Term
| What is employee development? |
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Definition
| The combination of formal education, job experiences, relationships, and assessment of personality and abilities to help employees prepare for the future of their careers. |
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Term
| What is the definition of development in term of developing employees for future success? |
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Definition
| Indicates that it is future oriented, implies learning that is not necessarily related to the employee's current job and prepares employees for other positions in the organization and increases their ability to move into jobs that may not yet exist. |
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Term
| What is employee training? |
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Definition
| Traditionally focuses on helping employees improve performance of their current jobs. |
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Term
| What are the differences between training and development? |
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Definition
| TRAINING - Focus: Current. Use of work experiences: Low. Goal: Preparation for current job. Participation: Required. DEVELOPMENT - Focus: Future. Use of Work experiences: High. Goal: Preparation for changes. Participation: Voluntary. |
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Term
| What is a protean career? |
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Definition
| A career that frequently changes based on changes in the person's interests, abilities, values and in the work environment. |
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Term
| How do organizations provide for employee development? (and as employees take control of their own careers) |
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Definition
| 1) Determine their interests, skills, and weaknesses 2) Seek development experiences involving jobs, relationships, and formal courses. |
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Term
| What is career management/development training? |
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Definition
| Career management helps employees select development activities that prepare them to meet their career goals. It helps employers select development activities in line with their human resource needs. |
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Term
| What are the four approaches to employee development? |
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Definition
| 1)Formal education 2)Assessment 3)Job experiences 4)Interpersonal relationships |
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Term
| What is assessment when dealing with employee development? What is the most frequent uses of assessment? |
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Definition
| Assessment - Collecting information and providing feedback to employees about their behavior, communication style, or skills. Frequent use - identify employees with managerial potential to measure current managers' strengths and weaknesses. |
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Term
| What is the Myers-Briggs Type Indicator? |
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Definition
| Psychological inventory that identifies individuals' preferences for source of energy, means of information gathering, way of decision making, and lifestyle, providing information for team building and leadership development. |
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Term
| What are the four things that the Myers-Briggs Type Indicator test? |
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Definition
| 1)Energy dichotomy 2)Information-gathering dichotomy 3)Decision making dichotomy 4)Lifestyle dichotomy |
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Term
| (a)What are assessment centers and (b)what is the primary use of them? |
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Definition
| (a)An assessment process in which multiple raters or evaluators (assessors) evaluate employees' performance on a number of exercises, usually as they work in a group at an off-site location. (b)Identify whether employees have the personality characteristics, administrative skills, and interpersonal skills needed for managerial jobs. |
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Term
| What is a leaderless group discussion? |
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Definition
| An assessment center exercise in which a team of five to seven employees is assigned a problem and must work together to solve it within a certain time period. |
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Term
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Definition
| A measurement tool that gathers ratings of a manager's use of skills associated with success in managing. |
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Term
| What is a 360-degree feedback? |
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Definition
| Performance measurement by the employee's supervisor, peers, employees, and customers. |
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Term
| What are job experiences? |
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Definition
| The combination of relationships, problems, demands, tasks and other features of an employee's job. |
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Term
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Definition
| Involves adding challenges or new responsibilities to employees' current jobs. |
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Term
| What is a transfer or employment? |
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Definition
| When the organization assigns an employee to a position in a different area of the company. |
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Term
| What is a downward move in employment? |
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Definition
| Assignment of an employee to a position with less responsibility and authority. |
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Term
| What is a promotion in employment? |
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Definition
| Assignment of an employee to a position with greater challenges, more responsibility, and more authority then in the previous job, usually with a pay increase. |
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Term
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Definition
| Employee development through a full-time temporary position and another organization. |
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Term
| What is sabbatical in employment? |
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Definition
| A leave of absence from an organization to renew or develop new skills. |
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Term
| What are mentors in interpersonal relationships? |
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Definition
| An experienced, productive senior employee who helps develop a less experienced employee (a protege) |
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Term
| What is employee coaching? |
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Definition
| A peer or manager who works with an employee to motivate the employee, help him or her develop skills, and provide reinforcement and feedback. |
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Term
| What are the steps and responsibilities in the Career Management Process? |
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Definition
| 1)Self-assessment 2)Reality Check 3)Goal Setting 4)Action Planning |
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Term
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Definition
| The use of information by employees to determine their career interests, values, aptitudes, behavioral tendencies, and development needs. |
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Term
| What is reality check in the career management process? |
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Definition
| Information employers give employees about their skills and knowledge and where these assets fit into the organization's plans. |
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Term
| What is outcome fairness in employee separation? |
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Definition
| A judgment that the consequences given to employees are just. |
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Term
| What is procedural justice in employment separation? |
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Definition
| A judgment that fair methods were used to determine the consequences an employee receives. |
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Term
| What is interactional justice in employment separation? |
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Definition
| A judgment that the organization carried out its actions in a way that took the employee's feeling into account. |
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Term
| What is a "hot-stove rule" in employee separation? |
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Definition
| Principle of discipline that says discipline should be like a hot stove, giving clear warning and following up with consistent, objective, immediate consequences. |
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Term
| What is progressive discipline? |
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Definition
| A formal discipline process in which the consequences become more serious if the employee repeats the offense. |
