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MGMT 2103 UARK Stevens Exam 1 Questions and Answers
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MGMT 2103 UARK Stevens Exam 1
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MGMT 2103 UARK Stevens Exam 1Job Design - answer Addresses what tasks should be grouped into a particular job
Strategic Management - answer Pattern or plan that integrates an organization's major
goals, policies, and action sequences into a cohesive whole.
External Threats Examples - answer new and existing regulations, new and existing
competitors, new technologies that may make your products or services obsolete,
unstable political and legal systems in foreign markets, and economic downturns.
Internal Strengths - answer strength is a resource or capacity the organization can use
effectively to achieve its objectives.
Internal Weaknesses - answer A weakness is a limitation, fault, or defect in the
organization that will keep it from achieving its objectives.
Next 4 terms: Integration between HRM & Strategic Management
Administrative - answer focused on day to day
no linkage
One-way - answer Strategic plan developed & HRM informed
•Risks inability for organization to complete successfully
Two-way - answer Considers HRM in strategy formulation
•HR function receives strategy & presents results to planning team
Integrative - answer Dynamic & multifaceted
•HRM exec is a member of senior mgmt.
•HRM function is involved in strategy formulation & implementation
Mission Statement - answerStatement of the organization's reason for being
Goals - answerWhat the organization hopes to achieve in the medium to long term
External Analysis - answerExamines the organization's operating environment to
identify opportunities & threats
Internal Analysis - answerIdentifies the organization's strengths & weaknesses
, Legislative - answer•House of Representatives & Senate
•Develop laws that govern many HRM activities
•Usually from societal need
Executive - answer•President of the United States and regulatory agencies
•President has power to veto any law passed by Congress
•Regulatory agencies enforce laws
Judicial - answer•Federal court system: US District Courts, U.S. Court of Appeals,
Supreme Court
•Hears cases involving alleged violations of federal laws
Equal Opportunity - answer•the government's attempt to ensure that all individuals have
an equal chance for employment
•It is the treatment of individuals in all aspects of employment (hiring, promotion,
training, etc) in a fair and nonbiased manner
EEO Laws and Regulations - answersee table 2.1 (page 105 of textbook)
Two agencies responsible for enforcement of laws & executive orders? - answerOFCCP
(Office of Federal Contract Compliance Programs)
EEOC (Equal Employment Opportunity Commission)
Know how EEOC gathers information - answerEEO1 report - filed by employers once a
year
Disparate Treatment - answerintentional discrimination that occurs when people are
purposely not given the same hiring, promotion, or membership opportunities because
of their race, color, sex, age, ethnic group, national origin, or religious beliefs
Disparate Impact - answerunintentional discrimination
BFOQ (Bona Fide Occupational Qualification) - answer•A job qualification based on
sex, religion, etc. that an employer asserts is a necessary qualification for the job
Adverse Rejection Rate, or Four-Fifths Rule - answerRule of thumb followed by the
EEOC in determining adverse impact for use in enforcement proceedings.
According to the Uniform Guidelines, a selection program has an adverse impact when
the selection rate for any racial, ethnic, or sex class is less than four-fifths (or 80
percent) of the rate of the class with the highest selection rate.
The four-fifths rule is not a legal definition of discrimination, rather it is used to monitor
severe discrimination practices.
What must a plaintiff that has a disability show when asserting that adverse action has
taken place? - answerHe must show that he is qualified for the job
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