Jargons in Human Resource Management A Abandonment of Position It means to quit a job without formally resigning.

Abrogation of Agreement It is the formal cancellation of a collective bargaining contract or any art of such agreement. Accelerating Premium Pay It is a sort of bonus incentive system in! which ay rates increase when actual roduction e"ceeds the set standards. Acce table #evel of $nem loyment It means that the individual to whom it is acce table still has a job. Accession %he term indicates any addition to the wor&force of a concern. Accession Rate %he jargon also &nown as hiring rate means the number of em loyees that are added to a ayroll during a given time eriod. It is ordinarily e" ressed as a ercentage of total em loyment. %he accession rate is an im ortant indicator of economic growth. An increase in accession rate indicates economic recovery whereas decrease in such rate indicates an economic recession. Accession rates can be calculated using the following formula' %otal accessions ( )** ,,,,,,,,,,,,,,,,,,,,,,,,,,,,, %otal number of wor&ers

Accession rate +

Accidental -eath .enefit %his is a ty e of clause contained in certain life insurance olicies! which rovides for ayment of additional amounts to the beneficiary if the insured arty dies as a result of an accident. %here is also a ty e of rovision! which allows an accident death benefit in which twice the normal value of the olicy is ayable and this rovision is &nown as /double, indemnity/ rovision. Accident and 0ic&ness .enefits %hese are various ty es of regular ayments made to em loyees who lose time from wor& owing to off,the job dis, abilities that are occasioned by accident or sic&ness. Accident 0everity Rate %his rate is calculated as the number of wor&days lost because of accidents er thousand hours wor&ed. Achievement -rive It is an urge to strive for higher standards of erformance in a given area of endeavor. %he term is also &nown! as achievement need. Across,the,.oard Increase It refers to an increase in wages granted to an entire wor&force. 0uch an increment may be e" ressed in dollars or as ercentage of salary. Actionable An act or occurrence is actionable if it rovides sufficient reason for a grievance or lawsuit. Action Research It denotes a lication of the scientific method to ractical roblems.

Active #istening It is &ind of counseling technique in which the counselor listens to both the facts and the feelings of the s ea&er. It is called /active/ listening because the counselor has the s ecific res onsibilities of showing interest! of not assing judgement! and of hel ing the s ea&er to wor& out his roblems. Actuarial Projections %hese are mathematical com utations involving the rate of morality for a given grou of eo le. Actuary An actuary is a s ecialist in the mathematics of insurance. Ad Hoc Arbitrator He is an arbitrator selected by the arties involved to serve on one case. 1othing revents the arbitrator from being used again if both arties agree. Ad hoc or tem orary! single,case arbitration is different from 2 ermanent3 arbitration where arbitrators are named in an agreement to hel resolve dis utes about the agreement that may arise during the life of the agreement. Ad Hoc 4ommittee It is a committee formed for a articular tas& or ur ose. 0uch committees cease to e"ist as soon as the goal of its formation is attained. Administrative #aw Administrative law is the law about the ower and rocedures of administrative agencies! including es ecially the law governing judicial review of administrative action. An administrative agency is a governmental authority! other than a court and other than a legislative body! which affects the right of rivate arties through adjudication! rulema&ing! investigating! rosecuting! negotiating! settling! or informally acting. An administrative agency may be called a commission! board! authority! bureau! office! officer! administrator! de artment! cor oration! administration! division or agency. 1othing of substance hinges on the choice of name! and usually the choices have been entirely ha ha5ard. 6hen the President! or a governor! or a munici al governing body e"ercises owers of adjudication or rulema&ing! he or it is to that e"tent an administrative agency. Admonition It is a sim le re roval of an em loyee by a su ervisor. Advance on 6ages %hese are wages or salaries that are drawn in advance of wor& erformance or earned commissions. %he term also a lies to ayments in advance of the regular ayday for sums already earned. Adverse Action It is the ersonnel action considered unfavorable to an em loyee! such as discharge! sus ension! demotion! etc. Adverse 7ffect It is the differential rate of selection for ur oses such as hire! romotion! etc. 0uch discrimination wor&s to the disadvantages of an a licant subgrou ! articularly subgrou s classified by race! se"! and other characteristics on the basis of which discrimination is rohibited by law. Adverse Im act 6hen a selection rocess for a articular job or grou of jobs result in the selection of members of any racial! ethnic! or se" grou at a lower rate than members of other grou s! this rocess is said to have adverse im act. Advisory Arbitration It is a ty e of arbitration recommending solution of a dis ute. However it is not binding u on either arty. Affected 4lass He is one who continues to suffer the resent effects of ast discrimination. An em loyee or grou of em loyees may

be members of an affected class when they continue to suffer adverse effects because of certain ast discrimination that were based on race! religion! se"! or national origin. Affirmative Action In a formal and legal sense! affirmative action connotes s ecific efforts to recruit! hire! and romote disadvantaged grou s in order to eliminate the resent effects of ast discrimination. Affirmative Action 8rou s Affirmative action grou s also termed as rotected grou s are segments of the o ulation that are recogni5ed by federal! state or local laws to be s ecifically rotected from any em loyment discrimination. 0uch grou s include women! identified minorities! the elderly! and the handica ed. Affirmative Action 9fficer He is an individual in an establishment having the fundamental res onsibility for the develo ment! installation! and maintenance of the establishment3s affirmative action rogram. Affirmative Action Plan %his is a written lan of an organi5ation to redress ast discrimination against! or underutili5ation of! women and minorities. %he lan consists of a statement of goals! timetables for achieving milestones! and s ecific rogram efforts. Affirmative Action Program It is a formal course of action underta&en by em loyers to hire and romote women and minorities in order to correct ast abuses or maintain resent equity. %he most basic tool of an affirmative action rogram is the affirmative action lain. Affirmative 9rder Affirmative order is an order issued by the state agency which demands that an em loyer or union to ta&e s ecific action to cease erforming and:or under the effects of an unfair labor ractice. Affirmative Recruitment It signifies the recruiting efforts underta&en to assure that sufficient numbers of women and minorities are re resented in a licant ools for ositions in which they have been underutili5ed in ast. Ageism Ageism means discrimination against those who are considered old. Agency 0ho It is a union security rovision in certain collective bargaining agreements according to which the non,union em loyees of the bargaining unit are required to ay the union of the sum equal to union dues as a condition of continuing em loyment. Agent Provocateur He is an individual by an organi5ation to cause roblems for a rival organi5ation by inducing its members to erform acts that the best interest of the o osition. Aggregate 4ost Method %he method also called aggregate method is rojected funding technique that com uters ension benefits and costs for an entire lan rather than for its individual artici ants. A#89# Abbreviation of algorithmic language. It is a com uter language that is made u of both algebraic and 7nglish com onents. Alleged -iscriminatory 9fficial ;A-9< He is an individual who is charged in a formal equal em loyment o discriminatory actions.

ortunity com laint to have caused or tolerated

All,ris& Policy An insurance olicy which covers ris&s of any &ind! without any e"clusions. Al habeti5e It is a discrimination against those whose names begin with letters at the end of the al habet. Alternate =orm It is any of two or more versions of a test that are the same with res ect to the nature! number! and difficulty of the test items and that are designed to yield essentially the same scores and measures of variability for a given grou . 0uch form is also called equivalent form or com arable form. Alternate,=orm Reliability %his is a measure of the e"tent to which two arallel or equivalent forms of a test are consistent in measuring what they ur ort to measure. Alternation Ran&ing %his is a sort of technique used in job evaluation and erformance a raisal in which ran&s for the highest and the lowest are assigned then ran&s for the ne"t highest and the ne"t lowest! etc.! until all jobs have been ran&ed. Amicus 4uriae #iteral meaning of the jargon is /friend of the court/. It is any erson or organi5ation who is allowed to artici ate in a lawsuit who would not otherwise have a right to do so. Partici ation is usually limited to filing a brief on behalf of one side or the other. Analogue Analogue means an individual3s counter art or o

osite number in another organi5ation.

Analytical 7stimating It is technique of wor& measurement according to which the time required for erforming a job is estimated on the basis of rior e" erience. Annuali5ed 4ost 4ost of anything for a )>,month eriod is called annuali5ed cost. %welve,month eriod may be for a calendar year! fiscal year! or the date on which a contract becomes effective! etc. Annuitant 9ne who is the reci ient of annuity benefit ayments is called an annuitant. Annuity Annuity is the annual sum ayable to a retired former em loyee. Antedate It means to ut an earlier date on a document. Anti,#abor #egislation It is any law at any level of government that organi5ed erceives to be to its disadvantage and to the disadvantage of rime union interests, better hours! wages! and wor&ing conditions. 7"am les would be /right,to,wor&/ laws and /anti, stri&e/ laws. A aratchi& %his is a Russian word for a bureaucrat but is now used colloquially to refer to any administrative functionary. %he word as used in 7nglish seems to have no olitical connotations. It merely im lies that the individual referred to mindlessly follows orders. A ellant 9ne who a

eals a case to a higher authority is called an a

ellant.

A ellate Jurisdiction A ellate jurisdiction refers to the ower of a tribunal to review cases that have reviously been decided by a lower authority. A licant Pool All those individuals who have a

lied for a articular job over a given eriod are collectively termed as a

licant ool.

A licant Po ulation %his is the set of individuals within a geogra hical area! with identifiable characteristics or a mi" of such characteristics! from which a licants for em loyment are obtained. 4hanges in recruiting ractices may change certain characteristics of those that a ly for wor& and therefore may change the nature of the a licant o ulation. A licant %ally It is a tally system by which the 779 status of a licants is recorded at the time of a lication or interview. .y eriodically com aring a licant tally rates with rates of a ointment and:or rejection! the rogress of affirmative action recruitment effort can be measured. A lication .lan& It is the first hase of the selection rocesses. If the a lication blan& is ro erly com leted it can serve three ur oses which are as follows. =irstly! it is a formal request for em loyment. 0econdly! it rovides information that indicates the a licants fitness for the osition. And lastly! it can become the basic ersonnel record for those a licants who are hired. A A lied Psychology lied sychology is the ractical use of the discoveries and rinci les of sychology.

A ointing 9fficer A ointing officer also called a ointing authority it the erson having ower by law! or by law,fully,delegated authority! to ma&e an a ointment to ositions in an organi5ation. A titude %est 9rdinarily a set of se arate tests designed to measure the overall ability an individual to learn. Arbiter Anyone chosen to decide a disagreement. Arbitrability It means whether or not an issue is covered by a collective bargaining agreement and can be heard and resolved in arbitration. Arbitration 4lause %his is a rovision of a collective bargaining agreement! which sti ulates that dis utes arising during the life of the contract over its inter retation are subject to arbitration. %he clause may be broad enough to conclude /any dis ute/ or restricted to s ecific concerns. Arbitration %ribunal %he anel created to decide a dis ute that has been submitted to arbitration is &nown as an arbitration tribunal. Arbitrator 9ne who conducts arbitration is called an arbitrator. Architectural .arriers %hese are hysical barriers or the hysical as ects of a building that might hinder or revent the em loyment of a hysically handica ed erson. %he lac& of a ram ! for e"am le! may revent a erson in a wheelchair from entering a building having only stairways for access.

Archives %hese are ermanently available records created or received by an organi5ation for its formal or official ur oses. Area Agreement It is a collective bargaining agreement covering various em loyers and their wor&ers in a large geogra hical area. Area of 4onsideration %hese are geogra hic areas within which all candidates that meet the basic requirements for romotion to a osition are given the o ortunity to be considered. Area 6age -ifference -ifferent ay rates for various occu ations in different geogra hic area. Area 6ide .argaining 4ollective bargaining between a union and the re resentative of an industry in the same city or locality is termed as area wide bargaining. Assembly #ine It is a roduction method that requires wor&ers to erform a re etitive tas& on a roduct as it moves along on a conveyor belt or tract. Assertiveness %raining It is a training rogram designed to aid less assertive eo le communicate and e" ress their ideas and feelings more effectively. %he ideal level of assertiveness lies midway between assivity and aggressiveness. Assessment 4enter %he term /assessment center/ does not refer to a articular lace. Rather! it is a rocess consisting of the intense observation of a subject undergoing a variety of stimulation and stress situations over a eriod of several days. Assessment centers have roven to be an increasingly o ular way of identifying individuals having future e"ecutive otential so that they may be given the a ro riate training and develo ment assignments. Assessments It denotes the amount aid by union members in addition to their regular dues when a union needs funds urgently in order to su ort a stri&e or some other union endorsed cause. %he amount of these assessments is usually limited by a union3s constitution and:or by laws. Assignment of 6ages It is a rocedure by which an em loyer! u on the authori5ation of the em loyee! automatically deducts a ortion of the em loyee3s wages and ays it to a third arty! usually a creditor. 0uch a rocedure is also called as attachment of wages. However when a court orders this! the rocess is &nown as garnishment. Association Agreement It is a model of standardi5ed collective bargaining agreement ut forth by an em loyer3s association. Assum tion,of,Ris& -octrine It is a common,law conce t which states that an em loyer should not be held res onsible for an accident to an em loyee if the em loyer can show that the injured em loyee had voluntarily acce ted the ha5ards associated with a given job. Attendance .onus Also called attendance money! it is a ossible ayment to an em loyee that serves as inducement to regular attendance. Attitude 0cale It connotes any series of attitude indices that have given quantitative values relative to each other.

Attitude 0urvey It is a questionnaire! usually anonymous! that elicits the o inion of em loyees. After com letion they are summari5ed and analy5ed to determine com liance with and attitudes towards current ersonnel management olicies. Attrition It indicates decrease in the si5e of a wor&force through normal rocesses! such as voluntary resignations! retirements! discharges for cause! transfers! and deaths. Au Pair %his is a .ritish term used to refer to a foreign girl doing light domestic tas&s for a family in e"change for room and board. Authori5ation 4ard It is a form signed by a wor&er to authori5e a union to re resent the wor&er for ur ose of collective bargaining. Automatically Programmed %ool 0ystem ;AP%< It is a com uter language describing the o erations to be erformed in 7nglish,li&e terms. Automatic 4hec&out %his is an illegal rocedure whereby the em loyer deducts union dues and assessments from the ay of all em loyees in the bargaining unit without the rior consent of each individual em loyee. It is also called automatic chec&out. Automatic 6age Adjustment Raising or reducing wage rates in direct res onse to reviously determined factors such as an increase:decrease in the 4onsumer Price Inde" or the com any3s rofits is &nown as automatic wage adjustment. Automaton Person acting mechanically in a monotonous routine without the need to use any intellectual ca acities is called an automaton. %he thrust of the scientific management movement was to ma&e wor&ers the most efficient ossible automations. A significant ortion of modern industrial unrest is directly related to the wor&force3s resentment at being treated in such a manner. Au"iliary Agency Also called house&ee ing agency or overhead agency! an au"iliary agency is an administrative unit whose rime res onsibility is to serve other agencies of the greater organi5ation. Personnel agencies are usually au"iliary! house&ee ing! or overhead agencies. Average 7arned Rate %otal earning for a given time eriod divided by the number of hours wor&ed during the eriod gives the average earned rate. Average Hourly 7arnings %hese are the wages earned by an em loyee er hour of wor& during a s ecific time eriod. %he average hourly earnings are com uted by dividing total ay received by the total hours wor&ed. Average Incumbents It is the average wor&force strength figure found by adding the wor&force strengths at the beginning and end of a s ecified re ort eriod and dividing this sum by two. %his ty e of com utation is widely used in turnover analysis. Average 0traight,%ime Hourly 7arnings %hese are average wages earned er hour e"clusive of remium ayments and shift differentials. A69# Abbreviation of absent without official leave. %his term is usually restricted to the military. .

.ac& Pay It means delayed ayment of wages for a articular time eriod. .ac&,%o,6or& Movement 0tri&ing em loyees returning to their jobs before their union has formally ended the stri&e. .and 4urve 4hart Also called cumulative band chart! band curve chart is one on which the bands of a gra h are lotted one above the other. .ar 7"amination It is a written test that new lawyers must ass in order to ractice law. .argaining Agent It is the union organi5ation and not an individual that is the e"clusive re resentative of all the wor&ers! union as well as non,union! in a bargaining unit. 7m loyers may voluntarily agree that a articular union will serve as the bargaining agent for their em loyees! or the decision on re resentation can be settled by secret ballot election. .argaining Rights %hese are the legal rights according to which all wor&ers have to bargain collectively with their em loyers. .argaining 0trength .argaining strength re resents the relative owers that each of the arties hold during the negotiating rocess. %he final settlements often reflect the bargaining ower of each side. .argaining %heory of 6ages It is a theory of wage which states that wages are used on the su ly and demand for labor! that wages can never be higher than a com any3s brea&,even oint or lower than bare subsistence for the wor&ers! and that the actual / rice/ of labor is determined by the relative strengths i.e.! the bargaining ower of em loyers and wor&ers. .argaining $nit A grou of em loyees who negotiate with their em loyer to reach a collective agreement is called a bargaining unit. .ase Period It is that time for which an em loyee must wor& before becoming eligible for state un,em loyment insurance benefits. .ase Points %hese are the minimum oint values given to the factors in a job evaluation system. .ase 0alary or .ase Rate It denotes the standard earnings before the addition of overtime, remium ay. .ase %ime It is the time required for an em loyee to erform an o eration while wor&ing normally with no allowance for ersonal:unavoidable delays or fatigue. .asic Rate of Pay It re resents the hourly wage of an em loyee. It is the regular rate of ay u on which overtime and other wage su lements would be com uted. .asic 6or&day %he number of hours in a normal wor&day established by collective bargaining agreements or statutory law. Premium ayments must usually be aid for time wor&ed in e"cess of the basic wor&day. %he eight,hour day is widely acce ted as the standard basic wor&day.

.asic 6or& 6ee& %he number of hours in a normal wor&wee& established by collective bargaining agreements or statutory law. Premium ayments must usually be aid for time wor&ed in e"cess of the basic wor&wee&. %he ?*,hours wee& is widely acce ted as the standards basic wor&wee&. .attery! or %est .attery %he jargon signifies two or more tests administered together and standardi5ed on the sam le o ulation so that the result on the various tests is com arable. %he term battery is also used to refer to any tests administered as a grou . .eginner3s Rate or %rainee Rate It is the wage rate for an ine" erienced em loyee. .ehaviorally Anchored Rating 0cales ;.AR0< It is the erformance evaluation technique based on the scaling of critical incidents of wor& erformance. .ehavior Modeling It is a training technique for first or second line su ervisors in which videota es and:or role, laying sessions are ado ted to give su ervisors an o ortunity to im rove their su ervisory abilities by imitating /models/ also who have already mastered such s&ills. .ehavior Modification ;. Mod< It suggests use of ositive or negative reinforcement to change the behavior of individuals or grou s. .ehavioral 0ciences A general term for the entire academic disci lines that study human and animal behavior by means of e" erimental research. .ehavioral %echnology .ehavioral technology is an emerging disci line that see&s to blend together both the technical and human as ects of the wor& lace. 7qual em hasis is laced on the social as well as the technological science in order to foster the individual3s fullest use as both a human and technical resource. .ehaviorism It is a school of sychology! which holds that only overt behavior! is the ro er subject matter for the entire disci line. .ench Mar& It refers to any standard that is identified with sufficient detail so that other similar classification can be com ared as being above! below! or com arable to the /bench,mar&/ standard. .ench Mar& Position %he osition used as a frame of reference in the evaluation of other osition is benchmar& osition. .enefit Plans %hese are welfare rograms managed by a union for its members. Payment for such welfare rograms is made from dues! voluntary contributions! or s ecial assessments. .enefit 0eniority It indicates use of seniority in com uting an em loyee3s economic fringe benefits such as ensions! vacations! bonuses etc! .ernreuter Personality Inventory ;.PI< It re resents the ersonality inventory commonly used in business and industry to measure si" ersonality traits! which are neurotic tendency! self,sufficiency! intro,e"troversion! dominance:submission! self,confidence! and sociability. .e 0 o&e 6or& It is an out,of,date term used to denote s ecial orders.

.idding It is an act by which an em loyee of an organi5ation ma&es &nown his interest in a vacant osition in that same organi5ation. .inding Arbitration .inding arbitration is actually a redundancy. Arbitration is by its very nature binding u on the arties unless it is advisory. .i,Partite .oard %he labor management committee established as art of a grievance rocess in order to resolve a dis ute short of arbitration is &nown as a bi, artite board. .irth #eave .irth leave is the aid time leave granted only to men u on the birth of a child. 6omen are given maternity leave! should the occasion warrant. .iserial 4orrelation It is a correlation between the score on a articular item and the total test score. .lac& 7conomy .lac& economy is that wor& which is aid for in cash and hence not declared for ta". .lac& #ist It is a list containing names those men who have gone ban&ru t. Merchants re are it. .lac& #ung -isease It is a chronic and disabling occu ational disease found mostly in miners! which results from the inhalation of dusts over a long eriod of time. Its o ular name results from the tendency of the inhaled dusts to blac&en lung tissue. 0cientific name of this disease is neumoconiosis. .lan&et Agreement It is a collective bargaining agreement based on industry wide negotiations or negotiations covering a large geogra hic area within an industry. .lue,4ollar 6or&ers %hese are wor&ers! both s&illed and uns&illed! engaged rimarily in hysical labor. .lue 4ross and .lue 0hield .lue cross is the non rofit grou health insurance lan for hos ital fees whereas blue shield is the non rofit grou health insurance lan for hysician3s fees. .lue 0&y .argaining It refers to unreasonable and unrealistic negotiating demands by either side! made usually at the beginning of the negotiating rocess. %he only /useful/ ur ose of such bargaining are to ;)< satisfy an outside audience that their concerns are being attended to! ;>< delay the 2real3 negotiations because such a delay is thought to hold a tactical advantage! and ;@< rovide a basis for com romise as the negotiations rogress. .od .i5 %his is a slang term for sensitivity training rograms. .ody 4hemistry It is the nebulous conce t that refers to the fact that strangers! u on! meeting! react to a variety of irrational and subliminal signals! which in turn! determine whether they li&e each other or not. .ogey %he jargon means easily e"ceeded informal standard that em loyees may establish in order to restrict roduction.

.ona =ide $nion A union freely chosen by em loyees that is not unreasonably or illegally influenced by their em loyer is a bona fide union. .oondoggle Any wasteful or un roductive rogram. .ootleg 6ages %hese are wages above union scale that an em loyer might ay in a tight labor mar&et in order to retain and attract em loyees! as well as wages below union scale that an em loyee might acce t in lieu of unem loyment. .ottom,#ine,4once t In the conte"t of equal em loyment o ortunity! the bottom,line conce t suggest that an em loyer whose total selection rocess has no adverse im act can be assured that 779 enforcement agencies will not e"amine the individual com onents of that rocess for evidence of adverse im act. .ottom,u Management It is a catch, hrase describing a hiloso hy of artici ative management designed /to release the thin&ing and encourage the initiative of all those down from the bottom u ./ .oulwareism It is a collective bargaining a fair and is the best it can do.

roach in which management ma&es a final /ta&e,it,or,leave it/ offer that it believes is both

.oycott In the conte"t of labor relations! a boycott is any refusal to deal with or buy the roducts of a business as a means of e"erting ressure in a labor dis ute. .rain -rain %he ejorative term referring to the unfortunate flow of human ca ital i.e.! talent from a country or an organi5ation. .rain 0torming %he term is frequently used to describe any grou effort to generate ideas. It can also be defined as a creative conference for the sole ur ose of roducing suggestions or ideas that can serve as leads to roblem solving. .rass %he jargon has a military origin! which refers to the &ey e"ecutives in an organi5ation. .reach of %rust It signifies failure of an em loyee to carry out duties ro erly and honestly. .ridge Job It is the osition s ecifically designed to facilitate the movement of individuals from one classification and:or job category to another classification and:or category. 0uch bridge jobs are an integral art of many career ladders and u ward mobility rograms. .roo&ings Institution It is a non rofit organi5ation attached to research! education! and ublication in economics! government! foreign olicy! and the social sciences generally. .ro&en %ime! or 0 lit 0hift It refers to the daily wor& schedule divided by a length of time considerably in e"cess of the time required for a normal meal brea&. =or e"am le! a school bus driver may wor& from A to )* a.m. and then from > to A .m.

.rown #ung -isease It is a chronic and disabling lung disease that affects wor&ers in cotton mills. 0cientific name of this disease is byssinosis. .uc&ology It is technique of evading res onsibility. .uddy 0ystem It is a form of on,the,job training technique whereby a trainee is assigned to wor& closely with an e" erienced wor&er until the trainee gains enough e" erience to wor& alone. .udgeting .udgeting is a rocess of translating lanning and rogramming decisions into s ecific rojected financial lans for relatively short eriods of time. .uggin3s %urn It is a .ritish hrase for romotion based on seniority rather than merit. .um or .um ing It is a layoff rocedure that gives an em loyee with greater seniority the right to dis lace or /bum / another em loyee. 0ometimes bum ing rights are restricted to one lant! office! or de artment. .ecause of legally guaranteed bum ing rights! the laying off of a single wor&er can lead to the sequential transfers of a do5en others. .ureau It is a government de artment! agency or subdivision of it. .ureau athology %he term describes the athological or dysfunctional as ects of bureaucracy. .usiness Agent He is a full,time officer of a local union! elected or a ointed! who handles grievances! hel enforce agreements! and otherwise deals with the union3s financial! administrative! or labor,management roblems. .usiness 1ecessity It is the major legal defense for using an em loyment ractice that effectively e"cludes women and:or minorities. .usiness $nions Also called bread,and,butter $nions! as they tend to concentrate on gaining better wages and wor&ing conditions for their members rather than devote significant efforts on olitical action. .u55 8rou .u55 grou is a device that see&s to give all the individuals at a large meeting an equal o ortunity to artici ate. It does so by brea&ing the larger meeting into small grou s of from si" to eight each. %he /bu55 grou s3 then designate one erson each to re ort on their consensus ;and dissents if any< when the total grou reconvenes. 4 4afeteria .enefits Plan 4afeteria benefits lan also called smorgasbord benefits lan is any rogram that ermit em loyees to choose their fringe benefits within the limits of the total benefits dollars for which they are eligible. %his hel s each em loyee to have! in effect! his own individuali5ed benefit rogram. 4all,.ac& Pay It refers to a com ensation! may be at remium rates! that is aid to wor&ers who are called bac& on the job after com leting their normal shift. It is often rovided in the contract deeds to ay for a minimum number of hours of callbac& irres ective of the number of hours actually wor&ed.

