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SPHR Flashcards

1
Q

What are two additional names for the “Sources of Laws”?

A

Seat or Sovereign of Power

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2
Q

Under sources of law, supreme law is a source of all government powers?

A

United States Constitution

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3
Q

Under sources of law, written enactments are authorizations made by legislature and expressed in a formal written document to pass law.

A

Statutes

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4
Q

Under sources of law, it is also known as judicial precedents or judge-made law, and is the body of law derived from judicial decisions of the court, and similar tribunals.

A

Case Law

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5
Q

They are authorized to develop rules and criteria for measuring whether employers are in compliance.

A

Agency Regulations

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6
Q

It is the powers of the agency to force compliance with federal laws. It’s operated in a administrative law court and issued by an administrative law judge (ALJ). And final decisions are published in the Federal Register.

A

Agency Orders

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7
Q

Orders written and issued by the President of the United States for the actions of the executive agencies to set policies for the executive branch to follow.

A

Executive Orders

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8
Q

Provides important limitations on the government that protect the fundamental rights of the US Citizen.

A

Constitution

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9
Q

This document is the blueprint of the entire government and all governments must create laws in the boundaries of this document or it is struck down.

A

The Constitution

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10
Q

A body of law that governs the regulations of government agencies at the federal and state levels, it refers to the regulations created by administrative agencies, which are part of the executive branch and are charged with the administration of government functions.

A

Administrative Law

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11
Q

They develop rules or regulations published in the Federal Register for public comment.

A

Agency Regulations

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12
Q

After the Agency of Regulations are published, how many days after the public date of notice does the final rules goes into effect?

A

No less than 30 days after public date of notice.

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13
Q

What three sources can the President of the United States draw upon to issue an Executive Order?

A

The Constitution, Legislative Branch, and President’s inherent authority.

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14
Q

What law dictionary defines the President’s inherent authority as a power that necessarily derives from an office position or status?

A

Black’s Law Dictionary

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15
Q

When does a Executive Order become law?

A

30 days after published in the Federal Register.

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16
Q

How are regulations used?

A

Regulations reflect how laws will be implemented and often have the force of law.

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17
Q

What agency may issue guidelines that interpret how regulations will be enforced?

A

Regulatory Agencies

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18
Q

What was the first Anti-Discrimination Act to protect women and prohibits discrimination on the basis of sex?

A

The Equal Pay Act of 1963

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19
Q

What study involves how humans act in groups?

A

Hawthorne Studies of Experiments

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20
Q

Who created the Hawthorne Effect?

A

Henry Lance Berger

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21
Q

What is the Hawthorne Effect?

A

It indicates that workers were motivated by the interest shown in them and this interest led to an upturn of their productivity rather than actual physical changes.

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22
Q

What principle is best known for understanding that employees had to be seen as members of a group and that salary and good working conditions were not as important?

A

Elton Mayo’s Human Relations Principle

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23
Q

Who created the Elton Mayo’s Human Relations Principle?

A

George Elton Mayo

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24
Q

What three factors has the term relations referenced in human dynamics as influence?

A

Organizational Behavior, individual behavior, and relational factors.

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25
Q

Examples of Organizational Behavior are:

A

Company culture, power dynamics, emotional intelligence.

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26
Q

Examples of Individual Behavior are:

A

Personality and motivation.

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27
Q

Examples of Relational Factors are:

A

Employees to managers and employees to peers.

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28
Q

What are two main drivers of organizational behaviors?

A

Unwritten rules and perceived expectations.

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29
Q

What must be aligned to enhance organizational performance and increases financial results?

A

Culture to strategy

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30
Q

When thinking about the “Organizational Culture Tree”, what are the four parts of that tree?

A

Mission, operating principles, climate, and culture.

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31
Q

When thinking about the “Organizational Culture Tree”, what part of the tree is the mission?

A

Fruit - it represents what is produced; which are corporate results

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32
Q

When thinking about the “Organizational Culture Tree”, what part of the tree is the Operating principles?

A

Trunk - how things are done.

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33
Q

When thinking about the “Organizational Culture Tree”, what part of the tree is the climate?

A

Branches - temporal characteristics; which are things that are atmospheric and can quickly change.

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34
Q

When thinking about the “Organizational Culture Tree”, what part of the tree is the culture?

A

Roots - shared beliefs, assumptions; which are grounded an heavily rooted.

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35
Q

Can you name the four different Culture Typologies Types of 1999, by Robert Quinn and Kim Cameron?

A

Clan, Adhocracy, Hierarchy, and Market culture.

