HRM 6635 Midterm

Incentive pay (pay-for-performance)

Can directly influence productivity and thus engagement as well as commitment Piecework, annual bonuses, merit raises, and sales commissions, profit-sharing, gainsharing, and employee stock ownership plans

Social Media

Can help recruiters source top talent, help salespeople identify potential contacts, allow employees to keep in touch with their leaders HR professionals should ensure that company policies are updated so that it is used appropriately in the workplace.

HR professional's role in communicating messages

Challenging economic environments

Performance Management and Culture

Employees who share values and aspirations tend to outperform those in environments that lack cohesiveness and common purposes. Clearly outline what is expected of employees as well as by providing a feedback tool that informs employees about proper behavior.

EX

Employee Experience (the difference between customer experience and employee experience may seem subtle, but it's practical) View employees through the customer lens, focusing on beginning-to-end experience of employees with your company

Compiling Data

Employers can use national comparative data to find out what their workforce looks like compared with the labor market and if there are inequities based on demographics.

Age Discrimination in Employment Act (ADEA) applies to and protects:

Employers with 20 or more employees Protects: Employees and applicants age 40 and older from discrimination in the workplace because of their age

Focus: External communities Action: ?

Engage employee resource groups Develop relationships with associations to provide executive development opportunities and build reputation

Business case for diversity

Most effective reasons are those that are aligned directly with the organization's key business objectives. -Relate to factors like sales, market share, profitability, CSR, and reputation.

MODERATE degree of urgency.

Moves projects at a reasonable pace.

DO or DON'T state this in a company handbook: "Be respectful of others and the company "

NO - this is too broad, could include concerted activities such as complaining about working conditions (which are protected activities by the NLRA)

Companies that ignore engagement risk putting themselves at a ______________ ______________.

competitive disadvantage

Fair Labor Standards Act (FLSA)

Federal law that sets minimum wage, overtime, and minimum age requirements for employers and employees.

Human Resources Theory

"Employees are valuable resources that should be fully involved to manifest their abilities and productivity" Ouchi's Theory Z (Productivity in Japanese industrial organizations in which people actually understood their identity within the context of the larger organizations) Employees who feel personal investment and stakes in the organization are more satisfied and productive. More teamwork and collaboration. Flattened hierarchies, teamwork, and employees involved in decision-making.

Theory of Bureaucracy

"Precise rules, a division of labor, centralized authority, and a distinctly defined hierarchy should be driven by rational thought and void of emotion and outside influence" Cubicles, inhumane office, lots of departments going up a food chain Keep things as organized as possible with an efficient structure.

Values

"Preferences for how things should happen, or strategies for determining how things should be accomplished correctly" (Orientation for the job, articulated in various kinds of social communications as well as from organization to external stakeholders)

Artifacts

"Symbols used by an organization to represent the organization's culture" (specialized language used by Disney Parks cast members on stage), or could be logos, slogans, mission statements)

Human Relations Theory

"focuses on how organizational members relate to one another and how individual's needs influence their performance in organizations" Social interactions are important, individual needs are important End goal is still focused on efficient productivity, but employee needs are ADDRESSED by those in authority

An ethical workplace culture is...

"one that gives priority to employee rights, fair procedures, and equity in pay and promotion, and promotes tolerance, compassion, loyalty, and honesty in the treatment of customers and employees".

What is the current minimum wage?

$7.25 an hour

If you are facing changing technology, you should....

-Recognize and reward voluntary contributions and proactive work behaviors -redefine performance expectations -provide supervisor/performance management support

According to Gallup, engagement is based on:

- The clarity of expectations for employees and the provision of basic materials and equipment needed to perform their jobs. - A feeling of contribution to the organization. - A sense of belonging to something beyond the self. - A feeling that they have opportunities to discuss career progress and grow.

Internal stakeholders for a DE&I initiative

--Board of Directors --CEO and senior leadership --Middle managers --Employees --Employee resource groups

Four Organizational Communications Theories of the 20th century

--Classical Management --Human Relations / Resources Theories --Systems Perspective --Cultural Perspective

External stakeholders for a DE&I initiative

--Community organizations and leaders --Customers (current and prospective) --Government agencies --Investors (current and prospective) --Labor organizations --Media --Prospective employees --Suppliers (current and prospective)

What are the effects of effective communication?

-Builds employee morale, satisfaction, and engagement -Helps employees understand terms and conditions of their employment; drives commitment and loyalty -Educates employees on the merits of remaining union-free -gives employees a voice -Helps to lessen the chances for misunderstandings and potentially reduces grievances and lawsuits

When NOT to conduct employee surveys

-During peak holiday seasons -During cycles that could skew the results either positively or negatively (bonus season or high-stress periods) -During business slumps, reorganizations, downsizing, or outsizing efforts

Reasons why an employer may want to develop a policy.

-If employee's behavior indicates confusion about the appropriate conduct or how to handle certain situations (e..g, attendance policy, cellphone use policy, travel expense policy) -If legal protection of the organization is necessary (e.g., investigation policy) -If there is a need for government laws and regulations compliance (e.g., the FMLA, or COBRA) -If there is a need to create consistent standards and rules (e.g, progressive discipline) -If there is a need to create consistency and fair treatment of employees (e.g., PTO, benefits eligibility)

Where to have surveys developed

-Internally -Consulting Firms -Professional industry groups such as SHRM

Components of an employee handbook

-Mission Statement -EEO Statement -Contractual Disclaimer and At-will employment statement -Purpose of the handbook -Background information of the company (May consider other laws, such as the FMLA, COBRA, EEOC anti-discrimination laws, ADA, FLSA)

What are the two types of classical management theories?

-Scientific Management (Taylor, 1909) -Theory of Bureaucracy (Weber, 1921)

Terms/phrases that employers shouldn't use in policies:

-State that the organization will "only" or "always" do something, or employees "must" act in a particular way -Describe employees as "permanent" -State that employees will be terminated only "for cause" -Make promises of job security -Use all-inclusive lists, such as in disciplinary procedures or work rules

All employees' role in communication

Have a responsibility to voice concerns and issues, provide feedback, and listen effectively.

If you are facing broken employment contracts resulting from merger, acquisition, or bankruptcy, you should...

-confront the question "commitment to whom?" -Earn credibility with realistic promises, avoiding promises that can't or won't be kept

engagement is influenced by...

-feedback to employees -job design and employees' fit with their organization -the support and resources provided by the organization and supervisors -leadership style -corporate culture -working conditions that minimize demanding and difficult situations

Ineffective communication may...

-increase the chance for misunderstandings -damage relationships -break trust -increase anger and hostility -stem from poor aligned strategy, use of the wrong communication vehicle, bad timing, nuances such as word choice or tone of voice

The five components of an effective engagement strategy

1 - How the strategy will be communicated 2- how action areas will be identified 3- what measurable outcomes will be used to evaluate progress 4- what specific actions will be taken to address the survey results 5 - how the engagement strategy will be sustained over time

Five Steps for developing and implementing a new company policy.

1 - Identify the need for a policy 2. Determine policy content 3 - Obtain Stakeholder Support 4- Communicate with employees 5- Update and Revise the Policy

How does culture develop?