4all,In,Pay It re resents the wages or hours of ay which is guaranteed to wor&ers even if they don3t find any wor& to do after re orting to wor&. 0uch an assurance is given in the contract rovision. 4andidate Po ulation All the individuals who a

ly for a articular osition constitute candidate o ulation.

4a acity .uilding It refers to any system! effort! or rocess with major objectives of strengthening the ca ability of elected chief e"ecutive officers! chief administrative officers! de artment and agency heads! and rogram managers in general ur ose government to lan! im lement! manage or evaluate olicies! strategies or rograms designed to im act on social conditions in the community. 4a tive 0ho %his is any roduction unit with out ut almost entirely from the com any owning it. 4areer 4hange %he henomenon occurs when individuals brea& with their resent careers in order to enter other fields. 4areer 4ounseling 4areer counseling signifies the guidance furnished to em loyees in order to assist them in achieving occu ational training! education! and career goals. 4areer -ecision Ma&ing or 9ccu ational -ecision Ma&ing %his is an evaluation rocess leading to a choice of an occu ation for an individual to ursue. 4areer #adder It denotes a series of classifications in which an em loyee may rogress through training or on,the,job e" erience into successively higher levels of res onsibility and remuneration. 4areer Management It is one of the as ects of ersonnel management! which is concerned! with the occu ational growth of individuals within an organi5ation. 4areer 1egotiation 4areer negotiation is that as ect of career lanning which has both the individual em loyee and the organi5ation! in the light of their res ective interests and needs! develo ;negotiate< a career lan that serves both arties. 4areer Path It connotes the direction of an individual3s career as indicated by career milestones. An em loyee who follows a career ath may advance in a single career ladder and then beyond it into su ervisory or e"ecutive osition or an em loyee may move from one career ladder to another. 4areer Pattern It indicates the series of occu ations of an individuals or grou of individuals. %he study of career atterns e" lains that an individual3s future vocational behavior can be redicted from his ast wor& history. 4areer Planning 4areer lanning is the ersonal rocess of lanning one3s life wor&s. It requires evaluating abilities and interest! considering alternative career o ortunities! establishing career goals and lanning ractical develo ment activities. %hus the rocess results in decisions to enter a certain occu ation! join a articular com any! acce t or decline job o ortunities and ultimately leave a com any for another job or for retirement. 4areer Promotion It suggests the romotion made on the basis of merit! but without com etition with other em loyees.

4areer 0ystem It is a series of rogressively more res onsible osition in the same general occu ation made available to qualified individuals by an organi5ation. 4ause It means the reason afforded for vacating someone from an office or job. %he cause cited may or may not be the real reason for the removal. 4ease,And,-esist 9rder It is a ruling according to which the charged arty is required to sto conduct that is believed to be illegal and ta&e s ecific action to remedy the unfair labor ractice. 0uch orders are usually issued in unfair labor ractice cases. 4eiling 4eiling refers to the u

er limit of ability measured by a test.

4entral #abor $nion It is an association of local labor unions in a s ecific geogra hic region. 4entral %endency It re resents a series of statistical measures! which rovide a re resentative value for a distribution or! more sim ly! refer to how scores tend to cluster in a distribution. 4ertification 4ertification signifies a formal determination by the 1ational #abor Relations .oard or other administrative agency that a articular union is the majority choice! and thus it is the e"clusive bargaining agent! for a grou of em loyees in a given bargaining unit. -ecertification is the o osite rocess where an administrative agency withdraws a union3s official designation as the e"clusive bargaining agent. In both cases! these actions are usually receded by a formal olling of the union membershi . 4ertification of 7ligible It is the rocedure in which those who have assed com etitive civil service e"aminations are ran&ed in order of score and laced on a list of that eligible for a ointment. 6hen a government agency has a vacancy! it requests its ersonnel arm to furnish a list of eligible for the class! which has the vacancy. %he ersonnel agency then /certifies/ the name of the highest,ran&ing eligible to the a ointing authority for ossible selection. $sually only a limited number of the qualified eligible are certified. 6hen a jurisdiction requires that three eligible be certified to the a ointing authority! this is referred to as the /rule of three/. 4ertification Proceeding %he rocess by which the 1ational #abor Relations .oard discovers whether or not the em loyees of an organi5ation want a articular union to re resent them is called certification roceeding. 4ertified 7m loyee 9rgani5ation It is a union certified by an administrative agency to be the official re resentative of the em loyees in a bargaining unit for the ur ose of collective negotiations. 0uch certification is usually the direct result of a re resentation election. 4ertified Public Accountant ;4PA< Accountant certified by a state government as having met s ecific educational and e" erience requirements. 4ertiorari 4ertiorari is an order or writ from a higher court that demands a lower court to send u the record of a case for review. 4hain Pic&eting It is a continuously moving human chain that is sometimes formed by stri&ing wor&ers in order to revent anyone from crossing their ic&et line.

4hance score It is the score having a substantial robability of occurring on the basis of random selection of answers. 4harging Party He is an individual who formally contends that he is adversely affected on account of unlawful em loyment ractice. 4harismatic #eadershi 4harismatic leadershi signifies a leadershi based on the com elling ersonality of the leader rather than u on formal osition. 4hec&off It is a union security rovision in the collective bargaining agreement! which entitles the em loyer to deduct union dues! assessments! and initiation fees from the ay of all union members. %he deducted amounts are delivered to the union on a rearranged schedule. 4hief 7"ecutive 9fficer ;479< An individual ersonally accountable to the board of directors or the electorate for the activities of the organi5ation or the jurisdiction. 4hief 0teward 4hief steward is a re resentative of union a

ointed for su ervising the activities of a grou of sho stewards.

4hilling 7ffect 7m loyment ractices! government regulations! court decisions! or legislation ;or the threat of these< may create an inhibiting atmos here or chilling effect that revent the free e"ercise of individual em loyment right. A /chilling/ effect tends to &ee minorities and women from see&ing em loyment and advancement in an organi5ation even in the absence of formal bars. 4hronic $nem loyment 4hronic unem loyment signifies an unem loyment that lasts longer than si" months. 4iti5enshi $.0. It is a requirement for ublic em loyment in some jurisdictions. 4ivil 0ervice It is an aggregated term used for all government em loyees who are not members of the military services. 4ivil 0ervice 4ommission 8overnment agency charged with the res onsibility of romulgating the rules and regulations of the civilian ersonnel management system. -e ending u on its legal mandate! a civil service commission may hear em loyee a eals and ta&e a more active ;or assive< role in the ersonnel management rocess. 4lass 4lass indicates a unique osition or a grou of ositions that are sufficiently similar in res ect to duties and res onsibilities so that the same title may be used to designate each osition in the grou ! the same salary may be equitably a lied! the same qualifications required! and the same e"amination used to select qualified em loyees. 4lass Action It indicates a search for judicial remedy sought by one or more individuals on behalf of themselves and all others in similar situations. 4lassification 0tandards 4lassification standards are descri tions of classes of ositions! which distinguish one class from another in a series. %hey are the yardstic& or benchmar& against which osition is measured in order to ascertain the ro er level within a series of titles to which a osition should be assigned.

4lassified 0ervice 4lassified service refers to all those ositions in governmental jurisdictions that are included in a formal merit system. 4lassify It means to assort ositions on the basis of their duties and res onsibilities and to assign a class title. %o reclassify is to reassign a osition to a different class! based on a re,e"amination of the duties and res onsibilities of the osition 4lean,$ ,%ime It refers to the time during the normal wor&day when em loyees are allowed to sto roduction in order to clean themselves! their clothing! or their wor& lace. 4lean,u ,time allowance is frequently written into union contracts. 4lique It is an organi5ational sub,grou whose members refer to associate with each other on the basis of common interests. 4loc& 4ard It is a form designed to be used with a time cloc&. 4losed Anti,$nion 0ho It is a wor& organi5ation that does not hire current or ros ective union members. 0uch a tactic is illegal if the organi5ation is engaged in interstate commerce. 4losed 0ho 4losed sho is a union security rovision that requires an em loyer to only hire and retain union members in good standing. 4losed $nion 4losed union is a union that formally bars new members or ma&es becoming a member ractically im ossible in order to rotect the job o ortunities of its resent members. 4losing -ate 6hen a civil service e"amination is announced! a lications are acce ted as long as the announcement is /o en./ %he closing date is the deadline for submitting a lications and is usually stated on the announcement. 4lothing Allowance %hese are funds rovided by em loyers to em loyees to buy s ecial clothing! such as uniforms or safety garments. 4luster #aboratory It indicates the laboratory training e" erience for a grou of eo le from the same organi5ation. %he grou consists of several subgrou s of individuals with related wor& in the larger organi5ation. 4oalition .argaining Also termed as coordinated bargaining! it signifies negotiation by an em loyer with a grou whose goal is to gain one agreement covering all or identical agreements for each. 4ode of 7thics. It states the rofessional standards of conduct to which the ractitioners of many rofessions say they subscribe. 4odetermination $nion artici ation in all as ects of management! even to the e"tent of having union re resentatives share equal membershi on an organi5ation3s board of directors. 4ognitive -issonance %heory which holds that when an individual finds himself in a situation where he is e" ected to believe two mutually e"clusive things! the subsequent tension and discomfort generates activity designed to reduce the dissonance or disharmony.

4oins It is acronym for the classes of eo le for whom affirmative action data must usually be collected. It also stands for /4aucasian! 9riental! Indian! 1egro! and 0 anish./ 4old 0torage %raining It signifies re aration of em loyees for jobs in advance of the need for them in these articular jobs. 4ollective .argaining 4ollective bargaining is a com rehensive term encom assing the negotiating rocess that leads to a contract between labor and management on wages! hours! and other conditions of em loyment as well as the subsequent administration and inter retation of the signed contract. 4ollective bargaining is the continuous relationshi that e"ists between union re resentatives and em loyers. %he four basic stages of collective bargaining are as follows. ;)< %he establishment of organi5ations for bargaining. ;>< %he formulations of demands. ;@< %he negotiation of demands. ;?< %he administration of the labor agreement. 4ollective 1egotiations In the ublic sector /collective bargaining/ may sometimes be legally and:or semantically unacce table. =or that reason /collective negotiations/ is available as an alternative. 4omer It is a slang term for younger managers who seem to have the otential of assuming to management res onsibilities. 4ommitteeman or 4ommittee 6oman 6or&er elected by co,wor&ers to re resent the union membershi in the handling of grievances and the recruitment of new union members among other duties is &nown as a committeeman or committeewoman! as the case may be. 4ommon #abor Rate %his is the wage rate for the least s&illed hysical or manual labor in an organi5ation! which is usually lowest rate of ay. 4ommon #aw of the 0ho or Industrial Relations 4ommon #aw 4ommon law is the total body of law established by judicial recedent. %he common law of the sho or industrial relations common law is that ortion of the common law that a lies to the wor& lace. 4ommon 0itus Pic&eting It is the ic&eting of an entire construction site by members of a single union in order to increase their stri&e3s im act and to ublici5e a dis ute with one or more contractors or subcontractors. 4ommunity of Interest 4ommunity of interest is a criterion used to determine if a grou of em loyees ma&e u an a

ro riate bargaining unit.

4ommunity 6age 0urvey It refers to any survey with the aim to ascertain the structure and level of wages among em loyers in a local area. 4om any -octor %his is a term used for an e" ert brought in to save a com any or organi5ation from severe difficulties. %he /doctor/ could be a new chief e"ecutive! a consultant! a lawyer! an accountant! or other erson with s ecial e" ertise. 4om any =ellowshi Plan 4om any fellowshi lan is a formal arrangement of a articular com any for roviding one or more graduate students non,re ayable monetary allowances in order to hel them attend universities! on a full,time basis! in ursuit of a master3s or a doctoral degree. 4om any #oans #oan made to em loyees by a com any in res onse to an emergency for a short duration and usually without interest.

4om any 0 y. 4om any s y also called labor s y is someone hired by an em loyer to re ort on what is ha 4om any 0tore It is a store o erated by an organi5ation for the e"clusive use of em loyees and their families. 4om any %own Jargon stands for any community whose economy is dominated by one em loyer.

ening within a union.

4om any $nion It is a historical term that described unions organi5ed! financed! or otherwise dominated by an em loyer. 4om arative,1orm Princi le %o a great e"tent! com any and union negotiators ma&e use the /com arative norm rinci le/ in wage negotiations. %he basic idea behind this conce t is the resum tion that the economics of a articular collective bargaining relationshi should neither fall substantially behind nor be greatly su erior to that of other em loyer,union relationshi s. In other words it is generally a good ractice to &ee u with the crowd! but not necessarily to lead it. 4om assionate #eave 0ometimes informally abbreviated to assionate leave! the jargon refers to any leave that is granted for urgent family reasons. 4om ensable =actors %hese are a variety of elements of a job! which when ut together both define the job and determine its value to the organi5ation. 4om ensable Injury It is a sort of wor& injury! which qualifies an injured wor&er to claim wor&ers3 com ensation benefits. 4om ensation Management It is a facet of management! which is concerned with the selection! develo ment! and direction of the rograms that im lement an organi5ation3s financial reward system. 4om ensatory %ime %ime off in lieu of overtime ay is termed as com ensatory time. 4om etitive Area At the time of layoffs or reductions,in,force! em loyees of large organi5ations are sometimes restricted to com eting for retention in their com etitive area,the commuting area to which they are assigned. 4om etitive #evel 4om etitive level refers to all ositions of the same grade within a com etitive area that are sufficiently identical in certain res ects. %hese are duties! res onsibilities! ay systems! terms of a ointment! requirements for e" erience! training! s&ills! and a titudes that the incumbent of any of them could readily be shifted to any of the other ositions without significant training or undue interru tion to the wor& rogram. 4om etitive Promotion It indicates selection for romotion made from the em loyers rated best,qualified in com etition with others! all of whom have the minimum qualifications required by the osition. 4om etitive 0eniority It signifies use of seniority conce t in determining an em loyee3s right! relative to other em loyees! to job related /rights/ that cannot be su lied equally to any two em loyees.

4om etitive 6ages It denotes the rates of ay that an em loyer! in com etition with other em loyers! must offer if he is to recruit and retain em loyees. 4om liance Agency 8enerally! any government agency that administers laws and:or regulations relating to equal em loyment o a com liance agency. 4om laint 7"aminer He is an official designated to conduct discrimination com laint hearings. 4om letion Item It is a te"t question that requires the e"aminee to com lete or fill in the missing arts of a hrase! sentence! etc. 4om limentary Interview %he general ur ose of a com limentary interview is to ositively evaluate ersonnel and to give them erformance feedbac&! recognition and raise! to highlight otential! and to enhance organi5ational lanning. 4om ressed %ime It means the same number of hours wor&ed in a wee& s read over fewer days than normal. 4om ulsory Arbitration It is a negotiating rocess whereby the arties are required by law to arbitrate their dis ute. 4om ulsory Retirement It relates to cessation of em loyment at an age s ecified by a union contract or com any olicy. 4onciliator An individual assigned the res onsibility of maintaining dis uting arties in negotiations until they reach a voluntary settlement is a conciliator. 4onfidence %esting It is a testing a roach that ermits the subject to e" ress his attraction to or confidence in ossible answers in ercentage terms. 4onflict of Interest It refers to any situation where a decision that may be made ;or influenced< by an office holder may ;or may a be to that office holder3s ersonal benefit.

ortunity is

ear to<

4onfrontation Meeting It is an organi5ation develo ment technique that has an organi5ational grou ;usually the management cor s< meeting for a one,day effort to assay their organi5ational health. 4onsensual Balidation $se of mutual agreement as the criterion for validity is termed as consensual validation. 4onsent -ecree It is an a roach to enforce equal em loyment o ortunity involving a negotiated settlement that allow an em loyer to not admit to any acts of a discrimination yet agree to 779 efforts in the future. 4onstruct Balidity It is a measure the adequacy of a test in assessing the ossession of articular sychological traits or qualities. 4onstructive -ischarge %heory. If an em loyer ma&es conditions of continued em loyment so intolerable that it results in a /constructive discharge/

whereby the em loyee /voluntarily/ leaves! the em loyer may still be subject to charges that the em loyer violated which generally forbids em loyers from discharging em loyees because of their race! color! se"! or national origin. 4onsumer Price Inde" ;4PI< It is a monthly statistical measure of the average change in rices in a fi"ed mar&et bas&et of goods and services. It is also called cost,of,living,inde". 4ontent Balidity A selection device has content validity if it measures the s ecific abilities needed to erform the job. 7"aminations that require a licants to erform an actual! re resentative sam le of the wor& done on the job would obviously have content validity. 4onte"tual Bariable It is a condition that may affect the validity of a test. 4ontingency Management It is any management style recogni5ing the fact that the a lication of theory to ractice must necessarily ta&e into consideration! and be contingent u on! the given situation. It is also called situational management. 4ontingency Model of #eadershi 7ffectiveness It is a theory of leadershi effectiveness according to which the a ro riate leadershi style is determined by three critical elements in the leader3s situation. ;)< %he ower osition of the leader. ;>< %he tas& structure. ;@< %he leader, member ersonal relationshi s. %he nature of these three factors determines the /favorableness/ of the situation for the leader! which in turn requires a articular leadershi style. 4ontinuing 7ducation %he term refers to graduate or undergraduate course wor& underta&en on a art,time basis in order to &ee u to date on new develo ments in one3s occu ational field! learn a new field! or contribute to one3s general education. 4ontinuous 1egotiating 4ommittee It is the labor,management committee that is established for reviewing a collective bargaining agreement on a continuous basis. 4ontract .ar It refers to an e"isting collective bargaining agreement! which bars a re resentation election sought by a com eting union. 4ontracting,9ut 4ontracting,out signifies having wor& erformed outside an organi5ation3s own wor& force. 4ontracting,out has often been an area of union,management disagreement. 4ontract #abor 4ontract labor indicates wor&ers im orted from a foreign country for em loyment with a s ecific em loyer. 4ontributory Pension Plan It stands for any ension rogram in which em loyees contribute a ortion of the cost. 4onvalescent #eave %he federal government agencies have the right to grant convalescent leave to civilian em loyees on duty abroad who are injured as a result of /war! insurgency! mob violence! or other similar hostile action./ 0uch leave with ay is com letely se arate from an em loyee3s sic& leave benefits. 4onvergent Balidity In testing! evidence that different measures of a construct will roduce similar results.

4oolie #abor Any chea labor. 4ooling,off Period It is any legal rovision! which ost ones a stri&e or loc&out for a s ecified time eriod in order to give the arties an additional o ortunity to mediate their differences. 4oo erative 7ducation It is a form of educational rocess wherein students alternate formal studies with actual wor& e" eriences. It is different from other art,time em loyment in that successful com letion of the off,cam us e" eriences becomes a rerequisite for graduation. 4oo tation %hese are efforts made by an organi5ation in order to bring and subsume new elements into its olicyma&ing rocess for reventing such elements from being a threat to the organi5ation or its mission. 4orrection for 8uessing It is a reduction in a test score for wrong answers basically intended to discourage guessing and to yield more accurate ran&ing of e"aminees in terms of their true &nowledge. 4osmic 0earch In the conte"t of equal em loyment o ortunity! the cosmic search refers to an endless search by an em loyer for an alternative selection rocedure with less adverse im act. 4osmo olitan,#ocal 4onstruct %hese are two latent social roles that manifest themselves in organi5ational settings. %he first role! cosmo olitan! tends to be ado ted by true rofessionals. It assumes a small degree of loyalty to the em loying organi5ation! a high commitment be s eciali5ed s&ills! and an outer,reference grou orientation. %he second role! local! tends to be ado ted by non, rofessionals. It assumes a high degree of loyalty to the em loying organi5ation! a low commitment to s eciali5ed s&ills! and an inner,reference grou orientation. %hese role models are e"tremes and re resent the two ends of a continuum. 4ost,.enefit Analysis Also called benefit,cost analysis! it relates to any rocess by which organi5ations see&s to determine the effectiveness of their s ending! in relation to costs! in meeting olicy objectives. 4ost,of,#iving Adjustment ;49#A< It is also termed as cost,of,living allowance. 4ost,of,living adjustment is an increase in com ensation in res onse to increasing inflation. A cost of,living allowance is additional com ensation for acce ting em loyment in high cost,of,living areas. 4osting,9ut It is an act of determining the actual cost of a contract ro osal ;wages and fringe benefits<. 4ousin #aboratory It means a laboratory training e" erience for eo le with no direct wor&ing relationshi with each other but who come from the same organi5ation. 4overed Jobs 4overed jobs are all those ositions that are affected and rotected by s ecific labor legislation. 4raft 4raft connotes any occu ation requiring s ecific s&ills that must be acquired by training. 4raft $nion It is a labor organi5ation that restricts it membershi to s&illed craft wor&ers ;such as lumbers! car enters! etc.<. It is

different from an industrial union! which recruits all wor&ers in a articular industry. It is also called hori5ontal union and trade union. 4raft $nit It is a bargaining unit consisting of only those wor&ers who ossess the same s ecific s&ill ;such as electricians! lumbers! or car enters<. 4redentials It refers to an em hasis on a er manifestations! such as college degrees! instead of an actual ability to accom lish the tas& of a job. 4redit 4hec& It is a ty e of reference chec& on a ros ective em loyeeCs financial standing. 4redit $nion It is a coo erative savings and loan association as distinguished from a labor union. 4redited 0ervice 4redited service is the em loyment time that an em loyee has for benefit ur oses. 4risis .argaining It indicates collective bargaining negotiations organi5ed under the ressure of a stri&e deadline. 4risis Intervention It re resents a formal effort to hel an individual who e" eriences crisis to reestablish equilibrium. 4riterion It is a measure of job erformance or other wor&,related behavior! which is com ared with erformance on a test! or other redictor measure. 4riterion 4ontamination It is an influence on criterion measures of variables or factors that are not relevant to the wor& behavior being measured. 4riterion,Referenced %est %his is a test by which a candidate3s erformance is measured according to the degree a s ecified criterion has been met. 4riterion Relevance 4riterion relevance re resents the judgment of the degree to which a criterion measure reflects the im ortant as ects of job erformance. 0uch a judgement is based on an understanding of the measurement rocess itself! of the job and wor&er requirement which is revealed through careful job analysis! and of the needs of the organi5ation. 4ritical,Incident Method 4ritical,incident method also called critical,incident technique! is a technique of identifying! classifying and recording significant e"am les i.e. critical incidents of an em loyeeCs behavior for ur ose of erformance evaluation. %he theory behind the critical,incident a roach holds that there are certain &ey acts of behavior that ma&es the difference between success and failure. After the incident are collected they can be ran&ed in order of frequency and im ortance and assigned numerical weight. 9nce scored! they can be useful equally both for em loyee develo ment and counseling as also for formal a raisals. 4ritical Path Method ;4PM< %his is a networ&, analysis technique for lanning and scheduling. %he /critical ath/ is a series of activities connecting the beginning and end of events or rogram accom lishments.

4ross Pic&eting %he ic&eting by more than one union when each claims to re resent the wor&force is termed as cross ic&eting. 4ultural .ias 4ultural bias in the conte"t of em loyee selection refers to the indirect and incidental! not direct and deliberate! bias of individuals and instruments ma&ing selection decisions. It also means the ro ensity of a test to reflect favorable or unfavorable effects of certain ty es of cultural bac&grounds. 4ulturally -isadvantaged 4ulturally disadvantaged re resents that grou which does not have full artici ation in the society because of low incomes! substandard housing! oor education and other /ty ical/ environment e" eriences. 4ultural,=air test It is a test yielding results that are not culturally biased. It is also called culture,free test. 4urricular Balidity %he degree to which an e"amination is re resentative of the body of &nowledge for which it is testing is termed as curricular validity. 4utbac& It means the reduction in wor&force that ends in layoffs. 4utting 0core 4utting score is a test score! which is used as an em loyment requirement. %hose at or above such a score qualify for selection or romotion! whereas those below the score do not. 4utting score is also &nown as critical score! assing score! or assing oint. 4yclical $nem loyment It is a form of unem loyment caused by a downward trend in the business cycle -aily Rate It is the basic ay that an em loyee earns for a standard wor&day. -anger,Done .onus -anger,5one bonus stands for an amount aid to em loyees in order to induce them to wor& in a ha5ardous area. -ay 6age 6age aid for a fi"ed number of hours er day. -aywor& It refers to the regular day shift! which is aid on the basis of time rather than out ut. -ead %ime -ead time is the time on a job lost by a wor&er without his fault. -ead 6or& It is a mining term! which connotes wor& such as removing debris! roc&s! etc. and which does not directly roduce the material being mined. -eadheading It is an act of circumventing more senior em loyees in order to romote a more qualified but more junior em loyee. However in the trans ortation industry! deadheading has a different meaning. It means the movement of em ty vehicles to a lace where they are needed and also the ractice of roviding free trans ortation for the com anyCs em loyees.

