Flashcard Set Preview
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| 1 |
Diversity includes:
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race, gender, ethnicity, age, personality, education level, background, and other factors.
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| 2 |
In a diverse workplace where everyone is respected equally:
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the company can expect higher productivity, profit, and return on investment.
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| 3 |
A diverse range of knowledge and skills provide:
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a greater number of solutions for solving problems
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| 4 |
One way to improve Relationship development is:
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thorough Adventure Training.
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One benefit of adventure training is:
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that it builds team cohesiveness and communication skills
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| 6 |
Insight into:
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personality traits, strengths, and personal motivators transfer to the workplace.
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| 7 |
Some employee funded activities for relationship development include:
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bowling, holiday parties, retreats, food and bar tabs, sporting events, childcare, on site...
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| 8 |
Employee funded activities:
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allow co-workers to really get to know each other, promote a feeling of belonginess, promote...
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| 9 |
Incentive and motivation programs result in:
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increased productivity because employees feel more valued and have a higher motivation to complete...
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| 10 |
Benefits of Incentive and motivation programs are:
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decreased error level and higher morale.
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| 11 |
Incentive and motivation programs:
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lower absenteeism, turnover, and recruitment costs.
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| 12 |
Google is a prime example of:
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a successful company that uses a non traditional workplace to create an outstanding workplace.
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| 13 |
Google provides unique amentities such as:
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a sound proof capsule, a slide to access different floors, 2 computer screens per employee,...
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| 14 |
Googleplex facilities do not resemble a typical corporate environment but:
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is designed so employees can concentrate without being distracted.
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| 15 |
Recent changes in the stock market are a result of:
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Google's introduction of voice guided maps in Austrailia, phones as credit card replacements,...
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| 16 |
The job must be:
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suited, at least in part, to performance at a remote location.
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| 17 |
The capabilities and personal characteristics of the employee must be:
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appropriate to working with little or no direct supervision.
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| 18 |
The employing firm must accept:
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telecommunicating as a legitimate and desirable activity, provide necessary support, and have...
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| 19 |
The supervisior or manager of the employee must accept:
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the concent and practice of telecommuting.
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| 20 |
The employee must feel comfortable with telecommunicating in terms of its:
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suitability to his or her personal work habits and style, its effect on social interactions...
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| 21 |
Compressed work week is:
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when the employees work four 10 hour days each week and then enjoy a three day weekend, or...
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| 22 |
Compressed work week allows you to:
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work around peak commuting times, so getting to and from work is faster and easier and allows...
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| 23 |
Employees who worked remotely one day a week and workers who had reduced their required weekly...
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report higher job satisfaction, lower stress and higher loyalty to their company than employees...
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| 24 |
Workers may give up their meal period if:
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they prefer to work through it and if the employer agrees.
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| 25 |
Flexible hours can also cause:
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for workers to get charged with "slopping off" while not on the job
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| 26 |
They are called back to duty during their meal period even though:
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they normally are not on call during the meal period.
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| 27 |
Working from home can:
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increase the time you spend with family and make these responsibilities much easier.
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| 28 |
When creating policies for company owned PDA's/Cell Phones:
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-Prohibited usage (operating motor vehicles, during meetings, etc.)
-privacy
-personal versus...
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| 29 |
Providing employees with the latest mobile-device technology keeps them:
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connected and increases productivity and decreases response time.
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| 30 |
Employers do evaluations for many reasons including:
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compensation, termination, promotion, training evaluation, and personal research.
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| 31 |
Evaluations should be done by:
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supervisors, subordinate employee, self-evaluation, and customers.
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| 32 |
Evaluation instruments that can be used are:
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performance scoring devices, result focused appraisal systems and graphic rating scales.
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| 33 |
To initiate the evaluation:
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you should inform the employee of how, when, why they are being evaluated.
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| 34 |
Employers should always:
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evaluate based on standards.
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| 35 |
Prepare the evaluation but:
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ask the employee to evaluate their performanc first and then give them the feedback.
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| 36 |
Always give the employee a chance to:
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discuss the results and even write an alternative point of view.
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| 37 |
In advance, know:
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the reason for the evaluation, whom is going to perform it, as well as the measurement being...
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| 38 |
Try to ease anxiety or:
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the employee will not hear what you have to say.
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| 39 |
Be careful what you say and:
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make sure that you are consistent.
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| 40 |
Throughout the year of performance:
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keep track of the employee's performance.
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| 41 |
Remember to evaluate the performance:
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not the personality. Focus on how well the worker does the job.
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| 42 |
Become familiar with the review process:
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sometimes fear of the unknown is the worst fear of all.
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| 43 |
Ultimately take away from the performance that it was:
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a learning opportunity.
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| 44 |
If you recieve a poor review:
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respond to it in a professional manner. Wait until you can do it objectively.
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| 45 |
Potential reasons why employees steal:
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greed, hatred, necessity, personal gain, ignorance, and mental state of mind.
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| 46 |
Employee theft may be handled:
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internally, by local law enforcement, or the case may be handed over to the Federal Bureau...
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| 47 |
Charges of obtaining money or goods illegally as an employee are often:
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brought under the Fraud Act of 2006.
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| 48 |
Theft offences are often:
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prosecuted under the Theft Act of 1968.
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| 49 |
Civil recovery allows:
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businesses, large or small, to pursue and collect settlements from people who steal from them.
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| 50 |
Most employee theft:
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goes undetected.
