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Organization Flashcards

(108 cards)

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1
Q

Affinity diagramming

A

Data sorting technique in which a group categorizes and subcategorizes data until relationships are clearly drawn.

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2
Q

Alternative dispute resolution (ADR)

A

Umbrella term used to describe a number of problem-solving and grievance resolution approaches.

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3
Q

Arbitration

A

Procedure in which disputes are submitted to one or more impartial person for FINAL determination.

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4
Q

Balanced Scorecard

A

Measurement approach that provides an overall picture of an organization’s performance as measured against goals in finance, customers, internal business processes, and learning and growth.

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5
Q

Bias

A

Occurs when an appraiser’s values , beliefs, or prejudices distort performance ratings

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6
Q

“Big Data”

A

High-volume, high-velocity, and high-variety information assets.
Extremely large data sets that may be analyzed computationally to reveal patterns, trends, and associations, especially relating to human behavior and interactions.

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7
Q

Blogs

A

Broadcast-style communications that enable authors to publish articles, opinions, product or service reviews, etc. on a web page.

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8
Q

Center of excellence (COE)

A

HR structural alternative established as an independent department that provides services within a focused area to internal clients

A team, a shared facility or an entity that provides leadership, best practices, research, support and/or training for a focus area.

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9
Q

Central tendency error

A

Error that occurs when an appraiser rates all employees with a narrow range, regardless of differences in actual performance.

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10
Q

Chain of command

A

Line of authority with an organization

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11
Q

Cloud computing

A

Style of computing in which scalable IT-enabled capabilities are delivered as a service using Internet technologies

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12
Q

Codetermination

A

From of corporate governance that requires a typical management board and a supervisory board and that allows management and employees to participate in strategic decision making

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13
Q

Collective bargaining

A

Process by which management and union representatives negotiate the employment conditions for a particular bargaining unit for a designated time.

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14
Q

Collective bargaining agreement

A

Agreement or contract negotiated through collective bargaining process

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15
Q

Conciliation/ Mediation

A

Method of nonbinding dispute resolution involving a third party who tries to help disputing parties reach a mutually agreeable decision

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16
Q

Constructive discipline / Progressive discipline

A

Form of corrective discipline that implements increasingly severe penalties for employees

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17
Q

Contrast error

A

Error that occurs when an employee’s rating is based on how his or her performance COMPARES to that of another employee rather than objective standards.

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18
Q

Cosourcing

A

Arrangement in which an enterprise and a vendor share different tasks within a larger complex, often strategic responsibility

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19
Q

Co-employment/Joint Employment

A

Situation which an organization shares responsibility and liability for an alternative worker with an alternative staffing supplier

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20
Q

Cost-benefit analysis

A

Ratio of value created to cost of creating that value; allows management to determine the financial impact particular activities and programs have on an organization’s profitability

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21
Q

Critical path

A

Describes the shortest amount of time required to complete a project, taking into account all project task relationships

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22
Q

Dashboards

A

Reporting mechanisms that aggregate and display metrics and key performance indicators.

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23
Q

Database

A

Data structure that stores organized information

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24
Q

Database management system (BMS)

