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MAN3025 > Chapter 9 > Flashcards

Chapter 9 Flashcards

1
Q

consists of the activities managers perform to plan for, attract, develop, and retain an effective workforce

A

human resource (HR) management

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2
Q

strategic human resource management process

A
  1. determine the mission and vision
  2. determine the grand strategy
  3. come up with strategic plans
  4. determine what human resources are needed
  5. recruit and select individuals
  6. engage in orientation, training, and development
  7. appraise employee performance
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3
Q

refers to the economic or productive potential of an employee’s knowledge, experience, and actions

A

human capital

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4
Q

people whose work involves generating or interpreting info rather than performing manual labor

A

knowledge workers

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5
Q

refers to the economic or productive potential of strong, trusting, and cooperative relationships

A

social capital

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6
Q

______ consists of developing a systematic, comprehensive strategy for understanding current employee needs and predicting future employee needs

A

strategic human resource planning

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7
Q

a _____ is used to determine, by observation and analysis, the basic elements of a job; interviews and personal observation are used to determine how work is done

A

job analysis

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8
Q

a _____ summarizes what the holder of a job does and how and why he or she does it

A

job description

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9
Q

a _____ describes the minimum qualifications a person must have to perform a job successfully

A

job specification

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10
Q

_____ is a report listing an organization’s employees by name, education, training, languages, and other important information

A

human resource inventory

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11
Q

the process of locating and attracting qualified applicants for positions in the organization

A

recruiting

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12
Q

______ means making people already employed by the organization aware of job openings

A

internal recruiting

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13
Q

the primary model of internal recruiting is _______: the practice of placing information about job vacancies and qualifications on bulletin boards, in newsletters, and on the organization’s intranet

A

job posting

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14
Q

advantages of internal recruiting

A
  1. morale is increased
  2. fewer risks bc employees are familiar with organization’s processes and culture; work habits are known
  3. much cheaper process than external recruiting
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15
Q

disadvantages of internal recruiting

A
  1. limits the pool of existing workers (which could limit new ideas and perspectives)
  2. danger in employees assuming that seniority will ensure a promotion
  3. still need to fill a vacancy at a lower level of the organization
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16
Q

______ means attracting top applicants from outside the organization

A

external recruiting

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17
Q

advantages of external recruiting

A
  1. new employees bring fresh ideas/may have specialized experience
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18
Q

disadvantages of external recruiting

A
  1. more expensive
  2. lengthier process
  3. riskier
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19
Q

what are some of the best sources of new hires?

A
  1. employee referrals
  2. college recruitment
  3. executive search firms
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20
Q

a ______ gives a candidate a picture of both the positive and negative features of a job and the organization before the candidate is hired

A

realistic job preview

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21
Q

the _______ refers to the screening of job applicants to hire the best candidate

A

selection process

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22
Q

what the organization can obtain from an application, resume, LinkedIn profile, video profile, etc.

A

background information

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23
Q

the most commonly used selection technique

A

interviewing

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24
Q

______ involve asking probing questions to find out what the applicant is like

***some view it as highly subjective because it doesn’t consist of a fixed set of questions

A

unstructured interview

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25
Q

______ involve asking each applicant the same questions and comparing their responses to a standardized set of answers

A

structured interviews

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26
Q

a ______ is one kind of structured interview, in which the interviewer uses hypothetical situations to test the candidate’s ability to do the job

A

situational interview

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27
Q

_______ involve an exploration into what applicants have actually done in the past

ex: US Army asks applicants to its officer training program for the best idea they have ever sold to another individual

A

behavioral-description interviews

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28
Q

an ______ is legally considered to consist of any procedure used in the employment selection decision process

***encompasses such things as application forms, interviews, and experience requirements

A

employment test

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29
Q

an ______ assesses the physical, mental, and clerical abilities of the applicant

ex: hearing test

A

ability test

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30
Q

a ______ assesses the applicant’s performance on actual job tasks

ex: typing test

A

performance test

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31
Q

an _______ is an elaborate type of performance test in which management candidates participate in activities for a few days while being assessed by evaluators

A

assessment center

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32
Q

a _______ measures personality traits, like need for achievement, energy, and sociability

A

personality test

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33
Q

a teats that measures one’s honesty, reliability, dependability, and prosocial behavior based on questions relating to past experiences involving integrity and ethics

A

integrity tests

34
Q

what are two important legal considerations for any employment test?

A

reliability and validity

35
Q

the degree to which a test measures the same thing consistently

A

reliability

36
Q

the degree to which the test measures what it purports to measure and is free of bias

A

validity

37
Q

_____ consists of wages or salaries, incentives, and benefits

A

compensation

38
Q

______ consists of the basic wage or salary paid to employees in exchange for doing their jobs

A

base pay

39
Q

______ include bonuses, profit-sharing plans, stock options, and commissions

A

incentives

40
Q

______ are additional monetary forms of compensation such as health insurance, holidays off, retirement plans, and vacation days

A

benefits aka “fringe benefits”

41
Q

generous severance packages for executives who have to leave the company after a takeover

A

“golden parachute”

42
Q

_______ involves doing everything possible to make a new employee feel welcome and comfortable

A

onboarding

43
Q

_______ is the process of helping a newcomer fit smoothly into a job and an organization

A

orientation

44
Q

what should the employee have after orientation?

