Competence in performing a job. (19)

 An appraisal format that asks supervisors to make judgments about an employee’s performance based solely on performance standards. (208)

 Discrimination that occurs when the equal application of an employment standard has an unequal effect on one or more protected classes. Also called disparate impact. (88)

 A strategy intended to achieve fair employment by urging employers to hire certain groups of people who were discriminated against in the past. (85)

 The law prohibiting discrimination against people who are 40 or older. (95)

 The law forbidding employment discrimination against people with disabilities who are able to perform the essential functions of the job with or without reasonable accommodation. (96)

 A procedure that allows employees to voice their reactions to management practices and to challenge management decisions. (414)

 A program in which promising prospective employees are groomed before they are actually hired on a permanent basis. (141)

 The last step in a grievance procedure. The decision of the arbitrator, who is a neutral individual selected from outside the firm, is binding on both parties. (489)

 A set of simulated tasks or exercises that candidates (usually for managerial positions) are asked to perform. (169)

 An employment policy designed to reduce the company’s workforce by not refilling job vacancies that are created by turnover. (192)

 A one-time reward usually given in the form of a tangible prize. (335)

 The fixed pay an employee receives on a regular basis, either in the form of a salary or as an hourly wage. (287)

 An appraisal tool that asks managers to assess a worker’s behaviors. (210)

 A job that is similar or comparable in content across firms. (307)

 The complete package of benefits that a company offers its employees. (366)

 A characteristic that must be present in all employees for a particular job. (89)

 A financial incentive that is given on a one-time basis and does not raise the employee’s base pay permanently. (334)

 An organizational structure that enables an organization to form relationships with customers, suppliers, and/or competitors, either to pool organizational resources for mutual benefit or to encourage cooperation in an uncertain environment. (48)

 The loss of high-talent key personnel to competitors or start-up ventures. (20)

 A creativity training technique in which participants are given the opportunity to generate ideas openly, without fear of judgment. (250)

 A pyramid-shaped organizational structure that consists of hierarchies with many levels of management. (46)

 A stress syndrome characterized by emotional exhaustion, depersonalization, and reduced personal accomplishment. (520)

 A fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in cost, quality, service, and speed. (49)

 A form of unionism that focuses on improving workers’ economic well-being. (470)

 The formulation and implementation of strategies by a firm that is relatively autonomous, even if it is part of a larger corporation. (28)

 An ongoing and formalized effort that focuses on developing enriched and more capable workers. (262)

 A chart showing the possible directions and career opportunities available in an organization; it presents the steps in a possible career and a plausible timetable for accomplishing them. (272)

 A collection of career development materials such as workbooks, tapes, and texts. (275)

 The representation of workers on a corporation’s board of directors; used in Germany. (475)

 Payments made to cover health care expenses that are split between the employer’s insurance company and the insured employee. (363)

 A system in which unions and management negotiate with each other to develop the work rules under which union members will work for a stipulated period of time. (470)

 In performance ratings, the degree to which the performance ratings given by various supervisors in an organization are based on similar standards. (216)

 A pay concept or doctrine that calls for comparable pay for jobs that require comparable skills, effort, and responsibility and have comparable working conditions, even if the job content is different. (314)

 Work-related criteria that an organization considers most important in assessing the relative value of different jobs. (304)

 Fines awarded to a plaintiff to compensate for the financial or psychological harm the plaintiff has suffered. (94)

 Characteristics associated with successful performance. (207)

 Set of competencies associated with a job. (207)

 An attempt to reach a negotiated settlement between the employer and an employee or applicant in an EEO case. (99)

 Extent of correlation between selection and performance scores, when measured at the same time. (164)

 Legislation that gives employees the right to continue their health insurance coverage for 18 to 36 months after their employment has terminated. (374)

 Workers hired to deal with temporary increases in an organization’s workload or to do work that is not part of its core set of capabilities. (67)

 A legally binding promise between two or more competent parties. (430)

 A right based on the law of contracts. (468)

 Payments made for benefits coverage. Contributions for a specific benefit may come from the employer, employee, or both. (363)

