Human Resource Management Practice Quiz Review

Vocabulary-style flashcards based on lecture notes covering organizational culture, HR laws, ethics, and performance management.

Organizational Culture Types

The five broad types are performance, entrepreneurial, bureaucratic, consensual, and competitive.

Rights (Ethical Standard)

Concerned with supporting employees within areas of personal safety and abiding by policy or regulation.

Affirmative Action

Efforts that go beyond equal employment opportunity to eliminate discrimination and its past effects, such as recruiting at colleges with a historically high-minority student body.

Title VII of the Civil Rights Act

Considered the most influential federal employment law because it created five protected classes.

Human Resources Planning

The organizational process responsible for aligning labor supply and demand.

Job Analysis

A process whose primary outcome is a job description.

Employee Handbook

Contains all the guidance protecting the employer and employee relationship, including policies, procedures, rules, and employment-at-will disclosures.

Diversity and Inclusion

Organizational focus areas that can yield more customers and better employee performance.

Policy

A statement that establishes an organization's position on an industry topic or eligibility for programs like healthcare.

Procedure

Establishes the steps employees should take to perform a particular task.

Rule

Specific statements of what employees are or are not permitted to do, such as wear-to-work requirements or time card deadlines.

HRM Primary Purpose

Attracting, motivating, rewarding, and retaining employees.

Performance Management

The HRM function that aligns individual goals with organizational goals.

Bureaucratic Culture

An organizational culture characterized by tradition, internal promotion, loyalty, and longevity.

Uniformed Services Employment and Reemployment Rights Act (USERRA)

The law that protects employees in active military service.

Prejudices

A type of human bias that involves a dislike.

Adverse Impact

Discrimination occurring when hiring requirements apply to everyone but results disproportionately affect a protected class.

Vision

A term describing an organization's ideal future.

Organizational Structure

A feature that coordinates, controls, and motivates employees to cooperate in attaining organizational goals.

Fairness (Ethical Standard)

Applies when deciding if a new employee and a longtime employee should be disciplined the same way for being tardy.

The Fair Labor Standards Act of 1938

The law governing overtime and federal minimum wage issues.

Hostile Environment Harassment

Harassment involving unwelcome sexual advances and inappropriate requests for favors.

Culture-specific Cross-cultural Training

Training that helps learners identify effective ways of working with people from a particular culture or country.

Stereotype

A bias involving beliefs such as assuming all members of an ethnic group are high performers or selecting a person based solely on assumed heritage.

Functional Turnover

Occurs when a poor performer quits their job, often following a performance improvement plan.

Dysfunctional Turnover

Occurs when a high-performing employee resigns after being denied a modest pay increase.

Succession Management

A proactive strategy to prevent long-term vacancies and premature promotions by ensuring candidates are available for key roles.

Workforce Redeployment

The practice of assigning employees with specialized experience to a high-stakes project.

Bullying

A behavior characterized by purposefully withholding information needed to complete work assignments on time.

Utilitarian (Ethical Standard)

Applied when deciding between actions based on the greatest good, such as choosing between cutting bonuses for all or terminating five employees.

Dysfunctional Stress

Pressure that leaves an employee feeling as though they can no longer continue to do their job.

Functional Stress

Stress that can lead to positive outcomes like job satisfaction, but also counterproductive behaviors if anxiety is unmanaged.

The Equal Pay Act of 1963

Stipulates that jobs are considered "equal" when they require substantially the same effort, skill, and responsibility under similar working conditions.

Disparate Treatment

Discrimination where different requirements (like a high school diploma) are applied to one group but not another.

Executive Order 11246

Requires employers with federal contracts to take affirmative action to integrate their workforces and set goals for hiring minorities and females.

Sourcing and Recruiting

The process of keeping current with industry trends and connecting with qualified individuals to interest them in open positions.

Person-job Fit

A mismatch occurring when an employee is bored or dislikes the specific responsibilities of their role.

Procedural Fairness

The type of fairness involved if an employee believes they were denied a promotion due to a manager having an implicit favorite.

Job Enrichment

Reassigning tasks to help a team refocus on key aspects of their job, such as moving bureaucratic tasks away from a sales team.

Situational Interview Question

A type of question that asks candidates what measures they would take to handle a specific future scenario.

Consensual Culture

A culture focused on internal harmony, distributed power among members, and performance dependent on group morale.

The Worker Adjustment and Retraining Notification (WARN) Act of 1988

Requires companies of a certain size to take specific measures when reducing their workforce by large numbers (e.g., $1,000$ people).

Psychological Contracts

Relational dynamics used by employers to curb workers from joining unions.

Taft-Hartley Act

A law that prohibited secondary boycotts and closed shops.

Results-level Measure

Evaluating training effectiveness by comparing data (like patient satisfaction surveys) from before and after the training.

Seniority

The most important factor in determining layoffs within unionized organizations.