LSUS HR MANG 702 Chapter 1
According to Goleman there are how many key elements to Emotional Intelligence: - ANS -5
\administering fringe benefits was assigned to _______ - ANS -Personnel
\Age Discrimination in Employment Act - ANS -1967 - prohibits discrimination on the basis of age for all people over 40.
Prohibits employers from setting a mandatory retirement age for most workers.
\All paymasters were grouped together into a single office called - ANS -Payroll which was assigned to personnel
\Alternative Clerical Model - ANS -•Similar to clerical model (personnel)
•Primary role of HR is to acquire data, maintain records, and file required reports
•HR personnel perform routine tasks, process paperwork, comply with regulations, provide a steady pool of prospective
employees, and meet the needs of existing and retired workers
•HR is seen as passive and relatively weak
\Alternative HR models - ANS -alternative clerical, legal, finance, management, humanism, and behavioral science
\Americans with Disabilities Act - ANS -1990 - prohibits discrimination of people with disabilities; requires employers to
make reasonable accommodations for persons with disabilities
\As the volume of work increased, supervisors became the - ANS -first Personnel Managers
\Behavioral Science Model - ANS -•Increasing sophistication of managers and employees supports this approach
•Assumes that disciplines such as psychology, social psychology, sociology, and organizational behavior provide the
foundation for most HR activities
•Useful in designing performance appraisal systems, job evaluation classifications, reward and incentive programs,
employee development plans, and employee interest and attitude surveys
\Blake-Mouton - ANS -B-M theorized a grid where managers could be rated based upon their approach to work.
\Civil Rights Act - ANS -Title VII prohibits discrimination in the workplace; created Equal Employment Opportunity
Commission (EEOC) to enforce anti-discrimination requirements of Title VII
\Civil Rights Act (1991 Amendments) - ANS -allowed employees to receive punitive compensation for persons that had
been discriminated against
\Clerical Model - ANS -•Common stereotype of HR
, •HR Department exists for following:
-Process and file papers
-Maintain records
-Track statistics and key dates
-Administer employee benefits plans
•HR rarely called upon for more than these basics
\Consolidated Omnibus Budget Reconciliation Act - ANS -COBRA (1986) - requires employers to offer health insurance to
discharged employees (paid for by the employees) for up to 36 months
\Consulting Model - ANS -•Typically found in larger organizations
•HR personnel are seen as "expert resources"
•HR services determined by demand
•Primarily reactive model
•Provides effective service wherever an apparent need is identified
•Unidentified organizational needs are often unmet
\Control Model - ANS -•Uncommon in American organizations
•HR has substantial power
•Usual source is charisma top manager and key staff
•Many managerial decisions are made only following clearance by HR personnel
•HR department head is a key member of an organization's administrative team
•Other departments may feel stifled and see the larger organization as being inflexible, bureaucratic, and rule-bound
\Counseling Model - ANS -•Relatively common in hospitals and other service organizations
•Typical HR responsibilities:
-Advocate for employees
-Provide resource to managers for people problems
-Resolve disputes and disciplinary issues
-Place a high priority on preserving privacy and confidentiality
-Stress training and development
-Maintain a posture that is primarily reactive
According to Goleman there are how many key elements to Emotional Intelligence: - ANS -5
\administering fringe benefits was assigned to _______ - ANS -Personnel
\Age Discrimination in Employment Act - ANS -1967 - prohibits discrimination on the basis of age for all people over 40.
Prohibits employers from setting a mandatory retirement age for most workers.
\All paymasters were grouped together into a single office called - ANS -Payroll which was assigned to personnel
\Alternative Clerical Model - ANS -•Similar to clerical model (personnel)
•Primary role of HR is to acquire data, maintain records, and file required reports
•HR personnel perform routine tasks, process paperwork, comply with regulations, provide a steady pool of prospective
employees, and meet the needs of existing and retired workers
•HR is seen as passive and relatively weak
\Alternative HR models - ANS -alternative clerical, legal, finance, management, humanism, and behavioral science
\Americans with Disabilities Act - ANS -1990 - prohibits discrimination of people with disabilities; requires employers to
make reasonable accommodations for persons with disabilities
\As the volume of work increased, supervisors became the - ANS -first Personnel Managers
\Behavioral Science Model - ANS -•Increasing sophistication of managers and employees supports this approach
•Assumes that disciplines such as psychology, social psychology, sociology, and organizational behavior provide the
foundation for most HR activities
•Useful in designing performance appraisal systems, job evaluation classifications, reward and incentive programs,
employee development plans, and employee interest and attitude surveys
\Blake-Mouton - ANS -B-M theorized a grid where managers could be rated based upon their approach to work.
\Civil Rights Act - ANS -Title VII prohibits discrimination in the workplace; created Equal Employment Opportunity
Commission (EEOC) to enforce anti-discrimination requirements of Title VII
\Civil Rights Act (1991 Amendments) - ANS -allowed employees to receive punitive compensation for persons that had
been discriminated against
\Clerical Model - ANS -•Common stereotype of HR
, •HR Department exists for following:
-Process and file papers
-Maintain records
-Track statistics and key dates
-Administer employee benefits plans
•HR rarely called upon for more than these basics
\Consolidated Omnibus Budget Reconciliation Act - ANS -COBRA (1986) - requires employers to offer health insurance to
discharged employees (paid for by the employees) for up to 36 months
\Consulting Model - ANS -•Typically found in larger organizations
•HR personnel are seen as "expert resources"
•HR services determined by demand
•Primarily reactive model
•Provides effective service wherever an apparent need is identified
•Unidentified organizational needs are often unmet
\Control Model - ANS -•Uncommon in American organizations
•HR has substantial power
•Usual source is charisma top manager and key staff
•Many managerial decisions are made only following clearance by HR personnel
•HR department head is a key member of an organization's administrative team
•Other departments may feel stifled and see the larger organization as being inflexible, bureaucratic, and rule-bound
\Counseling Model - ANS -•Relatively common in hospitals and other service organizations
•Typical HR responsibilities:
-Advocate for employees
-Provide resource to managers for people problems
-Resolve disputes and disciplinary issues
-Place a high priority on preserving privacy and confidentiality
-Stress training and development
-Maintain a posture that is primarily reactive