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Term
| What is employee assistance programs? |
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Definition
| A referral service that employees can use to seek professional treatment for emotional problems or substance abuse. |
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Term
| What is outplacement counseling in employment separation? |
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Definition
| A service in which professional try to help dismissed employees manage the transition from one job to another. |
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Term
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Definition
| A set of behaviors with which employees try to avoid the work situation physically, mentally, or emotionally. |
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Term
| What is role and role ambiguity in employment? |
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Definition
| ROLE - the set of behaviors that people expect of a person in a particular job. ROLE AMBIGUITY - uncertainty about what the organization expects from the employee in terms of what to do or how to do it. |
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Term
| What is role conflict and role overload in employment? |
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Definition
| ROLE CONFLICT - an employee's recognition that demands of the job are incompatible or contradictory. ROLE OVERLOAD - a state in which too many expectations or demands are placed on one person |
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Term
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Definition
| The degree to which people identify themselves with their jobs. |
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Term
| What is organizational commitment? |
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Definition
| The degree to which an employee identifies with the organization and is willing to put forth effort on its behalf. |
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Term
| What is job satisfaction? |
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Definition
| A pleasant feeling resulting from the perception that one's job fulfills or allows for the fulfillment of one's important job values. |
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Term
| What is role analysis technique? |
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Definition
| A process of formally identifying expectations associated with a role. |
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Term
| What is the Fair Labor Standards Act (FLSA)? |
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Definition
| Federal law that establishes a minimum wage and requirements for overtime pay and child labor. |
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Term
| What are exempt employees? |
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Definition
| Managers, outside salespeople, and any other employees not covered by the FLSA requirement for overtime pay. |
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Term
| What are nonexempt employees? |
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Definition
| Employees covered by the FLSA requirements for overtime pay. |
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Term
| What is benchmarking in terms of salary? |
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Definition
| When an organization compares its own practices against those of successful competitors. |
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Term
| What is equity theory in terms of salary? |
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Definition
| People measure outcomes such as pay in terms of their inputs (i.e. education, hours of work per week, etc.) |
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Term
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Definition
| An administrative procedure for measuring the relative internal worth of the organization's jobs. |
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Term
| What is hourly wage, piecework rate, and salary? |
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Definition
| HOURLY WAGE - rate of pay for each hour work; PIECEWORK RATE - rate of pay for each unit produced; SALARY - rate of pay for each week, month, or year worked. |
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Term
| What is a pay policy line? |
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Definition
| A graphed line showing the mathematical relationship between job evaluation points and pay rate. |
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Term
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Definition
| Sets of jobs having similar worth or content, grouped together to establish rates of pay. |
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Term
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Definition
| A set of possible pay rates defined by a minimum, maximum, and midpoint of pay for employees holding a particular job or a job within a particular pay grade. |
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Term
| What is pay differential? |
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Definition
| Adjustment to a pay rate to reflect differences in working conditions or labor markets. |
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Term
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Definition
| Reducing the number of levels in the organization's job structure. |
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Term
| What is skill-based pay systems? |
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Definition
| Pay structures that set pay according to the employees' levels of skill or knowledge and what they are capable of doing. |
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Term
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Definition
| Forms of pay linked to an employee's performance as an individual, group member, or organization member. |
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Term
| What is straight piecework plan? |
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Definition
| Incentive pay in which the employer pays the same rate per piece, no matter how much the worker produces. |
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Term
| What is differential piece rates? |
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Definition
| Incentive pay in which the piece rate is higher when a greater amount is produced. |
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Term
| What is standard hour plan? |
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Definition
| An incentive plan that pay workers extra for work done in less than a preset "standard time" |
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Term
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Definition
| A system of linking pay increases to ratings on performance appraisals. |
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Term
| What are two ways organizations measure performance as as whole? |
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Definition
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Term
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Definition
| Incentive pay in which payments are a percentage of the organization's profits and do not become part of the employees' base salary. |
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Term
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Definition
| Rights to buy a certain number of shares of stock at a specified price. |
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Term
| What are employee stock ownership plans? (ESOP) |
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Definition
| An arrangement in which the organization distributes shares of stock to all its employees by placing it in a trust. |
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Term
| What is a balanced scorecard? |
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Definition
| A combination of performance measures directed toward the company's long-term and short-term goals and used as the basis for awarding incentive pay. |
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Term
| What is the Pendleton Act of 1883? |
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Definition
Can’t dismiss (fire or terminate) public employees due to their political affiliation.
Act evolved into an over-protection of public employees. |
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Term
| What is the Lloyd-LaFollette Act of 1912? |
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Definition
Established standard for dismissing federal civil servants.
Federal employees can be removed or suspended without pay “only for such cause as will promote the efficiency of service.”
Established the principle that the burden of proof is on the organization (managers) to show that dismissal of an employee is warranted and justified. (Dresang, 2009) |
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Term
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Definition
| Just cause means that reasonable justification exists for the employer before taking employment-related action against an employee. |
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Term
| What is public employee discipline & dismissal? |
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Definition
Any “adverse action” taken against tenured public employees must be for just cause and defined by one or more of the following:
1.Misfeasance: Doing one’s job incorrectly, such as making multiple errors or misinterpreting rules or regulations.
