MGT 301-Ch. 9

Job Analysis

determining the basic elements of a job by observation & analysis

Hostile Environment

doesn't risk economic harm but experiences an offensive or intimidating work environment; ex) hearing co-workers talk about sex

Other Tests

drug testing, polygraph, genetic screening

Turnover

employee abandons, resigns, retires, or is terminated from a job & the employer seeks to replace him or her

Attrition

employee retires or when the company eliminates his or her job, & the employer leaves the vacancy unfilled

360-Degree Assessment

employees are appraised not only by their managerial superiors but also by peers, subordinates, & sometimes clients; employee chooses evaluators who fill out anonymous forms; employees go over results with manager & together put in place a LT plan for performance goals

Disparate Treatment

employees from protected groups are intentionally treated differently

Closed Shop

employer may hire only workers for a job who are already in the union; illegal

Patient Protection & Affordable Care Act of 2010

employers with more than 50 employees must provide health insurance

Civil Rights Act, Title VII of 1964

prohibits discrimination on basis of race, color, religion, national origin, sex, or sexual orientation

Equal Pay Act of 1963

requires men & women be paid equally for performing equal work

Steps of Learning & Development Process

1. Assessment: is L&D needed? 2. Objectives: what should L&D achieve? 3. Selection: which L&D methods should be used? 4. Implementation: how should L&D be effected? 5. Evaluation: is the L&D working? then go back to step 2

Advantages of External Recruitment

1. applicants may have specialized knowledge & experience 2. applicants with fresh viewpoints

External Recruitment Methods

1. employee referals 2. e-recruitment tools (member directories, social media like LinkedIn, "dot-jobs" websites) 3. realistic job preview

Advantages of Internal Recruitment

1. employees show greater effort & loyalty; morale enhanced 2. cheaper 3. fewer risks

Disadvantages of External Recruitment

1. recruitment process = more expensive & takes longer 2. risks are higher bc persons hired are less well known

Disadvantages of Internal Recruitment

1. restricts the competition for positions & limits pool of fresh talent & viewpoints 2. may encourage employees to assume that longevity & seniority will automatically result in promotion 3. whenever job filled, vacancy created

Transfer

moving sideways; movement of an employee to a different job with similar responsibilities; may or may not mean a change in geographic locations

Promotion

moving upward to a higher-level position; three concerns (1) fairness, (2) nondiscrimination, & (3) other's resentment

Collective Bargaining

negotiations between management & employees about disputes over compensation, benefits, working conditions, & job security

Two-Tier Wage Contracts

new employees are paid less or receive lesser benefits than veteran employees

Unstructured Interview

no fixed set of questions & no systematic scoring procedure; involves asking problem questions to find out what the applicant is like

Labor Unions

organizations of employees formed to protect & advance their members' interests by bargaining with management over job-related issues

Discrimination

people are hired or promoted-or denied hiring or promotion-for reasons not relevant to the job

Layoffs

person being dismissed temporarily & may be recalled later when economic conditions improve

Firings

person is dismissed permanently "for cause": absenteeism, sloppy work habits, failure to perform satisfactory, breaking the law, etc.

Mediation

process in which a neutral third party, a mediator, listens to both sides in a dispute, makes suggestions, & encourages them to agree on a solution

Arbitration

process in which a neutral third party, an arbitrator, listens to both parties in a dispute & makes a decision that the parties have agreed will be binding

Recruitment

process of locating & attracting qualified applicants for jobs open in the organization; can be internal or external

Union Shop

workers aren't required to be union members when hired for a job but must join the union within a specified time

Open Shop

workers may choose to join or not join a union

Agency Shop

workers must pay equivalent of union dues, but aren't required to join the union

Luann is conducting a performance appraisal on Bill. The form her company uses asks her to list the objectives that she and Bill agreed to last year, and indicate how well he met each objective. Luann's company is using a(n) ________ system of performance appraisal. A. objective B. BARS C. trait D. informal

A. objective

Stan is constantly telling off-color jokes and using profanity in front of his administrative assistant. This could be considered a(n) A. difficult atmosphere B. hostile work environment C. intimidating surrounding D. quid pro quo situation