1. An organization's customs, traditions, rituals, behavioral norms, symbols, and general way of doing things 2. Usually due to factors that have worked well for the organization in the past 3. Founders typically have a significant impact - over time, behavioral norms develop that are consistent with the organization's values

A meaningful employee experience break down into finding the optimal balance of which three areas? ("The Employee Experience Equation")

1. Culture 2. Technology 3. Physical Environment or, alternatively, 1. Social (interacting with others) 2. Emotional (how one feels about the job) 3. Visual (actual work environment)

Four Main Phases of Development of a DE&I Initiative

1. Data Collection and Analysis to determine the need for change 2. Strategy design to match business objectives. 3. Implementation of the initiative 4. Evaluation and continuing audit of the plan

How to measure organizational culture

1. Develop a cultural assessment instrument (rating on key cultural dimensions) 2. Administer the assessment (include individuals at all levels, functions, divisions, and geographical units) 3. Analyze and communicate about assessment results 4. Conduct employee focus groups 5. Discuss culture until consensus forms around key isuses

Three common types of employee surveys

1. Employee Opinion and Satisfaction Surveys 2. Employee Culture Surveys 3. Employee Engagement Surveys

What three things happen when an organization has a strong culture?

1. Employees know how top management wants them to respond to any situation. 2. Employee believe that the expected response is the proper one. 3. Employees know that they will be rewarded for demonstrating the organization's values.

The design and implementation process of a DE&I initiative should follow these principles...

1. Engage the CEO, senior leadership, and other key stakeholders throughout the process. 2. Focus on achieving business results. 3. Start from, and stay aligned with, the business purpose. 4. Be grounded in ownership and accountability Should also address metrics and diversity training (to close specific gaps that are recognized)

You cannot rely solely on corporate culture to advance your business, but have...

1. Great leadership team 2. Great business strategy 3. Corporate culture It is the alignment of these three things to drive breakthrough performance and a sustainable competitive advantage.

Define disability as defined by the ADA

1. Has a physical or mental impairment that substantially limits one or more major life needs 2. OR has a record of such impairment 3. OR is regarded as having such an impairment

A communication strategy includes which five elements?

1. Highly effective strategies that are often top-down, with senior management setting the tone for a cascading series of messages. 2. A budget that allows for the use of various types of communication vehicles. 3. A process by which leaders evaluate any particular situation driving the need to communicate and from which key messages will emerge. 4. A method for generating feedback and using it to shape follow-up messages. 5. A customized delivery approach with communication materials that are easy to understand.

Generally speaking, any organization meeting one of these requirements will be subject under one or more of the laws enforced by the OFCCP.

1. Holds a single federal contract, subcontract, or federally assisted construction contract in excess of $10,000. 2. Has federal contracts or subcontracts that combined total in excess of $10,000 in any 12-month period. 3. Holds government bills of lading, serves a depository of federal funds, or is an issuing and paying agent for U.S. savings bonds and notes in any amount.

TEN THINGS YOUR EMPLOYEES SHOULD KNOW - But they Don't

1. How Your Company Stacks Up Against Your Competitors 2. How Their Job Supports the Organization's Goals 3. How to Report Something Bad that Happens at Work 4. How to Suggest a Process Improvement 5. What Your Company is Trying to Accomplish This Year 6. What it Will Take to Move Up in Your Organization 7. Who You Are and What You Stand For 8. Where Their Job Description and the Law Interact 9. How to Go Over their Boss's Head without Penalty 10. How to Solve a Customer Problem in the Moment

An effective engagement plan will detail what five components?

1. How the strategy will be communicated 2. How action plans will be identified 3. What measurable outcomes will be used to evaluate progress 4. What specific actions will be taken to address the survey results 5. How the engagement strategy will be sustained over time.

At its deepest level, an organization's culture is based on values derived from basic assumptions about what four things?

1. Human Nature (i.e., are people inherently good, bad, proactive or reactive) 2. The organization's relationship to its environment 3. Appropriate emotions (Which emotions should people be encouraged to express, and which ones should be repressed?) 4. Effectiveness (i.e., what metrics show whether the organization is doing well?)

How to Develop and Sustain Employee Engagement

1. Make sound investments (determine what practice is more important and merit greater investment to enhance engagement levels) 2. Develop a compelling business case (leading to measurable business outcomes) 3. Consider unintended consequences (think about likely impact of revised policies) 4. Base investment decisions on sound data (employee engagement should be measured annually and linked to organization's key performancem easures, including profitability, productiivty, quality, customer satisfaction, and customer loyalty) 5. Create an engagement culture (this cna be done by communicating hte value of engagement in the mission statement and executive communications)

Pay Transparency levels

1. Open Pay (full disclosure of each organization member's pay by name) 2. Pay Secrecy (restriction on the amount of information employees are provided about what others are paid)

Accoring to E.O. 11246, the required elements of a nonsconstruction AAP are what?

1. Organizational Display (Detailed graphic, spreadsheet, chart of organizational structure along with incumbents in different cultural groups) 2. Workforce Analysis (listing of each job title as it appears in applicable collective bargaining agreements or payroll records ranked from lowest to highest paid) 3. Job group analysis (grouping similar jobs by similar duty/responsibility, wage rates, and opportunities for training, promotions, pay mobility, etc.) 4. Utilization Analysis

NLRA does not include coverage for workers employed:

1. as agricultural laborers 2. domestic servants 3. by a parent or spouse 4. as an independent contractor 5. as a supervisor 6. by an employer subject to the RLA 7. by federal, state, or local government 8. by any other entity that is not an "employer' as defined by the NLRA

Six steps to building an employee-centric workplace

1. PUT YOURSELF IN EMPLOYEES SHOES Determine how employees interact with the organization during major life milestones like marriage, birth of a child, death of a loved one. How can we better support workers? 2. ASK EMPLOYEES WHAT THEY THINK Don't distribute a survey once a year - find different ways to collect feedback and suggestions year-round in a variety of ways. 3. IDENTIFY TARGET AREAS Don't try to fix everything at once, pick one or two areas that came through loud and clear and let employees know what they are. 4. REPORT BACK Establish a regular communication loop to share feedback received and plans to address problem areas. 5. EVALUATE Use your feedback tools to evaluate the impact of interactions. Be patient, it takes time. 6. REPEAT Improving employee experience is a continuous process - as the world of work changes, so will the components of employee experince.

What are Hofstede's cultural dimensions?

1. Power Distance (democratic to power-centered) 2. Individualism (Collectivist to Individualist) 3. Masculinity (Supportive to Assertive) 4. Uncertainty Avoidance (Flexibility to Predictability) 5. Confucian Dynamism (Short-term thinking to long-term thinking)

10 common themes related to employee engagement

1. Pride in employer 2. Satisfaction with employer 3. Job satisfaction 4. Opportunity to perform well at challenging work 5. Recognition and positive feedback 6. Personal support from one's supervisor 7. Effort above and beyond the minimum 8. Understanding the link between one's job and the organization's mission 9. Prospects for future growth with one's employer 10. Intention to stay with one's employer

Why is counseling an effective way to sustain or enhance job performance?

