BU354 – Midterm Exam with Complete
Solutions.
Human resource management - Answer The management of people in organizations to drive
successful organizational performance and achievement of the organization’s strategic goals.
Human relations movement - Answer The attitudes and feelings of workers are more
important and deserve more attention.
Scientific management - Answer Fredrick Taylor - the process of scientifically analyzing
manufacturing processes, reducing production costs and compensating employees based on
their performance levels.
Human resource movement - Answer A management philosophy focusing on the concern for
people and productivity.
Operational HRM - Answer Traditional HRM functions that are primarily transactional in
nature.
Strategic HRM - Answer Contemporary HRM that participates in setting up strategic plans for
organizations and executing those plans.
Staff Authority - Answer Authority to advice, but not to direct, Usually provides support to a
business, e.g. marketing, accounting, logistics, etc.
Line Authority - Answer Managers of operating departments - they have the operational and
bottom line responsibility.
Balanced scoreboard system - Answer Balances short term and long term activities and
measures of success relating to financial results, customers, internal business processes, and
human capital management.
Contingent workers - Answer workers who do not have regular full-time employment status.
Organizational culture - Answer The core values, beliefs, and assumptions that are widely
shared by members of an organization.
Organizational climate - Answer The prevailing atmosphere that exists in an organization an
its impact on employees.
, the Charter of rights and freedoms - Answer Federal law enacted in 1982 that guarantees
fundamental freedoms to all Canadians.
Human rights legislation - Answer Juridictions specific legislation that prohibits intentional
and unintentional discrimination in employment situations and in the delivery of goods and
services.
Intentional discrimination - Answer An employer discriminate directly by deliberately refusing
to hire, train, or promote an individual, for example, on any of the prohibited grounds.
Discrimination because of association - Answer Denial of rights because of friendship with a
protected group member.
systemic discrimination - Answer Patterns of behaviour, policies, or practices that are part of
the structures of an organization and which create or perpetuate disadvantages or racialized
persons. Also known as unintentional discrimination.
Bona Fide occupational requirements - Answer Defined as a justifiable reason for
discrimination based on business necessity for safe and efficient operations.
Reasonable accommodation - Answer The adjustment of employment policies and practices
that an employer may be expected to make so that no individual is denied benefits,
disadvantaged in employment, or prevented from carrying out the essential components of a
job because of grounds prohibited in human rights legislation.
Undue hardship - Answer The point to which employers are expected to accommodate
employees under human rights legislative requirements.
Harassment - Answer Includes unwelcome behaviour that demeans, humiliates, or
embarrasses a person that a reasonable person should have known would be unwelcome.
Sexual harassment - Answer Offensive or humiliating behaviour that is related to a person's
sex, as well as behaviour of a sexual nature that creates an intimidating, unwelcome, hostile, or
offensive work environment or that could reasonable be thought to put sexual conditions on a
person's job or employment opportunities.
Sexual coercion - Answer Results in direct consequence to the worker's employment status.
(Part of sexual harassment)
Solutions.
Human resource management - Answer The management of people in organizations to drive
successful organizational performance and achievement of the organization’s strategic goals.
Human relations movement - Answer The attitudes and feelings of workers are more
important and deserve more attention.
Scientific management - Answer Fredrick Taylor - the process of scientifically analyzing
manufacturing processes, reducing production costs and compensating employees based on
their performance levels.
Human resource movement - Answer A management philosophy focusing on the concern for
people and productivity.
Operational HRM - Answer Traditional HRM functions that are primarily transactional in
nature.
Strategic HRM - Answer Contemporary HRM that participates in setting up strategic plans for
organizations and executing those plans.
Staff Authority - Answer Authority to advice, but not to direct, Usually provides support to a
business, e.g. marketing, accounting, logistics, etc.
Line Authority - Answer Managers of operating departments - they have the operational and
bottom line responsibility.
Balanced scoreboard system - Answer Balances short term and long term activities and
measures of success relating to financial results, customers, internal business processes, and
human capital management.
Contingent workers - Answer workers who do not have regular full-time employment status.
Organizational culture - Answer The core values, beliefs, and assumptions that are widely
shared by members of an organization.
Organizational climate - Answer The prevailing atmosphere that exists in an organization an
its impact on employees.
, the Charter of rights and freedoms - Answer Federal law enacted in 1982 that guarantees
fundamental freedoms to all Canadians.
Human rights legislation - Answer Juridictions specific legislation that prohibits intentional
and unintentional discrimination in employment situations and in the delivery of goods and
services.
Intentional discrimination - Answer An employer discriminate directly by deliberately refusing
to hire, train, or promote an individual, for example, on any of the prohibited grounds.
Discrimination because of association - Answer Denial of rights because of friendship with a
protected group member.
systemic discrimination - Answer Patterns of behaviour, policies, or practices that are part of
the structures of an organization and which create or perpetuate disadvantages or racialized
persons. Also known as unintentional discrimination.
Bona Fide occupational requirements - Answer Defined as a justifiable reason for
discrimination based on business necessity for safe and efficient operations.
Reasonable accommodation - Answer The adjustment of employment policies and practices
that an employer may be expected to make so that no individual is denied benefits,
disadvantaged in employment, or prevented from carrying out the essential components of a
job because of grounds prohibited in human rights legislation.
Undue hardship - Answer The point to which employers are expected to accommodate
employees under human rights legislative requirements.
Harassment - Answer Includes unwelcome behaviour that demeans, humiliates, or
embarrasses a person that a reasonable person should have known would be unwelcome.
Sexual harassment - Answer Offensive or humiliating behaviour that is related to a person's
sex, as well as behaviour of a sexual nature that creates an intimidating, unwelcome, hostile, or
offensive work environment or that could reasonable be thought to put sexual conditions on a
person's job or employment opportunities.
Sexual coercion - Answer Results in direct consequence to the worker's employment status.
(Part of sexual harassment)
