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IFSTA Company Officer > Chapter 13: Human Resource Management II > Flashcards

Chapter 13: Human Resource Management II Flashcards

1
Q

A group is ____ or more people with common goals that may or may not be explicitly stated.

A

2

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2
Q

Formal groups usually defined common goals in a __________.

A

Written document

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3
Q

An Emergency response unit is a _________ of responders who interact to meet common goals that the organizations mission, policies, and procedures outlined.

A

Formal group

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4
Q

A friendship is an __________.

A

Informal group

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5
Q

The company officer the the ________ leader.

A

Formal group’s

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6
Q

A group may exhibit the following 5 essential characteristics:

A

Common binding interest

Group image or identity

Since of continuity

Shared values

Roles within the group

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7
Q

_________ is one of the greatest influences on the success of the group.

A

Group image

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8
Q

Define esprit de corps.

A

Positive self image

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9
Q

In _________, the leader is usually either assigned or elected.

A

Formal groups

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10
Q

In ________, a natural or indigenous leader emerges.

A

Informal groups

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11
Q

Influences that determine the company officer’s perception of his/her role are: (3)

A

The role expectations of the organization

Group members

The officers own concept of what it means to be a company officer

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12
Q

When group members recognize the officers _______, the group members will be able to carry out orders, tasks, and assignment with minimum supervision.

A

Authority

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13
Q

The groups ______ determines the group members productivity.

A

Interaction

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14
Q

As relationships within the group grow, trust and respect develop and members begin to see themselves as part of the group.

A

Forming

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15
Q

Conflict may result as members jockey for informal leadership or try to exert their own influence over the group.

A

Storming

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16
Q

The group establishes it’s own set of norms and values.

A

Norming

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17
Q

The supervisor maintains team spirit as the group accomplishes its objectives.

A

Performing

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18
Q

The final stage is the termination of the group task. Acknowledging The group’s accomplishments and the participation of the individual members takes place at this time.

A

Adjourning

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19
Q

Company officers to fail to control ________ will lose the respect of the unit members.

A

Disruptive behavior

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20
Q

When ______ members, officers expectations are stated positively and behavior limitations are set. This may be used for discipline, to determine the cause of inappropriate behavior, and establish a means of correcting it.

A

Counseling

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21
Q

_______ guides the individual through a new activities, reinforces correct behavior, and redirects incorrect behavior.

A

Coaching

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22
Q

Providing ________ means assigning any more experienced member to work with the new member.

A

Peer assistance

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23
Q

When _______ members, superiors act as advisers or guides to the member.

A

Mentoring

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24
Q

Fire/emergency service organizations have a formalized process to follow when documenting behavior issues, which may include completing a _________.

A

Counseling form

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25
Q

When disciplinarian action becomes necessary, ________ of the situation will be critical in supporting formal action.

A

Documentation

26
Q

The objective of disciplinary action is to change __________.

A

Inappropriate behavior

27
Q

This process gives motivational correction, positive reinforcement, and constructive feedback to subordinates in order to maintain and improve their performance.

A

Coaching

28
Q

Coaching needs to be ______, ______, ______ and ________.

A

Positive

Immediate

Direct

Frequent

29
Q

__________ is used as a basis for a buddy system that pairs an experience member with a new employee during the probationary period.

A

Peer assistance

30
Q

_______ are selected for their experience, interest, patience, and communication abilities.

A

Mentors

31
Q

Company officers should periodically evaluate their personal on an _______ basis.

A

Annual

32
Q

Employees can be formally evaluated for the following reasons: (4)

A

During probationary period

Annually as part of a performance review

For promotional purposes

For disciplinary/non-disciplinary purposes

33
Q

_________ may be provided on a quarterly or semiannual basis to allow the individual to alter or improve performance before an annual evaluation.

A

Performance feedback

34
Q

A __________ allows the supervisor to document the individual’s performance in terms of strengths, weaknesses, and improvements.

A

Personnel evaluation program

35
Q

Personnel evaluation programs are ________ systematic procedures for appraising employees abilities and accomplishments within the organization.

A

Formal

36
Q

Personnel evaluations must be: (7)

A

Timely

Stated clearly

Not discriminatory

Consistent

Documented

Conducted by training supervisors

Objective

37
Q

The ______ process is an opportunity to reinforce positive performance or to generate change in employees behavior.

A

Evaluation

38
Q

Employees file _______ when they perceive that they have been unfairly treated.

A

Grievances

39
Q

The grievance procedure needs to be: (3)

A

Effective

Consistent

Provide an equitable resolution

40
Q

_______ is corrective measures that are used to get employees to meet standards and adhere to policies.

A

Discipline

41
Q

Discipline must be _____, ______ and ________.

A

Corrective

Progressive

Lawful

42
Q

2 types of discipline

A

Positive

Negative

43
Q

__________ discipline results when reasonable rules of conduct are established and are fairly and consistently applied.

A

Positive

44
Q

_________ discipline: corrective action when an employee disobeys the established rules or performance requirements.

A

Negative

45
Q

_______ are corrected through behavior, usually using private, and informal counseling.

A

Minor violations

46
Q

Company officers should continue the discipline process up the chain of command when a ________ occurs.

A

Serious violation

47
Q

_________ discipline usually starts with training and/or education. It is used to correct the first instance an employee fails to meet performance standards or violates the rules of conduct.

A

Progressive

48
Q

Progressive discipline can escalate to _______ measures for additional offenses.

A

Punitive

49
Q

__________ action is used to correct inappropriate behavior as soon as it is discovered.

A

Preventative

50
Q

________ action is used when an employee repeats a violation for which preventative actions were taken or commits a different violation.

A

Corrective

51
Q

_________ actions is used when an employee continues to exhibit inappropriate behavior or commits a very serious violation as a first offense.

A

Punitive

52
Q

Most company officers will only be responsible for ________ action.

A

Preventative

53
Q

___________ is the key to growth.

A

Professional development

54
Q

___________ identifies specific areas of interest or duty positions personnel might like to achieve.

A

Job shadowing

55
Q

NFPA ______ requires the fire officer II to create a professional development plan for a subordinates who is preparing for a promotional examination.

A

1021

56
Q

The professional development planning process is like a roadmap. It includes the employees _____, ______ and _______.

A

Current situation

Intermediate objectives

Final goal

57
Q

A group is a collection of people who: (4)

A

Share certain traits

Interact with one another

Accept rights and obligations as members of the group

Share a common identity

58
Q

A program in which an individual can learn a particular skill set by following an active practitioner in the field.

A

Job shadowing

59
Q

To maintain order through training and/or the threat or imposition of sanctions; setting and enforcing the limits for boundaries for expected performance.

A

Discipline

60
Q

A process that involves having unit personnel assistant each other in learning teamwork or perfecting new skills.

A

Peer assistance

IFSTA Company Officer (6 decks)

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