1. Provides the employee with his or her supervisor's expectations 2. Orients the employee to organizational policies 3. Establish objective goals for the rating period 4. Communicates career-mapping strategies

Typical components of a company policy.

1. Purpose Statement 2. Specification Section (includes details about specific regulation, requirements, or standards) 3. Implementation Section (indicates which parties are responsible for carrying out policy, and how parties will ensure adherence) 4. Effective Date 5. Glossary

What are the five core or motivational job characteristics that promote internal motivation, personal responsibility for performance, and job satisfaction?

1. Skill variety 2. Task identity 3. Task significance 4. Autonomy 5. Performance feedback

Define a plant closing by WARN.

1. The closing of a facility for more than six months 2. The shutdown of an operating unit for more than six months 3. When 50 or more employees are laid off during any 30-day period at a single location

Employers should presume they are covered by federal labor laws in which situations?

1. The employer does business across state lines, including trucks moving across state lines, but also having customers in other states that the employer communicates with via Internet, telephone, or mail 2. the employer enters into contracts with railroads or airlines 3. the employer provides goods and services to a military base or any branch of the federal government 4. the employer does business internationally 5. the employer does business with American Indian tribes

What are the six drivers of employee engagement as defined by Quantum Workplace?

1. The leaders of the organization are committed to making it a great place to work. 2. Trust in the leaders of the organization to set the right course 3. Belief that the organization will be successful in the future 4. understanding of how I fit into the organization's future plans 5. The leaders of the organization value people as their most important resource 6. The organization makes investments to make employees more successful.

Vietnam Era Vets act applies to what four categories of veterans?

1. Vets with disabilities 2. Recently separated vets (those discharged or released from active duty within the last three years) 3. Armed Forces service medal veterans 4. Active duty wartime or campaign badge veterans

Example of an Employee Handbook

1. Welcome Message to New Employees and Recognition of Current Employees 2. Policies and Procedures 3. Benefits 4. Employee and Employer Responsibility for Safety 5. Procedures (Standards of Conduct, Progressive Discipline, Exit Process) 6. Summary and Acknowledgement

Management drivers of employee engagement

1. What the employee gets (e.g., clear expectations), what the employee gives (e.g., individual contributions), whether they fit into the organization and whether the employee has the opportunity to grow 2. Employees enjoy a good relationship with their supervisor 3. Employees have the necessary equipment to do the job well 4. Employees have authority necessary to accomplish their job well 5. Employees have freedom to make work decisions.

The Six Elements of an Ethics and Compliance Program

1. Written standards of ethical workplace conduct 2. Training on standards 3. Company resources that provide advice on ethics issues 4. A process to report potential violations confidentially or anonymously 5. Performance evaluations of ethical conduct 6. Systems to discipline violators

What are the three best measures of a company's health?

1. employee engagement 2. customer satisfaction 3. cash flow

If an employer wishes to take adverse action because of the results of a consumer report, they must:

1. give the individual notice of the consumer report 2. give the individual a copy of "A Summary of Your Rights Under the FCRA"

Culture defines an understanding of:

1. sets the context for everything an enterprise does 2. An ineffectiveculture can bring down the organization and its leadership

Basic rights under the NLRA.

1. to form and join unions 2. obligated employers to bargain collectively with unions selected by a majority of the employees as an appropriate bargaining unit. 3. endorsed the principles of exclusive representation and majority rule, and covered most workers in industries whose operations affected interestate commerce. 4. created the NLRB 5. amended in 1947 to add union unfair labor practices to the list of unfair management practices contained in the original law

How to spot disengagement

A 9-to-5 timeclock mentality An unwillingness to participate in social events outside the office Resentment toward jobs Griping against coworkers and drag down office morale Pessimistic Self-centered High absenteeism Negative attitude Egocentric Focuses on monetary worth

Hawthorne effect

A change in a subject's behavior caused simply by the awareness of being studied Simply paying attention to workers and addressing their social needs yielded significant changes in their productivity.

Injunction

A court order requiring the defendant to stop doing something or to start doing something (prohibitive vs. mandatory)

Define employee relations.

A discipline that encompasses a broad range of concepts, transactions, practices, behaviors, and objectives arising out of the relationship between an employer and its employees, supervisors, and subordinates, and co-workers

right to sue

A notice issued by the EEOC to a complaining party after investigation and conciliation that further efforts to seek redress will need to come through civil litigation. Typically has 90 days.

What is an employee handbook?`

A written or electronic document containing summaries of the employer's policies, benefits, and is used to familiarize employees with ruels and expectations of the employment relationship.

__________ are third-party neutrals hired by the union and management officials to make a final and binding decision on a disputed issue: a. arbitrators b. retired company presidents c. employees d. consulting managers e. mediators

A.

Who does the NLRA apply to?

ALL EMPLOYEES IN MOST PRIVATE-SECTOR WORKPLACES, including manufacturing plants, retail centers, private universities, and healthcare facilities

Americans with Disabilities Act

Applies to employers with 15 or more employees, local governments, employment agencies, and labor unions Providing reasonable accommodation

Section 503 of the Rehabilitation Act

Affirmative action for federal contractors and subcontractors that prohibits discrimination based on physical or mental disabilities. Required covered federal contractors to hire qualified disabled people and to make reasonable accommodation for the physical or mental disability unless the employer can demonstrate undue hardship based upon business necessity and financial cost (significant difficulty or expense).

Diversity has many dimensions. What are some of them?

Age, disability, ethnicity/national origin, family status, sex, gender identity or expression, generation, language, life experiences, neurdoiversity, organizational function and level, physical characteristics, race/color, religion, belief and spiritualy, sexual orientation, veteran status

Some commonly-used terms for describing specific cultures.

Aggressive Customer-Focused Innovative Fun Ethical Research-driven Technology-driven Process-oriented Hierarchical Family-friendly Risk-taking

What groups are not covered by the NLRA?

Agricultural workers, domestic workers, supervisors and independent contractors

Compensatory Damages

Allows for the recovery of damages for emotional distress, job search costs, and other forms of damages that did not fall into back pay or front pay. Capped at various levels depending on the number of persons the defendant employs.

Employee Resource Groups (ERGs)

Also called affinity or business resource groups, a popular element of diversity initiatives, especially in organizations with more than 1,000 employees. Come together voluntary, based on a common interest or background, or at the request of the company. Formed around race, ethnicity, gender, disability, sexual orientation, parental status, national origin, religion or belief, or generation.

Punitive Damages

Also known as exemplary damages. Assessed not to compensate the victim but to punish the wrongdoer and to set an example for others.

Pregnancy Discrimination Act of 1978

Amended Title VII to include pregnancy, childbirth, and related conditions

Barriers to DE&I in political preferences

An employer with political signs and/or messages on its property may discourage individuals with different viewpoints from applying Employer must consider how political preferences may be creating a disadvantage for applicants as well as current employees

Reinstatement

An order requiring an employer to reinstate a discharged employee to the individual's former position.

