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MGMT Exam #4 > Chapter 9 Vocabulary > Flashcards

Chapter 9 Vocabulary Flashcards

1
Q

The process of attracting, developing, and maintaining high-quality workforce

A

Human resource management (hrm)

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2
Q

The talent people offer organizations in the form of abilities, knowledge, experience, ideas, energies, and commitments

A

Human capital

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3
Q

Aligns human capital with organizational strategies and objectives

A

Strategic human resource management

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4
Q

The extend to which an individual’s knowledge, skills, experiences and personal characteristics are consistent with job requirements

A

Person-job fit

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5
Q

The extent to which an individual’s values, interests, and behavior are consistent with the culture of the organization

A

Person-culture fit

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6
Q

Packages of opportunities and rewards that make diverse and talented people want to belong to and work for the organization

A

Employee value propositions

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7
Q

Occurs when someone is denied a job or job assignment for non-job-relevant reasons

A

Job discrimination

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8
Q

The right to employment and advancement without regard to race, sex, religion, color, or national origin

A

Equal employment opportunity (EEO)

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9
Q

An effort to give preference in employment to women and minority group members

A

affirmative action

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10
Q

Employment criteria justified by capacity to perform a job

A

Bona fide occupational qualifications

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11
Q

Occurs when men and women are paid differently for doing equal work

A

Pay discrimination

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12
Q

Penalized a woman in a job or as a job applicant for being pregnant

A

Pregnancy discrimination

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13
Q

Penalizes an employee in a job or as a job applicant for being over the age of 40

A

Age discrimination

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14
Q

The right to privacy both on and off the job

A

Employee privacy

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15
Q

The exchange of value between the individual and the organization in the employment relationship

A

Psychological contract

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16
Q

Set of activities designed to attract a qualified pool of job applicants

A

Recruitment

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17
Q

Provide job candidates with all pertinent information about a job and organization

A

Realistic job previews

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18
Q

Choosing whom to hire from a pool of qualified job applicants

A

Selection

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19
Q

Means that a test gives consistent results over repeated measures

A

Reliability

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20
Q

Means that scores on a test are good predictors of future job performance

A

Validity

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21
Q

Evaluates job candidates in simulated work situations

A

Assessment center

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22
Q

Evaluates job candidates as they perform actual work tasks

A

Work sampling

23
Q

A trial hire where the job candidate is given a short-term employment contract to demonstrate performance capabilities

A

Job audition

24
Q

Influences he expectations, behavior, and attitudes of new members of groups and organizations

A

Socialization

25
Q

A program of activities that introduce a new hire to the policies, practices, expectations, and culture of the organization and its teams.

A

On boarding

26
Q

Sessions for new hires communicate key information, set expectations, and answer question

A

Orientation

27
Q

Assigns an experienced person to provide performance advice to a new hire

A

Coaching

28
Q

Assigns early-career employees as long term protégés of more senior ones

A

Mentoring

29
Q

Younger and newly hired employees mentor their seniors

A

Reverse mentoring

30
Q

The process of formally assessing performance and providing feedback to a job holder

A

Performance review

performance appraisal

31
Q

Uses a checklist of traits or characteristics to evaluate performance

A

Graphic rating scale

32
Q

Uses specific descriptions of actual behaviors to rate various levels of performance

A

Behaviorally anchored rating scale (BARS)

33
Q

Keeps a log of someone’s effective and ineffective job behaviors

A

Critical-incident technique

34
Q

Includes superiors, subordinates, peers and even customers in the appraisal process

A

360 degree feedback

35
Q

Rates and ranks one person’s performance against that of others

A

Multiperson comparison

36
Q

The process of managing how a person grows and progresses in a career

A

Career development

37
Q

The process of matching career goals and individual capabilities with opportunities for their fulfillment

A

Career planning

38
Q

Involves balancing career demands with personal and family needs

A

Work-life balance

39
Q

Hired on temporary contracts and are not part of the organization’s permanent workforce

A

Independent contractors

40
Q

Work as needed and part-time, often on a longer-term basis

A

Contingency workers

41
Q

Awards pay increases in proportion to performance contributions

A

Merit pay

42
Q

Plans provide one-time payments based on performance accomplishments

A

Bonus pay

43
Q

Distributes to employees a proportion of net profits earned by the organization

A

Profit sharing

44
Q

Allows employees to share in cost savings or productivity gains realized by their efforts

A

Gain sharing

45
Q

Give the right to purchase shares at a fixed price in the future

A

Stock options

46
Q

Are nonmonetary forms of compensation such as health insurance and retirement plans

A

Fringe benefits

47
Q

Help employees achieve better work-life balance

A

Family-friendly benefits

48
Q

Programs allow choice to personalize benefits within a set dollar allowance

A

Flexible benefits

49
Q

Help employees cope with personal stresses and problems

A

Employee assistance programs

50
Q

An organization that deals with employers on the worker’s collective behalf

A

Labor union

51
Q

A formal agreement between a union and an employer about the terms of work for union members

A

Labor contract

52
Q

The process of negotiating, administering, and interpreting a labor contract

A

Collective bargaining

53
Q

Pay new hires less than workers already doing the same jobs with more seniority

A

Two-tier wage systems

MGMT Exam #4 (10 decks)

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