UARK MGMT 2103 Final question with answers
Behavioral Job Interview - -(experience based)
seeks to understand how employees may have handled past situations
-Situational Job Interview - -(future-oriented)
uses "what ifs" to measure how well a situation would be performed
-Individual Differences - -broad category used to collectively describe the vast number of
attributes that describe a person
-Basic Steps of Affirmative Action Programs - --written affirmation action commitment
statement
-publicize policy and commitment
-appoint top officials to direct and implement
-survey minority employees by department
-develop goals to utilize minorities in each area
-develop and implement specific programs to achieve goals
-establish system to monitor and evaluate progress
-develop support in community programs
-Concurrent Validation - -testing individuals presently performing a job and then attempting to
establish a correlation between those test scores and existing measures of job performance
-Personality - -stable, physical, behavioral, and mental characteristics that give individuals their
unique identities
-Intelligence - -represents individual's capacity for constructive thinking, reasoning, and
problem solving
-Multiple Intelligences - -Linguistic
Logical/mathematical
Musical
Bodily/Kinesthetic
Spacial/Visual
Interpersonal
Intrapersonal
Naturalist
-Practical Intelligence - -ability to solve everyday problems from experience and adapt to
environments
-Core Self-Evaluation - -broad personality trait comprised of 4 individual traits:
,-self-efficacy (belief about own chances of success)
-self-esteem (belief about self worth)
-locus of control (how much responsibility one takes for their behavior and consequences)
-emotional stability (stable, content, secure)
-Emotional Intelligence - -ability to monitor own emotions and those of others and use
information to guide your thinking and actions
-Emotions - -complex, relatively brief, affective responses associated with a particular target
-Civil Rights Act of 1964 (Title VII) - -illegal to discriminate against any individual with respect to
employment because of their race, color, religion, sex, or national origin
established Equal Employment Opportunity Commission (EEOC)
-Civil Rights Act of 1991 - -Same as Title VII but allows for compensatory and punitive damages
in cases of intentional discrimination
-Age Discrimination Act of 1967 - -prohibits discrimination agains employees over the age of 40
-Americans with Disabilities Act of 1990 - -prohibits discrimination against employees with
disabilities
-disability must limit 1 or more major life activities
-Family and Medical Leave Act of 1993 - -requires employers to provide employees up to 12
weeks of unpaid leave for:
-birth or adoption of child
-care for sick spouse, child, or parent
-care for own serious health problems
-spouse, child, or parent is in military and called to active duty status
-Occupational Health and Safety Act of 1973 - -2 functions:
-inspection and enforcement
-research and training
-General Duty Claus - -employers responsibility to furnish employees with a safe place to work
-Uniform Guidelines of Employee Selection Procedures - -employer should demonstrate that
selection procedures are valid in predicting or measuring job performance in a particular job
-employer must prove there is a direct relationship to job success
-Disparate Treatment - -intentional
-Disparate Impact - -employment practices that adversely affect different groups
, -4/5ths Rule - -There is a disparate impact if hiring rate for a protected group is less than 4/5th,
80%, of the hiring rate for the majority group
EX. Women 5/10= 50% Men 75/100= 75%
50/75= 66% = Disparate impact
-Business Necessity - -work-related practice necessary to the safe and efficient operation of an
organization
-justifies employment decisions as needed
-Bona fide Occupational Qualification - -qualification for performing the job
EX. must have blonde hair
-Quid Pro Quo - -a benefit or punishment is contingent upon employee submitting to sexual
advances
-Hostile Working Environment - -someone's behavior makes it difficult for someone of a
specific sex to work
-Affirmative Action - -involves special training programs and recruitment efforts for minority
groups and allows for consideration of group status in making employment decisions
-Employment-At-Will - -employee can quit for any reason
employer can fire you for any reason
-Exceptions of Employment-At-Will (Wrongful Discharge) - -firing violated public policy, implied
contracts, or covenant of good faith
-Differentiation Strategy - -create value by convincing the market that your product is different
from competitors and charging a premium
-Low-Cost Strategy - -create value by reducing costs and charging less than competitors
-Core Capablities - -a harmonized combo of multiple resources and skills that distinguish a firm
in the marketplace
-Criteria for a core capability to become a source of sustained competitive advantage - --
valuable
-rare
-unavailable to competitors
-difficult to imitate
