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Management 301 > Exam 1 > Flashcards

Exam 1 Flashcards

1
Q

Equal Employment opportunity (EEO)

A

The condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin.

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2
Q

Equal Employment Opportunity Commission (EEOC)

A

Agency of the Department of Justice charged with enforcing Title VII of the Civil Rights Act of 1964 and other antidiscrimination laws.

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3
Q

Affirmation Action

A

An organization’s active effort to find opportunities to hire or promote people in a particular group.

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4
Q

Disability

A

Under the Americans with Disabilities Act, a physical or mental impairment that substantially limits one or more major life activities, a record of having such an impairment, or being regarding as having such an impairment.

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5
Q

EEO-1 Report

A

The EEOC’s Employer Information Report, which counts employees sorted by job category, sex, ethnicity, and race.

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6
Q

Uniform Guidelines on Employee Selection Procedures

A

Guidelines issued by the EEOC and other agencies to identify how an organization should develop and administer its system for selecting employees so as not to violate anti-discrimination laws.

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7
Q

Office of Federal Contract Compliance Programs

A

The agency responsible for enforcing the executive orders that cover companies doing business with the federal government.

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8
Q

Disparate Treatment

A

Differing treatment of individuals, where the differences are based on the individuals’ race, color, religion, sex, national origin, age, or disability statues.

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9
Q

Bona Fide Occupational Qualification (BFOQ)

A

A necessary (not merely preferred) qualification for performing a job.

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10
Q

Disparate Impact

A

A condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities.

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11
Q

Four- Fifths Rule

A

Rule of thumb that finds evidence of potential discrimination if an organization’s hiring rate for a minority group is less than four- fifths the hiring rate for the majority group.

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12
Q

Reasonable Accommodation

A

An employer’s obligation to do something to enable an otherwise qualified person to perform a job.

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13
Q

Sexual Harassment

A

Unwelcome sexual advances as defined by the EEOC.

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14
Q

Occupational Safety and Health Act (OSH Act)

A

U.S. law authorizing the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce.

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15
Q

Occupational Safety and Health Administration (OSHA)

A

Labor Department agency responsible for inspecting employers, applying safety and health standards, and levying fines for violation.

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16
Q

Right- to -Know Laws

A

State laws that require employees with information about the health risks associated with exposure to substances considered hazardous.

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17
Q

Material Safety Data Sheets (MSDSs)

A

Forms on which chemical manufacturers and importers identify the hazards of their chemicals.

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18
Q

Job Hazard Analysis Technique

A

Safety promotion technique that involves breaking down a job into basic elements, then rating each element for its potential for harm or injury.

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19
Q

Technic of Operations Review (TOR)

A

Method of promoting safety by determining which specific element of job led to a past accident.

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20
Q

Forecasting

A

The attempts to determine the supply of and demand for various types of human resources to predict areas within the organization where there will be labor shortages or surpluses.

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21
Q

Trend Analysis

A

Constructing and applying statistical models that predict labor demands for the next year, given relatively objective statistics from the previous year.

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22
Q

Leading Indicators

A

Objective measures that accurately predict future labor demand.

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23
Q

Transitional Matrix

A

A chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period.

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24
Q

Core Competency

A

A set of knowledge and skills that make the organization superior to competitors and create value for customers.

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25
Q

Downsizing

A

The planned elimination of large numbers of personnel with the goal of enhancing the organization’s competitiveness.

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26
Q

Outsourcing

A

Contracting with another organization to perform a broad set of services.

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27
Q

Workforce Utilization Review

A

A comparison of the proportion of employees in protected groups with the proportion that each group represents in the relevant labor market.

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28
Q

Recruiting

A

Any activity carried on by the organization with the primary purpose of identifying and attracting potential employees.

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29
Q

Employment at Will

A

Employment principle that if there is no specific employment contract saying otherwise, the employer or employee may end an employment relationship at any time, regardless of cause.

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30
Q

Due- Process Policies

A

Policies that formally lay out the steps an employee may take to appeal the employer’s decision to terminate that employee.

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31
Q

Job Posting

A

The process of communicating information about a job vacancy on company bulletin boards, in employee publications, on corporate intranets, and anywhere else the organization communicates with employees.

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32
Q

Direct Applicants

A

People who apply for a vacancy without prompting from the organization.

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33
Q

Referrals

A

People who apply for a vacancy because someone in the organization prompted them to do so.

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34
Q

Nepotism

A

The practice of hiring relatives.

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35
Q

Yield Ratio

A

A ratio that expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.

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36
Q

Realistic Job Preview

A

Background information about a job’s positive and negative qualities.

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37
Q

Personnel Selection

A

The process through which organizations make decisions about who will or will not be allowed to join the organization.

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38
Q

Reliability

A

The extent to which a measurement is free from random error.

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39
Q

Validity

A

The extent to which performance on a measure (such as a test score) is related to what the measure is designed to assess (such as job performance).

