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HRIR 3021 Final Exam|119 Questions with Solutions
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HRIR 3021 Final Exam|119 Questions with Solutions
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HRIR 3021 Final Exam|119 Questionswith Solutions
Turnover Classifications - -Involuntary; Voluntary (Functional; Dysfunctional
(Unavoidable and avoidable))
-Employment At-Will - -If there is no specific employment contract saying
otherwise, the employer or employee may end an employment relationship
at any time
-Outcome Fairness - -Depends on their judgment that the consequences of
a decision to employees are just
-Procedural Justice - -Judgment that fair methods were used to determine
the consequences an employee receives
-Interactional Justice - -A judgment that the organization carried out its
actions in a way that took the employees feelings into account.
-Workers' Adjustment Retraining and Notification Act - -WARN requires that
organizations with more than 100 employees give 60 days' notice before any
closing or layoff that will affect at least 50 full-time employees
-Hot Stove Rule - -Discipline should be like a hot stove.
1. The glowing or burning stove gives warning not to touch.
2. Anyone who ignores the warning will be burned.
3. The stove has no feelings to influence which people it burns, and it
delivers the same burn to any touch.
4. Finally, the burn is immediate
-Outplacement Counseling - -A service in which professionals try to help
dismissed employees manage the transition from one job to another
-Employee Engagement - -The degree to which employees are fully
involved in their work and the strength of their commitment to their job and
company
-Job Withdrawal - -A set of behaviors with which employees try to avoid the
work situation physically, mentally, or emotionally
-Negative Affectivity - -Pervasive low levels of satisfaction with all aspects
of life, compared with other people's feelings
, -Core Self-Evaluators - -Bottom-line opinions individuals have of themselves
and may be positive or negative
-Role - -The set of behaviors that people expect of a person in a particular
job
-Role Ambiguity - -Uncertainty about what the organization expects from
the employee in terms of what to do or how to do it
-Role Conflict - -An employee's recognition that demands of the job are
incompatible or contradictory
-Role Overload - -A state in which too many expectations or demands are
placed on a person
-Job Involvement - -The degree to which people identify themselves with
their jobs
-Organizational Commitment - -The degree to which an employee identifies
with the organization and is willing to put forth effort on its behalf
-Total Rewards System - -A system of rewards that goes beyond
compensation and benefits and includes anything and everything the
employee values and the employer is willing and able to offer employees.
Compensation and non-compensation elements used to attract and retain
workers and reinforce desired behaviors
-Job Structure - -Where the job fits, relatively
-Job Satisfaction - -A pleasant feeling resulting from the perception that
one's job fulfills or allows for the fulfillment of one's important job values.
Relates to a person's values, defined as "what a person consciously or
unconsciously desires to obtain"
-Role-Analysis Technique - -A process of formally identifying expectations
associated with a role
-Pay Levels - -Average amount paid for a particular job
-Pay Structure - -Combination of job structure and pay levels
-Equal Pay Act of 1963 - -Administered by the EEOC. Cannot pay employees
less of the opposite sex for equal work, requiring equal skill, effort, and
responsibility, and performed under similar working condition
-Allowable Differences to Wage Disparity - -1. A seniority system
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