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36
Q

True or False: Clan culture acts like a community?

A

True, also known as a “Family Culture”.

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37
Q

True or False: Clan Culture is low structure and low focus?

A

False, its high structure and low focus.

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38
Q

True or False: Adhocracy Culture is high structure and high focus?

A

True

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39
Q

Adhocracy culture is entrepreneurial in nature and revolves around _______. ____, and _____.

A

Innovation, success and flexibility.

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40
Q

In what industries is Adhocracy culture mostly found?

A

Aerospace and Technology.

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41
Q

Market culture focus on _____.

A

results. It is also performance oriented.

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42
Q

True or False: Market culture is low structure and high focus.

A

True

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43
Q

In which organizational culture are employee encouraged to set goals for themselves?

A

Market Culture

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44
Q

True or False: Hierarchy culture is low focus and high structure?

A

False, its low structure and low focus.

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45
Q

Hierarchy culture is the most common culture that revolves around control, efficiency and ____ avoidance.

A

risk

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46
Q

What are the four levels of Organizational Culture? (Not topologies, but levels)

A

Cultural artifacts, shared norms, cultural values, and shared assumptions.

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47
Q

Tangible aspects of culture perceived by senses - behaviors, a language, and physical symbols. Reflect the rules and core beliefs.

A

Cultural artifacts

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48
Q

Situation - specific rules that are often not directly visible. Can be inferred from the business’s artifacts

A

Shared Norms

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49
Q

Collective beliefs, ideals, and feelings of members about things. Good, proper, valuable, and right

A

Cultural Values

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50
Q

Foundation for how people think about what happens in businesses. Represent the deepest level of culture.

A

Shared assumptions.

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51
Q

Encourages a nonjudgmental respect for the differences of others without abandoning your own cultural values or supporting the practices or beliefs of other cultures.

A

Cultural intelligence

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52
Q

Who introduced a “High-context and Low-context culture” in 1976?

A

Edward T. Hall

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53
Q

In this type of Context culture, there is a long standing networks of relationships, complex, rich history of common experience and implicit rules, and what you say may not be what you mean.

A

High-context culture

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54
Q

In this type of context culture, relationships have less history, background information is packaged with explicit communication, and what you say is what you mean.

A

Low-context culture

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55
Q

What are cultural schemas?

A

It is the mental framework on members of a cultural group interpret the world. They act as a social code to guide an individual’s behavior.

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56
Q

Name the five cultural schemas.

A

Ethnocentrism, Parochialism, Cultural Stereotypes, Cultural relativism, and Cultural determinism.

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57
Q

A belief that an individual’s cultural ways are the ONLY ways.

A

Ethnocentrism

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58
Q

A belief that an individual’s cultural ways are the BEST ways.

A

Parochialism

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59
Q

A fixed belief and overgeneralized belief about a particular group or class or people.

A

Cultural Stereotypes

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60
Q

Understanding another’s culture on its terms without judgements suing your cultural standards.

A

Cultural Relativism

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61
Q

The belief that your culture determines who you are at different levels both emotionally and behaviorally.

A

Cultural Determinism

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62
Q

What are the four “R”s of managing culture differences?

A

Recognize, Respect, Reconcile, and Realize.

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63
Q

What are the three elements of cultural development?

A

Leadership expectations, employee contributions, and historical accommodations.

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64
Q

In the development of culture, what is the element from treatment of people, decisions, value, employee’s value, dispersion of time?

A

Leadership Expectations

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65
Q

In the development of culture, what is the element from families, nationalities, religions, communities, and professional associations?

A

Employee Contributions

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66
Q

In the development of culture, what is the element from survival of coping with constant changes and establishment and maintenance of effective working relationships.

A

Historical Accommodations.

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67
Q

Which focuses on providing equal support levels to all employees , Equality or Equity?

A

Equality

68
Q

Which focuses on promoting fairness and justice via organizational structure, Equality or Equity?

A

Equity

69
Q

Which one provides additional resources to create fairness in an organization (Equality or Equity)?

A

Equity

70
Q

What are the four Diversity Dimensions?

A

Personality, Internal, External, and Organizational.

70
Q

Workplace diversity can be categorized into four dimensions that impact our:

A

personalities, perceptions, reactions, and interactions.

71
Q

What are the evolutions of diversity?

A

Diversity, Equity, Inclusion, and Belonging.

72
Q

Diversity without Inclusion can be accomplished through assimilation (T or F)

A

True

73
Q

What are four ways employee use assimilation to fit into a group? (Hint: all start with A)

A

Appearance, Affiliation, Advocacy, and Association.

