Chapters 2, 4, 6, 7 Vocab

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University of Massachusetts Amherst
Hospitality & Tourism Managmnt
HT-MGT 260
Bombie Salvatore

CHAPTER FOUR Recruiting- The process of identifying canidates for current or future position vacancies. Selection- The process of choosing an individual for a current or future position vacancy Unemployment rate- A government statistic that measures the percentage of workers who are not employed, but who are seeking work Entry-level- The position in which an individual starts his or her career with a hospitality organization. For example, the position of a dishwasher might be an entry-level job in an upscale restaurant. Internal search- A promotion-from-within approach that is utilized when seeking qualified job applicants Promote-from-within- An organizational philosophy that whenever practical, an organization will fill its higher-level job vacancies with its current lower-level employees Employee referral- A recommendation about a potential applicant that is provided by a current employee Nepotism- Favoritism in employment based on kinship (family relationship) External search- An approach to seeking job applicants that focuses primarily on those candidates who are not currently employed by the organization Blind ad- A job advertisement that does not identify the advertising organization. Also known as a blind-box ad Unemployment benefits- Monetary and nonmonetary resources given to those who are jobless but who are actively seeking work. Outsourced search- A search for job candidates that is performed by a professional company specializing in employee searches Executive search- A private employment agency that specializes in identifying candidates for management positions. Also known as head hunter firms At-will (employment)- An employment relationship in which either party can, at any time, terminate the relationship with no liability Defamation- False statements that cause someone to be held in contempt lowered in the estimation of the community, or to lose employment status or earnings, or otherwise suffer a damaged reputation Negligent hiring- Failure on the part of an employer to exercise reasonable care in the selection of employees Negligent retention- Retaining an employee after the employer became aware of an employee’s unsuitability for a job, thereby failing to act on that knowledge Employeement agreement- The terms of the employment relationship between an employer and employee that specify the rights and obligations of each party to the agreement Offer letter- A proposal by an employer to a prospective employee that specifies the terms of employment. A legally valid acceptance of the offer will create a binding employment contract CHAPTER TWO Employment law- The body of laws, administrative rulings, and precedents that addresses the legal rights of workers and their employers Unemployment compensation- A benefit paid to an employee who involuntarily loses his or her employment without just cause Workers’ compensation- A benefit paid to an employee who suffers a work-related injury or illness Garnish(ment)- A court-ordered method of debt collection in which a portion of worker’s income is paid directly to one or more of that worker’s creditors Labor union- An organization that acts on behalf of its members to negotiate with management about the wages, hours, and other terms and conditions of the membership’s employment Interstate commerce- Commercial trading of the transportation of persons or property between or among states Title VII- The specific section of the Civil Rights Act of 1964 that outlaws discrimination in employment in any business on the basis of race, color, religion, sex, or national origin Equal Employment Opportunity Commission (EEOC)- The entity within the federal government assigned to enforcing the provisions of Title VII of the Civil Rights Act of 1964 Sexual Harrassment- Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature Affirmative action- A federally mandated requirement that employers who meet certain criteria must actively seek to fairly employ recognized classes of workers. (Some state and local legislatures have also enacted affirmative action requirements). Bona fide occupational qualification (BFOQ)- A specific job requirement for a particular position that is reasonably necessary to the normal operation of a business, and thus allowing discrimination against a protected class (e.g. choosing a male model when photography an advertisement for beard trimmers) Disparate treatment- The claim that, in the same situation, one employee was treated differently than other employees Disparate (adverse) impact- The claim that an employer’s action, though not intentionally discriminatory, still results in unlawful discrimination. Also known as adverse impact Franchisor- The business entity that has sold or granted a franchise Reasonable accommodation- Any modification or adjustment to a job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform the job’s essential functions Expatriate manager- A citizen of one country who is a working manager in another country Unit manager- The individual with the final on-site decision-making authority at an individual hospitality operation CHAPTER SIX Training- The process of developing a staff member’s knowledge, skills, and attitudes necessary to perform tasks required for a position Performance-based (training)- A systematic way of organizing training in efforts to help trainees learn the tasks considered essential for effective on-job performance Competent- A description that means the staff member has been appropriately trained and is able to contribute to the achievement of desired results Task- A specific and observable work activity that is one component of a position and that has a definite beginning and end. For example, one task performed by a cook may be to prepare sandwiches using a standardized recipe Competency- Standards of knowledge, skills, and abilities required for successful job performance Cost effective- A term that indicates that something such as training is worth more than it costs to provide it Feedback- Response provided to a question or larger-scale inquiry such as a customer survey Value-added- The concept that something is worth more than it costs, that output is consistently correct, and that behavior or the product us changed. Value-added training occurs when it is cost-effective, because desired output (service and/or products) is acceptable and better than without the training Attitude- Positive or negative feelings, beliefs, and values about something that influence a person to act in certain ways Morale- The total of one’s feelings about his or her employer, work environment, peers, and other aspects of the environment Turnover rate- The number of employees who leave an organization each year expressed as a percentage of the average number of workers employed by the organization Employer of choice- An organization with a reputation of offering a desirable place to work and with recruiting efforts made easier because of this perception Off-the-shelf- Generic training materials, typically addressing general topics of concern to many trainers, that are available for use if company-specific resources are not available Hire date- The effective date that a new staff member begins work Warm-body syndrome- The selection error that involves hiring the first person who applies for a position vacancy Professional development programs- Planned educational and/or training activities to prepare one for successively more responsible positions in an organization or industry Jargon- Terminology used by and commonly known only to persons who are familiar with a topic Body language- The gestures, mannerisms, expressions, and other nonverbal methods that people use to communicate with each other Posit
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