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 classTurnover – 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 avoidedStrategy 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 services3. Potential new entrants4. Power of supplies5. Power of buyersEVA/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 organizationHRIS – 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 / #applied4/5 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 1964It 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 1963Requires that women who do the same job as men (“equal skill, effort, and responsibility, location, duties, andperformed under similar working conditions”), in the same organization, receive the same pay. Pay differencesthat 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 attainedSexual harassment types:Quid pro quo- “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 decisionsHostile Environment- 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