-eath .enefit It is a benefit rovided under a ension lan to the survivors or estate of an em loyee after his or her death. Payments may be made in monthly installments or in a lum sum. -ebugging It denotes a rocedure of detecting! locating! and removing mista&es or im erfections from a com uter rogram or any new system. -ecision,Analysis =orecasting It is a technique develo ed for assisting senior management to forecast man ower and organi5ational needs. %his technique is s ecifically designed for use on roblems where the e" erience and judgements of to ,level olicyma&ers com rise the basic and often the only information. %he leading feature of this technique is that it develo s its forecasts by' ;)< /decom osing/ each man ower lanning roblem into its relevant factors! ;>< quantifying subjective references and robability judgements for each roblem factor and ;@< combining the available data lus these quantified judgements into a table of redictions. %he methodology draws largely on decision,analysis theory! using /decision trees/ and some sim le mathematics from robability theory. -ecision Rule It is any directive that is established to ma&e decisions in the teeth of uncertainty. -ecision %ree It is a gra hical re resentation of various decisional alternatives so that the various ris&s! information needs and courses of action are visually available to the decision,ma&er. %he various decisional alternatives are dis layed in the form of a tree with nodes and branches. 7ach branch of such a tree re resents an alternative course of action or decision! which leads to a node which in turn re resent an event. %hus! a decision tree shows both the different courses of action available as well as their ossible outcomes. -erecruitment %his is a term to describe the rocess of recycling older middle,and to ,level managers into lower,level! lower, aying ositions. -eferred Annuity It is a sort of annuity contract that commences only after a s ecified eriod or after the annuitant reaches a s ecified age. -eferred 4om ensation It is an act of holding bac& a ortion of current earnings usually till the time of his retirement! when the receiver would li&ely be in a lower income,ta" brac&et. -eferred =ull Besting %his is a ty e of ension lan whereby an em loyee is allowed to retain rights to accrued benefits if he or she is terminated after a s ecified age and:or after serving for a s ecified eriod of time in the organi5ation. -eferred 8raded Besting It is a ty e of ension lan whereby an em loyee acquires a right to a s ecified ercentage of accrued benefits rovided he or she meets the artici ation requirements sti ulated by the lan. -eferred #ife Annuity It is a sort of annuity lan that becomes effective at a s ecified future date. If the annuitant dies before the s ecified date then no benefits are aid. 9nce the annuity has started! it continues only for the life of the insured. -eferred Rating 0ystem -eferred rating system is used for filling vacancies on most government osition and for most scientific ositions. %here are no /standings/ on one of these registers and no numerical score is assigned at the time of a lication! since a lications are not rated until s ecific vacancies become available. 4andidates are rated and referred for a ointment consideration on the basis of their relative qualification for a articular osition. %he best, qualified a licants will be laced at the to of the list of eligible and will be referred to the agency for em loyment consideration on the basis of

their qualification and according to the laws regarding veteranC reference and a ointment. %he names of all other a licants will be returned to the register for ossible consideration at a later time. -eferred 6age Increase It is a negotiated ay increase that does not becomes effective until a s ecified future date. -egrees %hese are graduations used in the oint,rating method of job evaluation for differentiating among job factors. -ehiring It is any means of encouraging a marginal or unsatisfactory em loyee to vacate as an alternative to being fired. %his face,saving technique allows an organi5ation to' ;)< avoid the distasteful aftereffect of firing an em loyee! ;>< avoid the im lication that someone made a mista&e in hiring the em loyee! ;@< avoid the adverse effect of the ublic thin&ing that the com any is not a secure lace in which to be em loyed! and ;?< rotect the feelings of the em loyer involved. -e Minimus %his is a short form of de minimus non curat le". #atin for /the law does not bother with trifles./ -emotion It means to reassign an em loyee to a job of lower status! res onsibility! and ay. -ental Plan It is a ty e of grou insurance rogram that is either contributory or non contributory and which ty ically ays for some ortion of the following dental services for an em loyee and his or her family. 0ervices include diagnostic and reventive services ;oral e"aminations and ro hyla"is<! oral survey! restorative services ;fillings and inlays<! endodontic treatment ;root canal thera y<! eriodontic treatment ;treatment of gums<! rosthodontic services ;dentures and bridgewor&<! and orthodontic services ;straightening of teeth<. %his lan is also called dental insurance. -e artmental 0eniority It is seniority based on years of service in a articular subsection of a larger organi5ation as against seniority based sim ly on total years of service to the larger organi5ation! com any! or governmental jurisdiction. It is often called unit seniority. -escri tive Average It indicates estimate of a mean on the basis of incom lete data. -es& Audit %he jargon also called job audit! is the review of duties and res onsibilities of a osition through an interview with the incumbent and:or the incumbentCs su ervisor. It is made at the em loyeeCs des& or regular lace of wor&. -etail It signifies tem orary assignment of an em loyee to a different osition for a certain eriod of time with the assum tion that the em loyee will return to /normal/ duties at the end of the detail. -e"terity %est It is any testing device for determining the motor or mechanical s&ills of an individual. 0uch test is also called sychomotor test. -icta 9rdinarily dicta is that ortion of the o inion of a judge that is not the essence of the judgeCs decisions. However! in the conte"t of arbitration! dicta becomes any o inion or recommendation that an arbitrator e" resses in ma&ing an award which is not necessarily essential to the resolution of the dis ute. -iemer Plan It is a &ind of wage,incentive lan that rovides for normal day rates! lus an increase of *.*E ercent for each one ercentage of roduction above the standard! with a )* ercent bonus.

-ifferential Piece 6or& Also called differential iece rate! it denotes a wage rogram in which the money rate er iece is determined by the total number of ieces roduced over a time eriod,usually a day. -ifferentials %hese are increases in wage rates because of shift wor& or other conditions usually considered to be undesirable. -ifferential Balidation %he underlying assum tion of differential validation: rediction holds that different tests or test scores might redict differently for different grou s. 0ome social grou s! because of a variety of sociological factors! tend to score lower ;higher< than other grou s on the same test. It is also termed as differential rediction. -ifficulty Inde" -ifficulty inde" is any of a variety of inde"es that is used to indicate the difficulty of a test question. -irected Interview Also nondirective interview! the directed interview has the interviewer in full control of the interview content! ty ically soliciting answers to a variety of s ecific questions. In the nondirective interview! in contrast! it is more the res onsibility of the interviewee to determine the subject to be discussed. -irect #abor Also indirect labor! direct labor consists of wor& erformed on a roduct that is a s ecific contribution to its com letion. Indirect labor consists of all over,head and su ort activities that do not contribute directly to the com letion of a roduct. -isability Insurance It is a scheme of roviding insurance benefit in order to com ensate individuals who lose wages because of illness or injuries. -isability Retirement It signifies retirement caused by a hysical inability to erform on the job. -isabled Beteran He is a veteran of the armed services who has a service,connected disability. -isadvantaged 6or&ers %hese are usually unem loyed or underem loyed wor&ers who tend to have lower education rates and higher criminal, arrest rates than rest of the o ulation. %hey are either a member of a minority grou s! handica ed! or are over ?E years of age. -isaffiliation It connotes withdrawal of a local union from its national or international union membershi or the withdrawal of a national or international union from its federation membershi . 6hen a federation or national union initiates disaffiliation! the rocess is more ro erly called sus ension or e" ulsion. -ischarge 6arning It is a formal notice to an em loyee that he or she will be discharged if unsatisfactory wor& behavior continues. -isci linary Action -isci linary action signifies any action short of dismissal ta&en by an em loyer against an em loyee for a violation of com any olicy. -isci linary =ine =ine levied by a union against a member for violation of rovisions of the unionCs bylaws.

-isci linary #ay off -isci linary lay off is a unishment in form of sus ension of an em loyee for violating some rule or olicy. -isci line 4lause It is a sti ulation contained in a collective bargaining agreement! which states the means for disci lining wor&ers who violate management or union rules. -iscouraged 6or&ers -iscouraged wor&ers also called hidden unem loyed are ersons who want to wor& but do not see& em loyment as they believe that such an effort would be fruitless. -iscriminant Balidity 7vidence that a measure of a construct is indeed measuring that construct. -iscrimination %he term discrimination in the conte"t of em loyment means the failure to treat equals equally. Any action whether deliberate or unintentional that has the effect of limiting em loyment and advancement o ortunities because of an individualCs se"! race! color! age! national origin! religion! hysical im airment or other irrelevant criteria is discrimination. -iscrimination Inde" -iscrimination inde" is any of the various inde"es that is used to indicate the e"tent to which a test item differentiates among e"aminees with res ect to some criterion ;such as the test as a whole<. -iscriminatory -ischarge It is an unfair labor ractice of dismissing an em loyee for union activity. -is arate 7ffect It is the tendency of an em loyment screening device or criteria to restrict the a minorities at a greater rate than for nonminority males.

ointment o

ortunities of women and

-is laced Homema&er -is laced homema&er is a term used to indicate! usually! a woman who has been caring for a family and has lost her means of su ort through divorce! se aration! death! or the disabling of a s ouse and has only the briefest wor& e" erience outside the home. -is lacement -ifferential It is the com ensation available only for a limited time eriod and which is equal to the difference between an em loyeeCs regular ay and the rate of a tem orary assignment caused by layoff or technological dis lacement. -istracters %hese are the incorrect alternatives given in multi le,choice e"aminations that serve the function of being! and are called! distracters or foils. -istrict 4ouncil It is a level of labor organi5ation below the national union but above the locals. %he district council is com osed of local unions in a articular industry within a limited geogra hic area. -oc& It means to deduct a art of an em loyeeCs wages as a enalty for tardiness! absenteeism! brea&age! etc. -octrine of Mutuality -octrine of labor mutuality basically contends that whenever a legal burden or restriction is im osed by a legislative act on a arty to industrial relations! either the same burden or restriction should be im osed u on the other arty or the restriction should be removed from the first arty! too. %he doctrine also im lies that whenever a right or rivilege is

conferred by a legislative act on one of the arties! the same right or rivilege should be conferred on the other arty or be withdrawn from the first arty! too. -ollar -evaluation Adjustments It suggests an adjustment made to e" atriate wor&ers to com ensate for the loss of urchasing ower in the host country which is a direct result of a lower rate of e"change between the dollar and the host currency. -omicile An individual3s ermanent legal residence is his or her domicile. 9ne can legally have many residences but can have only one domicile. -ouble %ime It is the enalty or remium rate of ay for overtime wor&! for holiday or 0unday wor&! etc. that amounts to twice the em loyeeCs regular hourly wage. -ovetail 0eniority It signifies combining of two or more seniority lists into a master seniority list. 7ach em loyee retains his reviously earned seniority even though a new em loyer may thereafter em loy him. -owngrading -owngrading stands for reassignment of an em loyee to a osition requiring lesser res onsibilities with a lower rate of ay. -own %ime %his is the eriod of inactivity while waiting for the re air! setu or adjustment of equi ment. -own,%ime Pay It is the ayment for time s ent idle because of equi ment failures ;or routine maintenance< that are already beyond the res onsibility of the em loyee. -ramaturgy -ramaturgy signifies the manner in which an individual acts or theatrically stages his organi5ational role. All organi5ational members are involved in such im ression management. -rawing Account %his is a fi"ed sum of amount that is advanced to sales ersonnel at regular time intervals or a limited amount against which the sales erson can withdraw as required during a redetermined time eriod so long as the outstanding balance does not reach a redetermined limit. Amount so drawn must be reimbursed to the com any from the commission earnings during the same time eriod. 0uch accounts may be guaranteed or non,guaranteed. -ry Promotion %he jargon stands for a romotion in which though there is an increase in status but there is no monetary increase. -ual #adder -ual ladder that is also called a arallel ladder is a variant of a career ladder as it rovides dual or arallel career hierarchies so that both rofessional and managerial em loyees will be afforded a ro riate career advancement. -ual Pay 0ystem It is sort of wage rogram allowing the em loyees to select the more advantageous of alternative means of com uting earnings. -ual $nionism %his is a situation where two rival unions claim the right to organi5e wor&ers in a articular industry or locality.

-ue Process It is a clause of the 4onstitution stating that /no erson shall be de rived of life! liberty! or ro erty without due rocess of law. -ues -ues are fees to be aid eriodically by union members in order to remain in good standing with their union. %hese fees are used to finance the activities of the union and its affiliates. -ues Pic&et #ine %his was a common union ractice before the chec&out was in wides read use was to have the union officers and their close su orters form a dues ic&et line at the factory gate on ay days in order to encourage union members to ay their dues. -uty to .argain It refers to the ossible obligation under various state and federal laws whereby em loyers and em loyees bargain with each other in good faith. -uty of =air Re resentation It denotes the obligation of a labor union to re resent all of the members in a bargaining unit fairly and without discrimination. -yad %he inter ersonal encounter or relationshi between two eo le or two grou s is termed as dyad. -yads are frequently artificially ;as o osed to s ontaneously< created for sensitivity training ur oses. -ynamic Psychology -ynamic sychology is the school of sychology rimarily concerned with motivation. -ynamic 0ystem -ynamic system refers to any system which has its arts interrelated in such a way that a change in one art necessarily affects other arts of the system. 7 7armar& 7armar& also termed as red circle is a term used to designate a osition for restudy when such a osition is vacant in order to determine its ro er classification before being refilled. 7conomic -eterminism It is the doctrine stating that economic concerns are the rimary motivating factors of human behavior. 7conomic Man It is a conce t! which finds humans motivated solely by economic factors,always see&ing the greatest reward at the least ossible cost. Any management hiloso hy assuming that wor&ers are motivated by money and can be further motivated only by more money is remised on the /economic man/ conce t. 7conomic 0tri&e It refers to a stri&e underta&en basically for economic gain. In other words stri&e for better wages! hours! and wor&ing conditions is called economic stri&e. 7ducable Retarded Person 7ducable retarded erson is an individual who is only moderately retarded and who can be thus em loyed in many sim le jobs that require re etitive tas&s.

7ducational %esting 0ervice ;7%0< 7%0 is the rivate commercial test ublisher roviding tests and related services for schools! colleges! government agencies and the rofessions. 7ffective #abor Mar&et 7ffective labor mar&et is a labor mar&et from which an em loyer actually draws a mar&et from which an em loyer only attem ts to draw a licants.

licants! as o

osed to the labor

7fficiency Also termed as efficiency ratio roductive efficiency is usually determined by see&ing the ratio of out ut to in ut! which is called the efficiency ratio. 7fficiency + out ut : in ut

7fficiency 7" ert He is a management or systems analyst. 7fficiency Rating It is an outdated term for erformance a

raisal.

7lement %his is the smallest unit into which a job can be divided without analy5ing the hysical and mental rocesses necessarily involved. It is also called job element. 7ligible #ist 7ligible list that is also called eligible roster and eligible register is a list of qualified a are established from the test score results of com etitive e"aminations.

licants in ran& order. 0uch ran&s

7motionally Handica ed 7m loyees %hey are em loyees who have had or are having a roblem with mental illness. 0uch em loyees are also called emotional rehabilitants. 7m irical %hese are findings or conclusions derived from direct and re eated observations of a henomenon under study. 7m irical Balidity It signifies validity of a test according to how well the test actually measures what it was designed to measure. Most other &inds of validity are efforts to achieve em irical validity. 7m loyee Assistance Program ;7AP< %his is a formal rogram formulated for assisting em loyees with ersonal roblem. 0uch rogram accom lishes its target through internal counseling and aid as well as a referral service to outside counseling resources. %he thrust of such rograms is to increase roductivity by correcting distracting outside ersonal roblems. 7m loyee 4ounseling 7m loyee counseling is the formal effort on the art of an organi5ation to ma&e their em loyees more effective in both their ersonal and organi5ational lives. Hel ing its members to deal with their ersonal and rofessional roblems and concerns is the tool of em loyee counseling. 7m loyee -iscount 7m loyee discount is the benefit offered to the em loyees by the em loyer through a reduction in the rice of goods or services. 7m loyee 0toc&,9wnershi Plan ;709P< It is an em loyee benefit lan in which com any stoc& is used for roviding deferred com ensation to the em loyees.

7m loyer $nit It indicates any bargaining unit holding all of the eligible em loyees of a single em loyer. 7m loyersC Association %his is a voluntary organi5ation of em loyers established with the ur ose dealing with roblems common to the grou . 0uch associations have frequently been formed rimarily with the objective of resenting a united front to deal with the re resentatives of their res ective organi5ed wor&ers. 7m loyment Agency 7m loyment agency is a rivate em loyment agency that in return for fees or commission rovide bro&erage services between em loyers and individuals see&ing wor&. 7m loyment Manager Managers who function as ersonnel directors are sometimes given this job title. 7m loyment,Po ulation Ratio ;7,P ratio< It is a ratio of em loyment to wor&ing,age o ulation! which is also called em loyment ratio. 0ome economists thin& that the 7,P ratio is more useful for diagnosing the severity of an economic slowdown than is the unem loyment rate. 7m loyment Practice In the conte"t of equal em loyment o ortunity! an em loyment ractice is any screening device o erating at any oint in the em loyment cycle. If an em loyment ractice is not related to job erformance! it will not be able to withstand a court challenge. 7m loyment 0tandard 7m loyment standard connotes a s ecific requirement for em loyment. An em loyment standard can be based on a wide variety of things. 7m loyment %a"es 7m loyment ta"es also called ayroll ta"es stands for any of a variety of ta"es that are levied by a government on an em loyerCs ayroll. 7m loyment %esting It is any of various means of measuring the qualification of a

licants for em loyment in s ecific ositions.

7ncounter 8rou It is a form of grou sychothera y in which body contact and:or emotional e" ression are the rimary forms of interaction as o osed to traditional verbal interaction. 7ncounter grou s see& to roduce e" eriences! which force individuals to e"amine themselves in new and different ways! aided by others. 7nd,testing 7nd,testing is a mode of e"amining individuals who have just com leted a course of training on the subject in which they were trained. 7nd,testing is underta&en in order to measure the individual3s attainments and:or the effectiveness of the training. 7njoin It means to require or command. A courtCs injunction directs ;enjoins< a erson or erson to do or not do certain acts. 7ntrance Rate 7ntrance rate is the hourly rate of ay at which new em loyees are hired. Also called robationary rate or hiring rate. 7qual 7m loyment 9 ortunity ;779< It is a conce t fraught with olitical! cultural! and emotional overtones. $sually! it a lies to a set of em loyment rocedures and ractices that effectively revent any individual from being adversely e"cluded from em loyment o ortunities on the basis of race! color! se"! religion! age! national origin! or other factors that cannot lawfully be used in em loyment efforts.

7qual 7m loyment 9 ortunity 4ounselor 779 counselor is a s ecifically designated individual within an organi5ation entrusted with the tas& of roviding an o en and systematic channel through which em loyees may raise questions! discuss real and imagined grievances! and obtain information on their rocedural rights. 7qual 7m loyment 9 ortunity 9fficer 779 officer is the official within an organi5ation assigned the res onsibility for monitoring 779 rograms and assuring that both organi5ational and national 779 olicies are being im lemented. 7qual Pay for 7qual 6or& %his is a rinci le! which states that salary rates should not be de endent u on factors unrelated to the quantity or quality of wor&. 7quating It is a rocess of adjusting the raw statistics obtained from a articular sam le to corres onding statistics obtained for a base grou or reference o ulation. 7qui ercentile 7quating 7qui ercentile equating is the rocess that treats as equivalent those raw scores that fall at the same ercentile in different sam les although the raw scores themselves may be different. 7scalator 4lause 7scalator clause is a rovision of a collective bargaining agreement that allows for eriodic wage adjustments in res onse to change in the cost of living usually as determined by the 4onsumer Price Inde" of the .ureau of #abor 0tatistics. %he clause is also called cost,of,living inde". 7sca e 4lause In a maintenance,of,membershi sho ! a union contract may rovide for a eriod of time during which union members may withdraw ;esca e< from the union without affecting their em loyment. %his rovision is esca e clause. 7s rit -e 4or s It signifies strong feelings of unity and common ur ose on the art of a grou . 7state Planning 7state lanning also &nown as estate building is concerned with the distribution of oneCs assets or oneCs estate at death. However estate building usually being art of an e"ecutive com ensation rogram is concerned with turning ortions of an e"ecutiveCs salary and fringe benefits into assets that will benefit his heirs after the e"ecutiveCs death. 7t Al #atin abbreviation for et alia' ;/and others/<. 7thics 7thics denotes a set of moral rinci le or values. 7thnic 8rou %his is a social! biological or ;sometimes< olitical division of human&ind. 7u sychian Management %he term was originated to describe an ideal situation with res ect to wor&ers motivation! roductivity! and mental health. 7"ce ted Positions Also called e"em ted ositions! e"ce ted ositions refers to the $.0.civil service ositions that have been e"ce ted or e"em ted from merit system requirements.

7"clusionary 4lause 7"clusionary clause is a rovision in a contract that tries to restrict the legal remedies available to one side in the event of non erformance of the contract. 7"clusive Recognition 7"clusive recognition is also called e"clusive bargaining rights it is the only form of recognition available to a union re resenting a s ecific bargaining unit in a rivate sector. An em loyer is required to negotiate in good faith! to give e"clusive bargaining rights! to a union holding such recognition. 7"ecutive 4om ensation Aggregate of the benefits aid to the members of the u com ensation.

er levels of the organi5ational hierarchy is termed as e"ecutive

7"ecutive 9rder It is any rule or regulation issued by a chief administrative authority and that has the effect of law. 0uch issuance of rule is with due recedent and e"isting legislative authori5ation. 7"ecutive 0u lemental 4om ensation %his is a ty e of non, roduction bonus based u on an estimate of an e"ecutiveCs contribution to the rofitability of the com any over a given time eriod. 7"em t 7m loyees 7"em t em loyees are em loyees who because of their administrative! rofessional or e"ecutive status! are not covered by the overtime rovisions of the =air #abor 0tandards Act. In consequence! their em loying organi5ations are not legally required to ay them for overtime wor&. 7"em tion %his is a deduction allowed from gross income for income ta" ur oses which is allowed for the su and de endents.

ort of oneCs self

7"it Interview 7"it interview is a tool to monitor em loyee terminations. Also called se aration interview! it see&s information on why the em loyee is leaving and what he or she li&ed or disli&ed about his or her job! wor&ing conditions! com any olicy! etc. 7",9ffender 7",offender is a erson who! having been convicted of a crime! served time in rison. 7",9fficio Many individuals hold ositions on boards! commissions! councils! etc.! because of an office that they tem orarily occu y. =or e"am le! the major of a city may be an e" officio member of the board of trustees of a university in his city. 7" ectancy It is the robability of success on the job in terms of a s ecific criterion and associated with a &nown fact about an individual such as a test score! level of education! etc. 7" ectancy %heory 7" ectancy theory also called valence! holds that individuals have cognitive /e" ectancies/ regarding outcomes that are li&ely to occur as a result of what they do! and that individuals have references among these various outcomes. 4onsequently! motivation occurs on the basis of what the individual e" ects to occur as a result of what he chooses to do. An /e" ectancy/ in this conte"t refers to an em loyeeCs erceived robability that a given level of effort will result in a given outcome! such as romotion or raise in salary. %he value that an em loyee laces on this outcome! the strength of the em loyeeCs reference for it! has been termed valence. 7" edited Arbitration 7" edited arbitration is a rocedure that is incor orated into union contracts with the objective to cut down the bac&log

of com laints. It is a new streamlined rocess that is increasingly incor orated in lace of e" ensive and time, consuming conventional arbitration. 7" erience Rating %his is an insurance term that refers to a review of a revious year3s grou claims e" erience for establishing remium rates for the following year. 7" erienced $nem loyed %he term stands for unem loyed ersons who have wor&ed at any time in the ast. 7" erimenter 7ffect It refers to any deformity in the finding of an e" eriment on account of the behavior or attitudes of the e" erimenters. 7" iration -ate 7" iration date is the time established by a collective bargaining agreement for the agreement to terminate. 7"ternal Alignment It signifies the relationshi of ositions within an organi5ation to similar ositions in the near environment. 7"ternal 7quity Also internal equity! e"ternal equity is a measure of the justice of an em loyeeCs wages when the com ensation for his osition is com ared to the labor mar&et as a whole within a region! rofession! or industry. Internal equity is a measure of the justice of an em loyeeCs wages when the com ensation for his osition is com ared to similar ositions within the same organi5ation. 7"ternal #abor Mar&et 8eogra hic region from which em loyers reasonably e" ect to recruit new wor&ers is an e"ternal labor mar&et. 7"trinsic Motivation It is a motivation that is not an inherent art of the wor& itself. 6hen one wor&s solely for the monetary rewards! he is said to be e"trinsically motivated. F Face Validity Measure of the degree to which a test appears to be valid.While this is the most superficial kind of validity, it may contribute significantly to the legitimacy of the test in the eyes of the candidates (an important consideration in avoiding legal challenges). Also called faith validity. Fact-finding A fair review of the issues in a labor dispute by a specially appointed third party, whether it is a single individual, panel, or board. he fact finder holds formal or informal hearings and submits a report to the administrative agency and! or the parties involved. he factfinder"s report, usually considered advisory, may contain specific recommendations. Factor Analysis Any of several procedures of analy#ing the interrelations among test scores or other sets of variable Fair Days Work $enerally, the amount of work produced in a workday by a %ualified employee of average skill e&erting average effort. Fair Employment Practice Laws All government re%uirements designed to forbid discrimination in the various aspects of employment. Fair-Share Agreement Agreement whereby both the employer and the union agree that employees are not obligated to 'oin the union, but that all employees must pay the union a prorated share of bargaining costs as a condition of employment.

