HRM Final: Chap 14

Total Flash Cards » 30
 
1. 

alternative dispute resolution (ADR) programs

 

formal, structured policy for dispute resolution that may involve third-party mediation and arbitration

 
2. 

employee relations

 

all the practices that implement the philosophy and policy of an organization with respect to employment

 
3. 

justice

 

the maintenance or administration of what is just, especially by the impartial adjustment of conflicting claims or the assignment of merited rewards or punishments

 
4. 

procedural justice

 

justice that focuses on the fairness of the procedures used to make decisions - the extent to which the decisions are consistent across persons and over time, free from bias, based on accurate information, correctable, and based on prevailing moral and ethical standards

 
5. 

distributive justice

 

justice that focuses on the fairness of the outcomes of decisions, for example, in the allocation of bonuses or merit pay, or in making reasonable accommodations for employees with disabilities

 
6. 

due process

 

in legal proceedings, a judicial requirement that treatment of an individual may not be unfair, arbitrary, or unreasonable

 
7. 

constitutional due-process rights

 

such rights, such as notice of charges or issues prior to a hearing, representation of counsel, and the opportunity to confront and to cross-examine adverse witnesses and evidence, protect individuals with respect to state and federal government processes.
Don't apply to work situations

 
8. 

ethical decisions about behavior

 

decisions that concern person's conformity to moral standards or to the standards of conduct of a given profession or group
decisions that take into account not only a person's own interests but also, equally, the interests of all others affected by the decisions

 
9. 

organizational citizenship behaviors

 

discretionary behaviors performed outside an employee's formal role, which help other employees perform their jobs or which show support for and conscientiousness toward an organization

 
10. 

organizational support

 

the extent to which an organization values employee's general contributions and cares for their well being

 
11. 

employee voice

 

method of ensuring procedural justice within an organization by providing individuals and groups with an opportunity to be heard - a way to communicate their interests upward

 
12. 

interactional justice

 

quality of interpersonal treatment that employees receive in their everyday work

 
13. 

informational justice

 

justice expressed in terms of providing explanations or accounts for decisions made

 
14. 

skip-level policy

 

an employee-voice mechanism that allows an employee with a problem to proceed directly to the next higher level of management above his or her supervisor

 
15. 

just cause

 

as it pertains to arbitration cases, the concept that requires an employer not only to produce persuasive evidence of an employee's liability or negligence, but also to provide the employee a fair hearing and to impose a penalty appropriate to the proven offense

 
16. 

positive discipline

 

an alternative discipline procedure that includes the following steps: an oral reminder, a written reminder, and a decision-making leave <-- which is employee's last chance to reform

 
17. 

social learning theory

 

theory that individuals in groups learn appropriate behaviors and attitudes from one another

 
18. 

progressive discipline

 

a discipline procedure that proceeds from an oral warning to a written warning to a suspension to dismissal

 
19. 

red-hot-stove rule

 

theory that discipline should be immediate, consistent, and impersonal, and should include a warning

 
20. 

employment-at-will

 

an employment situation in which an employee agrees to work for an employer but there is no specification of how long the parties expect the agreement to last

 
21. 

public policy exception

 

exception to employment at will; an employee may not be fired because he or she refuses to commit an illegal act, such as perjury or price fixing

 
22. 

implied promises

 

oral promises and implied covenants of good faith and fair dealing as well as explicit ones

 
23. 

retaliatory discharge

 

retaliation for filing a claim or bringing a charge against an employer
employee may seek damages under an exception to the employment-at-will doctrine

 
24. 

meta-analysis

 

statistical cumulation of research results across studies

 
25. 

no-complete agreements

 

clauses in a contract that bar an individual from working for a competitor for a fixed period of time if he or she is fired, if the job is eliminated, or if the individual leaves voluntarily.

 
26. 

fiduciary duty of loyalty

 

an obligation by employees to maintain all trade secrets with which their employers have entrusted them
also provides a former employer with legal recourse if an executive joins a competitor and reveals trade secrets

 
27. 

choice-of-law provision

 

designates that the laws of a particular state will be used to interpret the contract

 
28. 

privacy

 

the interest employees have in controlling the use that is made of their personal information and in being able to engage in behavior free from regulation or surveillance

 
29. 

ethical dilemma

 

situations that have the potential to result in a breach of acceptable behavior

 
30. 

whistle-blowing

 

disclosure by former or current organization members of illegal, immoral, or illegitimate practices under the control of their employers