old stuff

Question 1

What is hierarchy of habits

Answer 1

An explanation for learning plateaus that suggest that different habits must be acquired. Improvements in performance are not observed until new habits are learned.

Question 2

Comparable - worth controversy

Answer 2

A controversy that centers on the issue of whether organizations should be required to establish a common set of criteria for evaluating the worth of jobs and to provide equal pay for jobs of comparable worth

Question 3

Junior boards

Answer 3

a Training technique that consists of assigning new trainees to an executive board responsible for making a decision

Question 4

Laboratory Training

Answer 4

Also known as sensitivity training or T-group training. This type of training consists of an unstructured group discussion in which the participants talk about their personal feelings and reactions toward each other

Question 5

difference between training and education

Answer 5

While training refers to the acquisition of specific skills or knowledge, education is much more general and attempts to provide students with general knowledge that can be applied in many different settings

Question 6

Self-Efficacy

Answer 6

a belief in ones own capability to perform a specific task

Question 7

job enlargement

Answer 7

Making a job larger by adding more of the same kinds of elements

Question 8

Concession bargaining

Answer 8

a type of collective bargaining where workers agree to give up some existing benefits or wages in exchange for job security or other concessions, often used when employers face financial difficulties

Question 9

qualified privilege doctrine

Answer 9

Allows past employers to share relevant job related personal information about an applicant with future employers

Question 10

Salting

Answer 10

When a union tries to get union members hired at non-union firms in an effort to organizing the other employees

Question 11

Cafeteria benefit plans

Answer 11

A cafeteria plan, also known as a Section 125 plan, is an employer-sponsored benefit plan that allows employees to choose from a variety of pre-tax benefits, reducing their taxable income

Question 12

De minimus violations

Answer 12

no direct or immediate relationship to job safety or health

Question 13

hay Method

Answer 13

The Hay method, or Korn Ferry Hay Guide Chart-Profile Method, is a job evaluation methodology used to assess the relative value of jobs within an organization, focusing on three key factors: know-how, problem-solving, and accountability

Question 14

work slowdown

Answer 14

employees report to work, but they accomplish very little

Question 15

SEP

Answer 15

Permitted an employer to contribute to an employees IRA amount equal to 30,000 or 15 percent whichever is less. The small business job protection act of 1996 repealed SEP, although existing plans may continue

Question 16

SBJPA

Answer 16

Small business job protection act. A law passed in 1996 that raised the minimum wage and made significant changes to pension plans

Question 17

Quasi - experimental design

Answer 17

studies that occur in a natural setting where researches do not have complete control of the experimental setting. They are not as conclusive as other experimental designs

Question 18

optional benefits.

Answer 18

Benefits that employers choose to provide that are required by law, such as health and accident insurance, pensions and pay for time not worked

Question 19

Rote learning

Answer 19

a kind of learning that involves memorization and the association of words, symbols, objects or events

Question 20

Obsolescence

Answer 20

a reduction in ability or effectiveness caused by lack of knowledge or skill due to either to forgetfulness or the creation of new knowledge and tech

Question 21

QDRO

Answer 21

A Qualified Domestic Relations Order (QDRO) is a court order that allows a non-employee spouse to receive a portion of a retirement or pension plan during a divorce, ensuring the division of retirement benefits without penalties or tax liabilities.

Question 22

Induction

Answer 22

The process of teaching and explaining what is right and why it is right

Question 23

cliff vesting

Answer 23

Cliff vesting occurs when an employee becomes fully entitled to their benefits on a specific date rather than gradually becoming partially vested over time. Typically, cliff vesting is used in employer-sponsored retirement or stock option plans.

Question 24

Retroactive inhibition

Answer 24

Retroactive inhibition, also known as retroactive interference, occurs when newly learned information interferes with the recall of previously learned information.

