnover in her team last month. She'd like to start with an example of functional turnover. Which example should she use? Select a choice: Ashton quit because he didn't want to do what was requested on his performance improvement plan. Darla was a top performer who left for a higher-paying job at another company. Trevor received an average rating on his most recent evaluation and resigned without giving a reason. Kaia was a lateral transfer to another team.
Ashton quit because he didn't want to do what was requested on his performance improvement plan.
Situational interviews
Ask how the candidate might react to hypothetical situations
problem-focused coping
Attempting to alleviate stress directly by changing the stressor or the way we interact with that stressor.
anticipatory socialization
Before entering the organization, interacting with company representatives (e.g., recruiters or managers) develops new hires' expectations about the company and the job. The effectiveness of the anticipatory stage is enhanced when all employees who interact with recruits consistently reinforce the company's expectations of employees.
Scientific Management
Breaks work down into its simplest elements and then systematically improves the worker's performance on each element.
three types of learning objectives:
Cognitive: To increase some type of knowledge (e.g., knowledge of accounting practices). Affective: To change an attitude, relationship, or appreciation (e.g., diversity and inclusion training). Psychomotor: To build a physical skill (e.g., driver's education or dancing lessons).
broadbanding
Combining several salary grades or job classifications with narrow pay ranges into one band with a wider salary spread.
gap analysis
Comparing labor supply and demand forecasts to identify future talent needs.
Place the steps of progressive discipline in order from first (1) to last (4). Written warning Counseling Suspension without pay Termination
Counseling, Written warning, Suspension without pay, Termination
typical progressive discipline steps are:
Counseling, written warning, suspension without pay, and then termination
rights arbitration
Covers disputes over the interpretation of an existing contract and is often used in settling grievances.
punishment
Creating negative outcomes to decrease the likelihood of a behavior (such as cutting the work hours of employees not using the training on the job).esponse less likely to happen again
centralization
Degree to which decision-making authority is restricted to higher levels of management in an organization.
What are two uses of a job analysis?
Developing a recruiting plan and designing a compensation plan for a particular job
5 key learning preferences:
Discovery learning: A preference for exploration during learning. Discovery learners prefer subjective assessments, interactional activities, informational methods, and active-reflective activities. Experiential learning: A desire for hands-on approaches to instruction. Experiential learners tend to prefer active learning activities. Observational learning: A preference for external stimuli such as demonstrations and diagrams to help facilitate learning. Observational learners tend to prefer informational and active-reflective methods. Structured learning: A preference for processing strategies such as taking notes, writing down task steps, and so forth. Structured learning is related to preferences for subjective assessments. Group learning: A preference to work with others while learning. Group learning is related to preferences for action and interactional learning.
multicrafting
Employees gain proficiency in two or more trades.
__________ training involves role playing, action learning, and other techniques designed to give learners experience doing the desired tasks or behaviors, rather than just learning about them. On-the-job Virtual Experiential Classroom
Experiential
Which type of training includes both role-playing and action learning?
Experiential training
job elements job analysis method
Expert brainstorming sessions that identify the characteristics of successful workers. (normally used in industrial and lesser skilled jobs)
________ motivation comes from trying to earn a performance bonus. Stimulus Extrinsic Incentive Intrinsic
Extrinsic
FOSA+ (writing an effective performance improvement plan)
F Facts that define the problem, including the company's expectations. O Objectives that help the employee understand how to resolve the problem. S Solutions that can help the employee strategize how to reach the objectives. A Actions that will be taken if the problem is not corrected. + Plus your overall efforts and support to help the employee succeed.
The ________ established both minimum-wage and overtime rules. · Equal Pay Act of 1963 · National Labor Relations Act of 1935 · Fair Labor Standards Act of 1938 · Worker Adjustment and Retraining Notification Act of 1988
Fair Labor Standards Act of 1938
Which characteristic of an employee should human resource management focus on to enhance organizational culture?
Fit within an organization
Which factor may increase a company's voluntary turnover?
Good economic environment
works councils
Groups that represent employees, generally on a local or firm level; primary purpose is to receive from employers and to convey to employees information that might affect the workforce and the health of the enterprise.
Weingarten rights -
Guarantee employees the right to union representation during investigatory interviews by the employer.
_________are responsible for managing organizational change, including business expansion, restructuring, and downsizing.
HRM professionals
What is affective commitment?
Having a positive emotional attachment to the organization and strong identification with its values and goals
three most common types of insurance offered as employee benefits are:
Health, life, and disability insurance
Kirkpatrick - Reaction
How did participants react to the program? Participant feedback forms are usually used to assess reactions.
Kirkpatrick: Results
How did the organization benefit from the training? CarMax frequently evaluates whether the training, skills, and behaviors it thinks drive successful performance really do
What determines whether stress is functional or dysfunctional?
How manageable it is and the emotions it causes
Task Statement
Identify in specific behavioral terms the regular duties and responsibilities of a position.
Sourcing
Identifying qualified individuals and labor markets from which to recruit.
What are two physical changes that can be made to prevent workplace violence? Choose 2 answers Adding more windows Implementing key card access Putting in silent alarms Updating computer systems
Implementing key card access Putting in silent alarms
aptitude-treatment interaction
Interaction of individual differences in learning with particular teaching methods.
How does a safe workplace positively relate to employee motivation and engagement?
It encourages an environment for high employee production performance.
How does effective human resource management improve organizational performance?
It enhances a company's ability to cope with growth and change.
During which level of Kirkpatrick's training evaluation might participants take a test on the training materials?
Learning
talent inventory
Manual or computerized records of employees' relevant characteristics, experiences, and competencies.
