Chapter 8

Question 1

The set of organizational activities directed at attracting, developing, and maintaining an effective workforce.

Answer 1

Human Resource Management (HRM)

Question 2

Reflects the organization’s investment in attracting, retaining, and motivating an effective workforce

Answer 2

human capital

Question 3

Forbids discrimination on the basis of sex, race, color, religion, or national origin in all areas of the employment relationship

Answer 3

Title VII of the Civil Rights Act of 1964

Question 4

When minority group members meet or pass a selection standard at a rate less than 80 percent of the pass rate of majority group members

Answer 4

Adverse Impact

Question 5

Charged with enforcing Title VII of the Civil Rights Act of 1964.

Answer 5

Equal Employment Opportunity Commission

Question 6

Outlaws discrimination against people older than 40 years; passed in 1967, amended in 1978 and 1986

Answer 6

Age Discrimination in Employment Act

Question 7

Intentionally seeking and hiring qualified or qualifiable employees from racial, sexual, and ethnic groups that are underrepresented in the organization

Answer 7

Affirmative Action

Question 8

Forbids discrimination against people with disability

Answer 8

Americans with Disabilities Act

Question 9

Amends the original Civil Rights Act, making it easier to bring discrimination lawsuits while also limiting punitive damages

Answer 9

Civil Rights Act of 1991

Question 10

Sets a minimum wage and requires overtime pay for work in excess of 40 hours per week; passed in 1938 and amended frequently since then

Answer 10

Fair Labor Standards Act

Question 11

Requires that men and women be paid the same amount for doing the same job

Answer 11

Equal Pay Act of 1963

Question 12

A law that sets standards for pension plan management and provides federal insurance if pension funds go bankrupt

Answer 12

Employee Retirement Income Security Act of 1974 (ERISA)

Question 13

Requires employers to provide up to 12 weeks of unpaid leave for family and medical emergencies

Answer 13

Family and Medical Leave Act of 1993

Question 14

Passed in 1935 to set up procedures for employees to vote on whether to have a union; also known as the Wagner Act

Answer 14

National Labor Relations Act

Question 15

Established by the Wagner Act to enforce its provisions

Answer 15

National Labor Relations Board (NLRB)

Question 16

Passed in 1947 to limit union power; also known as the Taft-Hartley Act

Answer 16

Labor-Management Relations Act

Question 17

Directly mandates the provision of safe working conditions

Answer 17

Occupational Safety and Health Act of 1970 (OSHA)

Question 18

A systematized procedure for collecting and recording information about jobs within an organization

Answer 18

job analysis

Question 19

Lists each important managerial position in the organization, who occupies it. how long he or she will probably remain in the position, and who is or will be a qualified replacement

Answer 19

Replacement Chart

Question 20

Contains information on each employee’s education, skills, experience, and career aspirations; usually computerized

Answer 20

Employee Information System (skills inventory)

Question 21

What are the internal and external supply available for HR

Answer 21

Internal: the number and types of employees who will be in the firm at some future date
External: the number and type of people who will be available for hiring in the labor market

Question 22

The process of attracting individuals to apply for jobs that are open

Answer 22

recruiting

Question 23

Considering current employees as applicants for higher-level jobs in the organizations

Answer 23

internal recruitiung

Question 24

Getting people from outside the organization to apply for jobs

Answer 24

external recruiting

Question 25

Provides the applicant with a real picture of what it would be like to perform the job that the organization is trying to fill

Answer 25

Realistic Job Preview (RJP)

Question 26

Determining the extent to which a selection device is really predictive of future job performance.

Answer 26

validation

Question 27

Teaching operational or technical employees how to do the job for which they are hired

Answer 27

training

Question 28

Teaching managers and professionals the skills needed for both present and future jobs

Answer 28

development

Question 29

A formal assessment of how well an employee is doing his or her job

Answer 29

performance appraisal

Question 30

A sophisticated rating method in which supervisors construct a rating scale associated with behavioral anchors

Answer 30

Behaviorally Anchored Rating Scale-(BARS)

Question 31

A performance appraisal system in which managers are evaluated by everyone around them-their boss, their peers, and their subordinates

Answer 31

360 degree feedback

Question 32

the financial remuneration given by the organization to its employees in exchange for their work

Answer 32

compensation

Question 33

An attempt to assess the worth of each job relative to other jobs

Answer 33

job evaluation

Question 34

Things of value other than compensation that an organization provides to its workers

Answer 34

benefits

Question 35

A characteristic of a group or organization whose members differ from one another along one or more important dimensions, such as age, gender, or ethnicity

Answer 35

diversity

Question 36

Training that is specifically designed to better enable members of an organization to function in a diverse and multicultural workforce

Answer 36

Diversity and Multicultural Training

Question 37

The process of dealing with employees who are represented by a union

Answer 37

labor relations

Question 38

The process of agreeing on a satisfactory labor contract between management and a union

Answer 38

collective bargaining

Question 39

The means by which a labor contract is enforced

Answer 39

grievance procedure

Question 40

Workers whose contributions to an organization are based on what they know.

Answer 40

knowledge workers