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Human Resource Management > HR Ch. 8-11 > Flashcards

HR Ch. 8-11 Flashcards

1
Q

Occupational injury

A

any cut, fracture, sprain, or amputation resulting from a workplace accident

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2
Q

Occupational illness

A

abnormal condition or disorder resulting from exposure to environmental factors in the workplace

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3
Q

Industrial disease

A

A disease resulting from exposure relating to a particular process, trade, or occupation in industry

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4
Q

Material Safety Data Sheet

A

MSDS; documents that contain vital information about hazardous substances

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5
Q

cumulative trauma disorders

A

Injuries involving tendons of the fingers, hands, and arms that become inflamed from repeated stresses and strains

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6
Q

Stress

A

Any adaptive demand caused by physical, mental, or emotional factors that requires coping behaviour

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7
Q

Workplace stressor

A

A workplace event, process, or practice that has the potential to cause worker stress

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8
Q

Disability management

A

Integrated approach to managing disability-related benefits

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9
Q

Employee Assistant Program

A

EAP; program to provide short term counselling and referrals to appropriate professionals

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10
Q

Employee rights

A

expectations of fair treatment from employers

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11
Q

Negligence

A

Failure to provide reasonable care where such failure results in injury to consumers or other employees

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12
Q

Statutory rights

A

Rights that derive from legislation

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13
Q

Contractual rights

A

Rights that derive from contracts

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14
Q

Due process

A

Employee’s right to a fair process in making a decision related to employment relationship

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15
Q

Discipline

A

1) Treatment that punishes 2) orderly behavior in an organizational setting or 3) training that moulds and strengthens desirable conduct-or corrects undesirable conduct-and develops self control

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16
Q

Progressive discipline

A

application of corrective measures by increasing degrees

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17
Q

Positive or nonpunitive discipline

A

System of discipline that focuses on the early correction of employee misconduct, with the employee taking total responsibility for correcting the problem

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18
Q

Wrongful dismissal

A

Terminating an employee’s employment without just cause

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19
Q

Constructive dismissal

A

Changing an employee’s working conditions such that compensation, status, or prestige is reduced

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20
Q

Alternative dispute resolution (ADR)

A

Term applied to different types of employee complaint or dispute-resolution procedures

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21
Q

Mediation

A

The use of an impartial third party to help facilitate a resolution to employment disputes

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22
Q

Step-review system

A

System for reviewing employee complaints and disputes by successively higher levels of management

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23
Q

Hearing officer

A

Person who holds full-time position with an organization but assumes a neutral role when deciding cases between management and aggrieved employees

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24
Q

Open-door policy

A

Policy of settling grievances that identifies various levels of management above the immediate supervisor for employee contact

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25
Q

Ombudsperson

A

Designated individual from whom employees may seek counsel for the resolution of their complaints

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26
Q

Ethics

A

Set of standards of conduct and moral judgements that help to determine right and wrong behaviour

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27
Q

Union shop

A

Provision of the collective agreement that requires employees to join the union as a condition of their employment

28
Q

Closed shop

A

Provision of the collective agreement that requires employers to hire only union members

29
Q

Open shop

A

Provision of the collective agreement that allows employees to join or not join the union

30
Q

Membership card

A

a statement signed by an employee authorizing a union to act as a representative of the employee for purposes of collective bargaining

31
Q

Bargaining unit

A

Group of 2 or more employees who share common employment interests and conditions and may reasonably be grouped together for purposes of collective bargaining

32
Q

Unfair labour practices

A

Specific employer and union illegal practices that operate to deny employees their rights and benefits under labour law

33
Q

Certification

A

Acquisition of exclusive rights by union to represent the employees

34
Q

Management rights

A

Decisions regarding organizational operations over which management claims exclusive rights

35
Q

Union (shop) steward

A

Employee who, as a nonpaid union official, represents the interests of members in their relations with management

36
Q

Business agent

A

Normally a paid labour official responsible for negotiating and administering the collective agreement and working to resolve union members’ problems

37
Q

Interest-based bargaining

A

Problem-solving bargaining based on a win-win philosophy and the development of a positive long-term relationship

38
Q

Strike

A

A situation in which unionized workers refuse to perform their work during labour negotiations

39
Q

Lockout

A

Strategy by which the employer denies employees the opportunity to work by closing its operations

40
Q

Mediator

A

Third party in a labour dispute who meets with one party and then the other in order to suggest compromise solutions or to recommend concessions from each side that will lead to an agreement

41
Q

Arbitrator

A

third-party neutral who resolves a labour dispute by issuing a final and binding decision in an agreement

42
Q

Interest arbitration

A

a mechanism to renew or establish a new collective agreement for parties

43
Q

rights arbitration

A

A mechanism to resolve disputes about the interpretation and application of a collective agreement during the term of that collective agreement

44
Q

Defined rights

A

concept that management’s authority should be expressly defined and clarified in the collective agreement

45
Q

Grievance procedure

A

Formal procedure that provides for the union to represent members and non-members in processing a grievance

46
Q

Grievance resolution

A

Process in which a neutral third party assists in the resolution of an employee grievance

47
Q

Arbitration reward

A

final and binding award issued by an arbitrator in a labour-management dispute

48
Q

International corporation

A

domestic firm that uses its existing capabilities to move into overseas markets

49
Q

Multinational corporation (MNC)

A

Firm with independent business units operating in several countries

50
Q

Global corporation

A

Firm that has integrated worldwide operations through a centralized home office

51
Q

Transnational corporation

A

Firm that attempts to balance local responsiveness and global scale via a network of specialized operating units

52
Q

Cultural environment

A

Communications, religion, values and ideologies, education, and social structure of a country

53
Q

Host country

A

County in which an international corporation operates

54
Q

Expatriates, or home-country nationals

A

Employees from the home country who are on international assignment

55
Q

Host-country nationals

A

Employees who are natives of the host country

56
Q

third-country nationals

A

Employees who are natives of a country other than the home country of the host country

57
Q

Work permit, or visa

A

a government document granting a foreign individual the right to seek employment

58
Q

Guest workers

A

Foreign workers invited to perform needed labour

59
Q

Transnational teams

A

Teams composed of members of multiple nationalities working on projects that span multiple countries

60
Q

Core skills

A

Skills considered critical to an employee’s success abroad

61
Q

Augmented skills

A

skills helpful in facilitating the efforts of expatriate managers

62
Q

Failure rate

A

Percentage of expatriates who do not perform satisfactorily

63
Q

Cultural shock

A

Perpetual stress experienced by people who settle overseas

64
Q

Repatriation

A

Process of employee transition home from an international assignment

65
Q

Codetermination

A

Representation of labour on the board of directors of a company

Human Resource Management (3 decks)

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