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Human Resources > Exam 1 > Flashcards

Exam 1 Flashcards

1
Q

Contracting outside the organization to have work done that formerly was done by internal employees

A

Outsourcing

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2
Q

Shifting work to overseas locations

A

Offshoring

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3
Q

planned elimination of jobs

A

Downsizing

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4
Q

Process used to translate customer needs into a set of optimal tasks that are performed in concert with one another

A

Six Sigma

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5
Q

Principles and practices whose core ideas include understanding customer needs, doing things right the first time, and striving for continuous improvement

A

Total Quality Management

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6
Q

Fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in cost, quality, service, and speed

A

Reengineering

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7
Q

Change occurs after external forces have already affected performance

A

Reactive Change

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8
Q

Change initiated to take advantage of targeted opportunities

A

Proactive Change

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9
Q

Workers whose responsibilities extend beyond the physical execution of work to include planning, decision-making, and problem solving

A

Knowledge Workers

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10
Q

Systematic monitoring of the major external forces influencing the organization

A

Environmental Scanning

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11
Q

Method for tracking the pattern of employee movements through various jobs

A

Markov Analysis

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12
Q

Files of personnel education, experience, interests, skills, and so on that allow managers to quickly match job openings with employee backgrounds

A

Skill Inventories

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13
Q

Process of identifying, developing, and tracking key individuals for executive positions

A

Succession Planning

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14
Q

Comparing organizations processes and practices with those of other companies

A

Benchmarking

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15
Q

minority race, women, older people, and those with disabilities who are covered by federal laws on equal employment opportunity

A

Protected Classes

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16
Q

Suitable defense against a discrimination charge only when age, religion, sex, or national origin is an actual qualification for performing the job

A

Bona Fide Occupational Qualification - BFOQ

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17
Q

Attempt by employers to adjust, without undue hardship, the working conditions or schedules of employees with disabilities or religious preferences

A

Reasonable Accommodation

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18
Q

Rejection of a significantly higher percentage of a protected class for employment, placement, or promotion when compared with the successful, nonprotected classes

A

Adverse Impact

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19
Q

Rule of thumb followed by the EEOC in determining adverse impact for use in enforcement proceedings

A

Four-Fifths Rule

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20
Q

Protected class members receive unequal treatment or are evaluated by different standards

A

Disparate Treatment

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21
Q

Classifying protected-class members by number and by the type of job they hold within the organization

A

Workforce Utilization Analysis

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22
Q

Giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering discrimination

A

Reverse Discrimination

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23
Q

“predetermined” basis of payment for a job completed

A

standard hour plan

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24
Q

used to retain executives

A

golden handcuffs

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25
Q

Workman’s Compensation

A

one of 3 required employee benefits if only 1 employee-for accidents

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26
Q

Merit Guidelines

A

awards tied to performance objectives

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27
Q

Vesting

A

“earning” guarantee of funds that have been set aside for retirement

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28
Q

Silver Handshake

A

encourages early retirement

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29
Q

Profit Sharing

A

annual program of current/deferred compensation based on profits

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30
Q

Balanced Scorecard

A

Helps managers translate strategic goals into operational objectives

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31
Q

Arbitrator

A

third-party neutral who resolves a labor dispute by issuing a final decision in the disagreement

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32
Q

aptitude test

A

measures of a person’s capacity to learn or acquire skills

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33
Q

assessment center

A

individuals are evaluated as they participate in situations that resemble what they might be called on to handle on the job

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34
Q

Bargaining Unit

A

2 or more employees share common employment interests and conditions. May reasonably be grouped together for purposes of collective bargaining

35
Q

incentive payment that’s supplemental to the base wage

A

Bonus

36
Q

severe stage of distress, manifesting itself in depression, frustration, and loss of productivity

A

Burnout

37
Q

work-related practice that’s necessary to the safe and efficient operation of an organization

A

Business Necessity

38
Q

meeting to discuss performance of employees to ensure their employee appraisals are in line with one another

A

Calibration

39
Q

establishing mutually beneficial relationships with other businesspeople

A

Career Networking

40
Q

for organizational or personal reasons the probability of moving up the career ladder is low

