C202 Chapters 1-4 Quiz Terms

What is the ultimate goal of human resource management?

to manage risk and retain great employees

How can HRM create value within an organization?

by contributing to the execution of its business strategy

The purpose of the organizational function of HRM is to .

attract, hire, develop, reward, and retain talent

When an organization adopts a new manufacturing process, which HRM function is responsible for improving employees' skills to meet new needs?

training and development

Staffing is the process of planning, acquiring, deploying, and retaining employees that enables the organization to meet its talent needs and execute its .

business strategy

Separations due to poor performance, layoffs, or restructuring are part of which HRM function?

staffing

planning helps an organization have people ready to assume key positions and reduce transition challenges.

succession

Which primary HRM function involves aligning individual employees' goals and behaviors with organizational goals and strategies?

performance management

By providing the raw talent that the systems will equip and manage, staffing influences the effectiveness of which other primary HRM functions?

training and development and performance management

To promote and maintain ethical behavior, managers need to provide feedback.

performance

Compensation received in the form of salary, wages, commissions, stock options, or bonuses is called .

direct financial compensation

Compensation in the form of retirement planning, vacation time, and health insurance is called .

indirect financial compensation

Rewards and incentives given to employees that are not financial in nature, including intrinsic rewards received from the job itself or from the work environment, are called .

nonfinancial compensation

HRM influences organizational performance through its influence on .

efficient systems and processes

Effective HRM systems influence organizational performance in all the following ways except .

reporting ethical breaches to the Bureau of Labor Statistics

What type of competitive strategy does a firm have to determine its place in the market?

business

An organization's is a system of beliefs about how its employees should be treated.

talent philosophy

To expand internationally, have been common organizational strategies.

mergers and acquisitions

Mergers and acquisitions often fail because of issues.

culture

What is best used to help employees understand the HR policies and procedures?

employee handbooks

What are two of the most important management problems businesses face today?

recruitment and training

What must be aligned with training goals?

performance management and rewards

One role of HRM is to staff the most qualified and appropriate employees to support the company in meeting its .

business strategy

The sum of all the rewards an employee receives in exchange for their time, efforts, and performance is referred to as .

total rewards

What's an example of indirect financial compensation?

paid vacations

Each of the functional areas of HRM must be consistent _.

in what they reinforce

Which type of risk management encompasses the HRM initiatives to strengthen ethical awareness and company culture?

strategic risk

Which type of risk management involves the speed and effectiveness of talent acquisition, development of employee skills, and retention of top performers?

operational risk

Which type of risk management involves consideration of legal issues in terms of diversity, health and safety, union relations, whistleblowers, and harassment?

financial risk

Which type of risk management involves consideration of legal issues in terms of diversity, health and safety, union relations, whistleblowers, and harassment?

compliance risk

Managing organizational change is the responsibility of which type of manager?

human resource

between HR and employees is extremely important.

communication

What are the four broad types of organizational culture?

entrepreneurial, bureaucratic, consensual, and competitive

Data consistently shows that people are one of the highest costs of running an organization, and strategic HRM positively .

affects business outcomes

How could an organization's culture be defined?

by its norms, values, and assumptions

Given that the HRM system strongly influences employees' perceptions of the organization's culture, how should employees perceive this culture?

similarly

HR might assist and support managers across the organization with which task?

gathering information about individual and team training needs

The standards of moral behavior that define socially acceptable behaviors as right or wrong are known as .

ethics

Which ethical action shows respect and compassion for all others, especially the most vulnerable?

common good standard

Which ethical action is consistent with certain ideal virtues including civility, compassion, benevolence, etc.?

virtue standard

Rolling out a new benefits program is one of the most common managed by HRM.

changes

is the glue that keeps employees committed to the organization and focused on making the efforts to change successful.

Trust

During a merger or acquisition, HR should be focusing on efforts.

talent planning and retention

Involving employees in a management effort can improve their commitment to that change.

change

Business strategies can be reinforced or undermined by their fit with the firm's .

culture

To be most effective, should be tied to business goals and drive employee behaviors.

metrics

HR managers assure that cultural issues are recognized and addressed before, during, and after the .

merger

Which type of culture emphasizes formal structures and the correct implementation of organizational procedures, norms, and rules?

bureaucratic

Effective planning is essential to the success of a merger or acquisition.

talent

What is the ethical action that best balances good over harm by doing the most good or doing the least harm?

utilitarian standard

In some cases, companies are acquired because the acquiring company needs the of the other company.

talent and skills

Employees need to change their for an organizational change effort to succeed.

behaviors and goals

Which type of culture emphasizes creativity, innovation, and risk-taking?

entrepreneurial

Which type of culture emphasizes loyalty and tradition and encourages employees to stay with the organization for a long time?

consensual

What type of culture emphasizes competitive advantage and market superiority?

competitive

Why is a strong HR system important?

