Employee engagement pg 39 comes from employee empowerment it means full involvement in one s work and commitment to one s job and company associated with higher productivity better customer service and lower turnover Productivity effectiveness efficiency Productivity the amount of output per unit of input human input is expresses as a unit of time Has 2 components Effectiveness getting job done whenever and however it must be done did we do the right task job etc Efficiency how many organizational resources are used in getting the job done did we do things right Disparate impact treatment Disparate impact when an officially neutral employment practice disproportionately and unintentionally excludes members of a protected group Disparate Treatment when an employee is intentionally treated differently based on his her membership in a protected class Turnover the permanent loss of workers which costs the organization in many ways Functional turnover loss of a poor performer Dysfunctional turnover loss of an effective performer Avoidable turnover loss of a good worker that could have been avoided Unavoidable turnover loss of an employee that could not have been avoided Strategy types Cost leadership focusing on lowering organizational costs required to produce products or services Walmart Differentiation focuses on creating distinctive impression of the product or service in customers minds Target Focus or niche focuses on a specific portion of a larger market SWOT analysis Strengths Weaknesses Opportunities and Threats Method for identifying internals through those four factors mentioned to help develop strategic goals Porter s five forces 1 Rivalry among competitors 2 Threat of substitute products and services 3 Potential new entrants 5 Power of buyers 4 Power of supplies EVA ROI Economic Value Added EVA Net operating profit capital used cost of capital Return on Investment ROI Gain from inv Cost of inv cost of inv Components of org structure Complexity the degree of vertical horizontal and spatial differentiation within the organization Formalization the degree to which jobs are standardized within the organization Centralization the degree to which decision making is concentrated within the organization HRIS Human Resource Information Systems database management systems that manage and manipulate data that influence organizational performance Attendance and leave tracking job pay history job descriptions appraisal scores review date tracking promotions transfers and dsaily activities Org culture Members shared values beliefs and assumptions about appropriate behavior in the organization Affects how and why employees do what they do Yield ratios hired applied 4 5 rule Used by Federal courts Department of Labor and EEOC to determine whether disparate impact exists in an employment test If test results in disproportionately ruling out a protected population it is not consistent in effect There is potential evidence that disparate impact exists Laws in ch 3 Title VII of the Civil Rights Act 1964 It is illegal for an employer to fail or refuse to hire or to discharge or otherwise discriminate against any individuals with respect to compensation terms conditions or privileges of employment due to race color religion sex or national origin Or to limit segregate or classify employees or applicants in any way that deprives them of employment opportunities or otherwise adversely affects their employment status due to race color religion sex or national origin Applies to companies engaged in interstate commence with 15 or more employees Civil Rights Act of 1991 Supports Title VII Allows individuals to sue for punitive and compensatory damages Monetary caps for damages Burden of proof on the employer Prohibits quotas in selection Prohibits race norming of tests Adverse impact prohibited for each piece of a selection system Equal Pay act of 1963 Requires that women who do the same job as men equal skill effort and responsibility location duties and performed under similar working conditions in the same organization receive the same pay Pay differences that result from differences in seniority merit quantity or quality of production or any factor other than sex e g shift differentials training programs location are legally allowable Age Discrimination in Employment Act of 1967 Prohibits discrimination against employees older than age 40 For organizations over 20 employees No standard for reverse discrimination It is legitimate to consider salary in layoffs Americans with Disabilities Act of 1990 Disability condition that inhibits one or more major life functions Essential vs marginal job functions Must provide reasonable accommodation to qualified individuals Changes to job application process changes to work environment training changes to way job is usually done Pregnancy Discrimination Act of 1978 Women affected by pregnancy childbirth or related medical conditions should be treated as all other employees with a medical condition with respect to employment related purposes Pregnancy treated as temp disability health insurance must cover pregnancy Employers may not alter the benefits of employment based on pregnancy or possibility of pregnancy if a woman is capable of performing their job duties UAW vs Johnson Controls 1987 Employers may not prevent women from taking jobs that may harm fetal health Uniformed Services Employment and Reemployment Rights Act USERRA of 1994 Rights for civilian reemployment of military members called away from regular jobs by U S government orders Applies to virtually all employers Can t be penalized reemployment in position that would have been attained Sexual harassment types Quid pro quo Hostile Environment If you do something for me I will do something for you or conversely if you refuse to do something for me I will harm you Submission to conduct is a term of employment of the basis for employment decisions Hostile work environment means harassment that occurs when someone s behavior at work creates an environment that makes it difficult for someone to work in that environment When the workplace is permeated with discriminatory intimidation ridicule and insult that is sufficiently severe or pervasive to alter the conditions of the victim s employment and create an abusive working environment Title VII is violated Harris v Forklift Systems Inc Constructive discharge harass or retaliate a hostile work environment to force turnover BFOQ Bona Fide Occupational