Z440 - Exam 4

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  1. the principles of
    conduct governing an individual or a group; specifically, the standards you use
    to decide what your conduct should be.
  2. assistance in finding new employment for laid-off or released employees
    • Outplacement
    • counseling
  3. an employee dismissal that does not comply with the law or does not
    comply with the contractual arrangement stated or implied by the firm via its
    employment application forms, employee manuals, or other promises.
    Wrongful discharge
  4. a union organizing
    tactic by which workers who are in fact employed full-time by a union as
    undercover organizers are hired by unwitting employers.
    Union Salting
  5. A disease resulting from exposure during
    employment to conditions or substances that are detrimental to health (such as
    black lung disease contracted by miners)
    Occupational illness
  6. identifying the worker behaviors that contribute
    to accidents and then training workers to avoid these behaviors.
    Behavior-based safety
  7. the total depletion
    of physical and mental resources caused by excessive striving to reach an
    unrealistic work-related goal.
  8. a single source provider of integrated services which enable business
    owners to cost-effectively outsource the management of human resources,
    employee benefits, payroll and workers’ compensation and other strategic
    services, such as, recruiting, risk/safety management, and training and
    development.It does this by hiring a client company’s employees, thus becoming
    their employer of record for tax purposes and insurance
    purposes. This practice is known as co-employment
    • Professional employer
    • organization
  9. implemented within an organization for the purpose of improving the
    effectiveness and efficiency of that organization. Capabilities and
    characteristics of the organization, its work systems, its people, and its
    development and implementation methodologies together determine the extent to
    which that purpose is achieved
    Information system
  10. refers to the
    fairness and justice of the decision’s result (for instance, did I get an
    equitable pay raise?)
    Distributive justice
  11. refers to the
    fairness of the process (for instance, is the process my company uses to
    allocate merit raises fair?)
    Procedural justice
  12. refers to fair and equal treatment of all employees
    Interactional Justice
  13. defined in terms of
    distributive justice and procedural justice.
    Organizational justice
  14. The characteristic values, traditions, and behaviors a company’s
    employees share.
    Organization culture
  15. How is culture is revealed?
    • i. Ceremonial events                                                          ii.Written rules and spoken commands.                                                          
    • iii.Office layout
    • iv.Organizational structure                                                            
    • v. Dress codes
  16. making sure everyone
    knows up front by what standards they will be judged and the penalties for
    Expectation clarity
  17. ensuring that
    everyone involved and affected understands why final decisions are made and the
    thinking that underlies the decisions
  18. involving individuals
    in the decisions that affect them by asking for their input and allowing them
    to refute the merits of others’ ideas and assumptions
  19. i.     
    Without a contract, the employee can resign for any reason, at will,
    and the employer can similarly dismiss the employee for any reason (or no
    reason), at will.
    Terminate-at-will rule
  20. Limitations on “terminate-at-will”
    • i.     
    • Violation of public

    • ii.     
    • Implied contract

    • iii.     
    • Good faith
  21. i.     
    The “business purpose exception” permits employers to monitor
    communications if they can show a legitimate business reason for doing so.
    The Electronic Communications Privacy Act (ECPA)
  22. 1.       
    Persistent failure to perform assigned duties or to meet prescribed
    standards on the job.
    • i.     
    • Unsatisfactory performance
  23. 1.       
    Deliberate and willful violation of the employer’s rules: stealing,
    rowdy behavior, and insubordination.

    Insubordination – a form of misconduct
    • i.     
    • Misconduct in the workplace
  24. 1.       
    An employee’s inability to do the assigned work although he or she is
    • i.     
    • Lack of qualifications for the job
  25. 1.       
    An employee’s inability to do the work assigned, after the nature of
    the job has changed.

