Topic 7 Terms Flashcards
3 P’s Of Organizational Performance
People, Profit, Planet
360-Degree Appraisals
Superiors, subordinated, peers, and customers are included in the appraisal process
Accomodative Strategy
Trying to satisfy society’s basic ethical expectations
Affrimative Action
An effort to give preference to women and minority group members who have been traditionally underrepresented
Age Discrimination
Penalizing a job holder or applicant for being age 40 or older
Alternative Employment
Working in temporary or part-time jobs, or as a freelancer
Amoral Manager
Fails to consider the ethics of his or her behavior
Assessment Center
Examines how job candidates handle simulated work situations
Behavioral Interviews
Asking job applicants about past behaviors
Behaviorally Anchored Rating Scale
Uses specific descriptions of actual behaviors to rate various levels of performance
Bonafide Occupational Qualifications
Employment criteria justified by the capacity to perform a job
Bonus Pay
One-time payments based on performance accomplishments
Classical View of CSR
Business should only focus on profits
Coaching
When an experienced employee offers performance advice to a less experiences co-worker
Code of Ethics
A formal statement of values and ethical standards
Collective Bargaining
The process of negotiating, administering and interpreting a labor contract
Commutative Justice
The degree to which a transaction is fair to all parties
Comparable Worth
Belief that persons performing similar jobs should be paid at comparable levels
Corporate Governance
The oversight of top management by a board of directors
Corporate Social Responsibility
The obligation for an organization to serve the interests of multiple stakeholders
Critical-Incident Technique
Keeping a log of employees’ effective and ineffective job behaviors
Cultural Relativism
Suggests there is no one right way to behave, and that ethical behavior is determined by the cultural contect
Defensive Strategy
Doing the minimum legally required to display social responsiblity
Demand Legitimacy
Indicates the legitimacy of a stakeholder’s interest in the organization
Distributive Justice
Focuses on whether or not outcomes are distributed fairly
Early Retirement Incentive Programs
Offer workers financial incentives to retire early
Employee Assistance Programs
Help employees cope with personal stresses and problems
Employee Benefits
Nonmonetary forms of compensation
Employee Privacy
The right to privacy while at work
Employee Stock Owndership Plans
Help employees purchase stock in their employing companies
Employee Value Propositions
A package of rewards that make talented people want to work hard for the organization
Employment-At-Will
Means that employees can be terminated at any time for any reason
Equal Employment Opportunity
The requirement that employment decisions be made without regard to sex, race, color, ethnicity, etc.
Ethical Dilemma
A situation that offers potential benefit or gain and that may also be considered unethical
Ethical Framework
A personal rule for making ethical decisions
Ethical Imperialism
An attempt to impose one’s ethical standards on other cultures
Ethics
Establish standards of right or wrong
Ethical Intensity
The degree to which a situation is recognized to pose important ethical challenges
Ethics Self-Governance
Making sure day-to-day performance is achieved ethically
External Recruitment
Seeking job applicants from the outside the organization
Family-Friendly Benefits
Help employees achieve better work-life balance
Flexible Benefits
Program that allows employees to choose from a range of benefit options
Gain-Sharing
Plan that allows employees to share in cost savings or productivity gains realized by their efforts
Gender Discrimination
Employment bias toward a job seeker or job holder on the basis of the person’s physical sex
Gender Identity Discrimination
Employment bias toward job holders or seekers who are lesbian, gay, bisexual, etc
Graphic Rating Scale
Checklist of characteristics to evaluate performance
Human Capital
The economic value or people with job-relevant knowledge, skills, abilities, etc.
Human Resource Management
Process of attracting, developing, and maintaining a talented workforce
Human Resource Planning
Analyzing staffing needs and taking action to fill those needs
Immoral Manager
Chooses to behave unethically
Independent Contractors
Hired as needed and are not part of the organization’s permanent workforce
Individualism View Of Ethics
Ethical behavior advances long-term self-interests
Instrumental Values
Things that help one achieve desired ends
Interactional Justice
The degree to which others are treated with respect
Internal Recruitment
Seeking job applicants from inside the organization
Issue Urgency
Indicated the extent to which a stakeholder’s concerns need immediate attention
Job Analysis
Studying exactly what is done in a job, and why
Job Audition
Candidates are given short-term employment contracts to demonstrate their capabilities
Job Discrimination
When someone is denied a job or work assignment for reasons that are not job relevant
Job Rotation
People switch tasks to learn multiple jobs
Job Specifications
Lists the qualifications required of a job holder
Justice View Of Ethics
Treat people impartially and fairly
Labor Contract
A formal agreement between a union and an employer about the terms of work for union members
Labor Union
An organization that deals with employers on the workers’ collective behalf
Leniency
The tendency to give higher performance rating than deserved
Management Development
Training to improve knowledge and skills
Mentoring
Assigns new hires and early-career employees as mentees to more senior employees
Merit Pay
Awards pay increases in proportion to performance contributions
Moral Absolutism
Says the ethical standards apply universally across all cultures
Moral Manager
Makes ethical behavior a personal goal
Moral Rights Views
View that ethical behavior respects and protects fundamental rights
Obstructionist Strategy
Strategy that tries to avoid and resist pressures for social responsobility
Onboarding
A longer-term process of engaging news hires with the organization’s mission, culture, people,etc.
Orientation
Initially familiarizes new employees with their new jobs
Pay Discrimination
Occurs when men and women are paid differently for doing the same work
Performance Assessment
Process of formally evaluating performance and providing feedback
Performance Coaching
Provides frequent and developmental feedback for how a worker can improve job performance
Performance Management System
Sets standards, assesses results, and plans for performance improvements
Permatemps
Workers employed in a temporary status for an extended period of time
Pregranacy Discrimination
Penalizes female job holders or applicants for being pregnant
Proactive Strategy
Strategy that actively pursues social responsibility by taking discretionary actions to make things better in the future
Procedural Justice
Concerned that policies and rules are fairly applied
Profit-Sharing
Plans that distribute employees a proportion of net profits earned by the organization
Psychological Contracts
Summarize mutually beneficial exchanges of values between individuals and organizations
Realistic Job Review
Providing job candidates with all pertinent information about a job and an organization, both positive and negative