Question 25

Four criteria for evaluating training programs

Answer 25

1) reactions, 2) learning 3)behavior and results

Question 26

Sequencing effect

Answer 26

a form of evaluation bias that occurs when an employees ratings are influenced by a relative comparisons with the previous employee

Question 27

Common situs picketing

Answer 27

When employee strike an employer that shares its premises with another employer, the unions picket signs must clearly indicate which employer they are striking

Question 28

Standard hour plan

Answer 28

an individual or group incentive plan that pays a fixed rate per hour where the hour is measured by an hours worth of work rather than by a standard sixty minutes

Question 29

percent of payroll

Answer 29

a method of calculating the cost of employee benefits by expressing the cost as a percentage of the total payroll costs.

Question 30

Vicarious Learning

Answer 30

Vicarious learning is a form of learning where individuals acquire knowledge or skills by observing, analyzing, and modeling others, rather than through direct instruction or personal experience

Question 31

Time-series design

Answer 31

In HR, a time-series design involves collecting and analyzing data over time to identify trends, patterns, and predict future outcomes related to employee performance, engagement, or other HR metrics

Question 32

core period

Answer 32

In HR, "core period" or "core hours" refers to a designated time during the workday when employees are expected to be present and available for work-related activities, often used in conjunction with flexible work arrangements

Question 33

Recordable cases

Answer 33

work-related injuries or illnesses that, according to OSHA guidelines, must be documented on an OSHA 300 Log. These cases typically involve death, loss of consciousness, days away from work, restricted work, or medical treatment beyond first aid

Question 34

Operant conditioning

Answer 34

Operant conditioning is a psychological theory that pairs behaviors with consequences. When applied in a professional setting, employees either earn rewards when they exhibit behavior that benefits the company or receive penalties when their behavior isn't productive.

Question 35

Leniency-Strictness effect

Answer 35

rater bias where managers either consistently give overly positive (leniency) or overly negative (strictness) ratings, regardless of actual performance, leading to inaccurate performance evaluations.

Question 36

General duty clause

Answer 36

The "general duty clause," specifically Section 5(a)(1) of the Occupational Safety and Health (OSH) Act, requires employers to provide a workplace free from recognized hazards that are likely to cause death or serious physical harm, even if no specific OSHA standard exists for that hazard

Question 37

Just noticeable difference

Answer 37

the minimum change in salary or benefits that employees can reliably perceive as a difference. for low pay levels, a small amount is noticeable for highly paid,large sum

Question 38

Highly compensated employee

Answer 38

someone who earns more than 5% of company or over 105,000. employee benefits can not discriminate these employees

Question 39

Individual practice associations

Answer 39

health care plans that consist of groups of drs. in private practive who provide some services to HMO subscribers, but most of their patients are not subscirbers

Question 40

what is broadbanding

Answer 40

a compensation strategy where an organization consolidates multiple salary grades into fewer, broader pay bands, offering greater flexibility in managing employee compensation and career progression.

Question 41

compa-ratio

Answer 41

In HR, a compa-ratio (short for comparative ratio) is a percentage that compares an employee's salary to the midpoint or market rate for their job, helping assess if pay is fair and competitive. . pay divided by 100

Question 42

Job enlargement

Answer 42

a making a job larger by adding more of the same kind of elements

Question 43

Negatively accelerating learning curve

Answer 43

This is often observed in tasks that are relatively simple to master but offer diminishing returns on further practice. For example, consider a sales team learning to use a new customer relationship management

Question 44

Level of learning: Knowledge

Answer 44

at the knowledge level, the learner can recall specific facts

Question 45

MBO

Answer 45

Management by objectives (MBO) is a strategic management model that aims to improve the performance of an organization by clearly defining objectives that are agreed to by both management and employees. According to the theory, having a say in goal setting and action plans encourages participation and commitment among employees, and aligns objectives across the organization.

Question 46

Level of learning: Synthesis

Answer 46

learner capable of drawing from related sources of info to gain broad understanding and reach conclusions

Question 47

sandwich interview

Answer 47

refers to a technique where an interviewer uses a structured approach, starting and ending with positive questions or observations, and then delving into more challenging or probing questions in the middle.

