MGMT 310 exam 3 Flashcards
___ develops a pool of qualified applicants for jobs in an organization
Recruiting
these have the highest validity for predicting job performance
Cognitive ability tests
Performance tests
Structured interviews
these have the lowest validity for predicting job performance
Applications and resumes
Reference checks
Background checks
Drug testing
Prohibits discrimination based on _____, _____, _____, _____, _____ _____, or _____ _____ in employment decisions: hiring, pay, working conditions, promotion, discipline, or discharge. What act is this?
race, sex, color, religion, sexual orientation, or national origin
Title VII of Civil Rights Act (1964):
_____ is the consistency of test scores, where as _____ is the accuracy of the test.
Reliability; validity
Assessment of an employee’s job performance.
_____ _____
Performance Appraisal
Two Basic Purposes for performance appraisal
Administrative & Developmental
What is appraised during performance appraisal?
Results, behaviors, and traits
Who should conduct the Performance Appraisal?
Managers, Peers, Subordinates, Customers, Self
360-degree performance appraisal
effectively managing workforce diversity results in ___ ___ ___
better problem solving
what do mentors do?
help proteges progress faster in career development
special efforts to recruit and hire qualified members of groups that have been discriminated against in the past is called ___ ___
affirmation action
an employee working in a unit who is a citizen of the country where the unit is located, but the unit is operated by an organization headquartered in another country is called ___-___ ___
host-county national
an organization that values cultural diversity and seeks to encourage and utilize it is called ___ ___
multicultural organiztion
which of the following is not true about leaders:
a. there is no one “correct” style of leadership
b. all leaders are managers
c. leaders are made and not born
d. leadership success involves the leader, followers, and situation
all leaders are managers is not true
a behavior that give purpose and meaning to organizations, envisioning and creating a positive future ___ ___
strategic leadership
good followers help produce good leaders T/F
true
which is not a substitute for leadership:
a. characteristics of the task
b. organizational characteristics
c. subordinates individual characteristics
d. a strategic plan
a strategic plan
a leader who motivates people to transcend their personal interests for the good of the group is called ___ ___
transformational leader
administering an adverse consequence (applying something that someone doesn’t like) in order to stop a behavior that you no longer want in an employee is called ___
punishment
in expectancy theory, ___ is whether or not you find the reward offered to be desirable.
valence
the set of perceptions about what an employee owes their employers, and what an employer owes their employees is called ___ ___
psychological contract
job satisfaction always improves employee productivity T/F
False
how HR can create a competitive advantage through people , HRM has a strategic impact because
4 things
- People create value
- Talent is rare
- A group of well-chosen, motivated people is difficult to imitate
- People can be organized for success
define HR planning
Having the right kind and number of people at the right time, and the goal is to avoid a surplus or shortage of labor
Determining how many and what type of people are needed is called ___ ___
demand forecasts
Forecasting how many and what types of employees the organization will actually have is called ___ ___ ___
supply of labor
Process to determine what is done on a given job and what should be done on that job is called ___ ___
job analysis
tasks, duties, and responsibilities of the job is called ___ ___
Job description
knowledge, skills, and abilities needed to do the job is called ___ ___
Job specification
Searching from within the organization for applicants (promotions, transfers)
Internal recruiting
Internal recruiting pro and con example
pro: cheaper than having to advertise the job position
con: creates employee jealousy
You can not have validity without reliability TF
T
Looking outside the organization for applicants
External recruiting
External recruiting pro and con example
pro: larger number of applicants than with internal recruitment
con: training time and adjusting to work culture
___ is the consistency of test scores
Reliability
___ is the accuracy of the test
Validity
___ ___ is the degree to which a test predicts job performance
Criterion-related validity
___ ___ is the degree to which a selection test measures that actual knowledge, skills, and abilities required for the job
Content validity
low validity test example
Drug testing
high validity test example
Cognitive ability tests or Performance tests
Reference checks and recommendations info–
These are low in validity because they don’t distinguish between candidates very much. However, they are necessary to make good hiring decisions and avoid legal problems
performance tests info–
a test that’ll let employers know is the applicant is qualified and capable to do the job correctly, and high validity
difference between structured and unstructured interviews
-Structured interviews have high validity (use situational and behavioral questions)
-Unstructured interviews have zero validity and can cause legal problems
___ are due to a surplus of labor
-Layoffs
___ is giving job assistance to laid off workers
Outplacement
___ occurs when someone is fired for poor performance or misconduct
Termination
outplacement examples
resume review, cover letter assistance, job search advice
An analysis identifying the jobs, people, and departments that need training. This is an important first step in the training process. this is called ___ ___
Needs Assessment
Disparate treatment
2
-Intentional
-People are treated differently based on a protected class
Disparate impact
three things
-Does not have to be intentional
-People are treated the same, but the outcome is different
-If the selection test is found to be valid, the employer has not violated the law
A 360-degree appraisal is …
a method of performance review
the average pay of the firm in comparison to other organizations (high, medium, or low) is called ___ ___
Pay level
benefits required by law:
three things
-Workers compensation
-Social Security
-Unemployment Insurance
the periodic ritual of negotiating that management and unions engage in discussing wages, benefits, hours, and working conditions is called ___ ___
Collective Bargaining
Affirmative action is reactive
4 things
-Applies primarily to government contractors and Title VII violators
-Temporary plan intended to remedy past illegal discrimination
-Generally includes targeted recruitment and increased opportunities
-Disallows quotas and cannot unduly harm white males
advantage of managing diversity
Ability to attract and retain motivated employees
challenges to overcome for managing diversity
5 things
-Unexamined assumptions
-Lower cohesiveness
-Communication problems
-Mistrust and tension
-Stereotyping
___ organization – very little cultural integration; employee population is highly homogenous
Monolithic
___ organization – a more diverse employee population; takes steps to involve people from different backgrounds
Pluralistic
___ organization – diversity exists and is valued; fully integrated formally and informally (focus not on visible differences)
Multicultural
-Managers from headquarters staff key positions
-Ensures control over subsidiary locations
-Eases transfer of policies from headquarters to subsidiaries
Ethnocentric Policy
-Host-country nationals staff key positions
-Reduces cultural mishaps and misunderstanding
-Coordination with headquarters may be problematic
Polycentric
Policy
-An international cadre of skilled managers are assigned to global subsidiaries regardless of nationality
-Leverages technical and managerial expertise
Geocentric
Policy
___ ___: The extent to which a society accepts the fact that power in organizations is distributed unequally
Power distance
___: The extent to which people act on their own or as a part of a group
Individualism/collectivism
___ ___: The extent to which people in a society feel threatened by uncertain and ambiguous situations
Uncertainty avoidance
___: The extent to which a society values quantity of life over quality of life
Masculinity/femininity
Why Organizations Enter the Global Market?
