Exam 2 Flashcards
Authority
Right of a manager to direct others and take action because of their position
Responsibility
Obligation to perform an assigned task
Delegation
Process of assigning job activities to individuals; transfer of authority and responsibility
Job
What the name is on the job description
Position
Further defining of the job
Duties
What the job performs
Job Analysis
Systematic exploration of the activities within a job; procedure used to define a job’s duties, responsibilities and accountabilities
Job Specification
Minimum acceptable qualifications needed to perform the job successfully
Job Evaluation
systematic process of determining the worth of a job in relation to other jobs; used to determine rate of pay or reclassify jobs
Performance standards
tells what the job accomplishes and what constitutes satisfactory performance quality and productivity
Job description
the tasks, duties, and responsibilities in a job
Job rotation
cross training in different positions
Job enlargement
employees show interest in adding additional tasks
Job enrichment
giving individuals more decision making power
Fair labor standards act
overtime payment, child labor, and minimum wage
Equal pay act
Equal pay for men and women
Title 7 of civil rights act
Prohibits all discrimination based on race, sex, nationality, color, religion
Disparte treatment
Outright descrimination
Disparte impact
not outright but ends in discrimination
Age discrimination in employement act
prevents discrimination of age
Pregnancy discriminagtion act
amendment to title 7; pregnancy is a part of gender discrimination
COBRA
gives employee 18 months of guaranteed health coverage after seperation; employer does not need to pay for it
Older workers benefit protection act
prevents benefit discrimination for older individuals
Americans with disability act
provide people with disabilities increased acess to services and jobs
Family and medical leave act
allows individuals to take up to 12 weeks of the year off with guranteed job when they return
HIPPA
ability to transfer between health plans without a gap in coverage due to preexisting conditions
Patient protection and affordable care act
Obamacare;subsidized healthcare needs to be provided by employers
OSHA
provide a workplace free of hazards
Which legislations are pro-union
Norris-LaGuardia and Wagner act
Which legislations are pro-member
Landrum-griffin
Which legislatons are pro-management
Taft-Hartley
Hypothetical question
What would you do if..?
Leaading question
leading a candidate to answer what you want to hear
Loaded question
no right answer
Behavioral question
“tell me about a time when”-BEST
3 Types of orientation
General, departmental, job
4 Phases of model of training
Needs assesment–> design –> implementation –> evaluations
P in PART
Plan–> organize your work
A in PART
Act–> work smarter not harder
R in PART
Routine–> make food safety a habit
T in PART
Think–> look for ways to improve
Howells, A., Sauer, K., & Shanklin, C. (2016). Evaluating Human resource and financial management responsibilities of clinical nutrition managers. Journal of the Academy of Nutrition and Dietetics, 116, 1883-1891 Authors Purpose
To identify responsibilites of CNM and to determine educational opportunities
Howells, A., Sauer, K., & Shanklin, C. (2016). Evaluating Human resource and financial management responsibilities of clinical nutrition managers. Journal of the Academy of Nutrition and Dietetics, 116, 1883-1891 Notes
3 domains-managing HR, finanicals, and general
Frequent tasks-managing clinical operations, providing leadership to clinical nutrition services, motivating staff to perform at highest level, providing MNT, managing FSO, providing leadership to FSO
Peregrin, T. (2014). Competency-based hiring: The key to recruiting and retaining successful employees. Journal of the Academy of Nutrition and Dietetics, 114, 1330-1331.Authors purpose
To describe how competency based JD and interviewing finds a candidate that is better suited for the job
Peregrin, T. (2014). Competency-based hiring: The key to recruiting and retaining successful employees. Journal of the Academy of Nutrition and Dietetics, 114, 1330-1331. Notes
Competency based JD: all components of regular JD plus scope, concise JS, principal accountabilities, minimum competencies, preferred qualifications
Bahavior based interviewing: tell be about a time when.. questions
Rogers, D. (2018). Compensation and Benefits Survey 2017. Journal of the Academy of Nutrition and Dietetics, 118, 499-511. Authors purpose
To determine the median wages and benefits in each position and break it down based on where and what type of work they do
Rogers, D. (2018). Compensation and Benefits Survey 2017. Journal of the Academy of Nutrition and Dietetics, 118, 499-511. Notes
Management, buisness, and education among the higest earning positions
Median wage: $63,340
Dodson, L. J., & Arendt, S. W. (2014). Registered Dietitians in school nutrition leadership: Motivational aspects of job selection and job satisfaction, Journal of Child Nutrition and Management, 38(2), 1- 14. Authors purpose
To identify what motivate dindividuals to get involved in school nutrition and the engagement in the profession
Dodson, L. J., & Arendt, S. W. (2014). Registered Dietitians in school nutrition leadership: Motivational aspects of job selection and job satisfaction, Journal of Child Nutrition and Management, 38(2), 1- 14. Notes
Motivational aspets: working for a positive outcome with others, impacting childhood poverty, co-worker relationships, promotional opportunities
Job satisfaction: utilizing skills with employee training. enjoy working in school nutrition, impacting the health of school age children, working independently
Sauer, K., Canter, D., & Shanklin, C. (2010). Job satisfaction of dietitians with management responsibilities: An exploratory study supporting ADA’s research priorities. Journal of the American Dietetic Association, 110, 1432-1440. authors purpose
to investigate aspects of job satisfaction and their intent to leave; knowing this how can the academy support RDs in this subject
Sauer, K., Canter, D., & Shanklin, C. (2010). Job satisfaction of dietitians with management responsibilities: An exploratory study supporting ADA’s research priorities. Journal of the American Dietetic Association, 110, 1432-1440. Notes
management RD have a greater overall satisfaction than those in many other occupations
Sauer, K. (2016). Ethical considerations in management practice. Journal of the Academy of Nutrition and Dietetics, 116, 148-149 authors purpose
to discuss the code of ethics and how many dietitians in managerial positions might need to make some tough decisions but it is what needs to be done
Sauer, K. (2016). Ethical considerations in management practice. Journal of the Academy of Nutrition and Dietetics, 116, 148-149 notes
3 factor approach: task, relationships, change
Peregrin, T. (2012). Guidelines for successfully managing organizational change. Journal of the American Dietetic Association, 112, 368-3736. authors purpose
to provide some guidelines for RDs going through an organizational change
Peregrin, T. (2012). Guidelines for successfully managing organizational change. Journal of the American Dietetic Association, 112, 368-3736. notes
Laid off-network, update resume, professional development
Restructure-stand out from the crowd, take more work on and be a good sport
Managing during a restructure-communicate with staff and keep a positive attitude and morale
Boyce, B. (2014). Learning to lead: Developing dietetics leaders. Journal of the Academy of Nutrition and Dietetics, 114, 688-692. authors purpose
address how and why it is important for RDs to continue to enhance leadershp and the benefits
Boyce, B. (2014). Learning to lead: Developing dietetics leaders. Journal of the Academy of Nutrition and Dietetics, 114, 688-692. notes
during the time of change RDs can make a big difference in impacting the health reform
