key terms

Question 1

ADA (Americans with Disabilities Act):

Answer 1

Legislation that prohibits discrimination against individuals with disabilities in all areas of public life, including jobs.

Question 2

Adverse impact:

Answer 2

A legal term referring to employment practices that disproportionately affect a protected group, even if the practices are not intentionally discriminatory.

Question 3

Age discrimination

Answer 3

Unfair treatment of employees or job applicants based on their age, typically affecting those over 40.

Question 4

Appraisal rating errors:

Answer 4

Biases or inaccuracies that can occur during performance evaluations, such as leniency or central tendency errors.

Question 5

Behavioral interview:

Answer 5

A technique that assesses a candidate’s past behavior in specific situations as an indicator of future performance.

Question 6

Contingent employees:

Answer 6

Workers who do not have a permanent or full-time position, often including temporary, part-time, or contract workers.

Question 7

Departmentalization:

Answer 7

The process of dividing an organization into different departments, each responsible for specific tasks.

Question 8

Employee Involvement:

Answer 8

Strategies that encourage employees to participate in decision-making processes, fostering engagement and ownership.

Question 9

Establishing pay structure in hospitality:

Answer 9

Creating a framework for employee compensation that reflects industry standards and ensures equity.

Question 10

External influences

Answer 10

Factors outside an organization that can impact its operations, such as economic conditions, legal regulations, and market trends.

Question 11

Exemplary employees:.

Answer 11

High-performing individuals who consistently exceed expectations and set a positive example for others

Question 12

External recruiting source

Answer 12

Channels used to attract candidates from outside the organization, such as job boards, social media, or recruitment agencies.

Question 13

Hawthorne Studies:

Answer 13

Research conducted in the 1920s that highlighted the impact of social relations and worker attitudes on productivity.

Question 13

Kaizen

Answer 13

A Japanese term meaning “continuous improvement,” emphasizing small, incremental changes to enhance processes and efficiency.

Question 14

Intrinsic source of motivation:

Answer 14

Motivation driven by internal rewards, such as personal satisfaction, passion, or a sense of achievement.

Question 15

Primary HRM functions:

Answer 15

The main roles of human resource management, including recruitment, training, performance management, and employee relations.

Question 16

Physiological needs:

Answer 16

The most basic human needs, such as food, water, and shelter, which must be met before individuals can focus on higher-level needs.

Question 17

Process engineering:

Answer 17

The practice of designing and optimizing processes to improve efficiency and effectiveness within an organization.

Question 18

Protected status categories:

Answer 18

Groups of individuals protected by anti-discrimination laws, including race, gender, age, disability, and religion.

Question 19

Quid pro quo

Answer 19

A form of sexual harassment where job benefits are offered in exchange for sexual favors.

Question 20

Reverse discrimination

Answer 20

The concept where members of a majority group are discriminated against in favor of minority group members, often in hiring or promotions.

Question 21

replacement chart

Answer 21

A tool used in succession planning to visualize potential candidates for key positions within an organization

Question 22

Title VII

Answer 22

Part of the Civil Rights Act of 1964, prohibiting employment discrimination based on race, color, religion, sex, or national origin.

Question 22

Vertical dimension of structure

Answer 22

Refers to the levels of hierarchy within an organization, indicating how authority and responsibility are distributed.

Question 23

Sarbanes-Oxley Act:

Answer 23

U.S. legislation aimed at protecting investors by improving the accuracy and reliability of corporate disclosures.

Question 24

4/5th rule

Answer 24

A guideline for determining adverse impact, stating that a selection rate for a protected group should be at least 80% of the rate for the majority group.