Human capital - Answer-the economic value of people's abilities, knowledge, experience, ideas, energies, and commitments.
human capital with organizational strategies - Answer-Strategic human resource management aligns...
Equal employment opportunity (EEO) - Answer-The right to employment wit...
MGT 420 Exam #4 Questions with
Correct Answers
Human capital - Answer-the economic value of people's abilities, knowledge,
experience, ideas, energies, and commitments.
human capital with organizational strategies - Answer-Strategic human resource
management aligns...
Equal employment opportunity (EEO) - Answer-The right to employment without regard
to race, religion, color, national origin, gender
Title VII of the Civil Rights Act of 1964 - Answer-law that guarantees equal employment
opportunity
Job discrimination - Answer-Employment decisions made for reasons that are not
relevant to the job
Affirmative Action - Answer-Effort to give employment preference to women and
minority group members
Affirmative Action plans - Answer-Attempt to ensure that percentage of minorities within
the organization are a similar proportion to the labor market availability
Reverse discrimination - Answer-Claims of discrimination by majority populations
Bona fide occupational qualifications - Answer-Criteria for employment is justified for
ability to perform a job
May seem discriminatory
Example - female locker room attendant
The Equal Pay Act of 1963 - Answer-requires equal pay for women and men doing
equal work. It describes equal work in terms of skills, responsibilities, and working
conditions.
The Age Discrimination in Employment Act of 1967 - Answer-as amended in 1978 and
1986 protects workers against mandatory retirement ages. Age discrimination occurs
when a qualified individual is adversely affected by a job action that replaces him or her
with a younger worker
The Pregnancy Discrimination Act of 1978 - Answer-protects female workers from
discrimination because of pregnancy. A pregnant employee is protected against
termination or adverse job action because of the pregnancy and is entitled to
reasonable time off work.
,The Americans with Disabilities Act of 1990 - Answer-as amended in 2008 prevents
discrimination against people with disabilities. The law requires employment decisions
be based on a person's abilities and what he or she can do.
The Family and Medical Leave Act of 1993 - Answer-protects workers who take unpaid
leaves for family matters from losing their jobs or employment status. Workers are
allowed up to 12 weeks of leave for childbirth, adoption, personal illness, or illness of a
family member.
Workplace privacy - Answer-Right to privacy on the job
Technology creates issues with employer and employee rights: social media, e-mail,
Internet use
Pay discrimination and comparable worth - Answer-People with similar jobs should
receive comparable pay
Lillie Ledbetter Fair Pay Act - Answer-Lengthened the time frame to file claims of pay
discrimination
Pregnancy discrimination - Answer-Penalizes women as applicants or employees for
being pregnant
Hiring
Promotions
Leaves
Job assignments
age discrimination - Answer-Penalizes employees 40 and over as applicants or
employees
Average age in the workforce is increasing and so are claims of discrimination
Employee Value Proposition (EVP) - Answer-the exchange of value between what the
individual and the employer offer each other as part of the employment relationship
Person-job fit - Answer-the match of individual skills, interests, and personal
characteristics with the job
Person-organization fit - Answer-the match of individual values, interests, and behavior
with the organizational culture
recruitment - Answer-Attracting a pool of qualified applicants to the organization
Realistic job preview - Answer-Gives the candidate both the good and bad points of the
job and organization
Often highlights rewards and challenges of the position
, Traditional recruitment - Answer-Emphasizes selling the job to the applicant; positives
are played up while potential negatives are avoided or glossed over lightly.
selection - Answer-Choosing applicants with the greatest potential from the pool
reliability - Answer-Employment test or selection device provides consistent
measurement of applicant skills, time after time.
validity - Answer-Employment test or selection device is a good predictor of future job
performance.
assessing centers - Answer-Evaluates applicant abilities by observing performance in
simulated work activities
work sampling - Answer-Actual work is graded by observers
socialization - Answer-Process of influencing the expectations, behavior, and attitudes
of new employees in a positive way
orientation - Answer-Activities that familiarize new employees with the new job and the
organization
training - Answer-Improves employee skills and capabilities
coaching - Answer-Experienced employees provide advice and motivation
mentoring - Answer-Experienced employees share expertise with newer employees
reverse mentoring - Answer-Newer employees share expertise with experienced
employees
Technology
Social media
performance appraisal - Answer-Process of assessing and providing feedback on
employee work accomplishment
Document performance
Communicate performance
Identify how to improve performance
graphic rating scale - Answer-Checklist or score card for rating employee traits or
performance characteristics
Quality of work
Quantity of work
Attendance
Punctuality
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