Chapter 8 Flashcards

1
Q

involves ensuring that performance does not deviate from standards.

A

Controlling

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2
Q

Controlling consists of three steps, which include

A

(1) establishing performance standards

(2) comparing actual performance against standards,

(3) taking corrective action when necessary

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3
Q

consists of verifying whether everything occurs in conformities with the plans adopted, instructions issued and principles established.

A

controlling

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4
Q

ensures that there is effective and efficient utilization of organizational resources so as to achieve the planned goals.

A

controlling

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5
Q

measures, the deviation of actual performance from the standard performance, discovers the causes of such deviations and helps in taking corrective actions.

A

Controlling

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6
Q

the use of formal authority to assure the achievement of goals and objectives.

A

Controlling

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6
Q

Functions of Control

A

It promotes effective use of resources, provides professional reinforcements and maintains activity and expectations.

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7
Q

An ongoing function of management which occurs during planning, organizing and directing activities

A

Controlling

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8
Q

Types of Control

A
  1. Feed forward Control (before)
  2. Concurrent Control (during)
  3. Feedback Controls (after)
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9
Q

> Control focuses on operations before they begin.

A

Feed forward Control (before)

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9
Q

> Control apply to process as they are happening

A

Concurrent Control (during)

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10
Q

> Controls focus on the result of the operations.

A

Feedback Controls (after)

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11
Q

Characteristics of Effective Control

A
  1. Control system must be designed appropriately to be effective.
  2. When control standards are inflexible and unrealistic, employees cannot focus on the organization’s goals.
  3. Control systems must prevent, not cause, the problem they were designed to detect.
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12
Q

Characteristics of Control Process:

A
  1. Control process is a cycle which means it is never finished.
    It leads to identifying new problems.
  2. Controlling often leads to management expecting change of behaviour from the employees. No matter how positive the changes may be for the organization, employees will
    view it negatively.
  3. Control is both anticipatory & retrospective. The process anticipates problem & takes preventive action. With the corrective actions…the process again follows up on problem.
  4. Persons in the health care delivery system views control as his responsibility. Never walk away from easily solvable problem.
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13
Q

These serve as the criteria against which performance is measured, and give an idea of the level of performance is measured, and give an idea of the level of performance that manager can expect of a person. These consist of the following:

A

Establish and Specify Criteria and Performance Standards

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13
Q

Desirable sets of conditions and performance necessary to ensure quality of nursing care service.

A

Standards

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14
Q

Types of standards are:

A
  1. Structure standards
  2. Process Standards
  3. Outcome Standards
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14
Q

> These services are then compared and evaluated against the standards through records, reports and observations.

A

Standards

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15
Q

> Standards that refer to actual nursing care procedures or those activities engaged in by other nurses to administer care

A

Process Standards

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16
Q

These are standards that are designed for measuring the results of nursing care.

A

Outcome Standards

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17
Q

> Standards that focus on the structure or management system used by an agency to organize and deliver nursing care, including the number and categories of nursing personnel who provide that care, professional qualities, functions, physical facilities and equipment

A

Structure standards

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18
Q

B. Resource Controls

A

> Time controls relate to deadlines and time constraints.

> Material controls relate to inventory and material; yield controls.

> Equipment controls are built into the machinery.

> Cost control help ensure cost standards are met.

> Budget control/expense related standards. (materials used & units to produced)

> Employee performance controls focus on actions and behaviors. (tardiness, absences, accidents quality & quantity of work.

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19
Q

They become control tools by pointing out deviations between the standard and actual consumption achieving the organization’s profit.

A

Financial Controls

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20
Q

Assess how efficiently and effectively an organization’s transformation processes create goods and services. TQM statistical process control and inventory control.

A

Operations Control

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21
Q

Use of statistics or mathematical methods and procedures to determine whether production operations are being performed correctly.

A

Statistical Process Control

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22
Q

To detect any deviations and to find and eliminate their causes.

A

Statistical Process Control

23
Q

A control chart displays the results of measurements over time and provides a visual means of determining whether a specific process is staying within predefined limits.

A

Statistical Process Control

24
Q

The JIT system is the timely application of medications for the illness of a patient, and purchased materials just in time to be transformed into parts.

