MGMT 3860 HRM Exam 1 Review, Chapter 1, Ch. 3, Ch. 4, Ch. 5, Ch. 6, Ch. 7

Integrating or Reconciling HR Demand & Supply

Forecasts are integrated to provide "bottom line" projections. Surplus and Deficits determine action planning.

What does Jeffrey Pfeffer say is the source of competitive success for firms like Google or Southwest Airlines?

" What...successful firms tend to have in common is that for their sustained competitive advantage, they rely not on technology, patents, or strategic position, but on HOW THEY MANAGE THEIR WORKFORCE."

Absenteeism

Any failure of an employee to report for or to remain at work as scheduled, regardless of reason

What are two approaches to assess the financial cost and benefits of HRM?

1. Behavior costing - profit & revenue. 2. Utility analysis - Conceptual; $Quality = increment in performance due to training.

Exemptions to Title VII Coverage

Bona Fide Occupational Qualifications - BFOQ, Seniority Systems, Preemployment Inquiries, Testing, Preferential Treatment, National Security.

Grants all citizens the right to sue in federal court if they feel they have been deprived of any rights guaranteed by the Constitution and other laws.

Civil Rights Act of 1871

Age discrimination in Employment Act Basics

forbids employment discrimination against anyone at least 40 years of age providing equal employment and prevents age discrimination.

Reasonable accommodations

is assistance or changes to a position or workplace that will enable an employee to do his or her job despite having a disability.

In terms of staffing, making final decisions on entry-level hires and promotions is the responsibility of _____.

line management

Companies that outsource work far from their home countries are said to be:

offshoring

According to the text, employee perceptions of their well-being at work is known as:

quality of work life

In a ___, employees operate remotely from each other and from managers.

virtual workplace

Thousands of equal-pay suits have been filed, predominantly by _____ since the Equal Pay Act of 1963 was passed.

women

Two approaches in evaluating HRM effectiveness

1. Audit approach - review key indicators, customer satisfaction, employee assessment, & survey top-line execs. 2. Analytic approach -

What are the cost elements that represent the total costs for absenteeism?

1. Cost of absent employee wage/salary & benefits per hour absent. 2. Cost of supervisory salary lost to managing absenteeism problem per hour. 3. Incidental costs for temporary replacement, reduced productivity, & overtime for others covering workload.

What is the relationship between diversity and firm performance? And what factors influence that relationship?

1. Diversity by itself does not account for differential performance among firms. 2. The diversity performance relationship is bell shaped not linear. 3. Diversity effects are stronger - service industries and stable industries. 4. Firm specific factors still matter.

Internal recruiting

1. Easier to evaluate, more candidate information. 2. Less exposure. 3. Less time consuming. 4. Candidates familiar, less transition time. 5. Good for morale.

Seven dimensions of management practice that produce profits through people

1. Employment Security. 2. Selective hiring. 3. Self-managed teams and decentralization are basic elements of the organization design. 4. Comparatively high compensation contingent on organizational performance. 5. Extensive training. 6. Reduced differences in status. 7. Sharing Information.

What factors underlie the Impetus for workforce diversity?

1. Global markets. 2. Teamwork strategies. 3. Mergers and alliances. 4. Changing labor markets. 5. Shift from manufacturing to Service

What are qualities of affirmative action?

1. Government initiated. 2. Legally driven. 3. Quantitative. 4. Problem focused. 5. Assumes assimilation. 6. Internally focused. 7. Reactive

Two approaches to safety

1. Management controls - measures designed to increase safety. 2. Engineering controls - actual modifications to structural and environment to eliminate or neutralize an unsafe environment.

Civil Rights Act of 1991 - Key provisions

1. Monetary damages and jury trials. 2. Adverse impact cases - burden of proof shifts to defendant. 3. Mixed-motive cases. 4. Seniority systems. 5. Race-norming and Affirmative action.

External recruiting

1. Promote new ideas, innovation. 2. No disruption of existing hierarchy. 3. Affirmative action goals. 4. Signals "changing" organizations.

What are qualities of managing diversity?

1. Voluntary and company driven. 2. Productivity driven. 3. Qualitative. 4. Opportunity focused. 5. Assumes integration. 6. Focused internally and externally. 7. Proactive.

