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Definition
appraisal that includes yourself, your boss, your subordinates, your peers, and your customers.
think 360 degree mirror |
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| an employee that just gets by on a barely acceptable level because of a lack of ability or motivation to perform well and whose quality of work will be lacking |
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| is based on self-direction with the goal of psychological success in one's work. they are the most responsible for managing career |
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| is the feeling of pride and accomplishment that comes from achieving life and work goals |
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| formal education program examples |
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Definition
on and off site courses designed specifically designed for companys employees
specialized courses
professional development courses at universities
executive mba programs
university programs where employees live and take classes there
may involve lectures with experts, business games, customer meetings, and adventure learning |
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you get a certain percentage of tuition back if you get a certain grade
company pays for schooling |
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| evaluates behavior and how you feel about certain things; tests for employees in development; psychological |
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| acting followed by feedback |
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| how well you prioritize; simulation of administrative tasks that a manager faces on a job |
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| is a performance appraisal process for managers that includes subordinates evaluations; subs give them feedback |
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| you are given more responsibilities or challenges to your current job |
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| process of systematically moving a single individual from one job to another over the course of time; these people are often being looked at for becoming a manager; they need to consider relocation; wide spectrum of jobs that could be in different functional areas or disciplines |
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| company allowing employees to take a full time operational role with another company; could be non-profit |
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| Employee Assistance Programs |
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Definition
program that helps employees resolve problems; focused on those who are psychologically fucked up, druggies, or alkies.
strict confidentiality is a must; evolved into a resource for managers; identified in official employer published documentation
gatekeepers in some organization to health benefits; limited coverage; |
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| Alternative dispute resolutions |
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Definition
| process of resolving disputes that doesn't use the legal system |
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Definition
open door policy
peer review
mediation
arbitration |
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| difference between mediation and arbitration |
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Definition
mediation is a neutral third party outsider with no personal interest in the matter
arbitration comes after mediation doesn't work and both parties have to agree to it; it's binding; some companies require contract for this; arbitrators are often former judges or attorneys |
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| the judgement that people make when they compare the judgement that they got to the judgements of those who they identify with and consider similar to themselves |
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| concept of justice focusing on methods used to determine the outcomes received |
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people who the company makes leave who don't want to
ex: firing, layoffs, forced retirement |
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| turnover initiated by the employees |
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you can leave whenever and they can leave you whenever
sc is this kind of state
rarely cited as a reason |
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| problem with employment at will |
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Definition
| people can still sue you for violation of federal law so cover your ass |
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when people are terminated sometimes they show them the benefits of leaving; send to a job counselor to help find another job or a different career path;
set up to help displaced employees or those who have been laid off. |
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where an employee reports to a higher agency such as the government or the media to report company malpractice or sketch behaviors
make grievance public |
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| the relative pay of different jobs (job structure) and how much they are paid (pay level) |
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| what you're getting paid; salary level; average pay that you get including wages, salaries and bonuses |
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in regards to pay surveys
benchmark jobs that have a relatively stable content and are common to many organizations
accountants or secretaries |
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Definition
jobs that are unique to an organization and cannot be directly valued through the use of market surveys
widget calibrators |
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Definition
characteristics that a company is willing to pay for
ex education and experience |
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| actual average pay for a position relative to the midpoint. can be <1 or >1 or 0. |
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| set minimum wage and spelled out the conditions under which we must pay overtime |
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exempt from overtime pay
managers and supervisors
professional level positions |
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Definition
not exempt from overtime
secretaries, accounting clersk. lower jobs
hourly employees are nonexempt |
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| a grid that combines an employees performance rating with his or her position in a pay range to determine the size and frequency of their pay increases |
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Definition
employees get part of the profits that a company makes based on some type of measure of organizational performance
not added to base pay
motivation to make them do better |
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| employees ownership plan that gives the employees the opportunity to buy stock at a previously fixed price. it keeps employees invested in a job. |
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| the price at which the stock options are offered to employees |
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| employee stock ownership plans (ESOP) |
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Definition
| an employee ownership plan that provides employers certain tax and financial advantages when stock is granted to the employees |
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Definition
tax and financing advantages for takeover defenses
right to vote their securities
more participation |
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certain risks for employees
must have at least 51% of your stock portfolio in that companys stock so you get less diversification
AND risks if company does poorly because of pensions |
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| gain sharing vs profit sharing |
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Definition
gain sharing- one plant or company unit
profit sharing- whole enchilada |
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Definition
not added to base pay
a form of group compensation based on group or plant performance that does not become part of the base pay |
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Definition
| process of managers ensuring that employees actions are congruent with company goals |
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| three components of performance management |
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Definition
set goals
measure performance
give feedback |
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| purposes of performance management |
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Definition
administrative
development
strategic |
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Term
| administrative performance management purpose examples |
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Definition
| pay raises, salary administration, promotions, retention and termination, lay offs, recognition of individual performance |
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| development performance management purpose example |
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Definition
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| strategic performance management purpose examples |
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Definition
| talent management, people development system |
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| management by objectives... how it works |
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Definition
top level management passes down goals, that are generally goals agreed upon by employees as well as managers;
goals move down the hierarchy
cascading effect of goals passed down |
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Definition
getting someone ready for a future goal
the acquisition of knowledge, skills, and behaviors, that improve an employee's ability to meet changes in job requirements and in client and customer demands
formal education, assessments, experience |
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Definition
if you're a manager, you might rate employees better to make yourself look good
situation in which evaluators purposefully distort a rating to achieve personal or company goals |
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| acceptability (in terms of performance appraisals) |
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Definition
the extent to which a performance measure is deemed to be satisfactory or adequate by those who use it
it is affected by the extent to which employees believe that the performance management system is fair |
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Definition
| process by which an organization gets feedback on how well an employee is doing his or her job |
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Definition
form of ranking when you put employees into categories and a certain percentage of employees must go into each category.
