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MGT-420 > Topic 7 Terms > Flashcards

Topic 7 Terms Flashcards

1
Q

3 P’s Of Organizational Performance

A

People, Profit, Planet

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2
Q

360-Degree Appraisals

A

Superiors, subordinated, peers, and customers are included in the appraisal process

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3
Q

Accomodative Strategy

A

Trying to satisfy society’s basic ethical expectations

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4
Q

Affrimative Action

A

An effort to give preference to women and minority group members who have been traditionally underrepresented

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5
Q

Age Discrimination

A

Penalizing a job holder or applicant for being age 40 or older

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6
Q

Alternative Employment

A

Working in temporary or part-time jobs, or as a freelancer

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7
Q

Amoral Manager

A

Fails to consider the ethics of his or her behavior

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8
Q

Assessment Center

A

Examines how job candidates handle simulated work situations

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9
Q

Behavioral Interviews

A

Asking job applicants about past behaviors

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10
Q

Behaviorally Anchored Rating Scale

A

Uses specific descriptions of actual behaviors to rate various levels of performance

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11
Q

Bonafide Occupational Qualifications

A

Employment criteria justified by the capacity to perform a job

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12
Q

Bonus Pay

A

One-time payments based on performance accomplishments

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13
Q

Classical View of CSR

A

Business should only focus on profits

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14
Q

Coaching

A

When an experienced employee offers performance advice to a less experiences co-worker

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15
Q

Code of Ethics

A

A formal statement of values and ethical standards

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16
Q

Collective Bargaining

A

The process of negotiating, administering and interpreting a labor contract

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17
Q

Commutative Justice

A

The degree to which a transaction is fair to all parties

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18
Q

Comparable Worth

A

Belief that persons performing similar jobs should be paid at comparable levels

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19
Q

Corporate Governance

A

The oversight of top management by a board of directors

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20
Q

Corporate Social Responsibility

A

The obligation for an organization to serve the interests of multiple stakeholders

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21
Q

Critical-Incident Technique

A

Keeping a log of employees’ effective and ineffective job behaviors

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22
Q

Cultural Relativism

A

Suggests there is no one right way to behave, and that ethical behavior is determined by the cultural contect

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23
Q

Defensive Strategy

A

Doing the minimum legally required to display social responsiblity

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24
Q

Demand Legitimacy

A

Indicates the legitimacy of a stakeholder’s interest in the organization

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25
Q

Distributive Justice

A

Focuses on whether or not outcomes are distributed fairly

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26
Q

Early Retirement Incentive Programs

A

Offer workers financial incentives to retire early

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27
Q

Employee Assistance Programs

A

Help employees cope with personal stresses and problems

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28
Q

Employee Benefits

A

Nonmonetary forms of compensation

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29
Q

Employee Privacy

A

The right to privacy while at work

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30
Q

Employee Stock Owndership Plans

A

Help employees purchase stock in their employing companies

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31
Q

Employee Value Propositions

A

A package of rewards that make talented people want to work hard for the organization

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32
Q

Employment-At-Will

A

Means that employees can be terminated at any time for any reason

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33
Q

Equal Employment Opportunity

A

The requirement that employment decisions be made without regard to sex, race, color, ethnicity, etc.

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34
Q

Ethical Dilemma

A

A situation that offers potential benefit or gain and that may also be considered unethical

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35
Q

Ethical Framework

A

A personal rule for making ethical decisions

36
Q

Ethical Imperialism

A

An attempt to impose one’s ethical standards on other cultures

37
Q

Ethics

A

Establish standards of right or wrong

38
Q

Ethical Intensity

A

The degree to which a situation is recognized to pose important ethical challenges

39
Q

Ethics Self-Governance

A

Making sure day-to-day performance is achieved ethically

40
Q

External Recruitment

A

Seeking job applicants from the outside the organization

41
Q

Family-Friendly Benefits

A

Help employees achieve better work-life balance

42
Q

Flexible Benefits

A

Program that allows employees to choose from a range of benefit options

43
Q

Gain-Sharing

A

Plan that allows employees to share in cost savings or productivity gains realized by their efforts

44
Q

Gender Discrimination

A

Employment bias toward a job seeker or job holder on the basis of the person’s physical sex

45
Q

Gender Identity Discrimination

A

Employment bias toward job holders or seekers who are lesbian, gay, bisexual, etc

46
Q

Graphic Rating Scale

A

Checklist of characteristics to evaluate performance

47
Q

Human Capital

A

The economic value or people with job-relevant knowledge, skills, abilities, etc.

