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BA 100 > Finals, Long Test > Flashcards

Finals, Long Test Flashcards

1
Q

Are the most important resource

A

people

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2
Q

were associations of workers belonging to the same trade or engaged in similar pursuits

A

Guilds

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3
Q

Guilds are either

A

merchant or craft

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4
Q

They were chartered by the town government or the king to set apprenticeship rules, quality standards, prices, conditions of work, selection of members, training, compensation, and development

A

Guilds

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5
Q

When did Industrial Revolution took place?

A

late 18th to early 19th Century

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6
Q

When did Medieval Guilds occur in Europe?

A

14th Century

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7
Q

Modern personnel management started with the introduction of the factory systems of production

A

Industrial Revolution

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8
Q

Laborers were considered as what of the machine who are capable of certain amounts of outputs

A

“parts”

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9
Q

The essence of the Industrial Revolution was?

A

the transfer of skill from the hands of the master craftsman to the machine now operated by semi-skilled workers

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10
Q

When did Scientific Management happened?

A

late 19th century

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11
Q

It is a type of management that is guided by the use of scientific approaches to the solution of managerial problems in business and industry

A

Scientific Management

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12
Q

He contributed the time and motion studies

A

Frederick Taylor

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13
Q

Application of science in the development of each job

A

Scientific Management

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14
Q

Personnel Mgmt vs HR Mgmt

A

Personnel Mgmt - paperwork about hiring and paying people

HR Mgmt - staffing, recruitment, training, performance, conformance to various regulations, compensation and benefits, employee records, personnel policies

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15
Q 
More administrative in nature; 
traditional and routine;
reactive;
line authority;
employee satisfaction leads to improved performance;
A

Personnel Mgmt

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16
Q

managing a workforce as one of the primary resources that contributes to the success of an organization;
proactive;
continuous dev’t of fx and policies;
line and staff authority

A

HR Mgmt

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17
Q

It is the utilization of human resources to achieve organizational objectives.

A

HRM (by Byars and Rue)

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18
Q

process of achieving the best fit among individuals, jobs, organization, and its environment

A

HRM (by Mondy and Noe)

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19
Q

series of integrated decisions that form the employment relationship

A

HRM (by Milkovich and Bondreau)

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20
Q

It is the art and science of acquiring, motivating, maintaining, and developing people in their jobs in light of their personal, professional, and technical knowledge, skills, potentialities, needs and values, and in synchronization with the achievement of individual, organizational and society’s goals.

A

HRM (by Martires)

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21
Q

It involves attracting, developing, and maintaining a talented and energetic workforce.

A

HRM (by Schermerhorn)

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22
Q

Those tasks and duties performed in both large and small organizations to provide for and coordinate human resources.

A

Human Resource Functions

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23
Q

Human Resource Functions are performed by?

A

both operating managers and human resource practitioners

*line and staff fx of HR

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24
Q

What are the 3 HR Functions

A
  1. Attracting a Quality Workforce
  2. Developing a Quality Workforce
  3. Maintaining a Quality Workforce
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25
Q

Attracting a Quality Workforce

A

Human Resource Planning
Recruitment
Selection

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26
Q

Developing a Quality Workforce

A

Orientation and Employee Training
Management and Organizational Development
Career Development
Performance Management System

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27
Q

Maintaining a Quality Workforce

A 
Organizational Reward System
Base Wage and Salary System
Employee Benefits
Employee Safety and Health
Employee Relations
Labor Relations
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28
Q

What are the 4 HR Roles?

A

Administrative Expert
Employee Champion
Change Agent
Strategic Partner

29
Q

A transactional role of HR

A

Administrative Expert

30
Q

A core of HR role

A

Employee Champion

31
Q

HR participates in change management teams and takes the responsibility to communicate changes internally and gain the trust of employees. HR leads initiatives to prepare employees to live in a new organization.

A

Change Agent

32
Q

He acts as a single point of contact for internal clients. He represents HR and advertises its services in the organization.