helps tailor development activities to employees based on their performance
gives bell curve |
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Definition
evaluated by multiple raters to see if they have the characteristics to become a manager; not generally for technical employees; also measures ability to work in teams; about 6 to 12 people
generally off site in like a conference center and managers generally lead it. |
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Term
| what goes on in an assessment center |
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Definition
| leaderless group discussion, interviews, role plays, inbaskets |
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| leaderless group discussion |
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Definition
| team of five to seven solves an assigned problem within a certain time period |
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| questioned about work and personal experiences, skills, and career plans |
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Definition
| simulation of the administrative tasks of a managers job |
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Definition
| take role of manager or employee then give feedback |
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Definition
| companies in your area that you're competing with for the local labor supply |
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Definition
| direct competition; people who do the same things that you do! |
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| formal mentoring programs |
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Definition
relationship can be ended whenever without punishment; voluntary
mentor is not generally a supervisor or manager and is chosen based on records and willingness
they are matched based on needs and they both understand the purpose and the specified length of time and amount of minimum contact
they must determine relationship mechanics
evaluated, lots of feedback, development rewarded |
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Definition
| rater assigns higher ratings to everyone |
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Definition
| someone does one thing right and the rater rates everything else higher because of it |
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| someone does one thing wrong and the rater rates everything else lower because of it |
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| emphasizes the nature of performance and familiarizes raters with various performance dimensions |
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Definition
| makes raters aware of errors and helps them minimize them |
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Definition
| pleasurable feeling that results from perception that one's job fulfills or allows for the fulfillment of one's values |
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| when doing a salary survey and you include competition, what kind is it |
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Definition
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Term
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Definition
reduce the number of job levels within an organization
allows for skill based pay; gives more flexibility in job assignments and assigning merit increases |
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Definition
| pay setting approach where jobs of similar worth or content are grouped together for pay purposes |
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Definition
| a mathematical expression that describes the relationship between a job's pay and it's job evaluation points |
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Term
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Definition
pavlov
someone gets rewarded when they do something right, they will continue to do it right |
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Definition
| focuses on the divergent interests and goals of the organization's stakeholders and the ways that employees compensation can be used to align these interests and goals |
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Definition
| says motivation is a function of valance (what it's worth to me), instrumentability(pay me and i'll work), and expectancy (things that are important to me) |
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Definition
| consistency among graders of performance |
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Definition
what you think you should be paid compared to other people within the organization who have different jobs
influences the general attitudes of employees; willingness to transfer jobs within the organization; willingness to accept promotions |
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Term
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Definition
what employees in other organizations are paid for doing the same job
likely to influence the decisions of applicants to accept job offers as well as attitudes and decisions of employees about whether or not to stay with an organization |
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Definition
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Definition
| rate everyone below middle |
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Definition
high motivation and high ability
reward their good performance, give feedback and offer development opportunities |
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Definition
high motivation and low ability
coach them; give frequent feedback; goal setting; training; restructured job design |
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Definition
low motivation and high ability
honest and direct feedback; counseling; team building and conflict resolution; link rewards to performance outcomes; training for KSA's; manage stress levels |
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Definition
low motivation and low ability
fire them; demote them; outplacement; specific feedback; withholding raises |
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Term
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Definition
| speed up their pay to try to get them to the midpoint in the pay range |
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Term
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Definition
| give them a lump sum amount that is not compounded over the years |
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| Several pay setting approaches that we can use to develop a pay structure. what are they? |
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Definition
pay grades
pay policy line
market survey approach |
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Term
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Definition
| places greatest emphasis on external comparisons; bases pay on market surveys that cover as many key jobs as possible |
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Term
| 5 performance management criteria |
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Definition
| strategic congruence, specificity, validity, reliability, acceptability |
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Definition
| job performance congruent with company strategy |
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Definition
| comparing one person to every other employee |
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Definition
| instrument that measures factors important to being a good manager |
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Definition
leaving
internal transfer
absenteeism
tardiness |
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Definition
| distance between minimum and maximum within a pay grade |
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| comparable worth or pay equity |
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Definition
| advocates remedies for any under evaluation of womens jobs |
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Definition
one of the acts that says federal contracts can't pay less than the prevailing wages in the area
this one covers construction contractors receiving more than 2000 in federal money |
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| walsh healy public contracts act |
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Definition
covers government contractors getting more than 10,000$ in federal money.
requires that federal contractors must pay no less than the prevailing area wages |
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Term
| both davis bacon and walsh healy public contracts acts said that: |
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Definition
| federal contractors must pay no less than the prevailing wages in the area |
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Definition
| that social comparisons are an important influence on how employees evaluate pay |
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| programs for measuring employee contributions |
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Definition
| merit pay, skill based pay, incentive pay, gain sharing, profit sharing, ownership |
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Definition
the third step in the alternative dispute resolution program
allows for a neutral third party outsider to hear disputes and decide in a non-binding way |
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Term
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Definition
fourth step in the alternative dispute resolution program
brings in someone who is generally a former judge or attorney to hear dispute and make decision. these are binding and generally require company contracts for them to happen. |
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Definition
the first stage in the adr
two people in the conflict attempt to arrive at a settlement together |
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Definition
| a panel composed of representatives from the organization that are at the same level of those people in the dispute hears the case and attempts to help the parties arrive a settlement |
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Definition
steps for resolving offenses that get progressively more serious
ex: verbal warning; written warning; second written warning with threat of suspension; suspension and last chance notification; termination with right to go to arbitration |
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