48
Q

Human Resource Management

A

Process of attracting, developing, and maintaining a talented workforce

49
Q

Human Resource Planning

A

Analyzing staffing needs and taking action to fill those needs

50
Q

Immoral Manager

A

Chooses to behave unethically

51
Q

Independent Contractors

A

Hired as needed and are not part of the organization’s permanent workforce

52
Q

Individualism View Of Ethics

A

Ethical behavior advances long-term self-interests

53
Q

Instrumental Values

A

Things that help one achieve desired ends

54
Q

Interactional Justice

A

The degree to which others are treated with respect

55
Q

Internal Recruitment

A

Seeking job applicants from inside the organization

56
Q

Issue Urgency

A

Indicated the extent to which a stakeholder’s concerns need immediate attention

57
Q

Job Analysis

A

Studying exactly what is done in a job, and why

58
Q

Job Audition

A

Candidates are given short-term employment contracts to demonstrate their capabilities

59
Q

Job Discrimination

A

When someone is denied a job or work assignment for reasons that are not job relevant

60
Q

Job Rotation

A

People switch tasks to learn multiple jobs

61
Q

Job Specifications

A

Lists the qualifications required of a job holder

62
Q

Justice View Of Ethics

A

Treat people impartially and fairly

63
Q

Labor Contract

A

A formal agreement between a union and an employer about the terms of work for union members

64
Q

Labor Union

A

An organization that deals with employers on the workers’ collective behalf

65
Q

Leniency

A

The tendency to give higher performance rating than deserved

66
Q

Management Development

A

Training to improve knowledge and skills

67
Q

Mentoring

A

Assigns new hires and early-career employees as mentees to more senior employees

68
Q

Merit Pay

A

Awards pay increases in proportion to performance contributions

69
Q

Moral Absolutism

A

Says the ethical standards apply universally across all cultures

70
Q

Moral Manager

A

Makes ethical behavior a personal goal

71
Q

Moral Rights Views

A

View that ethical behavior respects and protects fundamental rights

72
Q

Obstructionist Strategy

A

Strategy that tries to avoid and resist pressures for social responsobility

73
Q

Onboarding

A

A longer-term process of engaging news hires with the organization’s mission, culture, people,etc.

74
Q

Orientation

A

Initially familiarizes new employees with their new jobs

75
Q

Pay Discrimination

A

Occurs when men and women are paid differently for doing the same work

76
Q

Performance Assessment

A

Process of formally evaluating performance and providing feedback

77
Q

Performance Coaching

A

Provides frequent and developmental feedback for how a worker can improve job performance

78
Q

Performance Management System

A

Sets standards, assesses results, and plans for performance improvements

79
Q

Permatemps

A

Workers employed in a temporary status for an extended period of time

80
Q

Pregranacy Discrimination

A

Penalizes female job holders or applicants for being pregnant

81
Q

Proactive Strategy

A

Strategy that actively pursues social responsibility by taking discretionary actions to make things better in the future

82
Q

Procedural Justice

A

Concerned that policies and rules are fairly applied

83
Q

Profit-Sharing

A

Plans that distribute employees a proportion of net profits earned by the organization

84
Q

Psychological Contracts

A

Summarize mutually beneficial exchanges of values between individuals and organizations

85
Q

Realistic Job Review

A

Providing job candidates with all pertinent information about a job and an organization, both positive and negative

MGT-420 (7 decks)

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