Term
| Briefly describe each of the steps in the unionization process, including who is responsible for each action. |
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Definition
1. First, employees must exhibit some interest in joining a union.
2. National Labor Relations Board is asked to define the bargaining unit
3. organizers need to work to get 30 percent of the eligible workers within the bargaining unit to sign authorization cards requesting a certification election.
4. organizers petition the NLRB to conduct an election
5. If the union becomes certified, then its organizers create a set of rules and regulations that govern the conduct of the union |
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Term
| Arbitration assumes that key parties will agree to the recommendations of the independent third-party arbitrator. |
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Definition
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Term
| Overall, union membership since 1955 has been___ |
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Definition
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Term
| Local unions are usually coordinated by a regional officer. |
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Definition
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Term
| A slowdown occurs when an employer denies employees access to the workplace |
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Definition
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Term
| A strike occurs when workers representing the union march with signs at the employer's facility |
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Definition
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Term
| The American Federation of Labor focused on what types of work? ___________ ______________ jobs |
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Definition
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Term
| The collective bargaining process involves two sides: management representing the employing company and the labor union representing workers |
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Definition
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Term
| The Landrum-Griffin Act of 1959 requires national labor unions to elect new leaders every ____ years. (spell the number out) |
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Definition
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Term
| The process of dealing with individuals in a company who are represented by a union is called: |
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Definition
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Term
| Which of the following factors could impact a supervisor's motivation, rather than ability, to provide a meaningful performance appraisal? |
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Definition
| Favoritism toward specific workers |
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Term
| Supervisor Katy is establishing a list of the best to worst performers in the department. Which performance appraisal method is Katy utilizing? |
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Definition
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Term
| What benefits may organizations accrue from helping their employees with career planning? |
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Definition
1. fit between individuals and the organization could improve
2. organization will also find itself with a larger and deeper pool of talent from which to draw
3. The workforce will likely be more satisfied and motivated
4. organization will also have a better understanding of its workforce
5. It will have information regarding which individuals may be more valuable to the firm |
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Term
| Career counseling usually occurs between an employee and an in-house clinical psychologist. |
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Definition
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Term
| What should be considered the ultimate goal of performance appraisal? |
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Definition
| To be able to improve performance on the job |
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Term
| Describe the experiences that individuals go through in the traditional career stage progression. |
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Definition
a. The first stage is called exploration, during this period in people's lives, they try to identify the kind of work they are interested in doing.
b. The second stage is called the establishment stage, when an individual begins to create a meaningful and relevant role for him or her and the organization.
c. The maintenance stageis the next stage, when the individual begins to reach a level in the organization that optimizes his talents or capabilities.
d. The fourth is the disengagement stage, when the individual gradually begins to pull away from her work in the organization, her priorities change, and work may become less important to her. |
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Term
| The type of error that involves giving average ratings to all employees is called ___________ ___________ |
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Definition
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Term
| Which of the following was NOT given as a reason for the importance of performance appraisal? |
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Definition
| It plays a large role in allocation of profit-sharing rewards to employees. |
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Term
| Andy, a regional manager for an office supply retail company, must formally evaluate each one of his immediate employees every year. This process is known as |
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Definition
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Term
| Briefly describe the most common deficiencies in performance appraisal. |
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Definition
1. One deficiency is projection, which occurs when we tend to see in others characteristics which we have and which we think contribute to effectiveness
2. Contrast error occurs when we compare people against one another rather than against some objective standards
3. A distributional error occurs when a rater tends to use only one part of the ratings scale.
4. A halo error occurs when a rater allows one positive performance characteristic to positively influence ratings on all other aspects of performance |
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Term
The following item appears on a student evaluation form, to assess a student's preparation outside of class. What type of performance appraisal is represented by this example?
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1 =
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Often unprepared when called on. Frequent late assignments.
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2 =
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Sometimes unprepared when called on. Hands in 2-3 assignments late.
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3 =
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Unprepared on occasion, but not often. Hands in 2 or fewer late assignments.
