SACA C202 Study Guide
Ability Ans✓✓✓-a stable and enduring capability to perform a variety of tasks
(e.g., verbal or mechanical ability). 4.14
Accommodating Ans✓✓✓-neglecting one's own concerns to satisfy the concerns
of the other person. 13.9
Accountability Ans✓✓✓-an individual is expected to provide a regular accounting
to a superior about the results of what she or he is doing and will be held
responsible for the outcome. 8.18
Action plan Ans✓✓✓-a strategy for proactively addressing an expected talent
shortage or surplus. 4.8
Active job seeker Ans✓✓✓-someone actively looking for information about job
opportunities. 5.3
Adverse impact Ans✓✓✓-an employment practice has a disproportionate effect
on a protected group, regardless of its intent. 3.14
Affective commitment Ans✓✓✓-a positive emotional attachment to the
organization and strong identification with its values and goals. 14.5
Affirmative action Ans✓✓✓-proactive efforts to eliminate discrimination and its
past effects. 3.10
,Affirmative action plan Ans✓✓✓-describes in detail the actions to be taken,
procedures to be followed, and standards to be met when establishing an
affirmative action program. 3.10
Agency shop Ans✓✓✓-requires nonunion workers to pay a fee to the union for
its services in negotiating their contracts. 13.5
Applicant tracking system Ans✓✓✓-software that helps manage the recruiting
process. 5.11
Aptitude Ans✓✓✓-treatment interaction - the concept that some training
strategies are more or less effective depending on a learner's particular abilities,
personality traits, and other characteristics. 7.8
Arbitration Ans✓✓✓-an impartial third party acts as both judge and jury in
imposing a binding decision on both negotiating parties. 13.9
Assertiveness Ans✓✓✓-using pressure, coercion, or persistent follow-up to gain
compliance. 13.9
Assessment center Ans✓✓✓-puts candidates through a variety of simulations
and assessments to evaluate their potential fit with and ability to do the job. 6.11
Avoidable turnover Ans✓✓✓-turnover that the employer could have prevented.
14.7
,Avoidance strategy Ans✓✓✓-management engages in lawful or unlawful efforts
to prevent a union from forming or seeks the decertification of an existing union.
13.11
Avoiding Ans✓✓✓-not immediately pursuing one's own concerns or those of the
other person and not addressing the conflict. 13.9
Background checks Ans✓✓✓-assess factors including personal and credit
characteristics, character, lifestyle, criminal history, and reputation. 6.13
Balanced scorecard Ans✓✓✓-a performance measurement system that
translates the organization's strategy into financial, business process, learning and
growth, and customer outcomes. 8.4
Base pay Ans✓✓✓-reflects the size and scope of an employee's responsibilities.
9.3
Behavioral observation scales Ans✓✓✓-measure the frequency of desired
behaviors. 8.8
Behavioral questions Ans✓✓✓-use information about what the applicant has
done in the past to predict future behaviors. 6.10
Behaviorally anchored rating scales Ans✓✓✓-use a set of behavioral statements
relating to qualities important for performance. 8.8
, Benchmark jobs Ans✓✓✓-jobs that tend to exist across departments and across
diverse organizations, allowing them to be used as a basis for compensation
comparisons. 9.8
Bona fide occupational qualification Ans✓✓✓-a characteristic that is essential to
the successful performance of a relevant job function. 3.7
Boycott Ans✓✓✓-union members refuse to use or buy the firm's products to
exert economic pressure on management. 13.9
Brand Ans✓✓✓-a symbolic picture of all the information connected to a
company or a product, including its image. 5.17
Broadbanding Ans✓✓✓-using very wide pay grades to increase pay flexibility.
