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MGT 367 > Chapter 1 MGT 367 > Flashcards

Chapter 1 MGT 367 Flashcards

1
Q

______, followed by data-driven decision making, are keys to affective management.

A

SOUND MEASUREMENT

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2
Q

Measurement and _____ decision making are key compnents to organizational effectiveness and competitive advantage.

A

DATA-DRIVEN

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3
Q

The term ____ means that the practice has actually been shown to (statistically) predict (or correlate with) something important.

A

VALIDATED

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4
Q

A ____ method is a practice that research has shown to actually predict managerial or sale success.

A

VALIDATED

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5
Q

A _______ is a statistical technique that statistically combines research findings across studies in order to reveal realtionships among variables.

A

META- ANALYSIS

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6
Q

_____ involves the arrangement of work tasks based on the interaction of people, technology, and the tasks to be performed in the context of the mission, goals, objectibes, and strategic plan of the organization.

A

ORGANIZATIONAL DESIGN

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7
Q

The ______ domain includes assesments of individual, unit or other aggregated levels of perfomrnace to measure and improve work performance.

A

PERFORMANCE MANAGEMENT

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8
Q

___________ programs involve the organizational investments in establishing, fostering, and maintaining employee skils based on organizational and employee needs.

A

EMPLOYEE TRAINING AND ORGANIZATIONAL DEVELOPMENT

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9
Q

____,_____, and ______ have to do with any type of reward or benefit that may be available to employees.

A

REWARD SYSTEMS; BENEFITS; COMPLIANCE

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10
Q

________ is concerned with the work environment and the effects of health and safety policy and practive on workers and the “bottom line.”

A

OCCUPATIONAL SAFETY AND HEALTH ACT (OSHA)

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11
Q

The _________of an organization consist of all people who perform its activities.

A

HUMAN RESOURCES

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12
Q

_________ is personnel policies and managerial practices that influence the workforce (organizational activities dealing with its people).

A

HRM

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13
Q

Main objectives of HRM is to _____, ______, and _________.

A

get, keep, and grow talents

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14
Q

What are te five major domains of HRM?

A
  1. ORGANIZATIONAL DESIGN
  2. STAFFING
  3. PERFORMANCE MANAGMENT AND APPRAISAL
  4. EMPLOYEE TRAINING AND ORGANIZATIONAL DEVELOPMENT
  5. REWARD SYSTEMS, BENEFITS, AND COMPLIANCE
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15
Q

A________ is a socialunitof people, systematicallystructuredand managed tomeetaneedor to pursue collectivegoalson a continuingbasis.

A

ORGANIZATION

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16
Q

______ is determining people neeeded.

A

ORGINIZATIONAL DESIGN

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17
Q

______ is obtaining good people for staff

A

STAFFING

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18
Q

______ is making the staff better

A

TRAINING

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19
Q

______ is motivating the staff

A

PERFORMANCE APPRAISAL;COMPENSATION

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20
Q

______ is improving organization’s bottom line

A

BETTER PRODUCTS AND SERVICES

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21
Q

Professional and Senior professional in human resources are types of (PHR) (SPHR) ________

A

CERTIFICATIONS IN HRM

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22
Q

Handwritting is or is not a good idea to predict future performance of an employee.

A

NOT A GOOD IDEA

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23
Q

(T or F) Contiensousness is a better predictor of employee performance than intelligence.

A

FALSE

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24
Q

(T or F) Companies that screen job applicants for values have higher performance than those that screen for intelligence.

A

FALSE

25
Q

(T or F) Integrity tests don’t work well in practice because so many people lie on them.

A

FALSE

26
Q

(T or F) Encouraging employees to participate in decision making is more effective for improving organizational performance than setting performance goals.

A

FALSE

27
Q

Aligning people and tasks to the mission, goals, and strategic plans of the organization.

A

ORGANIZATIONAL DESIGN

28
Q

recruitment, selection, promotion, and termination

A

STAFFING

29
Q

assessing individual and unit performance.

A

PERFORMANCE MANAGEMENT AND APPRAISAL

30
Q

Fostering, and maintaining employee skills based on organizational and employee needs.