The ________ prohibits retaliation against employees seeking to unionize. · National Labor Relations Act of 1935 · Fair Labor Standards Act of 1938 · Worker Adjustment and Retraining Notification Act of 1988 · Equal Pay Act of 1963
National Labor Relations Act of 1935
Many ________ patterns that undermine wellness involve immediate benefits and delayed costs. engagement behavioral health performance
behavioral
Point-factor method
Most commonly used method of job evaluation; it involves using specific factors to evaluate job worth
Kirkpatrick's training evaluation model
Most well known and frequently used model for assessing training effectiveness. reaction, learning, behavior, results
The Wagner Act is also called the ________. National Labor Relations Act of 1935 National Labor Relations Act of 1947 Railway Labor Act Labor Management Reporting and Disclosure Act of 1959
National Labor Relations Act of 1935
what should employees change in order to support an organizational change effort?
behaviors and goals
Before the ________, employers could spy on, punish, interrogate, and terminate employment of union members without just cause. National Labor Relations Act of 1935 (Wagner Act) National Labor Relations Act of 1947 Labor Management Reporting and Disclosure Act of 1959 Railway Labor Act
National Labor Relations Act of 1935 (Wagner Act)
The ________ guarantees the right of nonmanagerial employees of firms engaged in interstate commerce to join unions and bargain collectively. Labor Management Reporting and Disclosure Act of 1959 National Labor Relations Act of 1935 (Wagner Act) Railway Labor Act National Labor Relations Act of 1947
National Labor Relations Act of 1935 (Wagner Act)
accomodating
Neglecting one's own concerns to satisfy the concerns of the other person.
avoiding
Not immediately pursuing one's own concerns or those of the other person and not addressing the conflict
Job Characteristics Model
Objective job characteristics, including skill variety, task identity, task significance, autonomy, and task feedback, lead to job satisfaction for people with a high growth need strength.
Which organization advocates that a well-written and implemented workplace violence prevention program can reduce the incidence of workplace violence in all workplaces?
Occupational Safety and Health Administration (OSHA)
________ training typically relies on both verbal and written instructions, observation, imitation, and practice. Virtual On-the-job Experiential Classroom
On-the-job
Why might human resource managers place limited importance on distributive fairness in the hiring process?
Only those hired tend to appreciate the outcomes of the process.
Resource Dependency Theory
Organizations rely on resources that are held by other groups
knowledge
Organized factual or procedural information that can be applied to perform a task.
Another name for merit pay is _____:
Pay for performance
________ reward employees based on some specific measure of their performance. Fixed-pay plans Variable pay plans Spot awards Pay-for-performance programs
Pay-for-performance programs
Policy or Procedure: Employees should avoid using language that could be interpreted as discriminatory.
Policy
Policy or Procedure: The company advocates, in all operational aspects, for diversity of experience, background, and culture to support innovation, workplace environment, employees, customers, and stakeholders.
Policy
A performance review typically follows three steps:
Preparation, communication, and follow through.
Policy or Procedure: Employees wishing to take time off should give prior written notice to their supervisors.
Procedure
Policy or Procedure: To receive reimbursement, employees need to submit receipts from travel and dining.
Procedure
The ________ tries to substitute bargaining, arbitration, and mediation for strikes in resolving labor disputes. Railway Labor Act Labor Management Reporting and Disclosure Act of 1959 National Labor Relations Act of 1947 National Labor Relations Act of 1935 (Wagner Act)
Railway Labor Act
________ rewards are often used to reward specific achievements like safety or wellness behaviors. Intrinsic Extrinsic Recognition Alternative
Recognition
Interactional fairness
Reflects perceptions of the degree of respect and the quality of the interpersonal treatment received during the decision-making process
Judgemental Forecasting
Relying on the expertise of people in the organization to predict a firm's future employment needs.
extinction
Removal of any positive or negative reinforcement following the occurrence of the behavior to be extinguished decreases the likelihood of that behavior (such as no longer laughing at a coworker's efforts to not apply what was learned in training).
Which request might be asked during a case interview?
Show which skills you have that will best benefit this company's goals and mission
psychomotor test
Tests that measure dexterity, hand-eye coordination, arm-hand steadiness, and other factors.
skill
The ability to use some sort of knowledge in performing a physical task; often refers to psychomotor activities.
mission
The basic purpose of the organization as well as its scope of operations
Case interviews
The candidate is given a business situation, challenge, or problem and asked to present a well-thought-out solution
compensable factors
The characteristics of jobs that an organization values and chooses to pay for.
person-organization fit
The degree to which a person's values, personality, goals, and other characteristics match those of the organization.
division of labor
The degree to which employees specialize.
What is a psychological contract in the workplace?
The hidden expectations and promises between an employer and an employee
Distributive fairness
The perceived fairness of the outcomes received
Procedural fairness
The perceived fairness of the policies and procedures used to determine the outcome
selection
The process of gathering and evaluating the information used for deciding which applicants will be hired.
needs assessment
The process of identifying any gaps between what exists and what is needed in the future in terms of employee performance, competencies, and behaviors.
_____ systems are used to communicate information about internal job openings to employees
internal job posting
Which factor in successful organizational change can be provided through effective human resource management?
Trust
compromsing
Trying to find some expedient, mutually acceptable middle-ground solution that partially satisfies both parties
workforce redeployment is alternative to:
Unnecessary layoffs and Unnecessary hiring
________ give a unique and important perspective on employee strengths and limitations as subordinates may often see their supervisors' interpersonal and leadership behaviors that managers do not. Task acquaintances Upward reviews Multisource assessments Performance materials
Upward reviews
Structured interviews
Use consistent, job-related questions with predetermined scoring keys
Behavioral interviews
Use information about what the applicant has done in the past to predict future behaviors
trend analysis
Using past patterns to predict a firm's future labor needs.
ratio analysis
Using past relationships to forecast how many employees will be needed for different levels of business activity.
