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EXAM 3 Flashcards

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1
Q

Provides advice to management about specific issues

A

Employee involvement

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2
Q

Consists decision making power and solves problems related to tasks of producing a product

A

Semi-autonomous work group

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3
Q

Manages and controls crucial tasks of producing a product/service

A

Self-managing

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4
Q

Controls team structure work tasks, and team membership

A

Self-designing

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5
Q

3 Kinds of Teams

A
  1. Cross-functional 2. Virtual 3. Project
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6
Q

Composed of employees from different functional areas of the organization

A

Cross-functional team

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7
Q

Composed of geographically and/or organizationally dispersed coworkers Use telecommunication and information technology to accomplish an organizational task

A

Virtual team

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8
Q

Created to complete one-time projects within a limited time

A

Project team

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9
Q

Team members meet, form initial impressions, and establish team norms

A

Forming:

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10
Q

Team members disagree over what to do and how to do it Characterized by conflict and disagreement

A

Storming:

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11
Q

Team members settle into their roles Results in growth of group cohesion and development of positive team norms

A

Norming:

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12
Q

work improves as the team matures into an effective functioning team

A

Performing:

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13
Q

Ability to change organizational policies, and practices in order to meet goals

A

Structural accommodation:

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14
Q

Ability to make changes without the approval of the managers

A

Bureaucratic immunity:

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15
Q

Average ability experience, personality, or other factors in a team

A

Team level:

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16
Q

Variances in ability, experience, personality, or other factors on a team

A

Team diversity:

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17
Q

Pays employees for learning additional knowledge

A

Skill-based pay:

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18
Q

Companies share the financial value of performance improvements

A

Gainsharing:

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19
Q

IDEAL TEAM SIZE

A

6-9

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20
Q

4 STAGES OF TEAM DEVELOPMENT ORDER

A
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21
Q

(BFOQ) STANDS FOR

A

bona fide occupational qualification

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22
Q

Definition:an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are “reasonably necessary to the normal operation of that particular business.” strictly monitored by the Equal Employment Opportunity Commission

A

bona fide occupational qualification (BFOQ)

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23
Q

Definition:unintentional discrimination that occurs when members of a particular race, sex, or ethnic group are unintentionally harmed or disadvantaged because they are hired, promoted, or trained (or any other employment decision) at substantially lower rates than others

A

Adverse impact

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24
Q

Definition:a rule of thumb used by the courts and the EEOC to determine whether there is evidence of adverse impact; a violation of this rule occurs when the impact ratio (calculated by dividing the decision ratio for a protected group by the decision ratio for a nonprotected group) is less than 80 percent, or four-fifths

