Lists, Steps, and Acronyms Flashcards
ADDIE Model
Analysis
Design
Development
Implementation
Evaluation
Five major classifications of processes
- Initiating
- Planning
- Executing
- Monitoring
- Closing
Five forces that affect the competitive market
- Suppliers
- Buyers
- Rival firms
- Substitute products
- Potential entrants
Five phases of Lean Six Sigma
- Identify general problems with efficiency
- Map and measure current steps in a given process to gather data
- Analyze the data, and identify specific issue(s).
- Improve and standardize processes to solve the issue(s)
- Implement controls and procedures to maintain results.
Six steps of a SWOT Analysis
- Define the organization’s mission and objectives
- External opportunities & threats
- Internal strengths & weaknesses
- Combine external and internal analysis and make a strategy
- Establish trust in leadership and encourage involvement from all levels of the organization to implement the new strategy.
- Evaluate and monitor
Four main organizational functions of performance appraisals
- Guide HR decisions
- Reward and motivate employees
- Promote personal development
- Identify training needs
Four key elements of organizational culture
Norms
Values
Artifacts
Assumptions
Four employee lifecycle phases
Recruitment
Integration
Development
Departure
Four methods of employee development
Literacy training
Competency training
Mentoring
Attitude change
Six methods that an individual might utilize to reduce inequality
- Altering inputs (time effort, hard work, loyalty, commitment, and trust)
- Altering outcomes (salary, benefits, recognition, and achievement)
- Cognitively manipulating inputs or outcomes by rationalizing or self-justification
- Distorting the inputs or outcomes of others
- Changing objects of comparison
- Leaving the field
Three behaviorally based appraisal methods
Management by objectives
Behaviorally anchored rating scales (BARS)
Behavior observation scales
Five disciplines essential to a learning organization
Personal mastery
Mental models
Shared vision
Team learning
Systems thinking
Three most common narrative appraisal techniques
Critical incident method
Essay method
Field review method
Three main forms of ranking
Straight ranking
Alternate ranking
Paired comparison
Four important methods individuals can use for their own career development
Attending training workshops
Networking
Seeking additional education
Four methods a manager can use to further an individual’s career development
Coaching
Counseling
Mentoring
Evaluating
Three main types of learning/training methods
Motor responses
Rote learning
Idea learning
Five principles of learning
Stimulus
Response
Motivation
Feedback
Transfer
Three types of benefits within workers’ compensation
Medical expenses
Wage replacement payments
Death benefits
Four types of insurance benefits within Social Security
- Old age or disability benefits
- Benefits for dependents of retired, disabled, or deceased
- Lump-sum death benefits
- Medicare
Three types of gainsharing plans
Scanlon plans
Rucker Plans
Improshare Plans
Three nonquantitative job evaluation techniques
Classification method
Pricing method
Ranking method
Four factors to consider when designing an effective total rewards strategy
Competitive environment
Economic environment
Labor market
Legal environment
Six on-the-job training techniques
- Job-instruction training
- E-learning
- Apprenticeships
- Internships, cooperative education, and assistantships
- Job rotation and cross training
- Coaching and counseling
Four off-the-job training techniques
- Independent study
- Corporate universities
- Vestibule training
- Lecture
Six levels of Bloom’s taxonomy of learning
Knowledge
Comprehension
Application
Analysis
Synthesis
Evaluation
Five assumptions about child learners
- Motivation - They are externally motivated to learn due to other’s expectations.
- Self-concept - They want teachers, parents, and so on to guide their learning.
- Child’s experience - They learn more effectively by being taught because they do not have enough knowledge yet to apply it.
- Readiness - They are willing to learn because society tells them to learn.
- Orientation - They learn to be able to apply the information in the future.
Five assumptions about adult learners
- Motivation - They are internally motivated to learn by understanding why they need to learn.
- Self-concept - They want to direct their own learning.
- Adult experience - They want to apply what they already know as they learn to use their experience to help others learn.
- Readiness - They are willing to learn if what they learn will help them in some way.
- Orientation - They learn so they can apply knowledge to current rather than future problems.
