End-of-Term Test Flashcards
survive lapko (87 cards)
1
Q
What are the three types of control systems?
A
Feedforward, Concurrent, and Feedback systems
2
Q
Feedforward Controls
A
Making sure the right directions are set and the required resources are in place.
3
Q
Concurrent Controls (Steering Controls)
A
Making sure things are completed correctly as the work is happening and dealing with problems as they arise.
4
Q
Feedback Controls
A
Comparing the results to the expectations.
5
Q
What are the two types of controls managers are generally concerned with?
A
Internal and external.
6
Q
Internal Controls
A
These are rules and procedures a business creates to keep things running smoothly and
prevent mistakes or fraud.
7
Q
External Controls
A
These come from outside organizations that influence how a business operates.
8
Q
Examples of Physical Controls? (Kind of internal control)
A
Locked safes or drawers, security cameras, access cards or IDs, locked file cabinets, inventory storage rooms with limited access.
9
Q
Examples of Internal Controls?
A
Segregation of duties, approval processes, inventory checks, passwords for systems, employee training
10
Q
Examples of External Controls?
A
Government regulations, audits by external firms, bank loan requirements, stock exchange rules, industry certifications.
11
Q
What are the steps of the control process?
A
Step 1: Establish standards and methods for measuring performance.
Step 2: Measure the performance.
Step 3: Determine whether performance matches the standard.
Step 4: Take corrective action.
12
Q
What is Progressive Employee Discipline?
A
Harsher discipline takes places as additional employee issues arise.
13
Q
Goal of progressive discipline?
A
to correct and improve employee performance before it gets worse
14
Q
What are the typical steps of progressive employee discipline?
A
it might start with a verbal warning, then a formal written warning, then a formal write up, a demotion, or loss of working hours, all the way up to termination.
15
Q
What are two potential benefits of using progressive discipline?
A
- The process enhances communication at the workplace.
- Employers save money on hiring new workers constantly or on wrongful termination lawsuits.
16
Q
What is teamwork considered to be?
A
one of the critical 21st century competencies required to succeed in today’s workforce
17
Q
Who will employers generally hire?
A
people who they feel can, and will, work well with others
18
Q
When does the likelihood of meeting and exceeding organizational goals and objectives skyrocket?
A
when all employees and managers work well within an organization
19
Q
What are the stages of team development?
A
- Forming
- Storming
- Norming
- Performing
- Adjourning
20
Q
What is done in the forming stage of team development?
A
team members are introduced to each other and start to get acquainted. Team members are starting to learn about each others strengths and roles.
21
Q
What is done in the storming stage of team development?
A
conflict, tension and competition is often introduced to the team. Emotions usually start to increase, and tensions start to develop.
22
Q
What is done in the norming stage of team development?
A
Emotions start to normalize and good progress is made but the team may not be performing at its peak level yet.
23
Q
What is done in the performing stage of team development?
A
This is when the team really comes together to accomplish tasks through effective teamwork. The team is very organized and it functions very well.
24
Q
What is done in the adjourning stage of team development?
A
Work is acknowledged and the team is formally disbanded.
25
What are the four roles for managers?
1. Team Leader - Manager oversees the team and provides direction.
2. Network Facilitator - Manager is more collaborative and is not supervising all the time.
3. Team Member - Manager is a contributor like any other team member.
4. External Coach - A manager that takes a hands-off role. They can be accessed when help is required.
26
What are the five most common types of teams?
1. Formal and Informal
2. Committees
3. Project Teams/Task Forces
4. Cross-Functional Teams
5. Virtual Teams
27
What are the two physical attributes that make a high-performance team?
Size and Diversity
28
What are the two cultural attributes that make a high-performance team?
Adaptability and Values
29
Size in a high-performance team
Should be small (4 to 12 people) to increase communication, speed of decision making, accountability, and trust.
30
Diversity in a high-performance team
Diverse perspectives are important since they lead to better outcomes. Whole-brain teams are made that have a sweet spot between analytics and intuition. Groupthink is avoided and a diverse set of working styles are brought to the table.
31
Adaptability in a high-performance team
Companies must respond to new threats and opportunities like living organisms. Workers should be learning workers and not knowledge workers. Company culture should encourage the self-forming of teams.
32
Values in a high-performance team
Values should be held in a team that people are held accountable to.
Equality - No one person is bigger than the team.
Openness and Acceptance - A high-performing team is built on absolute trust.
33
After how many hours of work per week are you entitled to overtime pay in Ontario?