False egati!e Any incidence whereby an individual, who is in fact %ualified, is e&cluded by a test or some other screening criteria. False Positi!e Any incidence whereby an individual, who is in fact un%ualified, is selected because of a test or some other screening criteria. Family-"-#ro$p Work team that undertakes a (group effort as a unit. Fatig$e Allowance )n production planning, this is that additional time added to *normal* work time to compensate for the factor of fatigue. Fat Work +argon for work that offers more money for no more than normal effort, also work that offers regular wages but re%uires a less than normal effort. Feather %edding erm, meaning an easy or superfluous 'ob, which originated in the -...Army in the /012s. hose frontier soldiers who had easy 'obs at head%uarter and could sleep in comfortable featherbeds were called *featherbed soldiers.* .o featherbedding grew to mean any 'ob that re%uired little or no work. Fellow Ser!ant Doctrine 3ommon(law concept that an employer should not be held responsible for an accident to an employee if the accident resulted from the negligence of another employee. Field E&aminer Administrative agency employee who conducts certification election and investigates charges of unfair labor practices. Field 'e!iew Method of employee appraisal whereby a representative of the personnel department visits an employee"s work site in order to gather the information necessary for a written evaluation. Fire 4ischarge from employment. he word has such a rude connotation that it is hardly ever used for formal purposes. )t seems too much more genteel and antiseptic to terminate, discharge, dismiss, sever or lay off an employee. First-Line (anagement he level of management that is 'ust above the workers (for e&ample, a foreman.) Fi&ed Ann$ity Annuity that provides constant, periodic dollar payments for its entire length. Flagged 'ate 3ompensation rates paid to employees whose positions warrant lower rates. Also called as overrate. Flat-%enefit Plan he pension plan w2hose benefits are unrelated to earnings. .uch a plan might provide a stipulated amount per month per year of service. Flat )rgani*ation 5ne whose structure has comparatively few levels. )n contrast, a tall organi#ation is one whose structure has many levels. Force-Field Analysis he procedure for deciding what factors, or forces, seems to be contributing to a problem.

Form$la Score 6aw score on a multiple(choice test after a correction for guessing has been applied. With five(choice items, for e&ample, the formula score is the number of correct answers minus one(fourth the number of wrong answers. his makes #ero the score that would most likely be obtained by random guessing. Free-'esponse "ests echni%ue used in psychological testing that places no restriction on the kind of response an individual is to make (so long as it relates to the situation presented). Free 'ider he derogatory term for a person working in a bargaining unit and receiving substantially all of the benefits of union representation without belonging to the union. Fringe %enefits Also called employee benefits, general term used to describe any of a variety of supplemental benefits (such as pensions, insurance, paid holidays, etc) that employees receive in addition to their regular wages. F$ll-+rew-'$le .afety regulation re%uiring a minimum number of workers for a given operation. F$ll-time Workers and Part "ime Workers According to the 7ureau of 8abor .tatistics, full(time workers are those employed at least 91 hours a week a part(time workers are those who work fewer hours. F$ll-"ime-Worker 'ate Wage rate of regular full(time employees, as distinguished from the wage rate of temporary or part(time employees performing the same 'ob. F$lly F$nded Pension Plan he pension plan whose assets are ade%uate to meet its obligations into the foreseeable future. F$nctional A$thority Authority inherent to a 'ob or work assignment. F$nctional ,lliterate )ndividual whose reading and writing skills are so poor that he!she is incapable of functioning effectively in the most basic business, office, or factory situations. 7ecause many functional illiterates are high school graduates, the value of such diplomas is being increasingly discounted by personnel offices. F$nctional Leadership 3oncept holding that leadership emerges from the dynamics associated with the particular circumstances under which groups integrate and organi#e their activities, rather than from the personal characteristics or behavior of individuals. F$nct$s )fficio 8atin term that can be applied to an officer who has fulfilled the duties of an office that has e&pired and who, in conse%uence, has no further formal authority. Arbitrators are said to be functus officio concerning a particular case after they have declared their awards on it. F$ndamental Achie!ement Series -FAS. :erbal and numerical tests for educational and vocational placement of the disadvantaged individual. 3an be used for assessment and placement into employment or training programs. F$nding (ethod Any of the procedures by which money is accumulated to pay for pension under a pension plan.

F$neral Lea!e Also called bereavement leave, paid time off for an employee at the time of a death in his!her immediate family. he ma'ority of all employers offer such time off, usually three or four days. he biggest problem with managing such a benefit is defining 'ust what constitutes a member of the *immediate* family. F$rlo$gh he period of absence from work initiated either by the employer as a layoff or the employee as a leave of absence. F$t$ristic he fledgling discipline that seeks to anticipate future societal developments and present alternative course of action for the polity"s consideration. Within this discipline, there is a growing literature on the future of work. $ #ag '$les/ or #ag )rders 3ollo%uial terms for any formal instructions from a competent authority, usually a 'udge, to refrain from discussing and!or advocating something. #ain Sharing Any of a variety of wage payment methods in which the worker receives additional earnings due to increases in productivity. #aming Sim$lation A model of reality with dynamic parts that can be manipulated to teach the manipulator(s) how to better cope with the represented process in real life. #arnishment Any legal or e%uitable procedure through which earnings of any individuals are re%uired to be withheld for the payment of any debts. Most garnishments are made by court order. #eneral Sched$le -#S.0 7asic pay system for white(collar employees. #entlemens Agreement Any agreement or understanding based solely on oral communications. )t is usually unenforceable if one party reneges. #eriatrics Also gerontology and industrial gerontology, that branch of medicine concerned with the special medical problems of older people. $erontology is that branch of biology, which is concerned, with the nature of the aging process. )ndustrial gerontology is a far more comprehensive term that summari#es all of those areas of study concerned with the employment and retirement problems of workers who are middle(aged and beyond. #et the Sack 7e fired. At the dawn of the industrial revolution, factory workers have to use their own tools. When a worker was fired, he was given a sack in which to gather up his tools. $iven 7ack Any demand by management that a union accept a reduction in their present terms of employment. #oals Also %uotas and timetable, within the conte&t of e%ual employment opportunity a goal is realistic ob'ective which an organi#ation endeavors to achieve through affirmative action. A %uota, in contrast, restricts employment or development opportunities to members of particular groups by establishing a re%uired number or proportionate representation which managers are obligated to attain without regard to *e%ual* employment opportunity. #old1ricking A *goldbrick* was a slang term for something that had only a surface appearance of value well before it was adopted by the military

to mean shrinking or given the appearance of working. he word has now come to imply industrial work slowdown whether they be individual initiatives (or the lack of individual initiative) or group efforts (organi#ed or otherwise). #old-+ircle 'ate he pay rate that e&ceeds the ma&imum rate of an employee"s evaluated pay level. #olden 2andshake 4ismissing an employee while at the same time providing him!her with a large cash bonus. $oon .lang terms for a man or men hired to create or resist violence during a labor dispute. Also called as goon s%uad. #opher While this is not formally listed as a 'ob title on anybody"s resume, many a successful manager will admit to having worked his way up from gopher(go for coffee, go for this go for that, etc. #rade +reep 8ong(term tendency for positions to be reallocated upward. Also called as grade escalation. #rad$ated Wages Wages ad'usted on the grounds of length of service and performance. #rape!ine )nformal means by which organi#ational members give or receive information. #raphic 'ating Scale he performance appraisal chart that lists traits (such as promptness, knowledge, helpfulness, etc.) with a range of performance to be indicated with each (unsatisfactory, satisfactory, etc). #ra!eyard Shift .lang terms for the tour of duty of employees who work from // p.m. or midnight until dawn. Also called as lobster shift. #reen-+ircle 'ate Also called blue(circle rate, pay rate that is below the minimum rate of an employee"s evaluated pay level. #reen 2ands .lang term for ine&perienced workers. #rog Pri!ileges he practice of allowing laborers to stop work during the afternoon for a drink of grog or something similar. his custom has been discontinued, e&cept among higher paid e&ecutives. #ro$p +ohesi!eness Measure of the degree of unity and solidarity that a group possesses. #ro$p E&ec$ti!e Manager responsible for the work of two or more organi#ational divisions. #ro$p )ral ,nter!iew Also called group oral e&amination, measurement tool that involves a group of candidates (ideally 1(;) discussing a 'ob(related problem. he evaluators do not actively participate in the group discussion, their role is to observe and evaluate the behavior of the participants. he value of this techni%ue is heavily dependent on the ability of the evaluators. #ro$p "hink he psychological drive for consensus, at any cost, which tends to suppress both dissent and the appraisal of alternatives in small

decision making groups. $roup thinks, because it refers to a deterioration of mental efficiency and moral 'udgement due to in(group pressures and an invidious connotation. #$aranteed Ann$al Wage -#AW. Any of a variety of plans whereby an employer agrees to provides employees with a predetermined minimum (/) number of hours of work or (<) salary each year. #$aranteed Work Week he provision in some union contract that an employee will be paid a full week"s wage even when there is not enough actual work available to otherwise warrant a full week"s pay. #$est Worker =uropean term for foreign workers allowed entering and working in a country for a temporary period. #$ideline (ethod 5ne of the 'ob evaluation techni%ue that determines the value of a position in an organi#ation not by an analysis of the position"s content, but by what the labor market says it is worth. #$idelines Also called guideposts, (/) general standards, usually e&pressed as a percentage, by which the federal government measures wage and price increase to determine if they are consistent with the national economic interest or (<) published outlines for action or suggested courses of conduct that many federal agencies issue for the guidance of their clients. #$ild Also called craft guild, in medieval Western =urope, an association for mutual aid and!or for the furtherance of religious and business interests. #$ild Socialism he political movement that advocated workers" control of industry by vacated worker"s control of industry by means of system of national guilds. his movement had its greatest popularity in =ngland 'ust before and 'ust after World War ). #ypsy .lang term for an independent operator of a truck, ta&i, etc., who owns his!her own vehicle. > 2alo Effect 7ias in ratings arising from the tendency of a rater to be influenced in his!her rating of specific traits by his general impression of the person being rated. 2alsey Plan Frederick A. >aley"s *premium plan* was first presented to the American .ociety of Mechanical =ngineers in /0?/. >aley intended that workers be allowed to use their individual past performance as a standard, with the value of any increased output divided between the employee and the employer. 2and-)n-"est he performance test which uses the actual tools of the 'ob. 2andwriting Analysis .cientific name graphology, psychological tool sometimes used to evaluate the personality and character of employment applicants. A handwriting analyst is graphologist. 2ard-+ore 3nemployed hose individuals who because of racial difference, an impoverished background, or the lacks of appropriate education have never been able to hold a 'ob for a substantial length of time.

2ardship Allowance Additional money paid to an employee who accepts an assignment that offers difficult living conditions, physical hardships, unattractive climate, and! or a lack of the usual amenities found in the -nited .tates. 2ar!ard %$siness 'e!iew -2%'. +ournal for professional managers, published bimonthly by the faculty of the >arvard -niversity $raduate .chool of 7usiness Administration. he editors modestly state that, in selecting articles for publication, they *try to pick those that are timeless rather than 'ust timely.* 2ar!ard %$siness School -2%S. he most prestigious of the prestigious *7* schools. 6obert ownsend, in -p the 5rgani#ation (@.A.B Cnopf, /?;2), suggests that you *don"t hire >arvard 7usiness .chool graduates. his worthy enterprise confesses that it trains its students for only three posts e&ecutive vice(president, and board chairman. he faculty does not blush when >7. is called the West Doint of capitalism.* 2awthorne St$dies Also called >awthorne e&periments, conducted at the >awthorne Works of the Western =lectric 3ompany near 3hicago, is probably the most important single management study yet reported. 7eginning in the late /?<2s, a research team led by =lton Mayo of the >arvard 7usiness .chool started a decade(long series of e&periments aimed at determining the relationship between work environment and productivity. he e&periments, because they were initially unable to e&plain the results of their findings, literally stumbled upon what today seems so obvious(that factories and other work situations are first of all social situations. he >awthorne .tudies are generally considered to the genesis of the human relation"s school of management thought. 2ay System =dward @. >ay developed one of the best(known 'ob evaluation methods. =ssentially a modification of the factor(comparison techni%ue, >ay"s $uide 3hart(Drofile Method is based on three factorsB know(how, problem solving and accountability. Many organi#ations have adopted variations of the >ay .ystem for 'ob evaluation. 2elping ,nter!iew )nterview that consists of a genuine dialogue between the interviewer and the interviewee, the interviewer acts as an empathic listener rather than a mere technician, recording information. 2e$ristic .hort(cut process of reasoning that hunts for a satisfactory, rather than an optimal, solution to a very large, comple& and!or poorly defined problem. 2idden Agenda -nannounced or unconscious goals, personal needs e&pectations, and strategies that each individual brings with his!her participation in a group. Darallel to the group"s open agenda are the private or hidden agendas of each of its members. 2it the %ricks .lang phrase for going out on strike. 2omeostasis Maintenance of e%uilibrium among bodily and systemic processes. he normal functioning of the body or system is dependent upon maintaining such internal stability. 2ometown Plan :oluntary affirmative action plan for the construction crafts and trades developed by a local construction industry, usually in cooperation with the 4epartment of 8abor. 2oncho .lang word for a boss or any person in charge of a work detail. 2oneymoon Period hat period of time immediately following a ma'or agreement between management and labor when both sides may seek to de( emphasi#e the normal difficulties inherent in their relationships.

2ooking Also roping, slang term for convincing workers to spy on fellow union members, usually by means of bribery or blackmail. 2ot-+argo Pro!isions 3ontract clauses that allow workers to refuse to work on or handle *unfair goods* or *hot cargo*( products coming from a factory where there is a labor dispute. 2o$se Acco$nt Also called no(commission account, account serviced by branch or home office e&ecutives. -sually credit is not given nor commissions paid when sales are made to such accounts. 2o$sing Allowance .pecial compensation, consisting of a flat rate or a salary percentage, for the purpose of subsidi#ing the living e&penses of an employee, usually paid only to employees sent overseas. 2$man Factors Engineering Also called ergonomics, designed for human use. he ob'ective of human factors engineering, usually called ergonomics in =urope, is to increase the effective use of physical ob'ects and facilities by people at work, while at the same time attending to concerns such as health, safety, 'ob satisfaction, etc. 2$man 'eso$rce Acco$nting 3oncept that views the employees of an organi#ation as capital assets similar to plant and e%uipment. While the concept is intuitively attractive calculating the value, replacement cost, and depreciation of human assets poses significant problems. 3onse%uently manager and accountants view it with considerable skepticism. 2$man 'eso$rces Administration )ncreasingly popular euphemism for the management of social welfare programs. Many 'urisdictions that had 4epartments of Welfare have replaced them with 4epartments of >uman 6esources. 2$man 'eso$rces (anagement -2'(. Although often used synonymously with personnel management, >6M transcends traditional personnel concerns. )nstead of viewing the personnel function as simply that collection of desperate duties necessary to recruit, pay and discharge employee, a >6M approach presumes that personnel"s appropriate mission is the ma&imum utili#ation of its organi#ation"s human resources. 2$man 'eso$rces Planning (odels Also called manpower(planning models, according to 6ichard 3. $rinold and Cneale . Marshall, Manpower Dlanning Models, personnel planning models use systems analysis to (a) Forecast the future manpower re%uirements that will be satisfied by the current inventory of personnel, forecast the future manpower budget commitments represented by the current stock of personnel. (b) Analy#e the impact of proposed changes in policy, such as changes in promotion or retirement rules, changes in policy, such and changes in promotion or retirement rules, changes in salary and benefits, changes in transfers into and out of the organi#ation, and changes in the organi#ation"s rate of growth, (c) est the rationale of historical policy for consistency, and establish the relations among operating rules of thumb. (d) =&plore regions of possible policy changes and allow a planner to e&periment with and perhaps discover new policies. (e) -nderstand the basic flow process, and thus aid in assessing the relative operational problems. (f) 4esign systems that balance the flow of manpower, re%uirements, and costs. .tructure the manpower information system in a manner suitable for policy analysis and planning.

2$man 'eso$rces 'e4$irements Analysis Also called manpower re%uirements analysis, analysis and pro'ection of (a) the personnel movements and (b) the numbers and kinds of vacancies to be e&pected during each stage of management"s workforce plan. According to the office of Dersonnel Management, the essential steps in Manpower re%uirement analysis areB First, to estimate what portion of the workforce present at the start of the planning period or hired during the period, will leave their positions during the period. .econd, to estimate how many of these position levers will move to other positions in the workforce during the period and how many will leave the service entirely. hird, to estimate the position to be occupied by in(service movers at the end of the planning period. Fourth, by comparison of this retained workforce with the workforce specified in management"s workforce plan, to identify the number and kinds of positions to be filled during the planning period.

2$man 'eso$rces 3tili*ation Also called manpower utili#ation, general terms for the selection, development and placement of human resources within an economic or organi#ational system in order to utilise these resources in the most efficient manner. ) ,llegal Aliens Also called undocumented workers, individuals from other countries who are living! working in the -nited .tates unlawfully. he -... 4epartment of 8abor prefers to refer to these individuals as *undocumented workers.* ,llegal %argaining ,tems Any proposal made during the collective bargaining process that is e&pressly forbidden by law. For e&ample, a union shops in a *right(to(work* state. ,llegal Strike .trike that violates e&isting law. While most public sector strikes are illegal, so are strikes that violate a contract, that are not properly authori#ed by the union membership, and that violate a court. ,mmediate F$ll Vesting he pension plan that entitles an employee to all of the retirement income(both his!her contributions as well as those of his!her company( accrued during his!her time of participation in the plan. ,mpact "heory of Discrimination he concept that asserts it is the conse%uences of employment practices that are relevant, not their intent. =ven though intent is good its conse%uences could foster systemic discrimination. ,mpasse A condition that e&ists during labor(management negotiations when either party feels that no further progress can be made toward reaching a settlement. )mpasses are resolved either by strikes or the helpful intervention of neutral third parties. ,n %asket E&ercise raining techni%ue and type of test fre%uently used in management assessment centers to simulate managerial problems by presenting the sub'ect with an array of written materials (the kind of items that might accumulate in an *in(basket*) so that response to the various items and problems can be evaluated. ,ncenti!e +ontract hat portion or clause of a collective bargaining agreement that establishes the terms and conditions of an incentive(wage system. ,ncenti!e 'ate .pecial wage rate for production above a previously fi&ed standard of performance.

,ncenti!e Wage Plan Also group incentive plan, wage program that has a provision for rise in wages with increase in productivity. )ndividual incentive plans are based on the performance of the individual employee while group incentive plans are based on the performance of the total work group. ,ncidental Learning Also called latent learning, learning that takes place without formal instruction, intent to learn, or ascertainable motive. he information obtained tends to lie dormant until an occasion for its use arises. ,ncomes Policy A general term for the totality of the federal government"s influence upon wages, prices and profits. ,ncompetence he demonstrated failure of an employee to meet minimum standards of 'ob performance. ,ncrement Also called step increase, established salary increase between steps of a given salary grade, marking a steady progression from the minimum of the grade to the ma&imum. ,nc$m1ent A person presently serving in a position. ,ndemnify Act of compensating insured individuals for their losses. ,ndi!id$al Agreement Formal agreement between a single employee and his!her employer that determines the employee"s terms and conditions of employment. Also called as individual contract. ,ndi!id$al-+ontract Pension "r$st he pension plan that creates a trust to buy and hold title to employee"s individual insurance and!or annuity contracts. he employer makes payments to the trust, which then pay the insurance premiums on its various contracts. ,ndi!id$al De!elopment Plan -,DP. he periodically prepared schedule of developmental e&periences, including both work assignments and formal training, planned to meet particular development ob'ectives which are needed to improve current performance and!or to prepare the individual for positions of greater responsibility. ,nd$strial Democracy Also participate management, any of a variety of efforts designed to encourage employees to participate in an organi#ation"s decision making process by identifying problem and advising solution to them in a formal manner. ,nd$strial Engineering 4efined by the American )nstitute of )ndustrial =ngineers as being concerned with the design, improvement, and installation of integrated systems of men, material and e%uipment, drawing upon speciali#ed knowledge and skill in the mathematical, physical, and social science together with the principle and methods of engineering analysis and design, to specify, predict, and evaluate the results to be obtained from such systems. ,nd$strial 2ygiene hat branch of preventive medicine devoted to protecting the health of industrial workers. ,nd$strial (edicine hat branch of medicine that is related to protect workers from ha#ards in the workplace and to deal with health!problems! emergencies that may occur during working hours.

,nd$strial Psychology Also called occupational psychology, industrial and organi#ational psychology!, and )!5 psychology, industrial or occupational psychology has traditionally been concerned with those aspects of human behavior related to work organi#ation, its focus has been on the basic relations in organi#ations between (/) employees and their co(workers, (<) employees and machines, and (9) employees and the organi#ation. 7ecause the term industrial psychology holds a restrictive connotation, the field is increasingly referred to as industrial and organi#ational psychology or )!5 Dsychology. ,nd$strial 3nion Also called vertical union whose members works in the same industry and encompass a whole range of skilled and unskilled occupations. ,nd$stry Wide %argaining 3ollective bargaining that result in a single master agreement negotiated by all the ma'or employers in an industry and one or more unions who represent workers throughout the industry. ,ne4$ity "heory Also e%uity theory, most fully developed by +. .tacy Adams (he premised his work upon 8eon Festinger"s theory of cognitive dissonance), who holds that )ne%uity would e&ist if a person perceived that he!she was working much harder than another person who received the same pay. o reduce the ine%uity, for e&ample, by increasing (or decreasing) one"s efforts if it is perceived to be low (or high) relative to other"s work effort. ,nitiation Fees he payments re%uired by union of all new members and!or of employees who having once left the union wish to return. )nitiation fees serve several aimsB (/) they are a source of revenue, (<) they force the new member to pay for the advantages secured by those who built the union, and (9) they (when the fees are high enough) can be used as a device to restrict membership. ,n5$nction Also called labor in'unction, court order forbidding specific individuals or group from performing acts the court considers in'urious to property or other rights of an employer or community. here are two basic types of in'unctionsB (/) temporary restraining order, which is issued for a limited time prior to a formal hearing and (<) permanent in'unction, which is issued after a full formal hearing. 5nce an in'unction is in effect, the court has contempt power to enforce its ruling through fines and!or imprisonment. ,nstr$mented La1oratory he laboratory training e&perience that uses feedback from measurements taken during laboratory sessions of the behavior and feeling of the group and!or its component individuals. ,nterest Ar1itration Arbitration of a dispute arising during the course of contract negotiations where the arbitrator must decide what will or will not be contained in the agreement. ,nterest ,n!entory he %uestionnaire designed to measure the intensity of interest that an individual has in various ob'ects and activities. )nterest inventories are widely used in vocational guidance. ,nterest "est 7attery of %uestions designed to determine the interest patterns of an individual, particularly with regard to vocational choice. ,nterferenceE An unfair labor practice. .ection 0(a) (/) of the 8abor(Management 6elations ( aft(>artely) Act of /?F; makes it unlawful for an employer *to interfere with, restrain, or coerce employees* who are e&ercising their right to organi#e and bargain collectively. ,nterim Agreement 3ollective bargaining agreement designed to avoid a strike and!or to maintain the current conditions of employment while the settlement of a dispute or the signing of a final comprehensive contract is pending.

