MGMT 310 exam 3 Flashcards by Hannah Brotherton

___ develops a pool of qualified applicants for jobs in an organization

Recruiting

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these have the highest validity for predicting job performance

Cognitive ability tests
Performance tests
Structured interviews

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these have the lowest validity for predicting job performance

Applications and resumes
Reference checks
Background checks
Drug testing

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Prohibits discrimination based on _____, _____, _____, _____, _____ _____, or _____ _____ in employment decisions: hiring, pay, working conditions, promotion, discipline, or discharge. What act is this?

race, sex, color, religion, sexual orientation, or national origin
Title VII of Civil Rights Act (1964):

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_____ is the consistency of test scores, where as _____ is the accuracy of the test.

Reliability; validity

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Assessment of an employee’s job performance.
_____ _____

Performance Appraisal

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Two Basic Purposes for performance appraisal

Administrative & Developmental

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What is appraised during performance appraisal?

Results, behaviors, and traits

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Who should conduct the Performance Appraisal?

Managers, Peers, Subordinates, Customers, Self
360-degree performance appraisal

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effectively managing workforce diversity results in ___ ___ ___

better problem solving

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what do mentors do?

help proteges progress faster in career development

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special efforts to recruit and hire qualified members of groups that have been discriminated against in the past is called ___ ___

affirmation action

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an employee working in a unit who is a citizen of the country where the unit is located, but the unit is operated by an organization headquartered in another country is called ___-___ ___

host-county national

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an organization that values cultural diversity and seeks to encourage and utilize it is called ___ ___

multicultural organiztion

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which of the following is not true about leaders:

a. there is no one “correct” style of leadership
b. all leaders are managers
c. leaders are made and not born
d. leadership success involves the leader, followers, and situation

all leaders are managers is not true

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a behavior that give purpose and meaning to organizations, envisioning and creating a positive future ___ ___

strategic leadership

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good followers help produce good leaders T/F

true

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which is not a substitute for leadership:
a. characteristics of the task
b. organizational characteristics
c. subordinates individual characteristics
d. a strategic plan

a strategic plan

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a leader who motivates people to transcend their personal interests for the good of the group is called ___ ___

transformational leader

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administering an adverse consequence (applying something that someone doesn’t like) in order to stop a behavior that you no longer want in an employee is called ___

punishment

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in expectancy theory, ___ is whether or not you find the reward offered to be desirable.

valence

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the set of perceptions about what an employee owes their employers, and what an employer owes their employees is called ___ ___

psychological contract

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job satisfaction always improves employee productivity T/F

False

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how HR can create a competitive advantage through people , HRM has a strategic impact because
4 things

People create value
Talent is rare
A group of well-chosen, motivated people is difficult to imitate
People can be organized for success

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define HR planning

Having the right kind and number of people at the right time, and the goal is to avoid a surplus or shortage of labor

Determining how many and what type of people are needed is called ___ ___

demand forecasts

Forecasting how many and what types of employees the organization will actually have is called ___ ___ ___

supply of labor

Process to determine what is done on a given job and what should be done on that job is called ___ ___

job analysis

tasks, duties, and responsibilities of the job is called ___ ___

Job description

knowledge, skills, and abilities needed to do the job is called ___ ___

Job specification

Searching from within the organization for applicants (promotions, transfers)

Internal recruiting

Internal recruiting pro and con example

pro: cheaper than having to advertise the job position con: creates employee jealousy

You can not have validity without reliability TF

Looking outside the organization for applicants

External recruiting

External recruiting pro and con example

pro: larger number of applicants than with internal recruitment con: training time and adjusting to work culture

___ is the consistency of test scores

Reliability

___ is the accuracy of the test

Validity

___ ___ is the degree to which a test predicts job performance

Criterion-related validity

___ ___ is the degree to which a selection test measures that actual knowledge, skills, and abilities required for the job

Content validity

low validity test example

Drug testing

high validity test example

Cognitive ability tests or Performance tests

Reference checks and recommendations info--

These are low in validity because they don’t distinguish between candidates very much. However, they are necessary to make good hiring decisions and avoid legal problems

performance tests info--

a test that'll let employers know is the applicant is qualified and capable to do the job correctly, and high validity

difference between structured and unstructured interviews

-Structured interviews have high validity (use situational and behavioral questions) -Unstructured interviews have zero validity and can cause legal problems

___ are due to a surplus of labor

-Layoffs

___ is giving job assistance to laid off workers

Outplacement

___ occurs when someone is fired for poor performance or misconduct

Termination

outplacement examples

resume review, cover letter assistance, job search advice

An analysis identifying the jobs, people, and departments that need training. This is an important first step in the training process. this is called ___ ___

Needs Assessment

Disparate treatment 2

-Intentional -People are treated differently based on a protected class

Disparate impact three things

-Does not have to be intentional -People are treated the same, but the outcome is different -If the selection test is found to be valid, the employer has not violated the law

A 360-degree appraisal is ...

a method of performance review

the average pay of the firm in comparison to other organizations (high, medium, or low) is called ___ ___

Pay level

benefits required by law: three things

-Workers compensation -Social Security -Unemployment Insurance

the periodic ritual of negotiating that management and unions engage in discussing wages, benefits, hours, and working conditions is called ___ ___