B. hostile work environment

Joe, a human resources specialist for Jersey Office Supplies Co., rides along with the furniture delivery people to observe the problems they were encountering and what activities they were required to perform. Joe was performing a A. personality test B. performance appraisal C. BARS D. job analysis

D. job analysis

Melanie scheduled a special interview with Gina before Gina was hired, in which Melanie painted a picture of both the positive and negative features of the job. Mel was performing a(n) A. structured interview B. unstructured interview C. performance appraisal D. realistic job preview

D. realistic job preview

Uber has worked to improve and safeguard its driver performance appraisal rating system, yet it still lacks some of the basic components of traditional employee performance management systems. Based on the case, which of the following is not part of Uber's performance appraisal system for drivers?

Rewards

Grievance

a complaint by an employee that management has violated the terms of the labor-management agreement

Exit Interview

a formal conversation to find out why an employee is leaving & to learn about potential problems in the organization

Downsizing

a permanent dismissal; no rehiring later

Human Resource Inventory

a report listing your organization's employees by name, education, training, languages, & other important information

As the number of Uber drivers grows at a rapid rate, the company benefits from the fact that one of the few hiring tests it needs to ensure drivers pass is already done for them—the driving test needed to receive a driver's license. In the framework of employment tests, which type of test(s) does a driving test qualify as?

ability & performance tests

Bullying

abusive physical, psychological, verbal, or nonverbal behavior that is threatening, humiliating, or intimidating

Affirmative Action

active recruitment from groups traditionally discriminated against; elimination of prejudicial questions in interviews; establishment of minority hiring goals

Performance Appraisal

aka performance review; consists of assessing an employee's performance (yearly) & providing feedback

Performance Tests

aka skills tests; measure performance on actual job tasks-so called job tryouts; may take place in an assessment center

Forced Ranking

all employees within a business unit ranked against one another & grades are distributed along a bell curve; top performers rewarded with bonuses & promotions; worst performers given warnings or dismissed

Health Insurance Portability & Accountability Act (HIPPA)

allows employees to switch health insurance plans when changing jobs & receive new coverage regardless of preexisting health conditions; prohibits group plans from dropping ill employees

Civil Rights Act of 1991

amends & clarifies Title VII, ADA, & other laws; permits suits against employers for punitive damages in case of intentional discrimination

Adverse Impact

an organization uses an employment practice or procedure that results in unfavorable outcomes to a protected class; ex) only hiring men

Structured Interview

asking each applicant the same questions & comparing their responses to a standardized set of answers; 2 types-situational & behavioral

Integrity Tests

assess attitudes & experiences related to a person's honesty, dependability, trustworthiness, reliability, & pro-social behavior

Part of the frustration by drivers, and the reason that some want to unionize, is that they don't receive all parts of a typical compensation package often given to employees. Based on the case, which is the only part of a typical compensation package that Uber's "business partners" do currently receive?

base pay

Dismissal

moving out of the organization through layoffs, downsizing, & firings

Objective Appraisal

based on facts & often numerical; measures desired results; harder to challenge legally: reduced personal bias

Subjective Appraisal

bases on a manager's perception of an employee traits & behaviors

Base Pay

basic wage or salary paid employees in exchange for doing their job

Off-the-job Learning & Development

classroom programs, workbooks, videos & games, & simulations

On-the-job Learning & Development

coaching, training positions, job rotation, & planned work activities

Incentives

commissions, bonuses, profit-sharing plans, & stock options

Strategic Human Resource Planning

consists of developing a systematic, comprehensive strategy for understanding current employee needs and predicting future employee needs

Human Resource Management (HRM)

consists of the activities managers perform to plan for, attract, develop, & retain an effective workforce

Sexual Harassment

consists of unwanted sexual attention that creates an adverse work environment; violates Title VII of the 1964 Civil Rights Act; two types: (1) quid pro quo & (2) hostile environment

Nondisparagement Agreement

contract that prohibits one party from criticizing the other; often used in severance agreement to prohibit former employees from criticizing their former employers