,nternal Alignment he relationship among positions in an organi#ation in terms of rank and pay. )n theory, the most desirable internal alignment calls for similar treatment of like positions, with the differences in treatment in direct proportion to differences in the difficulty, responsibilities, and %ualifications needed for a position. ,nternal +onsistency 'elia1ility he measure of the reliability of a test based on the e&tent to which items in the test measure the same traits. ,nternational +i!il Ser!ice erm that does not refer to any particular government entity, but to any bureaucratic organi#ation that is by legal mandate composed of differing citi#enship and nationalities. =&ample includes the -nited @ations .ecretariat, the )nternational 8abor 5rgani#ation, and the 3ommission of the =uropean 3omminutes. .ometimes the term is used to collectively refer to the employees of all international bureaucracies. ,nternational La1or )rgani*ation -,L). .peciali#ed agency associated with the -nited @ations, created by the reaty of :ersailles in /?/? as a part of the 8eague of @ations. he -nited .tates 'oined this autonomous intergovernmental agency in /?9F and is currently one of /9<(member countries that finance )85 operations. $overnments, workers, and employees share in making the decisions and shaping its policies he aim of )85 is to improve labor conditions, raise living standards, and promote economic and social stability as the foundation for lasting peace throughout the world. he standards developed by the annual )85 conference are guides for countries to follow and form an international labor code that covers such %uestions as employment freedom of association, hours of work, migration for employment, protection of women and young workers, prevention of industrial accident, workmen"s compensation, other labor problems, conditions of seamen, and social security. he only obligation on any country is to consider these standardsB no country is obligated to adopt, accept, or ratify them. ,nternational La1or 'e!iew .ince /0?;, this monthly has published original research, comparative studies, and article of interest to the international labor community. )nternational 8abor 6eview )nternational 8abor 5ffice 3> G /<// $eneva << .W) H=68A@4 ,nternational Personnel (anagement Association -,P(A. =stablished in +anuary /?;9 through the consolidation of the Dublic Dersonnel Association (successor to the 3ivil .ervice Assembly of the -nited .tates and 3anada) and the society for Dersonnel Administration, )DMA is a nonprofit membership organi#ation for agencies and persons in the public personnel field. )ts members are located in federal, state, provincial and local government throughout the -nited .tates, 3anada and elsewhere around the World. Among )DMA"s continuing purposes are the improvement of personnel administration, promoting merit principal of employment, and assisting persons and agencies engaged in personnel work. )DMA /012 C..treet, @.W. Washington, 43 <222I (<2<) 099 G10I2 ,nternship Any of the variety of formal training program for new employees or student that allows them to learn on(the 'ob by working closely

with professionals in their field. Almost all(professional educational programs at universities re%uire or allow their students to undertake internships of one kind or another. ,nterpersonal +ompetence he measure of an individual"s ability to work well in a variety of situations. o have interpersonal competence while occupying any given position, one would have to be proficient in meeting all of a position"s role demands. ,nterpolation he process of estimating intermediate values between two known values. ,nterrater 'elia1ility Also called inter(e&aminer reliability, e&tent to which e&aminers give the same score to like performing candidates. ,nter!ention 5ne of the most basic techni%ues of organi#ation development. According to 3hris Argyris, )ntervention heory and MethodB A 7ehavioral .cience :iew (6eading, Mass.B Addison(Wesley, /?;2), o intervene is to enter into an ongoing system of relationship, to come between or among persons, groups, or ob'ects for the purpose of helping them. here is an important implicit assumption in the definition that should be made e&plicitB the system e&ists independent of the intervenor. here are many reasons one might wish to intervene. his reason may range from helping the clients make their own decisions about the kind of help they need to coercing the clients to do what the intervenor wishes them to do. ,nter!iew Sched$le Formal list of %uestions than an interviewer puts to an interviewee. ,ntrinsic 'eward Also called psychic income, reward contained in the 'ob itself such as personal satisfaction, a sense of achievement, and the prestige of office. ,n!entory Juestionnaire designed to obtain non(intellectual information about a sub'ect. )nventories are often used to gain information on an individual"s personality traits, interests, attitude, etc. ,n!erse Seniority 3oncept that allows workers with the greatest seniority to elect temporary layoff so the most recently hired, (who would normally be sub'ect to layoff) can continue working. he key to making the concept practical is the provision that senior workers who are laid off receive compensation and have the right to return to their previous 'obs. ,ron-+lad )ath Also ironclad contract, a pre(World War ) anti(union tactic which had employees taken an oath agreeing not to 'oin or encourage the formation of a union. ,ron Law of )ligarchy According to 6obert Michele* *iron low of oligarchy,* in Dolitical Darties ($lencoe, ))),B he Free Dress, /?/1, /?F?), organi#ations are by their nature oligarchies because ma'orities within an organi#ation are capable of ruling themselvesB 5rgani#ation implies the tendency to oligarchy. )n every organi#ation, whether it be a political party, a professional union, or any other association of the kind, the aristocratic tendency manifests itself very clearly. he mechanism of the organi#ation, while conferring a solidity of structure, induces serious changes in the organi#ed mass, completely inverting the respective position of the leader and the led. As a result of organi#ation, every party or professional union becomes divided into a minority of directors and a ma'ority of directed. ,ron Law of Wages Also called subsistence theory of wages, concept, variously stated as a law or theory, which holds that in the long run workers will be paid merely the wages that they re%uire for bare survival. )t is premised upon the nation that as wages rise, workers have larger

families. his increases the labor force and, in turn, drives down wages. he ensuing poverty causes family si#es, to decline and in turn, drives wages higher. hen the cycle begins again. ,tem he smallest unit of an employment test, a test %uestion. ,tem Analysis .tatistical description of how a particular %uestion functioned when used in a particular test. An item analysis provides information about the difficulty of the %uestion for the sample on which it is based, the relative attractiveness of the options, and how well the %uestion discriminated among the e&amines with respect to a chosen criterion. he criterion most fre%uently used is the total score on the test of which the item is a part. ,tinerant Worker =mployee who finds work by travelling from one employer or community to another. + 6argonaphasia Dhysiological disorder manifested by the intermingling of correct words with unintelligible speech. Many writers of organi#ation memoranda and government regulations seem to suffer from this ailment. 6aw1oning Any presidential pressure on labor, management, or both to make their behavior more compatible with the national interest. he 'awbone in 'awboning refers to the biblical *'awbone of an ass* with which .amson *slew a thousand men.* 6o1 Analysis 4etermination of a position"s specific tasks and of the knowledge, skills and abilities that an incumbent should possess. his information can then be used in making recruitment and selection decisions, creating devices, developing compensation systems, and approving training needs. 6o1 %ank ool first developed in the late /?I2s by the -...=mployment .ervice so that its local offices could provide applicants with greater access to 'ob openings and employers with a greater choice of workers from which to choose. he 'ob bank itself is a computer. =ach day the computer is fed information on new 'ob opening and on 'obs 'ust filed. )ts daily printout provides up(to(the(minutes information for all 'obseekers, greater e&posure of employers" needs, and a faster referral of 'ob applicants. 6o1 +eiling Ma&imum number of employees authori#ed at a given time. 6o1 +lassification E!al$ation (ethod Method by which 'obs are grouped into classes based on the 'ob"s level of difficulty. 6o1 +oding @umbering system used to assort according to their 'ob families or other areas of similarity. For e&ample, all positions in a clerical series might be given numbers from /22 to /?? or all management positions might be numbered from F22 to F??. >igher numbers usually indicate higher skill levels within a series. 6o1 +ontent 4uties and responsibilities of a specific position. 6o1 +ycle Amount of time re%uired for an employee to perform a discrete unit of work. 6o1 Definition Formal statement of the task re%uirements of a 'ob. he term is fre%uently used interchangeably with 'ob description.

6o1 Depth Measure of the relative freedom that the incumbent of a position has in the performance of his assigned duties. 6o1 Dil$tion he dividing a relatively sophisticated 'ob into parts that can be performed by less skilled labor. 6o1 E!al$ation he process that seeks to determine the relative worth of a position. )t implies a formal comparison of the duties and responsibilities of various positions in order to ascertain the worth, rank, or classification of one position relative to all others in an organi#ation. While 'ob content is obviously the primary factor in evaluation, market conditions must also be considered. 6o1 Factors Also called factors, while there are an infinite number of specific factors that pertain to differing 'obs, the factors themselves can usually be categori#ed within the following groupingsB ). )). ))). ):. :. +ob 6e%uirements(the knowledge"s, skills, and abilities needed to perform the duties of a specific 'ob. 4ifficulty of work(the comple&ity or intricacy of the work and the associated mental demands of the 'ob. 6esponsibility(the freedom of action re%uired by a 'ob and the impact of the work performed upon the organi#ational mission. Dersonal 6elationships the importance of interpersonal relationships to the success of mission accomplishment. 5ther Factors(.pecific +ob(oriented elements, which should be considered in the evaluation, process. For e&ample, physical demands, working conditions, accountability number of workers directed.

6o1 Family he group or series of the 'obs in the same general occupational area, such as accounting or engineering. 6o1 Free*e Formal halt to an organi#ation"s discretionary hiring and promoting. .uch an action is inherently temporary. 6o1 2opper A person who fre%uently changes 'obs. 6o1 Loading Also hori#ontal loading and vertical loading, to load a 'ob is to assign to it a greater variety of duties and responsibilities. )t is hori#ontal loading when the newly assigned tasks are at the same level of interest and responsibility as the 'ob"s original tasks. )t is vertical loading when the newly assigned tasks allow for increased responsibility, recognition, and personal achievement. 6o1 Posting A scheme that allows and encourages employees to apply for other 'obs in their organi#ation. 6o1 'anking Also called ranking, most primary method of 'ob evaluation, which simply ranks 'obs in order of their importance to an organi#ation. 6o1 'elatedness 4egree to which an applicant appraisal procedure"s knowledge"s, skills, abilities, and other %ualification re%uirements have been determined to be necessary for successful 'ob performance through a careful 'ob analysis. 6o1 'otation ransferring a worker from one assignment to another in order to minimi#e boredom and!or enhance skills.

6o1 Satisfaction According to =dwin A.8ocke, *+ob satisfaction is the pleasurable emotional state resulting from the appraisal of one"s 'ob as achieving of facilitating one"s 'ob values.* 6o1 Scope Also cycle time, relative comple&ity of a particular tasks. his is usually reflected by the cycle time(the time it takes to complete the task. 6o1 3pgrading 6eclassifying a position from a lower to a higher classification. 6ohari Window Model, fre%uently used in laboratory training, for e&amining the mirror image of one"s self. he window, developed by +oseph 8uft and >arry )ngham (+oe K >arry L +ohanna), consists of the following four %uadrantsB /. <. 9. F. he first %uadrant, the public self, contained knowledge that is known to both the sub'ect and others. he second %uadrant, the blind self, contains knowledge that is known to others and unknown to the sub'ect. he third %uadrant, the private self, contains all of those things that a sub'ect keeps secret. he fourth %uadrant, the unknown area, does not contain information that neither the sub'ect nor others know.

he +ohari Window model is usually used as a visual aid for e&plaining the concept of interpersonal feedback and disclosure. 6oint %argaining wo or more unions united to negotiate with a single employer. 6oint +o$ncil he labor(management committee established to resolve disputes arising during the life of a contract. 6oint "raining raining program that brings management and union officials together in a learning situation focusing on some aspect of labor relations. 6o$rnal of 2$man 'eso$rces he %uarterly that provides a forum for analysis of the role of education and training in enhancing production skills, employment opportunities, and income, as well as of manpower, health and welfare policies as they relate to the labor marked and to economic and social development. )t gives priority to studies having empirical content. +ournal of >uman 6esources =ditorial 5fficeB .ocial .cience 7uilding //02 5bservatory 4rive Madison, W) 19;2I .ubscriptions and Advertising 5fficeB +ournals 4epartment D.5.7o& /9;? he -niversity of Wisconsin Dress

Madison, W) 19;2/ 6$dicial 'e!iew he power of the -... .upreme 3ourt to declare actions by the president or the 3ongress to be invalid or unconstitutional. 6$risdiction -nion"s e&clusive right to represent particular workers within specified industrial, occupational, or geographical boundaries. 6$risdictional Disp$te 4isagreement between two unions over which should control a particular 'ob or activity. 6$risdictional Strike .trike that result when two unions have a dispute over whose members should perform a particular task and one or the other strikes in order to gain its way. $o e&ample, both electricians and carpenters may claim the right to do the same task at a construction site. 6$ry-D$ty Pay he practice of giving employees leave with pay if they are called to 'ury duty. Many organi#ations reduce such pay by the amount the employee is paid by the court for his 'ury service. Jargons in Human Resource Management F Fey 4lass %hese are occu ations or ositions for which data are collected from other em loyees! via salary survey! in order to serve as a basis for establishing wage rates. Fic&bac& 7m loyers or third arties that e"tort money from em loyees or contractors by threatening to sever or have severed the em loyment relationshi are soliciting &ic&bac&s. Most &ic&bac&s are obviously unethical if not illegal. Fic&ed $ stairs %he jargon stands for the removal of an individual from a osition where his erformance is not thought satisfactory by romoting him to a higher osition in the organi5ation. Fnoc&ed 9ff %he jargon stands for being fired. It is also used as an underworld term for murder. Fnoc& 9ff 6or& It means to sto wor&. 8 La1or A collective term of an organi#ation"s workforce e&clusive of management. La1or Agreement he formal results achieved by collective bargaining. La1oratory Ed$cation Also called laboratory method, method of learning about human behavior through e&periencing group activities. La1or +ost hat part of the cost of a product or service that is attributable to wages.

La1or +osts Also unit labor cost, total e&penses an employer must meet in order to retain the service of employees. he unit labor cost is the e&penses for labor divided by the number of units of output produced. La1or +o$rt .ome countries have a permanent court of industrial arbitration available to settle labor disputes. La1or Economics he subfield of economics concerned with wages and the supply!allocation of human resource. La1or Force Also civilian labor force and total labor force, according to the 7ureau of 8abor .tatistics the civilian labor force consists of all employed or unemployed persons in the civilian non(institutional population, the total labor force includes military personnel. Dersons not in the labor force are those not classified as employed for unemployed, this group includes persons retired, those engaged in their own housework, those not working while attending school, those unable to work because of long(term illness, those discouraged from seeking work because of personal or 'ob market factors and those who are voluntarily idle. he non(institutional population comprises all person /I years and older who are not inmates of penal or mental institutions, sanitariums, or homes for the aged, infirm, or needy. La1or Force Participation he rate at which a given group (women, blacks, handicapped, etc.) is represented (nationally, regionally, or locally) in the labor force. La1or #rade 5ne of a series of step in a wage(rate structure established by a process of 'ob evaluation or collective bargaining. La1or Lo11y hose elements of organi#ed labor that seek to influence legislation affecting labor"s interests. La1or (o1ility he fle&ibility with which workers can change 'obs and occupations. La1or Pool .et of trained workers from which prospective employees are recruited. La1or 'acketeer 7oard term that applies to a union leader who uses his!her office as a base for unethical and illegal activities. La1or 'eser!e $eneral term that refers to potential members of the workforce. =arlier the concept has been applied to the least skilled and the least able. La1or St$dies Formal academic degree concentrations or certificate programs concerned with the various aspects of labor relations. La1or "heory of Val$e @otion that the value of a product is dependent or determined by the amount (or value) of the labor needed to produce it. he concept has been used by Carl Mar& (developed earlier by Adam .mith and 4avid 6icardo) to denounce capitalists who e&ploited the working class by selling products at higher prices than the cost of the labor that went into them. Laisse*-Faire he *hands off* style of leadership that emphasi#es loose supervision.

Lame D$ck he term is used in an organi#ational sense to refer to any one whose leaving has been announced whether for retirement, promotion, transfer etc. Lateral Entry Appointment of an individual from outside of the organi#ation to a position above the bottom level of a generally recogni#ed career ladder. Law of Effect Fundamental concept in learning theory that holds that, other things being e%ual, an animal will learn those habits ending with satisfaction and will not learn (or learn only slowly) those habits causing nuisance. Law of the Sit$ation 5ne person should not give orders to another person, but both should agree to take their orders from the situation. )f orders are simply part of the situation, the %uestion of someone giving and someone receiving does not come up. Layoff emporary or indefinite separation from employment, without pre'udice or loss of seniority, resulting from slack work, a shortage of materials, decline in product demand, or other factors over which the worker has no control. Leadership he e&ercise of authority, whether formal or informal, in directing and coordinating and controlling the work of others. Leadership Style he patterns of a leader"s interactions with his!her followers. here are various styles of leadership such as participative leadership, 8aisse#(faire, etc. Learning $enerally, any behavior change is occurring because of interaction with the environment. Learning Platea$ hat flat part of a learning curve that indicates there has been little or no additional learning. Lea!e Witho$t Pay A temporary nonpay status and short(term absence from duty, granted upon the employee"s re%uest. he permissive nature of leave without pay distinguishes it from absence without leave. A leave of absence implies a more substantial amount of time away from one"s position. Leptok$rtic he fre%uency distribution or curve that is more peaked, as opposed to top, than a normal curve. Le!el Ann$al Premi$m F$nding (ethod After the pension costs for a new employee are actuarially determined, pension contributions or premium are paid into a fund (or to an insurance company) in e%ual installments during the employee"s remaining working life so that upon retirement the pension benefit is fully funded. Lie Detector Also called polygraph, also voice stress analy#er, and psychological stress analy#er, an instrument for recording physiological phenomena such as blood pressure, pulse rate, and the respiration rate of individuals as they answer %uestions put to them by an operator. he techni%ue is based on the assumption put to them by an operator. he techni%ue is based on the assumption that when an individual e&periences apprehension, fear, or emotional e&citement, his!her respiration rate, blood pressure etc., will sharply increase, hese physiological data are then interpreted by an operator who makes 'udgements on whether or not a sub'ect is lying. 5nly one thing is certain about polygraph tests, they are not /22 percent accurate. Likert Scale Also called 8ifetree(type scale, one of the most widely used scales in social research.

Lincoln ,ncenti!e Plan he combination profit sharing and piecework incentive system developed in /?9F by +.F.8incoln of the 8incoln =lectric 3ompany of 3leveland. Line )rgani*ation hose segments of a larger organi#ation that perform the ma'or functions of the organi#ation and have the most direct responsibilities for achieving organi#ational goals. Line-Staff +onflict According to 3harles 3oleman and +oseph 6ich, *8ine .taff and the .ystems Derspective, *>uman 6esources Management (fall /?;9), *5ne of the pillars of traditional organi#ation theory is the concept that line officers hold command authority in essence areas of the organi#ation and that staff officers provide them with speciali#ed assistance. >owever, empirical studies have shown time and again that the traditional line(staff idea leads to large amount of conflict.* Linking Pin 3oncept developed, by 6ensis 8ikert in his @ew Datterns of Management (@ew AorkB Mc$raw(>ill, /?I/). A *linking pin* is anyone who belongs to two groups within the same organi#ation, usually as a superior in one and as a subordinate in the other. Li!ing Wage Also starvation wages although one might suspect that starvation wages would be necessarily of limited duration, many a union leader will assessed that the workers have been putting up with them far too long. A living wage, in contrast, ward of starvation and even provides for some of the comfort of life. >owever, the ultimate goal of the union must be a *decent living wage,* which affords a standard of lu&ury that can hardly be imagined by those on starvation wages. Local ,ndependent 3nion A local union not affiliated with a national or international union. Local ,nd$strial 3nion A local union consisting of workers in a variety of occupations in an industry. Local 3nion 6egional organi#ation of union members who are part of a national or international union. A local union is chartered by the national or international union with which it is affiliated. Longe!ity Pay Also called longevity rate, salary additions based on length of service. 3ontracts or pay plans fre%uently state specific time periods to %ualify for such upward wage ad'ustments. Longit$dinal S$r!ey .tudy of a group of sub'ects that follows them through time. Lordstown Syndrome Workers perception that they are re%uired to perform dehumani#ed and monotonous work. Among the dys(functional aspects of this syndrome are high absenteeism, low productivity, sabotage, and wildcat strikes. Loren* +$r!e Most commonly used in macroeconomics to show the une%ual distribution income, the 8oren# curve can be applied to wage and salary structure to demonstrate the spread of wages from the lowest paid employee to the highest paid. A curve is constructed by plotting the cumulative percentage of employees against the cumulative percentage of wages and salaries. his curve is compared to a F1M line and the area between the two computed as a value 8. he greater the 8 value, the greater the ine%uality of wages. Low (an on the "otem Pole 6efers to the lowest person in any organi#ational hierarchy.

M (aintenance-of-(em1ership Shop -nion security term found in some collective bargaining agreements, holding that employees who are members of the union at the time the agreement is negotiated, or who voluntarily 'oin the union subse%uently, must keep up their membership for the duration of the agreement as a condition of employment. (ake-3p Pay he term refers to allowance paid to piece workers to make(up the difference between actual piecework earnings and guaranteed rates (or statutory minimum wages). (ake Whole he legal remedy that provides for an in'ured party to be placed, as near as may be possible, in the situation he or she would have occupied if the wrong had not been committed. (ake Work Any effort to reduce or limit labor output with the intention of employing more and more labor. (anagement A$dit Any comprehensive e&amination of the administrative operations and organi#ational arrangements of a company or government agency, which uses generally, accepted standards of practice for the purpose of evaluation. (anagement 1y E&ception Management control process that has a subordinate report to an organi#ational superior only e&ceptional or unusual events that might call for decision(making on the part of the superior. )n this way, a manager may avoid unnecessary detail that only confirms that all is going according to plan. (anagement 1y )15ecti!es -(%). Approach to managing whose hallmark is a mutual( by both organi#ational subordinate and superior(setting of measurable goals to be accomplished by an individual or term over a set period of time. (anagement #ames Also called business games, any of a variety of simulation e&ercises, which are used in management development and education. (anagement ,nformation System -(,S. Any formal process in an organi#ation with the intention of providing managers with facts that they re%uire for the purpose of decisions making. Modern management information systems are almost invariable dependent upon computers. (anagement 'ights Also called management prerogatives and reserved rights, those rights reserved to management that management feels are intrinsic to its ability to manage and, conse%uently, not sub'ect to collective bargaining. (anagement 'ights +la$se Also called management clause, that portion of a collective bargaining agreement that defines the scope of management rights, functions, and responsibilities(essentially all those activities which management can undertake without the consent of the union. (anagement "heory 6$ngle * itle of an article by >arold Coont# that appeared in the +ournal of the Academy of Management (4ecember /?I/), in which Coont# sought to categori#e the ma'or schools of management theory into si& groupsB (/) the management process school, (<) the empirical school. (9) the human behavior school, (F) the social system school, (1) the decision theory school and (I) the mathematical school. Coont# noted that the terminology and principle of the various schools of management thought have resulted in a *semantics 'ungle.*

(anagement "rainee Administrative 'ob title loosely assigned to a wide variety of entry level positions that are usually reserved for new college graduates. (anagerial #rid he basis of 6obert 6.7lake and +ane .. Mouton"s widely implemented organi#ation development program. 7y using a graphic gridiron format, which has an & a&is locating various degrees of orientation toward production and a A a&is locating various degrees of orientation toward people, individuals scoring this *managerial grid* can place themselves at one of 0/ available positions that register their relative orientations toward people or production. $rid .cores can then be used, as the point of departure for a discussion of individual and organi#ational growth needs. (anagerial Philosophy All organi#ations are guided by a philosophy of management. )t need not be formally e&pressed. )ndeed, many managers would deny that they have one. 7ut it"s always there, somewhere(whether stated or unstated, conscious or unconscious, intentional or unintentional. )t is this philosophy that facilitates management"s decision making process. 5f course, different managerial philosophies have evolved in reflection of differing organi#ational environments and work situations. (anagerial Psychology $enerally, all those concepts of human behavior in organi#ations that are relevant to managerial problems. (anagerial 'e!ol$tion 6efers of +ames 7urnham"s concept that as the control of the large corporations passes from the hands of the owners into the hands of professional administrators, the society"s new governing class will not be the possessors of wealth buy of technical administrative e&pertise. (andam$s Also called writ of mandamus, court order that compels the performance of an act. (andatory %argaining ,tems hose collective bargaining items that each part must bargain over if introduced by the other party. (an-Day Amount of work that can be accomplished in a single normal day of work. (an-(achine Systems According to W. ..ingleton, in his Man(Machine .ystem (7atlemoreB Denguln 7ooks, /?;F), man(machine systems have to do with the design of work, on the assumption that work nowadays is neither done by men, or is it done by machine, it is always done by man(machine systems. he man(machine system has proved enormously successful because men and machines are so different, each compensates for the weakness of the other. here are therefore, problems of deciding what men should do and what machines should do in the pursuit of any ob'ective. hat is what the man machine allocation function is about. (anning "a1le Also called personnel inventory, listing of all of the employees in an organi#ation by 'ob and personal characteristics, which serves as a basic reference for planning and other purposes. (arginal Prod$cti!ity "heory of Wages heory holding the wages of workers will be determined by the value of the productivity of the marginal worker, additional workers will not be hired if the value of the added production is less than the wages that must paid them. 3onse%uently, wages will tend to e%ual the value of the product contributed by the last (the marginal) worker hired. (artinet .trict disciplinarian. (ass Picketing When a union wants to indicate broad support for a strike it sometimes assembles a *mass* of strikers to picket a place of business with the intention of discouraging nonstrikers from entering the premises.

(atri& Diamond 7asic structural form of matri& organi#ations, this is in contrast to the pyramid(the basic structural form of traditional organi#ations. (atri& )rgani*ation Any organi#ation using a multiple command system whereby an employee might be accountable to one superior for overall performance as well as to one or more leaders of particular pro'ects. *Matri&* is a generic term that is used to refer to various organi#ational structures. (at$rity +$r!e Also called career curve and salary curve, method for deciding the salaries of professional and technical employees that relates the employee"s education and e&perience to on(the('ob performance. For e&ample, after it is determined what the average compensation for a professional employee is for each of various kinds of e&perience, the individual employee is assigned a salary based upon whether he or she is considered average, below average, or above average in performance. (%A Also MDA, Master of 7usiness Administration and Master of Dublic Administration, respectively. hese are the leading managerial degrees for practitioners in both the private and public sectors. While such degrees are obviously helpful, on the other hand, it has long been established that there is no direct relationship between scholastic performances and success in management. (eas$red Day Work Also called measured day rate, an incentive wage plan that is premised upon a guaranteed base wage rate that is based upon previous 'ob performance. (ediation Also conciliation, Any attempt by an impartial third party to help settle disputed between labor and management. A mediator has no power but that of persuasion. he mediator"s suggestions are advisory in nature and may be re'ected by both parties, Mediation and conciliation tend to be used interchangeably to denote the entrance of an impartial third party into a labor dispute. (ediator )ndividual who acts as an impartial third party in order to resolve labor(management disputes. Appointed by an administrative agency or by the parties involved, the mediator"s role is to help the parties reach an agreement short of a strike. (eet-And-+onfer Disc$ssions echni%ue used mostly in the public sector, of determining conditions of employment whereby the representatives of the employer and the employee organi#ation hold periodic discussions to seek agreement on matters within the scope of representation. Any written agreement is in the form of a nonbinding memorandum of under ending. his techni%ue is often used where formal collective bargaining is not authori#ed. (erit ,ncrease 6aise in pay because upon a favorable review of an employee"s performance. his is the way most organi#ation"s seek to relate %uality of performance to financial rewards. (erit Pay System Also called merit by program, set of procedures designed to reward employees with salary increase reflective of their on(the('ob performance. (errick Differential Piece 'ate Also called Merrick multiple price rate, incentive wage plan that establishes three different piece rates on the basis of performance( one for beginners, one for average workers, and one for superior workers. (ickey (o$se De'orative term for many aspects of personnel administration. When Walt 4isney"s famous made in *big* in the /?92s, he appeared in a variety of cartoon shorts that had him building something that would later fall apart (such as a house or boat) or generally going to a great deal of trouble for little result. .o Mickey Mouse gradually gave his name to anything re%uiring considerable effort for slight result, including many of the Mickey Mouse re%uirements of personnel. he term is also applied to policies or regulations felt to be needless silly, or mildly offensive.