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4 =
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Usually well-prepared when called on, but may be unprepared on 1-2 occasions. All assignments handed in on time.
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5 =
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Always prepared when called on. Hands in every assignment early or on time.
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Definition
| Behaviorally Anchored Rating Scales (BARS) |
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Term
| A 360-degree evaluation only uses information collected from people working below the person being rated. |
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Definition
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Term
| Appraisals play a role in the performance management process, but such feedback does not directly impact compensation decisions. |
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Definition
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Term
| Describe the basics of the most popular rating methods that may be used in the performance appraisal process. |
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Definition
1. graphic rating scale
2. Critical incident method
3. BARS appraisal systems (behavioral expectation scales)
4. BOS (behavioral observation scale)
5. Management-by-objectives (MBO) system |
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Term
| What is pay compression? Discuss the possible consequences of pay compression. |
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Definition
Pay compression is when individuals with substantially different levels of experience or performance abilities are being paid wages or salaries that are relatively equal.
An employee with experience may not make much more than an entry-level employee. Sometimes, the external market can change so rapidly that new employees are actually paid more than experienced employees- which is called pay inversion. |
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Term
| ____ occurs when a company indicates to employees the importance of certain behaviors by paying for such behaviors. |
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Definition
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Term
| Discuss the concept of job evaluation, including the most common methods used by organizations. |
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Definition
Job evaluation is typically the starting point in the determinations of employees' wages of a given job.
Methods include:
1. Classification System: attempts to group sets of jobs together into classifications, often called grades.
2. Point System: requires managers to quantify the value of the various elements of specific jobs
3. Factor-Comparison Method: allows the job evaluator to assess jobs on a factor-by-factor basis, and jobs are evaluated or compared against a standard of key points; instead of using points, a factor-comparison scale is used as a benchmark |
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Term
| Which of the following would be considered a DISADVANTAGE of the use of above-market compensation? |
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Definition
| It may encourage a sense of entitlement among employees |
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Term
| What is a pay survey? What types of information are necessary to conduct a pay survey? How might pay surveys be used by organizations and employees? |
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Definition
A pay survey is a survey of compensation paid to employees by other employers in a particular geographic area, industry, or occupational group.
Pay surveys are widely used for executive and managerial jobs. Typically they are conducted by professional associations, and the results are then made available to all members. Individual employees may have access to this information, or they may seek their own comparative data on the Internet. Some organizations will do wage surveys. |
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Term
| One of the largest consulting firms in the world prefers to hire many entry-level consultants and then retain only about 10 percent by the third year. This strategy allows them to become acquainted with many workers and keep only the best. On the basis of this strategy, the firm pays below-market salaries. Which of the following is NOT a likely outcome of paying below-market rates? |
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Definition
| It may create a culture of competitive superiority. |
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Term
| The U.S. postal system utilizes different job grades to pay employees, which is part of a ______________ system. |
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Definition
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Term
| Organizations are MOST likely to be able to pay below-market compensation rates in an area with |
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Definition
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Term
| Compare employee wellness programs and employee assistance programs. |
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Definition
Wellness Programs concentrate on keeping employees from becoming sick rather than simply paying expenses when they do become sick.
Employee assistance program plans are designed to assist employees who have chronic problems with alcohol or drugs or who have serious domestic problems |
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Term
| Executive compensation is usually based on salary and incentive pay. |
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Definition
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Term
| Discuss the various factors that may influence an organization's compensation strategy. |
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Definition
| Job evaluation is mostly concerned with establishing internal pay equity. The factors that would influence the compensation are: Point System, Factor-Comparison Method, & Classification System |
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Term
| Jorge, a supervisor for a large luxury hotel, compared his salary to other supervisors in the same organization. He found that his base pay was about 25 percent less than other individuals in similar supervisory jobs. Jorge is experiencing _____________ inequity. |
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Definition
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Term
| _______ _____________ refers to all of the pay and benefits provided to employees for the completion of work |
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Definition
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Term
| What is pay compression? Discuss the possible consequences of pay compression. |
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Definition
Pay compression is when individuals with substantially different levels of experience or performance abilities are being paid wages or salaries that are relatively equal.
