workplace everthing

Question 1

what are four areas of workplace function

Answer 1

corporate social resp.
risk management
managing global workforce
us employment law & Regulations

Question 2

Perlmutter’s Four Multinational Corporation Orientations

Answer 2

Ethnocentric, Polycentric, Regiocentric, Geocentric

Question 3

what is Ethnocentric in regards to corporation orientation

Answer 3

Headquarters maintains tight control over subsidiaries, who are expected to follow the strategic pattern, values, policies, and practices expressed by headquarters.

There is “one best way.”

Management will usually share a common ethnic background, different from the ethnic make-up of subsidiaries.

Question 4

what is Polycentric in regards to corporation orientation

Answer 4

Subsidiaries are allowed a large measure of independence as long as they are profitable.

They may plot their own paths based on the business and cultural contexts of their countries.

There are “many best ways.”

Question 5

what is Regiocentric in regards to corporation orientation

Answer 5

Subsidiaries are grouped into regions (such as Europe, North America, or Asia-Pacific).

Strategic coordination is high within the region but not as high between the region and headquarters.

Question 6

what is Geocentric in regards to corporation orientation

Answer 6

Subsidiaries are neither satellites taking orders nor independent bodies setting their own course. Headquarters and subsidiaries are participants in a network, each contributing its unique expertise.

There is essentially “a team way,” transcending national borders.

Question 7

what are the 4 categories that describe the strategic orientations of multinational enterprises (MNEs)?

Answer 7

Global, Multidomestic, International, Transnational

Question 8

Globalization Strategy - international

Answer 8

weak link between HQ and dependent subsidiaries

A firm exports a product or service to foreign countries. The company may open production facilities or service centers, but the product/service, processes, and strategy are developed in the home country.

Examples: A German firm that manufactures robotics for specialized industrial purposes around the world; an American-based defense contractor, that, for security reasons, must maintain clear lines of separation among its various international subsidiaries.

Question 9

Globalization Strategy - Multidomestic

Answer 9

Low GR and high LR

weak links between HQ and autonomous subsidiaries

The organization is a decentralized portfolio of subsidiaries. Goals and strategies are developed locally because of competitive demands. Knowledge is shared on a local rather than global level.

Example: A confectionery company, with different products and manufacturing and sales strategies for each market in which it operates.

Question 10

Globalization Strategy- Global

Answer 10

High GR & low LR

strong links between HQ and subsidiaries.

The firm views the world as a single global market and offers global products that have little or no national variation or that have been designed with customizable elements. Strategy, ideas, and processes emanate from headquarters.

Example: A white goods manufacturer whose products are quite standardized (washing machines, dishwashers, etc.).

Question 11

Globalization Strategy - Transnational

Answer 11

High GR and HIGH LR

Strong links between HQ and subsidiaries and among subsidiaries

The firm locates its value chain activities in the most advantageous geographic locations. Subsidiaries are allowed to adapt global products and services to local markets. Best practices and knowledge are shared throughout the organization.

Example: A cosmetics company that markets products specifically to different regions and prioritizes diversity in talent acquisition.

Question 12

What are two additional approaches analysts use to describe strategic choices along the Global Integration–Local Responsiveness (GI–LR) continuum?

Answer 12

Upstream and downstream strategies, and identity and process alignment.

Question 13

In an upstream strategy, where are decisions made, what do they focus on, and what areas do strategies typically address?

Answer 13

Made at the organization’s headquarters level

Focus on strategy, coordination, standardization, and integration of resources

Strategies address: workforce alignment, organizational development, and sharing of knowledge/experience

Question 14

In a downstream strategy, where are decisions made, what do they aim at, and what areas do strategies typically address?

Answer 14

Made at the local level

Aim to adapt strategic goals and plans to local realities (local responsiveness)

Strategies address:

Agreements with local workforce groups

Adjustments to policies for local cultural practices (holidays, break times)

Adjustments for local legal requirements

Question 15

What is process alignment, and what are examples of it in global organizations?