A

The Just-in-Time (JIT) System

25
Q

Steps in Control Process

A
  1. Establish and Specify Criteria and Performance Standards
  2. Monitor and Measure Performance of Nursing Care Services and Evaluate it against the Standards: (records, Reports and Observations)
  3. Compare Performance with Standards, Models
  4. Enact Remedial Measures
  5. Controlling builds on planning, organizing and leading.
26
Q

Pay particular attention to issues of patient care and nursing practice.
Satisfy needs and problems met or unmet.

A

Nursing Rounds

27
Q

Monitors compliance with established standards.

A

Quality Assurance

28
Q

Consist of documentation of the quality of nursing care in relation to the standards established by the nurs

A

Nursing Audit

29
Q

Purpose of Nursing Audit

A

> Prioritizes nursing care by promoting optimum nursing care.

> Identify deficiencies in the organization and administration of nursing care.

> Used to increase performance to assure that improvements have been maintained.

30
Q

Employs a matrix that uses network of activities presented in a chart, including the goals or product desired, time management, budget and estimation

A

Evaluation and Review Technique (PERT)

31
Q

Seeks out the best so as to improve its performance.
Provides standard or point of reference in measuring or judging quality, values and cost.

A

. Benchmarking

32
Q

Modify the plan by changing personnel, by better selection, training of subordinates, change factors of production, add more materials or resources and eliminate errors & deviation

A

Correction of deviations or errors

33
Q

Used by managers to depicting its function, goals and objectives to be accomplished.

A

Master Control Plan

34
Q

The supervisor must find the cause of deviation from standards.

A

Take necessary action

35
Q

is related to each of the functions of management.

A

controlling

36
Q

It is the method of acquiring and processing information needed to improve individual’s performance and accomplishments.

A

Performance Appraisal Tools

37
Q

Rating a person against the set standard. (job description, desired behaviour, personal trait)

A

Trait Rating Scale

38
Q

Job requirements and quality work performance.

A

Job Dimension Scales

39
Q

It focuses on desired behaviors to improve performance.

A

Behaviorally Anchored Rating Scale (BARS)

40
Q

Composed of behavioral statements that represent desirable behaviour.

A

Checklist

41
Q

This tool allows the employee to evaluate his own performance.

A

Self-Appraisal

42
Q

It is a collegial evaluation of the performance done to promote excellence in the practice and offer information, support, guidance, criticism and direction to one another.

A

Peer Review

42
Q

The evaluator is asked to choose the statement that best describes the nurse being
evaluated.

A

Forced-choice comparison

43
Q

Evaluator ranks the employees with regards to their performance and qualification

A

Ranking

44
Q

Describes the nurses experience with a group or a person, or in validating technical skills and interpersonal relationship. This includes the description of the particular occasion, the who, what, why, when, where and how.

A

Anecdotal Recording

45
Q

This has a tendency to overrate staff based on the rater’s first impression of the rate. Based on the good traits or good things one sees in a person.

A

Halo Effect

45
Q

It is often based rate on first impressions of the rater to the rate.

A

Logical Error

46
Q

This rate the staff as average. This is used by the rater when feedback tools are inadequate.

A

Central Tendency Error

47
Q

There is the propensity to overlook the weaknesses and mistakes of the person being evaluated leading to an inaccurate picture of the job performance

A

Leniency Error

48
Q

The behavior of the ratee changes simply because he is observed by the rater.

A

Hawthorne Effect

49
Q

This occurs when rating an employee very low because of an error committed.

A

Horn’s Effect

50
Q

A disciplinary program must be tailored to the objectives of the institution. Successful implementation of disciplinary action is characterized by promptness, fairness, impartiality, nonpunitiveness, advance warning and follow through.

A

Disciplinary Approaches

50
Q

Voicing out of ones side, facts are analysed and evaluated, counselling is done to correct the problem and warning not to repeat the same offense.

A

Counseling and Oral Warning

51
Q

It is applied when management feels that the employee can still be rehabilitated.

A

Suspension

52
Q

Second step in disciplinary action. Statement of the problem, Identify the rule which was violated, consequences of continued defiant behaviour, commitment to take corrective action & follow-up action to be taken.

A

Written Warning

53
Q

this is invoked when all disciplinary efforts have failed.

A

Dismissal

54
Q

Disciplinary committee should be sure that the cause of dismissal conforms with the criteria of a major discipline violation as written in the policy manual.

A

Dismissal

55
Q

Civil Service Rules & regulations and the code of conduct

A

Dismissal

56
Q

Review is done by the higher management (Civil Service Commission)

A

Dismissal

57
Q
A