HRM Chapter 14 Vocab – Flashcards
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Sharia laws
a. forbid the charging of interest
b. specify the punishment for a number of crimes specifically in the Qur'an or in the writing of Mohammed
c. allow men to become divorced at will by just saying it aloud
d. specify the dietary restrictions known as Halal
e. all of these
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e. all of these
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Human Resource indicators include all of the following EXCEPT
a. turnover rates
b. absenteeism
c. return on investment
d. accident rates
e. general labor costs
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c. return on investment
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Individual performance can be measured by
a. stock price
b. market share
c. units produced
d. return on assets
e. return on investment
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c. units produced
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When an organization is interested in measuring the effectiveness of a performance-enhancement technique, it makes sense to examine
a. multiple indicators
b. stock price
c. return on assets
d. labor costs
e. accident rates
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a. multiple indicators
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Any true measure of organizational success must tie back to the organization's
a. strategic goals
b. mission statement
c. tactical goals
d. strategic plans
e. tactical plans
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a. strategic goals
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What is the work schedule plan that involves employees working a forty-hour, five-day week but with some employee control over starting and ending times for work each day?
a. flexible work hour program
b. compressed workweek
c. home work program
d. telecommuting
e. cafeteria-style work plan
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a. flexible work hour program
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In a flexible work hour program, what is the term for the time of day when every employee must be at work?
a. regular time
b. core time
c. full-time
d. flextime
e. mandatory time
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b. core time
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What is the MOST general form of a merit-pay plan?
a. bonuses
b. incentives
c. annual salary increases
d. gainsharing
e. skill-based pay
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c. annual salary increases
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Under which type of incentive compensation system does the organization pay an employee a certain amount of money for each unit of output he or she produces?
a. piece rate
b. merit
c. bonus
d. commission
e. individual
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a. piece rate
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Under a commission incentive system, which is the basis for individuals' compensation?
a. merit
b. sales volume
c. units of output
d. performance
e. seniority
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b. sales volume
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Firm-level performance
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An indication of a firm's chances of long-term survival. Performance at this level generates profits for potential profit sharing and determines the company's stock price.
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Job rotation
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Involves systematically moving employees from one job to another.
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Job Enlargement
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Developed to increase the total number of tasks workers perform based on the assumption tat doing the same basic task over and over is the primary cause of worker dissatisfaction.
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Job Enrichment
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Attempts to increase both the number of tasks a worker does and the control the worker has over the job.
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Job Characteristics Approach
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An alternative to job specialization that takes into account the work system and employee preferences; it suggests that jobs should be diagnosed and improved along five core dimensions.
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Work Teams
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An arrangement in which a group is given responsibility for designing the work system to be used in performing an interrelated set of jobs.
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Flexible Work Hour Plans
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Plans in which employees usually must still work 40 hours per week and typically 5 days a week but in which they have control over the starting and ending times for work on each day.
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Compressed Workweeks
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Arrangements in which the employee works the required number of hours (typically 40) but does so in fewer than 5 days. Ex: 4 day, 10-hours-a-day
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Merit Pay
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Pay awarded to employees on the basis of their relative value of their contributions to the organization.
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Merit-Pay Plans
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Compensation plans that formally base at least some meaningful portion of compensation on merit.
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Individual Incentive Plans
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Reward individual performance on a real-time basis.
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Base Salary
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A guaranteed amount of money that the individual will be paid.
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Sales commission
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An incentive paid to salespeople.
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Gainsharing
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A team and group-based incentive system designed to share the cost savings from productivity improvements with employees.
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Scanlon Plans
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Gainsharing plans in which teams or groups of employees are encouraged to suggest strategies for reducing costs; gains are distributed according to who suggested the cost-reduction strategy.
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Profit Sharing
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Incentive system in which, at the end of the year, some portion of the company's profits is paid into a profit-sharing pool, which is then distributed to all employees.
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Stock-option Plan
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An incentive plan established to give senior managers the option to buy company stock in the future at a predetermined fixed price.
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Stock-Purchase Plan
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Typically offered to all the employees of a firm rather than just the executives to serve more as a retention tool. Under these plans, employees are entitled to the stock only if they remain with the company for a specified period of time. If they leave before that time, they have no rights to the shares of stock.
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Employee Stock Ownership Plans (ESOPs)
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Group-level reward systems in which employees are gradually given a major stake in the ownership of a corporation.
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Productivity Measurement and Evaluation System (ProMES)
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A program developed to improve group or firm-level productivity. This approach incorporates ideas from goal setting, with incentives for improvement, and is based on a model of motivation similar to expectancy theory.
