HRM 6603 - FINAL TEST WITH COMPLETE SOLUTIONS
Family and Medical Leave Act (FMLA) - ANSWER -Originated in 1993
-Requires Organizations with 50 or more employees within a 74 mile radius
-Provide much as 12 weeks of unpaid leave after childbirth/adoption, care for a seriously
ill child, spouse, or parent, or employee's own illness
-guaranteed the same or comparable job when they return to work
-employees with less than 1 year of service or who work less than 25 hours per week or
who are among the 10% highest paid is not covered.
Consolidated Omnibus Reconciliation Act (COBRA) - ANSWER -Federal legislation that
requires employers to extend health insurance coverage at group rates, usually for up
to 36 months, to any employee who is laid off, quits, or is fired, except under certain
circumstances.
-Created in 1985
-The beneficiary must have access to the same services as employees who have not lost
their health insurance
Whistle-blowing - ANSWER -informing the press or government officials about unethical
practices within one's organization
-Example ** a defense contractor might blow the whistle on the company for defrauding
the government.
-if employee was fired claiming "poor performance" -the dismissal was unjust
-are often dissatisfied individuals who cannot bring about change and take their
concerns to external constituencies
Competency-based pay - ANSWER -A plan that usually covers exempt employees
(managers)
-The basic idea is that if you want employees to learn more skills and become more
flexible in the jobs they perform, you should pay them
skill-based pay - ANSWER -pay based on the skills employees acquire and are capable
of using
-a potential advantage is its contribution to increased worker flexibility
-contribute to a climate of learning and adaptability and give employees a broader view
of how the organization functions
, Pregnancy Discrimination Act of 1978 - ANSWER -prohibits discrimination in the basis of
pregnancy, childbirth, or related medical conditions as a form of unlawful sex
discrimination
-Cover employers with more than 15 employees
-Enforced by EEOC
-An amendment to the Title VII of the Civil Rights Act of 1964
Job Satisfaction - ANSWER -A positive feeling about the job resulting from an evaluation
of its characteristics
-it is a function of values (what a person consciously or unconsciously desires to obtain)
-emphasizes that different employees have different views of which values are important
-perception
What are the 3 important aspects of job satisfaction - ANSWER -it is a function of values
(what a person consciously or unconsciously desires to obtain)
-emphasizes that different employees have different views of which values are important
-perception- different people may view the same situation differently
What is job evaluation used to measure - ANSWER job worth
Job evaluation - ANSWER The administrative tool organizations use to design job
structures and measuring internal job worth
What detailed theories help explain the effects of compensation? - ANSWER
Reinforcement
expectancy
agencies
Reinforcement theory - ANSWER the theory that behavior is a function of its
consequences, that behaviors followed by positive consequences will occur more
frequently, and that behaviors followed by negative consequences, or not followed by
positive consequences, will occur less frequently
Expectancy Theory - ANSWER The theory that says motivation is a function of valence,
instrumentality, and expectancy.
-the link between rewards and behaviors , it emphasizes expected rewards
-focuses on the effects of incentives
Benchmarking - ANSWER a procedure in which an organization compares its own
Family and Medical Leave Act (FMLA) - ANSWER -Originated in 1993
-Requires Organizations with 50 or more employees within a 74 mile radius
-Provide much as 12 weeks of unpaid leave after childbirth/adoption, care for a seriously
ill child, spouse, or parent, or employee's own illness
-guaranteed the same or comparable job when they return to work
-employees with less than 1 year of service or who work less than 25 hours per week or
who are among the 10% highest paid is not covered.
Consolidated Omnibus Reconciliation Act (COBRA) - ANSWER -Federal legislation that
requires employers to extend health insurance coverage at group rates, usually for up
to 36 months, to any employee who is laid off, quits, or is fired, except under certain
circumstances.
-Created in 1985
-The beneficiary must have access to the same services as employees who have not lost
their health insurance
Whistle-blowing - ANSWER -informing the press or government officials about unethical
practices within one's organization
-Example ** a defense contractor might blow the whistle on the company for defrauding
the government.
-if employee was fired claiming "poor performance" -the dismissal was unjust
-are often dissatisfied individuals who cannot bring about change and take their
concerns to external constituencies
Competency-based pay - ANSWER -A plan that usually covers exempt employees
(managers)
-The basic idea is that if you want employees to learn more skills and become more
flexible in the jobs they perform, you should pay them
skill-based pay - ANSWER -pay based on the skills employees acquire and are capable
of using
-a potential advantage is its contribution to increased worker flexibility
-contribute to a climate of learning and adaptability and give employees a broader view
of how the organization functions
, Pregnancy Discrimination Act of 1978 - ANSWER -prohibits discrimination in the basis of
pregnancy, childbirth, or related medical conditions as a form of unlawful sex
discrimination
-Cover employers with more than 15 employees
-Enforced by EEOC
-An amendment to the Title VII of the Civil Rights Act of 1964
Job Satisfaction - ANSWER -A positive feeling about the job resulting from an evaluation
of its characteristics
-it is a function of values (what a person consciously or unconsciously desires to obtain)
-emphasizes that different employees have different views of which values are important
-perception
What are the 3 important aspects of job satisfaction - ANSWER -it is a function of values
(what a person consciously or unconsciously desires to obtain)
-emphasizes that different employees have different views of which values are important
-perception- different people may view the same situation differently
What is job evaluation used to measure - ANSWER job worth
Job evaluation - ANSWER The administrative tool organizations use to design job
structures and measuring internal job worth
What detailed theories help explain the effects of compensation? - ANSWER
Reinforcement
expectancy
agencies
Reinforcement theory - ANSWER the theory that behavior is a function of its
consequences, that behaviors followed by positive consequences will occur more
frequently, and that behaviors followed by negative consequences, or not followed by
positive consequences, will occur less frequently
Expectancy Theory - ANSWER The theory that says motivation is a function of valence,
instrumentality, and expectancy.
-the link between rewards and behaviors , it emphasizes expected rewards
-focuses on the effects of incentives
Benchmarking - ANSWER a procedure in which an organization compares its own
