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HR Mgmt > Ch. 11, 13-16 > Flashcards

Ch. 11, 13-16 Flashcards

(75 cards)

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1
Q

Involuntary Turnover

A

Initiated by the EMPLOYER, employees want to stay

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2
Q

Voluntary turnover

A

Initiated by EMPLOYEES, organization wants to keep them

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3
Q

costs associated with involuntary turnover

A

recruiting,selecting, and training replacements, lost productivity, lawsuits, workplace violence

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4
Q

costs associated with voluntary turnover

A

recruiting,selecting, and training replacements,lost productivity, loss of talented employees

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5
Q

organizations must develop a standardized, _________ approach to discipline and discharge

A

systematic

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6
Q

policies should be based on principles of _______ &_______

A

justice, law

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7
Q

policies should allow for various ways to intervene

A

true

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8
Q

Decisions should not be solely left to the discretion of individual managers or supervisors

A

true

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9
Q

principles of justice

A

outcome of fairness, procedural justice, interactional justice

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10
Q

outcome fairness

A

a judgement that the consequences given to employees are just

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11
Q

Procedural justice

A

a judgement that fair methods were used to determine the consequences an employee receives

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12
Q

interactional justice

A

a judgement that the organization carried out its actions in a way that took the employees emotions into account

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13
Q

wrongful discharge

A

discharge may not violate an implied agreement

and may not violate public policy

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14
Q

discrimination

A

employers must make discipline decisions without regard to a persons age,sex, race, or other protected status.
carefully documented discipline can avoid such claims

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15
Q

employers need to make sure that the information they gather and use is _____

A

relevant

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16
Q

_________ issues also concern the employers wish to search or monitor employees

A

privacy

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17
Q

employers must also be prudent in who will see the information

A

true

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18
Q

organizations that plan large scale layoffs may be subject to the ___________

A

Workers Adjustment, Retraining and Notification Act

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19
Q

Employers by law are required to give notice before any closing or layoff

A

true

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20
Q

hot stove rule

A

principle that says discipline should be like a hot stove, giving clear warning and following up with consistent, objective and immediate consequences

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21
Q

progressive discipline

A

a formal discipline process in which the consequences become more serious if the employee repeats the offense

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22
Q

progressive discipline responses

A
  1. unofficial spoken warning
  2. official written warning
  3. 2nd written warning plus threat of temporary suspension
  4. temporary suspension plus written notice that this is the last chance to improve
  5. termination
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23
Q

rules of behavior should cover disciplinary problems such as :

A

tardiness, absenteeism, unsafe work practices, poor quantity/quality of work, drugs, sexual harrassment, theft of company property, cyberslacking

