lesson 7-8

88問 • 2年前

Shekinah Bismonte

通報

問題一覧

- gift, prize or recompense for merit, service or achievement, which may have a motivating effect on the employee

Reward

- refers to money, finance or currency reward

Monetary reward

- refers to intrinsic rewards which do not pertain to money or finance

Non-monetary reward

- rewards which do not pertain to money, finance, or currency; refer to intrinsic rewards that are self-granted and which have a positive psychological effect on the employee who receives them.

Nonmonetary Rewards

- nonmonetary reward that may be given to individual employees or groups/teams for meritorious service or outstanding per- formance; trophies, medals, or certificates of recognition may be given instead of cash or extrinsic rewards

award

- a form of nonmonetary, intrinsic reward given by superiors to their subordinates when they express oral or verbal appreciation for excellent job performance

praise

is a formal procedure that authorizes the union to represent its members in processing a grievance or complaint.

The grievance procedure

- Management proposals are developed and limits of concessions are determined, while also considering the union's goals and their possible strike plans. The union, on the other hand, tries to develop better strategies to convince the management group to accept its proposals.

develop strategies

- This consists of bargaining, analyzing proposals, resolving issues related to the proposals, and remembering to stay within their respective bargaining zone. If no agreement is reached at this point, a deadlock may result.

Conduct negotiations

is the use of a neutral third party to reach a compromise decision in employment disputes.

Mediation

also uses a neutral third party who resolves the labor dispute by issuing a final decision in the disagreement.

Arbitration

After the negotiation process, the union and management groups have to formalize their agreement. This agreement is a formal binding document which lists down the terms, conditions, and rules under which employees and managers agree to operater log

Formalize agreement -

This starts with iden- tification of employees who are ready to act as leaders in campaigning for their goals, in trying to get the interest of the other employees to join their movement, and in convincing employees to sign an authorization card to show their willingness to be represented by a labor union in collective bargaining with their employer. The strength of the union is shown by

Formation of in-house organizing committee -

.- A representation petition is filed with the NLRC asking for the holding of a secret ballot election to determine the employees' desire for unionization. Before the election, leaders campaign for employees'

If a sufficient number of employees support the union movement, the organizer requests for a representation election or certification elec- tion

- When the sufficient number of votes is garnered, the NLRC certifies the union as the legal bargaining represen- tative of the employees. Contract negotiations or collective bargaining

End of union organizing

- Data to support bargaining proposals are collected and arranged in an orderly manner by both parties-the union and the employer's groups. This is followed by the selection of the mem-

a. Prepare for negotiations

.The chief negotiator for the union is the____________ while the chief negotiator for management is the organization's______________

union president vice president or the labor relations manager.

Terry Moser, an expert union organizer, was credited by____________for the following union-organizing steps:

Snell and Bonhlander (2011)

- To explore unionization possibilities, employees weigh the advantages and disadvantages of seeking labor representation while the union officers gather more data about the employees' complaints, as well as data about the employer's management styles, financial stability, policies, etc.

Step 1. Employee/union contact

- This is conducted to attract more supporters and select potential leaders among the employees who can help the union organizers. Information or data obtained in Step 1 will be

Step 2. Initial organizational meeting

is a formal union of employees/workers that deals with their pursuit of justice and fair- ness and in their fight for their collective or common interests.

labor union

- complaints regarding wages or salaries and benefits given to them by the management are the usual reasons why employees join labor unions

a. Financial needs

- perceptions of employees regarding unfair or biased managerial actions are also reasons why they join mass movements; examples of lack of fairness in management are favoritism related to promotion and giving of training opportunities and exemption from disciplinary action

b. unfair management practices

- some join unions for the satisfaction of their need for affiliation with a group and for the prestige associated with coworkers' recognition of one's leadership qualities

c. Social and leadership concerns

- series of actions initiated by employee groups toward an end or specific goal

Employee movements

- the principle of combination for unity of purpose and action

Unionism

This starts with identification of employees who are ready to act as leaders in campaigning for their goals, in trying to get the interest of the other employees to join their movement, and in convincing employees to sign an authorization card to show their willingness to be represented by a labor union in collective bargaining with their employer. The strength of the union is shown by

