HR Test 4

Here is the revised list with the terms and their definitions:

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.

This list includes all the terms you requested, with clear and concise definitions for each. Let me know if you need any further clarification!