Coca Cola earns more than what percent of its revenues from outside the United States?

75

Race norming

Race-norming is the practice of adjusting scores on a standardized test by using separate curves for different racial groups.

Cultural stewards do all EXCEPT which of the following? A. Shape company culture by facilitating change B. Help employees find meaning in their work C. Serve as elected representatives of the union D. Manage work-life effectiveness

Serve as elected representatives of the union

OSHA's impact

Workplace fatalities have been cut by more than 60%. Occupational injury and illness rates have dropped by 40%.

Which of the following was NOT part of the "Three-C" logic that dominated industrial society's approach to organizational design throughout the nineteenth and twentieth centuries? A. Coordination B. Command C. Control D. Compartmentalized information

coordination

The category of HRM responsibility aimed at preserving and enhancing employee job competence is:

development

Quality strategy vs. differentiate strategy

differentiate strategy - low cost like Walmart or IKEA Quality strategy - high cost like Mercedes Benz or Nieman Marcus

Mixed motive

direct evidence is not required for a plaintiff to prove that discrimination was a motivating factor in a "mixed-motive" case, i.e., a case in which an employer had both legitimate and illegitimate reasons for making an employment decision

In the employment context, _____ can be viewed broadly as the giving of an unfair advantage/disadvantage to the members of a particular group in comparison with the members of other groups.

discrimination

According to a study examining restructuring's effects on profitability and stock returns of 500 representative companies listed on the NYSE, in terms of profitability, which of the following categories of companies generated lower returns on assets in the year prior to the announcement of layoffs, the year when layoffs occurred, and in the two subsequent years on a relative basis?

downsizers

Organizations known for the quality of their products and services strongly believe that _____ are the key to those results.

employees

Which of the following is a retention responsibility of the line management? A. Compensation and benefits B. Performance feedback to subordinates C. Management and organizational development D. Face-to-face resolution of conflict

face-to-face resolution of conflict

Organizations strive to retain talented workers in a hot job market by offering employees:

flexible work schedules

Open boarders have allowed new ideas and technology to flow freely Accelerating productivity growth has allowed companies to be more competitive There is a growing fear that globalization only benefits big business Examples of how _____ of companies has affected the economy

globalization

Retention comprises all of the following activities EXCEPT: A. rewarding employees for performing their jobs effectively. B. ensuring harmonious working relations between employees and managers. C. maintaining a safe, healthy work environment. D. identifying work requirements within an organization.

identifying work requirements within an organization

The most important intellectual property in the creative economy is:

intellectual capital

All of the following are prerequisites for selective hiring EXCEPT: A. interviewers screen for attributes that are easy to change through training. B. the organization needs to be clear about the most critical skills and attributes in the applicant pool. C. the skills and abilities sought should be consistent with particular job requirements and the organization's approach to the market. D. having a large applicant pool from which to select.

interviewers screen for attributes that are easy to change through training

Staffing is comprised of all of the following activities EXCEPT: A. identifying work requirements within an organization. B. involving employees in business strategy. C. recruiting, selecting, and promoting qualified candidates. D. determining the numbers of people and the skills necessary to do the work.

involving employees in business strategy

Objectives of Wellness Programs

is not to eliminate symptoms and disease; it is to help employees build lifestyles that will enable them to achieve their full physical and mental potential. Positive approaches.

There is a substantial and growing body of research evidence showing a strong connection between how firms _____ and the economic results they achieve.

manage their people

A broad objective of HRM is to _____ of all workers in the organization.

optimize the usefulness

All of the following are general categories of HRM activities EXCEPT: A. managing change. B. development. C. outplacement. D. adjustment.

outplacement

The 21st century corporation must adapt itself to management via the Web and must be built on shifting _____ & _____ .

partnerships & alliances

The most vital of all resources in work settings is:

people

The challenge, opportunity, and also the frustration of creating and managing organizations frequently stem from the _____ problems that arise within them.

people-related

The measure of output of goods and services relative to the input of labor, capital, and equipment is known as:

productivity

Title VII is most relevant to the employment context because it _____ on the basis of race, color, religion, sex, or national origin in all aspects of employment.

prohibits discrimination

Americans with disabilities Act Basics

prohibits discrimination against individuals with disabilities. Employers must provide reasonable accommodations to qualified applicants or employees. A reasonable accommodation is any modification or adjustment to a job or the work environment that will enable an applicant or employee with a disability to participate in the application process or to perform essential job functions.

