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Management 367 > mgt exam 1 hrm > Flashcards

mgt exam 1 hrm Flashcards

1
Q

what a company does best and the essence of its business.

A

core competencies

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2
Q

customers perceive that they receive more value for their transaction from an organization that that of its competitors.

A

competitive advantage

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3
Q

When an organization considers the interests of society and the impact of their activities on stakeholders and the enviornment

A

corporate social responsibilty (CSR)

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4
Q

Companies making a profit while not sacrificing the resources of its people, the community and the planet.

A

corporate sustainability movement

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5
Q

in context of this chapter refers to growing number of women and minorities entering the workforce

A

diversity

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6
Q

programs concerned with fostering and maintaining employee skills based on organizational and employee needs.

A

employee training and organizational development

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7
Q

a business receives special access to financial funding or is able to produce a good or service cheaper than that of its competitors.

A

financial or economic capability

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8
Q

HR practices that are correlated with financial performance, productivity, product and service quality, and cost control

A

High performance work systems (HPWS)

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9
Q

consist of all people who perform an organization activities

A

human resources

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10
Q

concerns the personnel policies and managerial practices and system that influence the workforce

A

human resources management

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11
Q

business’s ability to manage organizational systems and people in order to match customer and strategic needs.

A

organizational capablity

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12
Q

involves the arrangement of work tasks based on the interaction of people, technology, and the tasks to be performed in the contet of the mission, goals, and strategic plan of the organization.

A

organizational design

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13
Q

include assessments of individual, unit, or other aggregated levels of performance to measure and improve work performance.

A

performance appraisal and management

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14
Q

refers to type of rewards or benefits that may be available to employees.

A

reward systems, benefits, and compliance

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15
Q

has to do with flow of people into, through, and out of the organiation

A

staffing

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16
Q

business offering of a product or service that differentiate it from other products or services.

A

strategic or product capability

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17
Q

investors buy into companies with favorable corporate social/ environmental performance.

A

socially responsible investing

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18
Q

business that has a distinct way of building or delivering is products or services.

A

technological or operational capability

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19
Q

offering a product or service that your competitor cannot easily imitate or copy.

A

uniqueness

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20
Q

involve the purchase of an existing business.

A

acquisitions

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21
Q

international compensation approach that ensures the expatriate maintains the she standard of living in the host country as he/ she had in the home country by providing a variety of financial, social, and familybenefits.

A

balance sheet aproach

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22
Q

international comensation approach where expatriates can chose from a variety of benefits, at costs that meet a specified total

A

cafeteria-style benefit package

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23
Q

when outpouring of the creation of products occurs.

A

contract manufacutring

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24
Q

a system of values and norms that are shared among a group of people

A

culture

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25
Q

foreign subsidiaries have little autonomy, operations are typically centralized, and major decisions are made at the corporate headquarters

A

ethnocentric approach

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26
Q

employees who are placed in an assignment outside their home country.

A

expatriates

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27
Q

when a company sells its goods or services to a foreign market

A

export

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28
Q

an investment abroad; usually where the company being invested in is controlled by the foreign corporation of foreign individual.

A

for=eign direct investment

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29
Q

allows franchisee to operate a business under the name of franchisor for a fee.

A

Franchise agreement

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30
Q

a country’s economic, legal, political, and socio-cultural systems, plus diversity in language and religious beliefs that influences an organization’s decision to invest in a particular international market.

A

general enviornement

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31
Q

managerial approach series to integrate headquarters and foreign subsidiaries.

A

geocentric

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32
Q

a firm’s competitive position in one country is significantly affected by its position in other countries, which influences the decision to invest in a particular international market.

A

gloobal industry

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33
Q

more a general description of the need for all organizational decision-makers to think well beyond domestic issues.

A

global mindeset

34
Q

a workforce that can be deployed in a variety of ways throughout the world. individual differences in nationality are not as important as individual differences in talent.

A

global workforce

35
Q

knoledgeabl, effectibve, well-roiunded individuals who could be sent anywhere on the globe to run an operation

A

gloablly competent managers and leaders

36
Q

individuals who are residents of countries in which a foreign subsidiary is located are called

A

host country nationals (HCNS)

37
Q

refers to the degree to which individuals looks after themselves or operate in gorups

A

individualism vs collectivism

38
Q

third parties that specialize in importing and exporting

A

intermediaries

39
Q

create a new, separate company owned jointly by partners.

A

joint ventures

40
Q

____ is when the licensor leases the right to use its intellectual property to the licensee for a fee.

A

licensing

41
Q

international compensation approach that converts expatriates to local standard; the ‘going - rate approach’

A

localization

42
Q

an expatriate assignment that is similar to the traditional expatriate role; involves start-ups or ongoing managerial presence to resolve major problems and would typically be taken by a ‘career expatriate.”

A

long-term assignemnt

43
Q

refers to the extent to which members of a society accept delayed gratification of their material, social or emotional needs.

A

long-term vs. short-term orientation

44
Q

occur when a company sells its management and/ or technical expertise to another.

