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MGT-420 > Topic 7 Terms > Flashcards

Topic 7 Terms Flashcards

(85 cards)

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1
Q

3 P’s Of Organizational Performance

A

People, Profit, Planet

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2
Q

360-Degree Appraisals

A

Superiors, subordinated, peers, and customers are included in the appraisal process

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3
Q

Accomodative Strategy

A

Trying to satisfy society’s basic ethical expectations

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4
Q

Affrimative Action

A

An effort to give preference to women and minority group members who have been traditionally underrepresented

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5
Q

Age Discrimination

A

Penalizing a job holder or applicant for being age 40 or older

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6
Q

Alternative Employment

A

Working in temporary or part-time jobs, or as a freelancer

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7
Q

Amoral Manager

A

Fails to consider the ethics of his or her behavior

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8
Q

Assessment Center

A

Examines how job candidates handle simulated work situations

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9
Q

Behavioral Interviews

A

Asking job applicants about past behaviors

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10
Q

Behaviorally Anchored Rating Scale

A

Uses specific descriptions of actual behaviors to rate various levels of performance

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11
Q

Bonafide Occupational Qualifications

A

Employment criteria justified by the capacity to perform a job

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12
Q

Bonus Pay

A

One-time payments based on performance accomplishments

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13
Q

Classical View of CSR

A

Business should only focus on profits

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14
Q

Coaching

A

When an experienced employee offers performance advice to a less experiences co-worker

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15
Q

Code of Ethics

A

A formal statement of values and ethical standards

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16
Q

Collective Bargaining

A

The process of negotiating, administering and interpreting a labor contract

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17
Q

Commutative Justice

A

The degree to which a transaction is fair to all parties

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18
Q

Comparable Worth

A

Belief that persons performing similar jobs should be paid at comparable levels

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19
Q

Corporate Governance

A

The oversight of top management by a board of directors

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20
Q

Corporate Social Responsibility

A

The obligation for an organization to serve the interests of multiple stakeholders

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21
Q

Critical-Incident Technique

A

Keeping a log of employees’ effective and ineffective job behaviors

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22
Q

Cultural Relativism

A

Suggests there is no one right way to behave, and that ethical behavior is determined by the cultural contect

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23
Q

Defensive Strategy

A

Doing the minimum legally required to display social responsiblity

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24
Q

Demand Legitimacy

A

Indicates the legitimacy of a stakeholder’s interest in the organization

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25
Distributive Justice
Focuses on whether or not outcomes are distributed fairly
26
Early Retirement Incentive Programs
Offer workers financial incentives to retire early
27
Employee Assistance Programs
Help employees cope with personal stresses and problems
28
Employee Benefits
Nonmonetary forms of compensation
29
Employee Privacy
The right to privacy while at work
30
Employee Stock Owndership Plans
Help employees purchase stock in their employing companies
31
Employee Value Propositions
A package of rewards that make talented people want to work hard for the organization
32
Employment-At-Will
Means that employees can be terminated at any time for any reason
33
Equal Employment Opportunity
The requirement that employment decisions be made without regard to sex, race, color, ethnicity, etc.
34
Ethical Dilemma
A situation that offers potential benefit or gain and that may also be considered unethical
35
Ethical Framework
A personal rule for making ethical decisions
36
Ethical Imperialism
An attempt to impose one's ethical standards on other cultures
37
Ethics
Establish standards of right or wrong
38
Ethical Intensity
The degree to which a situation is recognized to pose important ethical challenges
39
Ethics Self-Governance
Making sure day-to-day performance is achieved ethically
40
External Recruitment
Seeking job applicants from the outside the organization
41
Family-Friendly Benefits
Help employees achieve better work-life balance
42
Flexible Benefits
Program that allows employees to choose from a range of benefit options
43
Gain-Sharing
Plan that allows employees to share in cost savings or productivity gains realized by their efforts
44
Gender Discrimination
Employment bias toward a job seeker or job holder on the basis of the person's physical sex
45
Gender Identity Discrimination
Employment bias toward job holders or seekers who are lesbian, gay, bisexual, etc
46
Graphic Rating Scale
Checklist of characteristics to evaluate performance
47
Human Capital
The economic value or people with job-relevant knowledge, skills, abilities, etc.
48
Human Resource Management
Process of attracting, developing, and maintaining a talented workforce
49
Human Resource Planning
Analyzing staffing needs and taking action to fill those needs
50
Immoral Manager
Chooses to behave unethically
51
Independent Contractors
Hired as needed and are not part of the organization's permanent workforce
52
Individualism View Of Ethics
Ethical behavior advances long-term self-interests
53
Instrumental Values
Things that help one achieve desired ends
54
Interactional Justice
The degree to which others are treated with respect
55
Internal Recruitment
Seeking job applicants from inside the organization
56
Issue Urgency
Indicated the extent to which a stakeholder's concerns need immediate attention
57
Job Analysis
Studying exactly what is done in a job, and why
58
Job Audition
Candidates are given short-term employment contracts to demonstrate their capabilities
59
Job Discrimination
When someone is denied a job or work assignment for reasons that are not job relevant
60
Job Rotation
People switch tasks to learn multiple jobs
61
Job Specifications
Lists the qualifications required of a job holder
62
Justice View Of Ethics
Treat people impartially and fairly
63
Labor Contract
A formal agreement between a union and an employer about the terms of work for union members
64
Labor Union
An organization that deals with employers on the workers' collective behalf
65
Leniency
The tendency to give higher performance rating than deserved
66
Management Development
Training to improve knowledge and skills
67
Mentoring
Assigns new hires and early-career employees as mentees to more senior employees
68
Merit Pay
Awards pay increases in proportion to performance contributions
69
Moral Absolutism
Says the ethical standards apply universally across all cultures
70
Moral Manager
Makes ethical behavior a personal goal
71
Moral Rights Views
View that ethical behavior respects and protects fundamental rights
72
Obstructionist Strategy
Strategy that tries to avoid and resist pressures for social responsobility
73
Onboarding
A longer-term process of engaging news hires with the organization's mission, culture, people,etc.
74
Orientation
Initially familiarizes new employees with their new jobs
75
Pay Discrimination
Occurs when men and women are paid differently for doing the same work
76
Performance Assessment
Process of formally evaluating performance and providing feedback
77
Performance Coaching
Provides frequent and developmental feedback for how a worker can improve job performance
78
Performance Management System
Sets standards, assesses results, and plans for performance improvements
79
Permatemps
Workers employed in a temporary status for an extended period of time
80
Pregranacy Discrimination
Penalizes female job holders or applicants for being pregnant
81
Proactive Strategy
Strategy that actively pursues social responsibility by taking discretionary actions to make things better in the future
82
Procedural Justice
Concerned that policies and rules are fairly applied
83
Profit-Sharing
Plans that distribute employees a proportion of net profits earned by the organization
84
Psychological Contracts
Summarize mutually beneficial exchanges of values between individuals and organizations
85
Realistic Job Review
Providing job candidates with all pertinent information about a job and an organization, both positive and negative

MGT-420 (7 decks)

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