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HRIM E2 P2
Fichas del conjunto (17)
- 1What are the 5 stages of the conflict process1. Potential Opposition
2. Cognition and Personalization
3. Intentions
4. behavior
5. Outcomes - 2Describe the difference between functional and dysfunctional conflict.F: improves group performance
D: hinders group performance - 3What 3 things are need to be analyzed for the potential opposition?Communication: barriers, too much/little
Structure: group size, age, diversity ; organizational rewards, goals, group dependency
Personal Variables: personality types, emotionality - 4Describe cognition and personalization.Potential for conflict is actualized. Parties "make sense of conflict by defining it and its potential solutions
- emotions play a major role in shaping perceptions
- look at perceived and felt conflict (emotional involvement) - 5Describe intentionsDecision to act in a given way
- inferred (often erroneous) intentions may cause greater conflict - 6Describe Behavior- where conflict becomes visible; attempts to implement each parties intentions
- can become a stimulus to t miscalculations or unskilled enactments - 7Name a few conflict resolution techniques1. Problem solving 2. Expansion of Resources 3. Avoidance 4. Smoothing 5. Compromise 6. Authoritative Command 7. Altering human variable 8. Altering structural variables 9. Communication 10. Bringing in others 11. Restructuring organization 12. Appointing devil's advocate
- 8Describe Functional and dysfunctional outcomes of conflict.F: Improves decision quality, stimulates creativity and innovation, encourages interest and curiosity, airs out problems, and accepts change/self eval
D: group is less effective, cohesiveness and communications are reduced, and leads to destruction of group - 9What are the 4 Major EEO Laws?1. Title VII of the Civil Rights Act of 1964
2. Age Discrimination in Employment Act of 1967 - Amended in 1986
3. Immigration Reform and Control Act of 1986
4. Americans with Disabilities Act - 10Describe Title VII of the Civil Rights Act of 1964.- Addresses employment discrimination of the basis of race, color, religion, sex, or national origin
- Affects employers with 15 or more employees, gov't agencies, or unions
- Does not protect aliens unauthorized to work in US
Violations: Disparate Treatment/impact - 11Describe Disparate Treatment.T: employment practices that treat protected group members less favorably than others, openly or covertly ( discrimination against individuals or using race, color, religion, sex, or origin as a basis for treating people unequally
- direct discrimination, unequal treatment, decision rules w/ racial/sexual premise or cause, prejudiced acting, and different standards for different groups - 12Describe Disparate or adverse impact.: indirect discrimination, unequal consequences/results, decision rules w/ a racial sexual consequence or result, unintentional discrimination, neutral actions; same standards but different consequences for each group
- personnel practices that have a differential impact upon some groups; discriminations against classes of employees/people using a practice without business justification, - 13Name the 2 exceptions to Title VII.1. Job relatedness (business necessary
2. Bona fide Occupational Qualification (BFOQs): allows employer to engage in disparate treatment based on protected classifications; essence of business requires the expulsion of one sex; all or substantially all members of that sex are unable to perform adequately in the job - 14Describe the Age Discrimination in employment Act of 1967.ADEA: prohibits employment discrimination on the basis of age against people 40 or older in all employment actions
- Affects employers with 20 or more employees and unions with 25 or more - 15Describe the Family and Medical Leave Act of 1993.: employers w/ 50=< employees within a 75 mile radius to offer up to 12 month of unpaid (but job protected);
- employers are not required required to provide these benefits to the highest paid 10% of executives
- use for birth, adoption, care for ill parent, spouse or child or medical treatment - 16Describe which employees can quality for FMLA.Eligible workers must be employed for 12 months, and have worked 1,250 hours (or 25 hours per week)
- Husband and wife employed by same company can be limited to 12w total
- Intermittent leave can't affect birth or adoption; health care must be continued on leave; - 17Describe the Americans with Disabilities Act.
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- (Exam 2) HRIM Fichas sobre HRIM E2 P2, creado por Ayanna Patterson el 27/03/2017.
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- Ayanna Patterson
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