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Management Supervision > 13-15 > Flashcards

13-15 Flashcards

1
Q

group dynamics

A

interaction among work group and concurrent changes in attitudes, behaviour & relationships

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2
Q

group

A

2 or more people that are aware of each other and interact

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3
Q

teams

A

groups of people who must work together cooperatively to achieve common goals

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4
Q

formal work groups

A

group assigned by management to similar avtivities/locations to work towards goal

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5
Q

3 aspects of informal groups

A

1- inevitable
2-powerful
3-has natural leaders

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6
Q

informal work group

A

group that forms spontaneously among employees who are close to each other or have simlar interests or job type

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7
Q

in group

A

favored by supervisor

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8
Q

group norms

A

Beliefs held by a group about what is right and what is wrong as far as performance at work

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9
Q

cohesiveness

A

degree members attracted to group, part of, and want to remain

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10
Q

contributors to group forming

A
  • opportunity for interaction
  • prior group attractiveness
  • similar attitudes
  • superordinate goal
  • commmon enemy
  • competition

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11
Q

detractors to group forming

A
  • favoritism shown by supervisors towards some group members
  • dominant member/s
  • don’t like each other
  • no trust
  • disagreement over goals or standards
  • large groups (>10)
  • scarce resources

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12
Q

morale

A

measure of extent/intensity of cooperation by individual or group to meet common goal.

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13
Q

participation

A

technique of supervisor sharing work info, responsabilities, and/or decisions

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14
Q

concencus

A

broad agreement on decision by members who have had opportunity to express themeselves

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15
Q

2 things concensus management taps into

A

a-desire of employees to feel a part of organization
b- better quality decision and employee commitment

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16
Q

keys to sucsessful participation meeting

A

1- preparation
2- run in fair & efficient manner
3-end meeting & prepare future action

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17
Q

groupthink

A

tendency of groups to place extreme pressure to fall in line with groups inclinatons.

need devils advocate.

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18
Q

leader of group decision has 2 roles

A

1- task roll
2- social roll

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19
Q

OD - Organizational Development

A

groups/organizations need to embrace change to deal more effectively with each other. assumes most organizations have been autocratically controlled

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20
Q

OD steps

A 
organizational develpment
1-diagnosis
2- gather data
3- feedback & confrontation
4- action plan
5- implement intervention
6-evaluation of results

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21
Q

intervention

A

activites to make indivuduals/group more effective

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22
Q

types of interventions

A
  • process consultation
  • feedback mechanisms
  • encounter groups
  • job design and strategic approaches

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23
Q

process consultation

A

(an intervention) help others see behavior with observations, questions & confrontation

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24
Q

feedback mechanism

A

(an intervention) collect data and show it so that they can see themselves as others do

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25
Q

encounter groups

A

(an intervention)
small unstructured small group interactions to cause stress and be candid

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26
Q

job design & strategic approaches

A

(an intervention)
range of methods focused on job enrichment, career planning

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27
Q

team building

A

(an intervention)

put them in situation where they have to work together

352

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28
Q

self-managing team

A

perform most managerial activities themselves

can be 30-70% more efficient

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29
Q

virtual team

A

global team

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30
Q

tuckman pattern - 5 stages

A
  • forming
  • storming
  • norming
  • performing
  • adjourning

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31
Q

sources of conflict

A

-appearacne of unfair allocation of resources
-disagreement about what is importnate
-change in workflow making perceived status reduction
-sense of mistrust
-lack of stability in operations
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32
Q

competition v conflict

A

competition is healthy struggle to meet mutually beneficial goals
-confilict is clash of interests between individuals

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33
Q

ways to handle conflict

A

1- decide what you hope to achieve

2- gather only necesary people

3-bargain

4- avoid distraction of personalities

5-focus on mutually beneficial outcomes. not individual prformance

6-use tactics such as rational explanation, apology, concern, penance

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34
Q

actions to prevent or solve conflict

A

1- minimize competitive approach
2- capitulate or avoid conflict
3- accommodate other parties demands
4- confront conflict directly

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35
Q

way to get cooperation

A

find out what they want and satisfy

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36
Q

2 distinct advantages of sensitive managers

A

1- awareness of peoples needs

2- blunt edge of unavoidable problems as people know super has tried

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37
Q

workforce 25 yrs ago v now

A

1/2 native white men. now only 15%. 60% of women employed.

371

38
Q

cultural diversity

A

reconize variety of groups with uniuqenesses

371

39
Q

eeo

A

equal emplyment oportunity

374

40
Q

affirmative action

A

in-company program designed to remedy current and future inequities in employment of minorities

375

41
Q

EEOC says:

A

results count, not intentions

376

42
Q

when have to set up affirmative action

A

federal contractos over 50k & more than 50 employees

376

43
Q

3 posibilities EEOC looks for

A

1- differential treatment
2- disparate effect
3- evil intent

376

44
Q

disparate effect

A

presence of job requirement that excludes a protected group

376

45
Q

protected group

A

people who have historically encountered discrimination

372

46
Q

reverse discrimination

A

men or caucasions

376

47
Q

ADA applies to companies with

A
  1. applies to private employers with 15 or more employees

376

48
Q

ADA

A

physical or mental disability that limits major life activities

377

49
Q

Family & Medical Leave Act of

A
  1. all public/private with more than 50.
    12 weeks unpaid leave.

377

50
Q

requirements to get FMLA

A

need to have 12 months at least 24 hours per week.

give 30 days notice if forseeable.
does not supersede state laws.

