Exam 1 Flashcards
Contracting outside the organization to have work done that formerly was done by internal employees
Outsourcing
Shifting work to overseas locations
Offshoring
planned elimination of jobs
Downsizing
Process used to translate customer needs into a set of optimal tasks that are performed in concert with one another
Six Sigma
Principles and practices whose core ideas include understanding customer needs, doing things right the first time, and striving for continuous improvement
Total Quality Management
Fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in cost, quality, service, and speed
Reengineering
Change occurs after external forces have already affected performance
Reactive Change
Change initiated to take advantage of targeted opportunities
Proactive Change
Workers whose responsibilities extend beyond the physical execution of work to include planning, decision-making, and problem solving
Knowledge Workers
Systematic monitoring of the major external forces influencing the organization
Environmental Scanning
Method for tracking the pattern of employee movements through various jobs
Markov Analysis
Files of personnel education, experience, interests, skills, and so on that allow managers to quickly match job openings with employee backgrounds
Skill Inventories
Process of identifying, developing, and tracking key individuals for executive positions
Succession Planning
Comparing organizations processes and practices with those of other companies
Benchmarking
minority race, women, older people, and those with disabilities who are covered by federal laws on equal employment opportunity
Protected Classes
Suitable defense against a discrimination charge only when age, religion, sex, or national origin is an actual qualification for performing the job
Bona Fide Occupational Qualification - BFOQ
Attempt by employers to adjust, without undue hardship, the working conditions or schedules of employees with disabilities or religious preferences
Reasonable Accommodation
Rejection of a significantly higher percentage of a protected class for employment, placement, or promotion when compared with the successful, nonprotected classes
Adverse Impact
Rule of thumb followed by the EEOC in determining adverse impact for use in enforcement proceedings
Four-Fifths Rule
Protected class members receive unequal treatment or are evaluated by different standards
Disparate Treatment
Classifying protected-class members by number and by the type of job they hold within the organization
Workforce Utilization Analysis
Giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering discrimination
Reverse Discrimination
“predetermined” basis of payment for a job completed
standard hour plan
used to retain executives
golden handcuffs
Workman’s Compensation
one of 3 required employee benefits if only 1 employee-for accidents
Merit Guidelines
awards tied to performance objectives
Vesting
“earning” guarantee of funds that have been set aside for retirement
Silver Handshake
encourages early retirement
Profit Sharing
annual program of current/deferred compensation based on profits
Balanced Scorecard
Helps managers translate strategic goals into operational objectives
Arbitrator
third-party neutral who resolves a labor dispute by issuing a final decision in the disagreement
aptitude test
measures of a person’s capacity to learn or acquire skills
assessment center
individuals are evaluated as they participate in situations that resemble what they might be called on to handle on the job
Bargaining Unit
2 or more employees share common employment interests and conditions. May reasonably be grouped together for purposes of collective bargaining
incentive payment that’s supplemental to the base wage
Bonus
severe stage of distress, manifesting itself in depression, frustration, and loss of productivity
Burnout
work-related practice that’s necessary to the safe and efficient operation of an organization
Business Necessity
meeting to discuss performance of employees to ensure their employee appraisals are in line with one another
Calibration
establishing mutually beneficial relationships with other businesspeople
Career Networking
for organizational or personal reasons the probability of moving up the career ladder is low
Career plateau
strong and enduring beliefs and principles that a company uses as a foundation for its decisions
Core Values
unusual event that denotes superior or inferior employee performance is some part of the job
Critical Incident
training employees to do multiple jobs within an organization
Cross-Training
verifying results from a validation study by administering a test or test battery to a different sample (from same population)
Cross-Validation
Audits of culture and quality of work life in an organization
Cultural Audits
injuries involving tendons of the fingers, hands, and arms that become inflamed from repeated stresses and strains
Cumulative Trauma disorders
employees right to present his or her position during a disciplinary action
Due Process
Granting employees power to initiate change, thereby encouraging them to take charge of what they do
Employee Empowerment
resolve problems or offer suggestions for organizational improvement
employee involvement groups
right of an employer to fire an employee without giving a reason and the right of an employee to quit when he or she chooses
Employment-at-will Principle
interdisciplinary approach to designing equipment and systems that can be easily and efficiently used by human beings
Ergonomics
positive stress that accompanies achievement and exhilaration
Eustress
employees not covered by the overtime provisions of the Fair Labor Standards Act
Exempt Employees
legal right and responsibility of the union to represent all bargaining unit members equally, regardless of whether employees join the union or not
Exclusive Representation
Work system supports the organization’s goals and strategies
External Fit
Flexible working hours that permit employees the option of choosing daily starting and quitting times, provided that they work a set number of hours per day or week
Flex Time
Opening up foreign markets to international trade and investment
Globalization
All internal elements of the work system complement and reinforce one another
Internal Fit
jointly sponsored by colleges, universities, ect. offer the opportunity to gain real-life experience while allowing them to find out how they will perform in work organizations
internship programs
performance rating error in which the appraiser tends to give employees either unusually high or unusually low ratings
Leniency Error
requires applicants to achieve some minimum level of proficiency on all selection dimensions
Multiple Cutoff Model
Only applicants with highest scores at an initial test stage go on to subsequent stages
Multiple Hurdle Model
failure to provide reasonable care when such failure results in injury to consumers or other employees
Negligence
Negligent hiring
failure of an organization to discover, via due diligence, that an employee it hired had the propensity to do harm to others
preference hiring relatives of current employees
Nepotism
pension plan in which contributions are made solely by the employer
noncontributory plan
applicant is allowed maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing applicant’s remarks
nondirective interview
employees covered by the overtime provisions of the Fair Labor Standards Act
nonexempt employees
designated individual from whom employees may seek counsel for resolution of their complaints
Ombudsman
hands on experience with instructions from their supervisor or other trainer
On-the-Job Training
help terminated employees find a new job
outplacement services
familiarizes new employees with the organization, their jobs, and their work units
orientation
board of interviewers questions and observes a single candidate
Panel Interview
employee’s perception that compensation received is equal to the value of the work performed
Pay Equity
Groups of jobs within a particular class that are paid the same rate
Pay Grades
performance appraisal done by fellow employees
Peer Appraisal
Special nonmonetary benefits given to executives; often referred to as perks
Prerequisites
change of assignment to a job at a higher level in the organization
Promotion
outgrowth of job analysis that improves jobs through technological and human consideration in order to enhance organization efficiency and employee job satisfaction
Job Design
grouped due to a predetermined wage grade
Job Classification
info about jobs duties, tasks, or activities,
Job Analysis
Statement of tasks, duties, and responsibilities of a job to be performed
job Description
enhances job by adding more meaningful tasks and duties to make the work more rewarding or satisfying
Job Enrichment
needed knowledge, skills, and abilities of the person who is to perform the job
Job Specification