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| 51 |
US businesses lose as much as $110 million a day due to:
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employee-related crimes.
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| 52 |
Men are more likely to:
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steal and steal more than women.
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| 53 |
Any stealing, use or misuse of their employer's asssets without permission to do so is:
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employee theft.
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| 54 |
The main cause of employee theft is:
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opportunity.
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| 55 |
Most commonly stolen items are:
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money (embezzlement), time, supplies, merchandise, and company property.
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| 56 |
Companies have 2 classifications of theft:
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-Minor theft which include office supplies
-major theft which includes items such as embezzlement
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| 57 |
No matter what is stolen:
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employees are hel liable for all stolen items.
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| 58 |
Methods to prevent employee theft:
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-selecting the right employees
-implementing policies and procedures to deter theft
-insurance...
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| 59 |
Reasons for employee theft are:
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generally influenced outside of the work place.
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| 60 |
Most Immigarants coming to the United States come from.
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Mexico
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| 61 |
Biggest Immigration issues for employers
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Falsified documents
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Industry that is most impacted by illegal immigration
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Restaurant Industry
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| 63 |
Immigration will contribute what percentage until 2030
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33-50
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| 64 |
What had the largest impact on immigration
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Immigration Nationality Act of 1952
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| 65 |
What year did the United States first require immigrants to provide documents
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1986
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| 66 |
Immigration first peaked in
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1901
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| 67 |
what form is the main document that employers must have an applicant fill out
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I-9
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| 68 |
A certificate of US citizenship
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is not an acceptable document for the i-9 form
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| 69 |
The 3 Rs HR must practice
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review, reverify, and retain
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| 70 |
_________ immigrants in the united States is a U.S. worker
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1 in 7
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| 71 |
Undocumented workers were worth _____ in taxes from 1996 to 2003
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50 billion
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| 72 |
7 ways to avoid immigration issues
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put your immigartion policies in writing. Get your message out and never stop. Invest in training...
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| 73 |
Traditionalist
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born 1922-1943 very few left in workforce
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| 74 |
Boomers
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born 1944-1960. comprise half of the workforce. Workaholics strong work ethic question authority...
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| 75 |
Generation X'ers
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born 1961-1980 comprise approximately 1/3 of the workforce. individualist, hard working, task...
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| 76 |
Millenials,
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born after 1981. comprise approximately 1/6 of workforce. Multitaskers. technologically savvy,...
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| 77 |
Negative impact of generational gap in the workplace
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a. decreased skill specialization as Boomers leave the workforce.
b. inability to capitalize...
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| 78 |
imporant to manage age differences
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recognize differences among generations.
b. learn from employees of different generations.
c....
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| 79 |
Intergenerational conflict stems from
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a. daily communication methods and preferences
b. intergrating technology into daily tasks
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| 80 |
workplace violence
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any act of physical violence, threats of physical violence, harassment, intimidation, or other...
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| 81 |
workplace violence can affect
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employees, visitors, contactors, and other non-federal employees
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| 82 |
Types of workplace violence
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criminal intent violence, customer/client violence, work on worker violence, pensonal relationship...
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| 83 |
Causes of workpalce violence
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violent past behavior, financial hardships, health problems, matrimonial disputes, societal...
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| 84 |
Cost of prevention
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are less than costs of an actual violent encounter
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| 85 |
Be prepared for ______ it happens; not_________ it happens
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when, if
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| 86 |
Reduced by
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conducting risk assessments, recognizing warning signs, and having proper policies
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| 87 |
Respond by
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contacting authority, removing people from situation, securing the area
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| 88 |
Create workplace violence prevention programs
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that outline the policies of the company, which should include zero tolerance of workplace...
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| 89 |
Occupations most at risk include
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taxi cab drivers, policeman, gas station workers, and security guards
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| 90 |
Most common reason
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robbery , which occurs 85% of workerplace homicides
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| 91 |
Workplaces violence leads to
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lower productivity, higher turnover, and higher rate of disability claims stemming from stess...
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| 92 |
When there is a violent situation
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stay calm
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| 93 |
Begin assessing employees as
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soon as they're hired/ avoid negligent hiring
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| 94 |
Incorporate workplace violence and security awareness in _________
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new employee orientations
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| 95 |
Possible warnign signs
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increased mood swings, decrease in productivity, increase in absenteeism, paranoid behavior
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| 96 |
A realatively new discrimination that employees are alleging on the basis of sex
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dress code enforcement that ultimately punishes men or women for not being masculine or feminine...
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| 97 |
Discrimination based on religion
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in regards to workplace dre3ss code polcies that dont allow employees to display body piercings...
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| 98 |
Dress code polcies should be designed for employees to work_______
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comfortably in the workplace, yet still project a professional image
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| 99 |
Enforcement of dress code policies is the responsibility of ______
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company managrement and supervisory personnel
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| 100 |
Employers may not profist from
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requiring employees to purchase work uniforms
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| 101 |
Employers must apply a dress code policy and related discipline
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equally to all employees in the same group in order to avoid discimination lawsuits
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| 102 |
both federal and state discrimination laws require employers to prodived
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certain accommodations to employees who request them because of their religious befliefs
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| 103 |
Allowing employees to war casual attire at work displays __________
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flexibility on the part of management and a willingness to do things the new way
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| 104 |
Estabilishing a dress code is an inexpensive way to improve________
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morale of employees
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