Professional Documents
Culture Documents
Ba23 Final Reviewer
Ba23 Final Reviewer
authority
The right to make decisions, direct
others’ work, and give orders.
staff authority
Gives a manager the right to advise
other managers or employees.
line authority
Traditionally gives managers the
right to issue orders to other manag
ers or employees.
Chap2 tokenism
reverse discrimination When a company appoints a small
Claim that due to affirmative action group of women or minorities to
quota systems, white males are dis high-profile positions, rather than
criminated against. more aggressively seeking full repre
sentation for that group.
good-faith effort strategy ethnocentrism
An affirmative action strategy that The tendency to view members of
emphasizes identifying and eliminat other social groups less favorably
ing the obstacles to hiring and pro than members of one’s own group.
moting women and minorities, and
increasing the minority or female alternative dispute resolution
applicant flow. or ADR program
Grievance procedure that provides for
managing diversity binding arbitration as the last step.
Maximizing diversity’s potential ben
efits while minimizing its potential bona fide occupational
barrier qualification (BFOQ)
Requirement that an employee be
diversity of a certain religion, sex, or national
The variety or multiplicity of demo origin where that is reasonably nec
graphic features that characterize a essary to the organization’s normal
company’s workforce, particularly in operation. Specified by the 1964
terms of race, sex, culture, national Civil Rights Act.
origin, handicap, age, and religion.
restricted policy
stereotyping Another test for adverse impact,
Ascribing specific behavioral traits to involving demonstration that an
individuals based on their apparent employer’s hiring practices exclude a
membership in a group. protected group, whether intention
ally or not.
gender-role stereotypes
The tendency to associate women disparate rejection rates
with certain (frequently nonmanage A test for adverse impact in which
rial) jobs. On the other hand, diversity it can be demonstrated that there
can be an engine of performance, as is a discrepancy between rates of
the following feature shows. rejection of members of a protected
group and of others.
discrimination
Taking specific actions toward or 4/5ths rule
against a person based on the person’s Federal agency rule that a minority
group. selection rate less than 80% (4/5ths)
of that for the group with the
highest rate is evidence of adverse
impact.
adverse impact Civil Rights Act of 1991
The overall impact of employer (CRA 1991)
practices that result in significantly The act that places the burden
higher percentages of members of proof back on employers and
of minorities and other protected permits compensatory and punitive
groups being rejected for employ damage
ment, placement, or promotion.
protected class
sexual harassment Persons such as minorities and
Harassment on the basis of sex that women protected by equal opportu
has the purpose or effect of sub nity laws, including Title VII.
stantially interfering with a person’s
work performance or creating an
intimidating, hostile, or offensive Uniform Guidelines
work environme Guidelines issued by federal agen
cies charged with ensuring compli
Federal Violence Against ance with equal employment federal
Women Act of 1994 legislation explaining recommended
The act that provides that a person employer procedures in detail.
who commits a crime of violence
motivated by gender shall be liable affirmative action
to the party injured. Steps that are taken for the purpose
of eliminating the present effects of
qualified individuals past discrimination.
Under ADA, those who can carry out
the essential functions of the job. Office of Federal Contract
Compliance Programs
Americans with Disabilities (OFCCP)
Act (ADA) This office is responsible for
The act requiring employers to make implementing the executive orders
reasonable accommodations for and ensuring compliance of federal
disabled employees; it prohibits dis contractors.
crimination against disabled persons.
Equal Pay Act of 1963
“mixed-motive” case The act requiring equal pay for equal
A discrimination allegation case in work, regardless of sex.
which the employer argues that the
employment action taken was moti Age Discrimination in
vated not by discrimination, but by Employment Act of 1967
some nondiscriminatory reason such (ADEA)
as ineffective performance. The act prohibiting arbitrary age
discrimination and specifically
protecting individuals over
40 years old.
Vocational Rehabilitation
Act of 1973
The act requiring certain federal
contractors to take affirmative
action for disabled persons.
HR audit
An HR audit is an analysis of the
completeness, efficiency, and
effectiveness of the organization’s
HR functions, including its HR poli
cies, practices, processes, and rel
evant metrics.
high-performance work
system (HPWS)
A set of human resource manage
ment policies and practices that pro
mote organizational effectiveness.
discrimination complaints and sue
on behalf of complainants