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MGT 367 > Exam 1 (Chapter 1-4) > Flashcards

Exam 1 (Chapter 1-4) Flashcards

1
Q

The policies, practices, and systems that influence employees’ behaviors, attitudes, and performance

A

Human Resource Management

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2
Q

Cash, equipment, technology, and facilities

A

Capital

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3
Q

The employee characteristics that can add economic value to the organization

A

Human capital

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4
Q

When an organization is better than competitors at something and can hold that advantage over a sustained period of time

A

Sustainable competitive advantage

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5
Q

What are the four necessary qualities of human resources?

A

They are: valuable, rare, cannot be imitated, no good substitutes

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6
Q

An organization in which technology, organizational structure, people, and processes work together seamlessly to give an organization an advantage in the competitive environment

A

High-performance work system

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7
Q

On average, how many HR people do organizations have?

A

Roughly 2 HR staff persons for every 100 employees

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8
Q

Handing administrative tasks (ie: hiring employees and answering questions about benefits) efficiently and with commitment to quality. This requires expertise in the particular task.

A

Administrative services and transactions

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9
Q

Developing effective HR systems that help the organization meet is goals for attracting, keeping, and developing people with the skills it needs. For the systems to be effective, HR people must understand the business so it can understand what the business needs

A

Business partner services

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10
Q

Contributing to the company’s strategy through an understanding of its existing and needed human resources and ways HR practices can give the company a competitive advantage. For strategic ideas to be effective, HR people must understand the business, its industry, and its competitors

A

Strategic partner

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11
Q

The process of getting detailed information about jobs

A

Job analysis

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12
Q

The process of defining the way work will be performed and the tasks that given job requires

A

Job design

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13
Q

The process through which the organization seeks applicants for potential employment

A

Recruitment

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14
Q

The process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals

A

Selection

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15
Q

A planned effort to enable employees to learn job-related knowledge, skills, and behavior

A

Training

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16
Q

The acquisition of knowledge, skills, and behaviors that improve and employee’s ability to meet changes in job requirements and in customer demands

A

Development

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17
Q

What are the top five qualities employers look for in employees

A

Teamwork, verbal communication, decision making/problem solving, gathering/processing information, and planning/prioritizing

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18
Q

The process of ensuring that employees’ activities and outputs match the organization’s goals

A

Performance Management

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19
Q

The use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals

A

Workforce Analysis

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20
Q

Identifying the numbers and types of employees the organization will require to meet its objectives

A

Human Resource planning

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21
Q

A systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers

A

Talent Management

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22
Q

Collecting and using data to show that human resource practices have a positive influence on the company’s bottom line or key stakeholders

A

Evidence-Based HR

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23
Q

An organization’s ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community

A

Sustainability

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24
Q

Typically the organizations stakeholders include:

A

shareholders, the community customers, and employees

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25
Q

_________ organizations meet their needs by minimizing their environmental impact, providing high quality products and services, ensuring workplace safety, offering fair compensation, and delivering an adequate return to investors

A

Sustainable

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26
Q

The parties with an interest in the company’s success (typically shareholders, the community, customers, and employees)

A

Stakeholders

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27
Q

The fundamental principles of right and wrong

A

Ethics

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28
Q

People have the right to be treated only as they knowingly and willingly consent to be treated (ex: employees know the job they are hired to do; the employer does not deceive them)

A

Right of free consent

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29
Q

People have the right to do as they wish in their private lives, and they have the right to control what they reveal about private activities

A

Right of privacy

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30
Q

People have the right to refuse to do what violates their moral beliefs, as long as these beliefs reflect commonly accepted norms

A

Right of freedom of conscience

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31
Q

People have the right to criticize and organization’s ethics if they do so in good conscience and their criticism does not violate the rights of individuals in the organization.

A

Right of freedom of speech

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32
Q

If people believe their rights are being violated, they have the right to a fair and impartial hearing

A

Right to due process

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33
Q

All people willing and able to work

A

Labor force

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34
Q

An organization’s workers - its employees and the people who have contracts to work at the organization

A

Internal Labor Force

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35
Q

Individuals who are actively seeking employment

A

External Labor Force

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36
Q

Organizations that have the best possible fit between their social system (people and how they interact) and technical system (equipment and processes)

A

High-Performance Work Systems

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37
Q

Employees whose main contribution to the organization is specialized knowledge, such as knowledge of customers, a process or a profession

A

Knowledge workers

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38
Q

Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service

A

Employee Empowerment

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39
Q

The assignment of work to groups of employees with various skills who interact to assemble a product or provide a service

A

Teamwork

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40
Q

Full involvement in one’s work and commitment to one’s job and company

A

Employee engagement

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41
Q

Weaving the development process more tightly into the organization’s activities and strategies