 A small payment made by the employee for each office visit to a physician under a health plan. The health plan pays for additional medical expenses that exceed the copayment at no cost to the employee. (363)

 Time when all employees are expected to be at work. Part of a flexible work hours arrangement. (72)

 An organization’s full-time employees. (67)

 The mix of businesses a corporation decides to hold and the flow of resources among those businesses. (28)

 A pay raise, usually made across the board, that is tied to such inflation indicators as the consumer price index. (492)

 Training employees to perform operations in areas other than their assigned job. (249)

 The idea that one can successfully infer an individual’s motivations, interests, values, and behavioral traits based on that individual’s group memberships. (142)

 The management concept holding that management practices should be molded to the different sets of values, beliefs, attitudes, and behaviors exhibited by a diverse workforce. (125)

 The inability to adjust to a different cultural environment. (539)

 An occupational injury that occurs from repetitive physical movements, such as assembly-line work or data entry. (515)

 Transferring responsibility and decision-making authority from a central office to people and locations closer to the situation that demands attention. (11)

 An annual out-of-pocket expenditure that an insurance policyholder must make before the insurance plan makes any reimbursements. (363)

 A retirement plan that promises to pay a fixed dollar amount of retirement income based on a formula that takes into account the average of the employee’s last three to five years’ earnings prior to retirement. (381)

 A retirement plan in which the employer promises to contribute a specific amount of funds into the plan for each participant. The final value of each participant’s retirement income depends on the success of the plan’s investments. (381)

 An effort to provide employees with the abilities the organization will need in the future. (237)

 An aspect of performance that determines effective job performance. (206)

 The making of distinctions. In HR context, the making of distinctions among people. (88)

 Discrimination that occurs when individuals are treated differently because of their membership in a protected class. (88)

 The characteristics that give a firm a competitive edge. (32)

 Bargaining that focuses on convincing the other party that the cost of disagreeing with the proposed terms would be very high. (484)

 Human characteristics that make people different from one another. (119)

 A review of the effectiveness of an organization’s diversity management program. (141)

 Programs that provide diversity awareness training and educate employees on specific cultural and sex differences and how to respond to these in the workplace. (138)

 (1) A company strategy to reduce the scale (size) and scope of its business in order to improve the company’s financial performance. (2) A reduction in a company’s workforce to improve its bottom line. (11), (189)

 Communication that allows managers to implement their decisions and to influence employees lower in the organizational hierarchy. (403)

 A couple whose members both have occupational responsibilities and career issues at stake. (265)

 Equal and fair application of a policy or law. (431)

 A strike that takes place when an agreement is not reached during collective bargaining. (487)

 A pay plan in which most employees are part of the same compensation system. (296)

 A form of electronic communication that allows employees to communicate with each other via electronic messages sent through personal computer terminals linked by a network. (406)

 A pay plan in which different compensation systems are established for employees or groups at different organizational levels. (296)

 A company-sponsored program that helps employees cope with personal problems that are interfering with their job performance. (415)

 A formal anonymous survey designed to measure employee likes and dislikes of various aspects of their jobs. (413)

 Group membership rewards that provide security for employees and their family members. (361)

 A program designed to improve employee communications by giving employees a voice in policy formulation and making sure that they receive due process on any complaints they lodge against managers. (413)

 A program that rewards employees for their ideas and contributions. (418)

 A policy designed to communicate management’s thinking and practices concerning employee-related matters and prevent problems in the workplace from becoming serious. (400)

 A member of the HR department who ensures that company policies are followed and consults with both supervisors and employees on specific employee relations problems. (400)

 A federal law established in 1974 to protect employees’ retirement benefits from mismanagement. (380)

 The termination of an employee’s membership in an organization. (182)

 A corporatewide pay-for-performance plan that rewards employees with company stock either as an outright grant or at a favorable price that may be below market value. (341)

 A common-law rule used by employers to assert their right to end an employment relationship with an employee at any time for any cause. (434)

 A contract that spells out explicitly the terms of the employment relationship for both employee and employer. (430)

 Providing workers with the skills and authority to make decisions that would traditionally be made by managers. (19)