A

four-fifths (or 80%) rule

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25
Definition:a form of sexual harassment in which unwelcome and demeaning sexually related behavior creates an intimidating and offensive work environment
hostile work environment
26
Definition:a purposeful, systematic process for collecting information on the important work-related aspects of a job
Job analysis
27
Definition:the process of determining how well a selection test or procedure predicts future job performance; the better or more accurate the prediction of future job performance, the more valid a test is said to be
Validation
28
(HRIS) STANDS FOR
human resource information system
29
Definition:tests that measure the extent to which an applicant possesses the particular kind of ability needed to do a job well
Specific ability tests
30
Definition:extensive surveys that ask applicants questions about their personal backgrounds and life experiences
Biographical data, or biodata
31
Definition:tests that require applicants to perform tasks that are actually done on the job
Work sample tests
32
Definition:a series of managerial simulations, graded by trained observers, that are used to determine applicants’ capability for managerial work
Assessment centers
33
Definition:the process of identifying and prioritizing the learning needs of employees
Needs assessment
34
Definition:the process of assessing how well employees are doing their jobs
Performance appraisal
35
(BOS) STANDS FOR
behavior observation scale
36
Definition:rating scales that indicate the frequency with which workers perform specific behaviors that are representative of the job dimensions critical to successful job performance
behavior observation scale (BOS)
37
Definition:a performance appraisal process in which feedback is obtained from the boss, subordinates, peers and coworkers, and the employees themselves
360-degree feedback
38
Definition:a process that determines the worth of each job in a company by evaluating the market value of the knowledge, skills, and requirements needed to perform it
Job evaluation
39
(ESOPs) STANDS FOR
Employee stock ownership plans
40
Definition:employment-counseling services offered to employees who are losing their jobs because of downsizing
outplacement services
41
(ERIPs) STANDS FOR
Early retirement incentive programs
42
Definition:programs that offer financial benefits to employees to encourage them to retire early
Early retirement incentive programs (ERIPS)
43
Definition:employees transition to retirement by working reduced hours over a period of time before completely retiring
phased retirement
44
Definition:loss of poor-performing employees who voluntarily choose to leave a company
Functional turnover
45
Definition:loss of high-performing employees who voluntarily choose to leave a company
dysfunctional turnover
46
Definition:tests that measure the extent to which an applicant possesses the particular kind of ability needed to do a job well
Specific ability tests (aptitude tests)
47
Perceived degree to which outcomes and rewards are fairly shared
•Distributive justice:
48
Perceived fairness of the procedures used to make reward allocation decisions
•Procedural justice:
49
•People will be motivated when they perceive that they are being treated fairly
EQUITY THEORY
50
4 COMPONENTS OF EQUITY THEORY
* Inputs * Outcomes * Referents * Outcome/input (O/I) ratio * Underreward * Overreward
51
2 EQUITY THEORY REWARDS
* Distributive justice * Procedural justice
52
Perceived degree to which outcomes and rewards are fairly distributed
•Distributive justice:
53
Perceived fairness of the procedures used to make reward allocation decisions
•Procedural justice:
54
3 EXPECTANCY THEORY BELIEFS
People will be motivated to the extent to which they believe: * Their efforts will lead to good performance (EXPECTANCY) * Good performance will be rewarded (INSTRUMENTALITY) * They will be offered attractive rewards (VALENCE)
55
3 COMPONENTS OF EXPECTANCY THEORY
1. Valence 2. expectancy 3. instrumentality
56
Behavior is a function of its consequences * Behaviors followed by positive consequences will occur more frequently * Behaviors followed by negative consequences, or not followed by positive consequences, will occur less frequently
REINFORCEMENT THEORY
57
3 COMPONENTS OF REINFORCEMENT THEORY
1. Positive reinforcement 2. negative reinforcement punishment 3. extinction
58
6 rules regarding reinforcement contingencies
* Continuous reinforcement * Intermittent reinforcement * Fixed interval reinforcement * Variable interval reinforcement * Fixed ratio reinforcement * Variable ratio reinforcement
59
4 GOAL SETTING Components
* Goal specificity * Goal difficulty * Goal acceptance * Performance feedback
60
3 Steps to motivate employees
* Assign specific, challenging goals * Ensure workers truly accept organizational goals * Provide frequent, specific, performance-related feedback
61
Definition:a theory that states that people will be motivated when they perceive that they are being treated fairly
EQUITY THEORY
62
Definition:in equity theory, the contributions employees make to the organization
INPUTS
63
Definition:in equity theory, others with whom people compare themselves to determine if they have been treated fairly
REFERENTS
64
Definition:in equity theory, an employee’s perception of how the rewards received from an organization compare with the employee’s contributions to that organization
outcome/input (O/I) ratio
65
Definition:the theory that people will be motivated to the extent to which they believe that their efforts will lead to good performance, that good performance will be rewarded, and that they will be offered attractive rewards
EXPECTANCY THEORY
66
Definition:the theory that behavior is a function of its consequences, that behaviors followed by positive consequences will occur more frequently, and that behaviors followed by negative consequences, or not followed by positive consequences, will occur less frequently
REINFORCEMENT THEORY
67
Definition:cause-and-effect relationships between the performance of specific behaviors and specific consequences
REINFORCEMENT CONTINGENCIES
68
Definition:rules that specify which behaviors will be reinforced, which consequences will follow those behaviors, and the schedule by which those consequences will be delivered
schedule of reinforcement
69
Definition:reinforcement in which a positive consequence is no longer allowed to follow a previously reinforced behavior, thus weakening the behavior
EXTINCTION
70
Definition:a schedule that requires a consequence to be administered following every instance of a behavior
continuous reinforcement schedules
71
Definition:a schedule in which consequences are delivered after a specified or average time has elapsed or after a specified or average number of behaviors has occurred
intermittent reinforcement schedules
72
Definition:an intermittent schedule in which consequences follow a behavior only after a fixed time has elapsed
fixed interval reinforcement schedules
73
Definition:an intermittent schedule in which the time between a behavior and the following consequences varies around a specified average
variable interval reinforcement schedules
74
Definition:an intermittent schedule in which consequences are delivered following a specific number of behaviors
fixed ratio reinforcement schedules
75
Definition:an intermittent schedule in which consequences are delivered following a different number of behaviors, sometimes more and sometimes less, that vary around a specified average number of behaviors
variable ratio reinforcement schedules
76
Definition:the theory that people will be motivated to the extent to which they accept specific, challenging goals and receive feedback that indicates their progress toward goal achievement
Goal-setting theory
77
Definition:a schedule that requires a consequence to be administered following every instance of a behavior
Continuous reinforcement schedule
78
Definition:a schedule in which consequences are delivered after a specified or average time has elapsed or after a specified or average number of behaviors has occurred
Intermittent reinforcement schedule
79
Definition:an intermittent schedule in which consequences follow a behavior only after a fixed time has elapsed
Fixed interval reinforcement schedule
80
Definition:an intermittent schedule in which the time between a behavior and the following consequences varies around a specified average
Variable interval reinforcement schedule
81
Definition:an intermittent schedule in which consequences are delivered following a specific number of behaviors
Fixed ratio reinforcement schedule
82
Definition:an intermittent schedule in which consequences are delivered following a different number of behaviors, sometimes more and sometimes less, that vary around a specified average number of behaviors
Variable ratio reinforcement schedule
83
MINIMUM WAGE, OT, RECORD KEEPING, CHILD LABOR
FAIR LABOR STANDARDS ACT (FLSA)
84
PAY FOR MALES AND FEMALES
EQUAL PAY ACT
85
PROHIBITS DISCRIMINATION
TITLE 7 OF CIVIL RIGHTS ACT
86
PROHIBITS OLDER THAN 40 UNFAIRNESS
AGE DISCRIMINATION IN EMPLOYMENT ACT

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