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Random 1 Flashcards

1
Q

Base rate of success

A

The percentage of employees who would normally be considered successful without the use of a given selection procedure.

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2
Q

Permanent Part-Time

A

The work arrangement permitting employees to work less that 35 hours per week. The arrangement is considered a permanent rather than a temporary part time job

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3
Q

Qualifying event

A

An event that triggers the beginning of Cobra coverage

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4
Q

Double-loop learning

A

Training that focus on changing managers assumptions about the value of openness and feedback and making their behavior congruent with how they think and behave

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5
Q

COLA

A

Cost-of-living-adjustment. A procedure that provides for automatic increases in the level of pay based on the rate of inflation-usually indexed to the consumer price index.

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6
Q

Medicare

A

A social Security benefit that pays medical expenses of employees over the age 65 and permanent disability payments for individuals under age 65

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7
Q

Maslow needs Hierachy

A

A theory of motivation based on a hierarchy of five needs: Physiological, safety, social, esteem, and self-actualization. Money is viewed as something that primarily satisfies lower-level needs.

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8
Q

Forced- Choice Technique

A

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.

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9
Q

Forced distrubution

A

An evaluation procedure that requires that evaluator to classify employees according to a predetermined percentage in each category.

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10
Q

Rucker Share of production plan

A

A company wide incentive plan in which compensation is based on a ration of income to value added by the employees in the production.

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11
Q

Individual Analysis

A

Part of the training-needs analysis that examines the abilities of individual employees to identify deficiencies in their performances.

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12
Q

Blood Borne Pathogen

A

A microorganism in the blood system that can cause disease in humans, such as hepatitis B virus and the human immunodeficiency virus that causes AIDS

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13
Q

Epidemiology

A

The Study of diseases in the environment and of conditions that may cause wide spread health problems

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14
Q

Wildcat Strike

A

Employees walk off the job in violation of a valid labor agreement and usually against the direct orders of the labor union.

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15
Q

Just Cause

A

Disciplinary action should only be taken for good and sufficient reason.

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16
Q

Distress

A

Unpleasant or disease-producing stress that destructive to physical and mental well being

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17
Q

Incidence rate

A

N/EH x 200,000.
N = number of injuries, illness or lost workdays
EH= Total hours worked by all employees during calendar year.
200,000 = 100 employees x 50 weeks x 40 hours

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18
Q

Wagner Act

A

National Labor Relations Act. A law passed in 1935 to establish the legal right for labor unions to exist.

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19
Q

Maintenance of Membership

A

A provision that required that employees who join a union voluntarily must continue paying their membership dues until the present contract expired

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20
Q

Submission agreement

A

The opening statement of an arbitration hearing. It outlines the issues to be resolved and the authority granted to the arbitrator by both the union and employer.

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21
Q

FSGO

A

The Federal Sentencing Guidelines for Organizations act(1991) makes companies criminally responsible for internal fraud, and in extreme cases could force the dissolution of a company. Penalties can be reduced by effective.

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22
Q

Who is not covered by OSHA

A

Self-employed persons, family farms where only family members work, workplaces already covered by other federal statutes, and state and local government.

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23
Q

Yellow- dog contract

A

A statement employees were required to sign in which they agreed not to join a union.

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24
Q

Management Prerogatives

A

Areas of managerial responsibility for which employers claim the power to make unilateral decisions

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25
Q

Applicants who can be polygraphed

A

Job applicants who can be required to take a polygraph include guards for certain types of security firms and workers who manufacture or distribute controlled substances and have direct access to these controlled substances.

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26
Q

Core Period

A

The period of time when employees on flexible works hours must be at work.

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27
Q

Implied contract

A

An oral or written by an employer to continue the employment relationship either indefinitely or for a designated time.

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28
Q

Herzberg Hygiene/Motivator Theory

A

A motivation theory that identifies two types of needs: Motivators are associated with content of the job and contribute to individual motivation. Hygiene factors cause dissatisfaction when they are deficient but not create motivation when they are present. Money is hygiene.

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29
Q

Highly-compensated employee.

A

Someone who owns more than five percent of the company or earns over 105,000. Employee benefits cannot discriminate in favor of these employees.

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30
Q

HMO

A

Health Maintenance organization. Provides health care services emphasizing preventive medicine at a fixed monthly rate.

31
Q

Individual practice associations

A

Health-care plans that consist of groups of physicians in private practice who provide some services to HMO subscribers, but most of their patients are not subscribers.

32
Q

Just noticeable difference

A

The amount of money required to make a significant difference in the perception of an incentive. For an individual at a low pay level, a small amount of money would constitute a just noticeable difference, but for a highly paid executive, only a large sum of money would be perceived as a significant incentive.

33
Q

McClellands Achievement need

A

a theory of motivation built around the need for achievement and its influence on behavior. The characteristics of high need achievers are (1) personal responsibility, (2) Moderate risk taking, and (3) a desire for immediate feedback. Money and incentives are a form of feedback.