Step 3. Formation of in-house organizing committee -

a representation petition is filed with the NLRC asking for the holding of a secret ballot election to determine the employees' desire for unionization. Before the election, leaders campaign for employees'

Step 4. If a sufficient number of employees support the union movement, the organizer requests for a representation election or certification election

- When the sufficient number of votes is garnered, the NLRC certifies the union as the legal bargaining represen- tative of the employees. Contract negotiations or collective bargaining agreement (CBA) negotiations follow the certification. The CBA process

Step 5. End of union organizing

- Data to support bargaining proposals are collected and arranged in an orderly manner by both parties-the union and the employer's groups. This is followed by the selection of the mem-

a. Prepare for negotiations

- financial remuneration given in exchange for work performance that will help the organization attain its goals; examples: weekly, monthly, or hourly pay, piecework compensation, etc.

a. pay/salary

- indirect forms of compensation given to employees/ workers for the purpose of improving the quality of their work and per- sonal lives; health care benefits, retirement benefits, educational benefits, and others are examples of these

b. benefits

- rewards that are based upon a pay-for-performance philosophy; it establishes a baseline performance level that employees or groups of employees must reach in order to be given such reward or payment; examples: bonuses, merit pay, sales incentives, etc.

c. incentives

- a compensation package for executives of organi- zations which consists of five components: basic salary, bonuses, stock plans, benefits, and perquisites

d. executive pay

- are plans that grant employees the right to buy a specific number of shares of the organization's stock at a guaranteed price during a selected period of time

e. stock options

- all forms- of pay given by employers to their employees for the performance of their jobs

Compensation/wages

-a process undertaken by the organization, usually done once a year, designed to measure employees' work performance

Performance evaluation

- includes workers' salaries, incentive pays, bonuses, and commissions

Direct compensation

- includes benefits given by employers other than financial remunerations; for example: travel, educational and health benefits, and others

Indirect compensation

- includes recognition programs, being assigned to do rewarding jobs, or enjoying management support, ideal work environment, and convenient work hours

Nonfinancial compensation

-related to fairness; the Equity Theory is a motivation theory focusing on employees' response to the pay that they receive and the feeling that they receive less or more than they deserve.

Pay Equity

- another theory of motivation which predicts that employees are motivated to work well because of the attractiveness of the rewards or benefits that they may possibly receive from a job assignment.

Expectancy Theory

is the government agency concerned with minimum wage determination in the country.

The National Wages and Productivity Commission

are the organization's compensation the job policies, importance of the job, the employees' qualifications in meeting the requirements, and the employer's financial stability.

internal factors

include local and global market conditions, labor supply, area/regional wage rates, cost of living, collective bargaining agreements, and national and international laws, among others.

External factors

- These are fulfilled through appraisal/ evaluation programs that provide information that may be used as basis for compensation decisions, promotions, transfers, and terminations. Human resource planning may also make use of it for recruitment and selection of potential employees. 4

Administrative Purposes

- These are fulfilled through appraisal/ evaluation programs that provide information about employees' per- formance and their strengths and weaknesses that may be used as basis for identifying their training and development needs. Through this approach, the workers become more receptive to the explanations given by the organization's management regarding the importance of having evaluations at regular intervals-that these are conducted to improve their competencies in order to prepare them for future job assignments.

Developmental Purposes

- performance evaluation method designed to find out if the employee possesses important work characteristics conscientiousness, creativity, emotional stability, and others such as

Trait methods

performance appraisal method where each characteristic to be evaluated is represented by a scale on which the evaluator or rater indicates the degree to which an employee possesses that characteristic

Graphic rating scales -

- performance evaluation that requires the rater to choose from two statements purposely designed to distinguish between positive or negative performance; for example: works seriously- works fast; shows leadership-has initiative

Forced-choice method

- a behavioral approach to performance appraisal that includes five to ten vertical scales, one for each important strategy for doing the job and numbered according to its importance

Behaviorally anchored rating scale (BARS)

- a-behavioral approach to per formance appraisal that measures the frequency of observed behavior

Behavior observation scale (BOS)

- the connection created among employees/workers as they do their assigned tasks for the organization to which they belong

Employee relations

According to a study on employee engagement published by _________, there are three types of employees, as shown in this table. Employee engagement may be influenced by the kind of relationships employees have in the workplace.

www.gallup.com

are social beings who need connections or relations with other beings-other employees/workers-who are capable of giving them social support as they carry out their tasks in the organization where all of them belong. Talking to a coworker, perceived to be a friend, or working on a delicate task with others can be comforting during times of stress, fear, or loneliness. When these negative feelings are overcome, employees will be able to work better toward the achievement of their organization's goals.