Unstructured interviews
Varying questions are asked across interviews; there are usually no standards for evaluating answers
Before the ________, employers could spy on, punish, interrogate, and terminate employment of union members without just cause. National Labor Relations Act of 1947 Labor Management Reporting and Disclosure Act of 1959 National Labor Relations Act of 1935 (Wagner Act) Railway Labor Act
Wagner Act
Which act was intended to curb common work stoppages, strikes, and general labor conflict?
Wagner Act
________ was intended to curb the work stoppages, strikes, and general labor conflict that had become common. The National Labor Relations Act of 1947 The Labor Management Reporting and Disclosure Act of 1959 The National Labor Relations Act of 1935 (Wagner Act) The Railway Labor Act
Wagner Act
the National Labor Relations Act of 1935 is commonly known as
Wagner Act
The ________ prohibits "unfair labor practices" such as firing workers for joining unions, refusing to bargain with a union representing a majority of workers, or establishing a company union. Labor Management Reporting and Disclosure Act of 1959 Railway Labor Act National Labor Relations Act of 1935 (Wagner Act) National Labor Relations Act of 1947
Wagner Act 1935
Kirkpatrick- learning
What was the change in participants' knowledge, skills, or attitudes? Dunkin' Donuts training includes a final exam in which students must bake 140 dozen donuts in just eight hours. Six donuts are then randomly selected for evaluation.
Kirkpatrick: Behavior
What was the change in participants' on-the-job behavior due to the training? Verizon Wireless uses an automated scorecard for new customer service hires that displays performance by new hire training class in all core job performance metrics in the first 30, 60, and 90 days post-training. Verizon uses the results to drive improvements in curriculum, trainer delivery, and classroom management.
settling in
When new hires start feeling comfortable with their job demands and work relationships, their attention turns to understanding the company's evaluation of their performance and possibly about future career opportunities within the company
encounter
When starting a new job, employees begin learning about the organization's culture, norms, and how to do the job. Higher quality work relationships are formed when managers help new employees understand their roles and how to cope with the stresses and issues that they are likely to experience
contest socialization
a socialization process whereby each stage is a "contest" and each new hire earns a track record or "batting average" after each stage
normative commitment
a desire to remain a member of an organization due to a feeling of obligation
affective commitment
a desire to remain a member of an organization due to an emotional attachment to, and involvement with, that organization
commission errors
a failure to follow sound, established operational and ethical practices
The Worker Adjustment and Retraining Notification Act of 1988
a federal law requiring that certain employers give 60 days of advance notice of closings or major layoffs.
job rotation
a job enrichment strategy that involves moving employees from one job to another
contingent assessment methods
a job offer is made contingent on passing the assessment
omission errors
a lack of written rules
Balance Scorecard
a performance measurement system that translates the organization's strategy into four perspectives: Learning and growth outcomes, including employee satisfaction, retention, and skills. Business process outcomes, including quality, cost, and quantity produced and the business processes of procurement, production, and order fulfillment. Customer outcomes, including customer satisfaction and retention and market share. Financial outcomes, including operating income, economic value added, and return on capital.
Hay Group Guide Chart-Profile Method
a point-factor system is used to produce both a profile and a point score for each position. Know-how. The level of knowledge, skills, and experience necessary for fully acceptable job performance. Problem solving. The span, complexity, and level of analytical, evaluative, and innovative thought required by the job. Accountability. The job holder's discretion to direct resources or to influence or determine the course of events, and his or her accountability for the consequences of his or her decisions and actions. Working conditions. The working environment, mental stress, physical risks, and sensory attention and physical effort needed. Working conditions is typically used for nonexempt jobs and excluded for managerial positions.
golden parachute
a prearranged contract with managers specifying that, in the event of a hostile takeover, the target firm's managers will be paid a significant severance package
Management by Objectives (MBO)
a process of setting mutually agreed upon goals and using those goals to evaluate employee performance
card check
a process whereby a company recognizes a union once the union has produced evidence that the majority of workers have signed authorization cards indicating that they want the union to represent them
Position Analysis Questionnaire (PAQ)
a questionnaire used to collect quantifiable data concerning the duties and responsibilities of various jobs
formal socialization
a structured socialization process conducted outside of the work setting using specifically designed activities and materials
forced-choice format
a survey question format in which respondents give their opinion by picking the best of two or more options
sensory modality
a system that interacts with the environment through one of the basic senses Visual: Learning by seeing. Auditory: Learning by hearing. Tactile: Learning by touching. Kinesthetic: Learning by doing.
integrative negotiation
a win-win negotiation in which the agreement involves no loss to either party
9) Which of the following is not a retention strategy? a. Progressive discipline for employees found to be exploring other employment b. Accountability for managers in retaining employees c. Mobility barriers for employees so their skills have less value to competitors d. Honesty in recruiting efforts for managers in portraying a true picture of the job
a. Progressive discipline for employees found to be exploring other employment
Which statement about unions is correct? a. Unions negotiate employee pay raises b. Human Resources decide employee promotions c. Unions defer to Human Resources on training d. Human Resources defer to unions on discipline issues
a. Unions negotiate employee pay raises
full competence
ability to analyze problems associated with the job
partial proficiency
ability to apply more advanced principles on the job
limited ability
ability to perform simple tasks without direction
standards
accepted levels of achievement
serial socialization
accessible and supportive organizational members serve as role models and mentors
recruiting
activities that affect either the number or type of people willing to apply for and accept job offers
distributive negotiation
adversarial negotiation in which the parties in conflict compete to win the most resources while conceding as little as possible
An employment practice that has a disproportionate effect on a protected group, regardless of its intent, is referred to as ________. · fraudulent recruitment · adverse impact · disparate treatment · diverse impact
adverse impact
Employers adhere to ________ because they are federal contractors and are required to by law. · diversity awareness · affirmative action plans · diversity action plans · affirmative action awareness
affirmative action plans
Employers also adhere to ___ because a court orders them to or because they agree to them as a remedy for past discrimination.
