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  1. What legislation addresses discrimination in the workplace?
    The Charter of Rights and Freedoms
  2. What is the function of the "Employment Standards Legislation"
    • provides:
    • minimum entitlements for employees
    • equal pay for equal work
    • maximum obligations
  3. The 4 fundamental freedoms (The Charter of Rights and Freedom)
    • 1. Conscience and religion
    • 2. Thought, belief, opinion, expression
    • 3. Peaceful assembly
    • 4. Association
  4. The bona fide occupational requirement provides an exemption to discrimination under this legislation
    Human Rights legislation
  5. This legislation prohibits "harrassment'
    Human Rights Legislation
  6. Define:

    Bona Fide Occupational Requirement (BFOR)
    a justifiable reason for discrimination

    based on business necessity for safe and   efficient operations

    intrinsically required by job tasks
  7. 3 characteristics of sexual harrassment
    • 1. unwelcoming remarks that ought to be known as unwelcoming by a reasonable person
    • 2. Continues despite protest
    • 3. Complaints cooperation due to employment related consequence
  8. 4 legislations
    • 1. Charter of Human Rights and Freedoms
    • 2. Human rights legislation
    • 3. Employment equity and pay equity legislation
    • 4. Employment Standards legislation
  9. 4 Key components of job design
    • Industrial Engineering
    • Behaviour Considerations
    • Human Engineering
    • Flexible Work Arrangements
  10. Purpose of job analysis
    • 1) to determine the task, duties, and responsibilities of a job
    • 2) to determine the human attributes (skills, knowledge, behaviour) required to perform the job
  11. Job description guidelines (5 steps)
    • 1. Be clear
    • 2. Indicate scope of authority
    • 3. Be specific
    • 4. Be brief
    • 5. Recheck
  12. 7 Steps of job analysis:
    • 1) identify how the information will be used
    • 2) Review the background information
    • 3) Select representative jobs to be analyzed
    • 4) Analyze the job
    • 5) Review information with job responsibilities
    • 6) Develop job descriptions and job specifications
    • 7) Review and update job descriptions/specifications
  13. What are the functions of the performance "appraisal"
    • performance improvement
    • promotion and salary decisions
    • career planning 
    • Performance appraisals can add value to mentoring programs
  14. 2 major categories of a reason to conduct a performance appraisal
    • Summative
    • Formative (developmental)
  15. Benefits of appraisals and the employee?
    Feedback has a strong impact on employee motivation and performance
  16. 3 outcomes of performance appraisals
    acknowledge and celebrate employee success in meeting and exceeding organizational expectations

    pinpoint where performance improvement is needed 

    focus on setting goals
  17. 3 steps to make a performance appraisal
    1.Defining performance expectations and standards

    • 2.Appraising employee performance by
    • comparing actual performance to expectations

    • 3.Providing feedback to employees and
    • planning future development
  18. 5 reasons that performance appraisals fail
    1.employees not being told ahead of time exactly what is expected of them in terms of good performance

    2.managers not being trained to manage the performance appraisal process

    3.problems with the method used to appraise performance managers complete the appraisal form

    5.ineffective communication during the feedback session
  19. What is the difference between "performance factors" and "performance standards"
    Performance factors represent the core knowledge, skills, and abilities that will be used to evaluate employee performance

    Performance standards the quantifiable and measureable criteria that communicate how well, how often, or how quickly tasks are to be completed
  20. 6 methods/processes for the performance appraisal
    1.Graphic rating scale

    2.Forced distribution

    3.Critical incident

    4.Behaviourally anchored rating scale

    5.Management by objectives

    6.Balanced scorecard
  21. 6 rater errors when conducting the performance appraisals
    Halo Effect

    Central Tendency

    Leniency or Strictness

    Appraisal Bias

    Recency Effect

    Similar-to-Me Bias
  22. 3 ways to avoid errors for the rater conducting the performance appraisal
    • 1. Ensure rater is aware of the problems
    • 2. Train supervisors to eliminate rating errors 
    • 3. Ensure that appraisals are reviewed by the supervisors boss
  23. how do you handle a person who acts defensive during an appraisal interview?
    1.Recognize that defensive behaviour is normal

    2.Never attack a person’s defenses

    3.Postpone action

    4.Recognize human limitations
Card Set:
2013-11-01 22:15:14

Midterm 1
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