-organized for teamwork and cooperation
Behavioral Job Interview - -(experience based)
seeks to understand how employees may have handled past situations
-Situational Job Interview - -(future-oriented)
uses "what ifs" to measure how well a situation would be performed
-Individual Differences - -broad category used to collectively describe the vast number of
attributes that describe a person
-Basic Steps of Affirmative Action Programs - --written affirmation action commitment
statement
-publicize policy and commitment
-appoint top officials to direct and implement
-survey minority employees by department
-develop goals to utilize minorities in each area
-develop and implement specific programs to achieve goals
-establish system to monitor and evaluate progress
-develop support in community programs
-Concurrent Validation - -testing individuals presently performing a job and then attempting to
establish a correlation between those test scores and existing measures of job performance
-Personality - -stable, physical, behavioral, and mental characteristics that give individuals their
unique identities
-Intelligence - -represents individual's capacity for constructive thinking, reasoning, and
problem solving
-Multiple Intelligences - -Linguistic
Logical/mathematical
Musical
Bodily/Kinesthetic
Spacial/Visual
Interpersonal
Intrapersonal
Naturalist
-Practical Intelligence - -ability to solve everyday problems from experience and adapt to
environments
-Core Self-Evaluation - -broad personality trait comprised of 4 individual traits:
,-self-efficacy (belief about own chances of success)
-self-esteem (belief about self worth)
-locus of control (how much responsibility one takes for their behavior and consequences)
-emotional stability (stable, content, secure)
-Emotional Intelligence - -ability to monitor own emotions and those of others and use
information to guide your thinking and actions
-Emotions - -complex, relatively brief, affective responses associated with a particular target
-Civil Rights Act of 1964 (Title VII) - -illegal to discriminate against any individual with respect to
employment because of their race, color, religion, sex, or national origin
established Equal Employment Opportunity Commission (EEOC)
-Civil Rights Act of 1991 - -Same as Title VII but allows for compensatory and punitive damages
in cases of intentional discrimination
-Age Discrimination Act of 1967 - -prohibits discrimination agains employees over the age of 40
-Americans with Disabilities Act of 1990 - -prohibits discrimination against employees with
disabilities
-disability must limit 1 or more major life activities
-Family and Medical Leave Act of 1993 - -requires employers to provide employees up to 12
weeks of unpaid leave for:
-birth or adoption of child
-care for sick spouse, child, or parent
-care for own serious health problems
-spouse, child, or parent is in military and called to active duty status
-Occupational Health and Safety Act of 1973 - -2 functions:
-inspection and enforcement
-research and training
-General Duty Claus - -employers responsibility to furnish employees with a safe place to work
-Uniform Guidelines of Employee Selection Procedures - -employer should demonstrate that
selection procedures are valid in predicting or measuring job performance in a particular job
-employer must prove there is a direct relationship to job success
-Disparate Treatment - -intentional
-Disparate Impact - -employment practices that adversely affect different groups
, -4/5ths Rule - -There is a disparate impact if hiring rate for a protected group is less than 4/5th,
80%, of the hiring rate for the majority group
EX. Women 5/10= 50% Men 75/100= 75%
50/75= 66% = Disparate impact
-Business Necessity - -work-related practice necessary to the safe and efficient operation of an
organization
-justifies employment decisions as needed
-Bona fide Occupational Qualification - -qualification for performing the job
EX. must have blonde hair
-Quid Pro Quo - -a benefit or punishment is contingent upon employee submitting to sexual
advances
-Hostile Working Environment - -someone's behavior makes it difficult for someone of a
specific sex to work
-Affirmative Action - -involves special training programs and recruitment efforts for minority
groups and allows for consideration of group status in making employment decisions
-Employment-At-Will - -employee can quit for any reason
employer can fire you for any reason
-Exceptions of Employment-At-Will (Wrongful Discharge) - -firing violated public policy, implied
contracts, or covenant of good faith
-Differentiation Strategy - -create value by convincing the market that your product is different
from competitors and charging a premium
-Low-Cost Strategy - -create value by reducing costs and charging less than competitors
-Core Capablities - -a harmonized combo of multiple resources and skills that distinguish a firm
in the marketplace
-Criteria for a core capability to become a source of sustained competitive advantage - --
valuable
-rare
-unavailable to competitors
-difficult to imitate
-organized for teamwork and cooperation