A

EMLOYEE TRAINING AND ORGANIZATIONAL DEVELOPMENT

31
Q

Compensation: Pay, rewards, or benefits available to employees

A

REWARD SYSTEMS, BENEFITS, COMPLIANCE

32
Q

__________ is HRM that takes into account of organizational strategies and long-term goals

A

STRATEGIC HUMAN RESOURCES MANAGEMENT

33
Q

________ is also Aligning HRM functions/activities with organizational core business strategies/goals.

A

STRATEGIC HRM

34
Q

_____focuses on internal HR issues, often separated from other business activities

A

HRM

35
Q

______focuses on long-term objectives, overall organizational goals; there is clear/explicit linkage between HRM policies and practices and organizational performance, goals, and environment

A

SHRM

36
Q

________ are HR practices that have been shown to have a significant effect on corporate (financial) performance.

A

HPWS (HIGH PERFORMANCE WORK SYSTEMS)

37
Q

How can organizations determine if HRM contributes to organizational success?

A

MEAUSREMENT

38
Q

________system—ensuring all outcomes of importance to organizations are measured/quantified

A

MANAGEMENT BY MEAUSREMENT

39
Q

________ is the ability of an organization to formulate strategies that place it in a more favorable position relative to the other companies in the industry

A

COMPETITIVE ADVANTAGE

40
Q

What are the two major principles that describe the extent to which a business has competitive advantage?

A

CUSTOMER VALUE; SOURCES OF UNIQUENESS

41
Q

_________ is when customers feel that they receive more value from their transaction with an organization than from its competitors

A

CUSTOMER VALUE

42
Q

What are the two factors determining customer value?

A

PARTICULAR PRODUCT OR SERVICE AND INTANGIBLE VARIABLES

43
Q

_________ consist of;corporate social responsibility (CSR), environmental impacts, diversity policies, political issues, and affiliation with other products or services

A

INTANGIBLE VARIABLES

44
Q

_______is offering a product or service that your competitor cannot easily imitate or copy.

A

UNIQUENESS

45
Q

What are the four mechanisms for offering uniqueness?

A

Financial Capability, Product Capability, Technological Capability, and Organizational Capability.

46
Q

_______ is a business receives special access to financial funding or is able to produce a good or service cheaper than someone else

A

FINANCIAL OR ECONOMIC CAPABILITY

47
Q

________ is a business offers a product or service that differentiates it from other products or services

A

STRATEGIC OR PRODUCT CAPABILITY

48
Q

______ is a business can have a distinct way of building or delivering its product or service

A

TECHNILOGICAL OR OPERATIONAL CAPABILITY

49
Q

_______ is the business’s ability to manage organizational systems and people in order to match customer and strategic needs

A

ORGANIZATIONAL CAPABILITY

50
Q

What are the four trends of enhancing the importance of HRM?

A
  1. Increased globalization of the economy
  2. Technological changes, challenges, and opportunities
  3. Increase in litigation & regulation related to HRM
  4. Changing characteristics of the workforce
51
Q

The first trend is _______

A

INCREASED GLOBALIZATION OF THE ECONOMY

52
Q

Barriers to entry have been reduced, ______ international competition from firms and individuals alike.

A

INCREASING

53
Q

The second trend is ________.

A

TECHNILOGICAL CHANGES

54
Q

What are the opportunities for increased globlization of the econmy(trend 1)?

A
  • DEVELOPMENT OF A WORLDWIDE LABOR MARKET FOR U.S. COMPANIES

- EASY TO WORK GLOBALLY WHEN IT CAN BE DIGATIZED

55
Q

Whatare the opportunities for technlogical changes( trend 2)?

A
  • PRODUCTS AND SERVICES CAN BE DELIVERED MORE EFFECTIVELY

- ELECTRONIC TRACKING OF HR ACTIVITIES SUCH AS TURNOVER AND PERFORMANCE REVIEWS.

56
Q

What are the new challenges faced with the trend of techological changes (trend 2)?

A
  • PRIVACY
  • CONFIDENTIALITY
  • ITELLECTUAL PROPERTY
57
Q

The third trend is _______.

A

-INCREASE IN LITIGATION & REGULATION RELATED TO HRM

58
Q

The fourth trend is ______.

A

CHANGING CHARACTERISTICS OF THE WORKFORCE.

MGT 367 (6 decks)

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