An organization that represents employees’ interests to management on such issues as wages, work hours and working conditions

Consists of one or more tasks that constitute a significant activity performed in a job

The number of employees the organization will need in the future

A determination of the specific individuals who need training.

Planning, organizing, directing and controlling

A systematic step-by-step process designed to settle disputes regarding the interpretation of a labor contract

In this method of job analysis, questions are asked of individual employees and managers about the job under review.

The process of generating a pool of qualified applicants for the organization’s jobs

A process whereby people acquire capabilities to aid in the achievement of organizational goals

An experiment where a group of 6 employees were segregated, their work environment was changed and they were monitored.

An advocate dedicated to representing an employee’s case to management in a grievance procedure

Basic standards a job applicant must have achieved to be considered for the job

The process an organization uses to ensure that it has the right amount and the right kind of people to deliver a particular level of output or services in the future

An examination of the environment, strategies, and resources of the organization to determine where training emphasis should be placed.

A person who is in charge of others and is responsible for the timely and correct execution of actions who promote his or her unit’s success.

The last step in a grievance procedure. The decision of the arbitrator, who is a neutral individual selected from outside the firm, is binding on both parties

A job analysis technique which is used to develop behavior descriptions of a job by analyzing incidents representing poor through excellent performance in each area of a job

Percentage of applicants from a recruitment source that make it to the next stage of the selection process.

Technologies, such as CDs and DVDs, are used to teach skills and procedures by illustrating the steps in a procedure or interpersonal relations.

Providing employees with the skills and authority to make decisions that would traditionally be made by managers.

A federal law designed to limit some of the power acquired by unions under the Wagner act by adjusting the regulation of labor-management relations to ensure a level playing field for both parties

Quantitative approach to job analysis that assumes each job involves three broad elements: (1) data, (2) people, and (3) things and utilizes a compiled inventory of the various elements or work activities that can make up any job.

Individuals with this personality trait exhibit an appreciation for art, emotion, adventure, unusual ideas, imagination, curiosity, and variety of experience.

A training method which is jointly sponsored by colleges, universities, and other organizations that offer students the opportunity to gain real-life experience while allowing them to find out how they will perform in work organizations.

The goal of this management theory is reduction in the cost of production activities by using division of labor, standardization and specialization. Frederick Taylor is known as the “Father of Scientific Management”.