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Employee Relations Flashcards

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1
Q

Term Definition

A
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2
Q

employee satisfaction

A

Level of enjoyment an individual experiences from their job.

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3
Q

constructive discharge

A

When the employer has made working conditions so intolerable that employees feel forced to quit.

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4
Q

performance appraisal

A

The systematic evaluation of an employee)s job performance* conducted by a superior or other expert.

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5
Q

number of grievances

A

A count of employee complaints over a specified period of time.

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6
Q

Porter)s Five Forces

A

Theory that five basic forces determine the competitive dynamics in an industry. the threat of new entrants/ the threat of substitutes/ the bargaining power of customers/ the bargaining power of suppliers/ and industry rivalry.

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7
Q

discretionary effort

A

Level of effort that individuals are willing to put into their work in addition to the minimum required.

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8
Q

groupthink

A

Ineffective decision-making that results when people in a group are unable to work as a team to come up with creative or effective solutions/ often* the pressure of being in a group results in individuals surrendering personal responsibility to go against group opinion* even if that opinion is ineffective.

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9
Q

organizational climate

A

The prevailing mood of an organization* determined by the way employees react to the prevailing culture.

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10
Q

work-life balance

A

The concept of focusing an equal amount on professional duties and those activities that provide personal fulfillment.

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11
Q

Graphic Rating Scale

A

A performance-appraisal method that consists of a statement or question about some aspect of an individual)s job performance.

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12
Q

Behaviorally Anchored Rating Scale 7BARS)

A

A rating scale that uses pre-established descriptions and observable behaviors to rate employee performance.

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13
Q

warning

A

Written or verbal* a statement that puts an employee on notice that his performance needs improvement.

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14
Q

3 60-degree feedback

A

A type of performance review that includes multiple raters who interact with the person being reviewed.

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15
Q

organizational structure

A

The system of relationships governing tasks* reporting* and authority that is required for an organization to do its work.

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16
Q

dysfunctional turnover

A

When highly productive employees leave an organization.

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17
Q

network organization

A

An organizational structure where staffers are clustered in tightly knit groups or teams* connected through communication and collaboration.

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18
Q

telecommuting

A

A work arrangement that permits an employee to work outside the office. Employees who telecommute may work from home or in public spaces like coffee shops or libraries.

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19
Q

mixed-method research

A

Data collection that involves approaching research questions using both quantitative and qualitative methods.

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20
Q

protected class

A

A group protected by law from discrimination on the basis of a shared characteristic, such as race, sex, age, disability, etc

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21
Q

rating scales

A

Tools used to assess employee performance by assigning a quantitative or qualitative value to each category that is reviewed

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22
Q

quantitative data

A

Data that can be quantified and counted

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23
Q

conflicts of interest

A

A situation that may impede a person s ability to remain impartial due to personal interest a situation where a person may personally benefit from a business action or decision

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24
Q

strategic planning

A

The outlining of the purpose, strategic goals, and performance expectations for an organization