A

management contracts

45
Q

refers to different expectation about gender roles in society.

A

masculinity/femenitiy

46
Q

competition in each country, or region, is essentially independent of the competition in other regions.

A

multilocal industries

47
Q

either as a form of sole ownership or a strategic alliance, these centers involve the exporting of the work itself to places around the globe in order to obtain competitive advantage by leveraging combination of such factors as workforce skills, cultural similarities, costs, time, and government policies, regardless of where the work product is ultimately marketed.

A

offshore professional and operations center

48
Q

Individuals who are residents of the organization’s home country who are sent offshore on assignment are called

A

parent-country nationals (PCNS)

49
Q

treats each subsidiary as a distinct entity with some level of decision-making authority.

A

polycentric philosophy

50
Q

the extent to which less powerful members of society accept and except that power is distributed unequally.

A

power distance

51
Q

may be thought of as a scaled-down vernon of the geocentric model int hat it tends to appoint people to positions within global regions.

A

regiocentric managerial approach

52
Q

when the expatriates return to the home countyr

A

repatriation

53
Q

occurs when expatriates who live and work in foreign country become immersed in their new cultures and return home surprised to find that everything has changed, from their companies to their communities.

A

reverse culture shock

54
Q

an expatriate assignment described as “something longer than a business trip.”

A

short-term assignments

55
Q

has full decision-making authority and operational control

A

sole ownershp

56
Q

agreement to partner with one another, not as prate entity.

A

strategic alliance

57
Q

an expatiate assignment that involves persons with special skills who are modd to become a country manager in an unfamiliar area.

A

strategic assignemtns

58
Q

the forces that are directly related to the industry within which a firm operates that influences the decision to invest in a particular international market.

A

task enviornment

59
Q

TCNS are residents of a different country than the parent country or the host country.

A

Third country nationals (TCNS)

60
Q

refers to whether members of society feel comfortable in structured situations.

A

uncertainty avoidance

61
Q

The extent to which employers make an effort through their personnel practices to attract, retain, and upgrade members of protected classes or persons with disabilities.

A

affirmative action

62
Q

An employer may not be responsible for harassment when there is no tangible employment action if it can be shown that the employer exercised ‘reasonable care’ in preventing and correcting the harassing behavior and the plaintiff failed to take advantage of corrective opportunities that were available.

A

affirmative defense

63
Q

The critical question in ADEA litigation is whether age was the “determinative factor” in a personnel decision.

A

age as the determinative factor

64
Q

An alternative to litigation, such as mediation and arbitration.

A

alternative dispute resolution

65
Q

Discriminatory practices whenever these practices are “reasonably necessary to the normal operation of the organization.”

A

Bona fide occupational qualifications

66
Q

A judge certifies a class of people who make “common” claims against a company (e.g., African-Americans who failed to pass a selection test) .

A

class action

67
Q

Defined as employment decision making or working conditions that are advantageous (or disadvantageous) to members of one group compared to members of another group.

A

discrimination

68
Q

The unintentional but illegal discrimination based on the disproportionate negative effect on members of a protected group. Can be used in Title VII and ADEA cases

A

disparate impact

69
Q

The intention to discriminate in treatment of a group of persons based on race, religion, national origin, or sex.

A

disparate treatment

70
Q

A required form used by the EEOC to identify possible patterns of discrimination in particular organizations or segments of the workforce (for employers with 100 or more employees).

A

EEO-1 form

71
Q

A required form used by the EEOC to identify possible patterns of discrimination in particular organizations or segments of the workforce (for employers with 100 or more employees).

A

US Equal Employment Opportunity Commission (EEOC)

72
Q

When normal business operations would be significantly affected by not employing members of one group exclusively (e.g., privacy issues).

A

essence of the business

73
Q

Means that an American working for an American company on foreign soil is covered under EEO law.

A

Extraterrioriallty

74
Q

The yardstick recommended by EEOC to determine disparate or adverse impact. Refers to selection rate for a protected group that cannot be less than 4/5th or 80% of the group with the highest selection rate.

A

four-fiths rule

75
Q

Refers to lack of women and minorities in top managerial positions.

A

glass ceilling

76
Q

What exists by the actions or statements of an employer (in this chapter, refers to implied employment contract).

A

implied contract

77
Q

Related to performance on the job. Similar to “validity” of practice.

A

job related

78
Q

Requires employees and/or job applicants to sign a contract in which they agree to binding arbitration in order to resolve any dispute related to their employment.

A

mandaroty arbitration

79
Q

Means “presumed to be true until proven otherwise” must show a high likelihood that a violation of EEO law has occurred.

A

prima facie case

80
Q

CRA of 1991 provides for compensatory and punitive damages (in addition to back pay) of $300,000 for companies with over 500 employees.

A

puntitive damages

81
Q

Changes to a disabled person unessential job functions that include reassignment, part-time works, flexible schedule, readers, interpreters, assistants, etc.

A

reasonabel accommadations

Management 367 (2 decks)

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