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Get faster at matching terms Terms in this set (96)Scott is a manager at a large electronics company. His primary role within the organization is to plan for the "people needs" of the business, and then attract, develop and retain an effective workforce. Scott is involved in ________ management. human resource (HR) When an organization evaluates people based on the economic or productive potential of their knowledge, experience, and actions they are viewing them as ________. human capital "Using the brains instead of their brawn" BEST describes ________ workers. knowledge. Developing a systematic, comprehensive strategy for understanding current employee needs and predicting future employee needs is referred to as _______ human resource planning. strategic When considering the staffing an organization may need, it is better to assume that the organization will _______. change A human resource __________ is a listing of the organization's employees by name, education, training, languages, and other important information needed to identify qualified individuals for openings within the organization. inventory Refer to figure 9.2 and list the steps of the training process in correct order, placing the first step at the top and the last step at the bottom. 1. Assessment Ricki is a middle manager at a software design company. Her employer has asked her to complete her MBA to improve her ability to move to higher level positions within the organization. This is an example of ______. Development _________ typically takes place in the workplace while employees are performing job-related tasks. On-the-job training.
Match the type of employment test with its description. Ability test - these tests measure factors such as strength, stamina, mechanical aptitude and cognitive
skills Ability test these tests measure factors such as strength, stamina, mechanical aptitude and cognitive skills Performance tasks these tests measure an applicant's execution of various work tasks Personality tests these tests measure characteristics such as sociability, emotional stability and independence. Integrity tests these tests assess attitudes and experiences a person's honesty, dependability, and trustworthiness. When he applied for a clerical position at Halewood Manufacturing, Tyrone was asked to complete an employment test assessed his keyboarding skills as well as his mathematical skills. What type of employment test did Tyrone complete? Ability Test During his interview at Rickson Electric, Hal was handed a malfunctioning switch, given a toolbox, and asked to fix the switch. What kind of employment test does this describe? Performance test Adjustment, energy, sociability, independence, and need for achievement are measured on _________ tests. personality One of the employment tests Jane had to complete as part of the selection process was an online assessment that asked questions such as, "During the past 12 months, have you been given too much change by a cashier and kept the money?" and "How many times did you cheat on an exam during your senior year of high school?" Based on these questions, it would appear that Jane completed a(n) _____________ test. integrity If employers use a test to try to predict future job performance, it is vital that the test have _________ to ensure that it actually measures performance related to the job and is free from bias. validity In part to avoid behavioral bias, many organizations are increasingly relying on ________ to make hiring decisions. analytics Ability, performance, and personality tests are the three most common types of _______ tests. employment The process of locating and attracting qualified applicants either outside or inside an organization for jobs open in the organization is called _________. recruiting If Alec wants to fill a vacancy in his department with an existing employee, which of the following techniques would be most appropriate? job posting Which of the following are methods of external recruiting? recruitment firms One key advantage to __________ recruiting is that hiring risks are minimized because job applicants are already known and are familiar with the organization. internal Which is the most effective source for external recruiting according to human resource professionals? employee referrals "There's a lot of room for people to grow with this organization," hiring manager Myranda told the applicant. "But we expect a lot out of employees as well and there can be some late nights and weekend work when we're trying to make a tight deadline." Which of the following does this BEST describe? A realistic job preview When Joe screens job applicants to ensure that he hires the most qualified candidate, he is performing the HR function known as the _________ process. selection process When Marissa applied for a position at Black Products, she was asked to provide the names and telephone numbers of three people who would be able to speak about her work performance at her last job. Which of the following selection tools does this BEST describe? Background information Individuals who are asked to provide assessments of former employees are known as _____________. references While it provides a more accurate assessment of an applicant's job-related personality characteristics, the _________ has been criticized as being overly subjective and more prone to interviewer bias. In addition, its format can cause legal trouble because some questions may be unrelated to the job. unstructured interview During his interview, Mike was repeatedly given hypothetical scenarios and asked how he would respond. This is an example of a(n) _________ interview. situational. During a(n) interview, the interviewer explores what the applicant has actually done in the past. behavioral-description Match the type of dismissal with its description. Layoff - Temporary dismissal from an organization, likely due to economic conditions What are three steps managers should take to avoid being sued for wrongful termination? (all steps in book) Don was temporarily dismissed from his company because sales are slow. When the situation improves at the company, he will likely be brought back as an employee. This is an example of being ___________. laid off A(n) ________ is a complaint by an employee that management has violated the terms of the labor-management agreement. A grievance The process in which a neutral third party listen to both sides in a dispute and makes suggestions toward an agreeable solution is called the ______ process. Mediation The decision made by a(n) _________ in a labor dispute, such as the award of damages, must be honored by both labor and management. arbitrator The person hired as a third party to carry out mediation is called the _____________. mediator Identify the items that are included in negotiations between management and employees while they are engaged in collective bargaining. Collective bargaining consists of negotiations between management and employees about disputes over compensation, benefits, working conditions, and job security. Which law established a minimum wage for workers, set limits for child labor, and established overtime pay? The passage of the Fair Labor Standards Act of 1938 ____________ requires organizations to provide employees with nonhazardous working conditions. OSHA Which of the following is responsible for the enforcement of antidiscrimination and other employment-related laws? Equal Employment Opportunity (EEO) Commission It is illegal to use which of the following as the basis for hiring and promotion decisions? Check all that apply. - race