 A labor union that represents workers in only one large company rather than in a particular industry; used in Japan. (475)

 Forces external to a firm that affect the firm’s performance but are beyond the control of management. (2)

 The federal agency responsible for enforcing EEO laws. (99)

 The law that requires the same pay for men and women who do the same job in the same organization. (87)

 Job duties that each person in a certain position must do or must be able to do to be an effective employee. (97)

 An approach to managing international operations in which top management and other key positions are filled by people from the home country. (536)

 A presidential directive that has the force of law. In HR context, a policy with which all federal agencies and organizations doing business with the federal government must comply. (95)

 An employee who is not covered by the provisions of the Fair Labor Standards Act. Most professional, administrative, executive, and outside sales jobs fall into this category. (313)

 An employee’s final interview following separation. The purpose of the interview is to find out the reasons why the employee is leaving (if the separation is voluntary) or to provide counseling and/or assistance in finding a new job. (185)

 A citizen of one country living and working in another country. (532)

 A theory of behavior holding that people tend to do those things that are rewarded. (335)

 A benefit that allows an employee to take a long-term leave from the office, while retaining benefits and the guarantee of a comparable job on return. (140)

 The perceived fairness in pay relative to what other employers are paying for the same type of labor. (289)

 The goal of EEO legislation and regulation: a situation in which employment decisions are not affected by illegal discrimination. (85)

 The fundamental compensation law in the United States. Requires employers to record earnings and hours worked by all covered employees and to report this information to the U.S. Department of Labor. Defines two categories of employees: exempt and nonexempt. (312)

 A federal law that requires employers to provide up to 12 weeks’ unpaid leave to eligible employees for the birth or adoption of a child; to care for a sick parent, child, or spouse; or to take care of health problems that interfere with job performance. (372)

 An organizational structure that has only a few levels of management and emphasizes decentralization. (46)

 A benefits program that allows employees to select the benefits they need most from a menu of choices. (363)

 A work arrangement that gives employees control over the starting and ending times of their daily work schedules. (72)

 Time during which employees can choose not to be at work. Part of a flexible work hours arrangement. (72)

 An EEOC provision for establishing a prima facie case that an HR practice is discriminatory and has an adverse impact. A practice has an adverse impact if the hiring rate of a protected class is less than four-fifths the hiring rate of a majority group. (89)

 A type of training that presents supervisors with fictitious examples of worker performance (either in writing or on video), asks the supervisors to evaluate the workers in the examples, and then tells them what their ratings should have been. (216)

 A plantwide pay-for-performance plan in which a portion of the company’s cost savings is returned to workers, usually in the form of a lump-sum bonus. (340)

 A form of biological testing that identifies employees who are genetically susceptible to illness or disability. (517)

 An approach to managing international operations in which nationality is downplayed and the firm actively searches on a worldwide or regional basis for the best people to fill key positions. (536)

 The intangible barrier in an organization that prevents female and minority employees from rising to positions above a certain level. (126)

 A systematic, step-by-step process designed to settle disputes regarding the interpretation of a labor contract. (489)

 A federal law that protects an employee’s ability to transfer between health insurance plans without a gap in coverage due to a preexisting condition. (374)

 A health care plan that provides comprehensive medical services for employees and their families at a flat annual fee. (376)

 A qualified health plan with a high deductible that lets individuals save money for health care expenses with pretax dollars and lets unspent money accumulate as a tax-free stash of money. (378)

 A way that employers can manage the costs of employee health care plans. The high deductible requires that employees pay for the first few thousand dollars of medical costs each year, which means that the plan pays only when employees have major medical problems. (379)

 An employment policy designed to reduce the company’s workforce by not hiring any new employees into the company. (192)

 Harassment that occurs when the behavior of anyone in the work setting is sexual in nature and is perceived by an employee as offensive and undesirable. (90)

 A model of disciplinary action: Discipline should be immediate, provide ample warning, and be consistently applied to all. (448)

 A periodic review of the effectiveness with which a company uses its human resources. Frequently includes an evaluation of the HR department itself. (35)

 A system used to collect, record, store, analyze, and retrieve data concerning an organization’s human resources. (74)

