Tricky Cards Flashcards
(141 cards)
1
Q
Organizational culture
A
values and beliefs shared by members of an organization and the behaviors that arise from same
2
Q
Organizational climate
A
mood of the organization or the ways employees experience or react to the prevailing culture
3
Q
Strategic planning
A
planning for competition. assessment of attributes a company has or wants to have for competition.
4
Q
SWOT analysis
A
planning tool used to evaluate the strengths, weaknesses, opportunities, and threats that face the company
5
Q
Porter’s Five Forces
A
theory that five basic forces determine the competitive dynamics in the industry
6
Q
Competitive Rivalry
A
this looks at the number and strengths of your competitors. How many rivals do you have? Who are they, and how does the quality of their products and services compare with yours? Intense rivalry can lead to aggressive price cuts and high-impact marketing campaigns.
7
Q
Supplier Power
A
this is determined by how easy it is for your supplier to increase their prices. How many potential suppliers do you have? How unique is the product or service that they provide and how expensive would it be to switch from one supplier to another?
8
Q
Buyer Power
A
how easy it is for buyers to drive your prices down. How many buyers are there, and how big are their orders? how much would it cost them to switch from your products to a rival?
9
Q
Treat of Substitution
A
Refers to the likelihood of your customers finding a different way of doing what you do
10
Q
Threat of New Entry
A
your position can be affected by people’s ability to enter your market.
11
Q
Unit demand
A
asking unit managers to report on volume of business activity they anticipate in the coming years and how many people are needed to carry out that activity.
12
Q
Probabilistic model
A
predictions about the future using computer simulations
13
Q
Workload analysis
A
Short-term needs analysis which involves looking at output/productivity the company needs in the immediate future
14
Q
Ratio analysis
A
determines whether an organization has enough employees to meet the needs of the company
15
Q
Delphi technique
A
forecasting future job needs by combining the input and expertise of many professionals who never meet
16
Q
Nominal group technique
A
panel of experts but they meet, unlike Delphi
17
Q
job bidding
A
employee expresses interest in a position before the job is available
18
Q
succession planning
A
identifying promising employees who have potential to occupy managerial or executive roles
19
Q
dual career ladder
A
promoting promising employees who have no interest in managerial or supervisory positions
20
Q
ready for promotion
A
employee has the skills and experience needed for promotion
21
Q
developed for future promotion
A
employee has the skills, but needs more experience before being promoted
22
Q
satisfactory in current role
A
needs more experience and doesn’t have the skills for promotion
23
Q
replace
A
can be due to retirement, transfer, disability leave, poor performance, etc.
24
Q
Employee Retirement Income & Security Act (ERISA)
A
employee contributions are vested 20% at 3 years, 100% at 7 years
25
Equal Pay Act of 1963
men and women must be paid equally for equal work
26
Sherman Anti-Trust Act of 1890
prevents organizations from restricting free trade. First federal law to have impact on organized labor.
27
Clayton Anti-Trust Act of 1914
strengthened Sherman, but specifically exempted labor unions. Allows use of injunctions where there is a threat of property damage
28
Railway Labor Act of 1914
prevents railroad and airline strikes from resulting in significant trade/transportation issues. Requires employees to seek ADR before resorting to a labor strike. President can declare national emergency and make employees return to work for 90 days.
29
Norris-LaGuardia Act of 1932
prevents employers from asking employees not to join a union aka yellow dog contract
30
Patient Protection and Affordable Care Act (PPACA)
allows accommodations such as breastfeeding and ensures access to affordable healthcare, penalizing large companies that don't provide minimal essential coverage.
31
National Labor Relations Act (NLRA) of 1935
guarantees workers the right to organize a union and established the National Labor Relations Board
32
Old Age, Survivors and Disability Insurance Program
aka social security, benefits to employees who retire or become unable to work as well as eligible surviving dependents if the employee passes away. Employees pay tax to support this benefit and employers match the contribution
33
Pension Protection Act of 2006
protects employees when they are entitled to pension plans, but those plans do not have the funds necessary to provide the promised benefits
34
Retirement Equity Act
reduced existing age limits restricting participation in pension plans and provided more protections to survivors of employees entitled to pensions, and restricted conditions that can be placed on survivor plans
35
Older Worker Benefit Protection Act of 1990
amendment of the ADEA of 1967, prohibits discrimination against older employees when it comes to benefits
36
Wash-Healey Public Contracts Act of 1936
FLSA for federal contractors and established standards but only for government workers
37
Davis-Beacon Act of 1931
first federal legislation to mandate that laborers and mechanics be paid the prevailing wage on public works projects
38
Labor Management Relations Act/Taft-Harley Act of 1947
identified union activities that constitute unfair labor practices
39
continuous data
any range, i.e. 22.67 years old
40
discrete data
only whole numbers (i.e. can't own 3.4 cars)
41
nominal data
categorical data used to label subjects in a study. type of discrete data
42
ordinal data
places data objects into an order according to the quality. type of discrete data
43
interval data
has an order and all of the objects are an equal interval apart (i.e. time and dates, temperature)
44
tactical/prescriptive analytics
may be used to respond to current, real-time issues employees are facing
45
strategic analytics/predictive analytics
collection and analysis of data to inform long-term decisions or planning future initiatives
46
cluster analysis
the process of arranging terms or values based on different variables into "natural" groups
47
Analysis of Variance (ANOVA)
method of analyzing the difference in a particular variable between multiple populations.
