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Fire Officer Principles > Ch 6 Undersranding People, Mngmt > Flashcards

Ch 6 Undersranding People, Mngmt Flashcards

1
Q

Considered workers as cheap, stupid and interchangeable.

A

Frederick Taylor.

Scientific mngmt

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2
Q

Each worker was required to perform one task, and repeat this task at a mind numbing rate

A

Frederick Taylor.

Scientific mngmt

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3
Q

Shifted the focus to pat more attention to the workers and to the working conditions that would make those workers more productive

A

Humanistic mngmt school

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4
Q

A phenomenon in which people improve their performance or behavior not because of any specific condition being tested, but simply because the extra attention they receive as part of the study

A

Hawthorne effect

George Elton Mayo

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5
Q

Social psychologist and professor at MIT, theory X and Y

A

Douglas McGregor

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6
Q

______manager Believe that people do not like to work, so consequently they need to be closely watched and controlled

A

Theory X

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7
Q

Coerced and threatened to keep up their productivity

A

Theory X

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8
Q

______ managers believe that people like to work and that they need to be encouraged rather than controlled

A

Theory Y

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9
Q

Theory _______ is the prevailing trend today. Theory ____ remains a commonly encountered managerial style.

A

Y (prevailing)

X ( remains commonly encountered)

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10
Q

Theory ____ concepts can be used effectively in many situations to encourage fire fighter creativity

A

Y

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11
Q

Theory ____ techniques are applicable in an involuntary work performance meeting with a subordinate

A

X

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12
Q

Psychologist who researched mental health and human potential

A

Abraham H Maslow

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13
Q

The most basic human needs, at the bottom of the ladder, are ?

A

Physical

Air water food and shelter

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14
Q

Needs:

More closely associated with maintaining employment or status within the organization

A

Security

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15
Q

Needs:

3rd level. Related to belonging to a group and feeling acceptance by the group.

A

Psychological or social needs

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16
Q

Needs:

Wearing your FD patch or identification on your car

A

Belonging to a group.

3rd level. Social needs and affection

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17
Q

Needs:

Promotions, gold badges, special awards, and take home FD vehicles are all symbols that apply to the ?

A

Esteem and status level

Level 4:esteem and status

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18
Q

Needs:

Membership in an elite FD unit

A

Level 4: esteem and status

19
Q

Needs:

These people tend to focus on problems outside of themselves and have a clear sense of what is true

A

Level 5: Self-actualization

20
Q

______ assumes that every decision made and every action taken in the workplace is driven by people’s values, attitudes, and beliefs

A

Grid theory

Robert Blake and Jane mouton

21
Q

Grid theory:

_____style represents the lowest level of concern for both results and people.
The key word for this style is “neutral”

A

Indifferent: evade and elude

22
Q

Grid theory:

The least visible person in a team, he or she is a follower who maintains distance from the active involvement whenever possible

A

Indifferent style /Evade and elude

23
Q

Grid theory:

Demonstrates a high concern for results, but a little concern for others.

A

Controlling: direct and dominate

24
Q

Grid theory :

Expects everyone else to keep up with his or her efforts. Moves ahead, intensely focused on results, often leaving others lost in the wake of his or her forceful initiative

A

Controlling.

High concern for results. Low concern for people

25
Q

Grid theory:

Low concern for results and a high concern for other people

A

Accommodating person

Accommodating: yield and comply

26
Q

Grid theory:

Approachable, fun, and always ready to listen with sympathy and encouragement

A

Accommodating

Low concern for results. High concern for people

27
Q

Grid theory:

Maintaining popular status within the organization and team.

A

Status quo: balance and compromise

28
Q

Grid theory:

Represents a narrow view that underestimates people, results, and the power of change

A

Status quo

29
Q

Grid status:

See a high level of concern for results or people as too extreme

A

Status quo

30
Q

Grid theory:

High concern for both people and results at the same time.

A

Sound.

Sound: contribute and commit

31
Q

Grid theory:

Preferred for a candidate who seeks to become a successful Fire officer

A

Sound.

32
Q

Grid theory:

Feels a high concern for results is more important Than for people

A

Controlling

33
Q

Grid theory:

Feels high concern for people is more important than results

A

Accommodating

34
Q

Grid theory:

Any major concerns for people or results are unrealistic and too demanding.

A

Indifferent

35
Q

Grid theory:

High concern for people or results is too risky. Likes the safe middle ground

A

Status quo

36
Q

The process of having the right number of people in the right place at the right time who can accomplish a task efficiently and effectively

A

Human Resources planning

37
Q

The process of attracting, selecting, and maintaining an adequate supply of labor

A

Staffing

38
Q

Includes all activities to train and educate employees. This function is heavily dependent on the fire officer at the company level.

A

Human Resources development

39
Q

One of the greatest demands on the FO is to make efficient use of ____.

A

Time

40
Q

No matter what the situation, the FO can ensure maximum efficiency by applying good ________skills.

A

Time management

41
Q

One of the best tools to improve time efficiency is _______.

A

Delegation

42
Q

The process of setting performance standards and evaluating performance against those standards

A

Performance management

43
Q

Four borders of managing Human Resources:

A

Federal laws

Union contract

City regulations

Departmental policies

Fire Officer Principles (10 decks)

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