Organizational Subcultures

Any organization can have a mix of subcultures in addition to the dominant culture. Subcultures exist among groups or individuals who may have their own rituals and traditions that, although not shared by the rest of the organization, can deepen and underscore the organization's core values. CAN ALSO CAUSE SERIOUS PROBLEMS

Barriers to DE&I in company culture.

Apparent preferences toward pro-life, traditional marriage, and other aspects often associated with religious beliefs can repel candidates of differing beliefs or lifestyles. Recognizing only Christian holidays in a workplace...employers must consider holding a holiday party instead and providing floating holidays

Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994

Applies to all employers, regardless of size, and to regular employees regardless of position or full or part time status and prohibits discrimination on the basis of military status and military service obligation.

Title VII of the CRA of 1964

Applies to employers with 15 or more employees, state and local government, employment agencies, labor unions, and U.S. citizens employed by U.S.-owned or controlled companies abroad. No discrimination on the basis of...

Age Discrimination in Employment Act in 1967

Applies to employers with 20 or more employees, employment agencies, labor organizations, U.S.-owned or controlled organizations operating in foreign countries, legislative and executive branches of the U.S. government Prohibits discrimination against persons age 40 and older

Equal Pay Act of 1963

Applies to employers with two or more employees and to labor unions. Prohibits discrimination in compensation based on sex in relation to jobs with equal skill, effort, or responsibility under similar working conditions

Technological advances in the workplace: a. can slow down production b. can reduce or eliminate employees in a particular job classification c. is not available in most industries d. is encouraged to attract unions e. discourages outsourcing

B.

The following is NOT an element of the labor relations process: a. product market b. discouraged workers c. state of the economy d. international forces e. financial market

B.

"Probationary Work Periods" would be most desired by management when the labor market: a. has a low unemployment rate b. has a high number of unskilled employees c. has a high unemployment rate and many skilled employees c. has a low unemployment rate and a low number of unskilled employees e. has a low number of unskilled employees

B???

Back Pay

Basic form of damages calculation, awarding the employee the difference between what the employee actually received and what the employee would have received if not for the EEO violation. Ex: The value of the employee's total compensation package from the data of discharge through the date of the court judgment.

How can HR build and manage a strong culture?

Being a role model for the organization's beliefs Reinforcing organizational values Ensuring that organizational ethics are defined, understood, and practiced Enabling two-way communication and feedback channels Defining roles, responsibilities, and accountabilities Providing continuous learning and training Sustaining reward and recognition systems Encouraging empowerment and teams Promoting a customer-supplier work environment Recognizing and solving individual and organizational problems and issues

face-to-face meetings

Best way to relay sensitive information, during layoffs or restructurings or when handling employee performance issues

Focus: Customers Action: ?

Build internal capacity to understand evolving and new customer needs

The phase of the labor relations process which states that employees have a legal right to form and join a union or to refrain from doing so is the: a. focal point of labor relations b. administration of the labor agreement c. recognition of the legitimate rights and responsibilities of union and management representatives d. key participants in the labor relations process e. negotiation of the labor agreement

C.

A few examples of how companies have defined engagement.

CATERPILLAR Engagement is the extent of employees' commitment, work effort, and desire to stay in an organization. DELL Engagement: To complete today, companies need to win over the minds (rational commitment) and hearts (emotional commitment) of employees in ways that lead to extraordinary effort. INTUIT Engagement describes how an employee thinks and feels about, and acts toward, his or her job, the work experience, and the company.

Ethical danger zones/signs

CONFLICTING GOALS (if forced to cut corners to attain performance goals, employees may feel pressured to compromise ethical standards and lose trust in their managers) FEAR OF RETALIATION (the fear of payback for doing the right thing is a powerful cause of inaction in organizations) AVOIDANCE (when bad things go unpunished or are ignored, that can lead to even worse behavior) RATIONALIZATION (the "everybody's doing it" mindset can lead people into murky ethical waters) LOWERED THRESHOLDS (with each unethical decision, the next one becomes easier - a slippery slope EUPHEMISMS (using neutral terms to describe questionable actions, "creative accounting" as a subtle form of rationalization

Stages of job and task design over the years

CRAFTSPEOPLE AND LABORERS Worked on farms and in workshops. COTTAGE INDUSTRIES Suppliers assembled goods and products for companies that marketed them. MORE FORMALIZED EMPLOYMENT RELATIONSHIPS TODAY Flat and agile organizations that outsource production of goods and services on a global scale.

Increasing pay transparency at the level of individual employee pay.

Companies can be more transparent here by disclosing individual pay for all employees in the organization. Companies should avoid restricting the disclosure of salary information. Providing employees with an annual total compensation statement could be a good first step (identifying employee base salary and value of any other financail benefits) For the greatest transparency, it could disclose to employees the salaries of coworkers in the same job or job families, or even salaries of all company employees internally.

Communications and Culture

Conflicting messages regarding corporate culture may create distrust and cynicism Ensure that the organization clearly and consistently communicates its culture to all employees

What group is NOT covered by Exec Order 11246?

Construction subcontractors/contractors

Inputs

Could be everything from raw materials to financial capital investment (ingredients in producing food, human personnel power making up the organization)

Service Contract Act (SCA)

Covers contracts entered into by federal and D.C. agencies when the principal purpose of the contract is to furnish services in the U.S. through the use of "service employees" - employers must pay the prevailing wage (prevailing wage = wages and benefits in the locality as determined by the DoL_ to employees even though the owrkplace is nonunionized

The role of managers in creating engagement

Creating a respectful and trusting relationship with their direct reports Communicating company values and setting expectations for day-to-day business "People leave managers, not companies"

The "focal point" of labor relations represents: a. the government b. public opinion c. technology d. the negotiation and administration of work rules e. union and management officials

D.

The four dimensions of a workplace technology does not include: a. the pace of work b. characteristics of the work environment c. equipment used in the operation d. structuring of administrative duties e. information exchange

D.

Where can an organization find comparative data?

Data available internally in their HRIS system. Most will need to survey their workforce through voluntary self-identification to obtain additional data such as religion and sexual orientation. The organization may want to consider using third-party or survey technology to capture information that will be reported in aggregate without identifying information.

Define degree of urgency

Defines how quickly the organization wants or needs to drive decision-making and innovation. Some choose their degree of urgency; others have it thrust upon them in the marketplace.

Family and Medical Leave Act (FMLA)

Designated to provide employees temporary job security when faced with certain health-related care responsibilities that preclude them from working Applies to employers of 50 or more employees

Focus: Suppliers Action: ?

Develop minority and female-owned business enterprise systems Supplier development

Name a few basic employee relations concepts.

EEO, Fairness and consistency in the treatment of employees, effective communication between management and employees, documentation of employment actions, recordkeeping as required by law and practice, performance management systems, conflict resolution process, corporate culture

Agency Investigation

EEOC or state agency notifies the employer or other party being charged (the respondent) of allegations. Requests that the respondent provide a written response to the allegations and copies of pertinent documents such as policies, performance evaluations, and documentation of any disciplinary actions.

Cultural Perspectiv

Each organization has unique characteristics and cultural differences such as language, tradition, symbols, practices, social norms, past-times, that distinguish it from other organizations.

