BUSMHR 3200 Exam 2 2025

BUSMHR 3200 Exam 2 2025 Motivation - -the psychological processes that underlie the direction, intensity, and persistence of behavior or thought P=AxMxO - -Performance equal ability times motivation times opportunity Need Based theory of motivation - -People are motivated by the desire to fulfill unmet needs Job Design-related motivation - -focuses on design of job having implications for improved satisfaction, motivation and performance and reduced absenteeism, turnover, etc The different types of job design approaches - - -Job enlargement -job enrichment -Job rotation -Job crafting -Job simplification -Job characteristics model Job Characteristics model - -Core Job characteristics - Critical Psychological States - Outcomes Equity Theory - -a theory that states that people will be motivated when they perceive that they are being treated fairly Outputs over inputs Expectancy Theory - -It proposes that people are motivated by their conscious expectations of what will happen if they do certain things, and are more productive when they believe their expectations will be realized. SMART Goals - --Specific -Measurable -Attainable -Relevant -Timeliness Job Satisfaction - -An affective or emotional response to one’s job Compensation - -The rewards, usually monetary in nature that reinforce behavior, organizational membership, performance and retention BUSMHR 3200 BUSMHR 3200 Merit Pay - -links an individual's salary or wage increase directly to measures of performance accomplishment Incentive Pay - -variable pay as primary or secondly income source Can be supplemental income (commissions) or sole source of income ESOP (employee stock ownership plan) - -employee ownership plans that give employers certain tax and financial advantages when stock is granted to employees Profit Sharing - -incentive pay in which payments are a percentage of the organization's profits and do not become part of the employees' base salary Skill-based pay - -a pay system that rewards employees for the job skills they can demonstrate Benchmarking - -essentially comparing yourself to other equal counterparts in the organization or industry Total compensation - -The total amount of money received by an employee from an employer plus the cash equivalent value of the employment benefits received by the employee. Total Rewards - -encompass not only compensation and benefits, but also personal and professional growth opportunities and a motivating work environment that includes recognition, job design, and work-life balance Legally Required Benefits - --Social Security -Unemployment Compensation -Workers compensation -Family and Medical Leave Act (FMLA) Social Security - -federal program of disability and retirement benefits that covers most working people Unemployment Compensation - -A system of government payments to people who are out of work and looking for a job. Workers Compensation - -A form of insurance paid by the employer providing cash benefits to workers injured or disabled in the course of employment. Family and Medical Leave Act - -Federal law requiring organizations with 50 or more employees to provide up to 12 weeks of unpaid leave after childbirth or adoption; BUSMHR 3200 BUSMHR 3200 to care for a seriously ill family member or for an employee's own serious illness; or to take care of urgent needs that arise when a spouse, child, or parent in the National Guard or Reserve is called to active duty. The Affordable Care Act - -Health care reform law passed in 2010 that includes incentives and penalties for employ- ers providing health insurance as a benefit. Health Maintenance Organization (HMO) - -A health care plan that re- quires patients to receive their medical care from the HMO's health care professionals, who are often paid a flat salary, and provides all services on a prepaid basis. Preferred Provider Organization (PPO) - -A health care plan that contracts with health care professionals to provide services at a reduced fee and gives patients financial incentives to use network providers. consumer-driven health plan (CDHP) - -a high deductible, paired with a tax-advantages health spending account, or HAS, to increase the amount of accountability that is in place for personalized health care spending High Deductible Health Plan (HDHP) - -health plan that combines high deductible insurance and a funding option to pay for patients out of pocket expenses up to the deductible Consolidated Omnibus Budget Reconciliation Act (COBRA) - -Federal law that requires employers to permit employees or their de- pendents to extend their health insurance cover- age at group rates for up to 36 months following a qualifying event, such as a layoff, reduction in hours, or the employee's death. Employee Retirement Income Security Act (ERISA) - -Federal law that increased the responsibility of pension plan trustees to protect retirees, established certain rights related to vesting and portability, and created the Pension Benefit Guarantee Corporation Flexible Spending Account (FSA) - -Employee-controlled pretax earnings set aside to pay for certain eligible expenses, such as health care expenses, during the same year. Short-Term Disability Insurance - -Insurance that pays a percentage of a disabled employee's salary as benefits to the employee for six months or less. BUSMHR 3200 BUSMHR 3200 Long-Term Disability Insurance - -Insurance that pays a percentage of a disabled employee's salary after an initial period and potentially for the rest of the employee's life. defined contribution plan - -retirement plan in which the employer sets up an individual account for each employee and specifies the size of the investment into that account Vesting Right - -guarantee that when employees become participants in a pension plan and work a specified number of years, they will receive a pension at retirement age, regardless of whether they remained with the employer IRA - -an account set up at a financial institution that allows an individual to save for retirement with tax-free growth or on a