48
Job application disposal period
1 year or until final disposition if a lawsuit is filed
49
payroll records disposal period
3 years or until final disposition if a lawsuit is filed
50
HIPAA breach notification rule
must inform affected employees no later than 60 days after breach
51
Form 300
reports work-related injuries and illnesses. Must be completed within a week. AKA a log
52
Form 300A
summary of injuries/illnesses for the work year
53
Form 301
provides more information about incidents of illness/injury
54
mechanist
works best with highly specialized jobs
55
motivational
tracks worker feedback
56
biological
employee's comfort (equipment, work/life balance, etc.)
57
perceptual-motor
concerned with attention span, memory, and neurology
58
relational
spirit of collaboration and teamwork
59
job description
the tasks and purpose of the job
60
job specification
skills, knowledge, and abilities for the job
61
functional organizational structure
each employee has one clear supervisor and staff are grouped by area of specialization
62
matrix
reporting relationships set up as a grid or matrix, rather than the traditional hierarchy
63
network organization (clusters)
staff clustered in tightly knit groups or teams, connected through communication and collaboration
64
number of days to submit claim for EEOC
180
65
disparate treatment
individuals in similar situations are treated differently based on race, color, religion, sex, national origin, age, or disability status
66
disparate impact
discrimination that occurs when an apparently neutral employment practice disproportionally excludes a protected group from employment opportunities
67
four-fifths rule (80%)
disparate impact exists if selection criteria results in a selection rate for a protected class that is less than four-fifths of that of the majority group
68
McDonnell-Douglas Test
used as the basis for establishing a prima facie case of disparate treatment discrimination
69
cohort analysis
evaluates whether a person or group has been treated similarly or differently than other people or groups in similar situations
70
availability analysis
looks at the number of individuals who are members of a protected class who are qualified for employment.
71
impact ratio analysis
determines whether an organization's employment of how individuals who are members of protected classes is reflective of how represented those individuals are in the larger labor force
72
Rehabilitation Act of 1973
turned into the ADA. one of the first federal statutes to address the issue of workplace discrimination against disabilities (was for fed only at first)
73
H-1B Visa
granted to temporary workers in specialized jobs
74
H-2B Visa
granted to skilled and unskilled temporary workers
75
F-1 Visa
granted to full-time students
76
McDonnell-Douglas Corp v. Green
complainants face the initial burden of proof when bringing charges
77
Albermarle Paper v. Moody
testing was flawed, must use criteria outlined in the Uniform Guidelines on Employee Selection Procedures
78
EO 11246
issued by P. Johnson. forbid discrimination on the basis of race, creed, color, or national origin.
79
EO 11375
issued by P. Johnson and added "sex" to the list of protected classes.
80
EO 11478
issued by P. Nixon. Covered the federal civil service, USPS, and civilian employees of the armed forces against discrimination
81
EO 13087
issued by P. Clinton and barred discrimination based on sexual orientation
82
EO 13152
issued by P. Clinton and barred discrimination based on parental status
83
EO 13279
issued by P. Bush and exempted religious and community organizations from EO 11246 (discrimination based on protected class)
84
utilization analysis
a comparison to the racial, sex, and ethnic composition of the employers' workforce compared to that of the available labor supply
85
any difference rule
requires that at least 20% of the workers at any organization be women if available for hire
86
80% rule
if the actual number of employees who are members of a protected class is less than 80% of the number of available employees, then that group is underutilized
87
alternate forms reliability
results are highly correlated
88
criterion validity
test results from particular criterion sampled at a later point. aka predictive validity and concurrent validity
89
construct validity
performance on the exam does predict job success
90
Davis-Beacon Act
passed in 1931 and was first federal legislation to mandate that laborers and mechanics be paid the prevailing wage on public works projects.
91
Walsh-Healy Public Contracts Act of 1936
turned into FLSA. protected federal contractors from working for substandard wages
92
Retirement Equity Act of 1984
reduced the existing age limits restricting participation in pension plans. Also provided more protections for survivors of employees entitles to pensions and requires written approval be received rejecting survivor benefits.