44 hours
34
At least what percentage of your earnings must your employer pay you on your vacation days?
4%
35
How many times greater is overtime pay than normal pay?
1.5
36
What is the minimum wage in Ontario?
$17.20 but increasing to $17.60 after Oct. 2025
37
What are the five steps of the planning process?
1. Define your objectives
2. Determine where you are in relation to your objectives
3. Anticipate future events
4. Consider alternatives and make a plan
5. Implement your plan and evaluate the results
38
What encompasses determining where you are in relation to your objectives in the planning process?
Look at your current state in relation to your objectives and identify strengths and possible weaknesses so far.
39
What encompasses defining objectives in the planning process?
Clearly identifying where you want to go and what you want to achieve through measurable means.
40
What encompasses anticipating future events in the planning process?
Thinking about what could potentially happen in the future and how these scenarios may affect the desired outcome.
41
What encompasses implementing your plan and evaluating your results in the planning process?
The plan is out into action, progress is checked along the way, and minor changes may be made to make sure objectives are being met. The results are evaluated by comparing the end product in measurable terms to the original objective.
42
What encompasses considering alternatives and making a plan in the planning process?
Taking all of the alternatives into account and weighing the advantages and disadvantages of each accordingly. The best alternative is selected and a detailed plan is created around it.
43
What are the three benefits of planning?
1. Improved flexibility
2. Improved coordination and control
3. Better use of time
44
What are some tips to avoid poor planning?
1. Vision & Mission
2. Work Breakdown Structures
3. User Stories
4. Milestones
5. Iterations
6. Critical Path
7. Scheduling
8. Status Meetings
9. Communication
45
Why might it be important to incorporate creativity into planning?
It might first appear that an objective is impossible from a lack of resources, funding, expertise, or regulations but thinking “outside of the box” might make it possible.
46
What are a few examples of problem solving strategies?
1. Clarify the problem
2. Change perspective
3. Apply the scientific method
4. Avoid distraction
5. Simulate or act out a key element of the problem
47
How can managers, supervisors, and front line workers all make sure the organization is as successful as possible?
Utilize efficient time management strategies
48
Short term plan
A plan that will be completed in less than a year.
49
Long term plan
A plan that will be completed after one year
50
Who usually develops long term plans?
Top level managers
51
Who usually develops short term plans?
Middle and low level managers
52
What are the short term planning tools?
Policies - Rules in place for making decisions or taking action.
Operational Plans - A clear set of step-by-step directions to help teams understand how to complete day-to-day tasks.
53
What are the three planning approaches and what defines each of them?
1. Rational Comprehensive Planning - a logical, mathematical decision-making model of planning involving data.
2. Incrementalism Planning - decisions are made without reliable data and “on the fly.”
3. Collectivist Planning - the best theory that combines both of the above approaches.
54
What are the methods typically used for long term planning?
1. Budgets - A plan that delegates money and resources to monitor spending.
2. Strategic Plans - Long term plans that set out an organization’s broader goals.
3. Organizational Vision Statements - a clearly defined purpose and vision for what the organization hopes to be in the future.
4. Forecasting - Predicting what the future might hold for an organization and preparing for change.
55
What are the three planning tools & strategies?
1. Participatory Planning - Specific stakeholders, particularly those directly affected by the plan, are included in the planning process.
2. Benchmarking - Observe best practices both inside and outside the organization and apply those methods to make improvements to your own work.
3. Scenario Planning - Identifying possible events in the future and developing plans to deal with them if or when they happen.
56
What are the three traditional organizational structures?
1. Functional - An organization split up into departments, each with their own specific function.
2. Divisional - Employees are grouped based on a similar process, product, market, or geographic region.
3. Hybrid/Matrix - A combination of functional and divisional organizational structures that benefits from the advantages of both and minimizes the disadvantages of both.
57
What are the three other, “flatter” organizational structures?
1. Team Organizational Structures
2. Network Organizational Structures
3. Boundaryless Organizational Structures
58
What are the general trends currently in organizational structures?
1. Flattening of Organizations - Cutting levels of management to improve communication, increase flexibility, and allow organizations to react quickly to market conditions.
2. Decentralization - Giving employees more responsibility and expanding management delegation throughout the organization.
59
Team organizational structure
Organized into teams that work on specific tasks or projects.
Advantages: Encourages creativity, teamwork, and teams can adapt rapidly.
Disadvantages: Unclear roles, lack of leadership.
60
Network organizational structure
A central company works with outside partners and freelancers.