 The process an organization uses to ensure that it has the right amount and the right kind of people to deliver a particular level of output or services in the future. (150)

 People who work in an organization. Also called personnel. (2)

 A firm’s deliberate use of human resources to help it gain or maintain an edge against its competitors in the marketplace. The grand plan or general approach an organization adopts to ensure that it effectively uses its people to accomplish its mission. (2)

 A particular HR policy or program that helps to advance a firm’s strategic goal. (2)

 Human resource issues that address the decisions most pertinent to individual employees. (17)

 The perceived fairness of individual pay decisions. (290)

 Persons who have a physical or mental impairment that substantially affects one or more major life activities. (96)

 Also called “the grapevine.” Information exchanges without a planned agenda that occur informally among employees. (411)

 The process of making information available to decision makers, wherever they are located. (404)

 Either refusal to obey a direct order from a supervisor or verbal abuse of a supervisor. (452)

 Bargaining that focuses on convincing the other party that the benefits of agreeing with the proposed terms would be very high. (452)

 The perceived fairness of the pay structure within a firm. (289)

 The code of tax laws that affects how much of their earnings employees can keep and how benefits are treated for tax purposes. (315)

 A separation that occurs when an employer decides to terminate its relationship with an employee due to (1) economic necessity or (2) a poor fit between the employee and the organization. (187)

 External sources of information, such as pamphlets and reference guides, that workers can access quickly when they need help in making a decision or performing a specific task. (248)

 The systematic process of collecting information used to make decisions about jobs. Job analysis identifies the tasks, duties, and responsibilities of a particular job. (57)

 The practice of replacing narrowly defined job descriptions with broader categories (bands) of related jobs. (309)

 A written document that identifies, defines, and describes a job in terms of its duties, responsibilities, working conditions, and specifications. (63)

 The process of organizing work into the tasks required to perform a specific job. (55)

 The process of expanding a job’s duties. (56)

 The process of putting specialized tasks back together so that one person is responsible for producing a whole product or an entire service. (56)

 The process of evaluating the relative value or contribution of different jobs to an organization. (302)

 A listing of jobs in order of their importance to the organization, from highest to lowest. (305)

 A system in which an organization announces job openings to all employees on a bulletin board, in a company newsletter, or through a phone recording or computer system. (271)

 The process of rotating workers among different narrowly defined tasks without disrupting the flow of work. (56)

 A work arrangement in which two or more employees divide a job’s responsibilities, hours, and benefits among themselves. (68)

 The worker characteristics needed to perform a job successfully. (66)

 In international business, a foreign branch owned partly by the home office and partly by an entity in the host country (a company, a consortium of firms, an individual, or the government). (536)

 A worker who transforms information into a product or service. (403)

 The knowledge, skills, and abilities needed to perform a job successfully. (59)

 A pay system in which employees are paid on the basis of the jobs they can do or talents they have that can be successfully applied to a variety of tasks and situations. (294)

 A union contract that spells out the conditions of employment and work rules that affect employees in the unit represented by the union. (470)

 How many workers the organization will need in the future. (150)

 Someone, often a member of the HR department, who is knowledgeable about labor relations and can represent management’s interests to a union. (466)

 A company’s overall plan for dealing with labor unions. (476)

 The availability of workers with the required skills to meet the firm’s labor demand. (150)

 A law designed to protect union members and their participation in union affairs. (469)

 An employee involved directly in producing the company’s good(s) or delivering the service(s). (2)

 The mastery of basic skills (reading, writing, arithmetic, and their uses in problem solving). (251)

 Occurs when an employer shuts down its operations before or during a labor dispute. (488)

 A goal-directed approach to performance appraisal in which workers and their supervisors set goals together for the upcoming evaluation period. (212)

 A technique in which managers walk around and talk to employees informally to monitor informal communications, listen to employee grievances and suggestions, and build rapport and morale. (412)

 The set of activities involved in integrating nontraditional employees (women and minorities) into the workforce and using their diversity to the firm’s competitive advantage. (120)

 Management’s rights to run the business and retain any profits that result. (434)