(ilitary Lea!e he lengthy leave of absence for service in the armed forces of the -nited .tates or a .hort(term leave of absence for service in the military reserves. (ilitary Ser!ice As a general rule, military service for civil service retirement purposes is creditable provided it was active service, was terminated under honorable conditions, and was performed before separation from a civilian positions under the retirement system. (ini-Shift our of duty for a permanent part(time employee. (o1ility Assignment erm generally used for the sharing of talent between the federal government and states, local government, and institutions of higher education. (odel Agreement 3ollective bargaining agreement developed by a national or international union to serve as a standard for its locals. (oney P$rchase %enefit he pension that is entirely dependent on contribution made to an individual"s account. (onte +arlo "echni4$es he operations research processes premised upon the law of probability. (orale 3ollective attitude of the workforce toward their work environmental and a crude measure of the organi#ational climate. (ost Fa!ored ation +la$se Also called more favorable term"s clause, that portion of a collective bargaining agreement where a union agrees not to sign contracts with any other employers under more favorable terms. (oti!ation-2ygiene "heory Also called two(factor theory, put forth in a landmark study by Frederick >er#berg, 7ernard Mausner, and 7arbara .nyderman, in he Motivation to Work (@.A.B +ohn Wilsey N .ons, /?1?). )t was one of the first e&tensive empirical demonstrations of the primacy of internal worker motivation. Five factors were isolated as determiners of 'ob satisfactionB achievement, recognition, works itself, responsibility and advancement. .imilarly, the factors associated with 'ob dissatisfaction were reali#edB company policy and administration, supervision, salary, interpersonal relations, and working conditions. he satisfying factors were all related to 'ob content, the dissatisfying factors to the environment conte&t of the 'ob. he factors that were associated with 'ob satisfaction were %uite separate from those factors associated with 'ob dissatisfaction. ($lticraft 3nion 3raft union that include several different skilled occupations. ($ltiemployer %argaining 3ollective bargaining involving more than one company, usually in the same industry. ($ltiple "ime Plan Wage incentive plan that provides for higher base rates as progressively higher level of production are reached. ($rphys Law Dublic Administration review (+uly /?;I) published the following Murphy"s 8awsB /. <. 9. Anything that can go wrong will go wrong. Anything that can go wrong will( at the worst possible time. @othing is as easy as it seems.

F. 1. I. ;. 0.

)f there is a possibility of several things going wrong, the one that will go wrong is the one that will do the most damage. =verything takes longer than it should. 8eft to themselves, things will go from bad to worse. @ature always sides with the hidden flaw. )f everything seems to be going well, you have obviously overlooked something.

Murphy seems related to that famous literary wit, Anonymous. 5nly one thing seems certain(Murphy"s 8aws were not written by Murphy, but by another person with the same name. ($shroom (anagement All that mushrooms need in order to grow is to be left undistributed in the dark and fed fertili#er fre%uently. Mushroom managers keep subordinates in the dark and feed them lots of manure. -nfortunately, this techni%ue works better on real mushrooms than it does on subordinates(they cease to grow at all. ($t$al Strike Aid Also called employer strike insurance also mutual aid pact, formal strike insurance program that has employers in a particular industry share the financial burden of a strike. 3ompanies operating normally return a portion of their additional earnings to the company whose employees are on strike. .ome mutual strike aid programs operate by assessing their member companies on an annual basis. Mutual Aid Dact is the strike insurance program of the airlines industry. 1 1ational 0afety 4ouncil %his is non,governmental! non rofit! ublic service organi5ation established for reducing the number and severity of all &inds of accident by gathering and distributing information about the cause of accidents and measures to revent them. 1ational $nion It is a union com osed of a variety of widely dis ersed affiliated local unions. 1eeds Analysis Any of the various a roaches that see& to establish the requirements of a articular situation in order to determine what! if any! rogram activity should be initiated. 1egotiation 1egotiation is the rocess by which re resentatives of labor and management bargain! directly discuss ro osals and counter ro osals! in order to establish the conditions of wor& regarding wages! hours! benefits! the machinery for handling grievances! etc. 1e otism It is any ractice by which office holders award ositions to members of their immediate family. %he term is derived from the #atin word ne os which means ne hew or grandson. 1etwor& It refers to the attern of /interrelated and interconnected individuals! grou s and:or organi5ations that form a system of communication./ 1eutral 1eutral means any third arty that is actively engaged in labor,management negotiations in order to facilitate a settlement. 1ew Hire 1ew hire is an individual who has just joined an organi5ation as an em loyee.

1ibbling Also called iece rate nibbling! it is a ractice of cutting the iece rates aid to em loyees u on an increase in their out ut. 1ight Premium Also called night differential! it is an addition to regular wage rates that is aid to em loyees who wor& on shift other than the regular day shift. 1oble It refers to an armed guard hired by industry to escort stri&ebrea&ers or otherwise harass the budding union movement. 1oncom etitive A ointment It is the government em loyment obtained without com eting with others! in the sense that it is done without regard to civil service registers. %his includes reinstatements! transfers! reassignments! demotions! and some romotions. 1oncontributory Pension Plan %his is a ension rogram in which the em loyer ays the entire cost. 1onsuability 4lause %his is a rovision contained in a labor contract whereby a com any agrees not to sue a labor union because of a wildcat stri&e! rovided that the union lives u to its obligation to sto the stri&e. 1o,0how Jobs %hese are government ositions for which the incumbent collects a salary but is not required to re ort to wor&. %hough no,show jobs are by their very nature illegal however they are very common. 1o,0olicitation Rule It is a rule made by em loyers that rohibits solicitation of em loyees for any ur ose during wor&ing hours. 9 9bligatory Arbitration It is a form of arbitration requested by one arty in a situation where the other arty is obligated to acce t it. 9ccu ational 4areer An occu ational career ideally consists of entry into a osition at the lowest rung of a career ladder! followed by an orderly sequence of romotions to ositions at successively higher status levels and finally to retirement. 9ccu ational 4ertification Also called certification! occu ational certification is a ractice ermitting ractitioners in a articular occu ation to claim minimum levels of com etence. 6hile certification enables some ractitioners to claim a com etency which others cannot! this ty e of regulation does not revent uncertified eo le from su lying the same services as certified eo le. 9ccu ational Health All the activities related to rotecting and maintaining the health and safety of em loyees. 9ccu ational Illness 9ccu ational illness or occu ational disease is any abnormal condition or disorder other than one resulting from an occu ational injury! caused by e" osure to environment factors associated with em loyment. It includes acute and chronic illness or diseases. Inhalation! absor tion! ingestion! or direct contact may cause such diseases. 9ccu ational Injury It is any injury resulting from a wor& accident or from e" osure involving a single incident in the wor& environment. 9ccu ational Mobility It is also termed as hori5ontal and vertical occu ational mobility. 9ccu ational mobility refers to the movement of

individuals from one occu ation to another. A change from one occu ation to another of similar occu ational status is an e"am le of hori5ontal occu ational mobility. A change of occu ational status levels within the same occu ation is an e"am le of vertical occu ational mobility. 9ccu ational 1eurosis It is a develo ment of inca acitating hysical sym toms that ma&e it im ossible to continue one3s wor&. 9ccu ational 9bsolescence %he conce t is generally associated with rofessional em loyees who lac& currency with their disci line. 9ccu ational Prestige It is an ascribed status associated with an individual3s em loyment. It is also called occu ational restige. Physicians! college rofessors! sychologists! ban&ers! and architects are at the to of a hierarchy of occu ational restige! while uns&illed farm wor&ers and garbage collectors com ete for the lowest ran&ings. 9ccu ational Psychiatry Also called industrial sychiatry! occu ational sychiatry is any of the rofessional activities of sychiatry conducted at the wor& lace of the clients. 9ccu ational Registration It is a sim le requirement that ersons active in a articular occu ation file their names with an a ro riate authority. As such regulations lace no restrictions u on the ersons engaged in the articular occu ation! registration is no indication of com etence. 9ccu ational 0ociali5ation %his is a rocess by which an individual absorbs and ado ts the values! norms! and behavior of the occu ational role models with whom he interacts. 9ccu ational sociali5ation is com lete when an individual internali5es the value and norms of the occu ational grou . 9ccu ational 0ociology Also called industrial sociology and sociology of wor&! occu ational sociology is a subs ecialty of sociology concerned with e"amination of the social structures and institutions which a society develo s to facilitate its wor&. 9ccu ational 0urvey It refers to an organi5ation3s study of all ositions in a given class! series of classes! or occu ational grou in whatever de artments or divisions they may be located. 9ccu ational %hera y It is a health rofession roviding services to eo le whose lives have been disru ted by hysical injury or illness! develo mental roblems! the aging rocess and social or sychological difficulties. 9ffice %itle It is the job title that differs from the classified title assigned to a job and is used to describe a articular osition for other than ayroll! budget or official ur ose. 9ld .oy3s 1etwor& Also called new girl networ&! it is an informal way of referring to the fact that men who went to school together or belong to the same clubs tend to hel each other in the business world as the occasion arises. 9mbudsman Also termed as organi5ation ombudsman! he is an official whose job is to investigate the com laints of the citi5enry concerning ublic services. 9 en,7nd Agreement It is a collective bargaining agreement! which rovides for a contract that will remain in effect until one of the arties wants to reo en negotiations.

9 en 0ho Any wor& organi5ation that is not unioni5ed is called an o en sho . %he term also a unions but do not have union membershi as condition of em loyment.

lies to organi5ations that have

9 en 0ystem Any organism or organi5ation that interacts with its environment is called an o en system. 9 en $nion %his is a union willing to admit any qualified erson to its membershi u on ayment of initiation fees. 9ral .oard 9ral .oard is a committee formed for the ur ose of interviewing candidates for em loyment! romotion or evaluation. 9rganic 0ystem It is that organi5ation form which is roved to be most a ro riate under changing conditions. It has following characteristics. ;)< 4onstant reassessment of tas&s! assignments! and the use of organi5ational e" ertise. ;>< Authority! control! and communication are frequently ad hoc de ending u on s ecific commitments and tas&s. ;@< 4ommunications and interactions between members are both very o en and e"tensive. ;?< #eadershi stressing consultation and grou decisional rocesses. ;E< 8reater commitment to the organi5ation3s tas&s and goals than to traditional hierarchical loyalty. 9rgani5ational Humanism %his is a movement to create more human wor& environments. 9rgani5ational Iceberg It is a conce t stating that the formal or overt as ects of an organi5ation are just the roverbial ti of the iceberg. %he greater art of the organi5ation i.e. the feelings! attitudes! and values of its members remain covert or hidden from obvious view. In short! the formal organi5ation is visible! while the informal is hidden and waiting to sin& any shi that ignores it. 9rgani5ational Identification It is the rocess by which the goals of the organi5ation and those of the individual become increasingly integrated or congruent. 9rgani5ation -evelo ment ;9-< 9rgani5ation develo ment is a long,range effort to im rove an organi5ation3s roblem solving and renewal rocesses. %his is done articularly through a more effective and collaborative management of organi5ation culture. 0 ecial em hasis is laid on the culture of formal wor& teams. Also the assistance of a change agent! or catalyst is sought! and theory and technology of a lied behavioral science! including action research is ut to use. 9rgani5ation Man Any individual within an organi5ation who acce ts the value of the organi5ation and finds harmony in conforming to its olicies. 9rgani5ation %heory It is a theory that see&s to e" lain how grou s and individuals behave in varying organi5ational structures and circumstances. 9rgani5ed #abor 9rgani5ed labor is a collective term for members of labor unions. 9rgani5er He is an individual em loyed by a union to encourage em loyees of a articular lant or organi5ation to join the union that the organi5er re resents. He is also familiar by the name labor organi5er and union organi5er.

9rientation It is a formal introduction and guided adjustment of new em loyees to their new job! new co,wor&ers! and new wor&ing environment. 9rientation 4hec&list It is a listing in an orderly and logical sequence of all of the items about which a new em loyee should be informed or must do as art of the orientation rocess. 9ut,of,%itle 6or& It is also called out,of,class e" erience and signifies the duties erformed by an incumbent of a osition that are not a ro riate to the class to which the osition has been assigned. 9ut lacement It refers to an e"tension of services to a terminated em loyee in order to minimi5e the im act of termination! reduce the time necessary to secure a new osition! im rove the erson3s job search s&ills and ultimately bring about the best ossible match between the erson and available jobs. 9verseas Premium 9verseas remium is that ayment which induces an em loyee to acce t a foreign assignment. It can either be a fi"ed amount or a ercentage of salary and is usually aid each year that the em loyee is overseas. D Package Settlement erm that is used to describe the total money value (usually %uoted as cents per hour) of an increase in wages and benefits achieved through collective bargaining. Paraprofessional Any individual with less than standard professional credentials who assists a fully credentili#ed professional with the more routine aspects of his!her professional work. Parity Also employment parity, occupational parity, and wage parity, long term goal of all affirmative action efforts, which will e&ist after all categories of an organi#ation"s employee are proportionately representative of the population in the organi#ation"s geographic region. =mployment parity e&ists when the proportion of protected groups in the e&ternal labor market is e%uivalent to their proportion in an organi#ation"s total work force without regard to 'ob classifications. Parkinsons Law 3.@orthcote Darkinson"s famous law that *work e&pands so as to fill the time available for its completion* first appeared in his Darkinson"s 8aw and 5ther .tudies in Administration (7ostonB >oughton Mifflin 3o., /?1;). With mathematical precision, he *discovered* that any public administrative department will invariably increase its staff an average of 1.;1 percent per year. )n anticipation of suggestions that he advise what might be done about this problem, he asserted that *it is not the business of the botanist to eradicate the weeds. =nough for his if he can tell us 'ust how fast they grow.* Path-#oal "heory of Leadership A leadership style that has the leader indicate to his or her followers the *path* by which to accomplish their individuals and organi#ational goals, then help to make that *path* as easy to follow as possible. Pattern %argaining 3ollective bargaining in which key contract terms agreed to by one bargaining unit are copied by other companies in the same industry during subse%uent negotiations. Pay-As-7o$-#o Plan he pension plan that has employers paying pension benefits to retired employees out of current income.

Pay Plan While a position classification plan essentially arranges positions in classes on the basis of their similarities, a pay plan established rates of pay for each class of positions. 3onse%uently, if a position is improperly classified, the corresponding salary can not be in accord with the principle of *e%ual pay for e%ual work.* Pay Step =ach of the various increments that make up a pay range. Peaked )$t @egative way of referring to an employee who has reached the ma&imum step in his salary range or has already made his or her ma&imum contribution to the organi#ation. Peer 'ating Also called mutual rating, performance evaluation techni%ue that calls for each employee to evaluate all of the other employees in his!her work unit. Penetration 'ate Also penetration ratio, in the conte&t of e%ual employment opportunity, the penetration rate for an organi#ation is the proportion of its workforce belonging to a particular minority group. he penetration ratio is the ratio of an organi#ation"s penetration rate to the penetration rate for its geographic region (usually the standard metropolitan statistical area or .M.A). he rate and ratio are derived as follows. "otal (inority Employment Denetration 6ate L (((((((((((((((((((((((((((((((((((((( otal =mployment Per +apita "a& a& on each head and the regular payment made on the basis of membership by a local union to its national organi#ation. Per diem 8ation for *by the day.* emporary employees may be paid a *perdiem* rate or a travel e&penses program may reimburse employees using a flat *per(diem* amount. Performance Appraisal Also called performance evaluation and performance reporting, title usually given to the formal method by which an organi#ation documents the work performance of its employees. Derformance appraisals are designed to serve a variety of functions, such asB /. <. 9. F. 1. changing or modifying dysfunctional work behavior, communicating to employees managerial perceptions of the %uality and %uantity of their work, assessing future potential of an employee in order to recommend appropriate training or developmental assignments, assessing whether the present duties of an employee"s position have an appropriate compensation level, and Droviding a documented record for disciplinary and separation actions.

Peripheral Employees Deripheral employees are those that are not totally committed to the organi#ation and, in fact, view their work, not as a career, but as a 'ob which can be easily discarded. )ncluded in this segment to the labor force would be part(time employees, temporary employees, working students, moonlighters and women who decide to take a 'ob only for a short period of time. Permanent Ar1itrator Arbitrator who hears all disputes during the life of a contract or other stipulated term. Personal Dersona is the word for the masks that actors wore in ancient $reece. he term is developed by 3arl +ung for referring to the

personality or facade that each individual shows to the world. he person is distinguished from our inner being, because it is adopted and put on like a mask to meet the demands of social life. Personal "ime hat time an employee uses to tend to personal needs. his time is usually separate from lunch and rest breaks and is sometimes written into union contracts. Personnel #eneralist he personalist who, instead of concentrating in one subspecialty is minimally competent in a variety of personnel management subspecialties. Personnelist Also called personnel manager, one who is professionally engaged in the practice of personnel management. Personnel 6acket File folder containing all personal data on, and personnel actions pertaining to, an employee. Personnel (an$al Written record of an organi#ation"s personnel policies and procedures. Personnel Planning Drocess that (/) forecasts future supply and demands for various categories of personnel, (<) determines net shortages or e&cess, and (9) develops plan for remedying or balancing these forecasted situations. Personnel Psychology hat branch of psychology, *concerned with individual differences in behavior and 'ob performance with measuring and predicting such differences.* Personnel 'ation @umber of full(time employees of a personnel department (usually e&clusive of clerical support) per /22 employees of the total organi#ation. Personnel 'ecords Also called personnel files, all recorded information about employees kept by an employer, usually in the form of and under the name *personal files*. Personnel 'esearch Also called industrial relations research, systematic in%uiry into any or all of those problems, policies, programs, and procedures growing out of the employee(employer relationship. Personnel '$naro$nd What happens to 'ob applicants who apply for positions for which individuals have been preselected. Personnel "echnician +ob title for an individual who is a professional staff member of a speciali#ed unit (recruitment, classification and pay, e&aminations, etc.) of a personnel department. Peter Principle Dromulgated by 8aurence +.Deter, in his worldwide best seller, he Deter DrincipleB Why hings Always $o Wrong, with 6aymond >ull (@.A.B William Morrow, /?I?), the *principle* held that *in a hierarchy every employee tends to rise to his level of incompetence,* 3orollaries of the Deter Drinciple hold that *in time, every post tends to be occupied by an employee who is incompetent to carry out its duties.* )n answer to the logical %uestion of who then does the work that has to be done, Deter asserts that *work is accomplished by those employees who have not yet reached their level of incompetence.* Phantom-Stock Plan )ncentive plan that grants an e&ecutive a theoretical number of shares of stock(phantom stock. .ince the e&ecutive is told that he or

she will be paid a cash bonus at some later date that is e%ual to the then value of the theoretical or phantom shares, there should e&ist within the e&ecutive a great desire to see the value of the company"s stock appreciate. Phantom 3nemployment he 'obless citi#ens who, for a variety of reasons, fall between the statistical cracks and are never officially counted among the unemployed. hey have the double misfortune of being both unemployed and *invisible* to their government. Phatic Lang$age Any language used to create an atmosphere of sociability rather than to convey information. For e&ample, a manager might observe that *)t"s nice weather today* or ask an employee, *>ow are youO* before being critical of some aspect of the employee"s work. he initial phatic language is an attempt to make the employee more receptive to the ensuring criticism. Philips +$r!e $raphic presentation of the theory put forth in /?10 by the 7ritish economist. A.W.Dhilips, holding that there is a measurable, direct relationship between unemployment and inflation. )n short, as unemployment declines, wages and prices can be e&pected to rise. Picketing 5ccurs when one or more persons are present at an employer"s business in order (/) to publici#e a labor dispute, (<) to influence others both employees and customers to withhold their service or business, and!or (9) to demonstrate a union"s desire to represent the employees of the business being picketed. Piece 'ate Also called piecework rate, incentive wage program in which a predetermined amount is paid to an employee for each unit of output, which is produced or manufactured by him. Pilot St$dy Method of testing and validating a survey research instrument by administering it to a small sample of the sub'ect population. Pin-+ollar 6o1s hose 'obs in which noncollege women form the bulk of the labor force, in which the pay is usually low in comparison to men of the same or lower educational levels, in which unioni#ation is nil or weak, and where *e%ual(apy(for(e%ual(work* provisions are of little effect because women tend to compete only with other women are pink(collar 'obs. Dink(collar workers include nurses, elementary school teachers, typists, telephone operators, secretaries, hairdressers, waiters and waitresses, private household workers, etc. Plan "ermination ,ns$rance he pension insurance available through the Dension 7enefit $uarantee 3orporation, which contents provision that in the event of the financial collapse of a private pension fund wherein the pension fund assets are not sufficient to meet it obligations, the interest of vested employees, will be protected. Pl$ral E&ec$ti!e 3oncept that has a committee assuming the normal responsibilities of an e&ecutive. Point System Also called point method, most widely used method of 'ob evaluation, in which the relative worth of the 'obs being evaluated is determined by totaling the number of points assigned to the various factors applicable to each of the 'obs. Pork +hopper 4isrespectful term for a union official, who in the opinion of the workers, is mainly concerned with his own pay and per%uisites. Pork +hops .lang terms for the benefits that union workers hope from a strike. Porta1ility 3haracteristic of a pension plan that allows participating employees to have the monetary value of accrued pension benefits transferred to a succeeding pension plan should they leave their present organi#ation.

Position Analysis 8$estionnaire -PA8. +ob analysis %uestionnaire that is a tool for %uantitatively describing the various aspects of a 'ob. Position (anagement erm used to describe the key management actions involved in the process of organi#ing work to accomplish the missions of federal department and agencies. )t involves, essentially, the determination of the needs for positions, the determination of re%uired skills and knowledge, and the organi#ation, grouping, and assignment of duties and responsibilities among positions. here are no absolute rules for managers to follow in the comple& and evolving art of position management, however, there are basic system re%uirements for position management in government agencies, which are designed to assure that work assessed for improvement, that positions are correctly classified, and that the allocation of positions and deployment of people reflect the best that is known about managing human resources. Position 'anking Also called 'ob(grading, method of comparing 'obs on a *whole 'ob* basis in order to rank such 'obs in a hierarchy from highest to lowest. Positi!e 'ecr$itment Aggressive action designed to encourage %ualified individuals to apply for positions, as opposed to 'ust waiting for the right person to *knock on the door.* Positi!e Strike A positive strike is one whose purpose is to gain new benefits. Whereas, a negative strike is one whose purpose is to prevent the loss of present benefits. Post-Entry "raining Activities designed to upgrade the capabilities of an employee once he has 'oined an organi#ation. =verything from e&ecutive development seminars constructed to improve the decision making skills of top management to an orientation program which has as its ob'ective ac%uainting new employees with the purposes and structure of the organi#ation may be identified as post(entry training. Post-,nd$strial Society erm coined by 4aniel 7ell to describe the new social structures evolving in modern societies in the second half of the twentieth century. 7ell holds that the *a&ial principle* of post(industrial society is the centrally of theoretical knowledge as the source of innovation and of policy formation for the society. >allmarks of postindustrial society include a change from goods producing to a service economy, the pre(eminence of a professional and technical class, and the creation of a new *intellectual* technology. Post-"est est given at the end of a training program the purpose of which is to determine if the training ob'ective have been met. Potosky/ 6aco1 S. Dresident of the Amalgamated 3lothing Workers of America from /?FI to /?;<. Po!erty and 2$man 'eso$rces A1stracts9 .ee human resources abstracts. Power "est est intended to measure level of performance unaffected by speed of response(there is either no limit or a very generous one. Practice Effect he influence of previous e&perience with a test on a later administration of the same test or a similar test(usually an increase in score on the second testing that can be attributed to increased familiarity with the directions, kinds of %uestions or content of particular %uestions. Dractice effect is greater when the interval between testing is small, when the materials in the two tests are very similar, and when the initial test taking represents a relatively novel e&perience for the sub'ects. Predicti!e Efficiency Measures of accuracy of a test or other predictive device in terms of the portion of its predictions that have been shown to be correct.