A

Variety of software applications that electronically manage stored data

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25
Dedicated HR
HR structural alternative that allows businesses with different strategies in multiple units to apply HR expertise to each unit's specific strategic needs
26
Delphi technique
Forecasting technique that progressively collects information from a group without physically assembling the contributors
27
Departmentalization
Way that an organization groups jobs to coordinate work
28
Employment-at-will
Principle of employment in the US that employers have the right to hire, fire, demote, and or promote whomever they choose for any reason unless there is a law or contract to the contrary and employees have a right to quit a job at anytime.
29
Encryption
Conversion of data into format that protects and hides its natural presentation or intended meaning
30
Enterprise resource planning (ERP)
Business management software, usually a suite of integrated applications , that a company can use to collect , store , manage and interpret data from many business activities
31
Environmental scanning
Process that involves a systematic survey and interpretation of relevant data to identify external opportunities and threats and to assess how these factors affect the organization currently and how they are likely to affect the organization in the future
32
E-procurement
Use of electronic communications and transaction processing when buying (or contacting for/tendering) supplies and services
33
Focus group
Small group (normally 6 to 12) invited to actively participate in a structured discussion with a facilitator
34
Force-field analysis
Type of analysis in which factors that can influence an outcome in either a negative or positive manner are listen and then assigned weights to indicate their relative strengths
35
Formalization
Refers to the extent to which rules, policies , and procedures govern the behavior of employees in an organization
36
Front-back structure
Organizational structure that divides an organization into "front" functions, which focus on customers or market groups, and "back" functions which design and develop products and services
37
Functional HR
HR structural alternative in which headquarters HR specialist craft policies and HR generalists located within divisions and other locales implement the policies, adapt them as needed and interact with employees
38
Functional structure
Organizational structure where departments are defined by the services they contribute to the organization's overall mission, such are marketing , sales , operations and HR
39
Gamification
Selective use of game design and game design and game mechanics to drive employee engagement in non-gaming business scenarios.
40
Geographic structure
Organizational structure in which geographic regions define the organizational chart
41
Grievance procedure
Orderly way to resolve differences of opinion in regards to union contracts
42
Groupware
Umbrella term for specialized collaborative software applications
43
Hacking
Act of deliberately accessing a computer without permission
44
Halo Effect
Occurs when an employee is extremely competent in one area and is therefore rated highly in all categories
45
Horn Effect
Occurs when an employee receives an overall low rating because of one weakness
46
HR audit
Systematic and comprehensive evaluation of an organizations HR policies , practices, procedures, and strategies
47
Human resources information system (HRIS)
Systemic tool for gathering , storing, maintaining , retrieving and revising HR data
48
Hybrid structure
Organizational structure that mixes elements of the functional , product, and geographic structure
49
Independent contractors
Self-employed individuals hired on a contract basis for specialized services
50
Industrial actions
Various forms of collective employee actions taken to protest work conditions or employer action
51
Information management (IM)
Use of technology to collect , process, and condense information with a goal of efficient management of information as an organizational resource.
52
Intellectual property (IP)
Ownership of innovation by an individual or business enterprise; includes patented, trademarked or copyrighted property.
53
Joint Employment/Co Employment
Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier
54
Key performance indicators (KPIs)
Quantifiable measures for performance used to gauge progress toward strategic objectives or agreed standards of performance
55
Judgmental forecasts
Use of information from past and present to predict future conditions
56
Knowledge management (KM)
Process of creating , acquiring , sharing and managing knowledge to augment individual and organizational performance
57
KSA
Knowledge skill and abilities needed to effectively perform a job
58
Labor union/ trade union
Group of workers who coordinate their activities to achieve common goals in their relationship with an employer or group of employers
59
Layoffs
Temporary employments separations; employees may be recalled to work or the separation may become permanent
60
Leniency errors
Errors that are the result of appraisers who don't want to give low scores
61
Line units
Work groups that conduct the major business of an organization
62
Lockout
Occurs when management shuts down operations to prevent union employees from working
63
Matrix structure
Organizational structure that combines departmentalization by division and function to gain the benefits of both
64
Mediation / Conciliation
Method of nonbinding dispute resolution involving a third party who helps disputing parties reach a mutually agreeable decision
65
Mind mapping
Data sorting technique in which group members add related ideas and indicate logical connections, eventually grouping similar ideas