affirmative action plans
Marco was born in Houston, Texas, speaks English and Spanish, and is 42 years old. If he thinks he is being discriminated against based on a protected-class characteristic, which one would it be? Select a choice: age race national origin ethnicity
age
Financial risk
associated with all workforce and productivity costs.
emotional focused coping
attempting to alleviate stress by avoiding or ignoring a stressor and attending to emotional needs related to one's stress reaction
Presenteeism
attending scheduled work when one's capacity to perform is significantly diminished by illness or other factors
A multi-source assessment includes all of the following EXCEPT? a. An employee's assessment of their own performance b. A coworker's opinion about an employee's personality c. A supervisor's feedback on a recent project d. A coworkers' comments on another employee's interpersonal skills
b. A coworker's opinion about an employee's personality
10) Workforce redeployment occurs when: a. An employee requests to be moved to another worksite location b. An employer needs an employee to use their talent in a different department c. An employee applies for a different position within the company d. An employer lays off an employee due to budget cutbacks
b. An employer needs an employee to use their talent in a different department
This training method typically relies on both verbal and written instructions, observation, imitation, and practice. a. Classroom training b. On-the-job training c. Experiential training d. Virtual training
b. On-the-job training
Because incentives tied to goal accomplishment have a strong effect on employees' ________, it is critical to ensure that goals do not have unintended consequences. compensation performance reparation behavior
behavior
Because incentives tied to goal accomplishment have a strong effect on employees' ________, it is critical to ensure that goals do not have unintended consequences. compensation reparation behavior performance
behavior
________ is attempting to work with the other person to find some solution that fully satisfies the concerns of both persons during a conflict. Accommodating Competing Collaborating Compromising
collaborating
Which ethical action shows respect and compassion for all others, especially the most vulnerable? rights standard fairness standard common good standard utilitarian standard
common good standard
Customary benefits
commonly provided benefits that are viewed as an entitlement by employees insurance, retirement plans
strategic risk involves
company culture, ethics, investments in people, and the implementation of change.
agency shop
company in which employees are not required to join the union, but must pay union dues
work standards
comparing an employee's performance to output targets that reflect different levels of performance
Taking workplace health and safety seriously helps to reduce ________ risk. financial strategic operational compliance
compliance
Thinking through the ramifications of an employment-related decision in terms of legal risk, particularly in the areas of diversity, health and safety, union relations, whistleblowers, and harassment, is an example of managing ________. strategic risk compliance risk operational risk financial risk
compliance risk
As the new training director, Quinn will develop a training plan for customer service associates who are not performing well. Quinn should start by ________. implementing the training conducting a needs assessment designing the training program developing learning objectives
conducting a needs assessment
Rose is creating a diversity training. The fourth step in this process includes ________. determining whether the training reduced discrimination claims deciding the time and location of the training session analyzing whether a new policy would be better than a training session conducting the training for all senior managers
conducting the training for all senior managers
Kendra is concerned with enhancing her company's organizational culture, which values loyalty, tradition, and longevity. What type of organizational culture exists at her company? Select a choice: consensual entrepreneurial bureaucratic competitive
consensual
Reliability
consistency of measurement
. ________ commitment leads employees to stay with an organization because they feel that they have to. Affective Organizational Normative Continuance
continuance
The ________ effect occurs when a rating determination is made by comparing the target employee with someone else rather than with the performance standards. halo horns recency contrast
contrast
If a manufacturing company learns that its best employees tend to like NASCAR, and so the company sponsors a recruiting tent at NASCAR events, then this would be an example of ________. internal sourcing talent sourcing external sourcing creative sourcing
creative sourcing
________ issues are a frequent reason for derailed mergers. Diversity Cultural Performance Ethics
cultural
Business strategies can be reinforced or undermined by their fit with the firm's ________. culture values strategy approach
culture
What can be reinforced or undermined by its fit with the organization's business strategy?
culture
Which term best describes training that can help learners identify the most effective ways of working with people from a particular culture or country? Select a choice: culture-specific cross-cultural training global awareness training general cross-cultural training diversity-centered training
culture-specific cross-cultural training
A retirement plan is considered a(n) ________ benefit. optional special customary mandatory
customary
Disability insurance is considered a(n) ________ benefit. optional special mandatory customary
customary
Health insurance is considered a(n) ________ benefit. optional customary special mandatory
customary
Life insurance is considered a(n) ________ benefit. · mandatory · optional · special · customary
customary
Behavioral interview questions differ from case interview questions in what way? a. Behavioral interview questions are agreed upon in advance and case interview questions are more flexible. b. Behavioral interview questions ask about future actions and case interview questions ask about past actions. c. Behavioral interview questions can be used in unstructured interview formats, but case interview questions cannot. d. Behavioral interview questions ask about past actions and case interviews ask about current skills.
d. Behavioral interview questions ask about past actions and case interviews ask about current skills.
