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Understanding Business > Chapter B,10,11 > Flashcards

Chapter B,10,11 Flashcards

1
Q

Name for business technology in the 1970s; primarily used to iprove the flow of financial information

A

Data Processing

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2
Q

An electronic storage file for information

A

Databases

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3
Q

Technology that helps companies do business; includes ATMs and voice mail.

A

Information Systems

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4
Q

The use of data analytic tools to analyze an organization’s raw data and derive useful insights from them

A

Business Intelligence

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4
Q

Define RADAR test

A

A framework used to evaluate sources and reference information:

Relevance
Authority
Date
Accuracy
Reputability

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5
Q

The process of collecting, organizing, storing, and analyzing large sets of data (“big data”) in order to identify patterns and other information that is useful to the business now and for making future decisions.

A

Data Analytics

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6
Q

Characteristics that makes information useful:

A

Quality
Completeness
Timeliness
Relevance

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7
Q

A company wide network, closed to public access, that uses internet-type technology

A

Intranet

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7
Q

a technique for looking for hidden patterns and unknown relationships in the data.

A

Data mining

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8
Q

A semiprivate network that allows more than one company to access the same information or allows people on different services to collaborate

A

Extranet

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9
Q

a private data network that creates secure connections, or”tunnels”, over regulate internet lines

A

VPN (Virtual Private Network)

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10
Q

The set of tools that allow people to build social and business connections, share information, and

A

Web 2.0

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11
Q
A

LAN

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12
Q
A

WAN

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13
Q

Technology used to store, retrieve, and send information efficiently.

A

Information Technology (IT)

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14
Q

An electronic storage file for information.

A

database

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15
Q

A combination of technologies that adds intelligence and changes how people interact with the web, and vice versa (consists of the semantic web, mobile web, and immersive Internet).

A

Web 3.0

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16
Q

A form of virtualization in which a company’s data and applications are stored at offsite data centers that are accessed over the Internet (the cloud).

A

Cloud computing

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17
Q

The private Internet system that links government supercomputer centers and a select group of universities; it runs more than 22,000 times faster than today’s public infrastructure and supports heavy-duty applications.

A

Internet2

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18
Q

The obtaining of individuals’ personal information, such as Social Security and credit card numbers, for illegal purposes.

A

Identity theft

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19
Q

A piece of programming code inserted into other programming to cause some unexpected and, for the victim, usually undesirable event.

A

virus

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20
Q

The personal satisfaction you feel when you perform well and complete goals.

A

intrinsic reward

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21
Q

Something given to you by someone else as recognition for good work

A

extrinsic reward

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22
Q

Studying workers to find the most efficient ways of doing things and then teaching people those techniques.

A

scientific management

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23
Q

The tendency for people to behave differently when they know they are being studied.

A

Hawthorne effect

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23
Q

a job enrichment strategy that involves combining a series of tasks into one challenging and interesting assignment

A

Job enlargement

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24
Q

a job enrichment strategy that involves moving employees from one job to another

A

Job rotation

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25
Q

Involves a cycle of discussion, review, and evaluation of objectives among top and middle-level managers, supervisors, and employees

A

Management by Objectives (MBO)

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26
Q

The idea that setting ambitious but attainable goals can motivate workers and improve performance if the goals are:

A

Goal Setting Theory

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27
Q

The amount of effort employees exert on a specific task depends on their expectations of the outcome.

A

Expectancy Theory

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28
Q

Job factors that can cause dissatisfaction if missing but that do not necessarily motivate employees if increased.

A

Hygiene factors

29
Q

job factor that cause employees to be productive and that give them satisfaction

A

Motivators

30
Q

Theory of motivation based on unmet human need from basic physiological needs to safety, social, and esteem needs to self-actualization needs

A

Maslow’s Hierarchy of Needs

31
Q

studying workers to find the most efficient ways of doing things and teaching people those techniques.

A

Scientific management

32
Q

something given to you by someone else as recognition of good work

A

Extrinsic rewards

33
Q

the personal satisfaction you feel when you perform well and complete goals

A

Intrinsic rewards

34
Q

The level of satisfaction at every step along an employees path at a company.

A

Employee experience

35
Q

employees level of motivation, passion, and commitment

A

Engagement

36
Q

Studies, begun by Frederick Taylor, of which tasks must be performed to complete a job and the time needed to do each task.

A

time-motion studies

37
Q

The process of determining human resource needs and then recruiting, selecting,developing, motivating,evaluating, compensating, and scheduling employees to achieve organizational goals.

A

Human Resource Management (HRM)-

38
Q

Employment activities intended to “right past wrongs” by increasing opportunities for people of color and women.

A

Affirmative action

39
Q

Training programs involving a period during which a learner works alongside an experienced employee to master the skills and procedures of a craft.

A

Apprentice programs

40
Q

All attempts to improve productivity by increasing an employee’s ability to perform. Training focuses on short-term skills, whereas development focuses on long-term abilities.