 A person who is in charge of others and is responsible for the timely and correct execution of actions that promote his or her unit’s success. (2)

 A part of the Social Security program that provides health insurance coverage for people aged 65 and over. (369)

 A developmentally oriented relationship between senior and junior colleagues or peers that involves advising, role modeling, sharing contacts, and giving general support. (276)

 An increase in base pay, normally given once a year. (334)

 Holding a second job outside normal working hours. (442)

 (1) A person’s desire to do the best possible job or to exert the maximum effort to perform assigned tasks. (2) That which energizes, directs, and sustains human behavior. In HRM, a person’s desire to do the best possible job or to exert the maximum effort to perform assigned tasks. (19)

 A form of electronic communication that integrates voice, video, and text, all of which can be encoded digitally and transported on fiber optic networks. (409)

 A firm with assembly and production facilities in several countries and regions of the world. (532)

 The independent federal agency created by the Wagner Act to administer U.S. labor law. (467)

 Hiring an employee with a history of violent or illegal behavior without conducting background checks or taking proper precautions. (515)

 The practice of favoring relatives over others in the workplace. (404)

 An employee who is covered by the provisions of the Fair Labor Standards Act. (313)

 A federal law that requires employers to provide a safe and healthy work environment, comply with specific occupational safety and health standards, and keep records of occupational injuries and illnesses. (504)

 The federal agency responsible for monitoring and enforcing the laws and executive orders that apply to the federal government and its contractors. (100)

 An informal social and business network of high-level male executives that typically excludes women and minorities. Access to the old boys’ network is often an important factor in career advancement. (136)

 Concerns or problems internal to a firm; often a by-product of environmental forces. (10)

 The basic assumptions and beliefs shared by members of an organization. These beliefs operate unconsciously and define in a basic taken-for-granted fashion an organization’s view of itself and its environment. (13)

 The formal or informal relationships between people in an organization. (45)

 The process of informing new employees about what is expected of them in the job and helping them cope with the stresses of transition. (254)

 An appraisal tool that asks managers to assess the results achieved by workers. (212)

 A program in which companies help their departing employees find jobs more rapidly by providing them with training in job-search skills. (185)

 Subcontracting work to an outside company that specializes in and is more efficient at doing that kind of work. (16)

 A federal law passed in 2010 that guarantees that affordable health care is available to people in the United States. (375)

 Groups of jobs that are paid within the same pay range. (300)

 A program designed to reward employees for good performance. (287)

 A firm’s decision to pay above, below, or at the market rate for its jobs. (308)

 A system that rewards employees on the assumptions that (1) individual employees and work teams differ in how much they contribute to the firm; (2) the firm’s overall performance depends to a large degree on the performance of individuals and groups within the firm; and (3) to attract, retain, and motivate high performers and to be fair to all employees, the firm needs to reward employees on the basis of their relative performance. (325)

 A performance appraisal system in which workers at the same level in the organization rate one another. (215)

 High-performing workers who double as internal on-the-job trainers. (249)

 The government agency that provides plan termination insurance to employers with defined benefit retirement programs. (380)

 The identification, measurement, and management of human performance in organizations. (205)

 Noncash incentives given to a firm’s executives. (348)

 A file maintained for each employee, containing the documentation of critical HR-related information, such as performance appraisals, salary history, disciplinary actions, and career milestones. (432)

 A compensation system in which employees are paid per unit produced. (331)

 An approach to managing international operations in which subsidiaries are managed and staffed by personnel from the host country. (536)

 Employee benefits, usually retirement funds, that stay with the employee as he or she moves from one company to another. (380)

 A discipline procedure that encourages employees to monitor their own behaviors and assume responsibility for their actions. (446)

 Extent to which selection scores correlate with performance scores, when performance is measured later in time. (164)

 A medical condition treated while an employee was covered under a former employer’s health plan and requires treatment under a new employer’s different health plan. (374)

 A health care plan in which an employer or insurance company establishes a network of doctors and hospitals to provide a broad set of medical services for a flat fee per participant. In return for the lower fee, the doctors and hospitals who join the PPO network expect to receive a larger volume of patients. (377)