tax-deferred basis. Roth IRA - -You make contributions with money you've already paid taxes on (after-tax), and your money may potentially grow tax-free, with tax-free withdrawals in retirement, provided that certain conditions are met Equal Pay Act of 1963 - -Legislation that requires employers to pay men and women equal pay for equal work Title VII of the Civil Rights Act of 1964 - -forbids discrimination in all areas of the employment relationship Equal Employment Opportunity - -The condition in which all individuals have an equal chance for em- ployment, regardless of their race, color, religion, sex, age, disability, or national origin. Executive Order 11246 - -prohibits federal contractors and subcontractors from discriminating based on race, color, religion, sex, or national origin Age Discrimination in Employment Act - -1967 law that prohibits discrimination of employees 40 years and up. Vocational Rehabilitation Act of 1973 - -enhance employment opportunity for individuals with disabilities Affirmative Action - -An organization's active effort to find opportuni- ties to hire or promote people in a particular group. Americans with Disabilities Act of 1990 - -A law passed in 1990 that requires employers and public facilities to make "reasonable accommodations" for people with disabilities and prohibits discrimination against these individuals in employment. Worker Adjustment and Retraining Notification Act (WARN) - -Basically says that if you are a certain size of an organization you have to give them 90 days notice before you lay them off BUSMHR 3200 BUSMHR 3200 Bona Fide Occupational Qualification (BFOQ) - -a necessary (not merely preferred) qualification for performing a job Equal Employment Opportunity Commission - -Agency of the Depart- ment of Justice charged with enforcing Title VII of the Civil Rights Act of 1964 and other antidis- crimination laws. Four-Fifths Rule - -Rule of thumb that provides (or shows) evidence of potential discrimination if an organization's hiring rate for a minority group is less than four-fifths the hiring rate for the majority group. Occupational Safety and Health Act - -U.S. law authorizing the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce. Occupational Safety and Health Administration - -Labor Department agency responsible for inspecting employ- ers, applying safety and health standards, and levying fines for violation. Right-To-Know Laws - -State laws that require employers to provide employees with informa- tion about the health risks associated with exposure to substances considered hazardous. NIOSH - -Pretty much knock off OSHA Material Data Safety Sheet - -Forms on which chemical manufacturers and importers identify the hazards of their chemicals. Formal Group - -Group created by the organization Informal group - -a group created by the members themselves to accomplish goals that may or may not be relevant to an organization Task-Oriented Roles - --initiator -energizer -information seeker -opinion giver -elaborator -evaluator -recorder Maintenance Roles - --harmonizer -compromiser -encourager BUSMHR 3200 BUSMHR 3200 -gatekeeper -commentator Individual Roles - --Blocker -Recognition Seeker -Dominator -Evader Individual Benefits of a Group - --Greater availability of , and access to, resources, etc -Affiliation -Security and protection -Self-esteem and sense of identity -Problem Solving Organizational Benefits of Groups - --Task accomplishment -Increased creativity -Increase collaboration -Usually better decision making -Helps socialize newcomers Tuckman's Model of Group Development - --Forming -Storming -Norming -Performing -Adjourning Mores - -Unwritten rules 8 dimensions of Team Effectiveness - --Clear, elevating goal -Results-driven structure -Competent team members -Unified commitment -Collaborative climate -Standards of excellence -External support and recognition -Principled leadership Social Facilitation - -When you are working on a task that you aren't good at, the presence of other people hurts your performance. How to build a high performance team - --Communicate high performance standards -Set the tone in the first meeting(s) -Create a sense of urgency and importance of the team -Make sure members have the right skills -Establish clear rules/norms for team behavior and model them as a leader -Find ways to create and communicate early "successes" BUSMHR 3200 BUSMHR 3200 -Give positive feedback and reward high performance -Focus on building group cohesiveness Groupthink - -Headlong rush, everybody is racing towards a decision and not paying attention to the red flags Conformity - -You are more likely to agree with other people than stray from the norm Deindividualization - -People can be more productive if they work together but individually Factors Related to Group/Team cohesiveness - --Severity of initiation into the group -High external threat or competition -Time spent together -High skill levels (both core and complementary) -Shared respect for each others skills Conflict - -process in which one party perceives that its interests are being opposed or negatively affected by another party Dysfunctional conflict - -conflict that is determined to organizational goals and objectives and threatens an organizations interests Functional Conflict - -constructive or cooperative conflict, characterized by consultative interactions, a focus on the issues, mutual respect, and useful give and take Benefits of Conflict - --More effective management of change -Increased morale and group cohesiveness -Better, more candid and spontaneous communication -Improved creativity and problem solving Personality Conflict - -interpersonal opposition based on personal dislike or disagreement Intergroup conflict - -conflict that occurs between two or more groups Cross-cultural conflict - -conflict associated with or stemming from cultural differences Programmed conflict - -designed to elicit different opinions without inciting people's personal feelings Conflict Resolution Strategies - --Integrating -Obliging -Avoiding -Compromis