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| Someone who has a physical or mental impairment that substantially limits life activities, who has a record of such an impairment, or who is regarded as having such an impairment. |
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| Occurs when members of a protected class are substantially under-represented as a result of employment decisions that work to their disadvantage. |
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| Occurs when members of a protected class are treated differently from others. |
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| Any employment procedure used as the basis for making an employment-related decision. |
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| Employment that is not affected by illegal discrimination. |
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| Fundamental duties of a job. |
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| Dispute resolution process by which a third party helps negotiators reach a settlement. |
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| Idea that pay for jobs requiring comparable levels of knowledge, skill, and ability should be similar, even if actual duties differ significantly. |
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| Measured when test results of applicants are compared with subsequent job performance. |
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| Individuals within a group identified for protection under equal employment laws and regulations. |
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| A modification or adjustment to a job or work environment for a qualified individual with a disability. |
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| Consistency with which a test measures an item. |
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Term
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Definition
| Punitive actions taken by employers against individuals who exercise their legal rights. |
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Definition
| Actions that are sexually directed, are unwanted, and subject the worker to adverse employment conditions or create a hostile work environment. |
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Definition
| Significant difficulty or expense imposed on an employer in making an accommodation for individuals with disabilities. |
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Term
| Affirmative action plan (AAP) |
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Definition
| Formal document that an employer compiles annually for submission to enforcement agencies. |
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Term
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Definition
| Identifies the number of protected-class members available to work in the appropriate labor markets for given jobs. |
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Term
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Definition
| Discriminatory practices that have prevented women and other protected-class members from advancing to executive-level jobs. |
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Term
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Definition
| Sexual harassment in which an individual’s work performance or psychological well-being is unreasonably affected by intimidating or offensive working conditions. |
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Definition
| Practice of allowing relatives to work for the same employer. |
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Term
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Definition
| Approach in which employees gradually reduce their workloads and pay. |
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Term
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Definition
| Sexual harassment in which employment outcomes are linked to the individual granting sexual favors. |
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Term
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Definition
| When a person is denied an opportunity because of preferences given to protected-class individuals who may be less qualified. |
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Term
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Definition
| Identifies the number of protected-class members employed in the organization and the types of jobs they hold. |
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Term
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Definition
| Extent of individual freedom and discretion in the work and its scheduling. |
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Term
| Business process re-engineering (BPR) |
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Definition
| Measures for improving such activities as product development, customer service, and service delivery. |
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Term
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Definition
| Individual capabilities that can be linked to enhanced performance by individuals or teams. |
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Term
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Definition
| Schedule in which a full week’s work is accomplished in fewer than 5 8-hour days. |
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Term
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Definition
| Larger work segment composed of several tasks that are performed by an individual. |
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Term
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Definition
| Amount of information employees receive about how well or how poorly they have performed. |
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Term
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| Scheduling arrangement in which employees work a set number of hours a day but vary starting and ending times. |
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Definition
| Grouping of tasks, duties, and responsibilities that constitutes the total work assignment for employees. |
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Term
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Definition
| Systematic way of gathering and analyzing information about the content, context, and human requirements of jobs. |
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Term
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Definition
| Identification of the tasks, duties, and responsibilities of a job. |
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Term
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Definition
| Organizing tasks, duties, and responsibilities into a productive unit of work. |
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Definition
| Broadening the scope of a job by expanding the number of different tasks to be performed. |
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Definition
| Increasing the depth of a job by adding responsibility for planning, organizing, controlling, or evaluating the job. |
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Term
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Definition
| Process of shifting a person from job to job. |
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Definition
| Scheduling arrangement in which two employees perform the work of one full-time job. |
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Term
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Definition
| The knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily. |
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Term
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Definition
| Duties that are part of a job but are incidental or ancillary to the purpose and nature of the job. |
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| Indicators of what the job accomplishes and how performance is measured in key areas of the job description. |
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| Matching characteristics of people with characteristics of jobs. |
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Term
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Definition
| Obligations to perform certain tasks and duties. |
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Term
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Definition
| Organizational team composed of individuals who are assigned a cluster of tasks, duties and responsibilities to be accomplished. |
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Definition
| Extent to which the work requires several different activities for successful completion. |
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Term
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Definition
| Organizational team formed to address specific problems, improve work processes, and enhance product and service quality. |
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Term
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Definition
| Distinct, identifiable work activity composed of motions. |
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Term
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Definition
| Extent to which the job includes a “whole” identifiable unit of work that is carried out from start to finish and that results in a visible outcome. |
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Term
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Definition
| Percent of applicants hired divided by total number of applicants. |
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