Assumed Values (Edgar Scheins model) - ANSWER Unconscious perceptions
employees have about what their employer values. These undercurrents may be
communicated through management behaviors regarding what gets rewarded and
what gets disciplined, the functionality of teams, and the depth of relationships
between staff.
Deferred Compensation Plan/Benefits - ANSWER A portion of an employees
compensation that is set aside to be paid out at a later date like retirement.
Common Law Doctrine - ANSWER Rules and procedures that are made by judges
through cases and is commonly referred to as case law.
Union Shop Clause - ANSWER Requires that all employees join the union within a
grace period that is specified by the contract but is no fewer than 30 days, or, in the
construction industry, 7 days.
Qualified Deferred Compensation Plans - ANSWER Pension plans governed by the
Employee Retirement Income Security Act (ERISA). Ensures that employees do not
lose their benefits due to employer made mistakes and it also meets all ERISA
requirements.
Includes:
Cash balance plans
Profit sharing plans
Money purchase plans
Target Benefit Plans
401K plans
403B plans
457B plans
Nonqualified Deferred Compensation Plan (NQDC) - ANSWER An elective or non-
elective plan, agreement, method, or arrangement between an employer and an
employee to pay the employee compensation plan in the future. NQDC plans do not
provide employers and employees with the tax benefits associated with qualified
plans because NQDC plans do not satisfy all requirements of the IRS.
Types of NQDC plans:
Grantor or Rabbi Trusts
Excess deferral plans
Constructive Discharge - ANSWER Occurs when an employer forces and
employee to resign by fostering a hostile and inhospitable work environment.
, Corporate Restructuring - ANSWER The process of reorganizing the organization
in an effort to streamline processes to reduce costs, increase production, or create
efficiencies
Workforce Reductions - ANSWER Also known as RIFs, downsizing, rightsizing, are
used to decrease expenses by reducing the size of the workforce
Workforce Expnasion - ANSWER A large number of employees enter an
organization within a short period of time.
Re-engineering - ANSWER Involves looking at the entire organization to simplify or
eliminate unnecessary processes with the goal of increasing customer satisfaction
through improvements in efficiency.
Merger - ANSWER Occurs when two or more organizations are combined into a
single entity with the goal of leveraging assets of both into a more successful entity.
Acquisition - ANSWER When one organization, generally a corporation, purchases
or trades stock to gain controlling interest in another.
Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
- ANSWER Federal law that establishes rights and responsibilities for uniformed
Service members and their civilian employers. Requires employers provide up a
leave of absences for up to 5 years.
Respondeat Superior - ANSWER An employer can be held responsible for actions
of its employees if those actions occur within the scope and course of employees'
assigned duties, in the course of their employment. The act need not be negligent or
reckless for the employer to be liable.
Defamation - ANSWER A communication, typically during or following a
termination, that damages the employees reputation with others and prevents them
from obtaining employment or other benefits.
At-will Employment - ANSWER A term used, for example, to indicate that an
employment contract may be terminated at any time by either the employee or the
employer without any liability (beyond payment for services rendered up to the time
of departure or discharge).
Defined Benefit Plan - ANSWER A retirement plan that will tell employees how
much money they will receive at retirement.
Norris-La Guardia Act of 1932 - ANSWER Outlawed yellow-dog contracts, further
restricted federal injunctions in order to protect the rights of workers to organize and
strike.
, Yellow-dog Contracts - ANSWER Employer agreements as conditions of
employment to prevent employee union participation. If at any time the employee
violated the agreement it would be grounds for termination.
Blake and Moutons Leadership Grid - ANSWER The Leadership Grid was
developed by Robert Blake and Jane Mouton in 1964. It is a method of plotting
leadership style based on the concerns for people and the concerns for productivity.
Based on the combination of scores, a leader is placed in one of the five categories:
Impoverished manager, authoritarian manager, middle of the road manager, country-
club manager, team leader.
When the NLRB declares a strike unlawful - ANSWER 1. Strikes that violate no-
strike provisions in a contract
2. Strikes to compel an employer to commit a ULP
3. Misconduct by the strikers, such as physical blocking or assault
Average/central tendency - ANSWER The interviewer has difficulty deciding which
candidate is the best, therefore, rates all in the middle or average.
Contrast - ANSWER Candidates are compared to a single candidate, therefore,
may appear more or less qualified depending on the comparison candidate.
Cultural Noise - ANSWER When candidates answer questions based on
information they think will get them the job (what they think the interviewer wants).