Predicti!e Validity 5btained by giving a test to a group of sub'ect and the comparing the test results with the 'ob performance of those tested. Dredictive validity is the type of validity most strongly advocated by the ==53, because productively valid tests are e&cellent indicators of future performance. Preferential 2iring -nion security agreement under which an employer, in hiring new workers, will give preference to union members. Pre Paid Legal Ser!ices =mployee benefit that has the employee and!or employer contribute to a fund that pays for legal services in the similar way the medical insurance pays for hospitali#ation. Pre-'etirement +o$nseling =fforts on the part of an organi#ation to give to those of its employees who will be eligible to retire information about all of the options that retirement entails. Primary %oycott 3oncerted effort by a union to withdraw and to induce others to withdraw from economic relationship with an offending employer. While the mere withholding of patronage is not unlawful, all contracts, combinations and conspiracies to do so are. Pri!ate Sector )rgani*ation All of those industries or activities considered to be within the domain of free enterprise. Pro1ationary employee Also probationary period, new employees are fre%uently considered probationary until they satisfactorily complete a period of on( the('ob trial of the probationary period. 4uring this time they have no seniority rights and may be discharged without cause, so long as such a discharge does not violate laws concerning union membership and e%ual employment opportunity. Process +ons$ltation -P0+. he standard work of process consultation =dgar >..chein"s Drocess 3onsultationB )ts 6ole in 5rgani#ation 4evelopment (6eading, Mass.B Addison(Wesley Dublishing 3o., /?I?), defines it as *a set of activities on the part of the consultant which help the client to perceive, understand, and act upon process events which occur in the client"s environment.* Prodigy Any individual who demonstrates phenomenal ability in an activity at an unusually early age. he 92(year old president of a ma'or corporation would either be a management prodigy or the inheritor of a controlling interest in the corporation. Prod$ction %on$s 6egularly scheduled additional payments to workers for e&ceeding production %uotas. Prod$cti!ity Measured relationship between the %uantity (and %uality) of results produced and the %uantity of resources re%uired for production. Droductivity is, in essence, a measure of the work efficiency of an individual, a work unit, or a whole organi#ation. Prod$cti!ity %argaining here are two basic approaches to productivity bargaining(integrative bargaining and pressure bargaining. he latter is the stuff of confrontation and is best illustrated by the adversary model of labor relations(the most commonly adopted model in the -nited .tates. )t"s dysfunctional conse%uences(strikes and hostility(are well known. he other approach( integrative bargaining(is, in essence, participative management. )t is premised upon the notions that a decrease in hostility is mutually advantageous and that management does not have a natural monopoly on brains. he crucial aspect of integrative bargaining is its 'oint procedures in defining problems, searching for alternative, and selecting solutions. Proficiency "est 4evice to measure the skill or knowledge that a person has ac%uired all an occupation.

Progressi!e Discipline 3oncept predicated on the notion that employees are both aware of the behavior e&pected of them and sub'ect to disciplinary action to the e&tent that they violate the norms of the organi#ation. A policy of progressive discipline would then invoke penalties appropriate to the specific infraction and its circumstances. Proletariat )n ancient 6ome, the word referred to those members of society who were so poor that they could contribute nothing to the state but their offspring. )n the /?th century, Carl Mar& used it to refer to the working class in general. 7ecause of the word"s political taint, it should not be used to refer simply, to workers, but only to the *oppressed* workers. Pro!isional Appointment -sually government employment without competitive e&amination because there is no appropriate eligible list available. Psychometrics hat branch of psychology that deals with mental tests and their associated statistical procedures. Psychometry Mental measurement and!or testing P$1lic Employee Any person who works for a governmental agency. P$1lic Works $eneric form for government sponsored construction pro'ects. G Gualifying %est %his is an e"amination used to sim ly qualify or disqualify individuals for em loyment or romotion in contrast to tests that ran& order individuals in terms of their scores. Guality of 6or&ing #ife It refers to the area of concern that addresses the roblem of creating more humane wor&ing environments. Guartile Guartile is one of the three oints that divide the test scores in a distribution into four equal grou s. Guic&ie 0tri&e Guic&ie stri&e is a s ontaneous or unannounced stri&e of short duration. 6 'adi$s +la$se )t is a term used in some training program agreements which re%uires an employee not to seek other employment for a specified time over a specified geographic area, so that the investment made in the employee"s training cannot be used to benefit a competitor. 'aiding )t refers to the practices made by one organi#ation to win members of a competing organi#ation for their own. As a tactic, both management and labor use raiding. 'ank And File )t is an informal e&pression that refers to the masses. )n an organi#ational conte&t it refers to those members of the organi#ation who are not part of management. he term is fre%uently used to describe those members of a union having no status as officers or shop stewards.

'ank-,n (an System )t is a method of establishing pay primarily on the basis of an employee"s %ualifications. @o consideration is given to the specific duties and responsibilities that would be performed by the employee. his method is also termed as personal rank system. 'ank Performance 'ating )t is a method of performance appraisal in which superiors rank orders their employees according to their merit. 'apport )t indicates a spirit of harmony, accord, and mutual confidence between individuals. 'ate1$ster 6atebuster also termed, as 'ob spoiler is a general term for any employee whose production level far more than the norms established by the ma'ority of the work force. 6atebusters usually face considerable peer pressure to conform to average production levels, and sometimes this pressure can be physical. 'atification )t is a formal confirmation by the union membership of a contract that has been signed on their behalf by union representatives. 'atio Delay his is a work sampling techni%ue that uses a large number of observations taken at random intervals in order to determine the parts of the work day (e&pressed in minutes or hours) during which an employee is working productively or is engaged in activities other than productive work. 'ational Validity his concept involves the use of a detailed 'ob analysis to determine the knowledge, skills, and abilities that are necessary for effective performance in a particular 'ob. Measurement instruments are then designed to measure such factors. 'at 'ace )t is a phrase to describe the relentless pursuit of success. he *race* is usually engaged in and won by workaholics who can"t think of anything better to do anyway. 'eaction (anagement his is a management posture that is limited to responding to immediate problems and pressures. 'ealpolitik 5riginally, a $erman word the meaning of which is *realist politics.* Applied to politics(whether of the organi#ational or societal variety( that are premised upon material or practical factors rather than theoretical or ethical considerations. 'eal Wages 6eal wages are wages after they have been ad'usted for change in the level of prices. )t also refers to the buying power of wages. 'easona1le Accommodation 6easonable accommodation signifies provision by an employer of reasonable steps to accommodate the handicapped employee"s disability unless such steps would cause the employer undue hardship. 'eassignment )t connotes transfer of an employee while serving continuously within the same organi#ation from one position to another without promotion or demotion. 'ecall )t indicates rehiring employees from a layoff. )n a recall, union contracts usually re%uire that the union be given both notice of the recall and the names of the employees to be recalled. his enables the union to determine if employees were being called back in the order re%uired by the agreement. 'ecognition )t signifies an employer"s acceptance of a union as the bargaining agent for all of the employees in a particular bargaining unit.

'ecognition Picketing he picketing to persuade an employer to recogni#e a particular union as the bargaining agent for his or her employees. 6ecognition picketing is usually an unfair labor practice. 'ecognition Strike )t is sort of work stoppage that seeks to force an employer to formally recogni#e and deal with a union. 'd-+ircle 'ate Also called ringed rate, rate of pay that is higher than the established rate for a particular 'ob. 'ed 'ash +ob action by firefighter who, because they cannot legally strike, calls in sick. When police suffer from this affliction, it is called the *blue flu.* 'ed "ape his despised emblem of e&cessive formality and attention to routine has its origins in the red ribbon with which clerks bound up official documents in the last century. he ribbon has disappeared, but the practices it represents linger on. 'e-Employed Ann$itant =mployee who, having retired with a pension from an organi#ation, is again employed by that same organi#ation. 'e-Employment List Also called re(employment eligibility list, most merit systems and union contracts re%uire that, in the event of lay(off, employees will be ranked on re(employment lists in order of their seniority. -sually re(employment lists must be e&hausted before new hires can be considered. 'eference #ro$p Also called social reference group, social group with which an individual identifies to the e&tent that his!her personal values are derived from the group"s norms and attitudes. 'egional %argaining 3ollective bargaining between a union and the representatives of an industry in a particular region. 'einforcement Also positive reinforcement and negative reinforcement, encouragement to perform in a particular manner. Dositive reinforcement occurs when individuals received a desired reward that is contingent upon some prescribed behavior. @egative reinforcement occurs when an individual works to avoid an undesirable reward. 'einstatement 6estoration of an employee to his!her previous positions without any loss of seniority or other benefits. 6einstatement is a privilege accorded in recognition of and on the basis of former service and is not a *right* to which one is entitled. 'eligio$s Discrimination Any act that reveals unfavorable or ine%uitable treatment toward employees or prospective employees on account of their religious convictions. 'elocation Allowance Dayment by an employer of all or part of the cost of moving one"s self and one"s household to a distant place of employment. 'eopener +la$se Also wages reopener clause, term in a collective bargaining agreement indicating the circumstances under which portions of the agreement, usually concerning wages, can be renegotiated before the agreement"s normal e&piration date. ypically such clauses provide for renegotiations at the end of a specified time period (such as one year) or when the 3onsumer Drice )nde& increases by an established amount.

'epresentati!e %$rea$cracy he concept originated by +.4onald Cingsley, which asserts that all social groups have a right to participation in their governing institutions. )n recent years, the concept has developed a normative overlay(that all(social groups should occupy bureaucratic positions in direct proportion to their numbers in the general population. 'eprimand he formal censure for some 'ob related behavior. A reprimand is less severs than an adverse action, more forceful than an admonition. 'esid$al 3nemployment )t does not depend on the number of 'obs available. here will always be some people out of work because of illness, indolence, movement from one 'ob or community to another, etc. he total number of these individuals is a measure of residual unemployment. 'estriction of )$tp$t 6educed productivity on the part of a worker or workforce on account of informal group norms, personal grievances, or sloth. 'estricti!e +redentialism $eneral term for any selection policy adversely affecting disadvantaged groups because they lack the formal %ualifications for positions that, in the opinion of those adversely affected, do not truly need such formal %ualifications. 'etention Period .tated period of time during which personnel records are to be retained. 'etention Standing he precise rank among employees competing for a position in the event of a reduction(in force or layoff. )t is decided by tenure groups and subgroups and by length of creditable service. 'etroacti!e Pay Wages for work performed during an earlier time at a lower rate. 6etrospective pay would make up the difference between the new and old rates of pay. 'etroacti!e Seniority .eniority status that is retroactively awarded back to the date that a woman or minority group member was proven to have been discriminatorily refused employment. 'e!erse +ollecti!e %argaining 5ccurs when economic conditions encourage collective bargaining agreements to be renegotiated so that employees end up with a less favorable wage package. 'ightf$l Place he 'udicial doctrine that an individual who has been discriminated against should be restored to the 'ob(to his or her *rightful place*( as of there had been no discrimination and given appropriate seniority, merit increases, and promotions. 'ight-to-work Laws he state laws that make it illegal for collective bargaining agreements to contain maintenance of membership, preferential hiring, union shop, or any other clauses calling for compulsory union membership. A typical *right(to(work* law might readB *@o person may be denied employment and employers may not be denied the right to employ any person because of that person"s membership or nonmembership in any labor organi#ation.* 'i!al 3nionism 3ompetition between two or more unions for the same prospective members. 'otating Shift Work schedule intended to give employees an e%ual share of both day and night work.

'owan Plan )t is a type of incentive wage plan that provides a worker with a standard rate for completing a 'ob within an established time, plus a premium determined on the basis of the percentage of time saved. '$le of "hree Dractice of certifying to an appointment authority the top three names on an eligible list. he rule of three is intended to give the appointing official an opportunity to weigh intangible factors, such as personality, before making a formal offer of appointment. While the rule of one has only the single highest(ranking person on the eligible list certified. And the rule of the list gives the appointing authority the opportunity to choose from the entire list of eligible. '$naway Shop erm used by unionists for a company or company subdivision that moves to another state or area to avoid union or state labor laws. '$n-)ff Election When no single union received a ma'ority in a representation election, a second election(the run(off election is held and participants select between the two unions that won the most votes in the first election. . Sa11atical he lengthy paid leave for professional, intellectual or emotional refurbishment. Sa1otage 4eliberate destruction of property or the slowing down of work with the intention of damaging a business. Salary +ompression Also called wage compression, according to M..ami Cassem, in * he .alary 3ompression Droblem, *Dersonal +ournal (April /?;/), salary!wage compression is *the shrinking difference of pay being given, newcomers as opposed to the amount paid to the e&perienced regulars. Salary 'e!iew he formal e&amination of an employee"s rate of pay in terms of his or recent performance, change in the cost of living and other factors. Salary Str$ct$res According to 6obert =. .ibson, in *@ew Dractices and )deas in 3ompensation Administration,* 3ompensation 6eview ( hird Juarter /?;F, salary structures were originally, conceived as bo&es within which salaries must be paid. )ncreasingly, though, companies are viewing their salary structures essentially as a uniform accounting system, intended primarily as an information source, rather than a control mechanism. Furthermore, the use of salary structures is changing in very fundamental ways. Sandhogs .lang term for a worker who works underground for digging subways, tunnels, etc. Sandwich (anagement his techni%ue is one that is adopted most innocently. )n fact, it has been perpetrated for year, as managers have been motivated to manipulate people rather than level with them. A typical statement by a sandwich manager goes something like this, *Fred, you"ve been doing a magnificent 'ob in many respects since you came aboard. 5n the hand, there have been times when you work was so late, it caused problems for the whole department. Aou will have to get on the ball, son, or else we might have to transfer you to 'ob you can handle for sure. 7ut ) am sure we can count on you to do the right thing. Aour past history indicates you have great potential,* -pon analy#ing that statement closely you can see a loss of *bread,* neatly sandwiched between two slices of baloney. Satisfactory-Performance ,ncrease Annual incremental salary step increase awarded for satisfactory performance within a single salary grade.

Sca1 $enerally, a term used for an employee who continues to work for an organi#ation while it is being wowed by coworkers. Also called as blackleg. Scalar +hain Also line of authority, according to >enri Fayol, general and )ndustrial Management, trans. 7y 3onstance .tores (8ondonB Ditman Dublishing, 8td., /?F?),* he scalar chain is the superiors ranging from the ultimate authority to the lowest ranks. he line of authority is the route followed via every link in the chain(by all communications, which start from or go to the ultimate authority. his path is dictated both by the need for some transmission and by the principle of unity of command, but it is not always the swiftest. )t is even at times disastrously lengthy in large concerns, notably in governmental ones.* Scanlon Plan he employee incentive plan developed in the /?92s by +ospeh @..canlon (then an officer of the -nited .teelworkers of America), which intends to enhance productivity and organi#ational harmony through bonus and suggestion systems. he suggestion system demanded by a *true* .canlon Dlan is so sophisticated that it is more properly considered a form of participatory management. Schmoo*ing 3ollective term for all of the social interactions engaged in by employees that are seemingly unrelated to their organi#ation"s productivity. Scientific (anagement .ystematic approach to managing that look for the *one best way* of accomplishing any given task by discovering the fastest, most efficient, and least fatiguing production methods. 5nce the *one best way* was found, the scientific manager was imposing this procedure upon the workforce. Screening ,nter!iew )nitial interview for a 'ob the purpose of which is to determine which applicants are to be given further consideration. Scrip emporary document entitling the bearer to something of value. his token money was once commonly used to pay workers in lieu of cash. As the scrip could only be redeemed at a company store with inflated prices, some states passed laws making it illegal to pay employees with anything but legal tender. Secondary %oycott 3oncerted effort by a union engaged in a dispute with an employer to seek another union to boycott a fourth party (usually their employers) who, in response to such pressure, might put like pressure on the original offending employer. Secondary Strike .trike against an employer because it is doing business with another employer whose workers are on strike. Selection )$t he euphemism for terminating an employee from a training program or employment. Selection Proced$re According to the *-niform $uidelines on =mployee .election,* a selection procedure is any measure, combination of measures, or procedures used as a basis for any employment decision. .election procedures include the full range of assessment techni%ues from traditional paper and pencil tests, performance tests, training programs, or probationary periods and physical, educational, and work e&perience re%uirement through informal or casual interviews and unscored application forms. Selection 'atio @umber of 'ob applicants selected compared to the number of 'ob applicants who were available. Self-F$lfilling Prophecy 3ausing something to happen by believing it will. )f a manager believes that his or her employees are not capable, they will eventually live up or down to the manager"s e&pectations.

Separation ermination of an individual"s employment for whatever reason. Separation 'ate 6atio of the number of separations per hundred employees over a specified time span. Ser!ice Fee Money (usually the e%uivalent of union dues) the non(union members of an agency shop bargaining unit pay the union for negotiating and administering the collective bargaining agreement. Set-3p "ime ime during the normal workday when a worker"s machine is being set up (usually by the machine"s operator) prior to commencing production. -nion contracts fre%uently provide time standards for set(up operations. Se!erance Pay Also called dismissal pay, separation pay, and termination pay, lumpsum payment by an employer to an employee who has been permanently separated from the organi#ation on account of a workforce reduction, the introduction of labor saving machinery, or for any reason other than *cause*. he amount of a severance payment is usually calculated on the basis of years of service and earnings. About F2 percent of all union contracts contain provisions for severance pay. Se& Pl$s .ituation where an employer does not discriminate against all males or all females but discriminates against a subset of either se&. Se&$al 2arassment =&ists whenever an individual in a position to control or influence another"s 'ob, career, or grade uses such power to gain se&ual favors or punish the refusal of such favors. .e&ual harassment on the 'ob varies from inappropriate se&ual innuendo to coerced se&ual relations. Shape-3p A declining method of hiring(long common in the maritime industry(which had men lineup at the beginning of each day so that they could be selected (or re'ected) for work. Sheltered Workshop he places of employment that offer a controlled, noncompetitive environment for persons who are unable to compete in, the regular world of work either because of physical or mental disabilities. Shift Premi$m Also called shift differential, e&tra compensation paid as an inducement to accept shift work. Showing of ,nterest =vidence of membership(the re%uirement that a union must show that it has ade%uate from employees in a proposed bargaining unit before a representation election can be held. A *showing of interest* is usually demonstrated by signed authori#ation cards. Sick Lea!e he leave of absence, usually with pay, granted to employees who cannot attend work because of illness. Sick-Lea!e %ank Arrangement that allows employees to pool some of their paid sick leave days in a common fund so that may draw upon that fund if e&tensive illness uses up their remaining paid time off. .ick(leave banks have tended to discourage absenteeism, because, with everyone 'ointly owing days in the bank, there is some psychological pressure on workers not to use their sick leave unless they are really sick. Sinec$re .inecure is 8atin for *without care.* Any position for which a salary is e&tracted but little or no work is e&pected. his was originally an ecclesiastical term, which meant a church office that did not re%uire the care of souls.

Sit-Down Strike Also stay(in strike, any stoppage during which the strikers remain at their workstations and refuse to leave the employer"s premises in order to hinder the employment of strikebreakers. Skill Differential 4ifferences in wage rate paid to workers employed in occupational categories re%uiring varying levels to skill. Skilled La1or Workers, who, having trained for a relatively long time, have mastered 'obs of considerable skill re%uiring the e&ercise of substantial independence 'udgement. Skills S$r!ey Also called skills, inventory comprehensive collection and e&amination of data on the workforce to determine the composition and level of employees" skills, knowledge, and abilities so that they can be more fully utili#ed and!or developed to fill the staffing needs of an organi#ation. o be effective, skill data must also be arranged in such a manner that the information gathered can be readily accessible for management use. Slide-'$le Discipline Approach to discipline that eliminates supervisory discretion and sets very specific %uantitative standards as the result of specific violations. For e&ample, a discipline policy based on this concept might hold that any employee who is late for work more than five times in a 92(day period would be *automatically* suspended for three days. Slowdown 4eliberate reduction of output by employees with the intention bringing economic pressure upon an employer without incurring the costs of a strike. Social A$dit 4efined by 6aymond A. 7auer and 4an >.Fenn +r., in *What is a 3orporate .ocial Audit*" >arvard 7usiness 6eview (+anuary( February /?;9), as *a commitment to systematic assessment of and reporting on some meaningful, defined domain of a company"s activities that have social impact.* Social ,ns$rance Any benefit programs that a state makes available to the members of its society in time of need and as a matter of right. Sociogram he diagram indicates the interactions between members of a group. ypically, it has circles representing people and arrows e&tending from those circles pointing out the other people (circles) that are liked, disliked, etc. Socio-"echnical Systems 3oncept that is used to refer to a work group which is neither a technical nor a social system, but an interdependent socio(technical system. Spatial 'elations Measure of an individual"s ability for rapid and de&terous manipulation of pieces and parts relative to one another (i.e., perceiving geometric relationships). Speededness Appropriateness of a test in terms of the length of time allotted. For most purpose, a good test will full use of the e&amination period but not be so speeded that an e&aminee"s rate of work will have an undue influence on the score received. Speed 'ating Derformance rating that compares the speed with which an employee performs specific tasks against an observer"s standard or norm. Speed-3p Also stretch(out, terms referring to any effort by employers to obtain an increase in productivity without a corresponding increase in wages.

Spiral-)mni1$s "est est in which the various kinds of tasks are distributed throughout the test (instead of being grouped together) and are in cycles of increasing difficulty. here is only one timing and one score for such a test. Split +ommission Awarding of partial credit and compensation to each of several sales persons when each is directly involved in completing a sale. he normal commission is divided among the recipients. Split-Dollar Life ,ns$rance Also called supplemental life insurance, life insurance for employees paid for by an employer. )n the event of the covered employee"s death, the employer totally recovers the paid premiums from the benefit sum with the remainder distributed to the employee"s beneficiaries. Split-2alf-'elia1ility Measure of the reliability of a test obtained by correlating scores on one behalf of a test with scores on the other half and correcting for the reduced si#e. Split-"he Difference 3ollective 7argaining tactic in which both sides agree to a settlement half way between their bargaining positions. Staffing 5ne of the most basic functions of management and usually considered synonymous with employment(that is, the process of hiring people to perform work for the organi#ation. .taffing defines the organi#ation by translating its ob'ectives and goals into a specific work plan. )t structures the responsibilities of the organi#ation"s human resources into a work system of establishing who will perform what function, and have what authority. .taffing is the essence of the personnel management process. Staffing Dynamics he phrase used by those who are not content was calling turnover. Staffing Plan he planning document that minimally (/) lists as organi#ation"s pro'ected personnel needs by occupation and grade level and (<) identifies how these needs will be met. Staffing Program Planning he determination by organi#ation personnel management of the numbers and kinds of personnel management actions necessary during each stage of the planning period to staff the workforce re%uired in management"s program plan. Staff )rgani*ation hose segments of a larger organi#ation that provides support services and have no direct responsibilities for line operations or production. Dersonnel administration has traditionally been a staff function. Standard Allowance =stablished Amount of time, which the normal time for employees to complete their tasks is increased in order to compensate for the e&pected amount of personal and!or unavoidable delays. Standard 2o$r Plan )ncentive plan that rewards an employee by a percent premium that e%uals the percent by which performance beats the standard. Standardi*ation .pecification of consistent procedure to be followed in administering, scoring, and interpreting tests. Standard of Performance .tatements that tell as employee how well or she must perform a task to be considered a satisfactory employee. .tandard covers how much, how accurately, in what time period, or in what manner, the various 'ob tasks are to be performed. he performance standards, whether written or unwritten, will specify the minimum level of performance at which an employee must work in order to

attain a satisfactory performance rating. Written performance standards are usually re%uired only when an employee is warned that he or she may receive an unsatisfactory rating. State of the Art he level of development in a given scientific or technological field at a given time, usually the present. Stat$s Abstraction of one"s relative position or ranking within an organi#ation or society. Step %on$s Feature of wage incentive plans that call for a substantial increase in incentive payments when the %uantity and!or %uality of output reaches a specified level. Steward Also called shop steward and union steward, local union"s most immediate representative in a plant or department. -sually elected by fellow employees (but sometimes appointed by the union leadership), the shop steward handles grievances, collects dues, solicits new members, etc. A shop steward usually continues to work at his or her regular 'ob and handles union matters on a part(time basis, fre%uently on the employer"s time. Steward +hief -nion representative who supervises the activities of a group of shop stewards. Stint-Plan Wage System .ystem that assigns a definite output an employee"s day"s work, and, if the work is completed in less than normal time, the employee is credited with a full day"s work and allowed to go home. Stop La1or Farm work involving the picking of crops that grow close to or into the ground. Stranger La1oratory he laboratory e&perience for individuals from differing organi#ations. Stranger Pickets he workers who picket an employee who has never employed them. Straw %oss he collo%uial term for a supervisor who has no real authority, power or status with which to back up his orders. Stress ,nter!iew )nterview in which the interviewer deliberately creates a stressful situation for the interview in order to see how the interview might behave under such pressure. 3ommon tactics used to induce street includeB critically %uestioning the opinions of the interviewee, fre%uent interruptions of interviewee"s answers to possibly hostile %uestions, silence on the part of the interviewer for an e&tended period, etc. Strike A$thori*ation Also called strike vote, formal vote by union members that (if passed) invests the union leadership with the right to call a strike without additional consultation with the union membership. Strike %enefits he payment by a union to its striking members or to nonmembers for being on strike in support of the union. Strike-%o$nd Any organi#ation that is being struck by its employees and!or attempting to function in spite of the strike.

