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Business > Chapter 10 > Flashcards

Chapter 10 Flashcards

1
Q

human resource management (HRM)

A

set of organizational activities directed at attracting, developing, and maintaining an effective workplace

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2
Q

job analysis

A

systematic analysis of jobs within an organization

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3
Q

job descripition

A

description of the duties an dresponsiblities of a job, its working conditions, and the tools, materials, equipment, and informaiton used to perform it

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4
Q

job specification

A

description of the skills, abilities, and other credentials and qualifications required to do a job

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5
Q

replacement chart

A

list of each management position, who occupies it, how long that person will likely stay in the job, and who is qualified as a replacement

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6
Q

employee information system (skills inventory)

A

computerized system containing information on each empoloyee’s education, skills, work experiences, and career aspirations

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7
Q

recruiting

A

process of attracting qualified persons to apply for jobs an organization is seeking to fill

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8
Q

internal recruting

A

perocess of cinsidering present empoloyees as candidates for openings

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9
Q

external recruiting

A

process of atrtacting persons outside the organization to apply for jobs

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10
Q

vestibule training

A

off-the-job training conducted in a simulated environment

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11
Q

on-the-job training

A

training, sometimes informal, conducted while an employee is at work

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12
Q

off-the-job trainings

A

training conducted in a controlled enviornment away from the work site

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13
Q

perfomance appraisal

A

evaluation of an employee’s job performance in order to determine the degree to which the employee is performing effectively

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14
Q

compensation system

A

total package of rewards that organizations provide to individuals in return for their labor

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15
Q

wages

A

compensation in the form of money paid for time worked

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16
Q

salary

A

compensation in the form of money paid for discharging the responsibilites of a job

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17
Q

incentive program

A

special compensation program designed to motivate high performance

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18
Q

bonus

A

individual performance incentive in the form of a special payment made of over and above the employee’s salary

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19
Q

merit salary system

A

individual incentive linking compsation to performance in nonsales jobs

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20
Q

pay for performance (variable pay)

A

individual incentive that rewards a manager for especially productive output

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21
Q

profit-sharing plan

A

incentive plan for distributing bonuses to employees when cmopany profits rise above a certain level

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22
Q

gainsharing plan

A

incentive plan that rewards groups for productivity improvements

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23
Q

pay-for-knowledge plan

A

incentive plan to encourage employees to learn new skills or become proficient at differetn jobs

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24
Q

benefits

A

compensation other than wages and salaries

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25
Q

workers’ compensation insurance

A

legally required insurance for compensating workers injured on the job

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26
Q

cafeteria benefits plan

A

benefit plan that sets limits on benefits per employee, each of whom may choose from a variety of alternative benefits

27
Q

equal employement opportunity

A

legally mandated nondiscrimination in employement on the basis of race, creed, sex, or national origin

28
Q

protected class

A

set of individuals who by nature of one or more common characteristics is protected under the law from discrimination on the basis of that characteristic

29
Q

Equal Emploment Opportunity Commission (EEOC)

A

federal agency enforcing several discrimination-related laws

30
Q

affirmative action plan

A

written statement of how the organization intends to actively recruit, hire, and develop members of relevant protected classes

31
Q

Occupational Safety and Health Act of 1970 (OSHA)

A

federal law setting and enforcing guidelines for protecting workers from unsafe condition and potential health hazards in the workplacee

32
Q

sexual harassment

A

unwelcome sexual advances in the workplace

33
Q

quid pro quo harassment

A

form of sexual harassment in which sexual favors are requested in return for job-related benefits

34
Q

hostile work environment

A

form of sexual harassment deriving from off-color jokes, lewd comments, and so forth

35
Q

employment at will

A

principle, increasingly modified by legislation and judicial decision, that organizations should be able to retain or dismiss employees at their discretion

36
Q

workforce diversity

A

the range of workers’ attitudes, values, beliefs, and behaviors that differ by gender, race, age, ethnicity, physical ability, and other relevant characteristics

37
Q

knowledge workers

A

employees who are of value because of the knowledge they poses

38
Q

contingent worker

A

emoployee hired on sommething other than a full-time basis to supplement an organization’s permanent workforce

39
Q

labor union

A

group of individuals working together to achieve shared job-related goals, such as higher pay, shorter working hours, more job security, greater benefits, or better working conditions

40
Q

labor relations

A

process of dealing with employees who are represented by a union

41
Q

collective bargaining

A

process by which labor and management negotiate conditions of employement and draft a labor contract for union-represented workers

42
Q

cost-of-living adjustment (COLA)

A

labor contract clause tying future raises to changes in consumer purchasing power

43
Q

wage reopener clause

A

clause allowing wage rates to be renegotiated during the life of a lbor contract

44
Q

stike

A

labor action in which employees temporarily walk off the job and refuse to work

45
Q

picketing

A

labor action in which workers publicize their grievances at the entrance to an employer’s facility

46
Q

boycott

A

labor action in which workers refuse to buy the products of a targeted employer

47
Q

work slowdown

A

labor action in which workers perform jobs at a slower than normal pace

48
Q

lockout

A

management tactic whereby workers are denied access to the employer’s workplace

49
Q

strikebreaker

A

worker hired as a permanent or temporary replacement for a striking employee

50
Q

mediation

A

method of resolving a labor dispute in which a third party suggests, but does not impose, a settlement

51
Q

arbitration

A

method of resolving a labor dispute in which both parties agree to submit to the judement of a neutral party

52
Q

Norris-Laguardia Act

A

federal law (1932) limiting the ability of courts to issue injunctions prohibit certain union activities

53
Q

yellow-dog contract

A

illegal contract clause requiring workers to begin and continue employment without a union affiliation

54
Q

national labor relations act (wagner act)

A

federal law (1935) protecting the rights of workers to form unions, bargain collectively, and engage in strikes to achieve their goals

55
Q

national laobr relations board (NLRB)

A

federal agency established by the national labor relations act to enforce its provisions

56
Q

fair labor standards act

A

federal law (1938) setting minimum wage and maximum number of hours in the workweek

57
Q

labor-management relations act (taft-hartley act)

A

federal law (1947) defining certain union practices as unfair and illegal

58
Q

closed shop

A

workplace in which an employer may hire only workers already belonging to a union

59
Q

right-to-work lawas

A

statutes making it illegal to require union membership as a condition of employment

60
Q

union shop

A

workplace in which workers must join a union within a specified period after being hired

61
Q

agency shop

A

workplace in which workers must pay union dues if they do not join

62
Q

labor-management reporting and discloure act (landrum-griffin act)

A

federal law (1959) imposing regulations on internal union procedures, including elections of national leaders and filing of financial disclosure statements

63
Q

bargaining unit

A

designated gorup of employees who will be represented by a union

Business (17 decks)

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