Employees/workers

is the sum total of perceived assistance or benefits that may result from effective social employee relationships. The quantity and quality of an employee's relationship with others determine social support (esteem support, informational support, or financial support).

Social support

⚫ employees who work with passion and feel a deep connection with their company

Engaged

⚫they drive innovation and move the organization forward

Engaged

employees who are essentially "checked out"

Not Engaged

⚫ they put time, but not energy or passion, into their work

Not Engaged

⚫ employees who are not only unhappy at work, but also act out their unhappiness

Actively Disengaged

⚫ they undermine what their engaged coworkers accomplish

Actively Disengaged

- series of actions initiated by employee groups toward an end or specific goal

Employee movements

- the principle of combination for unity of purpose and action

Unionism

- complaints regarding wages or salaries and benefits given to them by the management are the usual reasons why employees join labor unions

a. Financial needs

b. - perceptions of employees regarding unfair or biased managerial actions are also reasons why they join mass movements; examples of lack of fairness in management are favoritism related to promotion and giving of training opportunities and exemption from disciplinary action me join unions for the satisfaction

Unfair management practices

- some join unions for the satisfaction of their need for affiliation with a group and for the prestige associated with coworkers' recognition of one's leadership qualities

c. Social and leadership concerns -

is an attached agency of the DOLE. The NLRC is a quasi-judicial body that is tasked to resolve disputes between the labor force and management in order to preserve industrial peace

The National Labor Relations Commission (NLRC)

1. The process of choosing individuals who have the required qualifications to fill present and expected job openings

A.staffing

2. The determining of an applicant's qualifications in order to gauge his or her ability to do the job

c. interview

3. theory focusing on employees respouse to the pay that they receive and the feeling that they receive less or mole

El/ emotional intelligence

4. A formal procedure that authorizes the umon to represent its members in processing a grievance or complaint

Grievance procedure

5. The use of personal behavior to demonstrate the desired behavior or method to be learned

a. Modeling

6. Refers to all the properties owned by an organization.

c. assets

7. A measure of the suitability of organizational goals to organizational needs and how well these goals are being attained

b. organizational effectiveness

8. It is a method which prevents problens because managerial actions is taken before the occurrence of actual problems

b. feed forward control

9. The ability to use resources efficiently and operate at eunimum cost

c.Asset management

10. Profit and loss statement is also known as

b. Income statement

1. is a quasi-judicial body that is tasked to resolve disputes between the labor force and management in order to preserve industrial peace.

NLRC

2.Gift, prize or recompense for merit, service or achievement are examples of

reward

pertains to the ability to manage one's self and interact with others in a positive way

EI/ EMOTIONAL INTELLIGENCE

the process of managerial planning and carrying out the conception, pricing, promotion and distribution of ideas, goods and services.

marketing management

the management and custody of the organization's funds, seeing to it that funds are effectively utilized in order to provide for all the needs of the various operating units of the organization.

financial management

1 Marketing management is the study of how goods and services are produced in organizations for sale

operational management

2. Advertising is any system or attracting public notice to an event or the desirability of commercial products for sale

true

3. Expertise in operations management is important because it may decrease a company's chances for survival

increase

4 ICTM has revolutionized the business world.

true

5. Knowledge societies are managers who have acquired much information and understanding of things due to experience, practical ability, and easy access to information through the internet

knowledge-based society

2.1

Shekinah Bismonte · 58問 · 2年前

2.1

58問 • 2年前

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2.1 (interactive multimedia)

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2.1 (interactive multimedia)

15問 • 2年前

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lesson 1-3

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lesson 1-3

30問 • 2年前

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Lesson1-2

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Lesson1-2

34問 • 2年前

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lesson 1-3 (longtest)

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lesson 1-3 (longtest)