    Elimination of the employee’s job.
    • i.     
    • Changed requirements or elimination of the job.
  26. 1.       
    What are the acceptable reasons
    employers can terminate employees?
    i.     Unsatisfactory performance                                                               i.     Misconduct in the workplace                                                               i.     Lack of qualifications for the job                                                               i.     Changed requirements or elimination of the job.
  27. requires employers to give workers a sixty-day warning of mass layoffs
    or plant closings.
    • Worker Adjustment and Retraining Act. A.K.A. Plant
    • Closing Act
  28. 1.       
    The company can hire only union members. Congress outlawed this in
    1947, but it still exists in some industries (such as printing).
    • i.     
    • Closed shop
  29. 1.       
    The company can hire nonunion people, but they must join the union
    after a prescribed period of time and pay dues. (If not, they can be fired.)
    • i.     
    • Union shop
  30. 1.       
    Employees who do not belong to the union still must pay union dues on
    the assumption that the union’s efforts benefit all the workers.
    • i.     
    • Agency shop
  31. 1.       
    It is up to the workers whether or not they join the union—those who
    do not, do not pay dues.
    • i.     
    • Open shop
  32. 1.       
    Employees do not have to belong to the union. However, union members
    employed by the firm must maintain membership in the union for the contract
    • i.     
    • Maintenance of membership arrangement
  33. 1.       
    12 Section 14(b) of the Taft-Hartley Act permits states to pass
    statutes or constitutional provisions banning the requirement of union
    membership as a condition of employment and to forbid the negotiation of
    compulsory union membership provisions.
    • i.     
    • Right-to-work laws
  34. i.     
    Guaranteed to each employee the right to bargain collectively “free
    from interference, restraint, or coercion.

    Declared yellow dog contracts unenforceable.

    Limited the courts’ abilities to issue injunctions (stop orders) for
    activities such as peaceful picketing and payment of strike benefits.
    • a.       
    • The Norris-LaGuardia Act of 1932
  35. i.     
    Banned certain unfair labor practices of employers

    Provided for secret-ballot elections and majority rule for determining
    whether a firm’s employees would unionize.

    Created the National Labor Relations Board (NLRB) to enforce the act’s
    • a.       
    • National Labor Relations (or Wagner) Act of 1935
  36. i.     
    Prohibited unfair union labor practices.

    Enumerated the rights of employees as union members

    Enumerated the rights of employers

    Allows the president of the United States to seek an injunction that
    temporarily will bar a national emergency strike for 60 days.
    • a.       
    • Taft-Hartley (Labor Management Relations) Act of 1947
  37. i.     
    A neutral third party (mediator) tries to assist the principals in
    reaching agreement by holding meetings with each party to find common ground
    for further bargaining.
    • a.       
    • Mediation
  38. i.     
    A neutral party who studies the issues in a dispute and makes a public
    recommendation for a reasonable settlement.
    • a.       
    • Fact finder
  39. i.     
    An arbitrator often has the power to determine and dictate the
    settlement terms.

    Arbitration can guarantee a solution to an impasse.

    Interest arbitration

    Rights arbitration
    • a.       
    • Arbitration
  40. i.     
    Both management and labor are required by law to negotiate wage,
    hours, and terms and conditions of employment “in good faith.”
    • a.       
    • What Is collective bargaining?
  41. i.     
    Items in collective bargaining over which bargaining is neither
    illegal nor mandatory—neither party can be compelled against its wishes to
    negotiate over those items.
    • a.       
    • Voluntary (permissible) bargaining items
  42. i.     
    Items in collective bargaining that are forbidden by law; for example,
    a clause agreeing to hire “union members exclusively” would be illegal in a
    right-to-work state.
    • a.       
    • Illegal bargaining items
  43. i.     
    Items in collective bargaining that a party must bargain over if they
    are introduced by the other party—for example, pay.
    • a.       
    • Mandatory bargaining items
  44. i.     
    Results from a failure to agree on the terms of a contract.
    • a.       
    • Economic strike
  45. i.     
    Called to protest illegal conduct by the employer.
    • a.       
    • Unfair labor practice strikes
  46. i.     
    An unauthorized strike occurring during the term of a contract.
    • a.       
    • Wildcat strike
  47. i.     
    Occurs when one union strikes in support of the strike of another
    • a.       
    • Sympathy strike
  48. i.     
    The agency created within the Department of Labor to set safety and
    health standards for almost all workers in the United States.
    • a.       
    • Occupational Safety and Health Administration (OSHA)
  49. 1.       
    What are the three basic causes
    of workplace accidents (chance occurrences, etc.)?
    • a.       
    • Chance occurrences – beyond management’s control

    • b.       
    • Unsafe conditions – the mechanical and physical conditions that cause
    • accidents

    • c.       
    • Employee’s unsafe acts
  50. i.     
    Taking advantage of the facility’s natural or architectural features
    in order to minimize security problems.
    • a.       
    • Natural security
  51. i.     
    The utilization of security systems such as locks, intrusion alarms,
    access control systems, and surveillance systems.
    • a.       
    • Mechanical security
  52. i.     
    Using good management to improve security.
    • a.       
    • Organizational security
  53. How does HRM differ in small and large firms?
    • size
    • priorities
    • informality
    • entrepreneur
Card Set:
Z440 - Exam 4
2013-04-09 03:17:08
z440 hrm

exam 4
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