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MGT 3320- Ch 1, 2, 3, 4, 5 > Ch 1, 2, 3, 4, 5 > Flashcards

Ch 1, 2, 3, 4, 5 Flashcards

0
Q

Good HRM practices allow companies to gain a _____ advantage

A

Competitive

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1
Q

The policies, practices, and systems that influence employees’ behavior, attitudes, and performance

A

Human resource management

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2
Q

A company’s ability to maintain and gain market share

A

Competitiveness

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3
Q

The systematic planned strategic effort by a company to attract, retain, develop, and motivate highly skilled employees and managers

A

Talent management

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4
Q

A course of action that might allow a firm to gain competitive advantage

A

Strategy

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5
Q

A process to address the organization’s competitive challenges by integrating an organization’s goals, policies, and action sequences into a cohesive whole

A

Strategic management

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6
Q

The pattern of planned HR activities and deployments intended to enable an organization to achieve its goals

A

Strategic HRM

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7
Q

2 examples of strategic types

A

Cost leadership

Differentiation

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8
Q

Being the lowest cost producer in the industry

A

Cost leadership

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9
Q

Creating the impression that the company’s product or service is different from that of others in the industry

A

Differentiation

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10
Q

2 phases of strategic management

A

Strategy formulation

Strategy implementation

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11
Q

Strategy formulation

A

Mission -> Goals -> Strategic Choice

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12
Q

A statement of the organizations reason for being

A

Mission

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13
Q

What an organization hopes to achieve in the medium-to-long-term future

A

Goals

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14
Q

The organization’s strategy; the ways an organization will attempt to fulfill its mission and achieve its long-term goals

A

Strategic choice

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15
Q

2 components of strategy formulation

A

External analysis

Internal analysis

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16
Q

Examining the organization’s operating environment to identify the strategic opportunities and threats

A

External analysis

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17
Q

Identifying the organization’s strengths and weaknesses

A

Internal analysis

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18
Q

SWOT Analysis

A

Strengths (internal)
Weaknesses (internal)
Opportunities (external)
Threats (external)

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19
Q

Strategy implementation

A

Strategic choice -> firm performance

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20
Q

4 directional strategies

A

Concentration strategies
Internal growth strategies
External growth strategies
Divestment

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21
Q

The government to attempt to ensure that all individuals have an equal chance for employment, regardless of race, color, religion, sex, age, disability, or national origin

A

Equal employment opportunity

22
Q

Equal employment opportunity comes from this legislation

A

Civil Rights Act of 1964

23
Q

What came from the civil rights act of 1964?

A

Title VII

24
Q

Men and women in the same organization doing equal work must be paid equally

A

Equal Pay Act of 1963

25
Q

The 180 day statute of limitations for filing an equal pay lawsuit regarding pay discrimination resets with each new paycheck affected by that discriminatory action

A

Lilly Ledbetter Fair Pay Act of 2009

**Amended the Civil Rights Act of 1964

26
Q

Prohibits discrimination against employees over the age of 40. Designed to protect older employees during layoffs.

A

Age Discrimination in Employment Act

27
Q

Forbids discrimination on the basis of pregnancy, childbirth, or related conditions

A

Pregnancy Discrimination Act

28
Q

Executive agencies, contractors, and subcontractors that receive > $2,500 from federal government

Must engage in affirmative action for individuals with disabilities

A

Vocational Rehabilitation Act of 1973

29
Q

Federal contractors and subcontractors must take affirmative action toward employing Vietnam veterans

A

Vietnam Era Veteran’s Readjustment Act of 1974

30
Q

Protects individuals with disabilities from being discriminated against in the workplace

A

Americans with Disabilities Act

31
Q

Adds possibility of compensatory and punitive damages in cases of discrimination, however, there are limits to the amount of punitive damages. Adds a financial incentive for equal employment opportunity.

A

Civil Rights Act of 1991

32
Q

Legally binding orders given by the President, acting as the head of the Executive Branch, to Federal Administrative Agencies

A

Executive order

33
Q

Prohibits government contractors from discrimination

A

Executive Order 11246

34
Q

2 agencies responsible for the enforcement of these laws and executive orders

A

Equal Employment Opportunity Commission (EEOC)

Office of Federal Contract Compliance Programs

35
Q

Three major responsibilities of the Equal Employment Opportunity Commission

A

Investigated and resolves discrimination complaints

Gathers information

Issues guidelines

36
Q

Responsible for enforcing executive orders that cover companies that have federal government contracts

A

Office of Federal Contract Compliance Programs

37
Q

3 types of discrimination

A

Disparate Treatment
Disparate Impact
Reasonable Accommodation

38
Q

Exists when individuals in similar situations are treated differently based upon race, color, religion, sex, national origin, age, or disability status

A

Disparate treatment

**intentional

39
Q

A job qualification based on race, sex, religion, etc. that an employer asserts is a necessary qualification for the job

A

Nina Fide Occupation Qualification

40
Q

Occurs when a “facially neutral” employment practice disproportionately excludes a protected group from employment opportunities

A

Disparate Impact

**not intentional

41
Q

2 ways to tell if there is disparate impact

A

Four-fifths Rule

Standard Deviation Rule

42
Q

An employment test has disparate impact if the hiring rate for a minority group is less than four-fifths, or 80 percent, of the hiring rate for the majority group

A

Four-fifths Rule

43
Q

If the difference between expected and actual representation is greater than 2 standard deviations, then evidence of disparate impact

A

Standard deviation rule

44
Q

Places a special obligation on an employer to affirmatively accommodate an individual’s disability or religion (unless undue hardship)

A

Reasonable accommodation

45
Q

Employers cannot retaliate against employees for either “opposing” a perceived illegal employment practice or “participating in a proceeding” related to an alleged illegal employment practice

A

Retaliation

46
Q

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical contact of a sexual nature

A

Sexual harassment

47
Q

2 forms of sexual harassment

A

Quid pro quo harassment

Hostile work environment

48
Q

Conceived of as a way of taking extra effort to attract and retain minority employees

A

Affirmative action

49
Q

Discrimination a against members of a dominant or majority group or in favor of members of a minority or historically disadvantaged group

A

Reverse discrimination

50
Q

Attempt to instill symbolic and substantive changes to a safety program

A

Safety Awareness Programs

51
Q

3 components of a safety awareness program

A
  1. Identify and communicate job hazards
  2. Reinforce safe practices
  3. Promote safety internationally
52
Q

A breakdown of each job into basic elements, each of which is rated for its potential for harm or injury

A

Jab hazard analysis technique

53
Q

Method of determining safety problems via an analysis of past accidents

A

Technic of operations review

MGT 3320- Ch 1, 2, 3, 4, 5 (1 decks)

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