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MGMT 3320 > final > Flashcards

final Flashcards

1
Q

relative pay of different jobs and how much they are paid

A

pay structure

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2
Q

average pay

A

pay level

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3
Q

relative pay of jobs in an organization

A

job structure

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4
Q

theory stating that wages influence worker productivity

A

efficiency wage theory

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5
Q

comparing an organization’s practices against those of the competition

A

benchmarking

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6
Q

different employees in the same job may have different pay rates

A

rate ranges

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7
Q

jobs that are common

A

key jobs

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8
Q

jobs that are unique

A

nonkey jobs

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9
Q

procedure used to measure internal job worth

A

job eval

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10
Q

characteristics of a job that org values & chooses to pay for

A

compensable factors

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11
Q

math expression that describes the r/s b/t jobs pay and jobs eval points

A

pay policy line

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12
Q

jobs of similar worth grouped together

A

pay grades

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13
Q

distance b/t max & min amounts in pay grade

A

range spread

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14
Q

index b/t actual & intended pay

A

compa-ratio

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15
Q

reducing number of job levels

A

delayering

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16
Q

pay based on skills

A

skill based pay

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17
Q

policy for undervaluation of women’s jobs

A

comparable worth

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18
Q

law that est min wage & overtime pay

A

FLSA

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19
Q

lowest amt that employers are legally allowed to pay

A

min wage

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20
Q

employees who are not covered by FLSA

A

exempt

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21
Q

theory that states that motivation is a function of valence, instrumentality, & expectancy

A

expectancy theory

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22
Q

person who seeks to direct another person’s behavior

A

principal

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23
Q

a person who is expected to act on behalf of a principal

A

agent

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24
Q

a grid that combines an employee’s performance rating w/ the employee’s position in pay range to determine the size & frequency of his/her pay increases

A

merit increase grid

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25
Q

a compensation plan in which payments are based on a measure of org performance & do not become part of base salary

A

profit sharing

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26
Q

employee ownership plan that gives employees the opportunity to buy the company’s stock at a previously fixed price

A

stock options

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27
Q

employee ownership plan that gives employers certain tax & financial advantages when stock is granted to employees

A

ESOP

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28
Q

form of compensation based on group or plant performance that does not become part of base salary

A

gainsharing

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29
Q

the % of an additional dollar of earnings that goes to taxes

A

marginal tax rate

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30
Q

act that requires employers to permit employees to extend their health insurance coverage at group rates for up to 36 months following a qualifying event

A

COBRA

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31
Q

the agency that guarantees to pay employees a basic retirement benefit in the event that financial difficulties force a company to terminate or reduce employee pension plans

A

Pension Benefit Guaranty Corporation PBGC

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32
Q

the act that increased the fiduciary responsibilities of pension plan trustees, est vesting rights & portability provisions, & est the PBGC

A

ERISA

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33
Q

retirement plan in which the employer sets up an ind acct for each employee & contributes a % of the employee’s salary

A

cash balance plan

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34
Q

reporting requirement of ERISA that obligates employers to describe the plan’s info within 90 days after en employee has entered the plan

A

Summary Plan Description SPD

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35
Q

act that requires employers with 50 or more employees to provide up to 12 weeks of unpaid leave

A

FMLA

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36
Q

health care plan that provides benefits on a prepaid basis for employees

A

HMO

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37
Q

group of health care providers who contract with employers, insurance companies, etc

A

PPO

38
Q

rule that requires companies to fund benefits provided after retirement on an accrual rather than a pay-as-you-go basis

A

Financial Accounting Statement FAS

39
Q

union contract provision that requires an employer to deduct union dues from employees’ paychecks

A

checkoff provision

40
Q

union security provision requiring a person to be a union member before being hired. Illegal by NRLA

A

closed shop

41
Q

union security provision that requires a person to join the union within a certain amt of time after being hired

A

union shop

42
Q

union security provision that requires an employee to pay union membership dues but not to join the union

A

agency shop

43
Q

union rules requiring members to remain members for a certain period of time

A

maintenance membership

44
Q

what does the right-to-work laws make illegal

A

union shops, agency shops, and maintenance membership

45
Q

the act that outlawed unfair union labor practices

A

Taft-Hartley Act

46
Q

form of union membership by which the union receives dues in exchange for services

A

associate union membership

47
Q

union activities designed to exert pressure on employers during the union-organizing process

