MGT 301 EXAM 3 ACCURATE STUDY GUIDE
Training and Development - Answers - Training is for lower level employees and
development is for managers.
Training involves short term, technical methods so that people know how to perform
their current jobs.
Development is long term, holistic method so that employees are enabled to take on
new duties and meet new challenges into the future.
2 types of Training: - Answers - 1. Classroom instruction - for technical routines
2. On the job training - richer set of skills
2 types of Development: - Answers - 1. Job rotation among a variety of departments
and functions
2. Formal education credits (tuition reimbursement)
Performance Appraisal - Answers - Appraisal: judging, evaluating an employees job
performance
1. Trait Appraisal: most common and most useless, judging people based on subjective
personal opinion, not performance
2. Behavioral Appraisal: do employees follow instructions? look a their actions
3. Results Appraisal: (most objective) judgement based on what people have actually
accomplished. CON: if this is the only method a manager uses, it might lead to unethical
behavior. Also, it occurs after the fact so the manager can't correct performance as its
happening.
Who judges an employees' performance? - Answers - 1. your boss
2. your subordinates
3. your peers/colleagues
4. your customers/clients
5. yourself too
Performance Feedback - Answers - Formal: through a set procedure at a set time
Informal: whenever you can
1. praise the employee
2. be specific
3. focus on correctable behavior
4. give them suggestions
5. set a timetable for improvement
6. express confidence in them
, Labor Relations - Answers - 1. THE NATIONAL LABOR RELATIONS ACT gave unions
power to represent individuals to management. This is called "collective bargaining" and
it gives employees far more power in dealing with management than trying to bargain
individually.
2. THE FAIR LABOR STANDARDS ACT restricted child labor, established a minimum
wage, and set a maximum on working hours.
3. THE EQUAL PAY ACT required that men and women doing equal work get equal
pay. This is called "comparable worth". Yet, even today, women are paid roughly 70%
of what men earn in similar jobs.
4. THE WORK PLACE SAFETY ACT established the occupational safety and health
administration to mandate procedures for safe working conditions.
Negotiations with unions most often focus on... - Answers - 1. work hours
2. wages
3. benefits
4. working conditions
5. job security
6. grievance procedures
What did Boeing's Vice President of Operations say? - Answers - "I have never fired
anyone in 30 years for engineering failures, but only for human failures"
Validity - Answers - A selection tool is valid to the extent that it predicts future job
performance
Method #1: EIV - Answers - Create in the mind of your employees.
1. Expectation: hard work procedures good results
2. Instrumentality: good results will be rewarded
3. Value: they will like the reward
Method #2: Abraham Maslow's Hierarchy of Needs: - Answers - 1. Physical needs: we
need a living wage for food, clothing, and shelter
2. Safety needs: we need security
3. Social needs: we need to interact with others
4. Esteem: we need to be proud of ourselves (so recognize and praise employees)
5. Self actualization: we need to realize our full potential (give people challenges)
The main lesson from Maslow is to know each employees' individual, personal needs by
getting in touch with him/her. (Different than psychology)
Method #3: Herzberg's Ideas - Answers - He believed there was something missing
from Maslow's 5 needs.
Maslow's 2 lower needs (physical/safety) he called "hygiene needs".
These needs do not motivate people but they do play an important role in motivation.
Their absence demotivates people.
Training and Development - Answers - Training is for lower level employees and
development is for managers.
Training involves short term, technical methods so that people know how to perform
their current jobs.
Development is long term, holistic method so that employees are enabled to take on
new duties and meet new challenges into the future.
2 types of Training: - Answers - 1. Classroom instruction - for technical routines
2. On the job training - richer set of skills
2 types of Development: - Answers - 1. Job rotation among a variety of departments
and functions
2. Formal education credits (tuition reimbursement)
Performance Appraisal - Answers - Appraisal: judging, evaluating an employees job
performance
1. Trait Appraisal: most common and most useless, judging people based on subjective
personal opinion, not performance
2. Behavioral Appraisal: do employees follow instructions? look a their actions
3. Results Appraisal: (most objective) judgement based on what people have actually
accomplished. CON: if this is the only method a manager uses, it might lead to unethical
behavior. Also, it occurs after the fact so the manager can't correct performance as its
happening.
Who judges an employees' performance? - Answers - 1. your boss
2. your subordinates
3. your peers/colleagues
4. your customers/clients
5. yourself too
Performance Feedback - Answers - Formal: through a set procedure at a set time
Informal: whenever you can
1. praise the employee
2. be specific
3. focus on correctable behavior
4. give them suggestions
5. set a timetable for improvement
6. express confidence in them
, Labor Relations - Answers - 1. THE NATIONAL LABOR RELATIONS ACT gave unions
power to represent individuals to management. This is called "collective bargaining" and
it gives employees far more power in dealing with management than trying to bargain
individually.
2. THE FAIR LABOR STANDARDS ACT restricted child labor, established a minimum
wage, and set a maximum on working hours.
3. THE EQUAL PAY ACT required that men and women doing equal work get equal
pay. This is called "comparable worth". Yet, even today, women are paid roughly 70%
of what men earn in similar jobs.
4. THE WORK PLACE SAFETY ACT established the occupational safety and health
administration to mandate procedures for safe working conditions.
Negotiations with unions most often focus on... - Answers - 1. work hours
2. wages
3. benefits
4. working conditions
5. job security
6. grievance procedures
What did Boeing's Vice President of Operations say? - Answers - "I have never fired
anyone in 30 years for engineering failures, but only for human failures"
Validity - Answers - A selection tool is valid to the extent that it predicts future job
performance
Method #1: EIV - Answers - Create in the mind of your employees.
1. Expectation: hard work procedures good results
2. Instrumentality: good results will be rewarded
3. Value: they will like the reward
Method #2: Abraham Maslow's Hierarchy of Needs: - Answers - 1. Physical needs: we
need a living wage for food, clothing, and shelter
2. Safety needs: we need security
3. Social needs: we need to interact with others
4. Esteem: we need to be proud of ourselves (so recognize and praise employees)
5. Self actualization: we need to realize our full potential (give people challenges)
The main lesson from Maslow is to know each employees' individual, personal needs by
getting in touch with him/her. (Different than psychology)
Method #3: Herzberg's Ideas - Answers - He believed there was something missing
from Maslow's 5 needs.
Maslow's 2 lower needs (physical/safety) he called "hygiene needs".
These needs do not motivate people but they do play an important role in motivation.
Their absence demotivates people.