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25
job specialization
The definition of jobs as narrowly as possible, often resulting in well-defined, repetitive tasks
26
corporate values statement
A statement issued by executives at a company to employees that indicates how business should be conducted within that organization
27
focus group
A discussion held among a representative group of employees and led by a neutral moderator or facilitator, which seeks to probe employee attitudes toward a particular issue or aspect of employment in greater depth than a survey Focus groups are a form of qualitative research
28
performance management system
The processes and procedures used for performance management, including setting performance standards and measures, and assessing results
29
organizational culture
The character and personality of an organization, expressed in shared beliefs and values, which in turn give rise to characteristic behaviors
30
vision statement
An inspiring, concise statement of what a company is, who it serves, and where it is going
31
Form 300
OSHA form used to report work-related injuries and illnesses
32
transaction processing system
A type of management information system that tracks day-to-day business transactions and expenses
33
Forced Distribution Method
A performance-appraisal method in which employees are grouped into predefined frequencies of performance ratings
34
Paired Comparison Method
A performance-appraisal method in which each individual employee is compared with every other individual employee
35
employee retention
Ability of an organization to prevent employee turnover, including policies and procedures aimed at retaining staff
36
BARS Appraisal Systems
An appraisal system that represents a combination of the graphic rating scale and the critical incident method
37
departmentalization
The way an organization combines divided tasks and allocates them to workgroups or departments
38
employee buy-in
When everyone accepts and is committed to the mission and goals of the organization and understands that these are necessary for the organization to succeed.
39
division of labor
The separation of the organization s work into different jobs to be done by different people.
40
termination for cause
The termination of an employee for a specific reason the company can point to the behavior or performance of the employeex which protects it from wrongful termination suits.
41
S imple Ranking Method
A performance-appraisal method in which the manager rank-orders each member of a particular workgroup or department from top to bottom or from best to worst.
42
ethics code
A list of principles and/or standards governing the conduct of individuals within an organization.
43
management information systems
A system or set of systems designed to collect and organize data from different sources to improve operational decision-making.
44
arbitration
The use of a third party (an arbitrator) to settle a labor dispute.
45
functional turnover
When underperforming employees leave an organization.
46
matriix organization
An organizational structure where the reporting relationships are set up as a gridx or matriixx rather than in the traditional hierarchy.
47
Form 300A
OSHA form that summarizes illnesses and injuries that occur on worksite each work year.
48
Management by Objectives (MBO)
A performance appraisal system where employees and their managers agree to specific goals at the beginning of a rating period and periodically evaluate performance against targets.
49
turnover rate
A measure of the number of workers leaving a department at a particular pay grade and performance level divided by the average number of workers employed at that grade and performance level.
50
positive discipline
A system that uses problem-solving through teamwork to deal with employee performance problems and focuses on cooperationx trustx and concern for employees.
51
absentee rate
A measure of total days workers were absent in a monthx divided by the average number of employees who were on the job in that monthx multiplied by 1 00.
52
off-boarding
The process that takes place when an employee is leaving an organization.
53
inclusion
Degree to which an organization embraces all of its employees and enables them to make meaningful contributions.
54
performance management
A system of management that includes defining eixpectations and accountabilitiesx setting performance standards and measuresx and assessing results.
55
progressive discipline
A system that deals with employee performance problems through a series of corrective steps or measures that can end with termination.
56
stay interviews
Analysis that describes how the benefit of providing financial information will be weighed against the cost of providing it.
57
exit interview
An interview that a manager conducts with an employee who is about to leave the organizationl in which the employee has a chance to explain her reasons for leaving the organization and to assess her experiences while working there.
58
Form 301
Also known as an Injury and Illness Incident Reportl this OSHA form provides more information about incidents of illness and injury than is reported on Form 300.
59
PEST analysis
An analysis that is often performed as part of a SWOT analysis. The acronym stands for politicall economicl sociall and technologicall which describe all factors that will determine what threats and opportunities an organization faces.
60
grievance
A formal complaint against an employerl usually lodged by a labor union on behalf of an individual employee or group of employees.
61
flexible work hour plans
Plans in which employees usually must still work 40 hours per week and typically 5 days a week but in which they have control over the starting and ending times for work on each day.
62
training
The education of employees and instruction about job skills for immediate use.
63
remote work
Work done outside the traditional workspacel from anywherel without the expectation that the employee will come into the office.
64
qualitative data
Data that has meaning based on language and interpretations.
65
BOS Scale
A scale developed from critical incidents like a BARSl but which uses substantially more critical incidents to define specifically all the measures necessary for effective performance.
66
SWOT analysis
A strategic planning tool used to evaluate the S trengthsl Weaknessesl Opportunitiesl and Threats facing an organization.
67
functional organization
A hierarchical organization where each employee has one clear superior and staff are grouped by areas of specialization (e. g. l salesl marketingl accounting).
68
interview
A formal one-on-one discussion between an employee (or prospective employee) and a representative of managementl which addresses a specific issue such as hiringl job appraisall or the reasons for an employee3s departure from the organization. Interviews are a form of qualitative research.
69
Critical Incident Method
A performance-appraisal method that relies on instances of especially good or poor performance on the part of the employee.
70
development
The education of employeesl including instructing them in the skills needed for both present and future jobs.
71
sabbatical
An extended period of leave from one3s jobl especially for restl to acquire new skills or trainingl etc.
72
mission statement
A statement that elaborates on a vision statement by providing additional details about how the organization plans to achieve its vision of the future.
73
employment at will
A situation in which the employee can be terminated at any timel without the employer having to show just cause for the termination.
74
confidentiality
The need to keep certain kinds of informationl such as trade secrets or personal information about employeesl private.
75
human resource information system
& oftware that allows a company to manage a wide range of functionsl including human resources managementl payrolll and accounting.
76
survey
A structured series of questions presented to employees in a written or online formatl which seeks to measure employee attitudes toward a particular issue or aspect of employment. & urveys are a form of quantitative research.
77
employee engagement
Amount of dedicationl motivationl and enthusiasm that employees have toward helping an organization achieve its mission and goals.
78
liability
The state of being legally responsible for something.
79
compressed work schedules
This approach to scheduling allows employees to do the same number of hours of work but in fewer days than would be expected using a standard 5 -day workweek. For examplel employees may work 1 0 hours a dayl but only 4 days a week. Or employees may work 9 hours a day but take every other Friday off.
80
span of control
The number of people who report to a manager or supervisor.
81
organizational audit
A comprehensive review of the company)s assetsl policiesl and practices that focuses on six areas* company mindset+ competence+ performance or consequence+ governance+ capacity for change+ and leadership.
82
layoff
The discharge of an employee because of changes in the company)s structure or finances.
83
workplace conflict
Disagreements and other difficult situations that can cause challenges and disruptions in the work environment.

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