Equal Pay Act Basics

prohibits pay discrimination on the basis of sex. It requires that employers pay similarly situated employees the same wage, regardless of sex.

Ron is a senior production manager at an avionics product research and development organization. Which of the following would be part of Ron's responsibility for managing change?

providing a vision of where his unit is going

_____ involves giving workers the opportunity to make decisions about the design of their jobs and workplaces, and what they need to make products or to deliver services most effectively.

quality of work life (QWL)

Types of Sexual Harassment

quid pro quo and hostile work environment. Quid pro quo refers to situations where employment decisions such as hiring, firing, or promotions are contingent upon the employee providing sexual favors.

The fundamental premise of high-performance management systems is that organizations perform at a higher level when they are able to tap the ideas, skills, and efforts of all of their people. This is a dimension of:

reduced differences in status.

The fundamental rethinking and radical redesigning of business processes to achieve dramatic improvements in cost, quality, and speed is called:

reengineering

Family Medical Leave Act Basics

requiring covered employers to provide employees job-protected and unpaid leave for qualified medical and family reasons. Qualified medical and family reasons include: personal or family illness, family military leave, pregnancy, adoption, or the foster care placement of a child.

The goal of _____ is to reduce variability from a process (no more than 3.4 defects per million) in order to avoid errors and increase predictability.

six sigma

Which of the following is a characteristic of a 21st century corporation as compared to a 20th century corporation? A. Focus is internal B. Style is structured C. Mass production of products D. Strategy is bottom-up

strategy is bottom up

Globalization has been encouraged by

the ease of travel & communication

How do less-developed countries win from globalization?

they get jobs making low cost products for rich countries

It generally takes _____ before quality-management programs become institutionalized.

three to five years

When senior managers take true ownership of their responsibility to have the right people in critical leadership roles, they are embracing their role of:

chief talent officers

Prohibits slavery and involuntary servitude

13th Amendment

Strong fault lines

Create concerns of conflict with clear dividing lines

Affirmative action

Actions taken to overcome the effects of past or present practices, policies, or other barriers to equal employment opportunity.

"The Iceberg Effect" What are the indirect costs of workplace accidents?

Cost of: 1. wages paid for time lost. 2. damage to material or equipment. 3. overtime work by others required by the accident. 4. wages paid to supervisors while their time is required for activities resulting from the accident. 5. decreased output of the injured worker after they return to work. 6. time spent on higher managements and clerical workers to investigate or to process worker compensation forms. 7. associated with the time it takes for a new worker to learn the job.

Fault lines

Create homogenous groups that give way to increased conflict between groups.

The Occupational Safety and Health Act - 1970

Employee safety is a moral obligation. 3 government agencies were established to administer and enforce the law. 1. Occupational Safety and Health Administration (OSHA) - Inspecting. 2. Occupational Safety and Health Review Commission - to appeal and file complaint. 3. National Institute for Occupational Safety and Health(NIOSH) - conducts research to create standards for causes and prevention.

What is managing diversity?

Establishing a heterogeneous workforce to perform to it's potential in an equitable working environment where no member or group of members has an advantage or disadvantage.

Multiple influences in forecasting HR Demand

Human Resource demand is derived demand, as in lower demand means lower needs. Technology is a factor in 68% decline of employment job loss.

Forecasting HR Demand

Human Resource demand is derived demand; Difficult to model; can use either: 1. Top Down model where CEO or Top management team allocate money; used in small businesses. 2. Bottom up model where department heads estimate future needs and report up to Top Management; used by large corporations.

Forecasting HR Supply

Internal: 1. Personnel/Skills Inventories aka Talent Inventory. 2. Transitional Matrices - Quantitative. 3. Succession Planning - upper management. External: Monitoring, Scanning, Judgment. found in Professional Journals or Dept of Labor & Statistics.

Many factors are driving change, but none is more important than the rise of:

Internet technologies.

