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SHRM /HRCI > WORK PLACE > Flashcards

WORK PLACE Flashcards

1
Q

Amendments to U.S. Americans with Disabilities Act covering the definition of individuals regarded as having a disability, mitigating measures, and other rules of construction to guide the analysis of what constitutes a disability.

A

ADA Amendments Act (ADAAA)

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2
Q

Type of discrimination that results when a neutral policy has a discriminatory effect; also known as disparate impact.

A

Adverse impact

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3
Q

U.S. act that prohibits discrimination in the workplace on the basis of age

A

.Age Discrimination in Employment Act (ADEA)

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4
Q

Modification of the U.S. Constitution or a

U.S. law.

A

Amendment

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5
Q

U.S. act that prohibits discrimination against a qualified individual with a disability because of his/her disability.

A

Americans with Disabilities Act (ADA)

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6
Q

Expected monetary loss for an asset due to a risk over a one-year period; calculated by multiplying single loss expectancy by annualized rate of occurrence.

A

Annualized loss expectancy (ALE)

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7
Q

Employees who work outside their home countries.

A

Assignees

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8
Q

A proposal presented to a legislative body for possible enactment as a statute.

A

Bill

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9
Q

Principles of conduct within an organization that guide decision making and behavior; also known as code of ethics.

A

Code of conduct

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10
Q

Concept that jobs filled primarily by women that require skills, effort, responsibility, and working conditions comparable to similar jobs filled primarily by men should have the same classifications and salaries.

A

Comparable worth

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11
Q

State of being in accordance with all national, federal, regional, and/or local laws, regulations, and/or other government authorities and requirements applicable to the places in which an organization operates.

A

Compliance

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12
Q

Protocol that an organization implements when an identified risk event occurs.

A

Contingency plan

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13
Q

Concept that a corporation has an impact on the lives of its stakeholders and the environment, encompassing such areas as corporate governance, philanthropy, sustainability, employee rights, social change, volunteerism, corporate- sponsored community programs, and workplace safety.

A

Corporate social responsibility (CSR)

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14
Q

Physical or mental impairment that substantially limits one’s major life activities.

A

Disability

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15
Q

Type of discrimination that results when a neutral policy has a discriminatory effect; also known as adverse impact.

A

Disparate impact

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16
Q

Type of discrimination that occurs when an applicant or employee is treated differently because of his or her membership in a protected class.

A

Disparate treatment

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17
Q

Differences in people’s characteristics (such as socioeconomic status, beliefs, personality, thought processes, work style, race, age, ethnicity, gender, religion, education, job function, etc.).

A

Diversity

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18
Q

Set of behavioral guidelines that an organization expects all of its directors, managers, and employees to follow, in order to ensure appropriate moral and ethical business standards.

A

Ethics

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19
Q

Refers to the socially constructed system that associates masculinity or femininity with certain roles, behaviors, activities, and attributes.

A

Gender

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20
Q

Refers to one’s internal, personal sense of being a man or a woman (or boy or girl), which may or may not be the same as one’s sexual assignment at birth.

A

Gender identity

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21
Q

Globalization strategy that emphasizes consistency of approach, standardization of processes, and a common corporate culture across global operations.

A

Global integration (GI) strategy

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22
Q

Monies sent back home by migrants working in foreign countries.

A

Global remittances

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23
Q

Status of growing interconnectedness and interdependency among countries, people, markets, and organizations worldwide.

A

Globalization

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24
Q

Characteristic of an organization with a strong global image but an equally strong local identity.

A

“Glocalization”

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25
Q

Potential harm, often associated with a condition or activity that, if left uncontrolled, can result in injury or damage to persons or property.

A

Hazard

26
Q

Occurs when sexual or other discriminatory conduct is so severe and pervasive that it interferes with an individual’s performance; creates an intimidating, threatening, or humiliating work environment; or perpetuates a situation that affects the employee’s psychological well-being.

A

Hostile environment harassment

27
Q

Extent to which diversity is embraced in management of people, products/ services, and branding.

A

Identity alignment

28
Q

Extent to which each person in an organization feels welcomed, respected, supported, and valued as a team member.

