final management.docx - Free questions You make $40,000 per year and regularly work 40 hours per week Your coworker also makes $40,000 per year and

final management.docx - Free questions You make $40,000 per...

This preview shows page 1 - 3 out of 26 pages.

Free questions: You make $40,000 per year and regularly work 40 hours per week. Your coworker also makes $40,000 per year and regularly works 50 hours per week. In all other respects such as your educations, skills, and years of experience, you are similar. According to equity theory, if your coworker compares himself to you, he ought to feel a sense of: a. Distributive justice b. Underreward inequity * c. Overreward inequity d. Procedural justice 2. The ________ is the tendency to overestimate our value by attributing successes to ourselves (internal causes) and attributing failures to others or the environment (external causes) a. defensive bias b. self-serving bias* c. confirmation bias d. political bias e. selection bias EEOC: Equal Employment Opportunity Commission: Advises that while it is appropriate to conduct background checks later in the hiring process, applicants should not be asked about criminal records on application forms Administers laws/ acts w/ unemployment- may not discriminate on bases of sex, age, religion, color, origin, race, disability, or genetic history BFOQ: Bona Fida Occupational Qualifications: Permits sex, age, religion, to be used when making employment decisions IF they are “reasonably necessary to normal operations of a business’ Churches don’t specify race or origin as BFOQ o It doesn’t matter for the job because being catholic is required for being a catholic priest Controlled/ monitored by EEOC Guidelines for Effective Interviews: Identify and define knowledge, skills, abilities Develop behavioral question Create non-stressful interview atmosphere Review resume Put applicant @ ease (no heavy questions) Ask job-related info Review notes after interview, evaluate, and determine the applicant’s probability of success ? make decision Training Objectives and Methods: Impart info and knowledge: o Films and videos
o Lectures o Planned readings Develop analytical and problem solving skills: o Case studies o Coaching and mentoring o Group discussions Practice, learning, or change job behavior: o On-the-job training o Role-playing o Simulations and games o Vestibule training *Computer-based learning Terminating Employees: when problems arise, employees should have warnings and be aware of the trouble they are in threaten consequences employees should be fired for a good reason no wrongful discharge Functional and Dysfunctional Turnover: Employee turnover- loss of employees who voluntarily choose to leave the company o Try to keep turnover low Functional turnover- loss of low-performing employees who choose to leave Dysfunctional turnover - loss of high-performing employees who choose to leave and is costly to the organization People-Centered Practices: 1. Protection of job security- make commitment to employees and won’t cut costs by firing employees 1. Fear of losing job is off the table 2. Avoid impulse to decrease work force when economically struggling b. Rigorous hiring process- screen employees on values and beliefs that are hard to train 1.

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture