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MGT 367 > Exam 4 - Exam Review > Flashcards

Exam 4 - Exam Review Flashcards

(53 cards)

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1
Q

What does it stand for

OSHA

A

Occupations Safety Health Act

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2
Q

OSHA functions

A

Issues citations and penalties for standard infractions

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3
Q

OSHA Citations contain the following information:

A 
Number of standard violated
Explanation for citation
Degree of severity
Time allotted for correction
Initial fine or penalty
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4
Q

Look at pink sheet for inspections

A

-

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5
Q

learn chatper 14 respsonbility

A

-

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6
Q

Record keeping

A

(>10)

Cut off for employees

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7
Q

Strategies for Minimizing Accidents

A
  1. Selection
  2. Training
  3. Motivation
  4. Ergonomics
  5. Enforcement
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8
Q

Selection

A

Human characteristics to reduce accidents. For
example, vision
◦Can be built into interviews

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9
Q

Training

A

Training is important and popular.

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10
Q

Motivation

A

Motivation - incentive to work productively and safe

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11
Q

Ergonomics

A

◦Need ergonomic chairs and keyboards to

reduce risk of injury

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12
Q

Enforcement

A

safety policies

- Any consequences for unsafe behaviors.

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13
Q

Workplace Aggression

A

Hostile forms of behavior involving efforts by individuals to harm others with whom they work or have worked.

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14
Q

Job stress

A

• Definition: A situation wherein job-related factors interact with a worker to change his/her psychological and/or physiological condition such that the person is forced to deviate from normal functioning.

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15
Q

is all stress bad

A

no, Not all stress is bad

Some stress challenges you and pushes you to a higher level

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16
Q

Wagners Act

A
  • Pro union act
  • Places the protective power of the federal government firmly behind employee efforts to organize and bargain collectively through representatives of their choice.
    Also created the national labor relations board
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17
Q

Tatt-Hahtly (spelling is wrong)

A

Tatt-Hahtly (spelling is wrong)

  • Not pro union
  • Allowed the U.S. President to temporarily bar national emergency strikes
  • Defined list of activities as unfair union practices
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18
Q

Why employees unionize

A
  • Economics needs -> high bargaining power (higher pay, better benefits, work hours, job security, working conditions), opportunities for people who may not be able to get a job otherwise
  • Dissatisfaction with management (unfair policies, promotion, shift assignments, etc)
  • Employe belief about union: potential benefits.
  • Higher wages, better benefits, etc
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19
Q

Why do managers do not like unions

A
  • Difficult for managers to discipline employees for bad behaviors
  • Unions seek participation in decisions
  • More costly (higher wages, better benefits, etc)
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20
Q

Good faith bargaining

A

Good faith bargaining

  • Intent to reach an agreement
  • Meet at reasonable times and place
  • Active participation
  • Proposals and counter proposals
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21
Q

Good faith bargaining

The law does no require:

A

Good faith bargaining
The law does no require:
Agreeing to any proposal
Making a concession

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22
Q

What if there is a deadlocked?

‣ Unions

Study These Flashcards
A 
What if there is a deadlocked?
‣ Unions
Strike
Picketing
Primary boycotts
23
Q

What if there is a deadlocked?

‣ Employer

Study These Flashcards
A 
What if there is a deadlocked?
‣ Employer
Lockouts
Hire replacements 
subcontracting
24
Q

Third party involvement

2

Study These Flashcards
A

Voluntary arbitration

Mediation

25
Mediation | T
Mediation | The between-person makes a suggestion between company & union
26
Arbitration
Arbitration (legal binding - certified expert that will be legal binding. Both sides will agree to follow through) legally binding a judge hears an argument from both sides
27
Employment at will
You can quit as employee | You can fire someone for any reasons unless its racial discrimination
28
Exceptions to a employment at will | 3
Exceptions to a employment at will Violations of public policy Implied contract Tort theories --
29
Violations of public policy
Violations of public policy | -- wrongful discharge for acts protected by law
30
Implied contract
Implied contract | -- wrongful discharge contrary to employer oral or written promises
31
Tort theories --
Tort theories -- | wrongful discharge as a result of the intentional infliction of emotional distress and defamation by the employe
32
Right to work
You can apply to a unionized company you can work them without joining the union
33
4 types of justice
1. Distributive Justice 2. Procedural Justice 3. Interpersonal Justice 4. Informational Justice
34
1. Distributive Justice
1. Distributive Justice | Equity in the allocation of rewards and penalties
35
2. Procedural Justice
2. Procedural Justice | The rules and procedures
36
3. Interpersonal Justice
3. Interpersonal Justice | How that person is being treated
37
4. Informational Justice
4. Informational Justice | Adequate explanations are provided
38
3 sources of staffing in another country
3 sources of staffing in another country 1. Home-Country-Nationals you live in the U.S to be send overseas 2. Host Country National you hire local people from that country to do subsidiary 3. Third National Country National Not living in the home country nor the host country national.
39
1. Home-Country-Nationals
1. Home-Country-Nationals | you live in the U.S to be send overseas
40
2. Host Country National
2. Host Country National | you hire local people from that country to do subsidiary
41
3. Third National Country National
3. Third National Country National | Not living in the home country nor the host country national.
42
Why do expatriates fail?
``` There are component professional However there is other things that can interfere FAMILY/SPOUSE ADJUSTMENTS [most influential factor why they fail] Language barrier Feeling isolated Adaption to the lifestyle in a different country Cultural differences/shock Home sickness Limited opportunity for other jobs Feeling of safety Time zone Poor performance Repatriation issues ```
43
Hofstede’s 5 cultural dimensions
1. Individualism – collectivism 2. Uncertainty avoidance 3. Masculinity-Femininity 4. Power Distance 5. Time Orientation
44
Selection
Technical capabilities Cultural adaptation Family concern
45
Worker’s compensation
Worker’s compensation Federally mandated insurance program developed on the theory that work-related accidents and illnesses are cost of doing business that should be paid for by the employer and passed on to the consumer
46
Training
Language training Cultural training Career development and mentoring Personal and family life
47
Training stages
Training stages Pre-departure: language, cultural training, children w/ schooling They haven't gone to the site yet On-site: formal mentoring relationships; send updates -> feel that he/she is still “in the home-office loop” Repatriation: help expatriate transition back home: reverse culture shock, counseling personal life issues Clarity and discuss prior to the pre departure so they know what they are going to come to their home country/regular job
48
Most of the repatriation issues should be deal with in the pre-departure stage
Most of the repatriation issues should be deal with in the pre-departure stage What kind of salary, powers, how many people they are managing, etc?
49
Individualism – collectivism
Individualism – collectivismDegree to which people act as individuals vs. members of a group
50
Uncertainty avoidance
Uncertainty avoidanceStructured vs. unstructured situations
51
Masculinity-Femininity
Masculinity-FemininityValue assertiveness, competitiveness, competition
52
Power Distance
Power DistanceExpectations for unequal distribution of power
53
Time Orientation
Focus on the future vs. past and present

MGT 367 (26 decks)

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