Advantages: Very flexible
Disadvantages: Requires strong coordination and trust.
61
Boundaryless organizational structure
An open structure with few or no barriers between departments or even other companies.
Advantages: Encourages innovation and idea-sharing, enables fast and open communication.
Disadvantages: Can be disorganized without clear leadership, hard to manage roles and responsibilities.
62
What are the four elements of the Human Resources process?
1. Planning
2. Attracting Employees
3. Developing Employees
4. Retaining Employees
63
What is done in the planning element of Human Resources?
Analyzing staffing needs of the organization and determining how to go about best serving those needs.
64
What is done in the attracting employees element of Human Resources?
Recruitment of qualified job applicants, selection of the best possible person for the job.
65
Describe the recruitment element of Human Resources.
Qualified job applicants are attracted by the organization, who themselves projects their mission statement and their corporate tone in the best possible light to compete for these candidates.
66
Describe the importance of the selection element of Human Resources.
The best applicant must be selected in order to help the organization meet its overall goals and objectives.
67
What are the steps of the selection process?
1. Applications Reviewed
2. Formal Personal Interview
3. Testing
4. Reference Checks
5. Analysis, comparison, and final decision.
68
Why is it important for an HR department to develop employees?
It makes sure the investment of time and money in hiring a workforce pays off for the organization through productivity and commitment.
69
Orientation
The organization gains the employee's commitment and reduces their anxiety. They communicate the organization's expectations from the employee and what the employee can expect from the organization in turn. Employees will learn about the organization's values, structure, policies and procedures.
70
Training
The ongoing and never ending process of learning how to do a job as society adapts and changes.
71
The two types of training
1. On the job training - Takes place in the normal workplace and is directly related to specific job tasks.
2. Off the job training - Takes place outside the normal workplace and might focus on more general learning outcomes and training such as team building exercises.
72
What is the Career Development component of HR?
The workforce is developed by being offered additional opportunities for learning, growth, and reaching additional career goals. For example, helping employees reach their aspirations of continuing their formal education and obtaining management and leadership roles within said organization.
73
Why are performance appraisals important for an HR department?
They ensure that workplace standards and organizational objectives are being met by employees. Good employees will be rewarded while those who perform poorly will receive specific feedback on how to improve.
74
What are the four performance appraisal methods and techniques?
1. Comparative Method
2. Graphic Rating Scales
3. BARS - Behaviorally Anchored Rating Scale
4. 360 Degree Feedback
75
Comparative Appraisal Method
The rater compares the performance of the appraised individual to the performance of other employees.
76
Graphic Rating Scales
A checklist for rating an individual employee's traits based on workplace performance characteristics.
77
BARS - Behaviourally Anchored Rating Scale
Describes the specific behaviours based on various levels of performance achievement on the job like a rubric. More reliable approach than the graphic rating scale approach.
78
360 Degree Feedback
Employees are appraised according to the feedback received from stakeholders in the organization like managers or other employees.
79
What strategies do organizations use to retain employees?
1. Diversity Policies
2. Labour Management Relations
3. Compensation and Benefits
4. Human Resources Legal Considerations
80
Diversity Policies
When all employees feel included and valued, the workplace becomes a place where they not only feel comfortable and secure but, in fact, their diversity is seen as a strength of the organization as it brings in unique viewpoints.
81
Labour Management Relations
The presence of labour unions, which are groups of employees that organize in an effort to improve the working conditions of all employees in the workplace. They often work with employers to agree upon a labour contract.
82
Why must HR departments be respectful of labour unions?
Dismissing labour contracts runs the risk of creating a hostile workplace environment.
83
What happens when unionized employees feel that further action must be taken for their concerns to be heard?
A removal of partial job-related services in a work to rule, or removal of full job-related duties in a strike.
84
Compensation and Benefits
How employees are paid for their service and expertise. Includes:
1. Salary or hourly wage
2. Pay for performance
3. Bonus pay
4. Profit-sharing
5. Stock options
85
What are non-monetary related benefits offered by an organization?
Fringe benefits. These include health insurance, dental insurance, vacation days, maternity leave, long-term disability, sick days, employee fitness programs, employer provided uniforms, child care, meals, etc.
86
What will happen to an organization that does not follow workplace-related laws?
It will find itself facing costly lawsuits and government imposed fines.
87
What are the most important workplace legal considerations?
1. Wages (minimum pay)
2. Employment Equity
3. Health and Safety
4. Employee Rights