Job Specification

describes the minimum qualifications a person must have to perform a job successfully

National Labor Relations Board

enforces procedures whereby employees may vote for a union & collective bargaining

Occupational Safety & Health Act (OSHA) of 1970

establishes minimum health & safety standards in organizations

Behavioral Interview

explore what applicants have actually done in the past

Situational Interview

focuses on hypothetical situations

Realistic Job Preview

gives a candidate a picture of both the positive & negative features of the job & the organization before joining a firm

Privacy Act of 1974

gives employees legal right to examine letters of reference concerning them

Benefits

health insurance, dental insurance, life insurance, disability protection, retirement plans, holidays off, sick days & vacation days, recreation options, health club memberships, family leave, & discounts

Orientation

helping the newcomer fit smoothly into the job & the organization; designed to give employees the information they need to be successful

Sexual harassment can prevent people from performing their best due to making them feel uncomfortable or unsafe in their workplace. This means that the type of harassment alleged to be taking place against some Uber employees could negatively impact those employees'

human capital

Fair Minimum Wage Act of 2007

increased federal minimum wage to $7.25 per hour on July 24, 2009

Quid Pro Quo

jeopardizes being hired or obtaining job benefits or opportunities unless he or she implicitly or explicitly acquiesces

Ability Tests

measure physical abilities, strengths & stamina, mechanical ability, mental abilities, & clerical abilities

Personality Tests

measure such personality traits as emotional intelligence, social intelligence, resilience, personal adaptability, & need for achievement; may include career-assessment tests

Onboarding

programs that help employees to integrate & transition to new jobs by making them familiar with corporate policies, procedures, cultures, & politics by clarify work-role expectations & responsibilities; aka employee socialization

Americans with Disabilities Act of 1990

prohibits discrimination against essentially qualified employees with physical or mental disabilities or chronic illness; requires "reasonable accommodation" be provided so they can perform duties

Age Discrimination in Employment Act (ADEA)

prohibits discrimination in employees over 40 years old; restricts mandatory retirement

Sarbanes-Oxley Act of 2003

prohibits employers from demoting or firing employees who raise accusations of fraud to a federal agency

Behaviorally Anchored Rating Scale (BARS)

rates employee gradations in performance according to scales of specific behavior

Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1985

requires an extension of health insurance benefits after termination

Family & Medical Leave Act of 1993

requires employers to provide 12 weeks of unpaid leave for medical & family reasons, including for childbirth, adoption, or family emergency

Immigration Reform & Control Act of 1986

requires employers to verify the eligibility for employment of all their new hires (including U.S. citizens)

Selection Process

screening of job applicants to hire the best candidate; three components: (1) background information, (2) interviews, & (3) employment tests

Microlearning

segments learning into bite-size content, enabling a student to master one piece of learning before advancing to anything else

Performance Management

set of processes & managerial behaviors that involve defining, monitoring, measuring, evaluating, & providing consequences for performance expectations; ongoing

Employee Retirement Income Security Act (ERISA) of 1974

sets rules for managing pensions plans; provides federal insurance to cover bankrupt plans

Knowledge Worker

someone whose occupation is principally concerned with generating or interpreting information, as opposed to manual labor

Uber drivers' performance is currently rated by riders in their vehicles. This means that the performance appraisal they receive is primarily

subjective

Job Description

summarizes what the holder of the job does & how or why he or she does it

Human Capital

the economic or productive potential of employee knowledge, experience, & actions

Social Capital

the economic or productive potential of strong, trusting, & cooperative relationships

Givebacks

the union agrees to give up previous wage or benefit gains in return for something else, such as a no-layoff policy

Cost-of-Living Adjustment (COLA)

this is a clause during the period of the contract that ties future wage increases to increases in the cost of living

Discipline & Demotion

threat of moving downward; may be temporarily removed from their jobs; have his or her current responsibilities, pay, & perquisites taken away

Trait Appraisal

type of subjective appraisal; easy to create & use, but validity is questionable

Behavioral Appraisal

type of subjective appraisal; measure specific, observable aspects of performance; ex) BARS

Compensation

wages or salaries, incentives, & benefits