three things
-Gain access to resources
-Skills of foreign employees
-Attract more customers
What influences generational differences?
three things
-Life cycle effect
-Cohort effect
-Period effects
Behavior that provides guidance, support, and corrective feedback for day-to-day activities is called ___ ___
Supervisory leadership
Behavior that gives purpose and meaning to organizations, envisioning and creating a positive future is called ___ ___
Strategic Leadership
what are the five sources of power
five things
-Legitimate
-Reward
-Expert
-Referent
-Coercive
traits that differentiates leaders (from the trait approach) name at least 1
Drive
Leadership motivation
Integrity
Self-confidence
Knowledge of the business
Dark Traits
limitations of the trait approach
it ignores the followers and the situation
leader-member exchange (behavioral approach
Highlights the importance of leader behaviors not just toward the group as a whole but toward individuals on a personal basis
leader encourages excellent performance and continuous improvement by showing a high degree of confidence in followers and setting challenging goals. this is called ___ ___ ___
Achievement oriented leadership
Vroom Model of Leadership says that the major determinant of leadership effectiveness is the ability to make decisions t/f
t
in Hersey and Blanchard’s Situational Theory…
a manager should use performance related leadership with low maturity followers (and what it means to be a low maturity follower)
highly routine and highly interesting work can be substitutes for ___
leadership
___ ___: A leader who motivates people to transcend their personal interests for the good of the group
Transformational leaders
___ ___: Leaders who talk about positive change but allow their self-interest to take precedence over followers’ needs
Pseudo-transformational leaders
___ ___ concerns how leaders influence subordinates’ perceptions of their work goals and the paths they follow toward attainment of those goals
Path-goal theory
A theory proposing that people will behave based on their perceived likelihood that their effort will lead to a certain outcome and on how highly they value that outcome is called ___ ___
Expectancy theory
___: The perceived likelihood that performance will be followed by a particular outcome (a consequence a person received for his or her performance)
Instrumentality
___: Employees’ perception of the likelihood that their efforts will enable them to attain their performance goals
Expectancy
what ways are Need Theory limited?
it overlooks some of an employee’s more basic needs, such as shelter, food, and water
___: The value an outcome holds for the person contemplating it
Valence
using a fair process in decision making and making sure others know that the process was as fair as possible is called ___ ___
procedural justice
Must pair goals with other management tools: employee KSAs, group cooperation, ethical standards
stretch goal
___ ___: Applying a consequence that increases the likelihood of a person repeating the behavior that led to it
Positive reinforcement
___ ___: Removing or withholding an undesirable consequence
Negative reinforcement
___: Administering an aversive consequence
Punishment
___: Withdrawing or failing to provide a reinforcing consequence
Extinction
McClelland’s need theory
three things
-Need for achievement
-Need for affiliation
-Need for power
___ ___: Rewards given to a person by the boss, the company, or some other person
Extrinsic rewards
___ ___: Reward a worker derives directly from performing the job itself
Intrinsic rewards
___ ___: Characteristics of the workplace, such as company policies, working conditions, pay, and supervision, that can make people dissatisfied
Hygiene factors
core job characteristics (list 3 on exam)
five things
-skill variety
-task identity
-task significance
-autonomy
-feedback
the Job Characteristics Model does not work unless an employee has high growth need strength T/F
True
___ is the process of sharing power with employees, thereby enhancing their confidence in their ability to perform their jobs and their belief that they are influential contributors to the organization
empowerment
Job dissatisfaction can result in: (list 2 on exam)
five things
-Higher turnover and absenteeism
-Less good citizenship
-More grievances and lawsuits
-Strikes
-Stealing, sabotage, vandalism
one workplace program that enhances quality of work life
safe and healthy envirnment
A set of perceptions of what employees owe their employers, and what their employers owe them is called ___ ___
Psychological contract
