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#19: Ch 15 The taft-Hartley act created a new agency, the federal Mediation and Conciliation Service to help mediate labor disputes so that economic disruptions due to strikes and other labor disturbances would be fewer and shorter. #10: Ch 10 Membership-contingent compensation provide the same or similar wage to every employee in a given job, as long as the employee achieves at least satisfactory performance for logging in a prescribed number of hours of work per week. #18: Ch 14 In progressive discipline, management interventions start with verbal warning and proceed to the next steps with increasing severity of discipline: written warning, suspension, and discharge. #20: Ch 7 Identification means determining what areas of work the manager should be examining when measuring performance. #15: Ch 12 There are at least three issues that should be considered when making decisions about the benefits mix: the total compensation strategy, organizational objectives, and the characteristics of the workforce. #23: Ch 7 Organizations usually conduct appraisals for administrative and developmental purposes. #11: Ch 17 Not surprisingly, organizations must align their hrm practices with the business, cultural and workforce realities of each stage of internationalization. #23: Ch 10 The fourth step in the job evaluation process is to rate worth of all jobs using a predetermined system.
#20: Ch 14 In positive discipline, discipline procedure starts with an initial counseling session, follow-up session, final warning, and discharge. #22: Ch 11 Employees often do not believe that pay-for-performance programs are fair or that they truly reward performance, a phenomenon called the credibility gap. #22: Ch 15 At the plant level, workers are represented in work councils, a committee composed of both worker representatives and managers who have responsibility for governing the workplace. #14: Ch 11 The most macro type of incentive programs, corporate wide pay-for-performance plans, reward employees based on the entire corporations performance. #13: Ch 14 An implied contract may exist when an employer makes oral or written promises of job security. #22: Ch 10 The third step in the job evaluation process is determining job specifications which consist of the worker characteristics that an employee must have to perform the job successfully.
#18: Ch 10 The three key components of developing job based compensation plans are achieving internal equity, achieving external equity, and achieving individual equity. #18: Ch 11 Employee stock ownership plan (esop) is A low-cost retirement benefit for employees because analyse stock contributions made by the company are nontaxable until the employee redeems the stock. #1: Ch 12 Benefits that are required by law to provide to all employees are called Medical Benefits Direct Benefits Indirect Benefits Statutory benefits #2: Ch 12 All of the following are statutory benefits except Social Security Unemployment Insurance medical Insurance workers Compensation #3:. #18: Ch 17 Expatriate assignments may fail due to: Negative career Impact a perception by expats that they will be neglectedthe data dont seem to support this Culture Shock can impact all expats to one degree or anotherparticularly for Americans Lack of Preparation many expats. #19: Ch 9 tuition Assistance Programs support their employees education and development. #23: Ch 12 Programs are administered by state governments and funded by payroll taxes going into a state fund or to an insurance carrier based upon: risk assessment, organizations experience rating, and state prescribed benefit levels #24: Ch 12 Unemployment benefits clearly help the unemployed.
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#11: Ch 13 Employee assistance Programs is a company sponsored program that helps individual employees deal with problems that may interfere with performance on the job #12: Ch 13 Nepotism is the practice of favoring relatives over others in the workplace. #11: Ch 10 Under the job system, fraiche the job becomes the unit of analysis for determining base compensation, not the individuals performing that job. #21: Ch 12 Social Security provides Survivor Benefits monthly benefits for surviving widows and dependents who qualify. #10: Ch 11 gainsharing is a plantwide pay-for-performance plan in which a portion of the companys cost savings is returned to workers, usually in the form of a lump-sum bonus. #14: Ch 15 Right-to-work law is a state law that makes it illegal within that state for a union glasvezel to include a union shop clause in its contract. #17: Ch 9 Employee coaching consists of ongoing, sometimes spontaneous, meetings between managers and their employees to discuss the employees career goals and development. #19: Ch 14 Positive discipline is a discipline procedure that encourages employees to monitor their own behaviors and assume responsibility for their actions. #14: Ch 12 Benefits mix is the complete package of benefits that a company offers its employees.
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#1: Ch 13 Unlike many other hrm apport functional areas (e.g., recruiting, training, compensation etc. #15: Ch 17 Polycentric approach is an approach to managing international operations in which subsidiaries are managed and staffed by personnel from host country. #21: Ch 7 measurement, the centerpiece of the appraisal system, entails making managerial judgments of how good or bad employee performance was. #16: Ch 15 Currently, 21 states have right-to-work laws, which make it more difficult to organize and sustain unions in those states. #15: Ch 11 Profit sharing is a corporatewide pay-for-performance plan that uses a formula to allocate a portion of declared profits to employees. #10: Ch 14 Management rights are often termed residual rights because they pertain to the remaining rights that are not affected by contracts or laws that represent the interests of employees or other parties. #14: Ch 17 Ethnocentric approach is an approach to managing international operations in which top management and other key positions are filled by people from the home country.
#1: Ch 11 pay for Performance also called incentive systems derives from a philosophy that organizational and employee performance is a unifying focal point for management decision making and action, and from a compensation strategy that seeks to correlate pay/rewards directly with key performance outcomes. #18: Ch 12 Social Security provides Retirement Income at retirement age (currently 65, but changing employees receive benefits equal to approximately 25 of final year earnings. #1: Ch 14 Underpinning the employee relations challenge are the fundamental rights egel of employeesthe ability to engage in protected conduct that is intended to be free from interference. #20: Ch 15 Landrum-Griffin Act passed in 1959 to protect union members from corrupt union leadership and mismanagement. #11: Ch 12 to design an effective benefits package, a company needs to align its benefits strategy with its overall compensation strategy. #21: Ch 14 being able to establish that an employee was discharged for just cause as a defense against a wrongful discharge claim requires affirmative answers to seven key questions. #13: Ch 13 Information Dissemination can be augmented by informal communications that encourages timely feedback and dialogue. #17: Ch 15 The taft-Hartley act of 1947 made closed shops, which require an employee to be a union member as a condition of being hired, illegal. #12: Ch 10 Knowledge-based pay or skill-based pay is a pay system in which employees are paid on the basis of the jobs they can do or talents they have that can be successfully applied to a variety of tasks and situations.
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