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40
Q

Criterion-Related Validity

A

A measure of validity based on showing a substantial correlation between test scores and job performance scores.

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41
Q

Predictive Validation

A

Research that uses the test scores of all applicants and looks for a relationship between the scores and future performance of the applicants who were hired.

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42
Q

Concurrent Validation

A

Research that consists of administering a test to people who currently hold a job, then comparing their scores to existing measures of job performance.

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43
Q

Content Validity

A

Consistency between the test items or problems and the kinds of situations or problems that occur on the job.

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44
Q

Construct Validity

A

Consistency between a high score on a test and high level of a construct such as intelligence or leadership ability, as well as between mastery of this construct and successful performance of the job.

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45
Q

Generalizable

A

Valid in other contexts beyond the context in which the selection method was developed.

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46
Q

Utility

A

The extent to which something provides economic value greater than its cost.

47
Q

Immigration Reform and Control Act of 1986

A

Federal law requiring employers to verify and maintain records on applicants’ legal rights to work in the United States.

48
Q

Aptitude Tests

A

Tests that assess how well a person can learn or acquire skills and abilities.

49
Q

Achievement Tests

A

Tests that measure a person’s existing knowledge and skills.

50
Q

Cognitive Ability Tests

A

Tests designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability.

51
Q

Assessment Center

A

A wide variety of specific selection programs that use multiple selection methods to rate applicants or jobs incumbents on their management potential.

52
Q

Nondirective Interview

A

A selection interview in which the interviewer has great discretion in choosing questions to ask each candidate.

53
Q

Structured Interview

A

A selection interview that consists of a predetermined set of questions for the interviewer to ask.

54
Q

Situational Interview

A

A structured interview in which the interviewer describes a situation likely to arise on the job, then asks the candidate what he or she would do in that situation.

55
Q

Behavior Description Interview (BDI)

A

A structured interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past.

56
Q

Panel Interview

A

Selection interview in which several members of the organization meet to interview each candidate.

57
Q

Multiple-Hurdle Model

A

Process of arriving at a selection decision by eliminating at each stage of the selection process.

58
Q

Compensatory Model

A

Process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another.

59
Q

Performance Management

A

The process through which managers ensure that employees’ activities and output contribute to the organization’s goals.

60
Q

Simple Ranking

A

Method of performance measurement that requires managers to rank employees in their group from the highest performer to the poorest performer.

61
Q

Forced-Distribution Method

A

Method of performance measurement that assigns a certain percentage of employees to each category in a set of categories.

62
Q

Paired-Comparison Method

A

Method of performance measurement that compares each employee with each other employee to establish rankings.

63
Q

Graphic Rating Scale

A

Method of performance measurement that lists traits and provides a rating scale for each trait; the employer uses the scale to indicate the extent to which an employee displays each trait.

64
Q

Mixed-Standard Scale

A

Method of performance measurement that uses several statements describing each trait to produce a final score for that trait.

65
Q

Critical-Incident Method

A

Method of performance measurement based on managers’ records of specific examples of ways that are either effective or ineffective.

66
Q

Behaviorally Anchored Rating Scale (BARS)

A

Method of performance measurement that rates behavior in terms of a scale showing specific statements of behavior that describes different levels of performance.

67
Q

Behavioral Observation Scale (BOS)

A

A variation of a BARS which uses all behaviors necessary for effective performance to rate performance at a task.

68
Q

Organizational behavior Modification (OBM)

A

A plan for managing the behavior of employees through a formal system of feedback and reinforcement.

69
Q

Management by Objectives (MBO)

A

A system in which people at each level of the organization set goals in a process that flows from top to bottom, so employees at all levels are contributing to the organization’s overall goals; these goals become the standards for evaluating each employee’s performance.

70
Q

360-Degree Performance Appraisal

A

Performance measurement that combines information from the employee’s managers, peers, subordinates, self, and customers.

71
Q

Calibration Meeting

A

Meeting at which managers discuss employee performance ratings and provide evidence supporting their ratings with the goal of eliminating the influence of rating errors.

72
Q

Job Structure

A

The relative pay for different jobs within the organization.

73
Q

Pay Level

A

The average amount (including wages, salaries, and bonuses) the organization pays for a particular job.

74
Q

Pay Structure

A

The pay policy resulting from job structure and pay-level decisions.

75
Q

Minimum Wage

A

The lowest amount that employers may pay under federal or state law, stated as an amount of pay per hour.

76
Q

Fair Labor Standards Act (FLSA)

A

Federal law that established a minimum wage and requirements for overtime pay and child labor.

77
Q

Exempt Employees

A

Managers, outside sales people, and any other employees not covered by the FLSA requirement for overtime pay.

78
Q

Nonexempt Employees

A

Employees covered by the FLSA requirements for overtime pay.

79
Q

Benchmarking

A

A procedure in which an organization compares its own practices against those of successful competitors.

80
Q

Job Evaluation

A

An administrative procedure for measuring the relative internal worth of the organization’s jobs.

81
Q

Hourly Wage

A

Rate of pay for each hour worked.

82
Q

Piecework Rate

A

Rate of pay for each unit produced.

83
Q

Salary

A

Rate of pay for each week, month, or year worked.

84
Q

Pay policy Line

A

A graphed line showing the mathematical relationship between job evaluation points and pay rate.

85
Q

Pay Grades

A

Sets of jobs having similar worth or content, group together to establish rates of pay.

86
Q

Pay range

A

: A set of possible pay rates defined by a minimum, maximum, and midpoint of pay for employees holding a particular job or a job within a particular pay grade.

87
Q

Pay Differential

A

Adjustment to a pay rate to reflect differences in working conditions or labor markets.

88
Q

Delayering

A

Reducing the number of levels in the organization’s job structure.

89
Q

Skill-Based Pay Systems

A

Pay structures that set pay according to the employees’ levels of skill or knowledge and what they are capable of doing.

90
Q

Employee Benefits

A

Compensation in forms other than cash.

91
Q

Social Security

A

The federal Old Age, Survivors, Disability, and Health Insurance (OASDHI) program, which combines old age (retirement) insurance, survivor’s insurance, disability insurance, hospital insurance (Medicare Part A), and supplementary medical insurance (Medicare Part B) for the elderly.

92
Q

Unemployment Insurance

A

A federally mandated program to minimize the hardships of unemployment through payments to unemployed workers, help in finding new jobs, and incentives to stabilize employment.

93
Q

Experience Rating

A

The number of employees a company has laid off in the past and the cost of providing them with unemployment benefits.

94
Q

Workers’ Compensation

A

State programs that provide benefits to workers who suffer work- related injuries or illnesses, or to their survivors.

95
Q

Family and Medical Leave Act (FMLA)

A

Federal law requiring organizations with 50 or more employees to provide up to 12 weeks of unpaid leave after childbirth or adoption; to care for a seriously ill family member or for an employee’s own serious illness; or to take care of urgent needs that arise when a spouse, child, or parent in the National Guard or Reserve is called to active duty.

96
Q

Patient Protection and Affordable Care Act

A

Health care reform law passed in 2010 that includes incentives and penalties for employers providing health insurance as a benefit.

97
Q

Consolidated Omnibus Budget Reconciliation Act (COBRA)

A

Federal law that requires employers to permit employers or their dependents to extend their health insurance coverage at group rates for up to 36 months following a qualifying events, such as a layoff, reeducation in hours, or the employee’s death.

98
Q

Health Maintenance Organization (HMO)

A

A health care plan that requires patients to receive their medical care from the HMO’s health care professionals, who are often paid a flat salary, and provides all services on a prepaid basis.

99
Q

Preferred Provider Organization (PPO)

A

A health care professionals to provide services at a reduce fee and gives patients financial incentives to use network providers.

100
Q

Flexible Spending Account

A

Employee-controlled pretax earnings set aside to pay for certain eligible expenses, such as health care expenses, during the same year.

101
Q

Employee Wellness Program (EWP)

A

A set of communications, activities, and facilities designed to change health- related behaviors in ways that reduce health risks.

102
Q

Short- Term Disability Insurance

A

Insurance that pays a percentage of a disabled employee’s salary as benefits to the employee for six months or less.

103
Q

Long-Term Disability Insurance

A

Insurance that pays a percentage of a disabled employee’s salary after an initial period and potentially for the rest of the employee’s life.

104
Q

Contributory Plan

A

Retirement plan funded by contributions from the employer and employee.

105
Q

Noncontributory Plan

A

Retirement plan funded entirely by contributions from the employer.

106
Q

Defined-Benefit Plan

A

Pension plan that guarantees a specified level of retirement income.

107
Q

Employee Retirement Income Security Act (ERISA)

A

Federal law that increased the responsibility of pension plan trustees to protect retires, established certain rights related to vesting and portability, and creates the Pension Benefit Guarantee Corporation.

108
Q

Pension Benefit Guarantee Corporation (PBGC)

A

Federal agency that insures retirement benefits and guarantees retirees a basic benefit if the employer experiences financial difficulties.

109
Q

Defined-Contribution Plan

A

Retirement plan in which the employer sets up an individual account for each employee and specifies the size of the investment onto that account.

110
Q

Cash Balance Plan

A

Retirement plan in which the employer sets up an individual account for each employee and contributes a percentage of the employee’s salary; the account earns interest at a predefined rate.

111
Q

Vesting Rights

A

Guarantee that when employees become participants in a pension plan and work a specified number of years, they will receive a pension at retirement age, regardless of whether they remained with the employer.

112
Q

Summary Plan Description (SPD)

A

Report that describes a pension plan’s funding, eligibility requirements, risks, and other details.

113
Q

Cafeteria- Style Plan

A

A benefits plan that offers employees a set of alternatives from which they can choose the types and amounts of benefits they want.

Management 301 (1 decks)

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