Test Flashcards
SWOT
STRENGTH, WEAKNESSES INTERNAL
OPPORTUNITIES, THREATS EXTERNAL
Traditional view of strategy
Strategy is developed after a thorough analysis of the environment and used to forecast strategy for the next 5 to 10 years
Modern view strategy
pattern in a stream of decisions of actions
It’s what organizations actually do rather than what they intend to do
Self-service HR
Giving employees control of HR transactions
Employees take greater responsibility for their careers
Outsourcing HR
Have another company manage certain HR functions
Six Sigma
Quality control
very low defect rate
6 sigmas on both sides
Forms of organizational structure
- Complexity
- Formalization
- Centralization
Complexity Structure
3 types of differentiation
1. Vertical
2. Horizontal
3. Spatial
Formalization
Degree to which jobs are standardized within the organization
To what extent are there policies, procedures and rules that program the jobs of employees
Centralization
Degree to which decision making is concentrated within the organization
Administrative Linkage
No linkage betweeen HR and strategy
One way linkage
HR is informed of company’s strategy, but does not contribute to strategy formulation
Two-way linkage
First HR is informed of various potential strategies
HR provides feedback
A strategy is selected and HR is informed of the selection
Integrative Linkage
HR is an integral component of strategy formulation and implementation
Senior HR representatives are present during development and implementation phases
Employer Reactions to 1991 Act
- OUCH Test
- Four fifths rule
Ouch
- Objective
- Fact based and quantifiable, not emotional or subjective - Uniform in application
- Apply the same tests in the same ways - can’t tailor the test for, or against a protected group - Consistent in effect
- Ensure the result is not significantly different for different groups (where 4/5s come into play - Has job relatedness
Disparate or adverse treatment
Differing treatment of individuals, where the differences are based on the individuals race, color, religion, sex, national origin, age, or disability status
Pattern or practice
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
Defenses to discrimination
- Business Necessity
- Job relatedness
- Necessary and essential functions
Business necessity
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
Job relatedness
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
Who harasses the most
Coworkers
Sexual harassment
- Quid Pro Quo
- Hostile work environment
Quid Pro Quo
Occurs when some type of benefit or punishment is made contingent on the employee submitting to sexual advances
Generally supervisor- subordinate
Hostile work environment
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
For the organization to be liable for SH
- The plaintiff did not solicit or incite the advances
- 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
Employer Prohibitions
- Retaliation
- Constructive Discharge
Retaliation
Any adverse employment action
Firings, demotions, schedule reductions or changes that harm the individual employee
Constructive dischaarge
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
Thirteenth Amendment
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
Fourteenth Amendment
No state shall make or enforce any law which shall abridge the privileges or immunities of citizens of the united states
OSHA
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
ADA
Americans with Disabilities Act
Prohibits discrimination against individuals with disabilities in all areas of public life
Disability
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
ADA
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
Other ADA Limitations
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
Reasonably accommodation not required if:
- Not requested by individual
- Applicant does not meet job qualifications
- Accommodation would lower quality standards
- Accommodation is the provision of personal use items
Mechanistic job design
-Structure work so that a child could do it
- Criticized in that jobs are very simple and lack any significant meaningfulness
Job characteristics model
- Skill variety - extent to which a variety of skills are used
- task identity - degree to which workers complete a whole piece of work from beginning to end
- Task significance - extent to which the work has an impact on others lives
- Autonomy - degree to which
individuals may exercise their own discretion and decision making - Feedback - degree to which individuals receive clear information regarding their performance from the work itself
Motivational Theory
Motivation = Expectancy x Instrumentality x Valence
Biological Job design
- based on ergonomics
- minimize physical strain on the worker
redesign of machines and equipment
Perceptual-motor job design
- design jobs not to exceed individuals mental capabilities and limitations
- Multi-tasking, stress and distractions reduce mental ability
