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Human Resource Management > Test > Flashcards

Test Flashcards

1
Q

SWOT

A

STRENGTH, WEAKNESSES INTERNAL
OPPORTUNITIES, THREATS EXTERNAL

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2
Q

Traditional view of strategy

A

Strategy is developed after a thorough analysis of the environment and used to forecast strategy for the next 5 to 10 years

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3
Q

Modern view strategy

A

pattern in a stream of decisions of actions
It’s what organizations actually do rather than what they intend to do

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4
Q

Self-service HR

A

Giving employees control of HR transactions
Employees take greater responsibility for their careers

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5
Q

Outsourcing HR

A

Have another company manage certain HR functions

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6
Q

Six Sigma

A

Quality control
very low defect rate
6 sigmas on both sides

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7
Q

Forms of organizational structure

A
  1. Complexity
  2. Formalization
  3. Centralization
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8
Q

Complexity Structure

A

3 types of differentiation
1. Vertical
2. Horizontal
3. Spatial

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9
Q

Formalization

A

Degree to which jobs are standardized within the organization
To what extent are there policies, procedures and rules that program the jobs of employees

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10
Q

Centralization

A

Degree to which decision making is concentrated within the organization

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11
Q

Administrative Linkage

A

No linkage betweeen HR and strategy

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12
Q

One way linkage

A

HR is informed of company’s strategy, but does not contribute to strategy formulation

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13
Q

Two-way linkage

A

First HR is informed of various potential strategies
HR provides feedback
A strategy is selected and HR is informed of the selection

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14
Q

Integrative Linkage

A

HR is an integral component of strategy formulation and implementation
Senior HR representatives are present during development and implementation phases

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15
Q

Employer Reactions to 1991 Act

A
  1. OUCH Test
  2. Four fifths rule
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16
Q

Ouch

A
  1. Objective
    - Fact based and quantifiable, not emotional or subjective
  2. Uniform in application
    - Apply the same tests in the same ways - can’t tailor the test for, or against a protected group
  3. Consistent in effect
    - Ensure the result is not significantly different for different groups (where 4/5s come into play
  4. Has job relatedness
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17
Q

Disparate or adverse treatment

A

Differing treatment of individuals, where the differences are based on the individuals race, color, religion, sex, national origin, age, or disability status

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18
Q

Pattern or practice

A

When a person or group engages in a sequence of actions over a significant period of time that is intended to deny the rights provided by Title 7 of the 1964 Civil Rights Act to a member of a protected class

Suit generally brought by EEOC or US Attorney General

19
Q

Defenses to discrimination

A
  1. Business Necessity
  2. Job relatedness
  3. Necessary and essential functions
20
Q

Business necessity

A

Exists when a particular practice is necessary for the safe and efficient operation of the business and when there is a specific business purpose for applying a particular standard that may be discriminatory

Prohibited as a defense against disparate treatment and must be combined with job relatedness

21
Q

Job relatedness

A

Exists when a test for employment is a legitimate measure of an individual’s ability to do the necessary and essential functions of the job

22
Q

Who harasses the most

A

Coworkers

23
Q

Sexual harassment

A
  1. Quid Pro Quo
  2. Hostile work environment
24
Q

Quid Pro Quo

A

Occurs when some type of benefit or punishment is made contingent on the employee submitting to sexual advances

Generally supervisor- subordinate

25
Q

Hostile work environment

A

Harassment that occurs when someone’s behavior at work creates an environment that is sexual in nature or makes it difficult for someone of a particular sex to work in that environment

Is the average person who would look at the situation and its intensity to determine whether the accused person was wrong in their actions

26
Q

For the organization to be liable for SH

A
  1. The plaintiff did not solicit or incite the advances
  2. The harassment was undesirable and severe enough to alter the terms, conditions and privileges of employment

Courts will want to know:
1. Did the employer know about, or should the employer have known about, the harassment
2. Did the employer act to stop the harassement

27
Q

Employer Prohibitions

A
  1. Retaliation
  2. Constructive Discharge
28
Q

Retaliation

A

Any adverse employment action

Firings, demotions, schedule reductions or changes that harm the individual employee

29
Q

Constructive dischaarge

A

Suffered harassment or discrimination so intolerable that a reasonable person in the same position would have felt compelled to resign

The employee’s reaction to the workplace situation is reasonable given the totality of circumstances

30
Q

Thirteenth Amendment

A

Neither slavery nor involuntary servitude except as punishment for crime whereof the party shall have been duly convicted, exist within the united states or any place subject to their jurisdiction

31
Q

Fourteenth Amendment

A

No state shall make or enforce any law which shall abridge the privileges or immunities of citizens of the united states

32
Q

OSHA

A

Occupational safety and health administration

Workplace safety
Under the Us department of labor
Establish and enforce occupational safety and health standards
All places of employment engaged in interstate commerce

33
Q

ADA

A

Americans with Disabilities Act

Prohibits discrimination against individuals with disabilities in all areas of public life

34
Q

Disability

A

Has a physical or mental impairment that substantially limits one or more major life activities

Has a history or record of such an impairment

Is perceived by others as having such an impairment

35
Q

ADA

A

Reasonable accommodation
- An accommodation made by employer to allow someone who is disabled but otherwise qualified to perform the essential functions of the job

Essential functions
Something done routinely and frequently on the job
Done on occasion but is an important part of the job
May never be performed by the employee, but if it were necessary, it would be critical that it be done right

36
Q

Other ADA Limitations

A

Fundamental alteration:
- A change that is so significant that it alters the essential nature of the goods, services, facilities, privileges, advantages or accommodations offered

Safe operation:
- Legitimate safety requirements make it necessary to exclude or isolate a person with a disability they must be based on actual risks, no stereotypes or generalizations

Direct threat:
- A significant risk to the health or safety of others that cannot be eliminated

37
Q

Reasonably accommodation not required if:

A
  • Not requested by individual
  • Applicant does not meet job qualifications
  • Accommodation would lower quality standards
  • Accommodation is the provision of personal use items
38
Q

Mechanistic job design

A

-Structure work so that a child could do it
- Criticized in that jobs are very simple and lack any significant meaningfulness

39
Q

Job characteristics model

A
  1. Skill variety - extent to which a variety of skills are used
  2. task identity - degree to which workers complete a whole piece of work from beginning to end
  3. Task significance - extent to which the work has an impact on others lives
  4. Autonomy - degree to which
    individuals may exercise their own discretion and decision making
  5. Feedback - degree to which individuals receive clear information regarding their performance from the work itself
40
Q

Motivational Theory

A

Motivation = Expectancy x Instrumentality x Valence

41
Q

Biological Job design

A
  • based on ergonomics
  • minimize physical strain on the worker
    redesign of machines and equipment
42
Q

Perceptual-motor job design

A
  • design jobs not to exceed individuals mental capabilities and limitations
  • Multi-tasking, stress and distractions reduce mental ability
43
Q
A

Human Resource Management (2 decks)

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