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io psychology chapter 3

io psychology chapter 3
32問 • 2年前
  • Angel Arce
    • 通報

    問題一覧

  • 1

    Employees take their complaints to an internal committee that makes a decision regarding the complaints

    greivance system

  • 2

    A judicial interpretation of a law and is important because it establishes a precedent for future cases

    case law

  • 3

    protects against unreasonable search or seizure; the amendment has been ruled to cover such privacy issues (Ex: drug testing, locker and office searches, psychological testing, and electronic surveillance)

    fourth amendment

  • 4

    mandates that the federal government may not deny a person equal protection under the law

    fifth amendment

  • 5

    mandates that no state may deny a person equal protection under the law

    fourthteenth amendment

  • 6

    Less workforce diversity; means that a particular employment decision results in negative consequences more often for members of one race, sex, or national origin than for members of another race, sex, or national origin; done unconsciously

    adverse impact

  • 7

    When the selection ratio for one group (e.g., women) is less than 80% (four fifths) of the selection ratio for another group (e.g., men), adverse impact is said to exist

    four-fifths rule

  • 8

    • The tendency to give members of a particular race lower evaluation ratings than are justified by their actual performance or to give members of one race lower ratings than members of another race

    racial bias

  • 9

    A 1978 federal law protecting the rights of pregnant women

    pregnancy discrimination act

  • 10

    Requires federal contractors to maintain a drug free workplace

    drug free workplace act

  • 11

    Method which allows for setting grievances and one that identifies various levels of management above the immediate supervisor for employee contact

    open door policy

  • 12

    Reporting an employer's illegal practices to government agencies

    whistle blowing

  • 13

    A system for reviewing employee complaints that utilizes a group composed of equal numbers of employees and management appointees

    peer review system

  • 14

    • A federal law that, with its amendments, forbids discrimination against an individual who is over the age of 40

    age discrimination in employment act (ADEA)

  • 15

    • Federal act passed in 1973 that prohibits federal government contractors or subcontractors from discriminating against the physically or mentally handicapped

    vocational rehabilitation act

  • 16

    A branch of the Department of Labor charged with investigating and prosecuting complaints of employment discrimination

    equal employment opportunity commision (EEOC)

  • 17

    • A 1974 federal law that mandates that federal government contractors and subcontractors take affirmative action to employ and promote Vietnam-era veterans

    vietnam-era Veterans Readjustment Act

  • 18

    • To make it financially worthwhile for an employee to retire earlier than planned

    severance pay

  • 19

    Compared to adverse impact, it is done voluntarily • Protected class members receive unequal treatment or evaluated by different standards

    disparate treatment

  • 20

    Any group of people for whom protective legislation has been passed

    protected class

  • 21

    • Initiated before disciplinary action is done • Interview concentrates on how the offense violated performance standards • Employee is given full chance to explain his or her side • Employee should be reminded of the organization's rules and should be aware that he or she has not followed them

    investigative interview

  • 22

    A person who investigates employees' complaints and solves problems

    ombudsperson

  • 23

    The granting of sexual favors is tied to such employment decisions as promotions and salary increases

    quid pro quo

  • 24

    Sexual harassment occurs when an unwanted pattern of conduct related to gender unreasonably interferes with an individual's wor

    hostile environment

  • 25

    Is one of the most misunderstood legal concepts concerning employment

    affirmative action

  • 26

    In many jobs, employees are given a probationary period in which to prove that they can perform well

    probationary period

  • 27

    - Applying corrective measures by increasing degree - The longer an employee has been with an organization, the greater the number of steps that must be taken to correct her behavior

    progressive discipline

  • 28

    Requires a cooperative environment between employee and supervisor

    positive or emphatic or non-punitive discipline

  • 29

    • Are based on a job analysis • Have concrete, relevant standards that have been communicated to employees • Involve multiple behavioral measures of performance • Include several raters, each of whom has received training • Are standardized and formal • Provide the opportunity for an employee to appeal

    inability to perform

  • 30

    Employees can be terminated if it is in the best economic interests of an organization to do so.

    rediction in force (layoff)

  • 31

    Forced lay off of employees by a firm, usually to cut down its payroll

    retrenchment

  • 32

    WARN

    work adjustment and retraining notification act

    • Theories of Personality

    Theories of Personality

    Angel Arce · 20問 · 2年前

    Theories of Personality

    Theories of Personality

    20問 • 2年前
    Angel Arce

    GD

    GD

    Angel Arce · 18問 · 2年前

    GD

    GD

    18問 • 2年前
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    cognitive

    cognitive

    Angel Arce · 107問 · 2年前

    cognitive

    cognitive

    107問 • 2年前
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    abnormal psychology chapter 1

    abnormal psychology chapter 1

    Angel Arce · 33問 · 2年前

    abnormal psychology chapter 1

    abnormal psychology chapter 1

    33問 • 2年前
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    social psychology chap 1

    social psychology chap 1

    Angel Arce · 28問 · 2年前

    social psychology chap 1

    social psychology chap 1

    28問 • 2年前
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    social psychology chap 2

    social psychology chap 2

    Angel Arce · 59問 · 2年前

    social psychology chap 2

    social psychology chap 2

    59問 • 2年前
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    social psychology chap 3

    social psychology chap 3

    Angel Arce · 31問 · 2年前

    social psychology chap 3

    social psychology chap 3

    31問 • 2年前
    Angel Arce

    FIELD METHODS

    FIELD METHODS

    Angel Arce · 40問 · 2年前

    FIELD METHODS

    FIELD METHODS

    40問 • 2年前
    Angel Arce

    religion

    religion

    Angel Arce · 38問 · 1年前

    religion

    religion

    38問 • 1年前
    Angel Arce

    psych assessment

    psych assessment

    Angel Arce · 100問 · 1年前

    psych assessment

    psych assessment

    100問 • 1年前
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    part 2 psych assessment

    part 2 psych assessment

    Angel Arce · 30問 · 1年前

    part 2 psych assessment

    part 2 psych assessment

    30問 • 1年前
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    Filipino Psychology