Scientific Management

Efficiency is the key value for all organizations - and employees Most productivity with the least inefficiencies or resource waste. Sub-optimal elements are all replaceable.

Benefits of a strong culture

Enhanced trust and cooperation Fewer disagreements More efficient decision-making An informal control mechanism A strong sense of identification with the organization

External recruiting...

Ensure that recruiting messages highlight attractive job features, organizational values, and commitment reciprocity (pay and benefits, flexible work hours, and learning and career advancement opportunities)

HR's role in setting company culture

Ensuring that culture management is a core focus of their organization's competitive efforts Work with senior management to identify what the organizational culture should look like

What is the importance of employee personnel files?

Establish a well-constructed laout of an employees' employment history and establish a foundation of documentation for job reviews, references, employment verifications, background inquiries, and legal defenses. Retention and safeguarding of required records and reports are critical for legal complaince.

Occupational Safety and Health Act (OSHA)

Establishes a system of laws to promote and regulate workplace safety, also created OSHA (a federal agency under the DOL that develops, promotes, and enforces regulations)

Functional Orientation

Every organization puts an emphasis on certain functional areas. Examples of functional orientations may include marketing, operations, research and development, engineering, or service

Fair Credit Reporting Act (FCRA)

Exists to promote accuracy, fairness, and privacy of information in the files of consumer reporting agencies 1. Employer must tell applicants or employees they might use their consumer report on employment decision, in writing 2. employer must receive written permission to proceed 3. the employer must then certify compliance to the company fr om which they are getting the information

Skills and knowledge of DE&I practitioners

Experience in the field of DE&I, culture, cultural difference, deep self-awareness and knowledge of self, an ability to identify and manage one's own biases and agendas EEO, affirmative action, change management, relationship management, communication, and marketing and sales skills

What did the Commerce Clause of the NLRA do?

Extended NLRA protections to employers business if it involves crossing state lines or communicating across state laws, or does business with any branch of the federal government or any foreign country or an American Indian tribe

True or false - Relationship-building is a one-way process that occurs the first time an employee meets their employer.

FALSE - Ongoing, takes time, talent, and effort by supervisors, maangers, and employees. Two-way street

True or false: Lower levels of engagement are related to important business outcomes, including customer satisfaction, employee productivity, company profit, employee turnover, and occurrence of safety incidents

FALSE - high levels

True or false - HR can change the company culture by itself.

False - need C-Suite Executives to have both the requisite skills and the ability to fit into the company culture.

Outputs

Food, manufactured goods, profits generated through financial activities of the organization, communication forms.

What is the purpose of "non-solicitation" policies?

For the purpose of restricting employees and nonemployees from soliciting or distributing literature on behalf of another organization.

What is an EEO policy statement?

Generally says that equal consideration for a job applicable to all individuals and that the employer doesn't discriminate Minimum required protections are dictated by federal, sate, and local law.

Employers SHOULD use terms such as...

Generally, typically, usually, may

Civil Rights Act of 1866

Grants all persons the right to make and enforce contracts as is enjoyed by white citizens

Competency-based or skill-based pay

Grown more popular in recent years Employees paid for mastering job-relevant knowledge and skills but also for using those abilities to produce results that your organization values.

PR and HR

HR and PR professionals, together with top management, should develop formal policies and procedures for dealing with external media.

Hiring Practices and Culture

HR has the opportunity to select people who fit the way an organizational operates Ill-fitting hires and subsequent rapid departures cost approximately 50 to 150% of the position's annual salary Nearly 1 in 3 newly hired employee's leave voluntarily or involuntarily within a year of hiring

HIGH degree of urgency

Has a need to push projects through quickly and a high need to respond to a changing marketplace. Fast-paced, and a decisive management style.

MODERATE degree of hierarchy

Having a defined structure but an acceptance that people often work outside formal channels.

HIGH degree of hierarchy

Having a well-defined organizational structure and an expectation that people will work through official channels.

LOW degree of hierarchy

Having loosely defined job descriptions and accepting that people challenge authority.

What is inclusion?

Inclusion describes the extent to which each person in an organization feels welcomed, respected, supported, and valued as a team member.

If you are facing increasing reliance on contingent and contract workers, you should...

Increase job complexity and job security for core employees For contingent employees, emphasize pay-for-performance, provide results-based incentives, increase task identity

focus: expenses action: ?

Increase recruiting efficiency through more diverse sourcing and engaging employees in identifying candidates Increase retention by creating a more supportive and inclusive workplace, engaging employee resource groups in the onboarding process, and focusing on employee needs.

How to increase pay transparency at the pay-process level

Involves informing employees of the general principles and features of the organization's compensation program. Employers wishing to become more transparent at this level might begin by providing an overview of the company's compensation philosophy.

Job Performance Model

Is a depiction that defines performance and outlines its causes. PERSON -Knowledge, skill, experience, attitudes, ability, temperament, personality PROCESS -Tools, equipment, technology, procedures, behaviors (prescribed, voluntary, proscribed) PRODUCT/SERVICE Quality, quantity, timeliness, safety

Barriers to DE&I in unconscious bias

Is it possible that the hiring manager is selecting individuals based on biases against certain groups? Review the practices or that particular manager.

HR practices that increase employee engagement

JOB ENRICHMENT (incorporate meaning, variety, autonomy, and coworker respect into jobs and tasks) RECRUITING (target applicants likely to view their work as interesting and challenging) SELECTION (choose candidates who are most likely to perform well, make voluntary contributions, and avoid improper conduct) TRAINING AND DEVELOPMENT (provide orientation to create understanding about how the job contributes to the organization) STRATEGIC COMPENSATION (Use pay-for-performance programs to focus employees' attention on incentivized behaviors - adopt competnecy-based pay to encourage acquisition of knowledge and skills) PERFORMANCE MANAGEMENT (set challenging goals that align with the organization's strategic objectives, provide feedback, and recognize accomplish and voluntary contributions) COMMUNICATIONS (targeted communication initiatives can enable managers and HR professionals to stay on top of employee engagement issues, get ongoing feedback from employees, and anticipate changing needs of workgroups)

Define Decision-Making

Judgements of: --Likelihood and riskiness of events --Value of outcomes (What is the best and worst case scenario?) --Intentions of other people (Is this person at the negotiation table honest, or strategically misrepresenting information?) Choices Between Options... --With uncertain outcomes --With varying time horizons --With different values on attributes

Reward Programs and Culture

Key mechanisms HR can use to motivate employees to act in accordance within the organization's culture and values

Managers role in building workplace culture.

Managers play a vital role in determining whether employees embrace a company's values. If managers and top leaders don't model ethical behavior or enforce rules in a fair manner, employees lose trust.

Charge of Discrimination

May be filed with the EEOC, the appropriate state agency, or both. A sworn statement outlining in very general terms why the charging party believes his or her EEO rights have been violated. EEOC will then assist the charging party in prep of this form on an interview with the charging party.

