The National Labor Relations Act (NLRA) identifies five types of employer practices that should be considered unfair labor practices. It is unfair for an employer to interfere in the activities of a union or prevent employees from taking any action…
Unfair Labor Practices are prohibited actions by law or the National Labor Relations Board (NLRB) ruling taken by either the union or management. First, charges of unfair labor practices must be filed within six months of the alleged practice and…
Attrition or restrictive hiring is the act of reducing the workforce by not replacing individuals who leave an organization. Only essential positions are filled. Attrition is used to avoid layoffs. A hard freeze means that all open positions will remain…
HR planning systems should support an organization’s business plan. Businesses must have a precise blend of knowledge, skills, and abilities among employees. HR Planning can be separated into three forecasting periods: Short-range planning involves projecting workforce staffing requirements. Middle-range planning…
Intergroup conflict refers to a clash between two or more teams, groups, or departments. This occurs when there are expressions of hostility or intentional interference with the opposing group’s activities. Causes of Intergroup conflict: competition for resources; opposing viewpoints; lack…
The International Labour Organization (ILO) was founded in 1919 to address working conditions. A part of the United Nations, the ILO is comprised of 187 member states. Its mission is to promote decent working conditions that include eliminating child labor,…
The five stages of group development developed by Bruce Tuckman are: Forming: superficial introductions and determining boundaries of acceptable behavior. Storming: the team must work through conflicts related to authority, vision and values, personality, and cultural differences. Norming: greater cooperation…
Four analytical steps in workforce planning: The supply model analysis, which reviews an organization’s current labor supply. The demand model analysis, which estimates future business plans and objectives. The gap analysis, which compares the variances in the supply and demand…
The National Labor Relations Board (NLRB) was founded by Congress as part of the Wagner Act to defend and protect the right of employees, employers, unions, and the general public. The NLRB has two major functions: resolving unfair labor practices…
A Center of Excellence (COE) Human Resource Model features internal groups of consultants that have expertise in the different human resource functional areas, like payroll and benefits.
KPI stands for Key Performance Indicators. KPIs measure specific human resource activities that contribute to the efficiency and effectiveness of a company. KPIs provide a company with quantitative measurements that can be used to examine qualities and actions that contribute…
To calculate this ratio: (number of human resources FTEs / Number of total FTEs) x 100 This ratio allows for the comparison of staffing levels among firms. In general, larger organizations employ more human resource professionals to meet the needs…
Self-Determination Theory identifies three core intrinsic motivators: Autonomy, Competence, Relatedness. Autonomy in this context focuses more on self-initiation and regulating one’s behavior toward task selection, organization, and completion. Competence involves the mastery of skills required to complete the work and…
Three Needs Theory David McClelland saw Motivation as primarily intrinsic and said that it arose from three main needs: Achievement Affiliation Power The Need for achievement involves embracing challenges, being goal-oriented, and taking calculated risks. The need for affiliation involves…
B.F. Skinner concluded that motivation is based on extrinsic factors such as reward and punishment. Employers can influence behavior through positive reinforcement or negative reinforcemen, which results in employees acting in certain ways to receive prizes or to avoid…
Herzberger’s Motivator Hygiene Theory Herzberger said an employee’s motivation is affected by both hygiene factors and motivators. Hygiee factors: are extrinsic and include salary, benefits, and work environment. Motivators are intrinsic and include growth and recognition. Herzberger discovered that…
Characteristics of a Transformational Leadership include: Charismatic: gains buy-in for the vision and mission, earns respect and trust, and enstills pride. Inspirational: communicates heightened performance expectations and encourages big-picture thinkin. Intellectual stimulating: promotes learing and development. Individualized consideration: coaches followers,…
Theory X + Theory Y of Leadership Theory X and Theory Y are theories of human work motivation and management. They were created by Douglas McGregor while he was working at the MIT Sloan School of Management in the 1950s,…
Attributes of Transformational leadership involve championing a shared vision with employees. Leaders inspires awareness of and dedication to the group’s mission. Followers are empowered by facts, resources, and support so that they can approacch work in a committed, concerned, and…
Attribution Theory by Fritz Heider and Bernard Weiner: Ability, effort, task difficulty, and luck for achieving success. “Weiner focused his attribution theory on achievement (Weiner, 1974). He identified ability, effort, task difficulty, and luck as the most important factors…