Exam 3
what is sexual harassment?
A form of discrimination in which unwelcome sexual advances, request for sexual favors, or other verbal or physical conducts of a sexual nature occurs. It is conduct of a sexual nature that has negative consequences for employment.
how can diversity lead to a competitive advantage?
Decreases dysfunctional turnover Decreases absenteeism Helps companies avoid expensive lawsuits Helps companies attract and retain talented workers Drives business growth Higher-quality problem solving & creativity Enhances organizational flexibility Attract & retain motivated workers
what are the implications of downsizing?
Done appropriately it can make firms more agile. Can be used to "de-layer" tall organizations Can be traumatic for an organization & its employees
methods used to terminate employees
Downsizing—The planned elimination of jobs in a company. It may actually decrease productivity and lead to loss of skilled workers. Termination—dismissal of employees for poor performance or other reasons Employment at will—the legal concept that an employee may be terminated for any reason Termination interviews—discussion between a manager & an employee about the employee's dismissal.
what is the implications of maslow's hierarchy of needs?
Employees have different needs at different times. Employees have several interdependent needs, not just one dominant need. At some point, most employees want to achieve their full potential (self-actualization) Employee needs are influenced by values & norms Important to realize that self-actualization is a growth need while the others are deficiency needs.
what are three internally motivating states in the JCM?
Experience work as meaningful Experience responsibility for work outcomes Knowledge of results
what are the two types of rewards?
Extrinsic tangible and visible to others and are given to employees contingent on the performance of specific tasks or behaviors; e.g. paychecks, performance bonuses, praise, & other forms of recognition. Intrinsic the natural rewards associated with performing a task or activity for its own sake; i.e. a positive emotional experience resulting directly & naturally from the individual's behavior or results.; e.g. learning a new task, feeling of accomplishment, etc.
what are the characteristics of good goals?
Goal specificity--the extent to which goals are detailed, exact, and unambiguous. Goal difficulty--the extent to which a goal is hard or challenging to accomplish (more motivating than easy goals). Goal acceptance--the extent to which people consciously understand and agree to goals. Performance feedback--information about the quality or quantity of past performance and indicates whether progress is being made toward the accomplishment of a goal.
what is a glass ceiling?
Invisible barrier that makes it difficult for women & minorities to rise above a certain level in the organization.
what is the difference between diversity management and affirmative action?
Managing diversity is moving beyond legislated mandates to embrace a proactive business philosophy that sees differences as positive. Affirmative action is special efforts to recruit & hire qualified members of groups that have been discriminated against by the organization in the past Managing diversity goes beyond getting more minorities & women in the organization, it creates an environment where employees from every background listen to each other & work better together so the entire organization will become more effective.
what are McClelland's learned needs?
Need for Achievement (nAch): people with this need want to accomplish reasonably challenging goals through their own effort. Prefer working alone & choose more risk. Need for Affiliation (nAff): people here desire to seek approval from others, conform to their wishes & expectations & avoid conflict & confrontation. Managers must have a low nAff so their choices are not biased by a personal need for approval. Need for Power (nPow): people with this need want to exercise control over others & are concerned about maintaining their leadership positions.
what is maslow's hierarchy of needs?
Physiological—food, water, sex & shelter Safety—protection against threat & deprivation Social (Belongingness)—friendship, affection, belonging & love Ego (Esteem)—independence, achievement, freedom, status, recognition, & self-esteem Self-Actualization—realizing one's full potential, becoming everything one is capable of being.
2 types of sexual harassment
Quid pro quo- occurs when employment outcomes, such as hiring, promotion, or simply keeping one's job, depend on whether an individual submits to being sexually harassed. Hostile work environment- occurs when unwelcome and demeaning sexually related behavior creates an intimidating, hostile, and offensive work environment.
what are the challenges in managing diversity?
