Help
Options
Didn't know it?
click below
click below
Knew it?
click below
click below
Don't Know
Remaining cards (0)
Know
retry
shuffle
restart
0:00
Embed Code - If you would like this activity on your web page, copy the script below and paste it into your web page.
Normal Size Small Size show me how
Normal Size Small Size show me how
Organizing Chapter 9
management a practical introduction
| Question | Answer |
|---|---|
| 360-degree assessment | or 360-degree feedback appraisal i which employees are appraised not only by their mangerial superiors but also by peers, subordinates, and sometimes clients |
| affirmative action | focuses on achieving equality of opportunity within an organization |
| base pay | consits of the basic wage or salary paid employees in exchange for doing thier jobs |
| behavioral-description interview | the interviwer exploers what applicants have actually done in the past |
| behaviorally anchored rating scale (BARS) | which rates employee gradations in performance according to scales of specific behaviors |
| benefit | or fringe benefits, are additional nonmonetary forms of compensation |
| collective bargaining | consists of negotiations between management and employees about disputes over compensation, benefits, working conditions and job security |
| compensation | has three parts 1) wages or salaries 2) incentivies and 3) benefits |
| computer-assisted instruction (CAI) | which computers are used to provide addtional help or to reduce instructional time |
| development | refers to educating professionals and managers in the skills they need to do their jobs in the futrure |
| discrimination | occurs when people are hired or promoted-or denied hiring or promotion-for reason not relevant to the job. |
| employment tests | are legally considered to consits of any procedure used in the employement selection decision provess |
| Equal Employment Opportunity (EEO) Commission | whose job it is to enforce antidiscrimination and other employement-related laws |
| external recruiting | means attracting job applicats from outside the organization |
| Fair Labor Standards Act | of 1938 establshed minuimum living standards for workers engaged in interstate commerce, including provision of federal minimum wage |
| forced ranking performance review systems | all employees within a busness unit are ranked aganinst one another and grades are distributed along some sprt of bell curve |
| formal appraisals | are conducted at specific tim es throughout the year and are based on performance measures that have been established in advance |
| human resource (HR) management | Consists of he activities managers perform to plan for, attract, develop, and reatin an effective workforce |
| informal appraisals | are conducted on an unscheduled basis and consist of less rigorous ondications of employee performance |
| internal recruiting | means making people already employed by the organization aware of job openings. |
| job analysis | is to determine, by obervation and analysis, the basic elements of a job |
| job description | summarizes what the holder of the jo does and how and why he or she does it |
| job posting | placing information about job vacancies and qualifications on bulletin borads, in newsletters, and on the organization's intranet. |
| job specification | which describes the minimum qualifiactions a person must have to perform the job successfully |
| National Labor Relation Board | enforces procedures whereby employees may vote to have a union and for collective bargaining |
| objective appraisals | AKA results appraisals are based on facts and are |
| orientation | helping the newcomer fit smoothly into the job and the organization |
| performance appraisal | which consist of 1) assessing employee's performance and 2) providng him/her with feedback |
| performance management | the continous ccle of improving job performance through goal setting, feedback and coaching and rewards and postive reinforcement |
| realistic job preview | which gives a candidate a picture of both positive and negative features of the job and the organization before he or she is hired |
| recruiting | is the process of locating and attracting qualified application for jobs open in the organization |
| reliability | the degree to which a test measures the same thing consistently |
| selection process | the screening of job applicats to hire the best candidate |
| sexual harassment | consists of unwanted sexual attention that creates an adverse work environment |
| situational interview | the interviewer focuses on hypotetical situations |
| strategic human resource planning | Consists of developming a systematic, comprehensive strategy for (a) understanding curren t employee needs and (b) predicting futrure employee needs |
| structured interview | involves asking each applicant the same questions and comparing their responses to a standardized set of answers |
| subjective appraisals | which are based on a manager's perceptions of an employee's 1) traits or 2) behaviors |
| training | refers to educating technical and operationl employees in how to better do their current jobs |
| unstructured interview | involves asking probing questions to find out what the applicant is like |
| validity | the test measures what it purports to measre and is free of bias |
| human resource inventory | a report listing your organization's employees by name, education, traning, languages, and other important information |
| assessment center | which management candidates participate in activities for a few days while being assessed by evaluators |
Created by:
blearly
Popular Management sets