A
  1. job routine (what work to do, how he/she will be evaluated, who his/her co-workers/managers are)
  2. mission and operations (know what the company is about)
  3. work rules and employee benefits (should know or be provided a list)
45
Q

______ refers to educating technical and operational employees about how to better do their current jobs

A

training

46
Q

______ refers to educating professionals and managers in the skills they need to do their jobs in the future

A

development

47
Q

training tool in which computers are used to provide additional help or to reduce instructional time

A

computer-assisted instruction (CAI)

48
Q

a ______ involves assessing an employee’s performance and providing an employee with feedback

***often ineffective bc they are based on a schedule rather than need, and many come down to whether your boss likes you or not

A

performance appraisal

49
Q

the continuous cycle of improving job performance through goal setting, feedback and coaching, and rewards and positive reinforcement

***four steps: define performance, measure and evaluate performance, review performance, provide consequences

A

performance managment

50
Q

______ are based on facts and are often numerical

***useful bc they measure results independently of personal biases and friendships

A

objective appraisals aka “results appraisals”

51
Q

______ are based on a manager’s perceptions of an employee’s traits or behaviors

A

subjective appraisals

52
Q

______ rate employees based on certain general characteristics such as “attitude” and “leadership”

A

trait appraisals

53
Q

_____ rate employees based on specific, observable, job-related aspects of performance, such as being on time for work

A

behavioral appraisals

54
Q

a ________ rates employee performance according to scales of specific behaviors

A

behaviorally anchored rating scale (BARS)

55
Q

who makes performance appraisals?

A
  1. subordinates and peers
  2. clients and customers
  3. the employee being appraised
56
Q

a performance appraisal method in which employees are appraised not only by their managerial supervisors but also by peers, subordinates, and sometimes clients

A

360-degree assessment

57
Q

a ______ involves a ranking of all employees in a business unit against one another and the distribution of scores among some sort of bell curve

***those at the bottom are told to improve or will be fired; those at the top are rewarded with promotions or bonuses

A

forced ranking performance review system

58
Q

_______ appraisals are conducted at specific times throughout the year and are based on performance measures that have been established in advance

A

formal

59
Q

_______ appraisals are conduced on an unscheduled basis and consist of less rigorous assessments of employee performance; keeps employees “on their toes” at all times

A

informal

60
Q

broad term that refers to the promotion, transferal, disciplining, or firing of individuals within an organization

A

employee replacement

61
Q

______ refers to moving an employee to a position higher up in the organization

A

promotion

62
Q

______ refers to the movement of an employee to a job with a similar responsibility within the organization

A

transfer

63
Q

when are transfers necessary?

A

when:

  1. the employee’s skills are needed elsewhere
  2. managers want to broaden the employee’s skills
  3. managers want to retain the employee’s motivation and interest by presenting him/her with a new challenge
  4. employee problems need to be resolved
64
Q

_____ refers to temporarily removing an employee from his or her job

A

discipline

65
Q

_____ refers to the permanent removal of responsibilities and pay as the employee is sent to a lower level of the organizational hierarchy

A

demotion

66
Q

_____ can take the form of layoffs (may be called back), downsizing (permanent but unrelated to performance), or firings (permanent and related to performance)

A

dismissal

67
Q

the notion that anyone can be dismissed for any reason at any time

***exceptions: skin color, gender, physical/mental disability

A

employment at will

68
Q

the ______ was established by the Wagner Act of 1935 and enforces procedures whereby employees may vote to have a union and engage in collective bargaining

A

National Labor Relations Board (NLRB)

69
Q

negotiations made between management and employees about disputes over compensation, benefits, working conditions, and job security

A

collective bargaining

70
Q

what does the Taft-Hartley Act of 1947 grant?

A

it grants the US president the ability to end a strike if it threatens national security

71
Q

this act banned child labor and established minimum living standards for workers engaged in interstate commerce, including the provision of a federal minimum wage and a maximum workweek

A

the Fair Labor Standards Act of 1938

72
Q

what act established the US retirement system?

A

the Social Security Act of 1935

73
Q

the _______ began a growing body of laws protecting workers from hazardous working conditions

A

the Occupational Safety and Health Act (OSHA) of 1970

74
Q

the ______, which was established by Title VII of the Civil Rights Act of 1964, enforces anti-discrimination and other employment-related laws

A

Equal Employment Opportunity Commission (EEOC)

75
Q

______ occurs when people are hired or promoted – or denied hiring or promotion – for reasons not relevant to the job

A

workplace discrimination

76
Q

_____ occurs when an employment practice or procedure negatively impacts a protected class of indviduals

A

adverse impact

77
Q

_____ occurs when organizations intentionally treat individuals from protected groups differently

A

disparate treatment

78
Q

______ focuses on achieving equality of opportunity within an organization

***organizations can use active recruitment, minority hiring goals, and elimination of prejudicial interview questions

A

affirmative action

79
Q

_____ consists of unwanted sexual attention that creates an adverse work environment

A

sexual harrassment

80
Q

a situation in which a person’s employment, benefits, or opportunities will be jeopardized if he or she does not acquiesce to the sexual demands of others

A

quid pro quo

81
Q

_____ occurs when an intimidating or offensive work environment is created

A

hostile environment

82
Q

_____ is any repeated mistreatment, whether it is in the form of verbal, nonverbal, physical, or psychological behavior that results in a person feeling threatened, intimidated, or humiliated

A

bullying

***most common are male bosses that are very successful and charming

MAN3025 (7 decks)

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