The goal of an organization that offers the benefits of flextime, personal days, and a wellness program is to ________. increase financial security increase retirement security attract recruits decrease absenteeism
decrease absenteeism
he goal of an organization that offers an on-site daycare for kids and elders is to ________. decrease employee stress improve retention decrease healthcare claims improve employee skills
decrease employee stress
In performance management, coworkers tend to rate each other more honestly when ratings are used for what purpose? Select a choice: pay development promotion discipline
development
reward differentiation
differentiating rewards based on performance rather than giving all employees the same reward
Intentional discrimination based on a person's protected characteristic is called ________. · adverse impact · disparate treatment · diverse impact · disparate impact
disparate treatment
Organizations that focus on inclusion and are cognizant of the dimensions of gender, nationality, sexual orientation, and disability—while remaining sensitive to cultural variations—are practicing ________ awareness. · innovation · inclusion · employment diversity
diversity
Whether employees specialize or generalize is called ________. formalization division of labor centralization span of control
division of labor
Latisha accepted a new position in her company three months ago. She is not very busy at work, has way too much time for the very few projects she has been assigned, and feels like she is not using any of the skills or knowledge gained by achieving a graduate degree. She is experiencing ________. Select a choice:functional stressoptimal stressdysfunctional stressno stress
dysfunctional stress
tournament socialization
each stage of socialization is an elimination round and a new hire is out of the organization if he or she fails to pass
training transfer
effectively using what is learned in training back on the job
Leadership's interest in employees' well-being, employees' understanding of their role in the organization's larger goals, and reasonable workload with work-life balance are all drivers of which of the following? employee attraction employee commitment employee engagement employee retention
employee engagement
forced ranking method
employees are ranked in order of best to worst performance
variable socialization
employees do not know when to expect to pass to a different status level and the timeline may be different across employees
Operational risk
encompasses everything to do with talent acquisition and development.
Consensual cultures
encourage employees to stay long-term by promoting from within and providing opportunities for employees to be challenged and grow if they so desire.
What are the four broad types of organizational culture? entrepreneurial, bureaucratic, consensual, directorial administrative, bureaucratic, consensual, competitive administrative, bureaucratic, consensual, directorial entrepreneurial, bureaucratic, consensual, competitive
entrepreneurial, bureaucratic, consensual, competitive
The standards of moral behavior that define socially acceptable behaviors as right or wrong are known as ________. ethics policy laws strategies
ethics
person needs analysis
evaluates how individual employees are doing in the training area and determines who needs what type of training
behavioral interview
explore what applicants have actually done in the past
Studies indicate that ________ rewards including bonuses, pay increases, and awards are detrimental to innovation. extrinsic group recognition intrinsic
extrinsic
When we are motivated to do a task because doing so will lead to a valued reward, we are experiencing ________ motivation. incentive extrinsic stimulus intrinsic
extrinsic
mobility barriers
factors that make it harder to leave an organization
task needs analysis
focuses on identifying which jobs, competencies, abilities, behaviors, etc. the training effort should focus on
The extent to which organizational rules, procedures, and communications are written down is called ________. centralization division of labor span of control formalization
formalization
scanlon plans
gainsharing programs based on implementing employee suggestions for lowering the cost per unit produced
surface bargaining
going through the motions of negotiations with no intent of reaching an agreement
The seminal adverse impact case is the Supreme Court's 1971 decision in __________.
griggs vs. duke power co
One of Rebecca's primary responsibilities as HR Director is to align the organization's talent to effectively and efficiently accomplish strategic goals. A piece of this alignment is anticipating and making provision for the movement of people into, within, and out of an organization as it relates to the work that must be done; this attention to alignment and labor supply and demand is known as ________. Select a choice: environmental scanning sourcing and recruiting human resources planning cultural auditing
human resources planning
vision
identifies company's long term goals
Business Strategy
identifies how a division or strategic business unit will compete in its product or service domain
organizational needs analysis
identifies where in the organization development or improvement opportunities exist
what do learning objectives do?
identify desired learning outcomes
sourcing
identifying and locating high potential recruits
45 Kim runs a small clothing shop. She believes affirmative action requires her to employ some minorities. Three people apply for a clerk position and she selects the Native American female based solely on her skin color. This statement is an example of what? Select a choice: ignorance stereotype perception of loss prejudice
ignorance
on-the-job training
imitation
The goal of an organization that offers services that improve the employees' at-work experience (on-site oil changes, dry cleaning, food, massages, etc.) is to ________. decrease employee stress improve employee skills decrease healthcare claims improve retention
improve retention
The goal of an organization that offers the benefits of health, life, workers' compensation, and disability insurance is to ________. increase financial security attract recruits decrease absenteeism increase retirement security
increase fianncial security
The goal of an organization that offers the benefits of greater 401(k) matching, financial planning seminars, and long-term care insurance is to ________. increase retirement security increase financial security attract recruits decrease absenteeism
increase retirement security
job enlargement
increasing the number of different tasks in a given job by changing the division of labor
job enrichment
increasing the number of tasks in a particular job and giving workers the authority and control to make meaningful decisions about their work
To help reduce turnover, Nicholas incorporated a realistic job preview into the interview process; this means he ________. decreased the difficulty of the recruitment process, and therefore saved the company money informed applicants about all aspects of the job, including its desirable and undesirable facets showed short video clips of several jobs the candidate might be interested in, and let them choose which one they wanted (assuming they were qualified) used employees currently performing the same job to tell mostly positive stories about their work, as well as some negative stories, but not too many
informed applicants about all aspects of the job, including its desirable and undesirable facets
cumulative trauma disorders
injuries involving tendons of the fingers, hands, and arms that become inflamed from repeated stresses and strains
motivation to transfer
intention and willingness to transfer any knowledge acquired in a training or development activity back to the work context
Disparate Treatment
intentional discrimination
As restaurant manager, Laramie approaches current employees who have relevant qualifications to fill existing and projected job openings at the steakhouse. This process is called ________. sourcing internet data mining external recruiting internal recruiting
internal recruiting
Experiential Training
involves role plays, action learning, and other techniques designed to give learners experience doing the desired task or behaviors, rather than just learning about them.
Compliance risk
involves the decisions related to legal matters made by the organization.