Question 48

Level of learning: Analysis

Answer 48

At the analysis, the learner is capable of understanding why the phenomena exist

Question 49

Levels of learning: Application

Answer 49

At the application level, learner is able to apply the information to practical problems

Question 50

Level of learning: Comprehension

Answer 50

at this level, learner is able to grasp the significance of the facts and perceive their importance

Question 51

Level of learning: Evaluation

Answer 51

the learner is capable of making judgements of value and worth

Question 52

Environmental scanning

Answer 52

Environmental scanning is the process of systematically surveying and interpreting data to identify external opportunities and threats that could influence future decisions, helping organizations proactively respond to external impacts

Question 53

Eustress

Answer 53

Eustress refers to beneficial and motivating stress. It is the opposite of distress and can enhance performance, increase productivity, and promote personal growth

Question 54

LTD

Answer 54

Long term disability: insurance that provides disabled employees with long term security

Question 55

Equity theory

Answer 55

Equity theory is a theory of motivation that suggests that employee motivation at work is driven largely by their sense of fairness. Employees create a mental ledger of the inputs and outcomes of their job and then use this ledger to compare the ratio of their inputs and outputs to others.

Question 56

Unfair labor practice

Answer 56

any action by either the union or management that is prohibited by law or NLRB ruling

Question 57

medicare

Answer 57

a social security benefit that pays medical expense of employees over the age 65 and permanent disability payments for individuals under the age 65

Question 58

Rabbi trust

Answer 58

a vehicle for holding assets set aside to support an employers unfunded deferred compensation obligations

Question 59

fee-for-service plans

Answer 59

A fee-for-service (FFS) plan is a healthcare insurance model where providers (doctors, hospitals, etc.) are paid for each service they provide, rather than a fixed amount per patient or time period.

Question 60

involuntary absenteeism and turnover

Answer 60

when employees miss work or are terminated for reasons beyond their control,

Question 61

unilateral decision making

Answer 61

a decision-making process in which one party (management) can make a decision without the other party (employees)

Question 62

integrative bargaining

Answer 62

a bargaining strategy in which both parties work together to cooperatively to achieve the best outcome for both.

Question 63

carryover provision

Answer 63

allows employees to move a certain number of unused vacation days into the next leave year. any unused vacation days above the carryover limit are lost

Question 64

perquisites

Answer 64

nonfinancial rewards or benefits(perks)

Question 65

cash profit -sharing plan

Answer 65

a profit-sharing plan in which payments are made to employees at the end of each period

Question 66

qualified plans

Answer 66

A "qualified plan" is an employer-sponsored retirement plan that meets specific requirements outlined in the Internal Revenue Code, allowing for tax-deferred growth of contributions and earnings until retirement, and potentially offering tax deductions for employer contributions

Question 67

Cash balance plans

Answer 67

plans that allow employees to decide how their will be invested and that are more portable when employees want to move from company to company

Question 68

Factor comparison

Answer 68

Factor comparison is a job evaluation method that assesses jobs by comparing them based on key factors like skills, effort, responsibility, and working conditions, assigning monetary value to each factor to determine relative job worth.

Question 69

Rucker share of production plan

Answer 69

the Rucker Plan is another type of gainsharing program that links employee bonuses to the value added to the product or service. This plan measures how much value employees create beyond a historical standard and rewards them based on the savings generated.

Question 70

forced choice technique

Answer 70

an evaluation procedure that contains pairs of items, both sounding equally desirable but only one item in each pair is actually descriptive of an outstanding performer

Question 71

Maslow 5 needs in order to

Answer 71

physiological, safety, social, esteem and self actualization

Question 72

Value internalization

Answer 72

process by which personal attitudes and beliefs are internalized into basic personal values

Question 73

Walsh-Healey Public Contracts Act

Answer 73

U.S. act that establishes a minimum wage, maximum hours, and health and safety standards for contracts to manufacture or furnish materials, articles, or equipment to the U.S. government or the District of Columbia.