377

51
Q

hard-core unemployed

A
  • dropouts. as many as 30% have 5th grade reading and math skills
  • single heads of households
  • poor work history
  • plagued by personal problems. transportation or cant balance budget.

378

52
Q

2 counts tests need to be non-disciminator

A

1- content validity
2- construct validity

379

53
Q

construct validity

A

questions need to be understandable

379

54
Q

women’s portion of pay

A

3/4

379

55
Q

% of women who work from 60 to 2010

A

30% t 60%

380

56
Q

4 factors of equal pay for equal work:

A

1-equal skill
2- equal effort
3- equal responsability
4- similarity of working conditions

380

57
Q

baby boomers

A

80 mill at one point. 40s to 60s. prosperous.

384

58
Q

gen exer

A

40 mil. mid 60s to mid 80s

skeptical, informal, think globally

59
Q

gen y

A

80 mil. begin 1980. confident, impatient & tenacious.

384

60
Q

motivate Xs & Ys

A 
1- exert authority only from reason.
2. Move faster making changes.
3- Convey meaning of each assignment
4- Tell results expected
5- Provide support & assistance
6- Praise freely when deserved
7- enrich nature of work.

386

61
Q

Age Discrimination in Employment Act

A

-40 or older. but supervisor should suspect anybody.

386

62
Q

benefits of old farts

A 
safer
better attendance
better judgementr
more loyal
more skill

387

63
Q

motivate baby boomers

A

get them to try to change can be difficult. tell them to not be self consious, etc.

388

64
Q

3 things about privacy (snooping)

A

1- Employees have right to know what info is on file on them
2- Employees be told in advance what will be monitored
3- Supervisors restricted in finding confinential info or passing it outside of work.

389

65
Q

lie detectors & drug tests

A

lie detectors no longer allowed except for very specialized jobs.
drug & lie tests can only be used if needed to a) proect business or customers or b) protect employees from interference or harm

389

66
Q

accident prone

A

people who get injured frequently

401

67
Q

ergonomic hazard

A

requires sustained or fixed motion that results in RSI

402

68
Q

RSI

A

Repetetive Strain Injury

402

69
Q

MSD

A

Muscular Skelital Disorder (same as RSI)

403

70
Q

OSHA

A

Occupational Safety & Health Act 1970

403

71
Q

OSHA recording requirements

A

every company record illnesses and accidents as they occur - OSHA log 300 -

404

72
Q

recordable incident

A

occupational illness, injury or death

404

73
Q

not recordable incident

A

a- 1st time needing 1 time treatment
b- minor cuts, scratches or burns that do not require ordinary medical care.
404

74
Q

2 formulas for accident rates

A

1- incident or frequency rate - number of accident cases that have occured with total numberr hours worked by all employees

severity rate - lost work days vs total hours worked

404

75
Q

accident calculation base

A

100 employees with 2000 hours a year or 200,000 hours

cases x 200,000/
hours worked

days lost x 200,000 /
hours worked during year

76
Q

responsabilities for employee safety

A

1- employee is most influential source of accident prevention
2- safe working habits
3- pay attention to new employees
4- Be specific about techniques. demonstration helps.
5- enlist safety suggestions
6- set good example
7- enforce standards firmly

408

77
Q

3 basis of accident prevention (3 Es)

A

Engineer- equipment, layout et.c
Educate-
Enforce-

409

78
Q

role/purpose of safety inspection

A

a- regularly
b- comply with OSHA
c- new areas of necessary coverage
d- follow with action

410

79
Q

workplace violence includes

A

threats of harm or actual harm incl. property

411

80
Q

4 sources of violence

A

strangers, co-workers, customer/clients, or wives/relations

411

81
Q

3 reasons to joing labor union

A

1-offers bargaining power and reduce risk
2-it is compulsory
3- provides power against management to hire, fire, promote

413

82
Q

Wagner Act

A

formally National Labor Relations Act - conditions under which workers can unionize

414

83
Q

taft hardey act limits on uniion

A
  • can’t force employer to fire or discriminate against former members expelled for reasons other than fees
  • force to pay money for services not performed
  • can’t force employees to join
  • require excessive or discriminatory fees from employees to join

415

84
Q

closed shop

A

-had to become member of union after 30 or 60 days - before taft-hartley

415

85
Q

right to work laws

A

legislation passed in nearly 2 dozen states - illlegal to negotiate for a union shop after recognition

415

86
Q

Walsh-Healy

A

any contract over 10k has minimum age & limts work to 8hr days 40 hours then 1.5 time. safety health & workinging

416

87
Q

fair labor standards act

A

aka wages & hours law
2 or more states.
restricts 14-16 year to nonmanufacturing and nonmining positions, and 16-18 year olds to nonhazardous including driving & helping drivers. also min wage.

only certain supervisors exempt:

416

88
Q

supervisors exempt for fail labor standards act

A
  • direct 2 or more employees w. hire/fire power
  • not more than 20% clerical work (40% in retail)
  • minimum salary clarified by law

416

89
Q

Landum Griffith Act

A

Labor Management Reporting and Disclosure Act of 59

-have to report payments to labor union officials, payments to employess for persuasions of joining unions, payment to consultants for union matters

417

90
Q

collective bargaining

A

process of give & take by management and union

417

91
Q

grievane procedure

A

formalized systematic channel for employees to follow bringing complaints to attention of managerment

419

Management Supervision (3 decks)

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