It increases the chances that employees will perceive the organization similarly and identify the same culture.

Which ethical action is the one that best respects and protects the moral rights of everyone affected by the action?

rights standard

Which ethical action treats all people equally—or at least fairly—based on some defensible standard?

fairness standard

For corporate social responsibility to last in a company, it must integrate with the _ of the company.

culture

Which of the following is a first step of a change initiative?

Identify key goals.

One of the most important factors in successfully creating organizational change is the creation of a culture of .

trust

What is the key function that HRM plays to help determine whether a planned merger will be successful?

evaluating the two cultures for compatibility

In which area are HRM activities the most important to identify and measure through metrics?

business strategy execution

Employment laws and regulations exist because organizations typically have more than employees do.

power

Employment decisions that are objective, merit-based, and use job-related characteristics to determine employment are considered discrimination.

fair

Organizations that focus on inclusion and are mindful of the dimensions of gender, nationality, sexual orientation, and disability—while remaining sensitive to cultural variations—are practicing awareness.

diversity

Wagner Act (National Labor Relations Act of 1935)

prohibits retaliation against employees seeking to unionize.

Fair Labor Standards Act of 1938

established both minimum-wage and overtime rules.

Equal Pay Act of 1963

prohibits wage discrimination on the basis of sex.

FMLA

stands for Family Medical Leave Act.

Surfing social media sites that might accidentally reveal protected information could jeopardize hiring decisions based on which law?

Genetic Information Nondiscrimination Act of 2008

Americans with Disabilities Act of 1990

guarantees equal opportunity for individuals with disabilities or those perceived as having disabilities.

Which are protected characteristics according to Title VII of the Civil Rights Act of 1964?

race, color, religion, nationality, and sex.

The goal of affirmative action is to provide employment opportunities to a class.

protected

Which constitutes affirmative action?

recruiting women and minorities

Federal contractors adhere to because they are required by law to do so.

affirmative action plans

Just being sufficiently bothered by the environment created by behavior including whistling, lewd jokes, foul language, pictures, or emails, can fuel a successful lawsuit.

hostile

can be a victim of sexual harassment.

Anyone

Under what condition can an employer be held responsible or liable for sexual harassment?

The employer did not exercise reasonable care to prevent and promptly correct any harassment.

Intentional discrimination based on a person's protected characteristic is called .

disparate treatment

An employment practice that has a disproportionate effect on a protected group, regardless of its intent, is referred to as .

adverse impact

Which bias is being displayed if a person believes they will lose out on future employment opportunities if their employer focuses on hiring more diverse people?

perception of loss

often occurs in rejecting an applicant as "overqualified."

Stereotyping

Employment decisions and actions that are not job-related, objective, or merit-based are considered to be discrimination.

unfair

If a manager's favorite sports team loses and he goes to work the next day and fires anyone wearing the opposing team's colors, the manager has .

not broken the law, as the fired employees are not in a protected group

Discriminating against people with legally protected characteristics, including pregnancy, religion, or age, is considered a(n) _ practice.

unlawful employment

Diversity fosters creativity and __.

innovation

Which act gives workers and their families who lose their health benefits the right to choose to continue group health plan benefits?

COBRA

Which of the following acts requires employers with at least 100 employees to give at least 60 days' notice to workers of plant closings?

Worker Adjustment and Retraining Notification Act of 1988

An employer who demoted or fired an employee due to the employee's military service is in violation of ___.

USERRA

Under FMLA, a qualified employee is entitled to _ in order to care for the employee's spouse, child, or parent who has a serious health condition.

12 workweeks

Under FMLA, a qualified employee is entitled to _ in order to care for a military service member with a serious injury or illness who is the spouse, son, daughter, or parent of the employee.

26 workweeks

A proactive effort to eliminate discrimination and its past effects is referred to as .

affirmative action

A group underrepresented in employment is referred to as a(n) _.

protected class

Affirmative action does not cover which of the following?

persons ages 40 and older

Executive Order 11246 mandates that federal contract employers .

have an affirmative action plan

Employment preference given to a member of a protected group is called __.

preferential treatment

Unwanted verbal or physical conduct of a sexual nature made as a term or condition of employment, or as a basis for employment or advancement decisions, is known as harassment.

quid pro quo

A victim of _ —who may or may not be the target of the harassment—might feel fearful, demeaned, or belittled.

hostile environment harassment

The _ is always responsible for harassment by a supervisor that culminates in a tangible employment action.

employer