Chapter 11 Management39 cards

Tagged as: government, religion, psychology, accounting, physics, business, criminal justic, law, economics, algebra, math

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1

Under numerous major federal employment laws subject to review by several federal agencies, what factors may not be considered in employment decisions?

Sex, age, religion, color, national origin, race, disability, and pregnancy unless they reasonably qualify as BFOQs

2

What are the two important criteria used to decide whether companies have wrongly discriminated against someone?

Disparate treatment (intentional discrimination) and adverse impact(unintentional discrimination).

3

What are the two kidns of sexual harassment?

quid pro quo and hostile work environment.

4

What is the first step to recruiting?

Job analysis: used to write job description of tasks, duties, responsibilities and job specifications indicating knowledge, skills, and abilities needed to perform the job.

5

What do accurate selection procedures entail?

valid, legally defendable, and improve performance.

6

What are the three kinds of job interviews?

unstructured, structured, and semistructured

7

What are the main training objectives?

impart info/knowledge, develop analytic and problem solving skills, practice/learn/change behaviors.

8

Keys to successful performance appraisal

accurately measuring job performance and effectively sharing performance feedback with employees.

9

Three basic kinds of compensation decisions

pay level, pay variability, and pay structure. pay level- job evaluation

10

What are different kinds of pay variability?

Piecework, commission, profit sharing, employee stock ownership plans, stock options.

11

What are the different kinds of pay structure?

Hierarchical and compressed.

12

Human resource management (HRM)

finding, developing, keeping right ppl to form qualified work force.

13

Bona fide Occupational Qualification (BFOQ)

Exception in employment law permitting sex, age, religion, andthe like to be used when making employment decisions, only if reasonably necessary to normal operation of the business. Strictly monitored by Equal Employment Opportunity Commission.

14

Disparate Treatment

intentional discrimination occurring when ppl are purposely not given same hiring,l promotion, or membership opportunities

15

Adverse impact

unintentional discrimination occurs when members of a particular race, sex, or ethnic group are unintentionally harmed/disadvantaged b/c they are hired, promoted, or trained at substantially lower rates than others.

16

Four-fifths (80%) rule

used by courts/EEOC to determine whether evidence of adverse impact. If selection rate for protected group is less than 80% of selection rate for nonprotected group.

17

Quid pro quo sexual harassment

when employment outcomes depend on whether individual submits to sexual harassment.

18

Hostile work Environment

sexual harassment creates intimidating/offensive work environment.

19

Validation

determining how well a selection test/procedure predicts future job performance.

20

Cognitive Ability Tests

measure extent to which applicants have abilities in perceptual speed, verbal comprehension, numerical aptitude, general reasoning, and spacial aptitude.

21

Biographical Data

Surveys asking applicants about personal background and life experiences.

22

Assessment centers

series of managerial simulations used to determine applicants' capability for management.

23

Unstructured Interviews

interviewers are free to ask applicants anything they want

24

Structured interviews

all applicants are asked same set of standardized questions, usually including situational, behavioral, background, and job-knowledge questions.

25

Behavioral observation scales (BOSs)

rating scales that indicate how frequently workers perform behaviors that are relevant to the tasks critical to successful job performance.

26

360-degree feedback

performance appraisal process where feedback is obtained from boss, subordinates, peers/coworkers, and employees themselves.

27

Employee separation

voluntary or involuntary loss of an employee.

28

Job evaluation

determines worth of each job in a company by evaluating market value of knowledge, skills, and requirements needed to perform it.

29

Piecework

Compensation system where employees are paid set rate for each item they produce.

30

Profit sharing

company pays % of profits to employees in addition to regular compensation.

31

Employee stock ownership plan (ESOP)

awards employees shares of company stock in addition to regular compensation.

32

Stock Options

gives employees right to purchase shares of stock at set price, even if value of stock increases above the price.

33

Wrongful Discharge

Doctrine requiring managers to have a job-related reason for discharging an employee

34

Outplacement Services

employment-counseling services offered to employees that were let go due to downsizing

35

Early retirement incentive programs (ERIPs)

Programs that offer financial benefits to employees to encourage early retirement.

36

Phased retirement

Transition to retirement by gradually reducing number of work hours until full retirement.

37

Employee Turnover

Loss of employees who voluntarily choose to leave the company.

38

Functional turnover

loss of poor performing employee who voluntarily choose to leave.

39

Dysfunctional Turnover

loss of high performing employees who voluntarily choose to leave.