A systematic process used to identify and describe the important aspects of a job and the worker characteristics needed to succeed is called ________. job rotation job enlargement job analysis job enrichment
job analysis
Research has shown that organizations that effectively utilize ________ financially outperform their competitors. job enrichment job analysis job enlargement job rotation
job analysis
Adding more tasks at the same level of responsibility and skill related to an employee's current position is called ________. job rotation job enlargement job enrichment cross-training
job enlargement
When a secretary's job responsibilities include receiving visitors and answering phones and are then expanded to include typing letters and sorting mail, it is called ________. job rotation job enrichment cross-training job enlargement
job enlargement
When a secretarial workgroup takes turns answering the phones, sorting mail, and typing and filing correspondence, it is an example of ________. job enrichment cross-training job rotation job enlargement
job rotation
National Labor Relations Act
law passed in 1935 that protects American workers from unfair management practices, prohibits retaliation from unionizing
________ is the change in participants' knowledge, skills, or attitudes. Results Reaction Behavior Learning
learning
JB Industrial is preparing for at least one merger and acquisition this year. A key HR pre-combination activity will be ________. identifying a new marketing strategy determining the likelihood of financial success of the combined company establishing the business strategy for the combined company managing the due diligence phase
likelihood of financial success of the combined company
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 a company
Allowing employees to ________ helps to decrease employee stress. create regulations make decisions supervise each other manage themselves
make decisions
random socialization
occurs when the socialization steps are ambiguous or changing
Madison was determined to hire only the most talented individuals who were strong fits for the news reporter position. She decided to ask her most trusted and highest-performing employees for their referrals as part of her recruitment efforts because ________. even though it is expensive, employee referral provides a pool of qualified applicants that would not otherwise apply employees will recommend their family and friends for employment, although they may not perform well managers have found that the quality of employee-referred applicants is quite high referred employees usually know nothing about the position they are referred for because they don't ask enough questions about the jo
managers have found that the quality of employee-referred applicants is quite high
Behavioral Observation Scale (BOS)
measure the frequency of desired behaviors
HR managers assure that cultural issues are recognized and addressed before, during, and after the ________. merger performance training planning
merger
critical incident method
method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective
forced distribution method
method of performance measurement that assigns a certain percentage of employees to each category in a set of categories
paired comparison method
method of performance measurement that compares each employee with each other employee to establish rankings
graphic rating scale
method of performance measurement that lists traits and provides a rating scale for each trait; the employer uses the scale to indicate the extent to which an employee displays each trait
Behaviorally Anchored Rating Scale (BARS)
method of performance measurement that rates behavior in terms of a scale showing specific statements of behavior that describe different levels of performance
The organization's basic purpose and the scope of its operations is called its ________. strategy mission value vision
mission
________ can be undermined by not giving deserving employees rewards. Top of Form Pay Benefits Motivation Errors
motivation
Performance feedback from the employee's supervisor as well as others who are familiar with an employee's job performance is called ________. task acquaintance performance information upward review multisource assessment
multisource assessment
fixed socialization
new hires are informed in advance when their probationary status will end
disjunctive socialization
newcomers are left alone to develop their own interpretations of the organization and situations they observe
collective socialization
newcomers go through a common set of experiences as a group
Martin manages a team of 21 investment bankers. Martin likes to think of himself as a distinguished professional, so he always wears the finest designer suits. On Monday, he walks into the morning meeting and fires anyone who is not dressed in the latest fashions—including both men and women. What has Martin done? Select a choice: not broken the law as the fired employees are not in a protected group broken the law because firing these employees is not at all fair practiced rational employment because this action is fair broken the law as the fired employees are all 38-year-old white males
not broken the law as the fired employees are not in a protected group
HRM affects the speed and effectiveness of talent acquisition as well as the development of employees' skills and the identification and retention of top performers. These and other HRM activities that can directly influence the organization's success or failure are examples of ________. compliance risk strategic risk operational risk financial risk
operational risk
Three Levels of Needs Assessment
organizational analysis, task analysis, person analysis
continuance commitment
organizational commitment based on the fact that an individual cannot afford to leave
defined benefit plan
pension plan that guarantees a specified level of retirement income
Starbucks is well known for high pay, excellent benefits for both part-time and full-time employees, and tuition reimbursement programs which is an example of a ___ culture
people-oriented
HRM is responsible for two broad areas of an organization:
people-related issues and employment-related legal compliance.
When the employee believes they will "lose out" on future employment opportunities because the employer focuses on hiring more diverse people, this is called ________. · prejudice · ignorance · stereotyping · perception of loss
perception of loss
Sports teams like the New York Yankees and Pittsburgh Steelers consistently excel because of their strong ________ culture. competitive performance entrepreneurial consensual
performance
To promote and maintain ethical behavior, managers need to provide ____ feedback
performance
To promote and maintain ethical behavior, managers need to provide ________ feedback. constructive performance critical strategic
performance
sports teams consistently excel because of their strong _____ culture
performance
What type of feedback reinforces ethical behavior?
performance Performance feedback is an important step in performance management wherein an employee is given frequent feedback about what they should be doing and how well they are doing it. Reinforcing ethical behaviors is a critical component of this type of feedback.
