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HR > Exam 3 > Flashcards

Exam 3 Flashcards

1
Q

Change agent

A

someone who is a catalyst in helping organizations to deal with old problems in new ways

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2
Q

assessment center

A

wide variety of specific selection programs that use multiple selection methods to rate applicants or job incumbents on their mgmt potential

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3
Q

tell-and-sell approach

A

tell employees their ratings and then justify the ratings

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4
Q

tell-and-train approach

A

tell employees their ratings and let them explain their side of the story

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5
Q

problem-solving approach

A

managers and employees work together to solve performance problems in a respectful and encouraging atmosphere

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6
Q

functional org structure

A

groups people according to the business functions they perform - manufacturing, finance, or marketing

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7
Q

divisional org structure

A

employees are segregated into organization groups based on similar products or services, customers or clients, or geographic regions

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8
Q

matrix org structure

A

combines a vertical structure with an equally strong horizontal overlay

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9
Q

span of control

A

the number of people reporting directly to a given manager

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10
Q

unity of command

A

specifies that each employee should only report to one manager

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11
Q

learning organization

A

an org. that supports lifelong learning by enabling all employees to acquire and share knowledge

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12
Q

network organization

A

(hollow structure) (open)
designed around a central core of key functions and outsources other functions to other companies or individuals who can do them faster or cheaper
***useful when there is strong price competition

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13
Q

development

A

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

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14
Q

disability insurance

A

short term: provides benefits for 6 months or less

long term: typically 50-70% of employee’s salary - potentially for the rest of life

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15
Q

empowerment

A

a process where employee’s are highly motivated and engaged to make significant contributions through two-way communication flow with the manager

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16
Q

unfreezing-refreezing

~ Lewin’s Change Model ~

A

unfreezing: creating the motivation to change // encouraged to replace old habits with new ones
refreezing: support and reinforce the change // possibly using rewards or recognition

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17
Q

Learning Management System (LMS)

A

a computer application that automates the administration, development, and delivery of training programs

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18
Q

retention bonus

A

one time pay in accordance to the amount of time the employee has been with the company

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19
Q

balanced scorecard

A

a combination of performance measures directed toward the company’s long and short term goals and used as the basis for awarding incentive pay

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20
Q

scanlon plan

A

gainsharing program in which employees receive a bonus if the ratio of labor costs to the sales value of production is below a set standard

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21
Q

merit pay

A

a system of linking pay increases to ratings on performance appraisals

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22
Q

profit sharing

A

incentive pay in which payments are a percentage of the organization’s profits and do not become part of the employees’ base salary

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23
Q

gainsharing

A

group incentive program that measures improvements in productivity and effectiveness objectives and distributes a portion of each gain to employees

24
Q

cognitive restructuring

A

(manage stress) by working with psychologist/counselor to identify and address irrational thoughts with logical more functional thoughts and behaviors

25
Q

muscle relaxation

A

(manage stress) uses slow deep breathing and systematic muscle tension relaxation

26
Q

meditation

A

(manage stress) practitioners relax by redirecting their thoughts away from themselves, often following a structured procedure to significantly reduce mental stress

27
Q

transfer of training

A

on-the-job use of knowledge, skills, and behaviors learned in training

28
Q

simulation

A

a training method that represents a real life situation, which trainees making decisions resulting in outcomes that mirror what would happen on the job

29
Q

action learning

A

training in which teams get an actual problem, work on solving it and commit to an action plan, and are accountable for carrying it out

30
Q

behavior modeling

A

involves training sessions in which participants observe other people demonstrating the desired behavior, then have opportunities to practice the behavior themselves

31
Q

demotion

A

downward move - happens due to poor performance and/or to help the employee to develop foundational skills

32
Q

promotion

A

assignment of an employee to a position with greater challenges, more responsibility, and more authority than in the previous job, usually accompanied by a pay increase

33
Q

transfer

A

assignment of an employee to a position in a different area of the company, usually in a lateral move

34
Q

succession

A

process of identifying and tracking high-potential employees who will be able to fill top mgmt positions when they become vacant

35
Q

instructional design

A

process of systematically developing training to meet specific (job relevant) needs

36
Q

organizational design

A

the way the organization groups its people into useful divisions, departments, and reporting relationships

37
Q

employee benefits

A

compensation in forms other than cash

38
Q

cafeteria style plans

A

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

39
Q

flexible spending accounts

A

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

40
Q

defined benefits plan

A

pension plan that guarantees a specified level of retirement income

41
Q

401K plan

A

the employee is responsible for choosing specific investments

42
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

43
Q

Employee Retirement Income Security Act (ERISA)

A

federal law that increased the responsibility of pension plan trustees to protect retirees, established certain rights related to vesting and portability, and created the PBGC

44
Q

performance bonuses

A

AKA incentive pay: forms of pay linked to employee’s performance as an individual, group member or org. member

45
Q

commissions

A

incentive pay calculated as a percentage of sales

46
Q

merit pay

A

a system of linking pay increases to ratings on performance appraisals

47
Q

Myers-Briggs

A

Source of energy: I/E
Means of information gathering: S/N
Ways of decision making: F/T
Lifestyle: J/P

48
Q

High Performance Work System

A

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

49
Q

hierarchy of authority

A

AKA “Chain of command” is a control mechanism dedicated to making sure the right people do the right things at the right time

50
Q

division of labor

A

occurs when the common goal is pursued by individuals performing separate but related tasks

51
Q

needs assessment

A

the process of evaluating the organization, individual employees, and employees’ tasks to determine what kinds of training, if any, are necessary

52
Q

performance management

A

the process through which managers ensure that employee’s activities and outputs contribute to the organization’s goals

53
Q

strategic plan

A

outlines an organization’s long-term goals and the actions necessary to achieve those goals

54
Q

SWOT analysis

A

Strengths, Weaknesses, Opportunities, Threats: strategic analysis to determine a direction often within a competitive or resource-constrained environment

55
Q

force field analysis

A

decision making technique by analyzing the forces for and against a change, also helps to communicate the decision

56
Q

competing values analysis

A

practical way for managers to understand, measure, and change organizational culture

HR (4 decks)

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