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MG 409 exam1 part 1
| Question | Answer |
|---|---|
| core competency | is a unique capability that creates high value for a company. |
| Human resource management | is designing formal systems in an organization to manage human talent for accomplishing organizational goals. |
| Organizations must manage four types of assets to be successful | Physical assets: Financial assets: Intellectual property assets: Human assets: |
| human capital | is the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organization’s workforce. |
| Sometimes human capital | is called intellectual capital to reflect the thinking, knowledge, creativity, and decision making that people in organizations contribute. |
| productivity | is a measure of the quantity and quality of work done, considering the cost of the resources used. |
| Unit labor cost | is computed by dividing the average cost of workers by their average levels of output. |
| Innovation | is the process whereby new ideas are generated that create value for an organization. |
| Organizational culture | consists of the shared values and beliefs that give members of an organization meaning and provide them with rules for behavior. |
| The seven HR functions are as follows: | Strategy and planning Equal employment opportunity Talent acquisition Talent management Total rewards Risk management and worker protection Employee and labor relations |
| Strategic: | Helping define and implement the business strategy relative to human capital and its contribution to the organization’s results |
| Operational and employee advocate: | Managing HR activities based on the strategies and operations that have been identified by management and serving as “champion” for employee issues and concerns |
| Administrative: | Focusing on clerical administration and recordkeeping, including essential legal paperwork and policy implementation |
| gig economy, | an economy where most work is performed by freelance workers rather than full-time employees, has been growing dramatically |
| a common set of difficulties when an organization has a global presence. | Strategy: People: Complexity Risk: |
| Social media, | online communities where users create and share content and participate in networking, has grown exponentially in the past decade. |
| HR generalist | is a person who has responsibility for performing a variety of HR activities. |
| protected characteristics, | are individual attributes such as race, age, sex, disability, or religion that are protected under EEO laws and regulations. |
| Equal employment opportunity (EEO) | is employment that is not affected by illegal discrimination. |
| Status-blind decisions | are made without regard to individuals’ personal characteristics (e.g., age, sex, and race). |
| disparate treatment, | occurs when individuals with particular characteristics that are not job-related are treated differently from others. |
| Disparate impact- | Occurs when an employment practice that does not appear to be discriminatory adversely affects individuals with a particular characteristic so that they are substantially underrepresented as a result of employment decisions that work to their disadvantage |
| business necessity- | A practice that is necessary for safe and efficient organizational operations bona fide occupational qualification (BFOQ) |
| burden of proof | What individuals who file suit against employers must prove to establish that illegal discrimination has occurred |
| Retaliation occurs | when employers take punitive actions against individuals who exercise their legal rights |
| affirmative action | Proactive employment practices to make up for historical discrimination against women, minorities, and individuals with disabilities |
| affirmative action program (AAP) | A document that outlines proactive steps the organization will take to attract and hire members of underrepresented groups |
| Pay equity | The idea that pay for jobs requiring comparable levels of knowledge, skill, and ability should be similar, even if actual duties differ significantly |
| nepotism | Practice of allowing relatives to work for the same employer |
| Sexual harassment | Unwelcome verbal, visual, or physical conduct of a sexual nature that is severe and affects working conditions or creates a hostile work environment |
| Two basic forms of sexual harrassment are:\ | Quid pro quo Hostile environment |
| essential job functions- | Fundamental job duties |
| reasonable accommodation | A modification to a job or work environment that gives a qualified individual an equal employment opportunity to perform |
| undue hardship | Significant difficulty or expense imposed on an employer when making an accommodation for individuals with disabilities |
| phased retirement | Approach that enables employees to gradually reduce their workloads and pay levels |
| What did the Railway Labor Act of 1926 establish? | A: Gave railroad employees the right to organize and bargain collectively. |
| Q: Which industry was added to the Railway Labor Act in 1936? | Airlines |
| Why was the Norris-LaGuardia Act passed? 1932 | A: To protect workers during the Great Depression and limit employer power over unions. |
| Q: What did the Norris-LaGuardia Act restrict? | A: Federal courts from issuing injunctions against strikes. |
| Q: What major labor law was passed in 1935? | A: The Wagner Act. |
| Q: Which three acts form the core of U.S. labor law? | A: 1) Wagner Act (1935) 2) Taft-Hartley Act (1947) 3) Landrum-Griffin Act (1959). |
| What contracts did the Act prohibit? | A: Yellow dog contracts (promises not to join a union). |
| closed shop | Employer that requires individuals to join a union before they can be hired |
| open shop | Employer in which workers are not required to join or pay dues to a union |
| mediation | Process by which a third party suggests ideas to help the negotiators reach a settlement |
| affinity groups | Groups for employees with a common interest or characteristic |
| Grievance procedures | are specific steps used to resolve grievances between employees and employers. |
| salting | Practice in which unions hire and pay people to apply for jobs at certain companies to begin organizing efforts |
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