MGT620 Final

HMO

Health maintenance organizations

Objective of the pay-level decision. Which is not?

High, low, and comparable

Central tendency error

"Average"

Describe 3 generals type of benefits most medium and large sized firms provide voluntarily?

1. Pay for not time worked - holidays, paid lunch, vacations, sick leave 2. Insurance - life & health 3. Retirement plan - 401 K and private pensions

COBRA

29 months, disabled or working reduced hours

What is meant by the term mandated benefit? Describe government-mandated benefits. What are the advantages and disadvantages of each?

A mandated benefit is a law that requires a health insurance policy or health plan to cover specific providers, procedures, benefits or people. They are controversial because some view them as consumer protections that ensure access to important care, while others contend mandates are promoted by narrow special interests and add significant cost but marginal benefits. For over 50 years, public policy has played a role in determining what benefits an employee receives. The government mandates certain benefits: social security, Medicare, unemployment insurance, and workers' compensation. Social security - Income after retirement, but unreliable because number of workers in workforce have begun to be outnumbered by those who are retired. Medicare - guarantees access to health insurance for Americans aged 65 and older and younger people with disabilities, but rising number of those eligible faster than those who pay for it. Unemployment insurance - Help families obtain basic needs, but real cost to employers, state, and federal government. Workers' compensation - company liable for injuries that occur on the job, but high premiums and time & effort to claim

360-Degree Feedback System

Anonymous

Three types of criteria for evaluating training

Answer: cost Internal, external, and participant reaction is

Arbitrators

Attorneys, academics, and respected members of the community

Direct vs. Indirect Financial Compensation

Direct - money which is paid directly to employees in exchange for their labor - includes everything from hourly wages, set salaries, bonuses, tips and commission Indirect - All monies paid out to an employee that are not included in direct compensation - Often understood as the portion of an employee's contract that covers items such as temporary leaves of absence, benefits, and retirement plans

Steps in a systematic performance evaluation process (Six Steps)

Establish performance standards for each position and the criteria for evaluation Superior/subordinate define tasks & set objectives

What is MBO? What advantages does it have over traditional performance evaluation methods? What are its weaknesses?

Management by Objectives (MBO) is a technique which sets goals by the persons and they can be broken to down level with more specific goals in order to achieve key results. The MBO managers focus on the result but not on the activity. The tasks can be delegated by them to the subordinates in a negotiating manner without any dictating nature. The style of MBO is an appropriate technique for the knowledge based enterprises. To effective MBO technique, the individual managers must understood the objectives of their allocated job and how these objects are suitable with overall objectives of the company which are set by top management or board of directors of the organization. The active participation of the managers in setting of the objectives of all units also accessible through the system of MBO. The advantages of MBO include to increase the motivation among employees and lead good planning. Through the technique, the responsible persons able to identify problems and take possible solutions. The MBO technique encourages in developing leadership qualities of the employees and reduces conflicts. It is joint goal setting and performance of review of each step involved in the MBO technique. However the MBO technique is some weakness as the competition between the managers may lead to war among them. Besides, there will be danger due to inflexibility. More failures in connection with providing guidelines and failure to teach MBO philosophy also happens. However, the MBO techniques have advantages over traditional performance evaluation system as connects with Goal setting and gets feedback with effective participation.

Identify and describe the key labor organizations that helped establish labor relations in the United States.

The Knights of labor: establish one large Union for all employees, regardless of trade and replace capitalism with socialism Federation of labor: membership was restricted to skilled trade's people such as bricklayers and carpenters The congress of industrial organization: 1935, AFL and CIO competed for members until 1955 when they merged

Why is a needs assessment a requirement for determining what training should be provided? Unfortunately, too many organizations bypass the needs assessment. Why?

Match training programs to organizations' short and long term goals Knowledge, skill and ability are analyzed Help solve organizations training problems

Economic Man

Money is the motivator for work

Delayering

Move among a wider range of a job task without having to adjust pay

Non-Exempt

Paid on an hourly basis - all employees must receive overtime for working more than 40 hours a week "time and a half"

Social Security Benefits

Paid out on a monthly basis to retired workers and their surviving spouses. They are also paid to those who are permanently and totally disabled according to the strict criteria set forth by the Social Security Administration

Pay for each individual in the United States is set relative to three groups. Name them and explain why each is important.

Pay for a particular position is set relative to the following groups: • Employees working on similar jobs in other companies • Employees working on different jobs within the same organization • Employees working on the same job within the same organization The first group is important because it offers a broad look at the position while trying to ascertain if the compensation package is competitive with regard to market rates. The second group involves determining what the relative worth of each kind of job is to the organization. The third group is concerned with making the individual pay determination decision.

Behavior modification

Reinforcement and punishment

Three types of criteria for evaluating training

Reinforcement and punishment

What should an organization do in order to help make sure that its performance evaluation system is legal? What is the role of job analysis in this process?

Since the passage of the anti-discrimination legislation, the government has investigated organizations to determine if they have discriminated against protected classes of employees in promotions, pay raises, and other rewards. Because performance evaluations are used to allocate these rewards, organizations should keep good records to support their decisions. What actually makes the evaluation legal is difficult to determine because it is not specifically called out in the law. Consistency is key. Job analysis establishes performance standards for each position.

Four elements used to establish to quality of positions when applying the provisions of the Equal pay Act

Skill, effort, responsibility, and working conditions

Unemployment Insurance

Social Security Act of 1935

Defined contribution plan

Specifies employer's contribution, cannot predetermine employee's benefit amount

Individual Evaluation Methods/Errors

The oldest and perhaps the most common one is the graphing rating scale

Union Steward

The union's direct link to management

Training validity vs. transfer validity

Training - Did the trainees learn during training?, needs assessment Transfer - What has been learned in training, has it been transferred on the job? Has it enhanced performance in the work place?, rotate through a series of jobs

National Labor Relations Act

Wagner Act

Factors that affect the choice of pay-level strategy

When factors such as managerial attitudes, the labor market, and competition change, the pressures on pay level shift. Essentially three pay-level strategies - high, low, or comparable - can be chosen. Two other factors affect the choice: the degree to which an organization can attract and retain personnel and the organization's ability to pay.

Bargaining - disruptive

Win-lose