Exploring Business Ch 10,11,12
injunction
A court order directing someone to do something or to refrain from doing something
job enrichment
A motivational strategy that emphasizes motivating the worker through the job itself.
job description
A summary of the objectives of a job, the type of work to be done, the responsibilities and duties, the working conditions, and the relationship of the job to other functions.
yellow dog contract
A type of contract that required employees to agree as a condition of employment not to join a union; prohibited by the Norris-LaGuardia Act in 1932.
Training and Development
All attempts to improve productivity by increasing an employee's ability to perform. Training focuses on short-term skills, whereas development focuses on long-term abilities.
Lockout
An attempt by management to put pressure on unions by temporarily closing the business
performance appraisal
An evaluation that measures employee performance against established standards in order to make decisions about promotions, compensation, training or termination.
American Federation of Labor
An organization of craft unions that championed fundamental labor issues; founded in 1886.
agency shop agreement
Clause in a labor-management agreement that says employers may hire nonunion workers; employees are not required to join the union but must pay a union fee.
reverse discrimination
Discrimination against whites or males in hiring or promoting.
Affirmative Action
Employment activities designed to "right past wrongs" by increasing opportunities for minorities and women.
hygiene factors
In Herzberg's theory of motivating factors, job factors that can cause dissatisfaction if missing but that do not necessarily motivate employees if increased.
Motivators
In Herzberg's theory of motivating factors, job factors that cause employees to be productive and that give them satisfaction.
Management by Objectives (MBO)
Peter Drucker's system of goal setting and implementation; it involves a cycle of discussion, review, and evaluation of objectives among top and middle-level managers, supervisors, and employees.
extrinsic rewards
Something given to you by someone else as recognition for good work; extrinsic rewards include pay increases, praise, and promotions.
time and motion studies
Studies, begun by Frederick Taylor, of which tasks must be performed to complete a job and the time needed to do each task.
orientation
The activity that introduces new employees to the organization; to fellow employees; to their immediate supervisors; and to the policies, practices, and objectives of the firm.
Arbitration
The agreement to bring in an impartial third party (a single arbitrator or a panel of arbitrators) to render a binding decision in a labor dispute.
Networking
The process of establishing and maintaining contacts with key managers in and outside the organization and using those contacts to weave strong relationships that serve as informal development systems.
management development
The process of training and educating employees to become good managers and then monitoring the progress of their managerial skills over time.
recruitment
The set of activities used to obtain a sufficient number of the right employees at the right time.
principal of motion economy
Theory developed by Frank and Lillian Gilbreth that every job can be broken down into a series of elementary motions.
vestibule training
Training done in classrooms where employees are taught on equipment similar to that used on the job
apprentice programs
Training programs involving a period during which a learner works alongside an experienced employee to master the skills and procedures of a craft.
Expectancy Theory
Victor Vroom's theory that the amount of effort employees exert on a specific task depends on their expectations of the outcome
strike breakers
Workers hired to do the work of striking workers until the labor dispute is resolved; called scabs by unions.
contingent workers
Workers who do not have the expectation of regular, full-time employment.
grievance
a charge by employees that management is not abiding by the terms of the negotiated labor-management agreement
job enlargement
a job enrichment strategy that involves combining a series of tasks into one challenging and interesting assignment
job rotation
a job enrichment strategy that involves moving employees from one job to another
Job Analysis
a study of what employees do who hold various job titles
strike
a union strategy in which workers refuse to go to work; the purpose is to further workers' objectives after an impasse in collective bargaining
Job specifications
a written summary of the minimum qualifications required of workers to do a particular job
open shop agreement
agreement in right-to-work states that gives workers the option to join or not join a union, if one exists in their workplace
negotiated labor-management agreement (labor contract)
agreement that sets the tone and clarifies the terms under which management and labor agree to function over a period of time
job sharing
an arrangement whereby two part-time employees share one full-time job
secondary boycott
an attempt by labor to convince others to stop doing business with a firm that is the subject of a primary boycott; prohibited by the Taft-Hartley Act
Union
an employee organization whose main goal is representing its members in employee-management negotiation of job-related issues
mentor
an experienced employee who supervises, coaches, and guides lower-level employees by introducing them to the right people and generally being their organizational sponsor
craft union
an organization of skilled specialists in a particular craft or trade
Fringe benefits
benefits such as sick-leave pay, vacation pay, pension plans, and health plans that represent additional compensation beyond base wages
union shop agreement
clause in a labor-management agreement that says workers do not have to be members of a union to be hired, but must agree to join the union within a prescribed period
closed shop agreement
clause in a labor-management agreement that specified workers had to be members of a union before being hired (was outlawed by the Taft-Hartley Act in 1947)
Certification
formal process whereby a union is recognized by the National Labor Relations Board (NLRB) as the bargaining agent for a group of employees
cafeteria-style fringe benefits
fringe benefits plan that allows employees to choose the benefits they want up to a certain dollar amount
core time
in a flextime plan, the period when all employees are expected to be at their job stations
industrial union
labor organizations of unskilled and semiskilled workers in mass-production industries such as automobiles and mining
right-to-work laws
legislation that gives workers the right, under an open shop, to join or not join a union if it is present
union security clause
provision in a negotiated labor-management agreement that stipulates that employees who benefit from a union must either officially join or at least pay dues to the union
Scientific Management
studying workers to find the most efficient ways of doing things and then teaching people those techniques
Knights of Labor
the first national labor union; formed in 1869
Equity Theory
the idea that employees try to maintain equity between inputs and outputs compared to others in similar positions
Goal Setting Theory
the idea that setting ambitious but attainable goals can motivate workers and improve performance if the goals are accepted, accompanied by feedback, and facilitated by organizational conditions
intrinsic rewards
the personal satisfaction and enjoyment felt after attaining a goal
Decertification
the process by which workers take away a union's right to represent them
Human Resource Management (HRM)
the process of determining human resource needs and then recruiting, selecting, developing, motivating, evaluating, compensating, and scheduling employees to achieve organizational goals
Selection
the process of gathering information about job applicants to decide who should be offered a job
collective bargaining
the process whereby union and management representatives form a labor-management agreement, or contract, for workers
bargaining zone
the range of options between the initial and final offer that each party will consider before negotiations dissolve or reach an impasse
Hawthorne effect
the tendency for people to behave differently when they know they are being studied
Mediation
the use of a third party, called a mediator, who encourages both sides in a dispute to continue negotiating and often makes suggestions for resolving the dispute
job simulation
the use of equipment that duplicates job conditions and tasks so trainees can learn skills before attempting them on the job
Maslow's Hierarchy of Needs
theory of motivation based on unmet human needs from basic physiological needs to safety, social, and esteem needs to self-actualization needs
online training
training programs in which employees complete classes via the internet
Off-the-job training
training that occurs away from the workplace and consists of internal or external programs to develop any of a variety of skills or to foster personal development
On-the-job training
training that takes place in the work setting as employees perform their job tasks
shop stewards
union officials who work permanently in an organization and represent employee interests on a daily basis
Congress of Industrial Organizations (CIO)
union organization of unskilled workers; broke away from the American Federation of Labor (AFL) in 1935 and rejoined it in 1955
sexual harassment
unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature
primary boycott
when a union encourages both its members and the general public not to buy the products of a firm involved in a labor dispute
cooling-off period
when workers in a critical industry return to their jobs while the union and management continue negotiations
compressed workweek
work schedule that allows an employee to work a full number of hours per week but in fewer days
flextime plan
work schedule that gives employees some freedom to choose when to work, as long as they work the required number of hours or complete their assigned tasks