74
Q

In racial and ethnic relations, what are the names of the minority groups?

A

Minority, racial, and ethnic groups.

75
Q

A subordinate group whose members have significantly less control or power over their own lives than members of the dominant group?

A

Minority Group

76
Q

A group set apart from others because of physical differences that have taken on social significance?

A

Racial Group

77
Q

A group set apart from others primarily because of its national origin or distinctive cultural patterns?

A

Ethnic Group

78
Q

1922 - 1945 (Traditionalists, Boomers, Gen X, Millennials, or Gen Z)?

A

Traditionalists

79
Q

1946 - 1965 (Traditionalists, Boomers, Gen X, Millennials, or Gen Z)?

A

Boomers

80
Q

1966 - 1977 (Traditionalists, Boomers, Gen X, Millennials, or Gen Z)?

A

Gen X

81
Q

1978 - 1995 (Traditionalists, Boomers, Gen X, Millennials, or Gen Z)?

A

Millennials

82
Q

After 1995 (Traditionalists, Boomers, Gen X, Millennials, or Gen Z)?

A

Gen Z

83
Q

What two things are done within a Preliminary Assessment of creating a diversity strategy?

A

Identify current needs and provide benchmarks

84
Q

Which factor is the relationships between employees and their peers and between employees and their managers?

A

Relational

85
Q

Which factor explain the behavior through strategies, incentives, recognition, and any other elements that increase an employee’s overall motivation to perform?

A

Motivational

86
Q

What type of behavior is the influence of company culture and power dynamics?

A

Organizational

87
Q

What type of behavior considers the influence or personality, levels of motivation, and emotional intelligence?

A

Individual

88
Q

A business’s organizational culture is made up of its expectations, values, and shared beliefs and assumptions. Its elements can be pictured as a TREE. Which element is considered the trunk of the tree; which represents how things are done?

A

Operating Principles

89
Q

A business’s organizational culture is made up of its expectations, values, and shared beliefs and assumptions. Its elements can be pictured as a TREE. What does climate represent on the tree; which also are the temporal characteristics - things that are atmospheric and can quickly change?

A

Branches

90
Q

A business’s organizational culture is made up of its expectations, values, and shared beliefs and assumptions. Its elements can be pictured as a TREE. What does the organization’s culture represent on the tree; and is the shared beliefs and assumptions which are grounded and heavily rooted.

A

Roots

91
Q

A business’s organizational culture is made up of its expectations, values, and shared beliefs and assumptions. Its elements can be pictured as a TREE. The fruit of the organizational culture tree represents what is produced; which translates to the corporate results. This is the ________.

A

Mission

92
Q

Which element of culture development has the most cultural influence on a business?

A

Leadership Expectations

93
Q

In this type of contribution, they bring with them their own personal cultures, which come from their families, communities, religions, and professional associations, as well as their nationalities.

A

Employee contributions

94
Q

Every business has to confront two major challenges that impact the development of its culture - _______ adaptation, which refers to the way that a business survives by coping with its constantly changing external environment, and _________ integration, which is concerned with establishing and maintaining effective working relationships among the members of the business.

A

external, internal

95
Q

This encourages a nonjudgmental respect for the differences of others. It does not require abandoning your own cultural values or supporting the practices or beliefs of other cultures. It improves interactions with others.

A

Cultural Intelligence

96
Q

There are several programs that con contribute to culture development. Which program is used to recognize employees when they’ve hit certain work milestones as part of a “meaningful presentation”?

A

Service Awards

97
Q

__________ award programs have a focus on employee’s achievements and milestones. They are presented as part of a meaningful presentation and don’t need to be elaborate.

A

Service

98
Q

________ rewards are used to influence the attitudes and behaviors of employees. Examples of rewards include bonds, cash, meals, plaques, stock, and time off.

A

Recognition

99
Q

_______ event programs encourage a healthy work environment to foster teamwork and improve workplace relationships. They have the potential to increase loyalty and retention of quality employees.

A

Social

100
Q

_________ programs reflect company culture and values. They require senior leaders to create a culture that is nondiscriminatory in intent and outcomes.

A

Diversity

101
Q

Which stage of diversity evolution addresses the question “How do we share organizational power?”

A

Equity

102
Q

In what stage addresses “How do we make them feel welcome?” This means actively including everybody in task and teams and using conversations and development to ensure the business is making the most of its talent. It also means that everyone has a fair basis to contribute to the business and fulfill their potential. It’s rewarding and motivating all around.