2.Malfeasance: Violating the agency’s policies or rules, including violations of civil or criminal law.
3. Nonfeasance:
Failure to comply with a direct and lawful order of a supervisor, known a gross insubordination;
Work performance that falls substantially below acceptable quantity standards;
Chronic lateness or frequent unexplained and unauthorized absences
Abuse of sick leave. (Sylvia & Meyer, 2002). |
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Term
| What are 7 determinants of just cause? |
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Definition
1. Was the employee warned of the consequences of the conduct?
2. Was the employer’s rule reasonable?
3. Did management investigate before disciplining?
4. Was the investigation fair and impartial?
5. Was there evidence of guilt?
6. Were the rules and penalties applied in consistently in an evenhanded fashion?
7. Was the penalty reasonable, given the offense? |
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Term
| What is doctrine of privilege? |
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Definition
| Prior to 1972, the Supreme Court supported a legal philosophy called the “Doctrine of Privilege” which states that public employment is an honor and opportunity, therefore, public employees do not have due process protections for their jobs. |
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Term
| What is doctrine of substantial interest? |
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Definition
As a result of two landmark cases in 1972 (Board of Regents v. Roth; and Perry v. Sniderman), the supreme court reversed itself a developed a new standard know as the “Doctrine of Substantial Interest”.
The Doctrine means that public employees have liberty and property interests in their jobs that entitle them to due process should their jobs be taken away. |
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Term
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Definition
| Public employees now must be afforded “due process”, which means that they have an opportunity to explain and defend their actions against charges or discipline. |
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Term
| What are 6 due process considerations? |
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Definition
How have precedents been handled?
Is a complaint process available?
Was the complaint process used?
Was retaliation used against the employee?
Was a decision made based on facts?
Were the actions and processes viewed as “fair” by outside entities? |
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Term
| What is wrongful discharge? |
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Definition
| Occurs when a manager (employer) terminates an individual’s employment for reasons that are improper or illegal. |
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Term
| What is constructive discharge? |
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Definition
| Occurs when a manager (employer) deliberately makes working conditions intolerable in an attempt to get an employee to quit. |
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Term
| What is employee pay and compensation? |
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Definition
Historically, government employees were consistently paid lower than their counterparts in private organizations.
In exchange for lower pay, public employees were typically afforded more job security and better benefits.
The principle of comparability between public and private sector “white collar” jobs was first established by Congress’ Federal Salary Reform Act of 1962:
“federal salary rates shall be comparable with private enterprise salary rates for the same levels of work.” |
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Term
| What is the Federal Wage System of 1972? |
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Definition
Congress enacted the FWS for blue-collar workers (non-exempt).
FWS provided a common set of policies and operating procedures covering grade structures, occupational standards, survey coverage, labor organization participation, and other matters.
As a result of its enactment, wage rates and ranges for “blue-collar” positions soared.
The President does not have any authority to limit wage-rate adjustments under the FWS. |
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Term
| What is the Federal Pay Comparability Act of 1970? |
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Definition
Authorized president to oversee all white-collar pay (exempt employees)
Bureau of Labor Statistics conducted salary surveys of private sector.
Identified discrepancies but failed to rectify problems and create a workable system. |
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Term
| What is the Federal Employees Pay Comparability Act of 1990? |
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Definition
Principle #1:
There should be equal pay for substantially equal work within each local pay area.
Principle #2:
Within local pay areas, pay distinctions should be maintained on the basis of work and performance distinctions
Principle #3:
Federal pay rates should be comparable with all nonfederal (as opposed to only private-sector) rates for the same levels of work.
Principle #4:
Any existing pay disparities between federal and nonfederal employees should be eliminated. |
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Term
| What was the impact of the Federal Employees Pay Comparability Act of 1990? |
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Definition
Public agencies now “benchmark” their jobs with private-sector equivalents.
Pay rates are now market driven and are tied to the supply and demand that exists for jobs in specific professions.
The government doesn’t overpay or underpay for professional jobs. |
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Term
| What is the National Commission on State and Local Public Service? |
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Definition
Recommends using Variable Pay Plans:
Team-based pay-for-performance systems.
Employees are rewarded on basis of group outcomes. Gainsharing is a viable system.
Gainsharing formulas split savings from increased productivity between workers and taxpayers. |
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Term
| What are gainsharing programs? |
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Definition
Gainsharing is attracting interest in the public sector as public officials confront the dilemma of how to improve service quality and quantity for a static or shrinking tax base.
Gainsharing is a bonus incentive system designed to improve productivity through employee involvement.
“Gains” from cost savings are “shared” between the employer and the employees according to a predetermined formula.
Gainsharing programs have been used…
to save jobs that otherwise might have disappeared;
to avoid contracting out;
as a means of setting annual wage increases;
as a replacement for individual incentive plans; and as they were originally intended — a bonus incentive program enacted in the absence of any threat, with no concessionary strings attached. |
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