Sonja was not promoted to the position of manager of the road work crew because her boss doesn't feel that a woman can supervise as well as a man. This is an example of ________. Disparate treatment True or false: Research shows that women and minorities hired on the basis on affirmative action experience lower job satisfaction and more stress than those supposedly selected on the basis of merit. true Explanation: research shows that women and minorities hired on the basis of affirmative action felt stigmatized as unqualified and incompetent. Angela's boss has repeatedly asked her to go out with him and has suggested that her repeated refusal may negatively impact her next performance review. Angela's boss is guilty of ___________. sexual harassment Which of the following is an example of a hostile work environment? Tamicka's boss
repeatedly touches her hair or hands while he is speaking with her, even though she has told him that this makes her uncomfortable. Refusing to hire or promote an individual or making other employment decisions based upon factors such as race, religion, or ethnicity is referred to as workplace _______. discrimination Repeated mistreatment of one or more persons involving physical, psychological, verbal, or nonverbal behavior that is threatening, humiliating or intimidating is a type of harassment known as _________. bullying Unfortunately, bullies often display which of these characteristics? - they are charming The National __________ Relations Board enforces procedures whereby employees may vote to have a union and collective bargaining. National Labor Relations Board (NLRB) Match the four basic kinds of workplace labor agreements with the correct description. closed shop - employer may hire only
workers for a job who are already in the union. illegal. closed shop (four basic kinds of workplace labor agreements) employer may hire only workers for a job who are already in the union. illegal. union shop (four basic kinds of workplace labor agreements) workers aren't required to be union members when hired for a job but must join the union within a specified time. not allowed in 22 states (right-to-work states) agency shop (four basic kinds of workplace labor agreements) workers must pay equivalent of union dues but aren't required to join the union. applies to public-sector teachers in some states, prohibited in others. open shop (four basic kinds of workplace labor agreements) workers may choose to join or not join a union. applies in 22 states (right-to-work states) labor-management disputes can be settled in three ways: grievance procedures, mediation and _________. arbitration A performance appraisal is likely to contain which two of the following types of information? A performance appraisal, or
performance review, consists of: Peter evaluates his sales staff based upon sales volume and gross margin on each sale. This BEST describes ______. Objective appraisal Jennifer rates her employees on subjective attributes such as attitude, honesty, inspiration to others, leadership, or initiative. This is what type of appraisal? Trait Before Anisha meets with her manager, she is asked to complete a form listing her accomplishments during the past year, along with her perceived strengths and weaknesses and ways that she believes she can improve her performance. This is an example of a(n) ___________. Self-appraisals. A _________ feedback appraisal is one in which employees are appraised not only by their managerial superiors but also by peers, subordinates, and sometimes clients. 360-degree. In a _________, all employees within a business unit are ranked against one another and grades are distributed along some sort of bell curve. forced ranking performance review system Which TWO of the following are advantages of a forced ranking performance review system? - it structures a predetermined compensation
curve, enabling them to reward top performers. A(n) _________ is conducted at specific times throughout the year and based on performance standards that have been established in advance. Formal appraisal Without using a planned evaluation form, Susan occasionally meets with employees and offers them _________ appraisals to let them know where they could correct or improve their job performance. Informal Match the two types of workplace discrimination to the correct description. Adverse impact - occurs when an organization uses an employment practice or procedure that results in unfavorable outcomes to a protected class (such as Hispanics) over another group of people (such as non-Hispanic whites). Disparate treatment - results when employees from protected groups (such as disabled individuals) are intentionally treated differently. Refer to figure 9.1 and place these steps in the strategic human resource process in the correct order, with the first step listed at the top, and the final step listed at the bottom. 1. Plan human resources needed - establish the mission & the vision -> establish the grand strategy -> formulate the strategic plans -> plan human resources needed -> recruit & select people -> orient, train, & develop -> perform appraisals of people. -> Purpose: get optimal work performance to help realize company's mission & vision Which of the following are aspects of social capital? check all that apply. - trust Dax is an assembly line worker at an automotive plant. He is paid $14.50 per hour. This amount reflects the ______ of Dax's job. base pay During the interview, hiring manager Manuel openly discussed both the negative and positive aspects of the job with the applicant. This is an example of a(n) ___________. realistic job preview Samantha is employed as a sales engineer in a large medical products firm. The _______ of her job include commission on the sale she generates, quarterly performance bonuses, and stock options. incentives List the steps in the performance management process in the correct order. 