Untitled Flashcards Set

Adverse Impact

When a seemingly fair practice has a negative effect on a certain group of people. Example: A company implements a new hiring test that disproportionately disqualifies minority applicants.

Arbitration

A process where a neutral third party helps resolve disputes between two parties. Example: An employee and employer agreeing to arbitration to settle a contract dispute.

Assessment Center

A testing process where candidates perform different tasks to evaluate their skills. Example: Candidates participate in role-playing exercises and simulations to be evaluated for management roles.

Cafeteria Benefit Programs

A system where employees choose their benefits from a menu of options. Example: Employees select between various health plans, flexible spending accounts, and vacation days.

Comparable Worth

Equal pay for jobs that are different but require similar skill levels and responsibility. Example: A male-dominated field is compared to a female-dominated field to ensure equal pay for similar skill levels.

Development

Helping employees improve their skills for current and future roles. Example: Offering leadership training programs for promising employees.

Diversity Training

Training to help employees understand and work effectively with people from diverse backgrounds. Example: Workshops on cultural competence and unconscious bias.

Employment-at-Will

The idea that an employer can fire an employee at any time, for any legal reason. Example: A company terminates an employee without providing a reason, as allowed by employment-at-will doctrine.

Flexible Benefit Programs

Employees get a certain amount of credits to choose benefits that meet their needs. Example: Employees can choose between additional vacation days or health insurance credits.

Human Capital

The knowledge, skills, and abilities of employees that have value for the organization. Example: A highly skilled software engineer contributes significantly to innovation.

Human Resources Management (HRM)

Systems and practices that manage employees within an organization. Example: Implementing performance management systems and employee engagement surveys.

Job Analysis

A process to determine what a job requires in terms of skills, duties, and responsibilities. Example: An HR manager conducts interviews and surveys to define a marketing manager’s role.

Labor Relations

The relationship between employees (often through unions) and employers. Example: Negotiating collective bargaining agreements to improve working conditions.

Management by Objectives (MBO)

A process where managers and employees set goals together, which are then achieved within a set time. Example: A department sets sales goals in collaboration with the sales team.

Needs Assessment

Identifying which jobs or departments need training. Example: Conducting surveys to find skills gaps in the sales team.

Orientation Training

Training to help new employees understand their role, company policies, and culture. Example: A newcomer participates in a week-long orientation program that covers company values and procedures.

Outplacement

Helping employees find new jobs after they leave a company. Example: A company provides resume workshops and job search assistance for laid-off employees.

Performance Appraisal (PA)

An assessment of an employee's job performance. Example: A supervisor rates an employee’s performance on a scale and provides feedback.

Recruitment

The process of attracting and hiring candidates for job openings. Example: Posting job ads on online job boards and social media.

Reliability

The consistency of results from a test or measurement over time. Example: A recruitment test yields similar results across multiple administrations.

Right-to-Work

Laws that allow people to work without joining a union. Example: A person works in a unionized workplace but chooses not to join the union.

Selection

The process of choosing the best candidates for a job. Example: Interviewing several applicants and selecting the most qualified candidate.

Structured Interview

An interview where all candidates are asked the same questions in the same order. Example: A panel interview where each interviewee answers the same twelve questions.

360-Degree Appraisal

A performance review method where feedback is gathered from multiple sources, including peers, managers, and subordinates. Example: An employee receives evaluations from supervisors, co-workers, and direct reports.

Team Training

Training to help employees work together more effectively. Example: A company conducts team-building exercises to improve communication.

Termination Interview

A meeting where an employee is informed about their dismissal and the reasons behind it. Example: A manager explains to an employee the reasons for their termination.

Training

Teaching employees the skills they need to perform their current job. Example: A company provides technical training on new software to its staff.

Union Shop

A workplace where employees must join the union after a certain period. Example: New hires must become union members within 30 days of employment.

Validity

The degree to which a test measures what it is supposed to measure. Example: A test predicts job performance accurately, demonstrating high validity.

Affirmative Action

Efforts to recruit and hire individuals from groups that have been historically discriminated against. Example: A company actively seeks applications from minority candidates.

Managing Diversity

Recognizing and leveraging the differences in employees to benefit the organization. Example: Developing policies that promote inclusivity and support for diverse employees.

Mentors

Experienced individuals who help guide and support others, usually less experienced employees. Example: A senior manager mentors junior staff to help them develop their careers.

Monolithic Organization

An organization with a very homogeneous workforce, typically with few employees from diverse backgrounds. Example: A company with an all-white executive team and no diversity initiatives.

Multicultural Organization

An organization that values and promotes cultural diversity, using it to its advantage. Example: A company that celebrates various cultural holidays and encourages diverse hiring.

Pluralistic Organization

An organization that actively works to have a diverse workforce and involves employees from various backgrounds. Example: A business implements outreach programs to engage underrepresented communities.

Reasonable Accommodation

Adjustments made to the work environment or processes to help employees with disabilities perform their jobs. Example: Providing wheelchair access and modified workstations.