Collective Bargaining

Affirmative action is reactive 4 things

-Applies primarily to government contractors and Title VII violators -Temporary plan intended to remedy past illegal discrimination -Generally includes targeted recruitment and increased opportunities -Disallows quotas and cannot unduly harm white males

advantage of managing diversity

Ability to attract and retain motivated employees

challenges to overcome for managing diversity 5 things

-Unexamined assumptions -Lower cohesiveness -Communication problems -Mistrust and tension -Stereotyping

___ organization – very little cultural integration; employee population is highly homogenous

Monolithic

___ organization – a more diverse employee population; takes steps to involve people from different backgrounds

Pluralistic

___ organization – diversity exists and is valued; fully integrated formally and informally (focus not on visible differences)

Multicultural

-Managers from headquarters staff key positions -Ensures control over subsidiary locations -Eases transfer of policies from headquarters to subsidiaries

Ethnocentric Policy

-Host-country nationals staff key positions -Reduces cultural mishaps and misunderstanding -Coordination with headquarters may be problematic

Polycentric Policy

-An international cadre of skilled managers are assigned to global subsidiaries regardless of nationality -Leverages technical and managerial expertise

Geocentric Policy

___ ___: The extent to which a society accepts the fact that power in organizations is distributed unequally

Power distance

___: The extent to which people act on their own or as a part of a group

Individualism/collectivism

___ ___: The extent to which people in a society feel threatened by uncertain and ambiguous situations

Uncertainty avoidance

___: The extent to which a society values quantity of life over quality of life

Masculinity/femininity

Why Organizations Enter the Global Market? three things

-Gain access to resources -Skills of foreign employees -Attract more customers

What influences generational differences? three things

-Life cycle effect -Cohort effect -Period effects

Behavior that provides guidance, support, and corrective feedback for day-to-day activities is called ___ ___

Supervisory leadership

Behavior that gives purpose and meaning to organizations, envisioning and creating a positive future is called ___ ___

Strategic Leadership

what are the five sources of power five things

-Legitimate -Reward -Expert -Referent -Coercive

traits that differentiates leaders (from the trait approach) name at least 1

Drive Leadership motivation Integrity Self-confidence Knowledge of the business Dark Traits

limitations of the trait approach

it ignores the followers and the situation

leader-member exchange (behavioral approach

Highlights the importance of leader behaviors not just toward the group as a whole but toward individuals on a personal basis

leader encourages excellent performance and continuous improvement by showing a high degree of confidence in followers and setting challenging goals. this is called ___ ___ ___

Achievement oriented leadership

Vroom Model of Leadership says that the major determinant of leadership effectiveness is the ability to make decisions t/f

in Hersey and Blanchard’s Situational Theory...

a manager should use performance related leadership with low maturity followers (and what it means to be a low maturity follower)

highly routine and highly interesting work can be substitutes for ___

leadership

___ ___: A leader who motivates people to transcend their personal interests for the good of the group

Transformational leaders

___ ___: Leaders who talk about positive change but allow their self-interest to take precedence over followers’ needs

Pseudo-transformational leaders

___ ___ concerns how leaders influence subordinates’ perceptions of their work goals and the paths they follow toward attainment of those goals

Path-goal theory

A theory proposing that people will behave based on their perceived likelihood that their effort will lead to a certain outcome and on how highly they value that outcome is called ___ ___

Expectancy theory

___: The perceived likelihood that performance will be followed by a particular outcome (a consequence a person received for his or her performance)

Instrumentality

___: Employees’ perception of the likelihood that their efforts will enable them to attain their performance goals

Expectancy

what ways are Need Theory limited?

it overlooks some of an employee's more basic needs, such as shelter, food, and water

___: The value an outcome holds for the person contemplating it

Valence

using a fair process in decision making and making sure others know that the process was as fair as possible is called ___ ___

procedural justice

Must pair goals with other management tools: employee KSAs, group cooperation, ethical standards

stretch goal

___ ___: Applying a consequence that increases the likelihood of a person repeating the behavior that led to it

Positive reinforcement

___ ___: Removing or withholding an undesirable consequence

Negative reinforcement

___: Administering an aversive consequence

Punishment

___: Withdrawing or failing to provide a reinforcing consequence

Extinction

McClelland’s need theory three things

-Need for achievement -Need for affiliation -Need for power

___ ___: Rewards given to a person by the boss, the company, or some other person

Extrinsic rewards

___ ___: Reward a worker derives directly from performing the job itself

Intrinsic rewards

___ ___: Characteristics of the workplace, such as company policies, working conditions, pay, and supervision, that can make people dissatisfied

Hygiene factors

core job characteristics (list 3 on exam) five things

-skill variety -task identity -task significance -autonomy -feedback

the Job Characteristics Model does not work unless an employee has high growth need strength T/F

True

___ is the process of sharing power with employees, thereby enhancing their confidence in their ability to perform their jobs and their belief that they are influential contributors to the organization

empowerment

Job dissatisfaction can result in: (list 2 on exam) five things

-Higher turnover and absenteeism -Less good citizenship -More grievances and lawsuits -Strikes -Stealing, sabotage, vandalism

one workplace program that enhances quality of work life

safe and healthy envirnment

A set of perceptions of what employees owe their employers, and what their employers owe them is called ___ ___

Psychological contract

MGMT 310 exam 3 Flashcards

(104 cards)