93
Pension Protection Act of 2006
protects employees when they are entitles to pension plans, but those do not have the funds necessary to provide the promised benefits. Employers required to enroll employees in 401K plans automatically
94
differential pay
extra pay, aka premium pay, given to a worker to compensate for the danger, inconvenience, or added cost of a specific job or assignment
95
broadbanding
the use of a job grading structure with extremely wide salary bands
96
green circle pay
employee's compensation falls below the minimum of the compensation range
97
red circle pay
employee's compensation is above the maximum compensation for their salary range
98
compa-ratio
a measure of how an individual employee's pay relates to the pay ranges established by the organization and the larger market
99
Employee Retirement Income Security Act (ERISA)
a federal law that establishes minimum standards for retirement and health plans.
100
Traditional IRAs
pre-tax in the beginning
101
Roth IRAs
taxed in the beginning
102
Simplified employee pension plans (SEP)
retirement plan that involves employers setting aside money in retirement accounts for employees
103
Actual Deferred Percentage Tests
These tests ensure highly compensated employees do not benefit unduly from 401K plans at the expense of other employees
104
Economic Growth and Tax Relief Reconciliation Act (EGTRRA)
permits employees over the age of 50 to make greater contributions to 401K plans and make catch-up contributions
105
Qualified Domestic Relations Orders (QDRO)
legal orders that enforce alternative payee arrangements, which are directed by an employee
106
Flat dollar approach
particular dollar amount is paid for each year of an employee's service
107
career average
percentage of average pay multiplied by years of service
108
final pay approach
based on average annual earnings during a specified time at the end of their career
109
cash balance plans
employee's total benefits are updated annually with a credit based on their earnings for the year, interest at a fixed or variable rate, or both.
110
Medicare Part A
hospital insurance (mandatory, no fee)
111
Medicare Part B
medical insurance (not mandatory, fee)
112
Medicare Part C
Medicare Advantage, alternative to A & B
113
Medicare Part D
prescription insurance (not mandatory, fee, & must be eligible for A and enrolled in B)
114
Parallel learning
the knowledge transfer that occurs naturally when peers communicate and collaborate on the job
115
cooperative learning
a collective learning model in which team members study particular tasks or activities and then teach those skills to the rest of the group
116
blended learning
the combination of two or more learning methods; typically refers to online learning mixed with in-person instruction
117
Kirkpatrick's method of evaluating training programs
reaction, learning, behavior, and results
118
After-action review
a document that captures the processes and methods used during a given project and that makes recommendations for future requirements
119
exploration life stage
the first traditional career stage which involves identifying interests and opportunities. Performance is relatively low during this period
120
establishment life stage
the second traditional career stage which involves creating a meaningful and relevant role in the organization. performance is typically high during this period
121
maintenance life stage
the third traditional career stage in which a person's talents are being optimized. Performance may reach a plateau or begin to stagnate during this phase
122
disengagement life stage
the fourth traditional career stage in which the individually gradually begins to pull away from the work. Priorities may change, and work may be less important
123
comparison appraisal method
paired comparison, all employees are prepared to one another at a time
124
forced distribution appraisal method
aka "forced ranking". all employees are graded on a bell curve, with very few at the high performance end, most employees in the middle, and a few at the low-performance end.
125
factor comparison
way of rating employee performance based on individual factors of performance rather than on the whole
126
simple ranking methods
the manager ranks each member of a work team, from best to worst.
127
paired comparison method
each employee compared with every other individual employee
128
forced distribution method
groups employees into predefined frequencies of performance ratings
129
graphic rating scale
rates employees according to a statement or question about a particular aspect of an individual's job performance
130
critical incident method
relies on instances of especially good or especially poor performance on the part of the employee
131
BARS appraisal system
BARS represents a combination of the graphic rating scale and the critical incident method
132
BOS scale
developed from critical incidents but uses substantially more incidents than a BARS to define specifically all of the measures necessary for effective performance
133
central tendency
aka "average bias". evaluator has difficulty comparing employees to one another and ends up giving mostly average ratings. Also may do to avoid having to justify more positive or negative evaluations
134
contrast error
evaluator compares all candidates/employees to one individual
135
leniency error
evaluators may be reticent to evaluate employees or applicants harshly, so they give better evaluations than deserved
136
regency effect
focusing on a more recent event than the entire performance period
137
Peter Druckers's Five Step Management By Objective Process (MBO)
start of MBO process -> set organizational objectives -> cascade objectives to employees-> monitor -> evaluate performance -> reward performance
138
respondeat superior
"let the master answer"; legal doctrine that employer is responsible for an employee's actions when those actions are within the scope of the employee's assigned duties
139
organizational scorecard
aka "balanced scorecard", tool for measuring, such as incident reports, audit scores, perception, survey results, dollar costs, etc.
140
Other-than-serious OSHA hazard
standard is violated that does affect the health and safety of employees but no harm is imminent
141
serious OSHA hazard
imminent risk that an employee will be harmed/killed