By providing the raw talent that the system will manage, staffing influences the effectiveness of which system? strategic management succession management performance management change management
performance management
What type of management involves aligning individual employees' goals and behaviors with organizational goals and strategies?
performance management
What type of management involves aligning individual employees' goals and behaviors with organizational goals and strategies? succession management strategic management change management performance management
performance management
continuance commitment
person feels that they have to stay
As a Disney hiring manager, LaKwan hires job candidates whose abilities, desires, and motivations align with the job's demands, attributes, and rewards. This is called ________. person-job fit job competency test HR metrics person-organization fit
person-job fit
The human resource ________ process reconciles labor supply and demand gaps with action plans designed to help the organization manage anticipated talent surpluses or shortages. management forecasting strategy planning
planning
A ________ is a basic principle or guideline formulated and enforced by an organization to direct and limit its actions in pursuit of long-term goals. procedure process policy protocol
policy
The following is an example of a ________: Employees accrue 2.15 hours of emergency personal time per pay period. On an annual basis, this equates to the equivalent of 56 hours. Employees may use emergency personal time up to 56 hours. procedure policy protocol process
policy
4 types of reinforcement
positive, negative, extinction, punishment
Employment laws and regulations exist because organizations typically have more ________ than employees do. power money bias ethics
power
Abigail is managing her employer's transition from one health insurance carrier to another. If she does the job well, it will require all of the following EXCEPT ________. Select a choice: presenting employees with directives from leaders who are trying to control expenses fostering trust among leaders and employees realizing that successful change rarely occurs naturally or easily understanding that communication has a significant effect on how successful change can be implemented
presenting employees with directives from leaders who are trying to control expenses
remission errors
pressure to make unethical choices
If Judy believes that she was not given a fair chance at a promotion because the hiring manager had an implicit favorite and did not give her a chance to demonstrate her skills, she would perceive low ________ fairness. perceived distributive procedural interactional
procedural
A directive instructing employees on specific actions to take in order to achieve an objective is a ________. policy protocol process procedure
procedure
The following is an example of a ________: Employees who are using emergency personal time must call and talk to their supervisor as soon as possible, but no later than sixty minutes after the start of their shift. If the supervisor is unavailable, employees may leave a message for the supervisor with a phone number where they can be reached. process protocol procedure policy
procedure
The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
prohibits employers from discriminating against applicants who may be called into military service.
Realistic job previews (RJPs)
provide both positive and potentially negative information to job candidates
competing
pursuing one's own concerns at the other person's expense
To conclude the training program and determine its effectiveness, Shade decides to use Kirkpatrick's model. Which answer correctly states the four levels? learning, behavior, results, review reaction, learning, behavior, costs reaction, review, response, return-on-investment reaction, learning, behavior, results
reaction, learning, behavior, results
Participant feedback forms are usually used to assess ________. reactions learning behavior results
reactions
Strategic recruiting metrics
recruiting metrics that track recruiting processes and outcomes that influence the organization's performance, competitive advantage or strategic execution
What are two of the most important management problems businesses face today?
recruitment and training Training is often very expensive and can be a huge waste of resources if companies fail to recruit and hire people who can succeed and contribute to the organizational goals.
screening assessment methods
reduce the pool of job applicants to a group of job candidates
case interview
requires you to analyze and solve a problem
________ are how the organization benefits from the training. Behaviors Learning goals Reactions Results
results
defined contribution plan
retirement plan in which the employer sets up an individual account for each employee and specifies the size of the investment into that account
In a strong ________ culture, all employees feel a responsibility for safety and pursue it every day. safety workplace security wellness
safety
Callie is examining the direct costs of voluntary turnover in her department. Which of the following is a cost she should consider? Select a choice: employee morale increased workload salary increases reassigning responsibilities
salary increases
open skills
sets of principles that can be applied in many different ways
Eric is the Director of Human Resources. He is interviewing candidates for an open position. He plans to end the interview by asking each candidate the following question: "If, on the day you start your position as manager, two employees immediately submit their resignations, what will you do to stop employee turnover from increasing in your department?" What type of interview question is this? Select a choice: structured situational case behavioral
situational
Phillip was called to interview for a public transit driver position. He was told to prepare for both situational and behavioral interview questions, but he is unsure how to differentiate between the two. To help him, you tell him that ________. situational interview questions focus on hypothetical questions, and behavioral interview questions focus on past work situations situational interview questions are standardized questions, and behavioral interview questions are not standardized behavioral interview questions involve showing a current skill, and situational interview questions involve telling about a past work experience behavioral interview questions require a yes-or-no answer, and situational interview questions require detailed explanations
situational interview questions focus on hypothetical questions, and behavioral interview questions focus on past work situations
closed skills
skills performed similarly or exactly like they are taught in training
Separations due to poor performance, layoffs, or restructuring are part which HRM function? performance recruiting hiring staffing
staffing
What are the six primary functions of HRM?
staffing, performance management, training and development, rewards and benefits, health and safety, and employee-management relations.
Oscar decides to adopt a structured interview approach since he wants ________ with an established method of scoring candidates' answers. unstandardized questions behavioral questions situational questions standardized questions
standardized questions
wage rate compression
starting salaries for new hires exceed the salaries paid to experienced employees
________ often occurs in rejecting an applicant as "overqualified." · stereotyping · ignorance · prejudice · perception of loss
stereotyping
When a company creates new HRM initiatives to strengthen employees' ethical awareness and company culture to enhance its competitive advantage, it is managing ________. financial risk compliance risk strategic risk operational risk
strategic risk
Identifying and leveraging an employee's ________ is often the MOST valuable part of performance review meetings. development weaknesses strengths goals
strengths
Identifying and leveraging an employee's ________ is often the MOST valuable part of performance review meetings. weaknesses development strengths goals
strengths
he small amount of adrenaline generated by mild ________ makes action more likely and even increases the brain's ability to form new memories. agitation movement stress activity
stress
________ is an ongoing process of systematically identifying, assessing, and developing organizational leadership to enhance performance. Skills inventory Succession management Replacement planning Workforce redeployment
succession managment
hard bargaining
taking a strong position on an issue
Effective ________ planning is essential to the success of a merger or acquisition. diversity talent succession performance
talent
effective ___ planning is essential to the success of a merger or acquisition
talent
In some cases, companies are acquired because the acquiring company needs the ________ of the other company. talent and skills culture and diversity diversity culture
talent and skills
What sometimes attracts companies to acquire other companies?