1. define performance Kevin continuously helps his employees improve their work through reviewing their performance and providing consequences. These are two steps of _______ management. performance A labor ________ is an organization of employees formed to protect and advance their members' interests by bargaining with management over job-related issues. union Match the type of sexual harassment to the correct description. quid pro quo - the person being harassed is in jeopardy of not being hired for a job, obtaiing benefits or opportunities unless he or she acquiesces. The action by which workers vote on whether to accept or reject the terms of the contract negotiated by the union after collective bargaining is called _________. ratification. Many employers are wary of giving references for which of the following reasons? (1) They fear that if they say anything negative, they can be sued by the former employee. In order to achieve equality of opportunity within its organization, Clarkson Company has taken steps such as active recruitment, the elimination of prejudicial interview questions, and establishment of minority hiring goals. Clarkson's efforts can be BEST described as _________. affirmative action Belinda's boss shouts at her and uses profanity when he is upset and has humiliated her in staff meetings by belittling her opinions and calling her "stupid." These are examples of _____________. Bullying The economic or productive potential of employee knowledge, experience, and actions is referred to as __________ capital. human Salaried executives, administrative, and professional employees are exempt from over time rules as outlined in the __________. Fair Labor Standards Act of 1938 Strategic human resource planning is focused on which two intitiatives? Check all that apply. -
Predicting future employee needs The continuous cycle of improving job performance through defining performance, monitoring and evaluating performance, reviewing performance, and providing consequences is known as ______________. performance management The economic or productive potential of strong, trusting, and cooperative relationships is referred to as __________ capital. social Match the element of compensation with its description. Wages or salary - monetary payments to employees in exchange for doing their jobs Which two of the following are concerns that a manager should consider when an employee is promoted? Check all that apply. Fairness, nondiscrimination, other's resentments Which of the following are typical reasons for which employees might be transferred? Check all that apply. Employees
might be transferred for four principal reasons: Under the 1947 Taft-Hartley Act, individual __________ are allowed to pass legislation outlawing union and agency shops. states True or false: collective bargaining always settles differences. false not always. Even when a collective-bargaining agreement and contract have been accepted by both sides, there may likely be ongoing differences that must be resolved. Sometimes differences lead to walkouts and strikes, or management may lock out employees. However, conflicts can be resolved through grievance procedures and mediation or arbitration. Derrik is the manager of a large restaurant. Three times a week, he shadows his servers to observe their flow of work and see how they service the customer. Derrik is understanding the basic elements of the server's job by participating in job _____________. analysis Organizations use __________ such as commissions, profit-sharing, bonuses, and stock options to attract and retain top performers. incentives Insurance, retirement plans, health club memberships, and education reimbursement are just a few examples of compensation in the form of _____________. benefits Every six months, Fran has a meeting with her manager to discuss her performance, the goals of which were specified in the meeting six months earlier. This is an example of a(n) ____________ performance appraisal. formal
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PSYCHOLOGY Think of a recent local or national political campaign. Focus on the kinds of persuasion techniques used by the candidates. How did they use central route processing? Peripheral route processing? Verified answer QUESTION What roles do the outer, middle, and inner ear play in helping a person hear a song on the radio? Verified answer Other Quizlet setsCanterbury Tales Literary Terms16 terms Ms_HerringTEACHER Ways of The World Chapter 11 - Questions29 terms ZacharyM_WWMS NeuroPsyche Final MC23 terms Sara_Salem99 Public Relations Ch. 1 & 315 terms samland_ Related questionsQUESTION Explain the difference between distributive and integrative negotiation, and discuss the concept of added-value negotiation. 6 answers QUESTION bob is setting up a virtual organization, which will be an organization that is... 2 answers QUESTION Employees at Turner, Inc. are engaged in a debate over the merits of an individual vs. a team-based compensation program. Based on Trompenaars' dimensions of national culture, which cultural dimension does this debate most closely relate to? 5 answers QUESTION The collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organization's workforce. 2 answers What are the main considerations the company and HR should be aware of when making changes?Similarly, the three most important considerations that should be prioritised in order to ensure the successful management of change in organizations are mission, vision, and goal. All matters in the organization including impact of change and response to change will always emerge from mission, vision, and goal.
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What are the four 4 approaches to employee development?The many approaches to employee development fall into four broad categories: formal education, assessment, job experiences, and interpersonal relationships.
Which of the following is responsible for the enforcement of antidiscrimination and other employment related laws?The U.S. Equal Employment Opportunity Commission (EEOC) enforces Title VII. The EEOC has offices throughout the country. To find the office nearest you, and to learn more about Title VII and other antidiscrimination laws, visit the EEOC's website at www.eeoc.gov.
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Which two of the following are concerns that a manager should consider when an employee is promoted?
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