Ch. 9 Orientation, Developing, & Motivating Employees

Question 1

The process of introducing a new employee to an organization, a job, and a work unit

Answer 1

Orientation

Question 2

2 parts of orientation

Answer 2

Orientation to the job
Orientation to the organization

Question 3

Employee orientation that includes:
- Outline of the day
- Introduction to staff
- Tour of the workplace
- Guidance on using the equipment
- Explanation of job duties

Answer 3

Job Orientation

Question 4

Employee orientation that introduces the company’s mission/philosophy; often conducted by HR department
- individually or in groups
- paperwork, benefits package
- tour of entire facility
- organizational policies & procedures
- employee handbook

Answer 4

Organization Orientation

Question 5

Maslow’s Hierarchy of Needs
Hertzberg’s dual-factor theory
Self-determination Theory

Answer 5

Motivational Theories

Question 6

Theory that physiological and safety needs must be satisfied before higher level needs, such as esteem and self-actualization, can be achieved

Answer 6

Maslow’s Hierarchy of Needs

Question 7

Theory that hygiene factors (salary, benefits, working conditions, employer’s policies, etc.) must be present in the workplace, but additional motivational factors (sense of achievement, meaningful work, promotional opportunities, etc.) are needed for employee satisfaction

Answer 7

Hertzberg’s Dual-Factor Theory

Question 8

Theory focused on 3 basic psychological needs that coexist in people:
1. Autonomy
2. Relatedness
3. Competence

Answer 8

Self-Determination Theory

Question 9

Perception of having choices
Ability to act in a way that matches desires

Answer 9

Autonomy

Question 10

Feeling connected to others

Answer 10

Relatedness

Question 11

Feeling effective
Learning & growing

Answer 11

Competence

Question 12

Theory that people in a particular age group tend to share a distinct set of beliefs, attitudes, values, and behaviors and are likely motivated by similar things.

Answer 12

Generational Theory

Question 13

Employer sponsored educational activities; usually occur during work hours
- Update and introduce employees to new issues or topics related to their jobs
- Review and refresh previously learned material
- Some mandated by accreditation

Answer 13

In-services

Question 14

Type of in-service that is routine and covers topics like fire safety, hand washing, and ergonomics
- Often cover policy & procedure review
- Attendance at these sessions is required and documented

Answer 14

Short in-services

Question 15

Type of in-service that require that staff members be relieved of their regular duties
- May be conducted outside of the immediate work setting
- May be used to introduce new concepts, processes, or policies
- May be used for team-building
- Topic is presented by experts in the field

Answer 15

Longer, more extensive in-services

Question 16

Educational activities that are conducted by an external organization and take place outside of the workplace
- professional meetings
- trade shows
- workshops
- seminars
- college classes

Answer 16

Continuing Education

Question 17

Continuing education requirements

Answer 17

RDN: 75 credits every 5 years
ACSM: 45 credits every 3 years

Question 18

Management tool that designates hours and times each employee works
- Right skills, right place, right time
- Meet the needs of employer while accommodating employee needs and preferences

Answer 18

Labor Schedule

Question 19

Tool used by managers to evaluate personnel performance
- Review performance since last review
- Evaluate achievement of goals
- Identify strengths and areas for growth
- Set goals for the next review period
- Serve as the basis for pay increases

Answer 19

Performance Appraisal

Question 20

Evaluation of an employee’s ability to perform a specific skill or task

Answer 20

Competence Assessment

Question 21

Merit increases
Cost-of-living adjustments
Single rate systems
Pay for performance

Answer 21

Compensation

Question 22

Pay raise based on employee performance
- Results in a permanent change to the base rate of the employee
- Percent increase is tied to the evaluation, but tend to be higher in good economic times and lower in downturns
- New pay rate must remain within the pay range for the job classification

Answer 22

Merit Increase

Question 23

Pay raise based on inflation rates
- Allow the employee to maintain purchasing power
- Given to everyone in the organization regardless of performance
- May be in conjunction with merit increases

Answer 23

Cost-Of-Living Adjustments

Question 24

Increase in the base rate of pay for all employees whose work falls within a standard range
- Often used in settings where the workers are unionized where the rate is set in the union contract
- Should not be used when worker productivity varies widely

Answer 24

Single Rate System

Question 25

Incentive pay program that rewards employees based on performance, but does not change the base rate of pay
- Annual bonus, cash award
- May be used in combination with other compensation plans

Answer 25

Pay for Performance

Question 26

Employee-of-the-month program
Certificates or trophies
News release
Public compliment
Posting accomplishments of individuals of groups

Answer 26

Non-Monetary Compensation

Question 27

The ability of an employee to change jobs, within or outside of the organization (could be upward, downward, or lateral)

Answer 27

Job Mobility

Question 28

promotion to a higher position

Answer 28

Upward mobility

Question 29

demotion to a lower level, sometimes done to lessen stress or responsibility

Answer 29

Downward mobility

Question 30

movement to a new position at the same level, often to learn new skills

Answer 30

Lateral mobility