An analytical framework to evaluate the effectiveness of HRM

LAMP Model: Logic - Analytics - Measure - Process

Title VII of the Civil Rights Act of 1964

LBJ Executive Order - Prohibits discrimination on the basis of race, color, religion, sex, or national origin in all aspects of employment. Nixon added political affiliation, marital status, physical disability. Obama added sexual orientation and gender identity.

Employee Assistance Programs (EAPs)

Less about prevention and more about intervention; A troubled employee is an individual who is confronted by unresolved personal or work-related problems. Examples: alcoholism, drug abuse, and high stress due to marital, family and financial problems. Dept. of Labor stats: for every $1 spent on EAPs = $5-16 in returns.

Week fault lines

More difficult to align; a lot harder to anticipate a click; composition is not aligned with each other.

What is the average of direct costs and indirect costs of an accident that a company will expend?

On average, for every $1 of direct costs of an accident, a company will expend an additional $4 of indirect costs.

_____ are HR professionals who ensure today's and tomorrow's talent, shape the organization, foster communication, and design reward systems.

Organizational designers

What are direct costs of workplace accidents?

Penalties and fines. Increase in Worker's Compensation premiums.

Strategic Workforce Management

Strategic Workforce Plan = Business strategy + Human Resource strategy; Having the right number of people in the right place at the right time.

What are the strategies for reducing an expected labor surplus? The speed? And Extent of human suffering?

Strategy - Speed - Extent of human suffering 1. Downsizing - Fast - high. 2. Pay reductions - fast - high. 3. Demotions - fast - high. 4. Transfers - fast - moderate. 5. Work sharing - fast - moderate. 6. Retirement - slow - low. 7. Natural attrition - slow - low. 8. Retraining - slow - low.

What are the strategies for avoiding an expected labor shortage? The speed? And the reversibility?

Strategy - Speed - Reversibility 1. Overtime - fast - high. 2. Temporary employees - fast - high. 3. Outsourcing - fast - high. 4. Retrained transfers - slow - high. 5. Turnover reductions - slow - moderate. 6. New external hires - slow - low. 7. Technological innovations - slow - low.

Approaches to forecasting HR Demand

Subjective/Qualitative vs. Quantitative. Quantitative is a regression on analysis and sound judgment.

Executive Orders created what government agencies?

The Equal Employment Opportunity Commission - EEOC - investigates complaints of job discrimination based on race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, disability, age (40 or older), or genetic information. If we believe an employer is violating our laws, we take action to stop the discrimination in the private sector. Office of Federal Contract Compliance Programs - OFCCP - is responsible for ensuring that employers doing business with the Federal government comply with the laws and regulations requiring nondiscrimination; for the public sector.

Quality of work life (QWL) depends a lot on what workers want. _____ is the main requirement of workers in the United States.

competitive base pay

Willful Violation

The employer either "knew" or "should have known" that what was being done constituted a violation of federal regulations or was "aware" that a hazardous condition existed and "made no reasonable" effort to eliminate it. $127,000 fine.

Discrimination

The giving of an unfair advantage or disadvantage to the members of a particular group in comparison with members of other groups.

What are the primary reasons for evaluating HR functions?

To demonstrate the effectiveness of HRM functions and activities. 1. accountability 2. marketing HRM function

Forms of Discrimination

Unequal/disparate TREATMENT - intentional; Adverse/disparate IMPACT - unintentional.

job satisfaction

a multi dimensional attitude; make up of attitudes toward pay, promotion, coworkers, supervision, and the work itself.

_____ comprises activities intended to maintain compliance with the organization's HR policies and business strategies.

adjustment

The Fourteenth Amendment guarantees equal protection of the law for:

all citizens

Which factors have contributed to the attractiveness of globalization? A) Cheap Labor B) Plentiful Resources C) Ease of travel

all of the above

Prima facie evidence

burden of proof from plaintiff to defendant.

Which of the following is NOT a major subtheory of discrimination within the disparate treatment theory? A. Cases that rely on direct evidence B. Cases that rely on circumstantial evidence C. Cases that rely on a jury trial D. Mixed-motive cases

cases that rely on a jury trial

Theoretically, quality of work life (QWL) involves giving workers the opportunity to make decisions about the design of their jobs and workplaces, and what they need to make products or to deliver services most effectively. What workers want varies by country. Chinese workers value:

chances to learn