A

Training and development

41
Q

The activity that introduces new employees to the organization; to fellow employees; to their immediate supervisors; and to the policies, practices, and objectives of the firm.

A

Orientation

42
Q

Training at the workplace that lets the employee learn by doing or by watching others for a while and then imitating them.

A

On-the-job training

43
Q

Training that occurs away from the workplace and consists of internal or external programs to develop any of a variety of skills or to foster personal development.

A

off-the-job training

44
Q

Training programs in which employees complete classes via the Internet.

A

Online training

45
Q

Training done in classrooms where employees are taught on equipment similar to that used on the job.

A

Vestibule training

45
Q

The process of training and educating employees to become good managers and then monitoring the progress of their managerial skills over time.

A

Management development

46
Q

The use of equipment that duplicates job conditions and tasks so that trainees can learn skills before attempting them on the job.

A

Job simulation

47
Q

An experienced employee who supervises, coaches, and guides lower-level employees by introducing them to the right people and generally being their organizational sponsor.

A

Mentor

47
Q

The process of establishing and maintaining contacts with key managers in one’s own organization and other organizations and using those contacts to weave strong relationships that serve as informal development systems.

A

Networking

48
Q

An evaluation that measures employee performance against established standards in order to make decisions about promotions, compensation, training, or termination.

A

Performance appraisal

49
Q

Benefits such as sick-leave pay, vacation pay, education benefits, pension plans, and health plans that represent additional compensation to employees beyond base wages.

A

Fringe benefits

49
Q

Fringe benefits plan that allows employees to choose the benefits they want up to a certain dollar amount.

A

Cafeteria style fringe-benefits

49
Q

Work schedule that gives employees some freedom to choose when to work, as long as they work the required number of hours.

A

Flextime plan

50
Q

In a flextime plan, the period when all employees are expected to be at their job stations.

A

Core time

51
Q

An arrangement whereby two part-time employees share one full-time job.

A

Job sharing

51
Q

Work schedule that allows an employee to work a full number of hours per week but in fewer days.

A

Compressed workweek-

52
Q

The process of gathering information and deciding who should be hired, under legal guidelines, for the best interests of the individual and the organization

A

Selection

52
Q

a study of what is done by employees who hold various job titles

A

Job analysis

53
Q

The set of activities used to obtain a sufficient number of the right people at the right time.
Human resources managers use both internal and external sources to recruit

A

Recruitment

54
Q

Workers who do not have the expectation of regular, full time employment
Includes part-time workers, temporary workers, seasonal

A

Contingent workers

55
Q

the process of training and educating employees to become good managers and then monitoring the progress of their managerial skills over time.

A

Management Development

55
Q

comparing one employee to another

A

Contrast effect

56
Q

Allowing performances in specific areas to unfairly influence overall performance evaluation

A

Halo/Horn Effect

57
Q

Generosity to those you feel are more like you

A

Similar-to-me effect

57
Q

Title VII prohibits discrimination in hiring, firing, compensation, apprenticeships, training, terms, conditions, or privileges of employment based on:
Race, color, religion ,sex, and national origin. Amended in 1991 to include more compensation for people suing on behalf of title 7 ( file with the EEOC if they discriminate)

A

Civil Rights Act of 1964 (Title 7)

58
Q

It strengthened the Equal Employment Opportunity Commission (EEOC) by giving it broad powers
Right to issue workplace guidelines for acceptable employer conduct
Can mandate specific record keeping procedures
The power of enforcement for its mandates
Enforces affirmative action– employment activities designed to “right past wrongs” by increasing opportunities for people of color and women.

A

1972 Equal Employment Opportunity Act (EEOA)

59
Q

Ensures that employers doing business with the federal government comply with the nondiscrimination and affirmative action laws.

A

Office of Federal Contract Compliance Programs (OFCCP)

60
Q

Amended Title VII and gave victims of discrimination the right to jury trial and possible damages.

A

Civil Rights Act of 1991

61
Q

Requires employers to give applicants with physical or mental disabilities the same consideration for employment as people without disabilities
Passage in 2008 of Americand with Disabilities Amendments Act expanded protection
2011 saw regulations that widen the range of disabilities covered by the ADA and shift the burden of proof of disability from employees to employers.

A

Americans with Disabilities Act 1990 (ADA)

62
Q

Protects worker 40 and over from employment and workplace discrimination in hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training

A

Age Discrimination in Employment Act (ADEA)

63
Q

a summary of the objectives of a job, the type of work to be done, the responsibilities of

A

job description

64
Q

A written summary of the minimum qualifications required of workers to do a particular job.

A

Job specifications

65
Q

Human Resource Planning Process:

A

Preparing a human resource inventory of employees
Preparing a job analysis
Assessing future human resource demand

66
Q

Steps in the selection process:

A

Obtaining complete application forms
Conducting initial and follow-up interviews
Giving employment tests
Conducting background investigations
Obtaining results from physical exams
Establishing trial (probationary) periods

Understanding Business (6 decks)

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