34
Q

Personnel analysis

A

Part of the training needs analysis that examines the abilities of individual employees to identify deficiencies in their performance

35
Q

Plateau

A

A horizontal part of a learning curve where no apparent performance improvements appear to be occurring

36
Q

National emergency strike

A

a strike that in the judgement of the president of the united states would imperil the national health and safety. In such cases the president may request a court injunction to restrain the strike.

37
Q

Single employer

A

Two entities can be treated as a single employer if they have common management, common labor relations policies or common equipment and machinery. As a single employer, or joint employer, both entities are legally subject to strikes and picketing activities.

38
Q

Graphology

A

Handwriting analysis

39
Q

Non directive interview

A

an unstructured interview in which the interviewer allows the interviewee to discuss whatever he or she wishes to discuss.

40
Q

OFCCP

A

Office of federal contract compliance programs. The OFCCP is a government agency in the department of labor that reviews the affirmative action programs of government contractors and monitors their compliance

41
Q

Concessions bargaining

A

Negotiations that result in wage reductions or work rule “give backs”

42
Q

Self directed work teams

A

small groups of workers who are responsible for autonomously performing a series of jobs

43
Q

Craft Union

A

A union comprised of members who work in the same craft, such as carpenters or electricians

44
Q

Eustress

A

Pleasant or curative stress that contributes to interest, enthusiasm, and a zest for living.

45
Q

salting

A

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

46
Q

Fraud determinants

A

Three categories of variables that influence when fraud will likely occur, intense situational pressures, convenient opportunities and low moral character or honesty

47
Q

Human resource value

A

the expected financial contribution to a firms net income for individuals at various levels in the firm. A measure proposed in human resource accounting to assess the value of a firm’s human resources

48
Q

Passive decay

A

an explanation for forgetting in which information that is not used is gradually forgotten and lost from memory

49
Q

Peer appraisal

A

An evaluation of an employees performance coworker

50
Q

Positive transfer of training

A

When the training activities enhance performance in the new situation.

51
Q

Operational analysis

A

an examination of the behaviors that an employee must exhibit to be able to perform a task properly. An operational analysis is part of a training needs analysis

52
Q

Organizational analysis

A

An examination of the kinds of problems the organization is experiencing and where they are located in the organization. Part of a training needs analysis, which examines organizational effectiveness indices, personnel succession and organizational climate

53
Q

Qualified privilege doctrine

A

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

54
Q

Featherbedding

A

The practice of requiring employers to hire extra workers who are not wanted or needed. Although featherbedding provisions in a labor agreement are illegal, the courts have said that the collective bargaining process- not the courts, should decide which jobs are necessary.

55
Q

Distress

A

unpleasant or disease-producing stress that is destructive to physical and mental well being

56
Q

Case Study

A

a posttest-only design where data are collected only after a training program has been completed

57
Q

Central- tendency effect

A

a form of performance evaluation bias: The tendency for an evaluator to give average ratings to all employees.

58
Q

Chaining

A

The process of combining several responses together to form a series of activities that are performed sequentially.

59
Q

Classical conditioning

A

a form of learning involving responses of the autonomic nervous system where a conditioned stimulus is paired with an unconditioned stimulus to produce a conditioned response.

60
Q

classification procedure

A

An evaluation procedure in which employers are simply placed in different categories describing their overall performance.

61
Q

Computer assisted instruction

A

a form of programmed instruction in which the trainee interacts with a computer to learn new information and answers questions asked by the computer.

62
Q

Zero sum problem

A

a form of evaluation bias wherby employee evaluations must fit a specified average or total. For someone to be rated high, someone else must be rated low.

63
Q

Recency Effect

A

a form of evaluation bias in ehich recent events are weighted more heavily in the mind of the evaluator than distant events

64
Q

Leniency-strictness effect

A

a form of evaluation bias whereby evaluators tend to rate everyone especially high or low

65
Q

Self actualization

A

the tendency for people to become fulfilled and achieve all that they have the potential to achieve according to their genetic blueprint

66
Q

Mass picketing

A

a large number of individuals parading in front of a company to advertise their labor dispute.

67
Q

general duty clause

A

General standard of the occupational safety and health act requiring each employer to furnish a place of employment that is free from recognized hazards that cause or are likely to cause or serious harm to employees

68
Q

Individual practice associations

A

Health care plans that consist of groups of physicians in private practice who provide some services to HMO subscribers, but most of their patients are not subscribers

69
Q

Number fetish

A

The tendency to overemphasize numbers and to assume that

70
Q

standard hour plan

A

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

71
Q

SPD

A

A Legal document required by ERISA for each welfare benefit plan offered by an employer that describes the plans eligibility requirement , a summary of the benefits provided, the procedures for claiming benefits and appealing claim denials, circumstances that could result in a loss of benefits, and the participants rights under ERISA

72
Q

obsolescence

A

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

73
Q

Social security

A

Program designed as a forced savings plan in which employees save money during their working years to provide a pension after they retire

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