Sexual Harassment

Unwanted conduct of a sexual nature that creates a hostile or offensive work environment. Example: Inappropriate jokes or comments made in the workplace affecting an employee's comfort.

Authentic Leadership

Leadership style where the leader is true to themselves and their values while leading others. Example: A leader openly shares their values and encourages transparency.

Autocratic Leadership

A leadership style where the leader makes decisions without consulting others. Example: A manager unilaterally determines project deadlines without team input.

Behavioral Approach

A perspective on leadership that focuses on the behaviors and actions of effective leaders. Example: Leaders who demonstrate support and guidance towards their team.

Charismatic Leader

A leader who inspires and excites followers with their personality and vision. Example: A CEO whose passionate speeches energize and motivate employees.

Democratic Leadership

A leadership style where the leader involves subordinates in the decision-making process. Example: A manager seeks team input before finalizing a project plan.

Fiedler’s Contingency Model of Leadership Effectiveness

A theory stating that leadership effectiveness depends on the leader’s style and the situation. Example: A task-oriented leader succeeds in a crisis due to their decisiveness.

Group Maintenance Behaviors

Actions that help maintain a harmonious and satisfied group. Example: Team members resolving conflicts amicably and supporting one another.

Hersey and Blanchard’s Situational Theory

A theory suggesting that a leader should adjust their style based on the maturity of the employee. Example: A leader provides directive support to a new employee while empowering a seasoned worker.

Intergroup Leader

A leader who manages collaborations between different groups or organizations. Example: A project manager coordinating efforts between sales and marketing departments.

Job Maturity

The level of skill and knowledge an employee has for a specific task. Example: A junior developer shows low job maturity, while a senior developer demonstrates high job maturity.

Laissez-Faire Leadership

A leadership style where the leader takes a hands-off approach and allows employees to make decisions on their own. Example: A manager lets the team decide how to approach a project with minimal guidance.

Lateral Leadership

Leadership among peers at the same hierarchical level, encouraging collaboration and joint problem-solving. Example: Colleagues working together to share responsibilities on a committee.

Leader-Member Exchange (LMX)

A theory focusing on the relationship between leaders and individual team members, emphasizing personalized interactions. Example: A manager develops strong relationships with select team members, enhancing workflow.

Level 5 Leadership

A leadership style that combines determination and humility to build lasting organizational success. Example: A CEO balances ambition with a commitment to their employees' well-being.

Participation in Decision Making

The process where a leader involves employees in making decisions. Example: A manager invites team feedback before finalizing a policy.

Path-Goal Theory

A theory that suggests leaders help employees achieve their goals by clarifying the path and removing obstacles. Example: A leader provides resources that help a team meet their sales targets.

Power

The ability to influence or control the behavior of others. Example: A manager has the power to make hiring decisions.

Pseudotransformational Leaders

Leaders who focus on their self-interest rather than the needs of their followers, despite claiming to want positive change. Example: A leader promotes themselves while neglecting team development.

Psychological Maturity

The self-confidence and respect an employee has for themselves. Example: An employee confidently presents ideas due to their strong self-regard.

Relationship-Motivated Leadership

A leadership style focused on building positive relationships with others. Example: A manager invests time in team bonding and morale-building activities.

Servant-Leader

A leader who prioritizes the needs of others and helps them develop and perform to the best of their ability. Example: A manager spends time coaching team members to enhance their skills.

Shared Leadership

A leadership style where leadership roles are rotated among team members based on expertise. Example: Team members take turns leading discussions based on their knowledge.

Situational Approach

A leadership theory suggesting that there is no single best way to lead, and that leadership styles should change according to the situation. Example: A leader becomes more directive during a crisis but consultative during routine work.

Strategic Leadership

A leadership style that focuses on providing direction and vision to achieve long-term goals. Example: A leader outlines a five-year plan to expand the organization.

Substitutes for Leadership

Factors that reduce the need for leadership by influencing employees in the same way leaders would. Example: Strong team norms that foster accountability mean less direct management is needed.

Supervisory Leadership

Leadership focused on overseeing and providing feedback on employees' day-to-day tasks. Example: A supervisor regularly checks in with employees to guide their daily work.

Task-Motivated Leadership

A leadership style focused primarily on completing tasks and achieving goals. Example: A team leader emphasizes meeting deadlines over team morale.

Task Performance Behaviors

Actions taken to ensure a team or organization meets its goals. Example: A project team conducts regular check-ins to track progress on deliverables.

Trait Approach

A leadership theory focusing on identifying personal traits that great leaders share. Example: Research into the common traits of successful leaders reveals qualities like honesty and confidence.

Transactional Leaders

Leaders who manage through rewards and punishments based on performance. Example: A manager rewards top performers with bonuses while addressing underperformance.

Transformational Leader

A leader who inspires and motivates others to go beyond their self-interests for the good of the organization. Example: A leader encourages innovation and embraces change to drive progress.