Diversity recruiting

Means companies recruit individuals with a collective mixture of differences and similarities that include individual characteristics, values and beliefs, experiences, and backgrounds. Can be wide-ranging (job board ads) or narrowly targeted (i.e., using websites to locate resumes of candidates who may not be looking for positions but who neatly match a set of exacting criteria)

EEO

Means that an employer cannot discriminate in hiring, training and promotion, any conditions of employment on the basis of race, color, religion, age, national origin, marital status, disability, or sex

Employee Opinion and Satisfaction Surveys

Measure employee views, attitudes, and perceptions of their organizations (aka climate surveys)

Employee Engagement Surveys

Measures employees' commitment, motivation, sense of purpose, and passion for their work and organization.

Employee Culture Surveys

Measures the point of view of employees and is designed to assess whether it aligns with that of hte organization or its departments

Focus: Employees Action: ?

Mentoring Developmental opportunities Employee resource groups Process and policy improvement (e.g., performance management, succession planning, benefits)

Equifinality

More than one way to achieve goals Organizations must be nimble enough to change, need a Plan A, Plan B, Plan C Available as long as we're thinking about what we do in the context of our environment

Behaviors of engaged employees

Optimistic team-oriented goes above and beyond selfless solution-oriented shows a passion for learning passes along credit but accepts blame

Systems Perspective

Organization is an ORGANISM - a living being that is complex and made of multiple parts operating in synergy. Concerned with problems of relationships, of structures, and of interdependence rather than with the constant attributes of objects.

Classical Management Theories

Organizations as a machine. Key components are specialization, standardization, and predictability. The process of business is made up of a number of specialized individual parts engaging in the same process over and over again so there is a high level of predictability.

using training and development to increase engagement

Orientation presents several important opportunities: -Explaining pay, work schedules, and company policies -Explaining how the new hire's job contributes to the organization's mission -Describe how your company is organized -Introduce employee to his or her coworkers -Give the person a tour and explain safety regulations and other procedural matters

Three Parts of Employee Engagement

PHYSICAL - Employees exert high levels of energy to complete their work tasks. EMOTIONAL - Employees put their heart into their job, have a strong involvement in their work, and a sense of significance of it, and feel inspired and challenged. COGNITIVE - Employees forget about everything else when doing their job and become fully engrossed in it.

LOW degree of urgency

People work slowly and consistently, valuing quality over efficiency.

Managers' responsibility in communicating messages

Responsible for daily communication with their employees and for relating to their peers and colleagues.

Affirmative Action

Plans that are requirements for certain federal contractors and subcontractors to take affirmative action to ensure that all individuals have an equal opportunity for employment, without regard to race, religion, color, sex, national origin, or disability status ass a Vietnam-era or special disabled veteran

Through-puts

Processes, procedures, social interactions, etc. that happen within the organization that produce outputs.

Immigration Reform and Control Act (IRCA) of 1986

Prohibits discrimination on the basis of national origin or citizenship except for illegal immigrants

Executive Order 11246

Prohibits race, religion, color, sex, sexual orientation, gender identity, and national origin discrimination by federal contractors and subcontractors o Contractors are required to engage in affirmative action to employ and advance minorities and women in the workforce. Covers federal contractors and subcontractors that employ 50 or more employees, contracts of $50,000 or more, serve as a depository of government funds in any amount, or are financial institutions issuing and U.S. savings bonds

Communicate the value of employee engagement through your company _________________ _______________ and other executive communications.

mission statement

Examples of qualitative and quantitative data measuring the success of communication plans.

QUALITATIVE - Anecdotal evidence that employees' attitudes were improved after the handling of an emergency situation; focus group information supported the strategy for communicating benefits changes to employees, etc. QUANTITATIVE - Measures such as turnover rates, productivity rates, and employee satisfaction benchmarks, as well as the use of employee service center options.

Formal communication opportunities include:

Recruiting and onboarding performance reviews goal-setting training communications by senior leaders employee surveys

What is HR's role in perpetuating a strong culture?

Recruiting and selecting applicants who will share the organization's beliefs and thrive in that culture. Developing orientation, training, and performance management programs that outline and reinforce the organization's core values and ensures that appropriate rewards and recognition go to employees who truly embody the values.

Equity

Refers to fair treatment in access, opportunity, and advancement for all individuals Working to eliminate barriers to fair treatment for disadvantaged groups, from the team level through systematic changes in organizations and industries. REquires an understanding that the societal systems in which we currently work are not equitable and that those inequities are reflected in our organizations.

Organizations should conduct surveys of employees on a ________ basis.

Regular - although most just do it annually.

Terminations, demotions, involuntary transfers

Require careful scrutiny and risk legal consequences if they run afoul of fair employment practieces or create potential claims for wrongful discharge

Worker Adjustment and Retraining Notification Act (WARN)

Requires employers to provide employees at least 60 days notice of ANY plant closing or mass layoff (to give transition time and seek a new job or training of a new skill)

Vietnam Era Veterans' Readjustment Assistance Act of 1974

Requires government contractors and subcontractors to take affirmative action steps to employ and advance in employment protected veterans. Prohibits them from discriminating in employment against protected veterans and requires these contractors to take affirmative action to recruit, hire, promote, and retain veterans. Requires them to establish annual hiring benchmarks for protected veterans.

Engaged Employees....

STAY They have an intense desire to be a part of the organization and they stay with that organization. SAY They advocate for the organization by referring potential employees and customers, are positive with coworkers, and are constructive in their criticism. STRIVE They exert effort and engage in behaviors that contribute to business success.

Human Relations / Human Resources Theories

Sees organizations not as an inhuman machine, but as people and their importance to the organization.

Messaging applications

Slack, Teams, etc. Chatbots that interact with applicants and employees through automation May be the future of workplace communications

What are engagement and productivity affected by?>

Social cohesion Feeling supported by one's supervisor Information sharing common goals and vision communication trust

Organizational rules are defined by....

Some federal and state laws, but mostly by the organization itself, expressed in written policies or handbooks and institutionalized by practice.

General Duty Clause

States that an employer "shall furnish to each of its employees conditions of employment and a place of employment free from recognized hazards that are causing or are likely to cause death or serious injury or harm to its employees"

True or false: Diversity and inclusion and EEO and affirmative actions are complimentary but distinct concepts.

True.

Barriers to DE&I in employee referral programs

Studies show that although employee referral programs can be an excellent sourcing solution, they often result in "like me" referrals, where employees refer candidates of the same race, religion, national origin, or other class and can lead to adverse impact

Using neutral statements

Surveys should be sprinkled with negative statements - if a survey is filled with positive statements such as "My boss is considerate" or 'My team is helpful", the results can be unrealistically rosy

True or false: The most successful EX strategies for capturing feedback rely on a combination of surveys, face-to-face encounters with individuals or small groups, and mechanisms for collecting immediate, anonymous, and unsolicited feedback at any time.

Surveys, casual conversations, focus groups, one-on-ones, stay interviews "How likely would you be to refer a friend to work at RiseNow?"

DO or DON'T state this in a company handbook: "Misuse or unauthorized disclosure of confidential information not otherwise available to persons or firms outside of RiseNow is cause for disciplinary action, including termination"

TRUE

True or false: A recent summary of engagement research has found that engaged employees are better performers, and engagement enhances employees' job performance in unique ways.