A

Inclusion

103
Q

In what stage addresses “Who do we bring into our organization?” This describes the breadth and range of talent. Appealing to the best talent includes reaching out to and attracting people from many background, ethnic heritages, genders, sexual orientations, social demographic, parts of the world, and styles of thinking.

A

Diversity

104
Q

In what stages addresses “When do they take ownership?” This is being part of a group, sharing the confidence, security, and allegiance that it brings. Belonging is both individual and collective, and is deeply programmed in our tribal nature. It matters because it’s how effort and resources are shared to get further faster.

A

Belonging

105
Q

When it comes to responsibilities of diversity , which is responsible “diversity council” or “employee resource group”. Setting goals and priorities.

A

Diversity Council, along with ensuring alignment with core business strategies.

106
Q

When it comes to responsibilities of diversity , which is responsible “diversity council” or “employee resource group”. Tracking metrics

A

Employee Resource Group, as does measuring the groups’ success.

107
Q

When it comes to responsibilities of diversity , which is responsible “diversity council” or “employee resource group”. Monitoring the process.

A

Diversity Council, as do collecting data and evaluating results.

108
Q

When it comes to responsibilities of diversity , which is responsible “diversity council” or “employee resource group”. Developing formal charters.

A

Employee Resource Group. Another responsibility of this group is providing opportunities.

109
Q

When it comes to responsibilities of diversity , which is responsible “diversity council” or “employee resource group”. Recommending actions.

A

Diversity Council. Recommending actions and identifying obstacles and opportunities.

110
Q

Which level of organizational culture has situation-specific rules that are often not directly visible?

A

Shared norms

111
Q

What result did Henry Landsberger deduce from workers who were motivated by the interest shown in them?

A

Increased productivity

112
Q

Which diversity dimension includes interests, education, appearance, and citizenship?

A

External

113
Q

It manages employees as a collective group rather than individually, involves interaction and coordination with third parties (Labor unions, work councils, professional associations, and Government ministries), and requires direct HR involvement in developing and implementing labor strategy.

A

Labor relations

114
Q

A labor union is also known as a ?

A

Trade union

115
Q

In this union, workers organized based on craft or trade.

A

Craft Union

116
Q

In this union, workers with different skills in the same industry

A

Industrial Union

117
Q

In this union, workers organized by city and region.

A

General union

118
Q

In this union, workers with professional occupations.

A

White-collar union

119
Q

Certain acts which are legal when committed by an individual become illegal when committed by a group of individuals pursuant to an agreement.

A

Conspiracy Doctrine

120
Q

A court order that compels a party to undertake or refrain from specific acts.

A

Court Injunction

121
Q

A contract between a worker and an employer in which the worker agrees not to remain in or join a union.

A

Yellow-dog contract

122
Q

It regulates the conduct and organization of the business, generally to promote fair competition for the benefit of consumers.

A

Antitrust Statute

123
Q

They are a democracy. They hold elections for officers who make decisions on behalf of the members. They’re responsible for carrying out the programs and policies approved by the delegates and running the day to day operations.

A

Union Organization

124
Q

Represent a group of employees working in one area for a particular employer. They have the most direct contact with union members, and members rely on them for social interaction, economic support, and political power. They vary greatly in size and power - less than 10 members to more than 40,000 members.

A

Local Unions

125
Q

Local unions collect dues from their member to fund ________.

A

Operations.

126
Q

_______ is when certain acts which are legal when committed by an individual become illegal when committed by a group of individuals pursuant to an agreement against a union.

A

Conspiracy Doctrine

127
Q

A local union represents a?

A

Group of employees working in one area for a particular employer. Local unions vary greatly in their size and power, ranging from less than 10 to more than 40,000 members.

128
Q

___________ is a group of unions or labor organizations formed locally or regionally to assist in bargaining efforts to improve conditions.

A

A labor federation, or federation of unions.

129
Q

___________ is a collection of local unions, typically in the same industry. Each ______ ______ has its own constitution with rules and conditions for chartering local unions and approving or disapproving local agreements.

A

A national or international union

130
Q

Union members rely on their local union for?

A

social interaction, economic support, and political power.

131
Q

True or False. Adjudication is not a labor relations strategy. It is the delivery of judgement and is the responsibility of the NLRB.

A

True

132
Q

__________ is to redefine the relationship as confrontational or collaborative. Employers that believe unions wouldn’t add to employee management programs will want to demonstrate that unions aren’t necessary for job satisfaction through strategic program such as honest open-door policies, sincere management attention to employee complaints, employee training programs, and competitive benefits programs.