37問 • 2年前

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lesson 3-4

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lesson 3-4

90問 • 2年前

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last topic

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last topic

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2nd quarter

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2nd quarter

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17問 • 2年前

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9-11

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9-11

37問 • 2年前

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LAHAT

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LAHAT

26問 • 2年前

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all

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all

36問 • 2年前

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lahat

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lahat

37問 • 2年前

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lahat

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lahat

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bago

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bago

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LESSON 3.1

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LESSON 3.1

25問 • 1年前

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definition of terms

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definition of terms

42問 • 1年前

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LESSON 3.2

Shekinah Bismonte · 15問 · 1年前

LESSON 3.2

15問 • 1年前

Shekinah Bismonte

問題一覧

- gift, prize or recompense for merit, service or achievement, which may have a motivating effect on the employee

Reward

- refers to money, finance or currency reward

Monetary reward

- refers to intrinsic rewards which do not pertain to money or finance

Non-monetary reward

- rewards which do not pertain to money, finance, or currency; refer to intrinsic rewards that are self-granted and which have a positive psychological effect on the employee who receives them.

Nonmonetary Rewards

award

- a form of nonmonetary, intrinsic reward given by superiors to their subordinates when they express oral or verbal appreciation for excellent job performance

praise

is a formal procedure that authorizes the union to represent its members in processing a grievance or complaint.

The grievance procedure

develop strategies

Conduct negotiations

is the use of a neutral third party to reach a compromise decision in employment disputes.

Mediation

also uses a neutral third party who resolves the labor dispute by issuing a final decision in the disagreement.

Arbitration

Formalize agreement -

Formation of in-house organizing committee -

If a sufficient number of employees support the union movement, the organizer requests for a representation election or certification elec- tion

- When the sufficient number of votes is garnered, the NLRC certifies the union as the legal bargaining represen- tative of the employees. Contract negotiations or collective bargaining

End of union organizing

- Data to support bargaining proposals are collected and arranged in an orderly manner by both parties-the union and the employer's groups. This is followed by the selection of the mem-

a. Prepare for negotiations

.The chief negotiator for the union is the____________ while the chief negotiator for management is the organization's______________

union president vice president or the labor relations manager.

Terry Moser, an expert union organizer, was credited by____________for the following union-organizing steps:

Snell and Bonhlander (2011)

Step 1. Employee/union contact

- This is conducted to attract more supporters and select potential leaders among the employees who can help the union organizers. Information or data obtained in Step 1 will be

Step 2. Initial organizational meeting

is a formal union of employees/workers that deals with their pursuit of justice and fair- ness and in their fight for their collective or common interests.

labor union

- complaints regarding wages or salaries and benefits given to them by the management are the usual reasons why employees join labor unions

a. Financial needs

b. unfair management practices

- some join unions for the satisfaction of their need for affiliation with a group and for the prestige associated with coworkers' recognition of one's leadership qualities

c. Social and leadership concerns

- series of actions initiated by employee groups toward an end or specific goal

Employee movements

- the principle of combination for unity of purpose and action

Unionism

Step 3. Formation of in-house organizing committee -

Step 4. If a sufficient number of employees support the union movement, the organizer requests for a representation election or certification election

Step 5. End of union organizing

- Data to support bargaining proposals are collected and arranged in an orderly manner by both parties-the union and the employer's groups. This is followed by the selection of the mem-

a. Prepare for negotiations

- financial remuneration given in exchange for work performance that will help the organization attain its goals; examples: weekly, monthly, or hourly pay, piecework compensation, etc.

a. pay/salary

b. benefits

c. incentives

- a compensation package for executives of organi- zations which consists of five components: basic salary, bonuses, stock plans, benefits, and perquisites

d. executive pay

- are plans that grant employees the right to buy a specific number of shares of the organization's stock at a guaranteed price during a selected period of time

e. stock options

- all forms- of pay given by employers to their employees for the performance of their jobs

Compensation/wages

-a process undertaken by the organization, usually done once a year, designed to measure employees' work performance

Performance evaluation

- includes workers' salaries, incentive pays, bonuses, and commissions

Direct compensation

- includes benefits given by employers other than financial remunerations; for example: travel, educational and health benefits, and others

Indirect compensation

- includes recognition programs, being assigned to do rewarding jobs, or enjoying management support, ideal work environment, and convenient work hours

Nonfinancial compensation

-related to fairness; the Equity Theory is a motivation theory focusing on employees' response to the pay that they receive and the feeling that they receive less or more than they deserve.

