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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 |