DSST Human Resource Management |254 Correct 100%

core competencies - ANSWER An integrated knowledge within an organization that sets it out from the competition. informal factors - ANSWER Includes the social environment of the workplace and informal work groups. job description - ANSWER A written description of the basic tasks, duties, minimum required experience, and responsibilities required of an employee holding a particular job. selection - ANSWER The process of screening, interviewing, and hiring individuals. cash compensation - ANSWER Includes hourly wages, salaries, and bonuses. non-cash compensation - ANSWER Includes other employee benefits, such as health insurance, pension contributions, tuition reimbursement, and legal assistance programs. separations - ANSWER The different conditions upon which someone leaves a company; may be voluntary or involuntary. hygiene factors - ANSWER The working conditions, pay, company policies, and interpersonal relationships; they help eliminate job satisfaction, but do not motivate the employee according to the two-factor theory. motivators - ANSWER The need for achievement, recognition, responsibility, and growth; they both eliminate job dissatisfaction and stimulate motivation. positive reinforcement - ANSWER Reward given for desired behavior. negative reinforcement - ANSWER Removal of something unpleasant for desire behavior. punishment - ANSWER Giving something unpleasant for an undesired behavior. extinction - ANSWER Withdrawal of a reward. continuous reinforcement - ANSWER When every desired behavior is reinforced; effective when the behavior is new. partial reinforcement - ANSWER When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval, fixed-ratio, variable-interval, and variable-ratio. fixed-interval reinforcement - ANSWER Rewards according to a specific time interval. Results in average and irregular performance. fixed-ratio reinforcement - ANSWER Rewards after a specific number of desired behaviors. Results in high or stable performance. variable-interval reinforcement - ANSWER Rewards according to random times. Results in moderately high and stable performance. variable-ratio reinforcement - ANSWER Rewards according to a random number of behaviors. Results in very high performance. leadership - ANSWER The ability to influence people to achieve goals for the organization. legitimate leadership - ANSWER Leadership dependent upon one's position within the company. reward leadership - ANSWER Leadership based on the control that management has over rewarding subordinates. coercive leadership - ANSWER Leadership based on the control that management has over punishing subordinates. expert power - ANSWER Power based on individual expertise. referent power - ANSWER Power derived from the degree in which one is admired and people want to emulate them. authoritarian leadership type - ANSWER Characterized by dictatorship that dismisses input from team members; decides the term of tasks and who will perform the work to be done. democratic leadership type - ANSWER Characterized by an open-line communication between workers and management; values team-input, and facilitates group cooperation without being overly active within the group. laissez-faire leadership type - ANSWER Hands-off approach over all decision-making without any further involvement unless asked to participate. transactional leader - ANSWER A leader that clarifies roles, initiates structure, provides rewards, and is considerate of employees; fair, hardworking, and tolerant; emphasizes job-oriented(not personal) needs. charismatic leader - ANSWER A leader that has an ability to motivate employees to go beyond expectations; less predictable than transactional and embrace new ideas. Charismatic leaders are visionaries; they try to get others to see a better future and their participation in it. transformational leader - ANSWER A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation. servant leader - ANSWER A leader who works to fulfill subordinates' needs and goals as well as to achieve the organization's larger mission; the needs of others are placed above the leader's own needs. business ethics - ANSWER A code of moral principles and values that govern organizational behavior. utilitarian ethical decision - ANSWER A decision based on the principle that the behavior that causes the greatest good for the most is ethical. individualistic ethical decision - ANSWER A decision based on the long-term interests of an individual. social contract ethical decision - ANSWER A decision based on existing norms. moral rights ethical decision - ANSWER A decision that considers humanity's fundamental rights. justice ethical decision - ANSWER A decision based on total impartiality. preconventional moral development - ANSWER The first level of moral development, in which people make decisions based on selfish reasons; concerned only with external rewards or punishments. A characteristic of managers with authoritarian and coercive styles. conventional moral development - ANSWER The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration. postconventional moral development - ANSWER The third level of moral development in which people make decisions based on internalized principles, beliefs, and values. A characteristic of managers that encourage to think for themselves and engage in moral reasoning. values - ANSWER Basic individual beliefs about right and wrong. ego strength - ANSWER Strength of person's convictions. The higher it is, the more likely one will follow