Answer 15

Definition: Extent to which operations (IT, finance, HR) are integrated across locations

Examples:

Single technology platform used in all locations

Same business performance metrics across all locales

Unified HR systems across locations

Contrast: Acquired businesses may retain separate processes and operate independently

Question 16

What are known knowns in risk management

Answer 16

Events that are expected and involve little uncertainty.

Question 17

What are known unknowns in risk management?

Answer 17

A: Uncertainties we know exist, but we don’t know much about their probability or impact.

Question 18

What are unknown unknowns in risk management?

Answer 18

Risks we don’t know exist. These are unexpected events that can blindside individuals or organizations.

Question 19

What is Nassim Taleb’s Black Swan theory about?

Answer 19

It describes unknown unknowns—rare, high-impact events that seem predictable in hindsight, like abrupt technological changes or sudden sociopolitical shifts.

Question 20

unknown knowns

Answer 20

risk we mistakenly think we understand.

Question 21

What are the three categories of risk according to Kaplan and Mikes?

Answer 21

A: 1. Internal & Preventable Risks
2. Strategy Risks
3. External Risks

Question 22

What are the four general categories of organizational risks in the risk quadrants model?

Answer 22

Strategic – risks that affect the organization’s ability to achieve its objectives

Operational – risks that affect how the organization creates value

Financial – risks that affect accuracy/timeliness of financial performance info

Hazard – risks that can cause physical harm to people or property (illness, injury, etc.)

Question 23

What are the four categories of risk in the PAPA Model?

Answer 23

Prepare – Predictable & Slow (can be anticipated and planned for)

Act – Predictable & Fast (require immediate action)

Park – Unpredictable & Slow (monitor but low urgency)

Adapt – Unpredictable & Fast (need flexible, adaptive responses)

Question 24

Protected class

Answer 24

People who are covered under a particular federal or state antidiscrimination law.

Question 25

Fair and Accurate Credit Transactions Act (FACT Act)

Answer 25

U.S act that frees employers who use third parties to conduct workplace investigations from the consent and disclosure requirements of the Fair Credit Reporting Act in certain cases.

Question 26

Family and Medical Leave Act (FMLA)

Answer 26

U.S. act that provides employees with up to 12 weeks of unpaid leave to care for family members or because of a serious health condition of the employee

Question 27

Labor Management Reporting and Disclosure Act (LMRDA)

Answer 27

U.S. act that imposed regulations on internal union affairs and the relationship between union officials and union members.

Question 28

Americans with Disabilities Act (ADA)

Answer 28

U.S. act that prohibits discrimination against a qualified individual with a disability because of his/her disability.

Question 29

Phillips v. Martin Marietta Corporation

Answer 29

1971 U.S. case that stated that an employer may not, in the absence of business necessity, refuse to hire women with preschool-aged children while hiring men with such children.

Question 30

Vicarious liability

Answer 30

Legal doctrine under which a party can be held liable for the wrongful actions of another party.

Question 31

portal - to portal act

Answer 31

U.S. act that defines what is included as hours worked and is therefore compensable and a factor in calculating overtime.

Question 32

Burlington Industries, Inc. v. Ellerth

Answer 32

U.S. court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not.

Question 33

McDonnell Douglas Corp. v. Green

Answer 33

Case that established criteria for disparate treatment.

Question 34

Uniform Guidelines on Employee Selection Procedures

Answer 34

Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination.

Question 35

Prudent person rule

Answer 35

States that a fiduciary of a plan covered by the U.S. Employee Retirement Income Security Act has legal and financial obligations not to take more risks when investing employee benefit program funds than a reasonably knowledgeable, prudent investor would under similar circumstances.

Question 36

Age Discrimination in Employment Act (ADEA)

Answer 36

U.S. act that prohibits discrimination in the workplace on the basis of age.