First Impression - ANSWER When people are influenced by the first piece of
information that they are exposed to about the candidate, and they are biased in
evaluating subsequent information based on the initial information or impression.
Gut feeling - ANSWER Intuition, or gut feel is commonly defined as a decision we
reach without a conscious reasoning process.
Halo Effect - ANSWER A type of bias in which our overall impression of a person
influences how we feel and think about their character. Essentially, your overall
impression of a person impacts the evaluations of that persons specific traits.
Harshness/horn effect - ANSWER Closely related to the halo effect, is a form of
bias that causes ones perception of another to be unduly influenced by a single
negative trait.
Knowledge-of-predictor - ANSWER Bias that occurs when the interviewer is aware
that a candidate scored particularly high or low on an assessment test.
, Leniency - ANSWER When an interviewer tends to go easy on a candidate, giving
a higher rating than is warranted.
Negative Emphasis - ANSWER Occurs when an interviewer judges a candidate
based on personal, irrelevant preferences, such as height, size, tone of voice, or
hairstyle.
Nonverbal bias - ANSWER When the interviewer is influenced by the nonverbal
communication/body language.
Question Inconsistency - ANSWER Occurs when candidates are asked different
interview questions.
Recency - ANSWER When the interviewer recalls the most recently interviewed
candidate more clearly than other candidates.
Similar-to-me - ANSWER Occurs when the candidate has interests or
characteristics that align with the interviewer, causing the interviewer to overlook
negative traits.
Stereotyping - ANSWER When the interviewer assumes the candidate has a
specific traits because they are a member of a specific group.
Title VII of the Civil Rights Act of 1964 - ANSWER Covers the following protected
classes: race, color, religion, national origin, and sex.
The doctrine of contributory negligence - ANSWER Removes the responsibility
from the employer if the employees actions contributed in any way to the injury.
Unfreezing - ANSWER First stage of the change process theory which prepares the
organization to accept that change is necessary. The best way to motivate the
change is to create a vision and outcome, and show how it will add value to the
organization.
Changing/Moving - ANSWER Second stage in the change process theory, which is
the manual process of implementing the change across the organization. It is also
known as "moving".
Refreezing - ANSWER Final stage of the change process theory, the change
becomes the new normal for the organization. This is where the organization should
evaluate if the changes are being implemented consistently and if they are
incorporated into everyday business.
employees have about what their employer values. These undercurrents may be
communicated through management behaviors regarding what gets rewarded and
what gets disciplined, the functionality of teams, and the depth of relationships
between staff.
Deferred Compensation Plan/Benefits - ANSWER A portion of an employees
compensation that is set aside to be paid out at a later date like retirement.
Common Law Doctrine - ANSWER Rules and procedures that are made by judges
through cases and is commonly referred to as case law.
Union Shop Clause - ANSWER Requires that all employees join the union within a
grace period that is specified by the contract but is no fewer than 30 days, or, in the
construction industry, 7 days.
Qualified Deferred Compensation Plans - ANSWER Pension plans governed by the
Employee Retirement Income Security Act (ERISA). Ensures that employees do not
lose their benefits due to employer made mistakes and it also meets all ERISA
requirements.
Includes:
Cash balance plans
Profit sharing plans
Money purchase plans
Target Benefit Plans
401K plans
403B plans
457B plans
Nonqualified Deferred Compensation Plan (NQDC) - ANSWER An elective or non-
elective plan, agreement, method, or arrangement between an employer and an
employee to pay the employee compensation plan in the future. NQDC plans do not
provide employers and employees with the tax benefits associated with qualified
plans because NQDC plans do not satisfy all requirements of the IRS.
Types of NQDC plans:
Grantor or Rabbi Trusts
Excess deferral plans
Constructive Discharge - ANSWER Occurs when an employer forces and
employee to resign by fostering a hostile and inhospitable work environment.
, Corporate Restructuring - ANSWER The process of reorganizing the organization
in an effort to streamline processes to reduce costs, increase production, or create
efficiencies
Workforce Reductions - ANSWER Also known as RIFs, downsizing, rightsizing, are
used to decrease expenses by reducing the size of the workforce
Workforce Expnasion - ANSWER A large number of employees enter an
organization within a short period of time.
Re-engineering - ANSWER Involves looking at the entire organization to simplify or
eliminate unnecessary processes with the goal of increasing customer satisfaction
through improvements in efficiency.
Merger - ANSWER Occurs when two or more organizations are combined into a
single entity with the goal of leveraging assets of both into a more successful entity.
