Exam 2 - Holly Clary PDF

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1Review for Exam 2 MGMT 331 CH. 4: Job Analysis and Job Design Empowerment – granting employees power to initiate change, thereby encouraging them to take charge of what they do Industrial Engineering – a field of study concerned with analyzing work methods and establishing time standards Ergonomics – the process of studying and designing equipment and systems that are easy and efficient for employees to use Job Enlargement – the process of adding a greater variety of tasks to a job Process/Org Chart – a chart that shows the process and organization of the organization Job Enrichment – enhancing a job by adding more meaningful tasks and duties to make the work more rewarding or satisfying Flex Work Arrangements – flexible working hours that permit employees the option of choosing daily starting and quitting times, provided that they work a set number of hours per day or week Job Rotation – the process whereby employees rotate in and out of different jobs Job Analysis – the process of obtaining information about jobs by determining their duties, tasks, or activities Job Specifications – a statement of the specific knowledge, skills, and abilities of a person who is to perform a job needs Job Characteristics Model – a job design theory that purports that three psychological states (experiencing meaningfulness of the work performed, responsibility for work outcomes, and knowledge of the results of the work performed) of a jobholder result in improved work performance, internal motivation, and lower absenteeism and overall turnover Telecommuting – use of personal computers, networks, and other communications technology to do work in the home that is traditionally done in the workplace Job Description – a statement of the tasks duties, and responsibilities of a job to be performed Job – an activity people do for which they get paid, particularly as part of the trade or occupation they occupy Task – a piece of work to be done or undertaken Task Inventory Analysis – an organization-specific list of tasks and their descriptions used as a basis to identify components of jobs CH. 5 & 6: Recruitment and Careers & Employee Selection Advertisement – posting job openings on websites, social media, newspapers, and trade journals to attract candidates Mentoring – individuals who coach, advise, and encourage individuals of lesser rank Negligent Hiring – the failure of an organization to discover, via due diligence, that an employee it hired had the propensity to do harm to others Promotions – a change of assignment to a job at a higher level in the organization Sources of Recruitment – internal labor markets, advertisements, walk-ins, internet, social media, mobile recruiting, job fairs, employee referrals, rerecruiting, executive search firms,

educational institutions, professional associations and labor unions, public/private employment agencies, staffing agencies, independent contractors, employee leasing Recruitment – the action of finding new people to join an organization or support a cause Interviewing – an oral examination of an applicant for a job Transfers – placement of an individual in another job for which the duties, responsibilities, status, and remuneration are approximately equal to those of the previous job Job Shadowing – the opportunity to observe or “shadow” someone doing their job, in order to actually see what they do Nepotism – a preference for hiring relatives of current employees Types of Interviews – nondirective, structured, situational, behavioral description, sequential and panel Pre-Employment Testing – an objective and standardized measure of a sample of behavior that is used to gauge a person’s knowledge, skills, abilities, and other characteristics relative to other individuals. A process by which individuals are evaluated as they participate in a series of situations that resemble what they might need to handle on the job Post-Interview Screening – reference check, background check (criminal records, credit) Recruitment Metrics – a standard set of measurements used to manage and improve the process of hiring candidates into an organization Testing Concepts – job knowledge, work sample, assessment center, cognitive ability, biographical data, personality and interests inventories, polygraph, drug, honesty and integrity, physical ability, medical examinations Career Path – lines of advancement in an occupational field within an organization Career Development Demotion – a downward transfer that moves an individual into a lower-level job that can provide developmental opportunities CH. 7: Training and development Cross-Training - the process of training employees to do multiple jobs within an organization Task Analysis – the process of determining what the content of a training program should be on the basis of a study of the tasks and duties involved in the job On-The-Job Training – a method by which employees are given hands-on experience with instructions from their supervisor or other trainer Needs Assessment – the first phase of the strategic model for training and development that includes the organization, task, and person analysis’s Organization Analysis - examination of the environment, strategies, and resources of the organization to determine where training emphasis should be placed Training & Development Programs – orientation and onboarding, basic skills, team training and cross-training, ethics, diversity trainings Person Analysis – determination of the specific individuals who need training Principles of Learning – goal setting, meaningfulness of presentation, modeling, individual differences, active practice and repetition, whole-versus-part learning, massed-versusdistributed learning, feedback and reinforcement, Training Delivery Methods – on-the-job training (apprenticeship), special assignments, coop training, internships, governmental training, simulations, e-learning, behavior modeling, role-

playing, coaching case, studies, seminars and conferences, blended learning, classroom (lecture) instruction CH. 8: Performance management BARS – behaviorally anchored rating scale; a behavioral approach to performance rating that consists of a series of vertical scales, one for each important dimension of job performance MBO – management by objectives; a philosophy of management that rates the performance of employees based on their achievement of goals set mutually by them and their manager BOS – behavior observation scale; a behavioral approach to performance rating that measures the frequency of observed behavior Performance Evaluation (appraisal) – the result of an annual or biannual process in which a manager evaluates an employee’s performance relative to the requirements of his or her job and uses the information to show the person where improvements are needed and why Forced Distribution – a performance ranking system whereby raters are required to place a certain percentage of employees into various performance categories Performance Management – the process of creating a work environment in which people can perform to the best of their abilities Graphic Rating Scale – a trait approach to performance rating whereby each employee is rated according to a scale of characteristics 360-Degree Feedback – a performance evaluation done by different people who interact with the employee, generally on forms compiled into a single profile for use in the evaluation meeting conducted by the employee’s manager Rating Errors – distributional, error of central tendency, leniency of strictness, temporal, recency, contrast, similar-to-me Behavioral Methods – critical incident, behavioral checklist, BARS, BOS

Questions: This is the process of creating a work environment to help ppl perform to the best of their abilities – performance management The accuracy with which a test interview and so on measures what it purports to measure or fills the function it was desired to fill – the validity Consistency of scores obtained by the same person when retested by the identical or same test – reliability Federal guidelines and court decisions now permit that performance requirement of a job may be based on invalid job criteria – F One of the potential drawbacks is that… traits can be biased and subjective – T The process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests more effectively – career management The most commonly used search tactic by job seekers and recruiters to make job seekers aware of new positions – the internet The place of an employee at another job – promotion A downward transfer – demotion Placement of an employee at another job by which the duties, status – transfer

The practice of hiring relatives – nepotism Executive who coach, advise, individuals of a lesser rank – mentor Training delivered to trainees – just-in-time training The result of an annual or biannual by which an – performance evaluation Job sharing, flextime, extended leave – T Dejobbing refers to the process of structuring organizations not around jobs but around projects that are constantly changing – T The metric that refers to the number of days that a job opening is approved – time-to-fill This is a type of interview that allows the applicant maximum amount of freedom in determining the course of the discussion – nondirective interview How old are you? No How much do you weigh? No Why did you leave your last job? Yes How tall are you? No Late at night while packing – situational question E-learning provide all of the following benefits except – replacing conventional learning experience Retirees seldom return to work – F Empowerment encourages employees to become mangers of their own work – T Average employees performance high because they compared them to other performers – contrast If one rates an employees performance largely on the employees recent behavior – recency A performance rating error where the rater is reluctant to give really high or really low ratings central tendencies In most instances who is the best position to perform the performance evaluation – supervisor If an appraisal focuses on a narrow set of results criteria exclusion of more important – criterion deficiency...