TRUE

True or false: Although rarely required by law, most organizations have at least some written policies augmented by prior actions taken in response to employee concerns.

TRUE

True or false: Demographic questions should be voluntary in order to limit fears employees may have about anonymity.

TRUE

True or false: Typically, organizations are caught off-guard by a unionization effort and must scramble to defeat it, but might violate the law in trying to do so.

TRUE

True or false: DE&I recruiting initiatives reach out to everyone qualified to fill the talent pipeline.

TRUE - must be qualified

Onboarding Programs and Culture

Teaches newcomers the employer's value systems, norms, and desired organizational behaviors. Helps them become part of the social networks in the organization and make sure they have the early job experiences that reinforce the culture.

Allowed or not allowed: An employee bulletin board is covered with posters selling Girl Scout cookies, but the employer doesn't allow union rally posters.

not allowed, illegal

What is DE&I?

The DE&I function deals with the qualities, experiences, and work styles that make individuals unique (e.g., age, race, religion, disabilities, ethnicity) as well as how organizations can leverage those qualities in support of business objectives.

Who governs U.S. labor relations laws?

The NLRA is enforced.by the National Labor Relations Board (NLRB)

What are "artifacts"?

The core business activities, processes, and philosophies that characterize how an organization does business day-to-day

Define degree of hierarchy

The extent to which the organization values traditional channels of authority.

Climate

The general workplace atmosphere or mood experienced by organizational members

To remain un-unionized, workplaces need to understand what?

The legitimate concerns of employees and work with employees to address their concerns to avoid unrest and disruption in the workplace.

Requisite variety

The need for organizations and groups to be as complicated as the problems that confront them. Must respond and adjust to the environment (both physical and to political and public and social climates)

Cultural competence

The type of environment that requires people from diverse backgrounds to communicate and work together, and to understand one another's needs and perspectives.

What is the major problem with including open-ended questions?

The volume of data generated and the difficulty grouping and analyzing answers

Engaged vs. disengaged; Enthusiasts vs. renegades

Those who know what to do and want to do it Those who don't know what to do and don't want to do it Those who want to do the work but don't know how to do it Those who know what to do but don't want to do it

Tradeoffs we make in decision-making

Time vs. money Quality vs. Price Now (outcomes now) vs. later (outcomes later) Self-interest vs. interest of others Corporate profits vs. social responsibility

Purpose of an AAP

To evaluate the contractor's initiatives and strategies to achieve EEO and includes a statistical evaluation of the representation of women and minorities in the contractor's workforce as compared with the general representation of individuals with similar skills in the relevant labor market. Provides a road map for management to correct problem areas and support recruitment goals.

True or false: People consistently overestimate their intercultural competence, which poses a particular challenge to HR professionals.

True

True or false: The diversity functional area has evolved WELL BEYOND EEO and affirmative action compliance - DE&I is aimed at realizing competitive advantage and business opportunity.

True

True or false: It is always unlawful to enforce a non-solicitation rule to stop union activity when the rule is not enforced to prevent other types of distribution and solicitations

True

Issues with mergers and acquisitions

Two out of three mergers fail because of cultural problems Blending and redefining cultures, and reconciling the differences between them Some believe that if the right business plan and agenda are in place during a merger, a strong corporate culture will develop naturally

Affirmative Action Plans are governed by....

U.S. DoL's Office of Federal Contract Compliance Program (OFCCP)

CEO's role in communication messages

Ultimately responsible for setting the tone and establishing organizational culture

Basic Assumptions

Unconscious, taken-for-granted beliefs, perceptions, thoughts, and feelings that ultimately influence how members experience the world" (If you work for McDonald's or Google, there are going to be certain ways you become enculturated through the organization to assign significance to things such as your coworkers, customers, the way that outside society is going to see you)

Fair or unfair labor practice: Transferring, laying off, terminating, assigning employees more difficult work otherwise punishing them because they engaged in union activities.

Unfair

What does FMLA grant?

Up to 12 weeks of unpaid leave for: -birth and care of the employee's child, or placement for adoption or foster acre -care of an immediate family member (spouse, child, parent) who has a serious health condition -care of the employee's own serious health condition

Focus on revenues Action: ?

Use multicultural marketing, focus on existing or new domestic or international markets Build innovation and creativity to bring new products or services to market

Newsletters

Used to communicate new information about the organization, its products and services, and its employees Print or electronic

Employee Handbooks

Used to communicate standard operating procedures, guidelines, policies, organization mission, vision, and values Print or electronic

Using technology to conduct employee surveys

Usually results in higher participation rates due to ease of access and in quicker analysis of the data

Surveys/polls

Vital to any effective communication strategy as a formal tactic for listening to employees Employees can elicit fast feedback through surveys and polls about specific issues (like a new benefit or policy) or general concerns

A mass layoff is defined as:

When a layoff, lasting at least six months, affects either: 1. 500 or more workers, or 2. At least 33% of the workforce when the layoff affects between 50 and 499 workers

Why should you consider posting jobs internally?

When you recruit existing employees for desirable jobs, you enhance engagement (by maximizing person-job fit) and commitment (by providing growth and advancement opportunities in return for their loyalty)

Front pay

Where reinstatement isn't practical, a discharged employee may be awarded front pay Compensation for a reasonable time into the future reflecting the expected longevity of the employee's employment within the organization.

Retaliation

a concern whenever an employee who has ldoged or filed a complaint or supported the action of another employee is lodging a complaint is subsequently treated differently or adverseley.

Railway Labor Act (RLA)

a federal law passed in 1926 to regulate relationships between railroad companies and unions protected rights of airlines and railroad workers to organize and bargain collectively and mandates labor disputes.

If you are facing restructuring to flatter organization with broader job responsibilities, you should....

align job/work design to new roles/responsibilities recruit, select, train, compensate, and manage accordingly outsource or automate simple or routine work

An organization that offers generous retirement benefits but a traditional, seniority-based pay grade system will have ______________________, but might delivery pedestrian _______________ as they bide their time until retirement.

commitment, performance

Promotions and transfers

affect the individuals in transition as well as those selected for open positions

Norris-LaGuardia Act of 1932

act that prohibited employers from punishing workers who joined unions and gave labor the right to form unions. Outlawed contracts in which workers promised not to join a labor union.

Linking corporate communication to _______________ _______________ is essential to effective and consistent business operations.

business strategy

Informal communication opportunities include:

coaching mentoring career development discussions ongoing performance feedback recognition programs company social events personal crises

Underutilization

determined by comparing the actual percentage of women and minorities in each job group (placement of incumbents in job groups) with the estimated percentages of available women and minorities (determining availability).

Having ____________________ conduct the survey usually helps assuage employee's fears of being identified on surveys.

third-party vendor

Negative effects of an ineffective culture

disengaged employees high turnover poor customer relations lower profits

DO or DON'T state this in a company handbook: "Do not discuss outside of work, customer or employee information, including phone numbers and addresses"

do not

The sequence of the labor relations process is: a. unpredictable and random b. random c. independent d. unpredictable e. cumulative

e.

