MGMT Chap 11 Terms pt1

a performance appraisal process in which feedback is obtained from the boss, subordinates, peers and coworkers, and the employees themselves

unintentional discrimination that occurs when members of a particular race, sex, or ethnic group are unintentionally harmed or disadvantaged because they are hired, promoted, or trained (or any other employment decision) at substantially lower rates than others

a series of managerial simulations, graded by trained observers, that are used to determine applicants’ capability for managerial work

procedures used to verify the truthfulness and accuracy of information that applicants provide about themselves and to uncover negative, job–related background information not provided by applicants

rating scales that indicate the frequency with which workers perform specific behaviors that are representative of the job dimensions critical to successful job performance

extensive surveys that ask applicants questions about their personal backgrounds and life experiences

an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are “reasonably necessary to the normal operation of that particular business.” BFOQs are strictly monitored by the Equal Employment Opportunity Commission.

tests that measure the extent to which applicants have abilities in perceptual speed, verbal comprehension, numerical aptitude, general reasoning, and spatial aptitude

a compensation system in which employees earn a percentage of each sale they make

the financial and nonfinancial rewards that organizations give employees in exchange for their work

intentional discrimination that occurs when people are purposely not given the same hiring, promotion, or membership opportunities because of their race, color, sex, age, ethnic group, national origin, or religious beliefs

the planned elimination of jobs in a company

loss of high–performing employees who voluntarily choose to leave a company

programs that offer financial benefits to employees to encourage them to retire early

the voluntary or involuntary loss of an employee

a compensation system that awards employees shares of company stock in addition to their regular compensation

loss of employees who voluntarily choose to leave the company

sources such as previous employers or coworkers who can provide job–related information about job candidates

the process of developing a pool of qualified job applicants from outside the company

a rule of thumb used by the courts and the EEOC to determine whether there is evidence of adverse impact. A violation of this rule occurs when the selection rate for a protected group is less than 80 percent or four–fifths of the selection rate for a nonprotected group.

loss of poor–performing employees who voluntarily choose to leave a company

a form of sexual harassment in which unwelcome and demeaning sexually related behavior creates an intimidating and offensive work environment

the process of finding, developing, and keeping the right people to form a qualified work force

the process of developing a pool of qualified job applicants from people who already work in the company

a selection tool in which company representatives ask job applicants job–related questions to determine whether they are qualified for the job