talent and skills, not necessarily culture and diversity
An organization's __________ is a system of beliefs about how its employees should be treated
talent philosophy
Cognitive Ability Tests
tests designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability
Divestiture Socialization
tries to deny and strip away certain personal characteristics
Which act was intended to curb work stoppages and strikes? the National Labor Relations Act of 1935 the National Labor Relations Act of 1947 the Railway Labor Act the Labor Management Reporting and Disclosure Act of 1959
the National Labor Relations Act of 1935
WARN act
the Worker Adjustment and Retraining Notification Act of 1989; this law requires employers to give notice of plant closings and mass layoffs
Task acquaintance
the amount and type of work contact an evaluator has with the person being assessed
power distance
the amount of inequality that exists and that is accepted among people with and without power
checklist method
the assessor uses a checklist of pre-scaled descriptions of behavior to evaluate the employee
essay appraisal method
the assessor writes a brief essay providing an assessment of the strengths, weaknesses and potential of the target employee
Ernesto is thinking about creating a program that allows employees to earn additional pay for meeting performance goals. He sees many advantages to this type of program, but Nolan warns him that the biggest disadvantage is ________. the expense of too many employees reaching their goals the burden of finding new ways to keep increasing performance the staff needed to keep up with the increase in customer demand the consequences of not monitoring how employees reach their goals
the consequences of not monitoring how employees reach their goals
lifelong learning
the continuing development of knowledge and skills that people experience after formal education and throughout their lives
utilitarian standard
the ethical action best balances good over harm
virtue standard
the ethical action is consistent with certain ideal virtues including civility, compassion, benevolence, etc.
rights standard
the ethical action is the one that best respects and protects the moral rights of everyone affected by the action
common good standard
the ethical action shows respect and compassion for all others, especially the most vulnerable
fairness standard
the ethical action treats all people equally, or at least fairly, based on some defensible standard
Validity
the extent to which a test measures or predicts what it is supposed to
person-job fit
the fit between a person's abilities and the job's demands and the fit between a person's desires and motivations and the job's attributes and rewards.
person-group fit
the match between an individual and his or her work group, including the supervisor
Workforce redeployment
the movement of employees to other parts of the company or to other jobs the company needs filled to match its workforce with its talent needs
Recruitment spillover effects
the positive or negative unintended consequences of recruiting activities
replacement planning
the process of creating back-up candidates for specific senior management positions
pay mix
the relative emphasis given to different compensation components
individualism
the strength of the ties people have with others in their community
Beth, the office administrator, is assigning responsibility for employee performance reviews to key supervisors who have task acquaintance. What factor should Beth consider in making each assignment? the willingness of the supervisor to complete the performance reviews the supervisor's experience completing performance reviews the supervisor's familiarity with the employee and the responsibilities of the employee's position the desire of the supervisor to be promoted to a position of higher responsibility
the supervisor's familiarity with the employee and the responsibilities of the employee's position
training evaluation
the systematic collection of descriptive and judgmental information that can be used to make effective training decisions
upward reviews
the target employee is reviewed by one or more subordinates
optimal turnover
the turnover level that produces the highest long-term levels of productivity and business improvement
learning agility
the willingness to grow, to learn, to have insatiable curiosity
The BEST performance management process takes place ________. twice a year throughout the year once a year only for discipline
throughout the year
Which of the following purposes could a job analysis be used for? to investigate how work moves through an organization to develop core values to facilitate organizational goal accomplishment to create employee training plans
to create employee training plans
Skills Inventories
tracks employees' competencies and work experiences in a searchable database
Marli has just been promoted to a management position within her company and the Human Resources Director has given her a list of common employment laws to review. She is quizzing herself on the Fair Labor Standards Act (FLSA). Which of the following topics should she know is NOT covered by this law? minimum wage overtime unemployment equal pay
unemployment
In a(n) ________, the target employee is reviewed by one or more subordinates. upward review performance information task acquaintance multisource assessment
upward review
Valerie's department budget is being cut, so she is trying to decide whether she should not award holiday bonuses to any of her 30 employees this year or, instead, let go of her 5 part-time employees. Which ethical standard is she applying? Select a choice: common good utilitarian rights fairness
utilitarian
What is the ethical action that best balances good over harm by doing the most good or doing the least harm? common good standard fairness standard utilitarian standard rights standard
utilitarian standard
Morgan is offering a position to a candidate and is explaining the indirect financial compensation that would come with the position. Which of the following would be part of the discussion? commissions working remotely casual dress code vacation time
vacation time
If an organization uses the principle of taking care of employees to guide its decisions and goals, then this is an example of core ________. missions values visions strategies
values
Which ethical action is consistent with certain ideal virtues including civility, compassion, benevolence, etc.? utilitarian standard fairness standard virtue standard rights standard
virtue standard
What type of turnover can be influenced by high unemployment rates and other external factors? functional dysfunctional involuntary voluntary
voluntary External factors including high unemployment rates can influence voluntary turnover. If it is difficult to find another job, employees are less likely to leave.
efficiency wages
wages that employers set above the equilibrium wage rate as an incentive for better employee performance
Errors of ommission
when an employee who deserves a reward does not receive one
Unfair Discrimination
when employment decisions and actions are not job related, objective or merit-based
fair discrimination
when only objective, merit based and job related characteristics are used to determine employment related decisions
________ evaluate the performance of actual or simulated work tasks. Case interviews Situational interviews Work samples Behavioral interviews
work samples
Employment decisions that are objective, merit-based, and use job-related characteristics to determine employment are considered ________ discrimination. · fair · authoritative · power · rational
· fair