A

Inclusion

29
Q

Metrics that provide an early signal of increasing risk exposures for an enterprise.

A

Key risk indicators (KRIs)

30
Q

Globalization strategy that emphasizes adapting to the needs of local markets and allows subsidiaries to develop unique products, structures, and systems.

A

Local responsiveness (LR) strategy

31
Q

Situation in which one party engages in risky behavior knowing that it is protected against the risk because another party will incur any resulting loss.

A

Moral hazard

32
Q

Organization that owns or controls production or services facilities in one or more countries other than the home country.

A

Multinational enterprise (MNE)

33
Q

Refers to the country (including those that no longer exist) of one’s birth or of one’s ancestors’ birth.

A

National origin

34
Q

Practice of contracting a part of business processes or production to an external company in a country that is relatively close (e.g., within the same own region).

A

Near-shoring

35
Q

Medical condition or disorder, other than one resulting from an occupational injury, caused by exposure to environmental factors associated with employment.

A

Occupational illness

36
Q

Injury that results from a work-related accident or exposure involving a single incident in the work environment.

A

Occupational injury

37
Q

Method by which an organization relocates its processes or production to an international location through subsidiaries or third-party affiliates.

A

Offshoring

38
Q

Relocation of business processes or production to a lower-cost location inside the same country as the business.

A

Onshoring

39
Q

Situation in which an agent (e.g., an employee) makes decisions for a principal (e.g., an employer) potentially on the basis of personal incentives that may not be aligned with the principal’s incentives.

A

Principal-agent problem

40
Q

Extent to which underlying operations such as IT, finance, or HR integrate across locations.

A

Process alignment

41
Q

People who are covered under a particular federal or state antidiscrimination law

A

Protected class

42
Q

Process by which an organization moves an employee out of an international assignment; can involve moving back to the home country, moving to a different global location, or moving to a new location or position in the current host country.

A

Redeployment

43
Q

Rule or order issued by an administrative agency of government, which usually has the force of law.

A

Regulation

44
Q

Process by which employees returning from international assignments reintegrate into their home country’s culture, conditions and employment.

A

Repatriation

45
Q

Amount of uncertainty that remains after all risk management efforts have been exhausted.

A

Residual risk

46
Q

Innovations created for or by emerging- economy markets and then imported to developed-economy markets.

A

Reverse innovation

47
Q

Uncertainty that has an effect on an objective, where effect outcomes may include opportunities, losses, and threats.

A

Risk

48
Q

Amount of uncertainty an organization is willing to pursue or to accept to attain its risk management goals.

A

Risk appetite

49
Q

An action taken to manage a risk.

A

Risk control

50
Q

System for identifying, evaluating, and controlling actual and potential risks to an organization, and which typically incorporate mitigation and/or response strategies, including the use of insurance.

A

Risk management

51
Q

An organization’s desired gain or acceptable loss in value.

A

Risk position

52
Q

Tool used to gather individual assessments of various characteristics of risk (e.g., frequency of occurrence; degree of impact, loss, or gain for the organization; degree of efficacy of current controls).

A

Risk scorecard

53
Q

Amount of uncertainty an organization is willing to pursue or to accept to attain its risk management goals.

A

Risk tolerance

54
Q

Expected monetary loss every time a risk occurs; calculated by multiplying asset value by exposure factor.

A

Single loss expectancy (SLE)

55
Q

Practice of purchasing and using resources wisely by balancing economic, social, and environmental concerns, with the goal of securing the interests of present and future generations.

A

Sustainability

56
Q

Economic, social, and environmental impact metrics used to determine an organization’s success.

A

Triple bottom line

57
Q

Process by which a retirement benefit becomes nonforfeitable.

A

Vesting

58
Q

Action of rejecting a bill or statute.

A

VETO

59
Q

Legal doctrine under which a party can be held liable for the wrongful actions of another party.

A

Vicarious liability

60
Q

Any fixed, recurring period of 168 consecutive hours (7 days times 24 hours = 168 hours).

A

Workweek

SHRM /HRCI (5 decks)

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