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  1. Job Analysis
  2. Orientation
  3. Mediation
  4. Wages
  5. Piecework
  6. Labor Union
  7. Salary
  8. Performance Appraisals
  9. Incentive Programs
  10. Negatives of Temp Work
  11. Discrimination
  12. Picketing
  13. Stock-Option Plans
  14. Commission
  15. Grievances
  16. Turnover
  17. Job Description
  18. 360 Degree Feedback
  19. Job Enrichment
  20. Strike
  21. Equal Employment Opportunity Commission (EEOC)
  22. Interview
  23. Strikebreakers
  24. Job Specification
  25. Strategic Human Resource Planning
  26. Flextime
  27. Profit-Sharing Plan
  28. Human Resource Management
  29. On-The-Job Training
  30. Selection
  31. Contingent Workers
  32. Job Redesign
  33. Upward Feedback
  34. Boycotting
  35. Telecommuting
  36. Collective Bargaining
  37. Job Sharing
  38. Recruiting
  39. Off-The-Job Training
  40. Employment-At-Will
  41. Arbitration
  42. Positives of Temp Work
  43. Job Rotation
  44. Lockout
  45. Benefits
  46. Bonuses
  47. Downsizing
  48. Job Enlargement
  49. Application
  50. Temporary Workers (Temps)
  51. American Federation of Labor and Congress of International Organizations (AFL-CIO)
  1. a Compensation paid to employees based on the dollar amount of sales they make
  2. b Process of gathering information on candidates, evaluating their qualifications, and choosing the right one
  3. c Management strategy used to make jobs more interesting and challenging
  4. d Regularly working from home, connected to the office by computer, fax, and phone
  5. e Legal doctrine that allows an employer to fire an employee at will
  6. f Closing the workplace to workers
  7. g Programs designed to reward employees for good performance
  8. h Practice of adding tasks that increase both responsibility and opportunity for growth. Provides the kinds of benefits that contribute to job satisfaction: stimulating work, sense of personal achievement, self-esteem, recognition, and a chance to reach your potential
  9. i Annual income given to employees (in addition to salaries) based on company-wide performance
  10. j Cutting costs by eliminating jobs
  11. k Formal process in which a manager evaluates an employee's work performance, done on a semiannual or annual basis, 3 step process:
    1. Set goals and performance expectations and specify the criteria that will be used to measure performance
    2. Complete a written evaluation that rates performance according to stipulated criteria
    3. Meet with the employee to discuss the evaluation and suggest means of improving performance
  12. l Formal meeting during which employer learns more about an applicant and the applicant learns more about the prospective employer
  13. m Process of settling differences and establishing mutually agreeable conditions under which employees will work
  14. n Workers leave their jobs until the issue is settled
  15. o Ensures that employees get feedback from all directions - from supervisors, reporting subordinates, coworkers, and even customers
  16. p Nonunion workers who are willing to cross picket lines to replace strikers
  17. q When a third party imposes a binding agreement
  18. r The process of developing a plan for satisfying an organization's human resources needs
  19. s Workers congregate outside the workplace to publicize their position
  20. t -Because they can be hired and fired easily, employers can better control labor costs
    -When things are busy, they can add temps, and when business is slow, they can release unneeded workers
    -Temps are often cheaper than permanent workers, especially because they rarely receive costly benefits
    -Employers can bring in people with specialized skills and talents to work on special projects without entering into long-term employment relationships
    -Companies can try out temps
  21. u Requires only manager's subordinates to provide feedback
  22. v Organized group of workers that bargains with employers to improve its members' pay, job security, and working conditions
  23. w Incentive program that allows eligible employees to buy a specific number of shares of company stock set at a set price on a specified date
  24. x Temporary or part-time workers hired to supplement a company's permanent work force
  25. y Complaints over contract-related matters that are resolved by union representatives and employee supervisors
  26. z The permanent separation of an employee from a company
  27. aa When an impartial third party makes recommendations for reaching an agreement
  28. ab Document completed by a job applicant that provides factual information on the person's education and work background
  29. ac Job redesign strategy that allows employees to rotate from one job to another on a systematic basis, eventually cycling back to their original tasks
  30. ad -Increased training costs and decreased loyalty to company
    -Many employers believe because temps are usually less committed to company goals than permanent workers, productivity suffers
  31. ae -All actions that an organization takes to attract, develop, and retain quality employees
    -Attracting talented employees involves the recruitment of qualified candidates and the selection of those who best fit the organization's needs
    -Development encompasses both new-employee orientation and the training and development of current workers
    -Retaining good employees means motivating them to excel, appraising their performance, compensating them appropriately, and doing what's possible to retain them
  32. af The policy of enhancing a job by adding tasks at a similar skill levels
  33. ag Compensation paid for fulfilling the responsibilities of the position regardless of the number of hours required to do it
  34. ah Compensation other than salaries, wages, or financial incentives: Includes legally required benefits (such as Social Security and Medicare, unemployment insurance, workers' compensation), paid time off (vacations, holidays, sick leave), insurance (health benefits, life insurance, disability insurance), and retirement benefits
  35. ai Detailed list of the qualifications - skills, knowledge, and abilities - needed to perform the job
  36. aj Activities involved in introducing new employees to the organization and their new jobs
  37. ak Compensation paid to workers according to the quantity of a product they produce or sell
  38. al Identification of the tasks, responsibilities, and skills of a job, as well as the knowledge and abilities needed to perform it
  39. am Employee training (often informal) that occurs while the employee is on the job
  40. an Federal agency in charge of enforcing federal laws on employment discrimination, includes:
    -Title VII of the the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex, or national origin. Sexual harassment is also a violation of Title VII
    -The Equal Pay Act of 1963, which protects both women and men who do substantially equal work from sex-based pay discrimination
    -The Age Discrimination in Employment Act of 1964, which protects individuals who are forty or older
    -Title I and Title V of the Americans with Disabilities Act of 1990, which prohibits employment discrimination against individuals with disabilities
  41. ao Occurs when a person is treated unfairly on the basis of characteristic unrelated to ability
  42. ap Process of identifying suitable candidates and encouraging them to apply for openings in the organization
  43. aq Employed and paid by outside agencies or contract firms that charge fees to client companies
  44. ar Formal employee training that occurs in a location away from the office
  45. as Outline of the duties and responsibilities of a position
  46. at Work arrangement in which 2 people share one full-time position, splitting the salary and benefits of the position as each handles half the job
  47. au Alternative work arrangement that allows employees to designate starting and quitting times
  48. av Compensation paid to the employees based on the number of hours they work
  49. aw Incentive program that uses a pre-determined formula to distribute a share of the company's profits to eligible employees
  50. ax Provides assistance to member unions and serves as the principal political organ for organized labor
  51. ay Workers and other consumers are urged to refrain from buying an employer's products