Chapter 11 Summary.docx

Chapter 11 Summary.docx - Professor Noh MGT 150 27 April...

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Professor Noh MGT 150 27 April 2017 Chapter 11 Summary Human resource management (HRM) - the process of finding, developing, and keeping the right people to form a qualified workplace. Bona fide occupational qualification (BFOQ) - an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are “reasonably necessary to the normal operation of that particular business.” BFOQs are strictly monitored by the Equal Employment Opportunity Commission. Disparate treatment - intentional discrimination that occurs when people are purposely not given the same hiring, promotion, or membership opportunities because of their race, color, sex, age, ethnic group, national origin, or religious beliefs. Adverse impact - unintentional discrimination that occurs when members of a particular race, sex, or ethnic group are unintentionally harmed or disadvantaged because they are hired, promoted, or trained (or any other employment decision) at substantially lower rates than others. Four-fifths (or 80%) rule - a rule of thumb used by the courts to determine whether there is evidence of adverse impact; a violation of this rule occurs when the impact ration (calculated by dividing the decision ratio for a protected group by the decision rate for a nonprotected group) is less than 80%, or four-fifths. Sexual harassment - a form of discrimination in which unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature occurs while performing one’s job.
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Quid pro quo sexulal harassment - a form of sexual harassment in which employment outcomes, such as hiring, promotion, or simply keeping one’s job, depend on whether an individual; submits to sexual harassment.
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