| Career: The sequence of work-related positions a person occupies throughout life. |
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| Central tendency error: Rating all employees in a narrow band in the middle of the rating scale. |
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| Checklist: Performance appraisal tool that uses a list of statements of words that are checked by raters. |
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| Closed shop: A firm that requires individuals to join a union before they can be hired. |
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| Coaching: Daily training and feedback given to employees by immediate supervisors. |
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| Co-determination: A practice whereby union or worker representatives are given positions on a company’s board of directors. |
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| Collective bargaining: The process whereby representatives of management and workers negotiate over wages, hours, and other terms and conditions of employment. |
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| Commission: Compensation computed as a percentage of sales in units or dollars. |
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| Compa-ratio: Pay level divided by the midpoint of the pay range. |
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| Compensable factor: That used to identify a job value that is commonly present throughout a group of jobs. |
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| Compensation committee: Usually a subgroup of the board of directors composed of directors who are not officers of the firm. |
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| Compensatory time off: That given in lieu of payment for extra time worked. |
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| Competencies: Basic characteristic that can be linked to enhanced performance by individuals or teams. |
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| Complaint: An indication of employee dissatisfaction that has not been submitted in writing. |
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| Compressed workweek: Workweek in which a full week’s work is accomplished in fewer than five days. |
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| Conciliation: Process by which a third party attempts to keep union and management negotiators talking so that they can reach a voluntary settlement. |
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| Concurrent validity: Validity measured when an employer tests current employees and correlates the scores with their performance ratings. |
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| Construct validity: Validity showing a relationship between an abstract characteristic and job performance. |
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| Constructive discharge: Occurs when an employer deliberately makes conditions intolerable in an attempt to get an employee to quit. |
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| Content validity: Validity measured by use of a logical, nonstatistical method to identify the KSAs and other characteristics necessary to perform a job. |
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| Contractual rights: Rights based on a specific contractual agreement between employer and employee. |
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| Contrast error: Tendency to rate people relative to other people rather than to performance standards. |
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| Contributory plan: Pension plan in which the money for pension benefits is paid in by both employees and employers. |
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| Co-payment: Employee’s payment of a portion of the cost of both insurance premiums and medical care. |
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| Core competency: A unique capability in the organization that creates high value and that differentiates the organization from its competition. |
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| Correlation coefficient: An index number giving the relationship between a predictor and a criterion variable. |
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| Cost/benefit analysis: Compares costs of training with the benefits received. |
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| Craft union: A union whose members do one type of work, often using specialized skills and training. |
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| Criterion-related validity: Validity measured by means of a procedure that uses a test as the predictor of how well an individual will perform on the job. |
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| Culture: The societal forces affecting the values, beliefs, and actions of a distinct group of people. |
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| Cumulative trauma disorders (CTDs): Muscle and skeletal injuries that occur when workers repetitively use the same muscles to perform tasks. |
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