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24
Q

guidelines to respond to misconduct

A
  1. be clear about performance standards
  2. be consistent
  3. dont ignore the problem behavior
  4. investigate complaints asap
  5. record statements in writing with date and signatures
  6. focus on behaviors not personalities
  7. documentation should be clear and complete
  8. be honest
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25
options for alternative dispute resolution
arbitration,mediation, open door policy, peer review
26
open-door policy
an organizations policy of making managers available to hear complaints
27
peer review
resolving disputes by taking them to a panel composed of representatives from the organization at the same levels as the people in the dispute
28
mediation
nonbinding process . a neutral party from outside the organization hears the case and tries to help the people in a conflict arrive to a settlement
29
arbitration
binding process. a professional arbitrator from outside the organization (judge/lawyer) hears the case and solves it by making a decision
30
Employee Assistance Program
a referral service that employees can use to seek professional treatment for emotional problems or substance abuse Many EAP's are included in health benefit plans
31
Outplacement counseling
a service in which professionals try to help dismissed employees manage the transition from one job to another
32
employee engagement
degree to which employees are fully involved in their work and the strength of their commitment to their job and company employees provide a competitive advantage ,higher productivity, better customer service, and lower turnover
33
job withdrawal
a set of behaviors with which employees try to avoid work situation physically, mentally or emotionally. happens when employee is dissatisfied with the job
34
job satisfaction
a pleasant feeling resulting from the perception that one's job fulfills
35
3 components of job satisfaction
values, perceptions , ideas of what is important
36
effective incentive pay requirements
1. perfomance measures are linked to the organizations goals 2. employees believe they can meet performance standards 3. organizations give s employees the resources they need to meet their goals 4. employees value the rewards given 5. rewards system is fair
37
piecework rate
a wage based on the amount workers produce
38
straight piece work plan
incentive pay in which the employer pays the same rate per piece, no matter how much the worker produces
39
differential piece rates
incentive pay in which the piece rate is higher when a greater amount is produced
40
standard hour plan
an incentive plan that pays workers extra for work done in less than a preset "standard time"
41
merit pay
a system of linking pay increases to ratings on a performance scale
42
performance bonuses
are not rolled into base pay employee must re-earn them each performance period sometimes only a one time thing
43
gainsharing
group incentive program that measures improvements in productivity and effectiveness and distributes a portion of each to employees addresses challenge of identifying appropriate performance measures for complex jobs frees employees to determine how to improve their own and their groups perfromance
44
conditions for effective gain sharing
``` management commitment, continuous improvement cooperation and interaction job security information sharing goal setting change and improvement working in groups ```
45
group bonuses
bonuses for group performance tend to be for smaller group works reward teams for attaining a specific goal
46
team awards
similar to group bonuses but more likely to use a broad range of performance measures such as cost savings, meeting deadlines and successful completion of a project
47
profit sharing
incentive pay in which payments are a % of the organizations profits and do not become part of the employees base salary may encourage employees to think like owners not clear if it helps organizations perform better
48
considerations for setting up a profit sharing plan
get supervisors on board make sure employees understand how plan works identify behaviors and results that contribute to greater profits make sure managers understand link rewards make rewards big enough time profit sharing payments
49
stock options
rights to buy a certain number of shares of stock at a specified price usually granted to executives
50
employee stock ownership plan (ESOP)
an arrangement in which the organization distributes shares of stock to all its employees by placing it in a trust most common form of employee ownership
51
balanced scorecard
a combination of performance measures directed toward the company's long and short time goals used as the basis for awarding incentive pay
52
4 categories in balanced scorecard
financial customer internal learning and growth
53
processes that makes incentives work
employee participation in decisions | communication
54
incentive pay for executives
short term and long term incentives
55
short term incentives
bonuses based on ROI'S,years profits and other measures based on organizations goals actual payment may be delayed to gain tax advantages
56
long term incentive
stock options and stock purchase plans
57
role of employee benefits
contribute to attracting,retaining,and motivating employees variety of employees helps employers tailor their compensation to kinds the employees need help maintain employee security impose significant costs
58
benefits as a percentage of total compensation have_____
gotten higher
59
role of employee benefits
benefit packages are more complex than pay structures subject to gov't regulation legally required benefits tax laws can make benefits favorable
60
benefits required by law
social security , unemployment insurance, workers compensation insurance, family and medical leave, health care
61
unemployment insurance
federally mandated program administered by states to minimize unemployment hardships funding comes from federal and state taxes
62
to receive unemployment benefits workers must meet what 4 conditions?
had been employed be available for employment actively seeking work not discharged for a cause
63
workers compensation
90% of workers are covered by state laws
64
unpaid family and medical leave
companies with 50+employees must give 12 weeks of unpaid leave after childbirth, ill family member or serious illness
65
paid time off
most flexible | employer pools personal days, sick days, and vacation days for employees to use as needed
66
medical insurance
70% of all full time employees receive benefits
67
retirement plan
optional | about half of employees have plans for retirement
68
unions
org. formed for the purpose of representing their members interest in dealing with employers
69
labor relations
field that emphasizes skills managers and union leaders can use to minimize costly forms of conflict and seek win-win solutions
70
three levels of labor relations decisions
1. labor relations strategy 2. negotiating contracts 3. administering contracts
71
most unions belong to a national or international union t or f?
t
72
craft unions
members all have a particular skill or occupation
73
industrial unions
members are linked by their work in a particular industry
74
executive order 10988
established collective bargaining rights for federal employees strikes are illegal for federal and state workers in most states
75
over 1/3 of gov't employees are in unions t or f?
true

HR Mgmt (3 decks)

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