13 Human Resource Management II Flashcards
Formal groups usually defined common goals in what
In a written document
A friendship is what type of group
Informal
A group May exhibit the following five essential characteristics
Common finding interest. Group image/identity. Sense of continuity. Shared values. Roles within the group
Finding interest within fire and emergency services groups may include
Desire to serve community. Sense of professionalism. Sense of adventure. Affiliation with high-risk profession.
One of the greatest influences on the success of the group is
Group image
Groups that have a positive self image, sometimes called esprit de corps, Tend to be
Higher achievers
Groups that like a positive image or identity tend to be
Poor producers
The influences that determine the company officers perception of his or her role are
The role expectations of the organization.
Group members.
The officers own concept of what it means to be an officer
The company officer should maintain a strong relationship and influence with the informal leader in order to maintain what
Motivation satisfaction and performance of the larger group
What are the five stages of development
Forming. Storming. Norming . Performing. Adjourning
Company officers who fail to control disruptive behavior will lose
The respect of the other unit members
Behavior management begins with
Prevention of disruptive behavior
Company officers should also be familiar with the following ways to assist their subordinates behavioral management
Counseling
coaching
providing peer assistance
mentoring
Periodic review of an organizations policies helps address
Issues that may arise overtime
Counseling involves resolving behavioral issues through such actions as
Providing advice.
Recommending career path choices.
Providing professional development opportunities
Informal attempts to correct inappropriate behavior are unsuccessful the company officer should
Review and follow the organizations discipline policy
Disciplinary action becomes necessary, documentation of the situation will be critical in
Supporting formal action
Coaching is the process of directing
Individuals skills performance
One formal coaching model contains the following four steps
Describe current performance level.
Describe desired level.
Gain commitment for change.
Follow up commitment.
A process that involves having unit personnel assistant each other and learning team work or perfecting new skills
Peer assistance
Mentoring place is a subordinate under the guidance of
The more experienced professional who acts as a tutor guide and motivator
Personnel evaluation guidelines can be effective tools in the organizations management. Personnel evaluations must be
Timely. Clearly stated. Nondiscriminatory. Consistent. Documented. Conducted by train supervisors. Objective.
The organizations expectations for job performance should be established during
During the initial meeting between company officer and subordinate
Job performance evaluation is an opportunity to reinforce performance or generate change in order to meet expectations. Accomplishing this change usually involves
Focusing on the positive accomplishments of the employee.
Involving the employee and setting goals and objectives is.
Creating an atmosphere where the employee can feel challenged and respected
Who should sign the final performance evaluation
Both officer and employee
Evaluations must be supported by
Documentation
Grievance procedures are usually included in
The labor management agreement and for the organization policies and procedures
All model grievance procedures contain the same general elements such as
Filing Period. Testimony. Witnesses. Representation. Review steps
Disciplinary actions should be taken in a manner that is
Corrective, progressive, and lawful
Discipline in the fire service is designed to do the following
Educate and train. Correct behavior. Provide positive motivation. Ensure compliance with policies. Provide direction
Two types of basic discipline
Positive. Negative
Positive or constructive discipline results when reasonable rules of conduct our establish and are
Fairly and consistently applied
Negative discipline involves corrective action one employee
Disobeys the establish rules or performance requirements
If violations are serious, the company officers continue the process of discipline
Up the chain of command
Company officers must recognize during disciplinary action that employees are entitled to the following information and considerations
Written notice of proposed action.
Reasons for proposed action.
Copy of charges and material on which action is based.
Rights to respond to authority initially imposing discipline.
Progressive discipline usually starts with
Training and education
Progressive leadership and participatory management can help ensure that punitive discipline is
Seldom used within the organization
Progressive discipline usually involves the following three levels
Preventative action, oral reprimand.
Corrective action, written reprimand.
Punitive action
What should preventative action start with
And individual counseling interview
Corrective action or written reprimand, is applied when
And employee repeats a violation for which preventative action was taken commits a A serious violation
How is corrective action always performed
In writing
Punitive action is used when an employee continues to
Exhibit inappropriate behavior despite earlier corrective efforts or a very serious violation as first offense
For punitive action, the range of sanctions May include
Written reprimand. Suspension. The motion. Termination. Prosecution
In most organizations who is responsible for corrective and punitive actions
The administration
During punitive action who might control what actions may be taken
Labor-management agreement
To accomplish professional development company officers need to be sure that they understand what each employees
Career goals are
Who should keep and maintain a matrix of professional development courses that each department member may require
Training division
NFPA 1021 requires the fire officer ii to create what for a subordinate was preparing for promotional exam
A professional development plan
Career professional development can be divided into three sections
Mastering and maintaining current knowledge and acquiring new skills.
Preparing for promotion.
Developing a long-range plan for career advancement
In the company officer book a group is defined as
Two or more persons with common goals that may or may not be explicitly stated