 The money paid to an insurance company for coverage. (376)

 Guarantees the privacy of personnel files for employees of the U.S. federal government. (432)

 A team consisting of volunteers from a unit or department who meet one or two hours per week to discuss quality improvement, cost reduction, or improvement in the work environment. (51)

 A measure of how much value individual employees add to the goods or services that the organization produces. (19)

 A corporatewide pay-for-performance plan that uses a formula to allocate a portion of declared profits to employees. Typically, profit distributions under a profit-sharing plan are used to fund employees’ retirement plans. (341)

 A series of management interventions that gives employees opportunities to correct undesirable behaviors before being discharged. (445)

 A career development activity in which managers make decisions regarding the advancement potential of subordinates. (269)

 A group of people who suffered discrimination in the past and who are given special protection by the judicial system. (87)

 Fines awarded to a plaintiff in order to punish the defendant. (94)

 A measure of how safe and satisfied employees feel with their jobs. (19)

 Harassment that occurs when sexual activity is required in return for getting or keeping a job or job-related benefit. (90)

 Employer adjustments of hiring decisions to ensure that a certain number of people from a certain protected class are hired. (94)

 A law designed to regulate labor relations in the transportation industry. (469)

 An error in performance appraisals that reflects consistent biases on the part of the rater. (216)

 Realistic information about the demands of the job, the organization’s expectations of the job holder, and the work environment. (255)

 An action taken to accommodate the known disabilities of applicants or employees so that disabled persons enjoy equal employment opportunity. (98)

 The process of generating a pool of qualified candidates for a particular job; the first step in the hiring process. (155)

 An appraisal format that asks supervisors to compare an employee’s performance to the performance of other employees doing the same job. (208)

 Consistency of measurement, usually across time but also across judges. (163)

 Discrimination against a nonprotected-class member resulting from attempts to recruit and hire members of protected classes. (102)

 The ability to engage in conduct that is protected by law or social sanction, free from interference by another party. (429)

 The process of reorganizing a company’s employees to improve their efficiency. (189)

 A state law that makes it illegal within that state for a union to include a union shop clause in its contract. (468)

 The process of making a “hire” or “no hire” decision regarding each applicant for a job; the second step in the hiring process. (155)

 A team responsible for producing an entire product, a component, or an ongoing service. (59)

 A performance appraisal system in which workers rate themselves. (215)

 A support program in which senior managers identify promising women and minority employees and play an important role in nurturing their career progress. (141)

 The length of time a person works for an employer. (491)

 A device or situation that replicates job demands at an off-the-job site. (246)

 A wide array of organizational characteristics that can positively or negatively influence performance. (224)

 A company-maintained record of employees’ abilities, skills, knowledge, and education. (272)

 Interacting over the Internet and sharing text messages, photos, and video clips. (408)

 A government program that provides income for retirees, the disabled, and survivors of deceased workers, and health care for the aged through the Medicare program. (367)

 The process of orienting new employees to the organization and the unit in which they will be working; the third step in the hiring process. (155)

 A team or task force consisting of workers who span functional or organizational boundaries and whose purpose is to examine complex issues. (51)

 An employee who supports line employees. (2)

 A right protected by specific laws. (430)

 The options available to a firm in designing its human resources system. (24)

 The process of formulating HR strategies and establishing programs or tactics to implement them. (21)

 Job interview based on a thorough job analysis, applying job-related questions with predetermined answers consistently across all interviews for a job. (167)

 A performance appraisal system in which workers review their supervisors. (215)

 A career development activity that focuses on preparing people to fill executive positions. (269)

 Benefits given by a company to laid-off employees over and above state unemployment benefits. (371)

 A group established by an employer to provide a nurturing climate for employees who would otherwise feel isolated or alienated. (139)

 A federal law designed to limit some of the power acquired by unions under the Wagner Act by adjusting the regulation of labor–management relations to ensure a level playing field for both parties. (468)

 A small number of people with complementary skills who work toward common goals for which they hold themselves mutually accountable. (50)

 A work arrangement that allows employees to work in their homes full-time, maintaining their connection to the office through phone, fax, and computer. (73)