Encourage managers to include _____________ in goal-setting processes.

employees. This helps to ensure the workers understand the goals, and promote acceptance of challenging objectives, because people generally feel more committed to goals they have helped define.

Many organizations conduct engagement surveys, but a survey alone will not increase employee engagement. For best results, employers should create an overall engagement ____________ that goes beyond simply measuring engagement scores.

engagement strategy

A company that offers a strong performance incentive system but no retirement plan will probably have exceptional _______________ but not ______________.

engagement; commitment

Negative entropy

exchange of energy and resources between systems that promote growth and transformation Ability to prevail and overcome being run down

Individualism

extent to which society is organized around individuals or around groups Individualist countries - manager's confidence matters Collectivist countries - Relationship and social ties matter U.S. and Australia (Individualist) China, Indonesia, Pakistan (Low individualist)

Before 2008, corporate reputations were largely determined by ___________ _____________, while today businesses build trust by treating employees well, demonstrating ethical practices and by placing customers ahead of ________.

financial success profits

Intercultural sensitivity

mindfulness of behaviors that may offend others...effectiveness in communicating and working with them across all dimensions of diversity

Diversity practitioners and business leaders need strong ____________________ competence regardless of the scope of the initiative.

intercultural

Mass production and enhanced efficiency in the early 20th century led to enhanced efficiency but also unhappy and dissatisfied workers. This spurred organizational scientists to examine the human component of work more closely, using job ___________ and job ___________.

job enlargement (broadening the scope of job tasks) job enrichment (providing more complex and challenging tasks)

Pros of conducting employee surveys

o Can reveal a great deal of information about employee perceptions that management can use to improve the workplace o Organization responsiveness to employee feedback leads to higher retention rates, lower absenteeism, improved productivity, better customer service, and higher employee morale o Conducting the survey in the first place can lead to a positive message to employees that their opinions are valued o Managers can gain insights into issues affecting their departments or business units and manage more effectively as a result

Cons to conducting employee surveys

o If the senior management team is not fully committed and ready to really listen and act, then conducting a survey can falsely raise expectations among employees o Leads to an employee relations disaster

Three broad concepts that help identify traits specific to a culture.

o Social Culture. This refers to group members' roles and responsibilities. It is the study of class distinctions and the distribution of power that exists in any group. o Material Culture. This involves examining everything that people in a group make or achieve and the ways people work with and support one another in exchanging required goods and services. o Ideological Culture. This is tied to a group's values, beliefs, and ideals - the things people view as fundamental. It includes the emotional and intellectual guidelines that govern people's daily existence and interactions.

Fair or unfair labor practice: Threatening employees with loss of jobs or benefits if they join or vote for a union or engage in protected concerted activities.

unfair

Employers, under the FLSA, are required to pay non-exempt employees an overtime rate of ________ times their regular rate for all hours worked in a workweek in excess of 40 hours.

one and one half times

Survey follow-up should be conducted __________ after the organization releases the survey results to signal to employees that senior management is serious about responding to the findings.

one month

Increasing pay transparency at the job level.

pay transparency consists in providing employees with information about pay grades and pay ranges within the organization. Ensure all employees are informed of the pay grades for their jobs, and know where their pay falls within the pay grade. To achieve the highest level of transparency, companies can publish the pay grades and ranges of all jobs they offer.

Americans with Disabilities Act applies to:

privately owned or government-owned public accommodations; 15 or more employees

EEO laws are enforced by ____________ agencies and _____________ lawsuits.

public; private

Fair or unfair labor practices: Questioning employees about their union sympathies or activities in circumstances that tend to interfere with, restrain, or coerce employees in the exercise of their rights under the NLRA

unfair

Fair or unfair labor practices: Threatening to close the plant if employees select a union to represent them.

unfair

Power Distance

refers to the extent to which unequal distribution of power is acceptable or socially acceptable Managers from "high" power distance countries require approval from above Malaysia and Guatemala (high) Sweden and Great Britain (low)

Family and Medical Leave Act of 1993

requires employers to provide up to 12 weeks of unpaid leave for family and medical emergencies o Applies to employers with 50 or more employees and prohibits discrimination against employees for exercising their FMLA rights

Some compensation components encourage commitment to __________, while others motivate engagement in the ________________.

the employer, the job

Define employee involvement.

the extent to which employees commit to something or someone in their organization, how hard they work, and how long they stay as a result of their commitment.

An organization's geographic footprint encompasses _______________.

the regions in which it and its customers are located. It could be exclusively domestic, or it might be global. Combined, the primary stakeholders and the organization's footprint help determine whether the DE&I initiative should have a domestic or global scope.

When selecting the best communication vehicle, organizational leaders should consider ___________, ____________, and __________.

timing, location, and message TIMING - Is it an emergency situation? LOCATION - Employees' location may affect this selection: are they in one building, multiple sites, or situated globally? MESSAGE. - Sensitivity of the information. For layoff of termination information, most professionals agree that face-to-face meetings trump any other means of communication, but sometimes these may be impossible due to geographic location or number of employees.

True or false: Despite the millions of dollars routinely poured into boosting engagement, a mere 33% of workers reported being engaged in 2016 and employee engagement as a whole rose only 3% from 2012 to 2016, according to Gallup

true

An employer doesn't have to make a reasonable accommodation for an employee if it will cause an ___________ __________.

undue burden

Fair or unfair labor practice: Making inquiries of job applicants about their union affiliations or beliefs in labor unions.

unfair

Fair or unfair labor practice: Making statements in employee handbooks to the effect that employees are prohibited from disclosing their pay (or other terms and conditions of employment) with fellow employees

unfair

Fair or unfair labor practice: Promising benefits to employees to discourage their union support.

unfair

Fair or unfair labor practice: Spying on employees to see whether they are engaging in protected concerted activities

unfair

Why are employee attitude surveys important?

used to tap employees' perceptions, feelings, and concerns to create more effective productive workplaces. Pros and cons, but their use has become widespread - the challenge is to choose which survey design and method of evaluation will yield the most useful information.

At the heart of an organization's culture are commonly held _________.

values

DO or DON'T state this in a company handbook: "Being insubordinate, threatening, intimidating, or disrespectful or assaulting a manager, supervisor, coworker, customer, or vendor will result in discipline"

yes

Define the following common values: Outcome Orientation People Orientation Team Orientation Attention to detail Stability Innovation Aggressiveness

· Outcome orientation. Emphasizing achievements and results. · People Orientation. Insisting on fairness, tolerance, and respect for the individual. · Team Orientation. Emphasizing and rewarding collaboration. · Attention to detail. Valuing precision and approaching situations and problems analytically. · Stability. Providing security and following a predictable course. · Innovation. Encouraging experimentation and risk-taking. · Aggressiveness. Stimulating a fiercely competitive spirit.

Give a few of the definitions of employee engagement.

· Quantum Workplace: "Employee Engagement is the strength of the mental and emotional connection employees feel toward their places of work" · Gallup: "Engaged employees are those who are involved in, enthusiastic about, and committed to their work and workplace" · Willis Towers Watson: "Engagement is employees' willingness and ability to contribute to company success"