66
Mobile learning
Digitized instructional content delivered to wireless mobile devices
67
Multi-criteria decision analysis (MCDA)
Decision-making tool in which a team determines critical characteristics of a successful decision; a matrix is used to score each alternative and compare results
68
Nominal group technique
Group of individuals who meet face to face to forecast ides and assumptions and prioritize issues
69
Organizational development
Process of enhancing the effectiveness and efficiency of an organization and the well-being of its members through planning interventions
70
Outsourcing
Contracting with third-party vendors to provide selected services /activities
71
Performance appraisal
Process of measuring employees' adherence to performance standards and providing feedback
72
Performance management
Process of maintaining/improving employee job performance
73
Performance standards
Expectations of management translated into behavior and results that employees can deliver
74
Picketing
Positioning of employees at a place of work targeted for the action for the purpose of protest
75
Pluralism
Type of labor environment in which multiple forces are at work , each with its own agenda, and conflict is overcome through negotiation
76
Primacy error
Occurs when an appraiser gives more weight to an employees earlier performance and discounts recent occurrences
77
Product structure
Organizational structure in which functional departments are grouped under major product divisions
78
Radicalism
Belief that management-labor conflicts is an inherent characteristic of capitalism and can be resolved only with a change n the economic system
79
Recency error
Error that occurs when an appraiser give more weight to recent occurrences and discounts an employee's earlier performance during the appraisal period
80
Regression analysis
Statistical method used to predict a variable from one or more predictor variables
81
Replacement planning
Snapshot assessment of the availability of qualified backup for key positions
82
Restructuring
Act of reorganizing legal ownership, operational , or other organizational structures
83
Secondary action
Attempts by a union to influence an employer by putting pressure on another employer- for example , a supplier
84
Service-level agreement (SLA)
Part of a service contract where the service expectations are formally defined
85
Shared services HR model
HR structural alternative in which centers with specific areas of expertise develop HR policies in those areas; each unit can then select what it need from a menu of these services
86
Simulations
Representations of real situations; gives organizations the opportunity to speculate as to what would happen if certain courses of action were pursued
87
Sit-down strike
Refusal by workers to work; also refusal by workers to leave their workstations, making it impossible for the employer to use replacement workers
88
Six Sigma
A set of techniques and tools for quality process improvement
89
Social media
Variety of online internet technology platforms and communities that people use to communicate and share information
90
Social movement unionism
Type of union activity that focuses on social topics such as antidiscrimination , environmental actions, and HIV AIDS treatment and prevention
91
Software as a service (SaaS)
Software that is owned , delivered and managed remotely and delivered over the Internet to contracted customers on a pay for use basis or as a subscription based on use metrics
92
Span of control
Refers to the number of individuals who report to a supervisor
93
Staff units
Work groups that assist line units by providing specialized services , such as HR
94
Strictness
Error that occurs when an appraiser believes standards are too low and inflates the standard in an effort to make them meaningful
95
Succession planning
A talent management strategy to help identify and foster the development of high potential employees
96
SWOT analysis
Process of assessing an organization's strategic capabilities in comparison to threats and opportunities identified during environmental scanning
97
Sympathy strike
Action taken in support of another union that is striking the organization
98
Talent management
Development and integration of HR processes that attract , develop, engage, and retain the knowledge, skills, or abilities of employees that will meet current and future business needs
99
Trend and ratio analyses
Use of statistics to determine whether relationships exist between two variables
100
Turnover
Annualized formula that tracks number of separation and total number of workforce employees per month
101
Unfair labor practice (ULP)
Violation of rights under labor-relations statutes
102
Unitarianism
Belief that employers and employees can act together for their common good
103
Wildcat strike
Work stoppage at union contract operations that have not been sanctioned by the union
104
Workforce analysis
Systematic approach to anticipate human capital needs and data HR can use to ensure that appropriate KSA will be available when needed
105
Workforce management
All activities needed to ensure that the KSA and performance of the workforce meet current and future organizational and individual needs
106
Workforce planning
Process of analyzing the organization's workforce and determining steps required to prepare for future needs
107
Works council
Groups that represent employees, generally on a local or firm level; primary purpose is to receive from employers and to convey to employees information that might affect the workforce and the heath of the enterprise
108
Work-to-rule
Situation in which workers slow processes by performing tasks exactly to specifications or according to job or task descriptions

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