Exam 1

Question 1

Contracting outside the organization to have work done that formerly was done by internal employees

Answer 1

Outsourcing

Question 2

Shifting work to overseas locations

Answer 2

Offshoring

Question 3

planned elimination of jobs

Answer 3

Downsizing

Question 4

Process used to translate customer needs into a set of optimal tasks that are performed in concert with one another

Answer 4

Six Sigma

Question 5

Principles and practices whose core ideas include understanding customer needs, doing things right the first time, and striving for continuous improvement

Answer 5

Total Quality Management

Question 6

Fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in cost, quality, service, and speed

Answer 6

Reengineering

Question 7

Change occurs after external forces have already affected performance

Answer 7

Reactive Change

Question 8

Change initiated to take advantage of targeted opportunities

Answer 8

Proactive Change

Question 9

Workers whose responsibilities extend beyond the physical execution of work to include planning, decision-making, and problem solving

Answer 9

Knowledge Workers

Question 10

Systematic monitoring of the major external forces influencing the organization

Answer 10

Environmental Scanning

Question 11

Method for tracking the pattern of employee movements through various jobs

Answer 11

Markov Analysis

Question 12

Files of personnel education, experience, interests, skills, and so on that allow managers to quickly match job openings with employee backgrounds

Answer 12

Skill Inventories

Question 13

Process of identifying, developing, and tracking key individuals for executive positions

Answer 13

Succession Planning

Question 14

Comparing organizations processes and practices with those of other companies

Answer 14

Benchmarking

Question 15

minority race, women, older people, and those with disabilities who are covered by federal laws on equal employment opportunity

Answer 15

Protected Classes

Question 16

Suitable defense against a discrimination charge only when age, religion, sex, or national origin is an actual qualification for performing the job

Answer 16

Bona Fide Occupational Qualification - BFOQ

Question 17

Attempt by employers to adjust, without undue hardship, the working conditions or schedules of employees with disabilities or religious preferences

Answer 17

Reasonable Accommodation

Question 18

Rejection of a significantly higher percentage of a protected class for employment, placement, or promotion when compared with the successful, nonprotected classes

Answer 18

Adverse Impact

Question 19

Rule of thumb followed by the EEOC in determining adverse impact for use in enforcement proceedings

Answer 19

Four-Fifths Rule

Question 20

Protected class members receive unequal treatment or are evaluated by different standards

Answer 20

Disparate Treatment

Question 21

Classifying protected-class members by number and by the type of job they hold within the organization

Answer 21

Workforce Utilization Analysis

Question 22

Giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering discrimination

Answer 22

Reverse Discrimination

Question 23

“predetermined” basis of payment for a job completed

Answer 23

standard hour plan

Question 24

used to retain executives

Answer 24

golden handcuffs

Question 25

Workman's Compensation

Answer 25

one of 3 required employee benefits if only 1 employee-for accidents

Question 26

Merit Guidelines

Answer 26

awards tied to performance objectives

Question 27

Vesting

Answer 27

"earning" guarantee of funds that have been set aside for retirement

Question 28

Silver Handshake

Answer 28

encourages early retirement

Question 29

Profit Sharing

Answer 29

annual program of current/deferred compensation based on profits

Question 30

Balanced Scorecard

Answer 30

Helps managers translate strategic goals into operational objectives

Question 31

Arbitrator

Answer 31

third-party neutral who resolves a labor dispute by issuing a final decision in the disagreement

Question 32

aptitude test

Answer 32

measures of a person's capacity to learn or acquire skills

Question 33

assessment center

Answer 33

individuals are evaluated as they participate in situations that resemble what they might be called on to handle on the job

Question 34

Bargaining Unit

Answer 34

2 or more employees share common employment interests and conditions. May reasonably be grouped together for purposes of collective bargaining

Question 35

incentive payment that's supplemental to the base wage

Answer 35

Bonus

Question 36

severe stage of distress, manifesting itself in depression, frustration, and loss of productivity

Answer 36

Burnout

Question 37

work-related practice that's necessary to the safe and efficient operation of an organization

Answer 37

Business Necessity

Question 38

meeting to discuss performance of employees to ensure their employee appraisals are in line with one another

Answer 38

Calibration

Question 39

establishing mutually beneficial relationships with other businesspeople

Answer 39

Career Networking

Question 40

for organizational or personal reasons the probability of moving up the career ladder is low

Answer 40

Career plateau

Question 41

strong and enduring beliefs and principles that a company uses as a foundation for its decisions

Answer 41

Core Values

Question 42

unusual event that denotes superior or inferior employee performance is some part of the job