A

Agile

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42
Q

The company’s plan for meeting broad goals such as profitability, quality, and market share

A

Strategy

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43
Q

A companywide effort to continually improve the ways people, machines, and systems accomplish work

A

Total Quality Management

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44
Q

A complete review of the organization’s critical work processes to make them more efficient and able to deliver higher quality

A

Reengineering

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45
Q

The practice of having another company (a vendor, third-party provider, or consultant) provide services

A

Outsourcing

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46
Q

Moving operations from the country where a company is headquartered to a country where pay rates are lower but the necessary skills are available

A

Offshoring

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47
Q

Employees who take assignments in other countries

A

Expatriates

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48
Q

A computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to an organization’s human resources

A

Human Resource Information System (HRIS)

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49
Q

The processing and transmission of digitized HR information, especially using computer networking and the Internet

A

Electronic Human Resource Management (e-HRM)

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50
Q

Refers to arrangements in which remote server computers do the user’s computing tasks

A

Cloud computing

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51
Q

A network that uses internet tools but limits access to authorized users in the organization

A

Intranet

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52
Q

System in which employees have online access to information about HR issues and go online to enroll themselves in programs and provide feedback through surveys

A

Self-Service

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53
Q

A display of how the company is performing on specific HR metrics

A

Dashboard

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54
Q

A description of what an employee expects to contribute in an employment relationship and what the employer will provide the employee in exchange for those contributors

A

Psychological Contract

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55
Q

Employers want their company to provide training and job experiences to help ensure that they can find other employment opportunities

A

Employability

56
Q

Changing jobs frequently

A

Job hopping

57
Q

Methods of staffing other than the traditional hiring of full-time employees

A

Alternative Work Arrangements

58
Q

Self-employed individuals with multiple clients

A

Independent contractors

59
Q

Persons who work for an organization only when they are needed

A

On-call workers

60
Q

Employed by a temporary agency; client organizations pay the agency for the service of these workers

A

Temporary workers

61
Q

Employed directly by a company for a specific time specified in a written contract

A

Contract company workers

62
Q

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

A

Equal Employment Opportunity (EEO)

63
Q

Which amendement abolished slavery?

A

13th

64
Q

Provides equal protection for all citizens and requires due process in state action

A

14th amendment

65
Q

Grants all citizens the right to make, perform, modify, and terminate contracts and enjoy all benefits, terms, and conditions of the contractual relationship

A

Civil Rights Acts of 1866 and 1871

66
Q

Requires that men and women performing equal jobs receive equal pay

A

Equal Pay Act of 1963

67
Q

Forbids discrimination based on race, color, religion, sex, or national origin

A

Title VII of CRA

68
Q

Prohibits discrimination in employment against individuals 40 years of age and older

A

Age Discrimination in Employment Act of 1967

69
Q

Requires affirmative action in the employment of individuals with disabilities

A

Rehabilitation Act of 1973

70
Q

Treats discrimination based on pregnancy-related conditions as illegal sex discrimination

A

Pregnancy Discrimination Act of 1978

71
Q

Prohibits discrimination against individuals with disabilities

A

Americans with Disabilities Act of 1990

72
Q

Prohibits discrimination

A

Civil Rights Act of 1991

73
Q

Requires rehiring of employees who are absent for military service, with training and accommodations as needed

A

Uniformed Services Employment and Reemployment Rights Act of 1994

74
Q

Prohibits discrimination because of genetic information

A

Genetic Information Nondiscrimination Act of 2008

75
Q

Agency of the department of justice charged with enforcing Title VII of the Civil Rights Act of 1964 and other anti-discrimination laws

A

Equal Employment Opportunity Commission (EEOC)

76
Q

Expressing to someone through proper channels that you believe an illegal employment act has taken place or is taking place

A

Opposition

77
Q

Testifying in an investigation, hearing, or court proceeding regarding an illegal employment act

A

Participation in a proceeding

78
Q

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

A

Affirmative Action

79
Q

A physical or mental impairment that substantially limits one or more major life activities, a record of having such impairment, or being regarded as having such an impairment

A

Disability

80
Q

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

A

EEO-1 Report

81
Q

Guidelines issues 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

A

Uniform Guidelines on Employee Selection Procedures

82
Q

Used to determine whether a company has engaged in discriminatory conduct

A

Uniform Guidelines

83
Q

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

A

Office of Federal Contract Compliance Programs

84
Q

A comparison of the race, sex, and ethnic composition of the employer’s workforce with that of the available labor supple. The percentages in employer’s workforce should not be greatly lower than the percentages in labor supply