Pay Equity

- another theory of motivation which predicts that employees are motivated to work well because of the attractiveness of the rewards or benefits that they may possibly receive from a job assignment.

Expectancy Theory

is the government agency concerned with minimum wage determination in the country.

The National Wages and Productivity Commission

are the organization's compensation the job policies, importance of the job, the employees' qualifications in meeting the requirements, and the employer's financial stability.

internal factors

include local and global market conditions, labor supply, area/regional wage rates, cost of living, collective bargaining agreements, and national and international laws, among others.

External factors

Administrative Purposes

Developmental Purposes

- performance evaluation method designed to find out if the employee possesses important work characteristics conscientiousness, creativity, emotional stability, and others such as

Trait methods

Graphic rating scales -

Forced-choice method

- a behavioral approach to performance appraisal that includes five to ten vertical scales, one for each important strategy for doing the job and numbered according to its importance

Behaviorally anchored rating scale (BARS)

- a-behavioral approach to per formance appraisal that measures the frequency of observed behavior

Behavior observation scale (BOS)

- the connection created among employees/workers as they do their assigned tasks for the organization to which they belong

Employee relations

www.gallup.com

Employees/workers

Social support

⚫ employees who work with passion and feel a deep connection with their company

Engaged

⚫they drive innovation and move the organization forward

Engaged

employees who are essentially "checked out"

Not Engaged

⚫ they put time, but not energy or passion, into their work

Not Engaged

⚫ employees who are not only unhappy at work, but also act out their unhappiness

Actively Disengaged

⚫ they undermine what their engaged coworkers accomplish

Actively Disengaged

- series of actions initiated by employee groups toward an end or specific goal

Employee movements

- the principle of combination for unity of purpose and action

Unionism

- complaints regarding wages or salaries and benefits given to them by the management are the usual reasons why employees join labor unions

a. Financial needs

Unfair management practices

- some join unions for the satisfaction of their need for affiliation with a group and for the prestige associated with coworkers' recognition of one's leadership qualities

c. Social and leadership concerns -

is an attached agency of the DOLE. The NLRC is a quasi-judicial body that is tasked to resolve disputes between the labor force and management in order to preserve industrial peace

The National Labor Relations Commission (NLRC)

1. The process of choosing individuals who have the required qualifications to fill present and expected job openings

A.staffing

2. The determining of an applicant's qualifications in order to gauge his or her ability to do the job

c. interview

3. theory focusing on employees respouse to the pay that they receive and the feeling that they receive less or mole

El/ emotional intelligence

4. A formal procedure that authorizes the umon to represent its members in processing a grievance or complaint

Grievance procedure

5. The use of personal behavior to demonstrate the desired behavior or method to be learned

a. Modeling

6. Refers to all the properties owned by an organization.

c. assets

7. A measure of the suitability of organizational goals to organizational needs and how well these goals are being attained

b. organizational effectiveness

8. It is a method which prevents problens because managerial actions is taken before the occurrence of actual problems

b. feed forward control

9. The ability to use resources efficiently and operate at eunimum cost

c.Asset management

10. Profit and loss statement is also known as

b. Income statement

1. is a quasi-judicial body that is tasked to resolve disputes between the labor force and management in order to preserve industrial peace.

NLRC

2.Gift, prize or recompense for merit, service or achievement are examples of

reward

pertains to the ability to manage one's self and interact with others in a positive way

EI/ EMOTIONAL INTELLIGENCE

the process of managerial planning and carrying out the conception, pricing, promotion and distribution of ideas, goods and services.

marketing management

the management and custody of the organization's funds, seeing to it that funds are effectively utilized in order to provide for all the needs of the various operating units of the organization.

financial management

1 Marketing management is the study of how goods and services are produced in organizations for sale

operational management

2. Advertising is any system or attracting public notice to an event or the desirability of commercial products for sale

true

3. Expertise in operations management is important because it may decrease a company's chances for survival

increase

4 ICTM has revolutionized the business world.

true

5. Knowledge societies are managers who have acquired much information and understanding of things due to experience, practical ability, and easy access to information through the internet

knowledge-based society