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

Ch. 11, 13-16 Flashcards

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
Q

options for alternative dispute resolution

A

arbitration,mediation, open door policy, peer review

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26
Q

open-door policy

A

an organizations policy of making managers available to hear complaints

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27
Q

peer review

A

resolving disputes by taking them to a panel composed of representatives from the organization at the same levels as the people in the dispute

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28
Q

mediation

A

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

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29
Q

arbitration

A

binding process. a professional arbitrator from outside the organization (judge/lawyer) hears the case and solves it by making a decision

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30
Q

Employee Assistance Program

A

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

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31
Q

Outplacement counseling

A

a service in which professionals try to help dismissed employees manage the transition from one job to another

32
Q

employee engagement

A

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
Q

job withdrawal

A

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
Q

job satisfaction

A

a pleasant feeling resulting from the perception that one’s job fulfills

35
Q

3 components of job satisfaction

A

values, perceptions , ideas of what is important

36
Q

effective incentive pay requirements

A
  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
Q

piecework rate

A

a wage based on the amount workers produce

38
Q

straight piece work plan

A

incentive pay in which the employer pays the same rate per piece, no matter how much the worker produces

39
Q

differential piece rates

A

incentive pay in which the piece rate is higher when a greater amount is produced

40
Q

standard hour plan

A

an incentive plan that pays workers extra for work done in less than a preset “standard time”

41
Q

merit pay

A

a system of linking pay increases to ratings on a performance scale

42
Q

performance bonuses

A

are not rolled into base pay
employee must re-earn them each performance period
sometimes only a one time thing

43
Q

gainsharing

A

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
Q

conditions for effective gain sharing

A 
management commitment,
continuous improvement
cooperation and interaction
job security
information sharing
goal setting
change and improvement
working in groups
45
Q

group bonuses

A

bonuses for group performance tend to be for smaller group works
reward teams for attaining a specific goal

46
Q

team awards

A

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
Q

profit sharing

A

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
Q

considerations for setting up a profit sharing plan

A

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
Q

stock options

A

rights to buy a certain number of shares of stock at a specified price
usually granted to executives

50
Q

employee stock ownership plan (ESOP)

A

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
Q

balanced scorecard

A

a combination of performance measures directed toward the company’s long and short time goals
used as the basis for awarding incentive pay

52
Q

4 categories in balanced scorecard

A

financial
customer
internal
learning and growth

53
Q

processes that makes incentives work

A

employee participation in decisions

communication

54
Q

incentive pay for executives

A

short term and long term incentives

55
Q

short term incentives

A

bonuses based on ROI’S,years profits and other measures based on organizations goals
actual payment may be delayed to gain tax advantages

56
Q

long term incentive

A

stock options and stock purchase plans

57
Q

role of employee benefits

A

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
Q

benefits as a percentage of total compensation have_____

A

gotten higher

59
Q

role of employee benefits

A

benefit packages are more complex than pay structures
subject to gov’t regulation
legally required benefits
tax laws can make benefits favorable

60
Q

benefits required by law

A

social security , unemployment insurance, workers compensation insurance, family and medical leave, health care

61
Q

unemployment insurance

A

federally mandated program administered by states to minimize unemployment hardships
funding comes from federal and state taxes

62
Q

to receive unemployment benefits workers must meet what 4 conditions?

A

had been employed
be available for employment
actively seeking work
not discharged for a cause

63
Q

workers compensation

A

90% of workers are covered by state laws

64
Q

unpaid family and medical leave

A

companies with 50+employees must give 12 weeks of unpaid leave after childbirth, ill family member or serious illness

65
Q

paid time off

A

most flexible

employer pools personal days, sick days, and vacation days for employees to use as needed

66
Q

medical insurance

A

70% of all full time employees receive benefits

67
Q

retirement plan

A

optional

about half of employees have plans for retirement

68
Q

unions

A

org. formed for the purpose of representing their members interest in dealing with employers

69
Q

labor relations

A

field that emphasizes skills managers and union leaders can use to minimize costly forms of conflict and seek win-win solutions

70
Q

three levels of labor relations decisions

A
  1. labor relations strategy
  2. negotiating contracts
  3. administering contracts
71
Q

most unions belong to a national or international union t or f?

A

t

72
Q

craft unions

A

members all have a particular skill or occupation

73
Q

industrial unions

A

members are linked by their work in a particular industry

74
Q

executive order 10988

A

established collective bargaining rights for federal employees
strikes are illegal for federal and state workers in most states

75
Q

over 1/3 of gov’t employees are in unions t or f?

A

true

HR Mgmt (3 decks)

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