Acquisition - ANSWER When one organization, generally a corporation, purchases
or trades stock to gain controlling interest in another.
Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
- ANSWER Federal law that establishes rights and responsibilities for uniformed
Service members and their civilian employers. Requires employers provide up a
leave of absences for up to 5 years.
Respondeat Superior - ANSWER An employer can be held responsible for actions
of its employees if those actions occur within the scope and course of employees'
assigned duties, in the course of their employment. The act need not be negligent or
reckless for the employer to be liable.
Defamation - ANSWER A communication, typically during or following a
termination, that damages the employees reputation with others and prevents them
from obtaining employment or other benefits.
At-will Employment - ANSWER A term used, for example, to indicate that an
employment contract may be terminated at any time by either the employee or the
employer without any liability (beyond payment for services rendered up to the time
of departure or discharge).
Defined Benefit Plan - ANSWER A retirement plan that will tell employees how
much money they will receive at retirement.
Norris-La Guardia Act of 1932 - ANSWER Outlawed yellow-dog contracts, further
restricted federal injunctions in order to protect the rights of workers to organize and
strike.
, Yellow-dog Contracts - ANSWER Employer agreements as conditions of
employment to prevent employee union participation. If at any time the employee
violated the agreement it would be grounds for termination.
Blake and Moutons Leadership Grid - ANSWER The Leadership Grid was
developed by Robert Blake and Jane Mouton in 1964. It is a method of plotting
leadership style based on the concerns for people and the concerns for productivity.
Based on the combination of scores, a leader is placed in one of the five categories:
Impoverished manager, authoritarian manager, middle of the road manager, country-
club manager, team leader.
When the NLRB declares a strike unlawful - ANSWER 1. Strikes that violate no-
strike provisions in a contract
2. Strikes to compel an employer to commit a ULP
3. Misconduct by the strikers, such as physical blocking or assault
Average/central tendency - ANSWER The interviewer has difficulty deciding which
candidate is the best, therefore, rates all in the middle or average.
Contrast - ANSWER Candidates are compared to a single candidate, therefore,
may appear more or less qualified depending on the comparison candidate.
Cultural Noise - ANSWER When candidates answer questions based on
information they think will get them the job (what they think the interviewer wants).
First Impression - ANSWER When people are influenced by the first piece of
information that they are exposed to about the candidate, and they are biased in
evaluating subsequent information based on the initial information or impression.
Gut feeling - ANSWER Intuition, or gut feel is commonly defined as a decision we
reach without a conscious reasoning process.
Halo Effect - ANSWER A type of bias in which our overall impression of a person
influences how we feel and think about their character. Essentially, your overall
impression of a person impacts the evaluations of that persons specific traits.
Harshness/horn effect - ANSWER Closely related to the halo effect, is a form of
bias that causes ones perception of another to be unduly influenced by a single
negative trait.
Knowledge-of-predictor - ANSWER Bias that occurs when the interviewer is aware
that a candidate scored particularly high or low on an assessment test.
, Leniency - ANSWER When an interviewer tends to go easy on a candidate, giving
a higher rating than is warranted.
Negative Emphasis - ANSWER Occurs when an interviewer judges a candidate
based on personal, irrelevant preferences, such as height, size, tone of voice, or
hairstyle.
Nonverbal bias - ANSWER When the interviewer is influenced by the nonverbal
communication/body language.
Question Inconsistency - ANSWER Occurs when candidates are asked different
interview questions.
Recency - ANSWER When the interviewer recalls the most recently interviewed
candidate more clearly than other candidates.
Similar-to-me - ANSWER Occurs when the candidate has interests or
characteristics that align with the interviewer, causing the interviewer to overlook
negative traits.
Stereotyping - ANSWER When the interviewer assumes the candidate has a
specific traits because they are a member of a specific group.
Title VII of the Civil Rights Act of 1964 - ANSWER Covers the following protected
classes: race, color, religion, national origin, and sex.
The doctrine of contributory negligence - ANSWER Removes the responsibility
from the employer if the employees actions contributed in any way to the injury.
Unfreezing - ANSWER First stage of the change process theory which prepares the
organization to accept that change is necessary. The best way to motivate the
change is to create a vision and outcome, and show how it will add value to the
organization.
Changing/Moving - ANSWER Second stage in the change process theory, which is
the manual process of implementing the change across the organization. It is also
known as "moving".
Refreezing - ANSWER Final stage of the change process theory, the change
becomes the new normal for the organization. This is where the organization should
evaluate if the changes are being implemented consistently and if they are
incorporated into everyday business.
