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Intermediate HR > Exam 1 > Flashcards

Exam 1 Flashcards

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1
Q

Diversity

A

The set of practices to include and involve people from a variety of backgrounds

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2
Q

internal Diversity

A

An aspect of diversity which refers to elements a person is born with. This can include gender identity, race, ethnicity, age, sexual orientation, physical and mental abilities.

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3
Q

external Diversity

A

An element of diversity that makes people unique, such as level of education, personal interests, religious beliefs, marital status, socioeconomic status, and life experiences.

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4
Q

unconscious bias

A
  • Stereotypes about certain groups of people.
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5
Q

Equal Employment Opportunity Commission (EEOC)

A

A federal agency charged with the task of enforcing federal employment discrimination laws.

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6
Q

Title VII of the Civil Rights Act

A

This act, passed in 1964 and enforced by the EEOC, covers several areas of discrimination including age, race, and sex.

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7
Q

bona fide occupational qualification (BFOQ)

A

A quality or attribute employers are allowed to consider when making decisions during the selection process.

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8
Q

Age Discrimination in Employment Act (ADEA)

A

Created in 1967 and enforced by the EEOC, this law prohibits discrimination based on age and covers people who are age forty or older.

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9
Q

Americans with Disabilities Act (ADA)

A
  • Prohibits discrimination against those with disabilities and is enforced by the EEOC.
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10
Q

reasonable accommodation -

A

A change in the work environment or the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities.

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11
Q

Family and Medical Leave Act (FMLA)

A

This law gives twelve weeks of unpaid leave for childbirth, adoption, or caregiving of sick family members.

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12
Q

quid pro quo

A

A type of sexual harassment in which the victim is asked for favors of a sexual nature in exchange for a workplace benefit, such as a pay raise or promotion.

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13
Q

hostile work environment

A

A sexual harassment situation in which the victim is subjected to unwelcome and inappropriate sexual behavior.

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14
Q

Turnover

A

Replacement of employees who are fired or quit. The term is normally expressed as a percentage: the ratio of the number of workers who had to be replaced in a given period to the average number of workers at the organization.

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15
Q

voluntary turnover

A
  • The type of turnover that is initiated by the employee for many different reasons.
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16
Q

involuntary turnover

A
  • Turnover in which the employee has no choice in their termination, for example, employer-initiated due to nonperformance.
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17
Q

direct turnover cost

A

Includes the cost of leaving, replacement costs, and transition costs

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18
Q

indirect turnover cost

A

Includes the loss of production and reduced performance.

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19
Q
A
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20
Q

retention plan

A

A plan that outlines the strategies the organization will use to reduce turnover and address employee motivation.

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21
Q

Engagement

A

Occurs when all employees have a commitment to the organization and are connected.

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22
Q

high-performance work system (HPWS)

A

A set of systematic HR practices that create an environment where the employee has greater involvement and responsibility for the success of the organization.

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23
Q

motivation factor

A
  • Part of a theory developed by Herzberg that says some things will motivate an employee, such as being given responsibility.
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24
Q

hygiene factor -

A

Part of a theory developed by Herzberg that says some things will not necessarily motivate employees but will cause dissatisfaction if not present

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25
theory X manager
According to McGregor, a type of manager who has a negative approach to employee motivation.
26
theory Y manager
According to McGregor, a type of manager who has a positive approach to employee motivation.
27
pulse survey
A short survey that consists of five to ten questions to gauge engagement and satisfaction of the workplace.
28
exit interview
An interview performed by HR or a manager that seeks information as to what the employee liked at the organization, and what they see should be improved
29
job descriptive index (JDI)
A standardized and widely used measure of job satisfaction, measuring five facets of job satisfaction.
30
stay interview
This type of interview asks employees a series of questions related to why they stay with your organization.
31
performance appraisal
A method by which job performance is measured.
32
succession planning -
A process for identifying and developing internal people who have the potential to fill positions
33
Sabbatical
- A paid or unpaid long-term leave to pursue other activities, where the employee is promised their job back upon return.
34
outcome fairness
The judgment that people make with respect to the outcomes they receive versus the outcomes received by others with whom they associate.
35
procedural justice -
The process used to determine the outcomes received.
36
Mediation
When a neutral third party from outside the organization hears both sides of a dispute and tries to get the parties to come to a resolution.
37
job enrichment
Adding more meaningful tasks to enhance a job and make the employee’s work more rewarding
37
Arbitration
When an outside person hears both sides of a conflict and makes a specific decision about how things should proceed.
38
job enlargement
Adding new challenges or responsibilities to a current job.
39
employee empowerment
A way to involve employees in their work by allowing them to make decisions and act upon those decisions, with the support of the organization
40
workflow design
Refers to the process of how things are accomplished in an organization.
41
emotional intelligence (EI)
The ability to know and manage our emotions, motivate ourselves, understand others’ emotions, and manage relationships
42
upward communication
When the lower levels of an organization communicate with the upper levels of an organization.
43
downward communication
The opposite of upward communication, in that the communication occurs from the upper levels of an organization down to the lower levels of the organization.
44
diagonal communication
interdepartmental communication occurring at various levels of the organization.
45
horizontal communication
horizontal communication When people at the same level in the organization communicate.
46
expresser communication style
A communication style that is easily excitable and relies heavily on hunches and feelings.
47
driver style
A communication style in which a person likes to have their own way and be decisive
48
relater style
A communication style by someone who prefers to be warmly regarded and have positive attention
49
analytical communication style
a communication style in which a person tends to ask a lot of questions and behave methodically.
50
passive communicator
A communication style in which the person puts the rights of others over themselves.
51
aggressive communicator
The style of a person who stands up for their rights but possibly violates the rights of others.
52
assertive communicator
Respects the rights of themselves and others when communicating
53
crisis communication plan
A plan designed to provide steps and guidance to support employees, suppliers, and customers should an emergency occur.
54
nonverbal language
A type of communication that can include facial expressions and eye contact.
55
competitive or combative listening
A type of listening that happens when we are focused on sharing our own point of view instead of listening to someone else.
56
passive listening
A type of listening in which we are interesting in hearing the other person and assume we hear and understand what the person says correctly, without verifying.
57
active listening
A type of listening in which we are interested in what the other person has to say and check our understanding with the speaker
58
high performing work system
Refers to a team of goal-focused individuals with a variety of expertise and experience.
59
task oriented style
A management style that tends to focus on the details of what must get done.
60
people oriented
A management style mostly concerned with the interpersonal relationships within the organization. oriented style
61
participatory management style
A management style that focuses on task-centered and people-oriented styles. This style is supportive.
62
directing management style
A management style in which the manager tends to direct rather than allow for feedback.
63
teamwork management style
A highly people-centered approach to management in which relationships are most important.
64
autocratic style
A management style that takes a task-only focus and tends to make most of the decisions for the department.
65
participative style
A management style that seeks input from employees.
66
free-rein style
A management style that gives employees freedom to make decisions.
67
situational leadership model
A method of viewing the application of management styles, as developed by Ken Blanchard.
68
Uniformed Services Employment and Reemployment Rights Act (USERRA)
protects people who serve or have served in the armed forces, Reserves, National Guard, or other uniformed services. The act ensures these individuals are not disadvantaged in their civilian careers because of their service. It also requires they be reemployed in their civilian jobs upon return to service and prohibits discrimination based on past, present, or future military service.
69

Intermediate HR (2 decks)

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