Four-level training evaluation model
Reaction
Learning
Behavior
Results
Six stages of change readiness
Indifference
Rejection
Doubt
Neutrality
Experimentation
Commitment
PAPA Model
Park
Adapt
Prepare
Act
Kotter’s 8-Step Change Model
- Create – establish a feeling of urgency of hurriedness toward change
- Build – formulate a guiding coalition
- Form – develop a strategy to bring about change
- Enlist – communicate or put forth the vision or strategy for change
- Enable – empower employees for taking action to incorporate changes
- Generate – formulate and generate short-term goals
- Sustain – capitalize of wins or gains in order to produce bigger results
- Institute – incorporate new and better changes in workplace culture
Three leadership qualities that are crucial for leading a learning organization
Designer
Stewardship
Teacher
Three compensation strategies
Lead market strategy – Offers higher wages than the market
Match market strategy – Offer pay rates similar to other companies
Lag market strategy – Aims to save on personnel costs by offering lower-than-average wages.
Geert Hofstede’s Six Dimensions of Culture
- Power distance
- Individualism vs collectivism
- Masculine vs feminine
- Uncertainty avoidance
- Long-term vs short-term
- Indulgence vs restraint
(picture in test 2 word doc)
McClelland’s Three Needs Theory
- Achievement – motivated by meaningful and challenging work
- Affiliation – motivated by teamwork and building relationships
- Power – motivated by competition
Trompenaar’s Cultural Dimensions (7)
- Universalism vs particularism – whether a culture is based on rules and standards or relationship and trust
- Individualism vs collectivism – Whether a culture focuses more on the group or individual
- Neutral vs affective – whether the person within a culture expresses one’s emotion openly or not
- Specific vs diffuse – whether the public and private life are closely linked or not
- Achievement vs ascription – whether a culture rewards according to one’s performance or to one’s age, status, or gender
- Time (sequential vs synchronous) – whether people tend to do one thing at a time or several things at once
- Inner-directed vs. outer-directed – to what extend do we control our environment or does out environment control us?
(picture in test 2 word doc)
3 stages on the Corporate Social Responsibility Curve
Compliance
Integration
Transformation
Criteria under which the NLRB recognizes a successor employer, or a new employer who has taken over a company (3)
- Indicating a significant continuity in business activities
- Establishing a clear agreement with the previous employer
- Demonstrating a clear parallel in the products and procedures of the company
Alderfer’s theory of motivation (3)
Existence
Relatedness
Growth
3 types of arbitration
Binding arbitration
Compulsory arbitration
Ad hoc arbitration
3 types of picketing
Organizational
Informational
Recognitional
BF Skinner - 4 strategies for behavioral intervention
Positive reinforcement
Negative reinforcement
Punishment
Extinction
Edward E. Lawler - 4 elements of a high-involvement organization
Power
Information
Knowledge
Rewards
Philip B. Crosby’s Four Absolutes of Quality
Conformance to requirements
Prevention
Performance standards
measurement
OSHA Forms
300 - Log of work related injuries and illnesses
300A - summary of the log
301 - injury and illness incident report
Four types of risk
Hazard
Financial
Operational
Strategic
Total Quality Management programs (5 steps)
- Performance planning
- Customer-centric products and services
- Measure results & provide feedback
- Implement performance improvement strategies
- Evaluate results and benchmarking
Taft-Hartley Act union restrictions (5)
- Restraining employees from their right to not engage in union activities
- Forcing an employer to discriminate
- Forcing an employer to pay for unnecessary work
- Certain strikes/boycotts
- Charging excessive membership fees
5 unfair labor practices of employers
- Interfering or coercing employees from their rights
- Disrupting the formation of a labor union
- Allowing union membership to influence hiring decisions
- Discriminating against employees who have filed a charge
- Refusing to bargain in good faith
5 major control areas of the Landrum-Griffin Act
- Reports to the secretary of labor
- Bill of rights for union members
- Union trusteeships
- Conduct of union elections
- Financial safegards
4 key provisions of the Landrum-Griffin Act
- Equal rights to every union member
- Making public union constitution
- National elections every 5 years, local elections every 3
- Making embezzlement a federal crime
5 steps the EEOC follows when handling a discrimination case
- A charge filed within 180 days
- An attempt at a no-fault settlement
- An EEOC investigation
- An attempt to resolve through conciliation
- A recommendation for or against litigation
Priority levels of OSHA investigations
- Situations where someone might die/become hospitalized
- Situations where 3 or more people were hospitalized/someone died
- Employee complaints
- Planned visits
- Follow ups
Three main goals of the Privacy Protection Study Commission
minimize intrusiveness
maximize fairness
create legitimate expectations of confidentiality
