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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
Attracting a Quality Workforce
Human Resource Planning Recruitment Selection
26
Developing a Quality Workforce
Orientation and Employee Training Management and Organizational Development Career Development Performance Management System
27
Maintaining a Quality Workforce
``` Organizational Reward System Base Wage and Salary System Employee Benefits Employee Safety and Health Employee Relations Labor Relations ```
28
What are the 4 HR Roles?
Administrative Expert Employee Champion Change Agent Strategic Partner
29
A transactional role of HR
Administrative Expert
30
A core of HR role
Employee Champion
31
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.
Change Agent
32
He acts as a single point of contact for internal clients. He represents HR and advertises its services in the organization.
Strategic Partner
33
Diversity means looking at all people and everything that makes them different from one another, as well as the things that make them similar.
Diversity in Workplace
34
HR Challenges
Diversity in Workplace Regulatory Changes Structural Changes in Organizations Technological and Managerial Changes within Organizations
35
Changes imposed by the government or any entity higher than the organization
Regulatory Changes
36
Downsizing, outsourcing, rightsizing, reengineering, etc.
Structural Changes in Organizations
37
E-HR, telecommuting, empowerment, self-managed work teams
Technological and Managerial Changes within Organizations
38
means transferring of information that is meaningful to those involved.
Communicating HR programs
39
Many HR programs fail because they are not properly what to employees.
marketed
40
True or False: Avoid communicating in peer group or “privileged-class” language
True
41
Transmit what, not just data
information
42
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.
open dialogue
43
Refers to the right of all people to work and to advance on the basis of merit, ability, and potential.
Equal Employment Opportunity
44
First form of human resource mgmt
slavery
45
what is the motivation of the slaves?
to avoid punishment/whip; no incentive to work hard
46
provided an incentive type of compensation plan/ minimum wage
Babylonian Code of Hammurabi
47
oppressed form of labor forced to work for landowners income was tied to productivity
Serfdom
48
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
Guild System
49
True or False: "a leader cannot make people love him, but he can make people respect him." by whom?
True, the Prince by Machiavelli
50
effects of work environment on productivity by Robert Owen, British businessman
Industrial Revolution
51
aka as Taylorism
Scientific Mgmt
52
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
Scientific Mgmt
53
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
Study of Employee Productivity
54
More what approach in Study of Employee Productivity
Humanistic Approach to Managing
55
improved selection and placement decisions.
Development of first preemployment selection tests by Hugo Munsterberg and Lilian Gilbreth (1913)
56
year when Courses in Personnel Management began to be offered by several colleges and universities
1920s
57
Original intent of Hawthorne Studies was to?
examine the effect of lighting and ventilation on productivity.
58
Indicated that the most important factors affecting productivity levels were the concern and interest of management in their workers.
Hawthorne Studies
59
Became the basis for human relations movement w/c made people recognized the importance of treating people with consideration
Hawthorne Studies
60
provided for retirement packages, disability and unemployment insurance
Social Security Act of 1935
61
established a policy for minimum wage and maximum length for the workweek
Fair Labor Standard Act of 1938
62
were seen as unnecessary cost
Personnel Department
63
principles of _______ were applied to design work spaces and equipment
human engineering
64
growth of automobile industry and shift from industrial production to service industries led to
rapid expansion of hospitality businesses in the US
65
In 1960s-70s, Personnel management was now being referred
Human Resource Mgmt
66
employees were now recognized as
assets
67
were seen as a way to build employee loyalty
benefits
68
was word for this decade (1990s)
Change

BA 100 (12 decks)

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