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SHRM > Workplace > Flashcards

Workplace Flashcards

1
Q

Adverse Impact

A

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

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2
Q

Amendment

A

Modification of the U.S. Constitution or a U.S. law.

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3
Q

Annualized Loss Expectancy (ALE)

A

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.

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4
Q

Assignees

A

Employees who work outside their home countries.

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5
Q

Bill

A

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

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6
Q

Code of Conduct

A

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

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7
Q

Comparable Worth

A

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.

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8
Q

Compliance

A

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.

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9
Q

Contingency Plan

A

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

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10
Q

Corporate Social Responsibility (CSR)

A

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

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11
Q

Disparate Impact

A

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

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12
Q

Disparate Treatment

A

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

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13
Q

Diversity

A

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

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14
Q

Diversity Council

A

Task force created to define a diversity and inclusion initiative and guide the development and implementation process.

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15
Q

Duty of Care

A

Principle that organizations should take all steps that are reasonably possible to ensure the health, safety, and well-being of employees and protect them from foreseeable injury.

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16
Q

Employee Resource Group (ERG)

A

Voluntary group for employees who share a particular diversity dimension (race, religion, ethnicity, sexual orientation, etc.); also known as affinity group or network group.

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17
Q

Employees

A

Individuals who exchange work for wages or salary; in the U.S., workers who are covered by Fair Labor Standards Act regulations as determined by the IRS.

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18
Q

Employment Practices Liability Insurance (EPLI)

A

Type of liability insurance covering an organization against claims by employees, former employees, and employment candidates alleging that their legal rights in the employment relationship have been violated.

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19
Q

Ethics

A

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.

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20
Q

Exempt Employees

A

Employees who are excluded from U.S. Fair Labor Standards Act minimum wage and overtime pay requirements.

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21
Q

Gender

A

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

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22
Q

Gender Identity

A

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.

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23
Q

General Duty Clause

A

Statement in U.S. Occupational Safety and Health Act that requires employers subject to OSHA to provide employees with a safe and healthy work environment.

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24
Q

Global Integration (GI) Strategy

A

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

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25
Q

Global Remittances

A

Monies sent back home by migrants working in foreign countries.

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26
Q

Globalization

A

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

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27
Q

“Glocalization”

A

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

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28
Q

Governance

A

System of rules and processes set up by an organization to ensure its compliance with local and international laws, accounting rules, ethical norms, internal codes of conduct, and other standards.

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29
Q

Hazard

A

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

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30
Q

Hostile Environment Harassment

A

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.

31
Q

Identity Alignment

A

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

32
Q

Inclusion

A

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

33
Q

Key Risk Indicators (KRIs)

A

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

34
Q

Local Responsiveness (LR) Strategy

A

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

35
Q

Moral Hazard

A

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.

36
Q

Multinational Enterprise (MNE)

A

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

37
Q

National Origin

A

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

38
Q

Near-Shoring

A

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).

39
Q

Nonexempt Employees

A

Employees covered under U. S. Fair Labor Standards Act regulations, including minimum wage and overtime pay requirements.

40
Q

Occupational Illness

A

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

41
Q

Occupational Injury

A

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

42
Q

Offshoring

A

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

43
Q

Onshoring

A

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

44
Q

Overtime Pay

A

Required for nonexempt workers under U. S Fair Labor Standards Act at 1.5 times the regular rate of pay for hours over 40 in a workweek.

45
Q

Principal-Agent Problem

A

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.

46
Q

Process Alignment

A

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

47
Q

Protected Class

A

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

48
Q

Prudent Person Rule

A

States that a fiduciary of a plan covered by the U.S. Employee Retirement Income Security Act has legal and financial obligations not to take more risks when investing employee benefit program funds than a reasonably knowledgeable, prudent investor would under similar circumstances.

49
Q

Public Comment Period

A

Time allowed for the public to express its views and concerns regarding an action of an administrative agency.

50
Q

Quid Pro Quo Harassment

A

Type of sexual harassment that occurs when an employee is forced to choose between giving in to a superior’s sexual demands and forfeiting an economic benefit such as a pay increase, a promotion, or continued employment.

51
Q

Redeployment

A

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.

52
Q

Regulation

A

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

53
Q

Repatriation

A

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

54
Q

Residual Risk

A

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

55
Q

Reverse Innovation

A

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

56
Q

Risk

A

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

57
Q

Risk Appetite

A

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

58
Q

Risk Control

A

An action taken to manage a risk.

59
Q

Risk Management

A

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.

60
Q

Risk Position

A

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

61
Q

Risk Scorecard

A

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).

62
Q

Risk Tolerance

A

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

63
Q

Sex

A

Classification of people as male or female.

64
Q

Sexual Orientation

A

Sexual, romantic, or emotional/spiritual attraction that one feels for persons of the opposite sex or gender, the same sex or gender, or both sexes and more than one gender.

65
Q

Single Loss Expectancy (SLE)

A

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

66
Q

Sustainability

A

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.

67
Q

Triple Bottom Line

A

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

68
Q

Uniform Guidelines on Employee Selection Procedures

A

Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination.

69
Q

Vesting

A

Process by which a retirement benefit becomes nonforfeitable.

70
Q

Veto

A

Action of rejecting a bill or statute.

71
Q

Vicarious Liability

A

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

72
Q

Weingarten Rights

A

Union employees’ right in U.S. to have a union representative or coworker present during an investigatory.

73
Q

Workweek

A

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

SHRM (8 decks)

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