Question 37

Employee Polygraph Protection Act (EPPA)

Answer 37

U.S. act that prevents private employers from requiring applicants or employees to take a polygraph test for preemployment screening or during the course of employment, with certain exceptions

Question 38

Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA)

Answer 38

U.S. act that prohibits discrimination against specified categories of veterans; applies to federal government contractors and subcontractors.

Question 39

Adverse impact

Answer 39

Type of discrimination that results when a policy that appears to be neutral has a discriminatory effect; also known as disparate impact.

Question 40

Gender identity

Answer 40

Refers to one’s internal, personal sense of being a man or a woman (or boy or girl), which may or may not be the same as one’s sexual assignment at birth.

Question 41

Occupational injury

Answer 41

Injury that results from a work-related accident or exposure involving a single incident in the work environment.

Question 42

Hostile environment harassment

Answer 42

Occurs when sexual or other discriminatory conduct is so severe and pervasive that it interferes with an individual’s performance; creates an intimidating, threatening, or humiliating work environment; or perpetuates a situation that affects the employee’s psychological well-being.

Question 43

Occupational Safety and Health (OSH) Act

Answer 43

U.S. act that established the first national policy for workplace safety and health and continues to deliver standards that employers must meet to guarantee the health and safety of their employees.

Question 44

Sarbanes-Oxley Act (SOX)

Answer 44

U.S. act that requires that all publicly held companies establish internal controls and procedures for financial reporting to reduce the possibility of corporate fraud.

Question 45

Uniformed Services Employment and Reemployment Rights Act (USERRA)

Answer 45

U.S. act that protects the employment, reemployment, and retention rights of persons who serve or have served in the uniformed services

Question 46

Labor-Management Relations Act (LMRA)

Answer 46

U.S. act that imposed several restrictions and requirements on unions.

Question 47

Fair Credit Reporting Act (FCRA)

Answer 47

U.S act that protects privacy of background information and ensures that information supplied is accurate.

Question 48

U.S act that protects privacy of background information and ensures that information supplied is accurate.

Answer 48

Older Workers Benefit Protection Act (OWBPA)

Question 49

Executive Order 13672

Answer 49

Amends Executive Orders 11478 and 11246 to include gender identity and sexual orientation.

Question 50

Faragher v. City of Boca Raton

Answer 50

U.S. court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not.

Question 51

Weingarten rights

Answer 51

Union employees’ right in U.S. to have a union representative or coworker present during an investigatory interview.

Question 52

Occupational illness

Answer 52

Medical condition or disorder, other than one resulting from an occupational injury, caused by exposure to environmental factors associated with employment.

Question 53

Griggs v. Duke Power

Answer 53

U.S. case that set the standard for determining whether discrimination based on disparate impact exists.

Question 54

Electronic Communications Privacy Act

Answer 54

U.S. act that made it unlawful to intercept messages in transmission, access stored information on electronic communication services, or disclose any of this information.

Question 55

Lilly Ledbetter Fair Pay Act

Answer 55

U.S. act that creates a rolling time frame for filing wage discrimination claims and expands plaintiff field beyond employee who was discriminated against.

Question 56

ADA Amendments Act (ADAAA)

Answer 56

Amendments to U.S. Americans with Disabilities Act covering the definition of individuals regarded as having a disability, mitigating measures, and other rules to guide the analysis of what constitutes a disability.

Question 57

National Labor Relations Act (NLRA)

Answer 57

U.S. act that protected and encouraged the growth of the union movement; established workers’ rights to organize and bargain collectively with employers.

Question 58

General Duty Clause

Answer 58

Statement in U.S. Occupational Safety and Health Act that requires employers subject to the act to provide employees with a safe and healthy work environment.

Question 59

Patient Protection and Affordable Care Act (PPACA)

Answer 59

2010 U.S. law that requires virtually all citizens and legal residents to have minimum health coverage and requires employers with more than 50 full-time employees to provide health coverage that meets minimum benefit specifications or pay a penalty.

