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MGT 367- Chapter 10, 11, 12 > 10, 11, 12 > Flashcards

10, 11, 12 Flashcards

1
Q

All forms of financial returns and tangible benefits that employees receive as part of an employment relationship

A

Compensation

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2
Q

Means that individual employees perceive that their position is treated fairly within a pay program in relation to other jobs within the organization

A

Internal equity

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3
Q

The process of assessing the value/worth of each job in relation to other jobs in an organization

A

Job evaluation

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4
Q

What is the three-step process for traditional evaluation?

A
  1. Conduct job analysis
  2. Rate/rank the job or factors on value, importance, worth
  3. Review results
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5
Q

Placing jobs in order from most valuable to least valuable using a single factor such as the importance of the job to the firm’s competitive advantage

A

Job ranking

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6
Q

Broad descriptions are designed in advance to reflect the characteristics of the jobs that would be placed at each level in that system

A

Job classification

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7
Q

A variety of factors are the basis for determining relative worth; after the factors are identified and described, they are usually weighted because all factors are probably not equally important to the organization

A

Point factor

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8
Q

The process of pricing jobs, that is, determining the market values of jobs; involves identifying the total compensation provided by other organizations for jobs similar to the jobs under study

A

External equity

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9
Q

Principle tools to determine external equity

A

Labor market analysis/salary surveys

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10
Q

Replaces traditional narrow salary ranges with fewer, wider bands

A

Broadbanding

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11
Q

Employees paid on basis of either (1) degree of specific knowledge they possess or (2) an inventory of skills

A

Pay for knowledge

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12
Q

Any form of compensation contingent on group membership or team results

A

Team pay

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13
Q

Measured by factors such as the experience, ability, education, and training required to perform the job

A

Skill

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14
Q

The amount of physical or mental exertion needed to perform the job

A

Effort

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15
Q

The degree of accountability required in performing the job

A

Responsibility

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16
Q

A distinct physical place of business rather than an entire business or enterprise consisting of several places of business

A

Establishment

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17
Q

What are the five categories of employee benefits?

A
  1. Government-mandated programs
  2. Employee welfare plans
  3. Long-term Capital accumulation plans
  4. Time-off programs
  5. Employee services
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18
Q

What are the four components of international compensation?

A
  1. Base salary
  2. Foreign service premiums
  3. Allowances
  4. Benefits
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19
Q

The amount of cash compensation that will be provided to an individual each pay period

A

Base salary

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20
Q

Monetary payments above and beyond base salary that companies offer in order to encourage employees to accept expatriate assignments

A

Foreign service premiums

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21
Q

Additional money given to expatriates for housing expenses, educational expenses, relocation expenses, spouse assistance, etc.

A

Allowances

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22
Q

Indirect forms of compensation that are intended to maintain or improve quality of life for employees

A

Benefits

23
Q

Reward will motivate employees to improve their job performance, when all three conditions are simultaneously satisfied

A

Expectancy/Instrumentality theory

24
Q

Employees must believe that the amount of the reward is large enough to be valued

A

High valence

25
Q

Employees must believe that there is a strong link between their job performance and their rewards

A

High instrumentality

26
Q

Employees must believe that there is a strong link between their effort and their job performance

A

High expectancy

27
Q

Distribution of pay based on an appraisal of a worker’s performance

A

Merit pay

28
Q

Based on units produced or countable results, and as such, provides the closest connection between individual effort or performance and individual pay

A

Incentive pay

29
Q

Workers are paid per unit of production

A

Piece rate

30
Q

What are three types of gain sharing?

A

Scanlon plan, rucker plan, improshare

31
Q

The most common gain-sharing plan, measures the relationship between the sales value of production and the labor costs

A

Scanlon Plan

32
Q

Exists when people receive those things they believe they deserve to receive based upon their contributions

A

Justice

33
Q

Individual perception to fairness in an organization; concerned with the way to which employees determine if they have been treated fairly in their jobs

A

Organizational justice

34
Q

Deals with perceptions of equity in the allocation of rewards or penalties given by the organization

A

Distributive justice

35
Q

The perception of fair rules, laws, or policies that are used to allocate valued rewards and punishments

A

Procedural justice

36
Q

The perception of fairness toward the authority figure who enacted the procedure

A

Interpersonal/interaction justice

37
Q

Formalized programs sponsored by organizations and designed to ensure honest, fair, and responsible actions on the part of the employees

A

Ethics Programs

38
Q

The first stage in which the individual begins to form expectations as to how they will be treated by the organization

A

Organizational entry

39
Q

The process by which an individual comes to appreciate the values, abilities, expected behaviors, and social knowledge essential for assuming an organizational role and for participating as an organization member

A

Socialization

40
Q

The organizationally sponsored, formalized activities associated with an employee’s socialization into the organization

A

Orientation

41
Q

A private institution has the right to terminate its employees, with or without just cause, in the absence of a contract

A

Employment-at-will doctrine

42
Q

An employer cannot terminate an employee for engaging in activities that are deemed to be beneficial to the public welfare

A

Public policy

43
Q

Some state courts recognize “implied-in-fact” contracts and infer a contractual obligation prohibiting employers from firing an at-will employees

A

Implied contracts

44
Q

The weakest of the “at-will” exceptions include the intentional infliction of emotional distress and defamation

A

Tort theories

45
Q

Right to return to a job and receive benefits while on duty

A

Uniformed services employement and reemployment rights act (USERRA)

46
Q

Requires organizations to give affected employees 60 days’ written notice when a plant will close or when mass layoffs are expected

A

Worker adjustment and retraining notification act (WARN)

47
Q

Designed to improve employee performance or change employee behavior, must be progressive, employees must be made aware of the company’s disciplinary policies

A

Discipline

48
Q

a formal, written complaint about the way in which the employment relationship is being carried out

A

Grievances

49
Q

The dissolution of the employment relationship

A

Organizational exit

50
Q

Dissolution of the employment relationship that is originated by the organization

A

Termination

51
Q

Employees voluntary leave their position within the organization

A

Resignation

52
Q

Action of eliminating redundant skills in the organization

A

Downsizing & Layoffs

53
Q

An exit from an organization position or career path of considerable duration taken by individuals after middle age

A

Retirement

MGT 367- Chapter 10, 11, 12 (1 decks)

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