Seeing the world from another's perspective can be difficult—overcoming unexamined assumptions Diversity can create a lack of cohesiveness Communication problems such as misunderstandings, inaccuracies, inefficiencies & slowness People prefer to associate with others who are like themselves We learn to interpret the world in a certain way based on our background and experiences
what are the two main types of diversity training?
Skill-based diversity training and awareness training
what is the definition of motivation?
The set of forces that initiates, directs, and makes people persist in their efforts to accomplish a goal.
what are the implications of mccleland's learned needs?
This theory emphasizes that needs can be strengthened or weakened with experience (reinforcement) and social influences Managers can strengthen or weaken employees' need for achievement, affiliation & power Further research has lead motivation experts to rely on other methods instead of needs hierarchy theories & instead focus on other theories.
the impact of age discrimination
Treating people differently in hiring, firing, promotions, or compensation because of their age.
disability discrimination
When people are treated differently because of their disabilities.
what is the definition of empowerment?
a feeling of intrinsic motivation, in which workers perceive their work to have meaning and perceive themselves to be competent, having an impact, and capable of self-determination
what is a semi-structured interview?
a hybrid of an unstructured and structured interview.
what are the two purposes of performance appraisals?
accurately measuring job performance. sharing performance feedback.
advantages and disadvantages of external recruiting
advantages: brings in new blood can inspire motivation sources of outside applicants include job boards, company web sites, employee referrals, newspaper ads and college campus recruiting. disadvantages: more difficult to do adjustment and orientation time is longer morale problems can develop among those employees within the organization who feel qualified for the job.
advantages and disadvantages of internal recruiting
advantages: employers know their employees employees know their organization employees may be motivated by advancement outside recruitment may demoralize employees disadvantages: limited applicant pool inhibit a company from changing the nature or goals of the business by bringing in outside candidates.
what is the difference between cognitive ability tests and other selection tests?
cognitive tests measure peoples ability to problem solve, learn new things, and process complex information; abilities important to almost all jobs.
why can strategic human resources create competitive advantages?
companies use recruiting and selection techniques to attract and hire qualified employees to fulfill human resource needs.
what is deep level diversity?
consists of differences that are communicated through verbal and nonverbal behaviors and are recognized only through extended interaction.
what is surface level diversity?
consists of differences that are immediately observable typically unchangeable, and easy to measure; e.g. age, sex, race etc.
what are methods employees use to restore equity?
decreasing of withholding their inputs increasing outcomes rationalize or distort inputs or outputs change the referent
what is the definition of labor demand forecast?
determines how many and what type of people are needed.
what is the definition of a labor supply forecast?
determines how many and what types of employees the organization actually will have.
motivation
effort, the degree to which someone works hard to do the job well.
situational factors
factors beyond the control of individual employees, such as tools, policies, and resources that have an effect on job performance.
what is the difference between function and dysfunction turnover.
functional occurs when someone who leaves can be replaced with someone better. Dysfunctional is loosing high performers and cost a lot of money to replace.
what is job satisfaction
how much an employee likes their job. Improving job satisfaction may also increase motivation. Job dissatisfaction leads to higher turnover, higher absenteeism, less good citizenship etc. Dissatisfied employees negatively impact organizations, especially relationship-oriented service organizations It can be improved by inspiring employees: Actually use worker input Demonstrate you care about them Show them what they are learning Support them when they make a mistake Set clear goals & celebrate accomplishments
job performance
how well someone performs the requirements of the job.
what are the 4 phases of a training program?
impart information and knowledge. develop analytical and problem-solving skills. practice, learn, or change job behaviors. impart information and knowledge; develop analytical and problem solving skills; and practice, learn, and change job behaviors.
what are the basic components of the equity theory?
inputs, outcomes, and referents.
what is disparate treatment
intentional discrimination, occurs when people, despite being qualified, are intentionally not given the same hiring, promotion, or membership opportunities as other employees because of their race, color, age, sex, ethnic group, national origin, or religious beliefs.
what is a structured interview?
involves asking all applicants the same questions and comparing their responses to a standardized set of answers.
what is the difference between job description and job specification?
job description is a written description of the basic tasks, duties, and responsibilities required of an employee holding a particular job; tells about the job itself. Job specification is a summary of the qualifications needed to successfully perform a job; describes the skills, knowledge, abilities, and other characteristics needed to do it.
what is an unstructured interview?
nondirective selection technique where the interviewer asks different interviewees different questions.
what are the four ways to evaluate a training program?
on reactions (satisfaction of the trainees). learning ( how much the employees improved their knowledge or skills). behavior - how much employees actually changed their behavior on the job because of training. results - how much training improved job performance.