Question 60

Comparable worth

Answer 60

Concept that jobs filled primarily by women that require skills, effort, responsibility, and working conditions comparable to similar jobs filled primarily by men should have the same classifications and salaries.

Question 61

Employee Retirement Income Security Act (ERISA)

Answer 61

U.S. act that established uniform minimum standards to ensure that employee benefit and pension plans are set up and maintained in a fair and financially sound manner.

Question 62

Equal Pay Act (EPA)

Answer 62

U.S. act that prohibits wage discrimination by requiring equal pay for equal or “substantially equal” work performed by men and women.

Question 62

Davis-Bacon Act

Answer 62

U.S. act that requires certain contractors and subcontractors to pay laborers and mechanics no less than the locally prevailing wages and fringe benefits for corresponding work on federal contracts.

Question 63

Bona fide occupational qualification (BFOQ)

Answer 63

Factor (such as religion, gender, national origin, etc.) that is reasonably necessary, in the normal operations of an organization, to carry out a particular job function.

Question 64

National Federation of Independent Business v. Sebelius

Answer 64

U.S. Supreme Court ruling that Patient Protection and Affordable Care Act requirement that individuals purchase health insurance was constitutional but requirement that states expand Medicaid was not.

Question 65

McNamara-O’Hara Service Contract Act

Answer 65

U.S. act that requires contractors and subcontractors on certain contracts to pay service employees in various classes no less than the wage rates and fringe benefits found in the locality or the rates found in the previous contractor’s collective bargaining agreement.

Question 66

National Defense Authorization Acts (NDAA

Answer 66

U.S. acts that expanded FMLA leave for employees with family members who are covered members of the military.

Question 67

Ledbetter v. Goodyear Tire and Rubber Company

Answer 67

2007 case in which the U.S. Supreme Court ruled that claims of sex discrimination in pay under Title VII were not timely because discrimination charges were not filed with the EEOC within the required 180-day time frame.

Question 68

Civil Rights Act of 1991

Answer 68

U.S. act that expands the possible damage awards available to victims of intentional discrimination to include compensatory and punitive damages; gives plaintiffs in cases of alleged discrimination the right to a jury trial.

Question 69

Fair Labor Standards Act (FLSA)

Answer 69

U.S act that establishes minimum wage, overtime pay, youth employment, and record-keeping standards affecting full- and part-time workers in the private sector and in federal, state, and local governments.

Question 70

Walsh-Healey Public Contracts Act

Answer 70

U.S. act that establishes a minimum wage, maximum hours, and health and safety standards for contracts to manufacture or furnish materials, articles, or equipment to the U.S. government or the District of Columbia.

Question 71

Exempt employees are covered by what legislation?

Answer 71

Employees who are excluded from U.S. Fair Labor Standards Act minimum wage and overtime pay requirement

Question 72

Lechmere, Inc. v. NLRB

Answer 72

1992 case in which the U.S. Supreme Court ruled that an employer cannot be compelled to allow nonemployee organizers onto the business property.

Question 73

Equal Employment Opportunity Act

Answer 73

U.S act that amended Title VII and gave the Equal Employment Opportunity Commission authority to “back up” its administrative findings and conduct its own enforcement litigation.

Question 74

Immigration Reform and Control Act (IRCA)

Answer 74

U.S. act that prohibits discrimination against job applicants on the basis of national origin or citizenship and establishes penalties for hiring undocumented workers.

Question 75

Quid pro quo harassment

Answer 75

Type of sexual harassment that occurs when an employee is forced to choose between giving in to a superior’s sexual demands and forfeiting an economic benefit such as a pay increase, a promotion, or continued employment.

Question 76

Worker Adjustment and Retraining Notification (WARN) Act

Answer 76

U.S. act that requires some employers to give a minimum of 60 days’ notice if a plant is to close or if mass layoffs will occur.