A

Strategic Partner

33
Q

Diversity means looking at all people and everything that makes them different from one another, as well as the things that make them similar.

A

Diversity in Workplace

34
Q

HR Challenges

A

Diversity in Workplace
Regulatory Changes
Structural Changes in Organizations
Technological and Managerial Changes within Organizations

35
Q

Changes imposed by the government or any entity higher than the organization

A

Regulatory Changes

36
Q

Downsizing, outsourcing, rightsizing, reengineering, etc.

A

Structural Changes in Organizations

37
Q

E-HR, telecommuting, empowerment, self-managed work teams

A

Technological and Managerial Changes within Organizations

38
Q

means transferring of information that is meaningful to those involved.

A

Communicating HR programs

39
Q

Many HR programs fail because they are not properly what to employees.

A

marketed

40
Q

True or False: Avoid communicating in peer group or “privileged-class” language

A

True

41
Q

Transmit what, not just data

A

information

42
Q

OD interventions seek to bring conflicts to light were they can be addressed in a healthy manner through __________, rather than to allow the suppression of conflict that continuous to fester unspoken.

A

open dialogue

43
Q

Refers to the right of all people to work and to advance on the basis of merit, ability, and potential.

A

Equal Employment Opportunity

44
Q

First form of human resource mgmt

A

slavery

45
Q

what is the motivation of the slaves?

A

to avoid punishment/whip; no incentive to work hard

46
Q

provided an incentive type of compensation plan/ minimum wage

A

Babylonian Code of Hammurabi

47
Q

oppressed form of labor
forced to work for landowners
income was tied to productivity

A

Serfdom

48
Q

composed of apprentices, journeymen, and craftsmen
formed the early basis training and development
required careful selection of apprentices with reward system as basis for retention

A

Guild System

49
Q

True or False: “a leader cannot make people love him, but he can make people respect him.” by whom?

A

True, the Prince by Machiavelli

50
Q

effects of work environment on productivity by Robert Owen, British businessman

A

Industrial Revolution

51
Q

aka as Taylorism

A

Scientific Mgmt

52
Q

analyzes and synthesizes work flow
workers could receive higher wages
lower labor cost by improving productivity
fair treatment of workers resulted into elimination of dismissal w/o cause

A

Scientific Mgmt

53
Q

maximize output while minimizing input
Frank and Lilian Gilbreth, Henry Gantt, Carl Barth and others.
division of labor and time and motion studies to reduce spending unnecessary energy when performing a task

A

Study of Employee Productivity

54
Q

More what approach in Study of Employee Productivity

A

Humanistic Approach to Managing

55
Q

improved selection and placement decisions.

A

Development of first preemployment selection tests by Hugo Munsterberg and Lilian Gilbreth (1913)

56
Q

year when Courses in Personnel Management began to be offered by several colleges and universities

A

1920s

57
Q

Original intent of Hawthorne Studies was to?

A

examine the effect of lighting and ventilation on productivity.

58
Q

Indicated that the most important factors affecting productivity levels were the concern and interest of management in their workers.

A

Hawthorne Studies

59
Q

Became the basis for human relations movement w/c made people recognized the importance of treating people with consideration

A

Hawthorne Studies

60
Q

provided for retirement packages, disability and unemployment insurance

A

Social Security Act of 1935

61
Q

established a policy for minimum wage and maximum length for the workweek

A

Fair Labor Standard Act of 1938

62
Q

were seen as unnecessary cost

A

Personnel Department

63
Q

principles of _______ were applied to design work spaces and equipment

A

human engineering

64
Q

growth of automobile industry and shift from industrial production to service industries led to

A

rapid expansion of hospitality businesses in the US

65
Q

In 1960s-70s, Personnel management was now being referred

A

Human Resource Mgmt

66
Q

employees were now recognized as

A

assets

67
Q

were seen as a way to build employee loyalty

A

benefits

68
Q

was word for this decade (1990s)

A

Change

BA 100 (12 decks)

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