3 major factors involved in compensation systems
pay level, job evaluation, pay structure.
what are the 3 stages of the HR planning process?
planning - managers must know the organization's business plans to make sure they have the right number and kind of people programming - the organization implements specific human resources activities. evaluating - determine whether human resources are producing the results needed to contribute to the organization's business plan.
what are the four processes involved in reinforcement theory?
positive reinforcement - strengthens behavior by following behaviors with desirable consequences. negative reinforcement - strengthen behavior by withholding an unpleasant consequence when employees perform a specific behavior. punishment - weakens behavior by following behaviors with undesirable consequences. extinction - reinforcement in which a positive consequence is no longer allowed to follow a previously reinforced behavior, thus weakening the behavior.
what are the types of selection tests?
specific ability tests cognitive ability test - best test biographical data (biodata) work sample tests (performance tests) assessment centers
what is the definition of the goal setting theory?
that people will be motivated to the extent to which they accept specific, challenging goals and receive feedback that indicates their progress toward goal achievement.
what is the importance of feedback in multiple management areas?
the amount of information the job provides to workers about their work performance. feedback indicates progress toward achievement.
role perceptions
the degree of understanding of the specifics, importance & preferred behaviors to achieve the task.
extraversion (big 5)
the degree to which someone is active, assertive, gregarious, sociable, talkative, and energized by others. In contrast to extraverts, introverts are less active, prefer to be alone, and are shy, quiet, and reserved.
neuroticism (emotional stability) (big 5)
the degree to which someone is angry, depressed, anxious, emotional, insecure, or excitable.
agreeableness (big 5)
the degree to which someone is cooperative, polite, flexible, forgiving, good-natured, tolerant, and trusting.
openness to experience (big 5)
the degree to which someone is curious, broad-minded, and open to new ideas, things, and experiences; is spontaneous; and has a high tolerance for ambiguity.
conscientiousness (big 5)
the degree to which someone is organized, hardworking, responsible, persevering, thorough, and achievement oriented. KEY to performance!
ability
the degree to which workers possess the knowledge, skills, and talent needed to do a job well.
what are the 2 major components of the reinforcement theory?
the performance of specific behaviors and specific consequences.
needs
the physical or psychological requirements that must be met to ensure survival and well-being; they are mostly conscious deficiencies that energize or trigger behavior to satisfy those needs.
what is downsizing
the planned elimination of jobs in a company.
what is selection?
the process of gathering information about job applicants to decide who should be offered the job.
what is reinforcement theory?
the theory that behavior is a function of its consequences, that behaviors followed by positive consequences will occur more frequently, and that behaviors followed by negative reinforcement, or not followed by will by positive consequences will occur less frequently.
what is the definition of the expectancy theory?
the theory that people will be motivated to the extent to which they believe that their efforts will lead to good performance, that good performance will be rewarded, and that they will be offered attractive rewards.
what is adverse impact
unintentional discrimination & occurs when members of a particular race, sex, or ethnic group are unintentionally harmed or disadvantaged because they are hired, promoted, or trained (or any other employment decision) at substantially lower rates than others.
what are the 3 components of the expectancy theory?
valence - the attractiveness or desirability of a reward or outcome. expectancy - the perceived relationship between effort and performance. instrumentality - the perceived relationship between performance and rewards.
what are the components of a job analysis?
work activities tools and equipment used to do the job context in which the job is performed the personal requirements for performing the job
