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NonprofOpMngt Mod4
NonprofOpMngt Module4
| Question | Answer |
|---|---|
| _____ is the design of formal systems in an organization to ensure the effective use of employees ’ knowledge, skills, and abilities. | Human Resources Management (HRM) |
| Name used to describe organizations that are not government or private for-profit organizations is the _____. | nonprofit sector |
| _____ the process that enables organizations to guide their future activities and the use of their resources. | Strategic planning |
| _____ is the process of analyzing and identifying the need for and availability of human resources to meet the organization’s objectives. | Human resources planning |
| _____ is used to enhance human resources processes such as job analysis, recruitment, selections, training, performance management, and compensation. | Electronic Human Resources Management (eHR) |
| _____ was created to investigate employee civil rights complaints and try to resolve disputes through conciliation. | Equal Employment Opportunity Commission (EEOC) |
| The _____ prohibits discrimination in employment because of age. | Age Discrimination in Employment Act of 1967 |
| The differences in underlying employee attributes or nonobservable differences, is known as _____. | diversity |
| The artificial barriers that block the advancement of women and minorities to upper-level managerial and executive positions within organizations is known as the _____. | glass ceiling |
| When employees compare their compensation other employees performing similar tasks, it is known as the _____. | Equity theory of compensation |
| _____ is known as the standard that compares an employer ’s wages with the rates prevailing in external markets for the employee ’s position. | External equity |
| The key to organizational viability is _____. | well-trained and experienced employees. |
| _____ can be defined as a planned effort by an organization to facilitate the learning of job-related behavior on the part of its employees | Training and development |
| _____ is the most frequently provided benefit and the one that receives the most attention. | Health insurance |
| _____ are considered to be part of the job itself, such as having challenging job tasks and assuming increased levels of responsibility. | Intrinsic rewards |
| _____ are considered to be part of the job situation that is provided by others such as salary and benefits. | Extrinsic rewards |
| The desire within a person causing that person to act is known as _____. | Motivation |
| _____ are where employees are rated not only by their supervisors but by coworkers, clients or citizens, professionals in other agencies with whom they work, and subordinates. | 360-degree evaluations |
| Many organizations require employees to evaluate their own performance independent of other evaluations through a _____. | self-appraisal |
| Innovations in _____are changing the way organizations are structured and how work is organized and managed. | technology |
| Employers face new issues arising from the _____. They must offer more flexible work schedules to accommodate training, education, and family demands. | diverse workforce |
| As public and nonprofit agencies are confronted with fewer promotional opportunities, more employees have reached_____. | career crossroads |
| The ADA Amendment Act (ADAAA) redefines _____ so that more individuals receive protection under the law. | disability |
| _____ occurs when an employer treats an employee of a protected class differently from a nonprotected class employee in a similar situation. | Disparate treatment |
| The federal government uses _____ to promote a more diverse workforce. | affirmative action |
| Both _____ require effective planning to determine the human resources needs of the organization. | recruitment and selection |
| The emphasis in compensating employees should be on the _____, not just on direct wages or salary. | total compensation package |
| _____ is used to improve the skill levels of and provide long-term opportunities for the organization’s workforce. | Career development |
| The increasing demands for accountability made by the stakeholders of public and nonprofit organizations have focused greater attention on _____. | performance management |
| _____ provide management with essential information for making strategic decisions about employee advancement, retention, or separation. | Performance evaluations |
Created by:
tclearfield