A

Career plateau

41
Q

strong and enduring beliefs and principles that a company uses as a foundation for its decisions

A

Core Values

42
Q

unusual event that denotes superior or inferior employee performance is some part of the job

A

Critical Incident

43
Q

training employees to do multiple jobs within an organization

A

Cross-Training

44
Q

verifying results from a validation study by administering a test or test battery to a different sample (from same population)

A

Cross-Validation

45
Q

Audits of culture and quality of work life in an organization

A

Cultural Audits

46
Q

injuries involving tendons of the fingers, hands, and arms that become inflamed from repeated stresses and strains

A

Cumulative Trauma disorders

47
Q

employees right to present his or her position during a disciplinary action

A

Due Process

48
Q

Granting employees power to initiate change, thereby encouraging them to take charge of what they do

A

Employee Empowerment

49
Q

resolve problems or offer suggestions for organizational improvement

A

employee involvement groups

50
Q

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

A

Employment-at-will Principle

51
Q

interdisciplinary approach to designing equipment and systems that can be easily and efficiently used by human beings

A

Ergonomics

52
Q

positive stress that accompanies achievement and exhilaration

A

Eustress

53
Q

employees not covered by the overtime provisions of the Fair Labor Standards Act

A

Exempt Employees

54
Q

legal right and responsibility of the union to represent all bargaining unit members equally, regardless of whether employees join the union or not

A

Exclusive Representation

55
Q

Work system supports the organization’s goals and strategies

A

External Fit

56
Q

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

A

Flex Time

57
Q

Opening up foreign markets to international trade and investment

A

Globalization

58
Q

All internal elements of the work system complement and reinforce one another

A

Internal Fit

59
Q

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

A

internship programs

60
Q

performance rating error in which the appraiser tends to give employees either unusually high or unusually low ratings

A

Leniency Error

61
Q

requires applicants to achieve some minimum level of proficiency on all selection dimensions

A

Multiple Cutoff Model

62
Q

Only applicants with highest scores at an initial test stage go on to subsequent stages

A

Multiple Hurdle Model

63
Q

failure to provide reasonable care when such failure results in injury to consumers or other employees

A

Negligence

64
Q

Negligent hiring

A

failure of an organization to discover, via due diligence, that an employee it hired had the propensity to do harm to others

65
Q

preference hiring relatives of current employees

A

Nepotism

66
Q

pension plan in which contributions are made solely by the employer

A

noncontributory plan

67
Q

applicant is allowed maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing applicant’s remarks

A

nondirective interview

68
Q

employees covered by the overtime provisions of the Fair Labor Standards Act

A

nonexempt employees

69
Q

designated individual from whom employees may seek counsel for resolution of their complaints

A

Ombudsman

70
Q

hands on experience with instructions from their supervisor or other trainer

A

On-the-Job Training

71
Q

help terminated employees find a new job

A

outplacement services

72
Q

familiarizes new employees with the organization, their jobs, and their work units

A

orientation

73
Q

board of interviewers questions and observes a single candidate

A

Panel Interview

74
Q

employee’s perception that compensation received is equal to the value of the work performed

A

Pay Equity

75
Q

Groups of jobs within a particular class that are paid the same rate

A

Pay Grades

76
Q

performance appraisal done by fellow employees

A

Peer Appraisal

77
Q

Special nonmonetary benefits given to executives; often referred to as perks

A

Prerequisites

78
Q

change of assignment to a job at a higher level in the organization

A

Promotion

79
Q

outgrowth of job analysis that improves jobs through technological and human consideration in order to enhance organization efficiency and employee job satisfaction

A

Job Design

80
Q

grouped due to a predetermined wage grade

A

Job Classification

81
Q

info about jobs duties, tasks, or activities,

A

Job Analysis

82
Q

Statement of tasks, duties, and responsibilities of a job to be performed

A

job Description

83
Q

enhances job by adding more meaningful tasks and duties to make the work more rewarding or satisfying

A

Job Enrichment

84
Q

needed knowledge, skills, and abilities of the person who is to perform the job

A

Job Specification

Human Resources (2 decks)

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