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MGT 3102-HR > Exam 1 > Flashcards

Exam 1 Flashcards

1
Q

individuals who work for a company

A

employees

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2
Q

the practices that a company has put in place to manage employees

A

human resources practices (HR practices)

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3
Q

an individual who is responsible for supervising and directing the efforts of a group of employees to perform tasks that are directly related to the creation and deliver of a company’s products or services

A

line manager (manager)

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4
Q

a support function within companies that serves a vital role in designing and implementing company policies for managing employees

A

human resources department (HR department)

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5
Q

a company’s ability to create more economic value than its competitors

A

competitive advantage

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6
Q

primary HR activities

A

encompasses work design and workforce planning, managing employee competencies, and managing employee attitudes and behaviors

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7
Q

HR challenges

A

organizational demands, environmental influences, and regulatory issues

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8
Q

the knowledge, skills, abilities, and other talents that employees possess

A

competencies

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9
Q

the extent to which HR activities are designed to achieve the goals of an organization

A

alignment

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10
Q

the outcome of ensuring the specific practices within each HR activity are consistent with one another and aligned across the primary HR activities

A

internal alignment

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11
Q

the outcome of ensuring that the design of the three primary HR activities takes into account the HR challenges that companies face

A

external alignment

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12
Q

factors within a firm that affect decisions regarding how to manage employees

A

organizational demands

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13
Q

a company’s plan for achieving a competitive advantage over its rivals

A

strategy

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14
Q

the set of underlying values and beliefs that employees of a company share

A

organizational culture

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15
Q

pressures that exist outside of companies that managers must consider to strategically manage their employees

A

environmental influences

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16
Q

the blurring of country boundaries in business activities

A

globalization

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17
Q

sending work to other companies in other countries, or opening facilities in other countries to do the work, often at a substantially lower cost

A

offshoring

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18
Q

focuses on outperforming competing firms within an industry by maintaining the ability to offer the lowest costs for products or services

A

cost leadership strategy

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19
Q

emphasizes achieving competitive advantage over competing firms by providing something unique for which customers are willing to pay

A

differentiation strategy

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20
Q

the set of basic assumptions, values, and beliefs of a company’s members

A

organizational culture

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21
Q

the perceived obligations the employee believes they owe their company and that their company owes them

A

psychological contract

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22
Q

the balance between the demands of work and the demands of employees’ personal lives

A

work/life balance

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23
Q

perceptions of the fairness of what individuals receive from companies in return for their efforts

A

distributive justice

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24
Q

perceptions of whether the processes that are used to make decisions, allocate rewards, or resolve disputes, or that otherwise affect employees, are viewed as fair

A

procedural justice

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25
Q

how employees feel they are treated by their managers and supervisors in everyday interactions

A

interactional justice

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26
Q

actions an employee might take to correct a situation that he or she views as unfair

A

voice

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27
Q

a form of nonresponse and a willingness to live with the circumstances, even if they are viewed as unfair

A

silence

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28
Q

failure to completely fulfill one’s duties

A

neglect

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29
Q

departure from the company

A

exit

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30
Q

counterproductive behaviors that damage the company, such as vandalism, theft, and aggression

A

destruction

31
Q

working away from the traditional office setting

A

telecommute

32
Q

a strategy that focuses primarily on serving the market within a particular country

A

domestic strategy

33
Q

a strategy used by companies to expand the markets in which they compete to include multiple countries

A

international strategy

34
Q

a strategy where companies establish autonomous or independent business units in multiple countries

A

multinational strategy

35
Q

a strategy whereby a company strives to achieve global efficiency

A

global strategy

36
Q

a strategy that strives to achieve the benefits of both a global strategy and a multinational strategy

A

transnational strategy

37
Q

the term used to describe laws, regulations, and processes related to fair treatment of employees

A

equal employment opportunity (EEO)

38
Q

treating people differently in employment situations because of characteristics such as race, color, and gender, that have nothing to do with their ability to perform a particular job

A

discrimination

39
Q

the federal agency responsibly for enforcing compliance with anti-discrimination laws such as the Civil Rights Act of 1964, the Age Discrimination in Employment Act (ADEA), and the Americans with Disabilities Act (ADA)

A

Equal Employment Opportunity Commission

40
Q

the federal agency responsible for developing guidelines and overseeing compliance with anti-discrimination laws relative to executive orders