    Filipino Psychology

    Angel Arce · 45問 · 1年前

    Filipino Psychology

    Filipino Psychology

    45問 • 1年前
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    test development

    test development

    Angel Arce · 24問 · 1年前

    test development

    test development

    24問 • 1年前
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    labor laws

    labor laws

    Angel Arce · 18問 · 1年前

    labor laws

    labor laws

    18問 • 1年前
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    biochemistry

    biochemistry

    Angel Arce · 15問 · 1年前

    biochemistry

    biochemistry

    15問 • 1年前
    Angel Arce

    問題一覧

  • 1

    Employees take their complaints to an internal committee that makes a decision regarding the complaints

    greivance system

  • 2

    A judicial interpretation of a law and is important because it establishes a precedent for future cases

    case law

  • 3

    protects against unreasonable search or seizure; the amendment has been ruled to cover such privacy issues (Ex: drug testing, locker and office searches, psychological testing, and electronic surveillance)

    fourth amendment

  • 4

    mandates that the federal government may not deny a person equal protection under the law

    fifth amendment

  • 5

    mandates that no state may deny a person equal protection under the law

    fourthteenth amendment

  • 6

    Less workforce diversity; means that a particular employment decision results in negative consequences more often for members of one race, sex, or national origin than for members of another race, sex, or national origin; done unconsciously

    adverse impact

  • 7

    When the selection ratio for one group (e.g., women) is less than 80% (four fifths) of the selection ratio for another group (e.g., men), adverse impact is said to exist

    four-fifths rule

  • 8

    • The tendency to give members of a particular race lower evaluation ratings than are justified by their actual performance or to give members of one race lower ratings than members of another race

    racial bias

  • 9

    A 1978 federal law protecting the rights of pregnant women

    pregnancy discrimination act

  • 10

    Requires federal contractors to maintain a drug free workplace

    drug free workplace act

  • 11

    Method which allows for setting grievances and one that identifies various levels of management above the immediate supervisor for employee contact

    open door policy

  • 12

    Reporting an employer's illegal practices to government agencies

    whistle blowing

  • 13

    A system for reviewing employee complaints that utilizes a group composed of equal numbers of employees and management appointees

    peer review system

  • 14

    • A federal law that, with its amendments, forbids discrimination against an individual who is over the age of 40

    age discrimination in employment act (ADEA)

  • 15

    • Federal act passed in 1973 that prohibits federal government contractors or subcontractors from discriminating against the physically or mentally handicapped

    vocational rehabilitation act

  • 16

    A branch of the Department of Labor charged with investigating and prosecuting complaints of employment discrimination

    equal employment opportunity commision (EEOC)

  • 17

    • A 1974 federal law that mandates that federal government contractors and subcontractors take affirmative action to employ and promote Vietnam-era veterans

    vietnam-era Veterans Readjustment Act

  • 18

    • To make it financially worthwhile for an employee to retire earlier than planned

    severance pay

  • 19

    Compared to adverse impact, it is done voluntarily • Protected class members receive unequal treatment or evaluated by different standards

    disparate treatment

  • 20

    Any group of people for whom protective legislation has been passed

    protected class

  • 21

    • Initiated before disciplinary action is done • Interview concentrates on how the offense violated performance standards • Employee is given full chance to explain his or her side • Employee should be reminded of the organization's rules and should be aware that he or she has not followed them

    investigative interview

  • 22

    A person who investigates employees' complaints and solves problems

    ombudsperson

  • 23

    The granting of sexual favors is tied to such employment decisions as promotions and salary increases

    quid pro quo

  • 24

    Sexual harassment occurs when an unwanted pattern of conduct related to gender unreasonably interferes with an individual's wor

    hostile environment

  • 25

    Is one of the most misunderstood legal concepts concerning employment

    affirmative action

  • 26

    In many jobs, employees are given a probationary period in which to prove that they can perform well

    probationary period

  • 27

    - Applying corrective measures by increasing degree - The longer an employee has been with an organization, the greater the number of steps that must be taken to correct her behavior

    progressive discipline

  • 28

    Requires a cooperative environment between employee and supervisor

    positive or emphatic or non-punitive discipline

  • 29

    • Are based on a job analysis • Have concrete, relevant standards that have been communicated to employees • Involve multiple behavioral measures of performance • Include several raters, each of whom has received training • Are standardized and formal • Provide the opportunity for an employee to appeal

    inability to perform

  • 30

    Employees can be terminated if it is in the best economic interests of an organization to do so.

    rediction in force (layoff)

  • 31

    Forced lay off of employees by a firm, usually to cut down its payroll

    retrenchment

  • 32

    WARN

    work adjustment and retraining notification act