 The use of audio and video equipment to allow people to participate in meetings even when they are a great distance away from the conference location or one another. (466)

 Section of the Civil Rights Act of 1964 that applies to employment decisions; mandates that employment decisions not be based on race, color, religion, sex, or national origin. (87)

 The combination of peer, subordinate, and self-review. (215)

 The package of quantifiable rewards an employee receives for his or her labors. Includes three components: base compensation, pay incentives, and indirect compensation/benefits. (287)

 An organization-wide approach to improving the quality of all the processes that lead to a final product or service. (11)

 The process of providing employees with specific skills or helping them correct deficiencies in their performance. (237)

 An appraisal tool that asks a supervisor to make judgments about worker characteristics that tend to be consistent and enduring. (210)

 A firm with operations in many countries and highly decentralized operations. The firm owes little allegiance to its country of origin and has weak ties to any given country. (533)

 The rate of employee separations in an organization. (182)

 A program established by the Social Security Act of 1935 to provide temporary income for people during periods of involuntary unemployment. (370)

 An organization that represents employees’ interests to management on such issues as wages, work hours, and working conditions. (465)

 A labor relations strategy in which management chooses to view the union as its employees’ legitimate representative and accepts collective bargaining as an appropriate mechanism for establishing workplace rules. (476)

 A labor relations strategy in which management tries to prevent its employees from joining a union, either by removing the incentive to unionize or by using hardball tactics. (478)

 A union arrangement that requires new employees to join the union 30 to 60 days after their date of hire. (468)

 An advocate dedicated to representing an employee’s case to management in a grievance procedure. (489)

 A union avoidance strategy in which management becomes so responsive to employees’ needs that it removes the incentives for unionization. (478)

 A union avoidance strategy in which management uses hardball tactics to prevent a union from organizing its workers or to get rid of a union. (478)

 The management concept holding that all management practices should be standardized. (125)

 Communication that allows employees at lower levels to communicate their ideas and feelings to higher-level decision makers. (403)

 The extent to which the technique measures the intended knowledge, skill, or ability. In the selection context, it is the extent to which scores on a test or interview correspond to actual job performance. (163)

 A guarantee that accrued retirement benefits will be given to retirement plan participants when they retire or leave the employer. (380)

 The use of a number of technologies to replicate the entire real-life working environment in real time. (247)

 A team that relies on interactive technology to work together when separated by physical distance. (52)

 A form of electronic communication that allows the sender to leave a detailed voice message for a receiver. (406)

 A separation that occurs when an employee decides, for personal or professional reasons, to end the relationship with the employer. (186)

 A federal law designed to protect employees’ rights to form and join unions and to engage in such activities as strikes, picketing, and collective bargaining. (467)

 A company-sponsored program that focuses on preventing health problems in employees. (521)

 Employee disclosure of an employer’s illegal, immoral, or illegitimate practices to persons or organizations that may be able to take corrective action. (440)

 In international business, a foreign branch owned fully by the home office. (536)

 A spontaneous work stoppage that happens under a valid contract and is usually not supported by union leadership. (487)

 The way work is organized to meet the organization’s production or service goals. (45)

 The process of examining how work creates or adds value to the ongoing processes in a business. (49)

 Any terms or conditions of employment, including pay, work breaks and lunch periods, vacation, work assignments, and grievance procedures. (470)

 The balance between an individual’s work and personal life. (81)

 A federal law requiring U.S. employers with 100 or more employees to give 60 days’ advance notice to employees who will be laid off as a result of a plant closing or a mass separation of 50 or more workers. (193)

 A legally required benefit that provides medical care, income continuation, and rehabilitation expenses for people who sustain job-related injuries or sickness. Also provides income to the survivors of an employee whose death is job related. (369)

 A form of harassment that consists of a persistent pattern of offensive, abusive, intimidating, malicious, or insulting behavior focused at a target employee. (452)

 A committee composed of both worker representatives and managers who have responsibility for governing the workplace; used in Germany. (475)

 Termination of an employee for reasons that are either illegal or inappropriate. (431)