A

Office of Federal Contract Compliance Programs (OFCCP)

41
Q

the demographic characteristics that cannot be used for employment decisions

A

protected classifications or protected classes

42
Q

this exists when a protected classification can legally . be used to make an employment decision

A

bona fide occupational qualification (BFOQ)

43
Q

an employment practice that has some relationship to legitimate business goals and is essential to the company’s survival

A

business necessity

44
Q

treating individuals differently in employment situations because of their membership in a protected class

A

disparate treatment (intentional)

45
Q

establishing the basis for a case of discrimination

A

prima facie case or preliminary case

46
Q

a four step test used to make a case of disparate treatement

A

McDonnell Douglas test

47
Q

McDonnell Douglas test steps

A
  1. member of a protected class 2. applied for the job (or other employment opportunity) and was qualified 3. was rejected 4. someone else got the job, or the employer continued to seek applications from individuals with the plaintiffs qualifications
48
Q

a legitimate reason for an employment decision exists but the decision also was motivated by an illegitimate reason

A

mixed motive

49
Q

discrimination that occurs when an employment practice results in members of a protected class being treated less favorably than members of a nonprotected class, even though the discrimination was not intentional

A

disparate impact

50
Q

a guideline generally accepted by courts and EEOC for making a prima facie case of disparate impact by showing that an employment practice results in members of a protected class being treated less favorably by an employment practice than members of a non protected class

A

four fifths rule or 80% rule

51
Q

occurs when employees are subjected to unwanted and unwelcome treatment because of their race, color, religion, sex, national origin, age, disability, or genetic information

A

harrassment

52
Q

exists whenever an employee is the subject of unwelcome harassment because of his or her membership in a protected class and that harassment is severe and abusive

A

hostile work environment

53
Q

occurs when an employer takes an adverse action against an employee who has filed a discrimination complaint

A

retaliation

54
Q

factual information presented by the defendant that leads to a claim by a plaintiff being defeated even if his or her claim is true

A

affirmative defense (equal pay example)

55
Q

a situation that exists when accommodation an employee would put the employer at a disadvantage financially or otherwise would make it difficult for the employer to remain in business and competitive

A

undue hardship

56
Q

occurs when submission to sexual conduct is made explicitly or implicitly a condition of employment

A

quid pro quo harassment

57
Q

a physical or mental impairment that substantially limits one or more major life activities

A

disability

58
Q

the job tasks, duties, and responsibilities that must be done by a person in a job

A

essential functions

59
Q

making modifications in how the work is done or in the work environment so that someone who is qualified for the job and who has a disability can perform the job

A

reasonable accommodation

60
Q

information about an individual’s genetic tests and genetic tests of family members and/or about an individual’s or family member’s diseases or disorders

A

genetic information

61
Q

a process for resolving disputes among employees and employers using a mediator or an arbitrator

A

alternative dispute resolution (ADR)

62
Q

the process of actively seeking to identify, hire, and promote qualified members of underrepresented groups

A

affirmative action

63
Q

a type of discrimination in which members of a protected group are given preference in employment decisions, resulting in discrimination against nonprotected groups

A

reverse discrimination

64
Q

state and local governments’ employee management regulations

A

fair employment practices laws

65
Q

hiring provisions based on state laws that allow employers to terminate (or hire or transfer) employees at any time and that employees to quit at any time

A

employment-at-will

66
Q

the seven best practices of successful firms

A
  1. selective hiring 2. self managed teams and decentralization 3. comparatively high compensation contingent on organizational performance 4. extensive training 5. reduction of status differences 6. sharing information 7. employment security
67
Q

exists when the HRM system fits with all other elements of the organizational environment - the culture, strategy, structure and so on

A

external alignment

68
Q

exists when all the HR policies and practices that comprise the HRM system are consistent with each other so that they present a coherent message to employees concerning how employees should behave while at work

A

internal alignment

69
Q

the HR triad

A

HR professionals, line managers, all other employees

70
Q

four components of organizational demands

A

strategy, company characteristics, organizational culture, and employee concerns

71
Q

organizational life cycle

A

startup => emerging growth => maturity => decline/transition

72
Q

the unique pattern of shared assumptions, values, and norms that shape the socialization activities, language, symbols, and ceremonies of people in the organization

A

company culture

73
Q

four environmental influences

A

labor force trends, technology, globalization, and ethics and social responsibility

MGT 3102-HR (3 decks)

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