Vision

A clear and compelling picture of the future state of an organization. Example: A company’s vision statement outlines its goal to lead the industry in sustainable practices.

Vroom Model

A leadership model that focuses on how leaders involve others in decision-making processes. Example: A manager uses the Vroom model to decide whether to make decisions alone or consult the team.

Alderfer’s ERG Theory

A human needs theory that suggests people have three core needs: Existence (basic material needs), Relatedness (social relationships), and Growth (personal development). Example: Employees seek fulfillment from salary (Existence), teamwork (Relatedness), and promotion opportunities (Growth).

Empowerment

The process of sharing power with employees, enhancing their confidence in their abilities, and making them feel that they are influential contributors to the organization. Example: A manager empowers their team by allowing them to make project decisions.

Equity Theory

A theory that states people assess how fairly they have been treated based on two key factors: outcomes and inputs. Example: Employees compare their workload and pay with those of their peers.

Expectancy

Employees’ perception of the likelihood that their efforts will enable them to achieve their performance goals. Example: An employee believes that increased effort will lead to a promotion.

Expectancy Theory

A motivation theory proposing that people will behave based on their perceived likelihood that their effort will lead to a certain outcome. Example: Employees work longer hours believing it will enhance their chances of hitting sales targets.

Extinction

The process of withdrawing or failing to provide a reinforcing consequence, thereby reducing or eliminating a behavior. Example: A manager stops recognizing a team member's bad behavior, leading it to decrease.

Extrinsic Rewards

Rewards given to a person by the boss, the company, or another external party. Example: Bonuses and promotions awarded based on performance.

Goal-Setting Theory

A motivation theory stating that specific, challenging, and attainable goals can energize individuals. Example: Setting clear project deadlines that incentivize employees to meet targets.

Growth Need Strength

The degree to which individuals want personal and psychological development. Example: An employee seeks opportunities for continuous learning and new skills.

Hygiene Factors

Characteristics of the workplace that can cause dissatisfaction if not managed well. Example: Poor office conditions or lack of job security leading to employee dissatisfaction.

Instrumentality

The perceived likelihood that performance will lead to a particular outcome. Example: An employee believes their hard work will result in a bonus.

Intrinsic Reward

A reward that comes from within, such as the satisfaction derived from performing the job. Example: An employee feels personal satisfaction from completing a difficult project.

Job Enlargement

Increasing the number of tasks or responsibilities assigned to an employee. Example: A role that combines multiple functions to broaden an employee's experience.

Job Enrichment

Modifying a job to make it more rewarding, motivating, and satisfying. Example: Allowing an employee to take on more challenging tasks and responsibilities.

Job Rotation

A technique where employees rotate between different tasks or roles within the organization. Example: Employees alternating roles in different departments to gain diverse experience.

Law of Effect

A law stating that behaviors followed by positive consequences are more likely to be repeated. Example: Employees continue a behavior when rewarded for it.

Maslow’s Need Hierarchy

A theory proposing that human needs are organized in a hierarchical order. Example: Individuals need to satisfy basic needs (like food and safety) before striving for social belonging or esteem.

Motivation

The forces that energize, direct, and sustain a person’s efforts toward achieving a goal. Example: An employee is driven by personal achievement and recognition.

Motivators

Factors that make a job more motivating and satisfying. Example: Opportunities for advancement and personal growth within a company.

Negative Reinforcement

The process of removing an undesirable consequence to encourage a desired behavior. Example: Employees receive flexible work hours in exchange for meeting specific performance metrics.

Organizational Behavior Modification (OB Mod)

The application of reinforcement theory in organizational settings. Example: Using performance feedback to reinforce desired employee behaviors.

Outcome

The consequence a person receives for their performance. Example: An employee earns a bonus for exceeding sales targets.

Positive Reinforcement

The application of consequences that increase the likelihood of repeating a behavior by providing rewards. Example: An employee receives praise for a job well done.

Procedural Justice

The fairness of the processes used to make decisions and resolve disputes. Example: Employees feel procedures for promotions are transparent and fair.

Psychological Contract

A set of perceptions about what employees owe their employers and what employers owe their employees. Example: An employee believes their employer promises job security in exchange for loyalty.

Punishment

The administration of an aversive consequence to discourage undesirable behavior. Example: An employee receives a warning for repeated tardiness.

Quality of Work Life (QWL) Programs

Programs designed to create a work environment that enhances employee well-being. Example: Employee assistance programs addressing work-life balance.

Reinforcers

Positive consequences that motivate or encourage specific behaviors. Example: Providing bonuses and recognition to promote high performance.

Stretch Goals

Ambitious targets set to challenge individuals and teams. Example: A company sets a goal to increase sales by 50% within the next year.

Two-Factor Theory

Herzberg’s theory suggesting that there are two factors affecting motivation: hygiene factors and motivators. Example: Improving workplace conditions (hygiene) while also providing growth opportunities (motivators).