chapter 3 and 4 Flashcards
explain how the three branches of government regulate human resource management
- legislative branch develops laws such as those governing equal employment.
- executive branch establishes agencies such as the EEOC to enforce laws.
- judicial branch hears cases related to employment law and interprets the law.
civil rights acts of 1866 and 1871
grant all personals equal rights and the right to sue if they have been deprived of civil rights.
equal pay act of 1963
requires equal pay for men and women who are doing work that is equal in terms of skill.
title VII of the civil rights act of 1964
prohibits employment discrimination
age discrimination in employment act
prohibits employment discrimination against persons older than 40
vocational rehabilitation act of 1973
requires that federal contractors engage in affirmation action in the employment of persons with disabilities.
Vietnam era veterans readjustment act of 1974
requires affirmation action in employment of veterans who served during the vietnam war
pregnancy discrimination act of 1978
treats discrimination based on pregnancy related conditions as illegal sex discrimination
the americans disabilities act of 1990
requires reasonable accommodations for qualified workers with disabilities
civil rights act of 1991
provides for compensatory and punitive damages in cases of discrimination
uniformed services employment and reemployment act of 1994
requires that employers employ service members who left jobs to fulfill military duties
genetic information nondiscrimination act of 2008
forbids employers from using genetic information in making decisions related to employment.
lilly ledbetter fair pay act of 2009
allows employees to claim discriminatory compensation within a set time after receiving a discriminatory paycheck.
identify the federal agencies that enforce equal employment opportunity, and describe the role of each.
- equal employment opportunity commission- responsible for enforcing most of the EEO laws. investigates and resolves complaints, gathers information, and issues guidelines.
- the office of federal contract compliance procedures- responsible for enforcing executive orders that call for affirmation action by companies that do business with the federal government.
describe ways employers can avoid illegal discrimination and provide reasonable accommodation.
- avoid mistreatment of job applicants and employees.
- companies can develop and enforce EEO policies and place high value on diversity.
- companies should recognize employees needs based on religion or disabilities and provide for them.
define sexual harassment, and tell how employers can eliminate or minimize it.
- sexual harassment is unwelcome sexual advances and related behavior that makes submitting to the conduct a term of employment or employment decisions or interferes with an employees work performance.
- can prevent it by developing policies that defines and forbids it.
describe the role of the occupational safety and health administration.
- publishes regulations and conducts inspections.
- if OSHA finds violations, it discusses it with the employer and monitors employers response to violations.
discuss ways employers promote worker safety and health
- employers can establish safety awareness programs designed to instill emphasis on safety.
- identify and communicate hazards.
- adapt training and communication to different employees based on experience or skill
- establish incentive programs to reward safe behavior.
summarize the elements of work flow analysis
1st-analyze the amount and quality of a work units outputs
2nd-determines the work processes required to produce outputs
3rd-identify inputs used to carry out the processes.
describe how work flow is related to an organization’s structure
- within an organization, units and individuals must cooperate to create outputs and the organizations structure brings people together for this purpose.
- people grouped together based on specific functions or products
- functional structure is for people who perform highly specialized jobs.
define the elements of a job analysis, and discuss their significance for HRM
- job analysis is the process of getting detailed information about jobs. it includes preparation of job descriptions and job specifications.
- job description lists the tasks, duties, and responsibilities of a job.
- job specification looks at qualities needed to perform job.
tell how to obtain information for a job analysis
- information usually comes from supervisors and coworkers.
- job analysts, employees, and managers may complete a position of analysis questionnaire or fill out surveys.
summarize recent trends in job analysis
- today’s workforce requires a high degree of adaptability, job tasks, and requirements are subject to change.
- organizations are also adopting project based structures and teamwork, which require flexibility.
describe methods for designing a job so that it can be done efficiently.
- the basic technique for designing efficient jobs is industrial engineering, which looks for simplest way to structure work to maximize efficiency.
- time and motion studies create jobs that are relatively simple and typically repetitive.
identify approaches to designing a job to make it motivating.
- jobs are more motivating if they have greater skill variety, take significance, and feedback about job performance.
- self-managing work teams offer greater skill variety.
- flexible work schedules
explain how organizations apply ergonomics to design safe jobs
- goal of ergonomics is to minimize physical strain on the worker by structuring the work around the way a body works.
- ergonomic design involve 1. modifying equipment and 2. redesigning the jobs themselves to reduce strain.
- may be targeted as a result of injuries
