PHCLE Terms with 100% Correct Solutions
Interest-based Bargaining - ANSWER Negotiation strategy in which parties collaborate
to develop mutually beneficial agreements. Also referred to as integrative bargaining
and win-win bargaining.
Strategic HR - ANSWER Supports long-term organizational goals and outcomes; does
not work independently within a silo
Strategic HR - ANSWER Uses talent within HR to make the other departments
stronger and more effective
Maslow's Hierarchy of Needs - ANSWER Suggest people have varying levels of
needs, each of which must be met before progressing to the others.
Vertical Development - ANSWER Advancing the capability to think in more
complex, systemic, and interdependent ways.
Divisional Structure - ANSWER A type of organization structure in which employees
are assigned to standalone divisions that each house multiple functions. For example,
an organization might comprise three divisions, each of which manages human
resources, finance, operations, and other functions.
Job Description - ANSWER Written summary of the qualifications required to perform
a job, including duties, responsibilities, physical requirements, and necessary
qualifications.
,Ends-based Principle - ANSWER Decision-making approach based on which
outcome produces the greatest good for the greatest number of people. Involves
assessing consequences and forecasting outcomes.
Supply Analysis - ANSWER An evaluation of current resources including staffing
levels; staff knowledge, skills, and abilities; and projected funding.
Comprehensive Evaluation - ANSWER The ongoing process of using multiple
measures to assess individual or group performance relative to clearly defined
standards and provide opportunities for reflection, feedback, and support.
Motivation - ANSWER Internal and external factors that drive the desire and energy
of someone to be committed to their work or pursue a goal.
Strategic HR - ANSWER Proactive management of employees
Motivation-Hygiene Theory - ANSWER Certain factors cause job satisfaction when
they are present while others cause dissatisfaction when they are absent
Truth vs. Loyalty paradigm - ANSWER Personal honesty, adherence to facts vs.
promise-keeping, allegiance to others
Exit Interview - ANSWER A conversation held with an employee to learn about their
motivations for leaving the organization.
Workforce Analysis - ANSWER Process of examining data to uncover gaps
between supply and demand. It is the first phase of workforce planning and serves
as the foundation of a workforce plan.
, Ethical Dilemma - ANSWER Choice to be made between two possible moral
imperatives, neither of which is unambiguously acceptable or preferable. The
complexity arises out of the situational conflict in which obeying one would result in
transgressing another. Also known as a right vs. right choice.
Ethics - ANSWER A philosophy concerned with opinions about appropriate and
inappropriate moral behavior by an individual or group.
Workforce Plan - ANSWER Report that identifies targeted strategies to ensure that the
organization's workforce is operating within budget and addresses the existing and
anticipated needs of all learners.
Performance Management - ANSWER Process of maintaining or improving job
performance through ongoing communication between a supervisor and an employee
in support of accomplishing the strategic goals of the organization.
Positional Bargaining - ANSWER Negotiation strategy that involves holding to a fixed
idea or position.
Individual vs. Community paradigm - ANSWER Interests of one or a few vs interests
of many or the majority
Functional Structure - ANSWER A type of organization structure in employees who
perform similar work or have similar skills or knowledge are grouped into departments
or teams, such as human resources, finance, and operations.
Workforce Planning - ANSWER Process to align the workforce with the needs
and priorities of the organization and the students it serves.
Interest-based Bargaining - ANSWER Negotiation strategy in which parties collaborate
to develop mutually beneficial agreements. Also referred to as integrative bargaining
and win-win bargaining.
Strategic HR - ANSWER Supports long-term organizational goals and outcomes; does
not work independently within a silo
Strategic HR - ANSWER Uses talent within HR to make the other departments
stronger and more effective
Maslow's Hierarchy of Needs - ANSWER Suggest people have varying levels of
needs, each of which must be met before progressing to the others.
Vertical Development - ANSWER Advancing the capability to think in more
complex, systemic, and interdependent ways.
Divisional Structure - ANSWER A type of organization structure in which employees
are assigned to standalone divisions that each house multiple functions. For example,
an organization might comprise three divisions, each of which manages human
resources, finance, operations, and other functions.
Job Description - ANSWER Written summary of the qualifications required to perform
a job, including duties, responsibilities, physical requirements, and necessary
qualifications.
,Ends-based Principle - ANSWER Decision-making approach based on which
outcome produces the greatest good for the greatest number of people. Involves
assessing consequences and forecasting outcomes.
Supply Analysis - ANSWER An evaluation of current resources including staffing
levels; staff knowledge, skills, and abilities; and projected funding.
Comprehensive Evaluation - ANSWER The ongoing process of using multiple
measures to assess individual or group performance relative to clearly defined
standards and provide opportunities for reflection, feedback, and support.
Motivation - ANSWER Internal and external factors that drive the desire and energy
of someone to be committed to their work or pursue a goal.
Strategic HR - ANSWER Proactive management of employees
Motivation-Hygiene Theory - ANSWER Certain factors cause job satisfaction when
they are present while others cause dissatisfaction when they are absent
Truth vs. Loyalty paradigm - ANSWER Personal honesty, adherence to facts vs.
promise-keeping, allegiance to others
Exit Interview - ANSWER A conversation held with an employee to learn about their
motivations for leaving the organization.
Workforce Analysis - ANSWER Process of examining data to uncover gaps
between supply and demand. It is the first phase of workforce planning and serves
as the foundation of a workforce plan.
, Ethical Dilemma - ANSWER Choice to be made between two possible moral
imperatives, neither of which is unambiguously acceptable or preferable. The
complexity arises out of the situational conflict in which obeying one would result in
transgressing another. Also known as a right vs. right choice.
Ethics - ANSWER A philosophy concerned with opinions about appropriate and
inappropriate moral behavior by an individual or group.
Workforce Plan - ANSWER Report that identifies targeted strategies to ensure that the
organization's workforce is operating within budget and addresses the existing and
anticipated needs of all learners.
Performance Management - ANSWER Process of maintaining or improving job
performance through ongoing communication between a supervisor and an employee
in support of accomplishing the strategic goals of the organization.
Positional Bargaining - ANSWER Negotiation strategy that involves holding to a fixed
idea or position.
Individual vs. Community paradigm - ANSWER Interests of one or a few vs interests
of many or the majority
Functional Structure - ANSWER A type of organization structure in employees who
perform similar work or have similar skills or knowledge are grouped into departments
or teams, such as human resources, finance, and operations.
Workforce Planning - ANSWER Process to align the workforce with the needs
and priorities of the organization and the students it serves.