Answer 42

Critical Incident

Question 43

training employees to do multiple jobs within an organization

Answer 43

Cross-Training

Question 44

verifying results from a validation study by administering a test or test battery to a different sample (from same population)

Answer 44

Cross-Validation

Question 45

Audits of culture and quality of work life in an organization

Answer 45

Cultural Audits

Question 46

injuries involving tendons of the fingers, hands, and arms that become inflamed from repeated stresses and strains

Answer 46

Cumulative Trauma disorders

Question 47

employees right to present his or her position during a disciplinary action

Answer 47

Due Process

Question 48

Granting employees power to initiate change, thereby encouraging them to take charge of what they do

Answer 48

Employee Empowerment

Question 49

resolve problems or offer suggestions for organizational improvement

Answer 49

employee involvement groups

Question 50

right of an employer to fire an employee without giving a reason and the right of an employee to quit when he or she chooses

Answer 50

Employment-at-will Principle

Question 51

interdisciplinary approach to designing equipment and systems that can be easily and efficiently used by human beings

Answer 51

Ergonomics

Question 52

positive stress that accompanies achievement and exhilaration

Answer 52

Eustress

Question 53

employees not covered by the overtime provisions of the Fair Labor Standards Act

Answer 53

Exempt Employees

Question 54

legal right and responsibility of the union to represent all bargaining unit members equally, regardless of whether employees join the union or not

Answer 54

Exclusive Representation

Question 55

Work system supports the organization's goals and strategies

Answer 55

External Fit

Question 56

Flexible working hours that permit employees the option of choosing daily starting and quitting times, provided that they work a set number of hours per day or week

Answer 56

Flex Time

Question 57

Opening up foreign markets to international trade and investment

Answer 57

Globalization

Question 58

All internal elements of the work system complement and reinforce one another

Answer 58

Internal Fit

Question 59

jointly sponsored by colleges, universities, ect. offer the opportunity to gain real-life experience while allowing them to find out how they will perform in work organizations

Answer 59

internship programs

Question 60

performance rating error in which the appraiser tends to give employees either unusually high or unusually low ratings

Answer 60

Leniency Error

Question 61

requires applicants to achieve some minimum level of proficiency on all selection dimensions

Answer 61

Multiple Cutoff Model

Question 62

Only applicants with highest scores at an initial test stage go on to subsequent stages

Answer 62

Multiple Hurdle Model

Question 63

failure to provide reasonable care when such failure results in injury to consumers or other employees

Answer 63

Negligence

Question 64

Negligent hiring

Answer 64

failure of an organization to discover, via due diligence, that an employee it hired had the propensity to do harm to others

Question 65

preference hiring relatives of current employees

Answer 65

Nepotism

Question 66

pension plan in which contributions are made solely by the employer

Answer 66

noncontributory plan

Question 67

applicant is allowed maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing applicant's remarks

Answer 67

nondirective interview

Question 68

employees covered by the overtime provisions of the Fair Labor Standards Act

Answer 68

nonexempt employees

Question 69

designated individual from whom employees may seek counsel for resolution of their complaints

Answer 69

Ombudsman

Question 70

hands on experience with instructions from their supervisor or other trainer

Answer 70

On-the-Job Training

Question 71

help terminated employees find a new job

Answer 71

outplacement services

Question 72

familiarizes new employees with the organization, their jobs, and their work units

Answer 72

orientation

Question 73

board of interviewers questions and observes a single candidate

Answer 73

Panel Interview

Question 74

employee's perception that compensation received is equal to the value of the work performed

Answer 74

Pay Equity

Question 75

Groups of jobs within a particular class that are paid the same rate

Answer 75

Pay Grades

Question 76

performance appraisal done by fellow employees

Answer 76

Peer Appraisal

Question 77

Special nonmonetary benefits given to executives; often referred to as perks

Answer 77

Prerequisites

Question 78

change of assignment to a job at a higher level in the organization

Answer 78

Promotion

Question 79

outgrowth of job analysis that improves jobs through technological and human consideration in order to enhance organization efficiency and employee job satisfaction

Answer 79

Job Design

Question 80

grouped due to a predetermined wage grade

Answer 80

Job Classification

Question 81

info about jobs duties, tasks, or activities,

Answer 81

Job Analysis

Question 82

Statement of tasks, duties, and responsibilities of a job to be performed

Answer 82

job Description

Question 83

enhances job by adding more meaningful tasks and duties to make the work more rewarding or satisfying

Answer 83

Job Enrichment

Question 84

needed knowledge, skills, and abilities of the person who is to perform the job

Answer 84

Job Specification