9.11
Burnout Ans✓✓✓-exhaustion of physical or emotional strength or motivation
usually as a result of prolonged stress or frustration. 14.6
Business process reengineering Ans✓✓✓-a more radical rethinking and redesign
of workflow and business processes to achieve large improvements in speed,
service, cost, or quality. 4.20
Business strategy Ans✓✓✓-how an organization will compete in a particular
market. 1.12 | 4.3
Card check Ans✓✓✓-employees sign a card of support if they are in favor of
unionization; if a majority of workers (over 50 percent) sign a union authorization
Ability Ans✓✓✓-a stable and enduring capability to perform a variety of tasks
(e.g., verbal or mechanical ability). 4.14
Accommodating Ans✓✓✓-neglecting one's own concerns to satisfy the concerns
of the other person. 13.9
Accountability Ans✓✓✓-an individual is expected to provide a regular accounting
to a superior about the results of what she or he is doing and will be held
responsible for the outcome. 8.18
Action plan Ans✓✓✓-a strategy for proactively addressing an expected talent
shortage or surplus. 4.8
Active job seeker Ans✓✓✓-someone actively looking for information about job
opportunities. 5.3
Adverse impact Ans✓✓✓-an employment practice has a disproportionate effect
on a protected group, regardless of its intent. 3.14
Affective commitment Ans✓✓✓-a positive emotional attachment to the
organization and strong identification with its values and goals. 14.5
Affirmative action Ans✓✓✓-proactive efforts to eliminate discrimination and its
past effects. 3.10
,Affirmative action plan Ans✓✓✓-describes in detail the actions to be taken,
procedures to be followed, and standards to be met when establishing an
affirmative action program. 3.10
Agency shop Ans✓✓✓-requires nonunion workers to pay a fee to the union for
its services in negotiating their contracts. 13.5
Applicant tracking system Ans✓✓✓-software that helps manage the recruiting
process. 5.11
Aptitude Ans✓✓✓-treatment interaction - the concept that some training
strategies are more or less effective depending on a learner's particular abilities,
personality traits, and other characteristics. 7.8
Arbitration Ans✓✓✓-an impartial third party acts as both judge and jury in
imposing a binding decision on both negotiating parties. 13.9
Assertiveness Ans✓✓✓-using pressure, coercion, or persistent follow-up to gain
compliance. 13.9
Assessment center Ans✓✓✓-puts candidates through a variety of simulations
and assessments to evaluate their potential fit with and ability to do the job. 6.11
Avoidable turnover Ans✓✓✓-turnover that the employer could have prevented.
14.7
,Avoidance strategy Ans✓✓✓-management engages in lawful or unlawful efforts
to prevent a union from forming or seeks the decertification of an existing union.
13.11
Avoiding Ans✓✓✓-not immediately pursuing one's own concerns or those of the
other person and not addressing the conflict. 13.9
Background checks Ans✓✓✓-assess factors including personal and credit
characteristics, character, lifestyle, criminal history, and reputation. 6.13
Balanced scorecard Ans✓✓✓-a performance measurement system that
translates the organization's strategy into financial, business process, learning and
growth, and customer outcomes. 8.4
Base pay Ans✓✓✓-reflects the size and scope of an employee's responsibilities.
9.3
Behavioral observation scales Ans✓✓✓-measure the frequency of desired
behaviors. 8.8
Behavioral questions Ans✓✓✓-use information about what the applicant has
done in the past to predict future behaviors. 6.10
Behaviorally anchored rating scales Ans✓✓✓-use a set of behavioral statements
relating to qualities important for performance. 8.8
, Benchmark jobs Ans✓✓✓-jobs that tend to exist across departments and across
diverse organizations, allowing them to be used as a basis for compensation
comparisons. 9.8
Bona fide occupational qualification Ans✓✓✓-a characteristic that is essential to
the successful performance of a relevant job function. 3.7
Boycott Ans✓✓✓-union members refuse to use or buy the firm's products to
exert economic pressure on management. 13.9
Brand Ans✓✓✓-a symbolic picture of all the information connected to a
company or a product, including its image. 5.17
Broadbanding Ans✓✓✓-using very wide pay grades to increase pay flexibility.
9.11
Burnout Ans✓✓✓-exhaustion of physical or emotional strength or motivation
usually as a result of prolonged stress or frustration. 14.6
Business process reengineering Ans✓✓✓-a more radical rethinking and redesign
of workflow and business processes to achieve large improvements in speed,
service, cost, or quality. 4.20
Business strategy Ans✓✓✓-how an organization will compete in a particular
market. 1.12 | 4.3
Card check Ans✓✓✓-employees sign a card of support if they are in favor of
unionization; if a majority of workers (over 50 percent) sign a union authorization
