HR Test 4

Involuntary Turnover

Occurs when the organization requires employees to leave, typically against their preference.

Voluntary Turnover

Happens when employees choose to leave, often against the organization’s preference.

Outcome Fairness

Employees’ perception that consequences are consistent, predictable, and proportional to behavior.

Procedural Justice

Fairness of methods used to determine consequences, emphasizing consistency, accuracy, and ethical standards.

Interactional Justice

Employee evaluation of how respectfully and empathetically they are treated during organizational actions.

Hot-Stove Rule

Discipline model emphasizing warnings and immediate, consistent, and objective consequences for rule violations.

Progressive Discipline

System of increasingly severe consequences for repeated rule violations, starting with warnings and escalating to termination.

Alternative Dispute Resolution

Resolves disputes outside of formal litigation using methods like mediation and arbitration.

Open-Door Policy

Encourages employees to bring concerns directly to higher-level managers.

Peer Review

Employees take disputes to a panel of colleagues for resolution.

Mediation

A neutral third party facilitates resolution between disputing parties.

Arbitration

A neutral party hears the dispute and provides a binding decision.

Employee Assistance Program

Offers support for issues like substance abuse or mental health to enhance employee performance and well-being.

Outplacement Counseling

Provides assistance to terminated employees to ease their transition to new employment.

Job Withdrawal

Actions taken by dissatisfied employees, such as reduced effort, absence, or quitting.

Quiet Quitting

Minimal work effort to meet job requirements without going beyond.

Role

Expectations regarding the responsibilities and behaviors associated with a job.

Role Ambiguity

Uncertainty about job responsibilities and expectations.

Role Conflict

Tension from competing or incompatible job expectations.

Role Overload

Feeling overwhelmed by excessive work demands.

Job Involvement

Extent to which an employee identifies with and invests in their work.

Organizational Commitment

Employee loyalty and dedication to the organization.

Job Satisfaction

Overall contentment with job responsibilities, environment, and rewards.

Role Analysis Technique

Defines job responsibilities by gathering input from employees and supervisors.

Stay Interviews

Discussions with employees to understand job satisfaction and retention factors.

Exit Interview

Conversation with departing employees to gain insights into turnover reasons.

Job Structure

Defines pay hierarchy for different jobs in the organization.

Pay Level

Average amount paid for a specific job or group of jobs.

Pay Structure

Combination of job structure and pay levels defining overall compensation policy.

Minimum Wage

Legal minimum hourly pay set by government regulation.

Fair Labor Standards Act

U.S. law governing minimum wage, overtime, and child labor.

Exempt Employees

Employees exempt from overtime pay due to job roles.

Nonexempt Employees

Employees eligible for overtime pay.

Benchmarking

Comparing pay against industry standards to maintain competitiveness.

Pay Transparency

Openness about pay policies to promote fairness.

Job Evaluation

Assessing the relative value of jobs to set fair compensation.

Hourly Wage

Pay based on hours worked.

Piecework Rate

Pay based on production output.

Salary

Fixed regular compensation, not tied to hours or output.

Pay Policy Line

Graphical representation of pay relationships across jobs.

Pay Grades

Grouping jobs with similar pay levels.

Pay Range

Established minimum and maximum pay for a job or grade.

Pay Differential

Adjustments to pay based on location, experience, or conditions.

Delayering

Reducing organizational levels to create broader pay bands.

Skill-Based Pay Systems

Compensation tied to an employee’s knowledge and skills.

Incentive Pay

Pay tied to individual or group performance metrics.

Piecework Rate

Pay directly tied to output produced.

Straight Piecework Plan

Constant rate of pay per unit produced.

Differential Piece Rates

Higher pay rate for production above a standard.

Standard Hour Plan

Extra pay for completing work in less time than a set standard.

Merit Pay

Salary increases based on performance evaluations.

Commissions

Pay based on a percentage of sales made.

Gainsharing

Sharing productivity or efficiency gains with employees.

Profit Sharing

Allocating a percentage of organizational profits to employees.

Stock Options

Right to purchase company stock at a set price.

Employee Stock Ownership Plan

Employees receive shares in a company-managed trust.

Balanced Scorecard

Combines multiple performance measures to align pay with short- and long-term organizational goals.