Peters & Waterman's "In Search of Excellence" stated that companies must treat their workers as the most important asset.
True / False
True
A job analysis may answer the question "What skills are needed to perform the activities?"
True / False
True
Dr. Gerald Graham found that personal congratulations from managers had no impact on employee satisfaction.
True / False
False
The last step in a typical job analysis is to prepare a job specification.
True / False
True
Job specialization can lead to employees becoming bored and careless, resulting in decreased productivity and quality.
True / False
True
According to the text, job rotation is widely used in industry.
True / False
False
Job enrichment addresses non-managerial employees' needs for growth, recognition, and responsibility.
True / False
True
In any approach to job enrichment, managers should first consider the psychological and emotional steps that are most likely to cause the employees to reach the desired outcomes.
True / False
False
Flextime is a plan in which employees can set their own work hours within limits set by management.
True / False
True
The greatest advantage of hiring from within is that it helps maintain employee morale.
True / False
True
The responsibility for planning and coordinating training programs within an organization usually falls to the department managers.
True / False
False
One of the more critical factors for a gainsharing plan to succeed is for managers to support and discuss the plan and for employees to understand and support it as well.
True / False
True
The terms pay equity and equal pay are interchangeable.
True / False
False
Flex benefit plans never allow employees to take their allotted amounts in cash instead of in benefits.
True / False
False
Progressive discipline is a connected series of escalating disciplinary measures applied to an employee who is failing to meet the organization's standards and policies.
True / False
True
career development plan:
An individualized outline of training, experience, and possibly education designed to facilitate an employee's growth and enhance opportunities for advancement.
compensation:
The total of all rewards having a monetary value that are received by an employee in exchange for working for the employer.
descriptive essay:
A brief statement describing a manager's evaluation of an employee's job performance.
discrimination:
Making decisions or taking actions based on an individual's personal characteristics that do not directly impinge on fitness for a job.
employee training:
An organized program in which employees are provided with information, concepts, and skills that the organization believes will help them to become more effective in their jobs, or in jobs to which they may later be assigned.
equal pay:
Wage or salary schedules based on the concept of paying the same amounts for identical jobs, regardless of the gender of the employees doing those jobs.
flex benefits plans:
Benefits plans in which employees are assigned a certain amount and can allocate that amount to the benefits that best suit their own personal circumstances.
flextime:
A plan in which employees can set their own work hours, within limits set by management.
gainsharing incentive plan:
A compensation system in which the remuneration paid to employees is calculated on the basis of a pre-announced formula the results of which are dependent at least in part on the financial success of the employer, usually as a result of increased competitiveness arising from improved productivity or cost reduction.
graphic rating scale:
A listing of performance characteristics and behaviours that is used to evaluate numerically the performance of an employee and arrive at a total that is intended to rate that performance in terms of value to the organization.
human resource management (HRM):
In an organization, the management of people and systems that pertain directly to employees.
human resource planning:
Forecasting the numbers and qualifications of employees and support services that will be required by the organization, and determining how those sources will be made available.
job analysis:
Systematically gathering and analyzing the duties and skills required for a job.
job description:
A written statement of the job's activities, the equipment required for it, and the working conditions in which it exists.
job design:
The tasks required to complete the job, including how it relates to other jobs.
job enlargement:
Increasing the number and variety of tasks assigned to a job.
job enrichment:
Giving employees more control over their work to make it more interesting and address their needs for growth, recognition, and a sense of achievement.
job posting:
Making available to all employees written notice of job vacancies within the organization to permit those interested to apply for the positions.
job rotation:
Systematically moving employees from job to job.
job specialization:
Assigning to one job a small number of different tasks, which will be repeated.
job specification:
A written statement of the skills, knowledge, abilities, and other characteristics needed to perform a job effectively.
pay equity:
The concept of setting wage and salary rates that are identical for jobs of equal value or equal worth to the employer, regardless of the gender of the employees doing those jobs.
performance evaluation:
A formal, systematic appraisal of the qualitative and quantitative aspects of an employee's performance.
personnel benefits:
Forms of employee compensation that are measurable in dollars but that are not part of wages or salaries.
progressive discipline:
A connected series of escalating disciplinary measures applied to an employee who is failing to meet the organization's standards and policies.
ranking:
Comparing the performances of employees by listing them in rank order of their contribution to the organization's effectiveness.
recruitment:
Searching for and selecting suitably qualified and motivated candidates for positions within the organization.
recruitment plan:
A systematic description of the need for recruitment and how, when, and by whom it will be accomplished.
screening:
Analyzing résumés and associated information to sort applicants and select those who appear most suitable for employment in the organization.
sexual harassment:
Any act, word, gesture, or situation that diminishes an individual's sexual dignity or integrity.
short list:
The small number of preferred applicants who remain of interest to the organization after various stages of screening.
telecommuting:
Doing work at home or in other locations but staying in communication with the workplace and other employees through networks, computers, and modems.