A

Adaptation

133
Q

Avoidance attempts to remove the appeal of union by factually ______ _____ _______. Open channels of communication make it less likely the union will succeed.

A

exposing union issues

134
Q

In an __________ strategy, the employer is welcoming and gives consent to the union for various reasons - for example because they believe the business would be well served having a single voice representing its workforce.

A

acceptance

135
Q

________ the act of hiring more workers than needed to perform a given job – is a union ULP. Other union ULPs include restraining or threatening employees who choose not to join a union and failing to bargain in good faith.

A

Featherbedding

136
Q

______ _______ are an expensive but effective campaign tactic for influencing and gaining the support of key employees. They do, however, present potential invasion of privacy issues.

A

Home visits

137
Q

_____ ______ are less effective than other campaign tactics, but more economical and help to gauge the appropriateness of home visits.

A

Telephone calls

138
Q

_________ campaigns reach the largest audience and augment campaigns by providing information for initial interest.

A

Internet

139
Q

The goal of ________ is to point out advantages a union would bring to the workforce, this method involves distributing which employers should address with care.

A

Leafleting

140
Q

A ______ ______ bar protects a company from fighting off another union if a ____ election petition was withdrawn by the requesting party within the past six months.

A

prior petition, prior

141
Q

A _______ ______ bar blocks union campaigning if the initial year following certification of the union has not elapsed.

A

certification year

142
Q

A _______ bar precludes another election if a valid election was held during the preceding 12 months.

A

statutory

143
Q

A _______ bar prevents an election if a valid union contact already exists.

A

Contract

144
Q

An ________ may recognize the union to have a cooperative relationship with employees, or to avoid having to negotiate with a less-preferred union.

A

employer

145
Q

A union may opt to continue pressuring an employer to agree to a _______ _____ check. With over 50% of employee signatures, they can demonstrate they have the support of the bargaining unit.

A

voluntary card

146
Q

The NLRB does not “_______” to recognizing unions. They oversee the election process and certify the results based on the secret ballots of eligible employees.

A

consent

147
Q

The NRLB allows for _______ to persuade their ________ to voluntarily recognize a union. This is an agreement outside the election process.

A

employees, employer

148
Q

Yellow-dog contracts, closed shop agreements, compulsory check-off programs, and hot cargo agreements are all prohibited ______ _______ subjects.

A

collective bargaining

149
Q

Union security and management prerogatives, including designation of negotiators and recording of bargaining sessions, are permissive ______ bargaining subjects, as is contract duration.

A

contract

150
Q

In the _______ stage of the union contract negotiation process, which is the third stage, both sides of the negotiation make their opening statements and share options and possible solutions to the issue at hand.

A

proposal

151
Q

In the ______ _______ phase, which is the last phase of the union contract negotiation process, an agreement is decided on and signed by both parties. After this, the collective bargaining agreement is put into effect.

A

final agreement

152
Q

In the second stage, _______, both parties meet to set ground rules for the collective bargaining negotiation process.

A

discussion

153
Q

In the _________ stage of the negotiation process, the parties discuss potential compromises. After both sides obtain their best compromise, a non-legally binding draft agreement is created. The parties then return to their reference groups for approval.

A

bargaining

154
Q

In __________ for union contract negotiations, which is the first stage of the process, a negotiation team is chosen and examines available information to determine whether there is a strong standing for negotiations.

A

preparation

155
Q

___________ of ________ is when workers covered by the agreement must maintain their membership in the union for the duration of the contract.

A

Maintenance, membership

156
Q

_______ _____ - _______ is a voluntarily authorized and regular payroll deduction to pay off union dues instead of making separate individual payments. The payment is collected on behalf of the union.

A

Dues check-off

157
Q

An _______ _______ is one where union membership is not required. Nonunion workers must pay a fee to cover collective bargaining costs.

A

agency shop

158
Q

In a _____ ______, nonunion workers may be hired but must join the union within an agreed time.

A

Union shop

159
Q

_________ involves positioning employees at the affected employer with signs to demonstrate or protest.

A

Picketing

160
Q

_________ are when an employer refuses to allow employees to work.

A

Lockout

161
Q

A _________ is when a union attempts to influence an employer by exerting pressure on another employer. It’s an act of voluntary and intentional abstention from dealing with a business to express a protest, often for a moral, social, political, or environmental reason.

A

boycott

162
Q

Ally doctrine, alter ego doctrine, double breasting, straight-line operations, and secondary: What are these a type of?

A

boycotts

163
Q

A _______ is a refusal by employees to work, either on their own or through a union.

A

strike

164
Q
A

SPHR (1 decks)

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