Chapter 10: Operational Leadership Considerations

Question 1

Power & Privilege

Answer 1

A system of advantages based on race, gender, sexual orientation. and other components of diversity

Question 2

Invisible Privilege

Answer 2

• Can be hard to recognize
• Understanding our own stereotypes
• Understanding the struggles of others
• Understanding systems of advantages can help us become better managers in all areas of business

Question 3

Different Types of Invisible Privilege

Answer 3

1. Race
2. Social Class
3. Gender
4. Sexual Orientation

Question 4

Race Privilege Example

Answer 4

You (a Caucasian) and your friend (an African American) are having dinner together, and when the bill comes, the server gives the check to you. While this may not seem like a big issue, it assumes you (being Caucasian) are the person paying for the meal.

Question 5

Social Class Privilege Example

Answer 5

New Orleans and Hurricane Katrina

“Why didn’t they just leave?”

Some people aren’t fortunate enough to get up and leave all their things.

Includes: income, job title, level of education

Question 6

Gender Privilege Example

Answer 6

The assumption that a female will change her name to her husband’s when they get married.

Question 7

Sexual Orientation Privilege

Answer 7

If I am heterosexual, I can put a picture of my partner on my desk without worrying about what others think. I can talk about our vacations together or experiences we’ve had without worrying what someone might think about my relationship. This is not the case for many gay, lesbian, and transgendered people and their partners.

Question 8

Diversity

Answer 8

The real or perceived differences between individuals

Question 9

Diversity from a workplace perspective

Answer 9

Focuses more on a set of policies to meet government-mandated diversity compliance standards

Question 10

Multiculturalism

Answer 10

Looks at power and privilege differences in society

Focuses on inclusiveness, understanding, and mutual respect

Looks at unequal power distribution

Question 11

Cultural Competency

Answer 11

Measurement of how well a person works within a diverse and multicultural work environment

Honors both diversity and looks to create a workplace that has individuals with cultural competency

Question 12

Why is diversity important?

Answer 12

• It’s the law
• Potential for better communication
• Improved ideas and solutions for problems
• Improved customer service
• Improved organizational performance

Question 13

Equal Employment Opportunity Commission (EEOC)

Answer 13

A federal agency charged with the task of enforcing federal employment discrimination laws

Federal Regulation of Personnel and Human Resources Management

Enforces the idea that individuals should have equal access to treatment in all employment related actions regardless of protected class status

Question 14

Title VII of the Civil Rights Act

Answer 14

Passed in 1964 and enforced by the EEOC, covers several areas of discrimination, including age, race, and sex

The foundational law of the EEOC

Coverage: 15 or more workers

Question 15

Exception to Title VII of the Civil Rights Act

Answer 15

When there is a bonafide occupational qualification

Question 16

Bonafide Occupational Qualification (BFOQ)

Answer 16

A quality or attribute employers are allowed to consider when making decisions during the selection process

EX: Being a firefighter, you need to be able to lift a certain amount and run with it, some women could not join because they did not meet this requirement

Question 17

Age Discrimination in Employment Act (ADEA)

Answer 17

Created in 1967 and enforced by the EEOC, this law prohibits discrimination based on age and covers people who are age forty or older

Coverage: 20 or more workers

Covers all aspects of the employment relationship, it is often cited in discriminatory layoff cases

Question 18

Americans with Disabilities Act (ADA)

Answer 18

Prohibits discrimination against those with disabilities and is enforced by EEOC

If the employee is qualified, organization must make “reasonable accommodations”

BFOQ is an exception (having no legs, but wanting to be a popcorn seller)

Question 19

Equal Pay/Compensation Act

Answer 19

People receive equal pay for the same type of work, specifically addresses gender pay differences

Job content is used to determine this, not title

If inequality is found, employer cannot lower the wage of either sex to equalize pay

Coverage: 2 employees

Question 20

Exceptions to Equal Pay/Compensation Act

Answer 20

Differences in pay due to merit, seniority, quantity, or quality of production, BASICALLY ANY OTHER FACTOR THAN SEX

Question 21

Uniformed Services Employment and Reemployment Rights Act (USERR)

Answer 21

Protects people who serve or have served in the armed forces, reserves, National Guard, or other uniformed services.

Ensures these individuals are not disadvantaged in their civilian careers because of their service

Requires that they be reemployed in their civilian jobs upon return to service and prohibits discrimination based on past, present, or future military service

Question 22

Employment-at-will Principle (EAW)

Answer 22

The right of an employer to fire an employee or an employee to leave an organization at any time, without any specific cause

Question 23

Exceptions to Employment-at-will Principle

Answer 23

1. Public policy
2. Implied contract
3. Good faith and fair dealing

Question 24

Exceptions to Employment-at-will Principle: Public Policy

Answer 24

Employer cannot fire an employee if it would violate the individual state’s doctrine or statute

Question 25

Exceptions to Employment-at-will Principle: Implied Contract

Answer 25

If discharged employees can prove that the employer indicated that employee had job security, then it is implied contract

EX: Wright v. Honda, Honda said, “the job security of each employee depends on doing your best on your job with the spirit of cooperation” Wright was able to prove that this meant job security therefore it’s an implied contract
Honda altered the employment-at-will doctrine through its policies and actions

Question 26

Exceptions to Employment-at-will Principle: Good faith and fair dealing

Answer 26

Discharged employee contends that he or she was not treated fairly

EX: firing or transferring employees to prevent them from collecting commissions and misleading employees about promotions and pay increases

Question 27

Union

Answer 27

An organization of employees formed to bargain with an employer

Question 28

Collective Bargaining Process

Answer 28

Process of negotiating an agreement between management and employees

Defines contract terms or employees, such as procedures and policies

Question 29

Interest-Based Bargaining

Answer 29

Occurs when mutual interests are brought up and discussed rather than each party coming to the table with a list of demands

Question 30

Grievance Process

Answer 30

Formal process by which employees can submit a complaint regarding something that is not administered correctly in the contract

Management needs to respond to a grievance complaint

Question 31

Stress

Answer 31

The nonspecific response of the body to a demand for a change

Question 32

Types of stress

Answer 32

1. Acute stress
2. Episodic acute stress
3. Chronic stress
4. Eustress

Question 33

Acute Stress

Answer 33

Most common form of stress; normally comes from demands and pressures of the past and the future

Tends to be short term (stressful one day, but may not be stressful the next day)

Acute stress is like a laundry list of things we must do or a list of the things that didn’t go right

Question 34

Episodic Acute Stress

Answer 34

Can be a more serious form of acute stress; person feels stress daily and rarely gets relief

Is a daily stress, unlike acute stress which is one or two days

Usually, a person who suffers from this stress may have taken on too much and created self-imposed demands

Question 35

Chronic Stress

Answer 35

Long-term stress where people see little way out of a situation

Person usually has given up looking for solutions to the stress and just decides to live with it

Question 36

Eustress

Answer 36

Positive stress that helps us achieve at a higher level and feel challenged

Question 37

The Four A’s for Dealing with Stress

Answer 37

1. Avoid the stressor
2. Alter the stressor
3. Adapt to the stressor
4. Accept the stressor