A

corporate campaigns

48
Q

part of the labor-mgmt negotiation process that focuses on dividing a fixed economic pie

A

distributive bargaining

49
Q

part of the labor-mgmt negotiation process that seeks solutions beneficial to both sides

A

integrative bargaining

50
Q

aspect of the labor-mgmt negotiation process that refers to the r/s & level of trust b/t negotiators

A

attitudinal structuring

51
Q

the part of the labor-mgmt negotiation process that focuses on the conflicting obj of factions w/i labor & mgmt

A

intraorganizational bargaining

52
Q

procedure for resolving collective bargaining impasses by which a mediator acts as facilitator

A

mediation

53
Q

person who reports on the reasons for labor-mgmt dispute & the views of arguments of both sides

A

fact finder

54
Q

procedure for resolving collective bargaining impasses by which an arbitrator chooses a solution to the dispute

A

arbitration

55
Q

the NLRA requirement that all bargaining unit members have equal access to representation by the union

A

duty of fair representation

56
Q

one of Hofstede’s cultural dimensions that describes the strength of the r/t b/t individuals

A

individualism-collectivism

57
Q

one of Hofstede’s cultural dimensions that describes how a culture deals with hierarchial power r/t

A

power distance

58
Q

one of Hofstede’s cultural dimensions that describes how cultures seek to deal with unpredictable future

A

uncertainty avoidance

59
Q

one of Hofstede’s cultural dimensions that describes the division of roles b/t the sexes

A

masculinity-femininity

60
Q

one of Hofstede’s cultural dimensions that describes how a culture balances immediate benefits and future rewards

A

long-term short-term orientation

61
Q

country in which a company’s corporate headquarters is located

A

parent country

62
Q

country in which they seek to place a facility or already have a facility

A

host country

63
Q

country other than parent or host country

A

third country

64
Q

employee sent to another country

A

expatriate

65
Q

employees who were born and live in parent country

A

PCN

66
Q

employees who were born and live in host country

A

HCN

67
Q

employees who were born and live in country other than parent or host country

A

TCN

68
Q

company’s ability to make HRM decisions from an international perspective

A

transnational scope

69
Q

reflects the multinational composition of a company’s managers

A

transnational representation

70
Q

extent to which a company’s planning and decision-making processes include reps & ideas from a variety of cultures

A

transnational process

71
Q

type of assessment of HRM effectiveness that involves review of customer satisfaction

A

audit approach

72
Q

type of assessment of HRM effectiveness that involves determining the impact of a program or practice

A

analytic approach

73
Q

organization’s use of an outside organization for a broad set of services

A

outsourcing

74
Q

review and redesign of work processes to make them more efficient

A

reengineering

75
Q

current apps of knowledge, proc, & equip that have not been previously used. Replacing human labor

A

new technologies

76
Q

computations and calculations used to review and document HRM decisions and practices

A

transaction processing

77
Q

prob-solv systems which usually include a what-if feature

A

decision support systems

78
Q

computer systems inc the decision rules of experts

A

expert systems

79
Q

a combo of desktop comp, comp terminals, & mainframes that share access and databases

A

network

80
Q

computer design that provides a method to consolidate data and apps into a single host system

A

client-server architecture

81
Q

a database structure that stores info in separate files that can be linked by common elements

A

rational database

82
Q

process for scanning docs, storing them electronically, and retrieving them

A

imaging

83
Q

software that enables multiple users to track, share, and organize info and to work on the same database simultaneously

A

groupware

84
Q

role of CHRO that focuses on the form and imp of the firm’s strategy

A

strategic advisor

85
Q

role of CHRO that focuses on building and identifying the human capital

A

talent architect

86
Q

role of CHRO that focuses on counseling or coaching team members or resolving interpersonal or political conflicts

A

counselor/ confidante/ coach

87
Q

role of CHRO that focuses on working with HR team members regarding the dev, design, and delivery of HR services.

A

leader of the HR fx

88
Q

role of CHRO that focuses on prep for board meetings, phone calls w/ board members, and attendance at board meetings

A

liaison to the board

89
Q

role of CHRO that focuses on identifying workforce morale issues or concerns

A

workforce sensor

90
Q

role of CHRO that focuses on activities with external stakeholders

A

rep of the firm

MGMT 3320 (1 decks)

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