Strike F$nd Monies reserved by a union to be used during a strike to cover costs such as strike benefits or legal fees. .trike funds are not necessarily separate from a union"s general fund. he amount of strike funds available may mean the success or failure of a strike. Strike otice he formal notices of an impending work stoppage that is presented by a union to an employer or to an appropriate government agency. Strike Pay he union payments to union members as partial compensation for income loss during a strike. Stroking Also positive stroking and negative stroking. =ric 7erne, in $ames Deople DlayB he Dsychology of >uman 6elationships (@.A.B $rove Dress, /?IF) took the intimate physical act of stroking and developed its psychological analogy in conversation. All of human intercourse can be viewed from the narrow perspective of the giving and receiving of physical of physical and psychological strokes. )n an organi#ational conte&t, positive stroking consists of the laying of kind words on employees. @egative stroking involves using less than kinds words(being critical. Strong-+amp1ell ,nterest ,n!entory -S+,,. :ocational interest inventory that lets individuals to compare their preferences with reference groups in a large of occupations, helps the test taker identify a general section of the occupational world for more intensive study. Str$ck Work he output or the products produced by strikebreakers. Str$ct$red 'ole Playing he role(play e&ercise or simulation in which the players receive oral or written instruction giving them cues as to their roles. S$1employment he concept that tries to capture two ma'or dimensions of labor market functioning that produce, and reproduce poverty(the lack of opportunity for work and substandard wage employment. S$1sistence Allowance he payments for an employee"s reasonable e&penses (meals, lodging, transportation, etc.) while traveling on behalf of his employer. S$1standard 'ate Wage rate below established occupational, prevailing, or legal levels. S$ggestion System he formal effort to motivate employees to make recommendations that would improve the operations of their organi#ations. S$nshine %argaining 3ollective bargaining sessions open to the press and public. his process is more likely to be used in public sector negotiations. Also called as goldfish bowl bargaining. S$perann$ated 'ate he pay rate below the prevailing rate that is paid to older employees who are in need or are needed because of a labor shortage. A ratio for superannuated workers is sometimes provided for in union agreements. he lower rate is 'ustified on the theory that these older, otherwise retired, workers are not as productive as younger employees. .ome superannuated rate policies may be in violation of age discrimination laws. S$pern$merary ,ncome hat portion of a worker"s income, which is not needed for the essentials of everyday life and conse%uently available for lu&uries and other optional spending.

S$perseniority Also called synthetic seniority, seniority that supercedes ordinary seniority, which is dependent on an individual"s length of service. S$pplemental 3nemployment %enefits -S3%. he payments to laid off workers from private unemployment insurance plans that are supplements to state unemployment insurance compensation. S$r!i!ors %enefits otality of the benefits that are paid upon the death of an employee to his!her legal survivors. =mployees are fre%uently re%uired to make a decision at the time of retirement whether or not to take a reduced pension that allows for survivor"s benefits. Sweat Shop Work sites where employees worked long hours for low wages usually under unsanitary conditions. Sweetheart Agreement Also called sweet heart contract, e&pressions for any agreement between an employer and a union or union official that benefits them but not the workers. )ncidences of employer bribes to labor officials in order to gain their agreement to substandard or *sweetheart* contract are well known to American labor history. Sweetheart +la$se hat provisions of a union contract that makes a general policy statement about the harmonious manner in which both sides will live up to the spirit and letter of the agreement. Swing Shift =&tra shift of workers in an organi#ation operating on a continuos or seven day basis. he swing crew rotates among the various shifts to compensate for those employees who are absent, sick, on vacation, etc. Sympathy Strike An illegal strike by one union undertaken solely to support the aims of another union in an effort to e&ert indirect pressure upon an employer. Also called as sympathetic strike. Systemism 7elief that systems can actually be designed and managed to attain their e&pressed goals. Systems (anagement According to 6ichard A. +ohnson, Fremont =. Cast and +ames =. 6osen#weig, in the heory and Management of .ystems (@.A.B Mc$raw >ill, 9rd ed., /?;9), systems management involves the application of systems theory to managing organi#ational systems or subsystems. )t can refer to management of a particular function or to pro'ects or program within a larger organi#ation. An important point is that systems theory is a vital component in the managerial process. )t includes recogni#ing a general model of input( transformation(output with identifiable flows of material, energy, and information. )t also highlights the interrelationships among subsystems as well as the suprasystem to which a function, pro'ect, or organi#ation belongs. % %a&e,Home Pay %a&e,home ay is the net ay that is available to an em loyee after deducting certain amount from his wages. 0uch deductions are either required ;such as ta"es< or requested ;such as saving bonds<. %ardiness It means re orting to wor& later than the scheduled time. %arget %hese are e" ected earnings under a iece,rate wage system. %he earnings target is usually set at a fi"ed ercentage! )* to )E ercent! above the base rate.

%as& Analysis It is the rocess of identifying various elements necessary for the achievement of a tas&. %as&,and,.onus Plan %his is a wage incentive lan in which a s ecific ercent of the base wage rate ;in addition to the base wage rate< is aid to the em loyee when a determined level of roduction is maintained or e"ceeded for a s ecified eriod of time. %as& =orce %as& force is a tem orary organi5ational unit res onsible for accom lishment of a s ecific mission. %as& force is also &nown as tas& grou or interdisci linary team as it is aggressively oriented in contrast to the committees! which are chiefly concerned with the assessment of information in order to reach a conclusion. %a" -eferred Annuity It is a form of annuity contract in which the em loyee contributions are not subject to ta"es at the time of ma&ing contributions. 4ontributions are later ta"ed as they are aid out after retirement when the annuitant is resumably in a lower ta" brac&et. %hus such an annuity is also called ta" sheltered annuity. %eam .uilding %eam building is a lanned effort made in order to im rove communications and wor&ing relationshi s by way of any lanned and managed change involving a grou of eo le. %eam building is most effective when used as a art of a long,range strategy for organi5ational and ersonal develo ment. %echnology $nem loyment $nem loyment resulting from dis lacement of wor&ers due to introduction of machinery or by the introduction of more efficient methods of roduction is technology unem loyment. %enure %he eriod of time for which one occu ies a osition is called tenure. In the academic world and in some government jurisdictions! to have /tenure/ means that an individual may continue in his or her osition until retirement! subject! of course! to adequate behavior and the continued viability of the organi5ation. %ermination 4ontract %his is an agreement between an em loyer and a new em loyee that rovides salary continuation for the em loyee in the event of termination. %he length of time that com ensation continues to be aid ty ically varies from si" months to two years. %erm #ife Insurance It is a tem orary insurance offering rotection for a limited number of years and also does not have any cash value. %est =idelity It refers to the e"tent to which a test re resents the actual duties of a job. %estmanshi It signifies an art of doing better on an e"amination without actually cheating. %est,Retest Reliability %his is a measure of the reliability obtained by giving individuals the same test for a second time after an interval and correlating the sets of scores. %herblig %herbligs are the basic elements of wor& motions. %he basic therbligs are search! select! gras ! reach! move! use! unavoidable delay! avoidable delay! lan! and rest to overcome fatigue. %hin& %an& An informal term referring to an organi5ation or organi5ational segment entrusted with the sole function of research.

%hird,Party Allegations of -iscrimination It means allegations of discrimination in em loyment brought by third arties that is! grou s or individuals not alleging discrimination against themselves and not see&ing relief on their own behalf. %he ur ose of third, arty rocedure is to ermit organi5ations with an interest in furthering equal o ortunity to call attention to equal em loyment o ortunity roblem that a ear to require correction of remedical action and that are unrelated to individual com laints of discrimination. %hird 0ector 9rgani5ations that fit in neither the ublic sector nor the rivate sector fall under the third sector. %hreshold 7ffect %hreshold effect is the total im ression that a job a she /comes through the door/.

licant ma&es by his or her bearing! dress! manners! etc.! as he or

%hrough ut %his is a middle ste in data rocessing or a system3s o eration that comes after in ut and before out ut. %hurstone 0cale It is an attitude scale that has judges rate the favorability of statements! then has subjects select those statements with which they agree. %hurstone %est of Mental Alertness ;%%MA< It is a test of mental ability used in screening ersonnel a clerical jobs.

lications in business and industry! articularly sales and

%ime 4ard It is a ayroll form that records! either manually or by means of a mechanical time cloc&! the hours wor&ed by an em loyee during a articular ay eriod. %ime Hori5on %he distance into the future for which a lanner loo&s when see&ing to evaluate the consequence of a ro osed action. %ime,0haring It signifies simultaneous use of a central com uter by two or more remote users! each of whom has direct and individual use of the central com uter through the use of a terminal. %itle %itle that is also called class title is the /label/ used to officially designate a class. It is descri tive of the wor& erformed and its relative level. %itles In addition to their use as formal job descri tions! titles are useful management tools ;and chea too<. %he a ro riate title can rovide incalculable sychic income and a decided advantage when dealing with the outside world. A sales re resentative may be more effective as a vice resident for sales. A secretary may be more effective as an administrative assistant. %itle,0tructure 4hange 7limination of a title by substitution of a more a ro riate title without any change in duties or res onsibilities of the osition involved is termed as title,structure change. %o&enism In the conte"t of 7qual em loyment 9 ortunity! to&enism is an insincere 779 effort by which a few minority grou members are hired in order to satisfy government affirmative action mandates or the demands of ressure grou s.

%otem,Pole Ran&ing It is an act of ran& ordering em loyees! usually for ur ose of evaluation! wherein each em loyee is laced above or below another with no more than one individual er ran&. %our of -uty Hours that an em loyee is scheduled to wor& are called tour of duty. %rainerless #aboratory It connotes the laboratory training e" erience conducted by the artici ants themselves. %ransactional Analysis ;%A< %A is an a roach to sychothera y. %ransactional analysis defines the basic unit of social intercourse as a /transaction./ %here are three /ego states/ from which transactions emanate,that of a / arent/! an /adult/! or a child./ %he transactions between individuals can be classified as com lementary! crossed! sim le or ulterior! based u on the res onse that an individual receives to a /transactional stimulus/, any action that consciously or unconsciously ac&nowledges the resence of other individuals. %he transactional analysis framewor& has become a o ular means of hel ing managers to assess the nature and effectiveness of their inter ersonal behavior. .y striving for more adult,to, adult transactions! managers may eliminate many of the /games eo le lay./ %ranscendental Meditation It is a technique that utili5es biofeedbac&! which see&s to e" and in individual3s intellectual growth and consciousness. %ransfer Also called lateral transfer! transfer signifies a job reassignment in which the em loyee retains a ays status! and res onsibility as in his or her revious assignment.

ro"imately the same

%ransfer of %raining It is a theory stating that &nowledge or abilities acquired in one area aids the acquisition of &nowledge or abilities in other areas. 6hen rior learning is hel ful! it is called ositive transfer. 6hen rior learning inhibits new learning! it is called negative transfer. %rusteeshi %rusteeshi or union trusteeshi is a situation whereby a labor organi5ation ;usually a national or international union< sus ends the authority of a subordinate organi5ation ;usually a local union< and ta&es control of the subordinate organi5ation3s assets and administrative a aratus. %rusteeshi s are commonly authori5ed by the constitutions of international union in order to revent and! if necessary! remedy corru tion and mismanagement by local union officials. %uition Aid %uition aid or tuition refund is a training rogram! which artially or fully reimburses em loyees for the e" enses of ta&ing job related art,time courses at local college or universities. %ur&ey =arm It is a government office that has little wor& and slight res onsibility. Another name for a tur&ey farm is tur&ey office or tur&ey division. 8overnment managers frequently find it easier to lace troublesome or incom etent em loyees on tur&ey farms rather than go through the hassle of adverse action roceedings. %urnover Movement of individuals into! through! and out of an organi5ation is termed as turnover. %urnover can be statistically defined as the total number ;or ercentage< of se arations that occurs over a given time eriod. %he turnover rate is an im ortant indicator of the morale and health of an organi5ation. $ $nassembled 7"amination It is a ty e of ins ection in which candidates are ran&ed e"clusively on the basis of their education! e" erience! and

other requisite qualifications that are shown in the formal a may be required.

lication and on the basis of any su

orting evidence that

$nderem loyment It is a situation in which wor&ers are involuntarily wor&ing less than a normal wor&wee& and also wor&ers are situated in jobs that do not ma&e efficient use of their s&ills and educational bac&ground. $nderstudy He is an individual who is engaged in on,the job training under the direction of a journeyman or an individual who is s ecifically hired to re lace someone who is lanning to retire. $nderutili5ation In the conte"t of equal em loyment o ortunity! underutili5ation occurs when there are fewer minorities or women in a articular job classification than would be reasonably e" ected by their general availability. $nem loyment It is a situation in which ersons able and willing to wor& actively see& to wor& at the revailing wage rate but remain unem loyed. %he unem loyment rate is resumably the most im ortant indicator of the health of the economy. $nem loyment .enefits %hese are s ecific ayments available to wor&ers from the various state unem loyment insurance rograms. It is also called unem loyment com ensation. $nem loyment benefits are available as a matter of right ;without a means of test< to unem loyed wor&ers who have demonstrated their attachment to the labor force by a s ecified amount of recent wor& and:or earnings in covered em loyment. %o be eligible for benefits! the wor&er must be ready! able! and willing to wor& and must be registered for wor& at a ublic em loyment office. A wor&er who meets these eligibility conditions may still be denied benefits if he or she is disqualified for an act which would indicate that the wor&er is res onsible for his or her own unem loyment. $nem loyment Insurance %his is a rogram designed to rovide cash benefits to regularly em loyed members of the labor force who become involuntarily unem loyed and who are able and willing to acce t suitable jobs. $nfair #ist It is a list of the com any ;or their roducts< considered by a union to be antagonistic to the interest of labor. $nion 4ounselors He is a union member who has voluntarily underta&en a training course on the wor& of his community3s social agencies. 9n com letion of training! the counselor serves as a referral agent in the local union! su lying information about the location! s ecific services eligibility requirements! and a lication rocedures to fellow union members who see& hel in resolving some ersonal or family roblem. In the event of a stri&e! the counselor advises stri&ers how they may best avail themselves of their community3s social welfare rograms. $nion #abel It is any stam attached to an item indicating that it was made by union labor. $nion 0ecurity It is an agreement between an em loyer and a union that requires every em loyee in the bargaining unit! as a condition of em loyment! to become a member of the union or to ay a s ecified sum to the union for its bargaining services. $nion,0ecurity 4lause %his is a rovision in a collective bargaining agreement! which see&s to rotect the union through rovision of a constant flow of funds by any means from a variety of means. $nion 0ho It is a union,security rovision found in some collective bargaining agreements which requires all em loyees to become

members of the union within a s ecified time limit! usually of @* days! after being hired ;or after the rovision is negotiated< and to remain members of the union as a condition of em loyment. $nity of 4ommand It is a conce t! which states that each individual in an organi5ation should be accountable to only a single su erior. $nity of -irection %his is also a conce t stating that there should be only one head and one lan for each organi5ational segment. $nobstrusive Measures %hese are measures ta&en without the subject being aware that he or she is being observed. $ns&illed 6or&ers Measures ta&en without the subject being aware that he or she is being observed. $nstructured Role Playing It is a role, lay e"ercise or simulation in which the layers are not given s ecific information on the character of their roles. $ ,or,9ut 0ystem It is a career system in which individuals who do not qualify themselves for the ne"t higher level of the system within a s ecified eriod of time are terminated. $ ward,Mobility Program It is systematic management effort focused on the develo ment and im lementation of s ecific career o ortunities for lower,level em loyees who are in ositions or occu ational series! which do not enable them to reali5e their full wor& otential. B Bacating An Award 4ourt3s setting aside of an arbitration award is called as vacating an award. Balence In /7" ectancy %heory of Motivation!/ the term valence means value that an em loyee laces on an incentive or reward. Bariable Annuity Also called asset,lin&ed annuity! it is an annuity varying with the value of assets. Bariable #ife Insurance It is a sort of life insurance olicy whose death benefits are de endent u on the erformance of investment in a common ortfolio. Belvet 8hetto It refers to an organi5ational unit ;such as a ublic relations de artment< overloaded with women in res onse to an affirmative action rogram and in com ensation for their scarcity in other rofessional or management categories. Bertical %raining It signifies simultaneous training of eo le who wor& together disregarding their status in the organi5ation. Bertical 6or& 8rou It is a ty e of wor& grou that com rises individuals with differing ositions in ran&! restige! and level of s&ill.

Bestibule %raining It is a training technique that re ares a new em loyee for an occu ation after he is em loyed but before assuming duties of the new job. Besting It is an act of bestowing an em loyee the right to a ension at normal retirement age even if the em loyee leaves the organi5ation before the age of normal retirement. A vested benefit is generally based on accrued ension credit! as o osed to the ension for which the em loyee would have been eligible had he remained in the organi5ation until retirement. Bocational .ehavior It is the total realm of human actions and interactions related to the wor& environment! and includes re aration for wor&! artici ation in the wor&force! and retirement. Bocational 4ounseling It connotes any rofessional assistance furnished to an individual who is re aring to enter the wor&force concerning the choice of occu ation. Bocational Maturity %he term im lies a com arison of an individual3s chronological and vocational ages. It is based u on the belief that vocational behavior is a develo mental rocess. Bocational Maturity Guotient It is a ratio of vocational maturity to chronological age. Bocational Psychology It signifies scientific study of vocational behavior and develo ment. Bocational Rehabilitation An act of restoration of the handica which they are ca able.

ed to the fullest hysical! mental! social! vocational and economic usefulness of

Bocational %raining %he formal re aration for a articular business or trade. Boluntary Arbitration %he settlement agreed to by two arties in the absence of any legal or contractual requirement. Boluntary .argaining Items %hose items over which collective bargaining is neither mandatory nor illegal are called voluntary bargaining items. 6 6age,And,Price 4ontrols =ormal efforts ta&en by a government in order to control inflation by way of wage and rice regulation of its economic system are termed as wage,and, rice controls. 6age and 0alary Administration 6age and salary administration refers to the lanning! organi5ing! and controlling of those activities that are related to the direct and indirect ayments made to an em loyee for the wor& erformed or the services rendered by them. 6age Arbitration Referral of a wage dis ute to an arbitrator is &nown as wage arbitration. 6age Area 1ational or regional area selected for wage surveys is called wage area. 0uch selection may be on the basis of o ulation si5e! em loyment! location! or other criteria.

6age Assignment It is voluntary transfer of earned wages to a third arty to discharge debts! buy savings bonds! ay union dues! etc. 6age 4riteria %he e"ternal and internal standards or factors that determine the internal ay structure of an organi5ation. 6age -ifferentials -iscrimination in wages aid for identical or similar wor& are termed as wage differentials and these are justified because of differences in wor& schedules! ha5ards! cost of living! or other factors. 6age -rift It is a conce t that e" lains the ga between basic wage rates and actual earnings! which tend to be higher because of overtime! bonuses! and other monetary incentives. 6age =loor %he minimum wage established by contract or law. 6age Progression %hese are rogressively higher wage rates that can be earned in the same job. Progression ta&es lace on the basis of length of service! merit or other criteria. 6age 0urvey It is a formal effort to gather data on com ensation rates and:or ranges or com arable jobs within an area! industry! or occu ation. 6age surveys on both national and regional basis are available from organi5ations involved in ma&ing wage survey. It is also called wage and salary survey and also area wage survey. 6al&,Around Pay %he remuneration for wor&ers who /wal& around/ with federal ins ectors is called wal&,around ay. 9ccu ational 0afety and Health Administration ins ectors must sometimes be accom anied on their lant ins ections. 6arm,$ 7ffect Adjustments rocess that ta&es lace at the start of wor&. %he warm u first ea&.

eriod is over when the wor& curve reaches its

6eighted A lication .lan& 6eights or numeric values can be laced on the varying res onses to a lication blan& items. After a job analysis determines the &nowledges! s&ills! and abilities necessary to erform the duties of a osition! corres onding ersonal characteristics can be elicited. A licants securing highest score on the weighted a lication blan& would be given first consideration. 6hi saw 0tri&e It is a stri&e stratagem that uses one struc& em loyer as an e"am le to others in order to encourage them to agree to union demands without the necessity of additional stri&es. 6histle .lower He is an individual who believes that ublic interest overrides the interests of their organi5ation and ublicly /blows the whistle/ if their organi5ation is involved in corru t! illegal! fraudulent or harmful activity. 6hite,4ollar $nions A wides read term used to denote a union whose members are more li&ely to wear street clothes and sit at a des& than wear wor& clothes and stand at a lathe. 6hite,4ollar 6or&ers 7m loyee whose job requires slight hysical effort and allows him to wear ordinary clothes.

6hole,Job Ran&ing It is a method of job evaluation method that sim ly ran&s jobs as a whole. 6hole,Man 4once t It is the hiloso hic attitude that management should be concerned with an em loyee3s hysical and mental health both on and off the job. 6ildcat 0tri&e It is unauthori5ed stri&e also &nown as outlaw stri&e where union leadershi does not sanction wor& sto usually contrary to an e"isting labor contract. 6in& $nit of time equal to ):>*** of a minute. %his is used in motion,and,time study. 6ithholding %a" =ederal! state! or local ta"es withheld by em loyers from the aycheques of their em loyees and aid directly to the ta"ing jurisdiction. 6or&,Activities 4entres %hese are centres lanned and designed e"clusively to rovide thera eutic activities for handica ed clients whose hysical or mental im airment is so severe as to ma&e their roductive ca acity inconsequential. 6or&aholic A wor&aholic is a erson whose involvement in his wor& is so e"cessive that his health! ersonal ha inter ersonal relations and social functioning are adversely affected.

age and is

iness!

6or& 4urve 6or& curve! also called out ut curve! is a gra hic resentation of an organi5ation or individuals3 roductivity over a s ecified eriod of time. 6or&ers3 4ouncils It is any of a variety of joint labor,management bodies that serve as vehicles for the resolution of roblems of mutual interest. 6or&ers3 councils also called wor&s councils! are usually associated with conce ts of industrial democracy and are usually associated with conce ts of industrial democracy and are found mostly in 7uro e. 6or&fare Any ublic welfare rogram that requires welfare ayment reci ients to wor& ;wor&Hwelfare + wor&fare< or enroll in a formal job training rogram. 6or&force Planning It refers to the rocess of ascertainment by management of an organi5ation of the numbers! &inds! and costs of the wor&ers needed to carry out each stage of the organi5ation3s rogram lan. 6or&,in It is a form of rotest demonstration in which a grou of em loyees re ort to wor& as usual but they refuse to follow their normal routines. 6or&ing 4lass All who wor& come in the wor&ing class. However when the term is used olitically it e"cludes managers! rofessionals! and all those who are not at the lower end of the educational and economic scales. 6or&ing 4onditions 6or&ing conditions are those factors! both hysical and sychological! which com rise an em loyee3s wor& environment. %hese include such things as arrangement of office and factory equi ment! salary or wages! fringe benefits! su ervision! wor& routine! fair em loyment ractices! health and safety recautions length of wor& day! and relationshi with cowor&ers.

6or&ing Pa ers 6or&ing a er that is also called wor&ing certificate and wor& ermit is the federal certificate of age showing that a minor is above the o ressive child,labor age a licable to the occu ation in which he would be em loyed. 6or& Measurement It is any method that is em loyed to establish an equitable relationshi between the volume of wor& erformed and the human resources devoted to its accom lishment. 4oncerned with both volume and time! a wor& measurement rogram is basically a means of setting standards to determine just what constitutes a fair day3s wor&. 6or&men3s 4om ensation Also called wor&ers3 com ensation and industrial accident insurance! wor&men3s com ensation is designed to rovide cash benefits and medical care when a wor&er suffers an injury in connection with his job and monetary ayments to his survivors if he dies on the job. 6or& Premium Also called remium ay! wor& remium refers to that e"tra com ensation made for wor&! which is considered un leasant! ha5ardous! or inconvenient. 6or&,Ready %he term is used to describe a handica ed erson who! if given em loyment! would be able to erform adequately on the job without being a burden to others. 6or& Rules %hese are formal regulations that rescribe both on,the,job behavior and wor&ing conditions. 6or& 0am ling It is a technique used to discover the ro ortions of total time devoted to the various com onents of a job. It is also &nown as job sam ling. -ata obtained from wor& sam ling can be used to establish allowances a licable to a job! to determine machine utili5ation! and to rovide the criteria or for roduction standards. 6hile this same information can be obtained by time,study rocedures! wor& sam ling which is de endent u on the laws of robability usually rovides the information faster and at less cost. 6or& sam ling is also used to describe a erformance test designed to be a miniature re lica of behavior required on,the,job! which attem ts to measure how well an em loyee will erform in the articular occu ation. 0uch tests are considered a more recise device for measuring articular occu ational abilities than sim le motor s&ills or verbal ability tests. 6or& 0haring It is a rocedure for dividing the available wor& or hours of wor& among all eligible em loyees as an alternative to layoffs during slow eriods. 6or& 0tation It is the s ecific location and immediate surroundings area in which a job is erformed. 6or& to Rule 6or& slowdown in which roductivity suffers considerably because all of the formal wor& rules are scru ulously obeyed. %hose wor&ing to rule see& to lace ressure on management without losing ay by going on stri&e. 6or&,to,rule rotests are articularly o ular in the ublic sector where most formal stri&es are illegal. 6or&wee& It is the e" ected or actual eriod of em loyment for a /normal/ wee&. It is usually e" ressed in number of hours. I Iear .oo& of #abor 0tatistics It is an annual summary of the rinci al labor statistics from about )J* countries or territories. It is ublished by International #abour 9ffice! 8eneva! 0wit5erland.

Iellow,-og 4ontract It is a common tactic used by em loyers wary of union influences. It is an agreement either written or oral entered into by the em loyee with his em loyer which com els the em loyee to resign from! or refrain from joining! a union. D Dero,-efects Program It is an effort ta&en formally in assuring quality! which is intended to eliminate human errors during roduction. D 0core It is a different way of referring to a standard score. Di er 4lause It is also called a wra ,u clause. It is that art of a collective bargaining contract! which s ecifically states that the written agreement is com lete! and anything not contained in it is not agreed to. Done of Acce tance %he conce t also &nown as acce tance theory of authority! states that authority stems from the bottom u . It is based on the e"tent to which individuals are willing to hold in abeyance their own critical faculties and acce t the directives of their organi5ational su eriors. %he /5one of acce tance/ itself is a theoretical range of tolerance within which organi5ational members will acce t order without question.