A

Utilization analysis

85
Q

The percentages of women and minorities the organization seeks to employ in each job group, and the dates by which the percentages are to be attained. These are meant to be more flexible than quotas, requiring only that the employer have goals and be seeking to achieve the goals

A

Goals and timetables

86
Q

A plan for how the organization will meet its goals. Besides working toward its goals for hiring women and minorities, the company must take affirmative steps toward hiring Vietnam veterans and individuals with disabilities

A

Action steps

87
Q

Differing treatment of individuals, where the differences are based on the individuals race, color, religion, sex, national origin, age, or disability status (ex: promoting one person over an equally qualified person because of their race)

A

Disparate Treatment

88
Q

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

A

Bona Fide Occupational Qualification (BFOQ)

89
Q

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

A

Disparate Impact

90
Q

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

A

Four-fifths rule

91
Q

Discriminating against white males by preferring women and minorities

A

Reverse discrimination

92
Q

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

A

Reasonable Accommodation

93
Q

Unwelcome sexual advances

A

Sexual Harassment

94
Q

A person makes a benefit (or punishment) contingent on an emploee’s submitting to (or rejecting) sexual advances

A

Quid Pro Quo

95
Q

US law authorizing the federal government to establish and enforce occupational safety and heath standards for all places of employment engaging in interstate commerce

A

Occupational Safety and Heath Act (OSH Act)

96
Q

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

A

Occupational Safety and Health Administration (OSHA)

97
Q

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

A

Right-to-Know Laws

98
Q

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

A

Material Safety Data Sheets

99
Q

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

A

Job Hazard Analysis Technique

100
Q

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

A

Technic of Operations Review (TOR)

101
Q

The process of analyzing the tasks necessary for the production of a product or service

A

Work flow design

102
Q

A set of related duties

A

Job

103
Q

The set of duties (job) performed by a particular person

A

Position

104
Q

The products of any work unit, say, a department or team

A

Outputs

105
Q

The activities that work unit’s members engage in to produce a given output

A

Work processes

106
Q

Carry out the work processes

A

Inputs

107
Q

What are the three categories of inputs?

A

Raw (materials and information), equipment, and human resources (knowledge, skills, and abilities)

108
Q

The process of getting detailed information about jobs

A

Job analysis

109
Q

A list of the tasks, duties, and responsibilities that a particular job entails

A

Job description

110
Q

A list of the knowledge, skills, abilities, and other characteristics that an individual must have to perform a particular job

A

Job Specification

111
Q

Factual or procedural information that is necessary for successfully performing a task

A

Knowledge

112
Q

An individual’s level of proficiency at performing a particular task - that is the capability to perform it well

A

Skill

113
Q

Refers to a more general enduring capability that an individual possess

A

Ability

114
Q

A standard job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs

A

Position Analysis Questionnaire (PAQ)

115
Q

Where and how the worker gets information needed to perform the job

A

Information input

116
Q

The reasoning, decision making planning and information processing activities involved in performing the job

A

Mental process

117
Q

The physical activities, tools, and devices used by the worker to perform the job

A

Work output

118
Q

The relationships with other people required in performing the job

A

Job context

119
Q

Job analysis technique that asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job

A

Fleishman Job Analysis System

120
Q

An area of personal capability that enables employees to perform their work successfully

A

Competency

121
Q

The process of defining how work will be performed and what tasks will be required in a given job

A

Job Design

122
Q

The study of jobs to find the simplest way to structure work in order to maximize efficiency

A

Industrial Engineering

123
Q

The extent to which a job requires a variety of skills to carry out the tasks involved

A

Skill variety

124
Q

The degrees to which a job requires completing a “whole” piece of work from beginning to end

A

Task identity

125
Q

The extent to which the job has an important impact on the lives of other people

A

Task significance

126
Q

The degree to which the job allows an individual to make decisions about the way the work will be carried out

A

Autonomy

127
Q

The extent to which a person receives clear information about performance effectiveness from the work itself

A

Feedback

128
Q

Broadening the types of tasks performed in a job

A

Job enlargement

129
Q

Enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks

A

Job extension

130
Q

Enlarging jobs by moving employees among several different jobs

A

Job rotation

131
Q

Empowering workers by adding more decision-making authority to jobs

A

Job enrichment

132
Q

A scheduling policy in which full-time employees may choose starting and ending times within guidelines specified by the organization

A

Flextime

133
Q

A work option in which two part-time employees carry out the tasks associated with a single job

A

Job sharing

134
Q

Doing one’s work away from a centrally located office is called

A

Telework or telecommuting

135
Q

The study of the interface between individuals’ physiology and the characteristics of the physical work environment

A

Ergonomics

MGT 367 (4 decks)

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