An employee with experience may not make much more than an entry-level employee. Sometimes, the external market can change so rapidly that new employees are actually paid more than experienced employees- which is called pay inversion. |
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Term
| ____ occurs when a company indicates to employees the importance of certain behaviors by paying for such behaviors. |
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Definition
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Term
| Discuss the concept of job evaluation, including the most common methods used by organizations. |
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Definition
Job evaluation is typically the starting point in the determinations of employees' wages of a given job.
Methods include:
1. Classification System: attempts to group sets of jobs together into classifications, often called grades.
2. Point System: requires managers to quantify the value of the various elements of specific jobs
3. Factor-Comparison Method: allows the job evaluator to assess jobs on a factor-by-factor basis, and jobs are evaluated or compared against a standard of key points; instead of using points, a factor-comparison scale is used as a benchmark |
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Term
| Which of the following would be considered a DISADVANTAGE of the use of above-market compensation? |
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Definition
| It may encourage a sense of entitlement among employees |
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Term
| Diversity always involves |
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Definition
| employee's individual differences |
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Term
| John, a corporate accountant in a large computer manufacturing firm, celebrates Cinco de Mayo with his family every year because of his |
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Definition
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Term
| Which of the following BEST describes the principle of equitable treatment? |
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Definition
| All persons should be treated equally but differently because of their differences. |
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Term
| For which of the following characteristics must employers make reasonable accommodations? |
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Definition
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Term
| The average age of the U.S. workforce is |
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Definition
| increasing because of higher legal age limits for mandatory retirement. |
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Term
| Which of the following is NOT true about older workers? |
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Definition
| Accident rates are lower for older workers. |
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Term
| Pam has been a highly valued production manager for a national grocery store chain for the last ten years, but she has been unable to move into the top management jobs, positions that are all held by men. What is Pam likely facing? |
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Definition
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Term
| While immigration and a living wage are key social issues that companies face, prison labor is considered to be more of a legal issue. |
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Definition
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Term
| Some organizations provide language training as a way to reinforce diversity efforts. |
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Definition
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Term
| The major policy through which a company can present its position on diversity is the mission statement. |
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Definition
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Term
| The marketing argument assumes that diverse companies will have a better understanding of their different market segments. |
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Definition
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Term
| The percentage of whites in the workforce is increasing, along with the increasing percentage of Hispanics. |
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Definition
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Term
| The average age of the workforce in the United States is actually decreasing despite the large numbers of baby boomers who are remaining in the labor market. |
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Definition
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Term
| Briefly describe four techniques commonly used for external recruiting. |
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Definition
1. Word-of-mouth recruiting: usually when the organization simply informs current employees that positions are available and encourages them to refer friends, family members, or neighbors for those jobs.
2. Advertisements: in newspapers and related publications are also popular methods. Depending on the job, the advertisements might be placed in local newspapers or national newspapers such as the Wall Street Journal.
3. Employment Agencies: different types of employment agencies serve different purposes.
a. Public employment agencies: became a formal part of the recruiting process with the passage of the Social Security Act of 1935. Requires that anyone paid unemployment compensation must register that fact with a local state employment office.
b. Private employment agencies: likely to serve the white-collar labor market and they charge a fee for their services.
c. Executive search firms specialize in finding applicants for high-level positions.
4. College Placement Offices: Use the placement offices that most colleges and universities sponsor. It can specify qualifications like major, grade point average, work experience, etc.
5. Electronic Recruiting: There are few areas where it has had greater impact than on the recruiting function. Many of the techniques are being replaced by the Internet. The rates rose from 29% to 88% in less than 3 years, and 34% of the companies accepted applications only through their Web sites. |
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Term
| Bob has worked for a local hotel for nearly three years and is interested in advancing his career in the organization. He notices one day on the bulletin board that a promotion opportunity in his work group is available, so he decides to apply for the position. What type of recruiting method was used? |
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Definition
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