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MGT 367 > Exam 4 - Exam Review > Flashcards

Exam 4 - Exam Review Flashcards

1
Q

What does it stand for

OSHA

A

Occupations Safety Health Act

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2
Q

OSHA functions

A

Issues citations and penalties for standard infractions

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3
Q

OSHA Citations contain the following information:

A 
Number of standard violated
Explanation for citation
Degree of severity
Time allotted for correction
Initial fine or penalty
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4
Q

Look at pink sheet for inspections

A

-

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5
Q

learn chatper 14 respsonbility

A

-

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6
Q

Record keeping

A

(>10)

Cut off for employees

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7
Q

Strategies for Minimizing Accidents

A
  1. Selection
  2. Training
  3. Motivation
  4. Ergonomics
  5. Enforcement
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8
Q

Selection

A

Human characteristics to reduce accidents. For
example, vision
◦Can be built into interviews

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9
Q

Training

A

Training is important and popular.

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10
Q

Motivation

A

Motivation - incentive to work productively and safe

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11
Q

Ergonomics

A

◦Need ergonomic chairs and keyboards to

reduce risk of injury

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12
Q

Enforcement

A

safety policies

- Any consequences for unsafe behaviors.

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13
Q

Workplace Aggression

A

Hostile forms of behavior involving efforts by individuals to harm others with whom they work or have worked.

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14
Q

Job stress

A

• Definition: A situation wherein job-related factors interact with a worker to change his/her psychological and/or physiological condition such that the person is forced to deviate from normal functioning.

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15
Q

is all stress bad

A

no, Not all stress is bad

Some stress challenges you and pushes you to a higher level

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16
Q

Wagners Act

A
  • Pro union act
  • Places the protective power of the federal government firmly behind employee efforts to organize and bargain collectively through representatives of their choice.
    Also created the national labor relations board
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17
Q

Tatt-Hahtly (spelling is wrong)

A

Tatt-Hahtly (spelling is wrong)

  • Not pro union
  • Allowed the U.S. President to temporarily bar national emergency strikes
  • Defined list of activities as unfair union practices
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18
Q

Why employees unionize

A
  • Economics needs -> high bargaining power (higher pay, better benefits, work hours, job security, working conditions), opportunities for people who may not be able to get a job otherwise
  • Dissatisfaction with management (unfair policies, promotion, shift assignments, etc)
  • Employe belief about union: potential benefits.
  • Higher wages, better benefits, etc
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19
Q

Why do managers do not like unions

A
  • Difficult for managers to discipline employees for bad behaviors
  • Unions seek participation in decisions
  • More costly (higher wages, better benefits, etc)
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20
Q

Good faith bargaining

A

Good faith bargaining

  • Intent to reach an agreement
  • Meet at reasonable times and place
  • Active participation
  • Proposals and counter proposals
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21
Q

Good faith bargaining

The law does no require:

A

Good faith bargaining
The law does no require:
Agreeing to any proposal
Making a concession

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22
Q

What if there is a deadlocked?

‣ Unions

A 
What if there is a deadlocked?
‣ Unions
Strike
Picketing
Primary boycotts
23
Q

What if there is a deadlocked?

‣ Employer

A 
What if there is a deadlocked?
‣ Employer
Lockouts
Hire replacements 
subcontracting
24
Q

Third party involvement

2

A

Voluntary arbitration

Mediation

25
Q

Mediation

T

A

Mediation

The between-person makes a suggestion between company & union

26
Q

Arbitration

A

Arbitration (legal binding - certified expert that will be legal binding. Both sides will agree to follow through)
legally binding a judge hears an argument from both sides

27
Q

Employment at will

A

You can quit as employee

You can fire someone for any reasons unless its racial discrimination

28
Q

Exceptions to a employment at will

3

A

Exceptions to a employment at will

Violations of public policy

Implied contract

Tort theories –

29
Q

Violations of public policy

A

Violations of public policy

– wrongful discharge for acts protected by law

30
Q

Implied contract

A

Implied contract

– wrongful discharge contrary to employer oral or written promises

31
Q

Tort theories –

A

Tort theories –

wrongful discharge as a result of the intentional infliction of emotional distress and defamation by the employe

32
Q

Right to work

A

You can apply to a unionized company you can work them without joining the union

33
Q

4 types of justice

A
  1. Distributive Justice
  2. Procedural Justice
  3. Interpersonal Justice
  4. Informational Justice
34
Q
  1. Distributive Justice
A
  1. Distributive Justice

Equity in the allocation of rewards and penalties

35
Q
  1. Procedural Justice
A
  1. Procedural Justice

The rules and procedures

36
Q
  1. Interpersonal Justice
A
  1. Interpersonal Justice

How that person is being treated

37
Q
  1. Informational Justice
A
  1. Informational Justice

Adequate explanations are provided

38
Q

3 sources of staffing in another country

A

3 sources of staffing in another country
1. Home-Country-Nationals
you live in the U.S to be send overseas
2. Host Country National
you hire local people from that country to do subsidiary
3. Third National Country National
Not living in the home country nor the host country national.

39
Q
  1. Home-Country-Nationals
A
  1. Home-Country-Nationals

you live in the U.S to be send overseas

40
Q
  1. Host Country National
A
  1. Host Country National

you hire local people from that country to do subsidiary

41
Q
  1. Third National Country National
A
  1. Third National Country National

Not living in the home country nor the host country national.

42
Q

Why do expatriates fail?

A 
There are component professional
However there is other things that can interfere
FAMILY/SPOUSE ADJUSTMENTS [most influential factor why they fail]
Language barrier 
Feeling isolated
Adaption to the lifestyle in a different country
Cultural differences/shock
Home sickness
Limited opportunity for other jobs
Feeling of safety
Time zone 
Poor performance
Repatriation issues
43
Q

Hofstede’s 5 cultural dimensions

A
  1. Individualism – collectivism
  2. Uncertainty avoidance
  3. Masculinity-Femininity
  4. Power Distance
  5. Time Orientation
44
Q

Selection

A

Technical capabilities
Cultural adaptation
Family concern

45
Q

Worker’s compensation

A

Worker’s compensation
Federally mandated insurance program developed on the theory that work-related accidents and illnesses are cost of doing business that should be paid for by the employer and passed on to the consumer

46
Q

Training

A

Language training
Cultural training
Career development and mentoring
Personal and family life

47
Q

Training stages

A

Training stages
Pre-departure: language, cultural training, children w/ schooling
They haven’t gone to the site yet
On-site: formal mentoring relationships; send updates -> feel that he/she is still “in the home-office loop”
Repatriation: help expatriate transition back home: reverse culture shock, counseling personal life issues
Clarity and discuss prior to the pre departure so they know what they are going to come to their home country/regular job

48
Q

Most of the repatriation issues should be deal with in the pre-departure stage

A

Most of the repatriation issues should be deal with in the pre-departure stage
What kind of salary, powers, how many people they are managing, etc?

49
Q

Individualism – collectivism

A

Individualism – collectivismDegree to which people act as individuals vs. members of a group

50
Q

Uncertainty avoidance

A

Uncertainty avoidanceStructured vs. unstructured situations

51
Q

Masculinity-Femininity

A

Masculinity-FemininityValue assertiveness, competitiveness, competition

52
Q

Power Distance

A

Power DistanceExpectations for unequal distribution of power

53
Q

Time Orientation

A

Focus on the future vs. past and present

MGT 367 (26 decks)

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