Exam 3 Leadership - Career stuff Flashcards by Seth Anderson

Career development

Intentional career planning

think about opportunities (career, education, etc.)

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Why organization want further education for employees

Makes organization better
Improves attrition
Increases competence and specialization

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What if you feel like it’s a job instead of career

You’ll burn out if you stay

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Three stages of employment: Promise

first 10 years

wise career choices important

milestones:
- socialization
- building knowledge/skills base
- Build variety of experiences
- Strengths/confidence build
- positioning for the future

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Three stages of employment: Momentum

Middle career
11 - 29 years

Milestones:
- further confidence/competenc
- mastery/experience/track rcrd
- find voice, strngths + passion

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Three stages of employment: Harvest

late

milestones:
- mastery -> sage
- advance the profession
- professional statesperson
- est. legacy

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Benner (1982) Novice to Expert

Know this

watch the video

Novice: no experience, take time

advncd begnr: basic levels

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Reflective practice

process for assessing own practice

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Nursing portfolio

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Nursing resume

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One of the best methods for improving work performance

Day-to-day feedback

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Annual feedback

opportunity for positive feedback

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Strategies for appraisal accuracy

self-awareness/bias

consultation

gather data over time

record anecdotes over time

Positive data and improvement data

include employee’s appraisal

Base appraisal on job descrip

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Pitfalls of appraisal

subjectivity

tendency to be lenient

inadequate record keeping

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Job dimension scales

rates performance on job requirements

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Behaviorally anchored rating scales

expectations on scale of importance to position

Checklists

rate perform against list of job behaviors

black and white

Essays

narrative

not ideal

Self-appraisal assessment

employee appraisal

Peer review

potential for developing accountability

difficult to implement

Rules

must follow

if not followed - why is it there

do we still need the rule

Broken rule

if no discipline, then strong message

Discipline vs Punishment

discipline: training, molding - to bring about desired behaviors

Punishment: undesirable, negative consequences

constructive discipline

helps grow

supportive and corrective

focus on assist to be self-directivees

destructive discipline

threat and fear employee always waiting for penalty/termination arbitrarily given, unfair rule application

self-discipline

highest and most effective form of discipline only possible if they know the rules and accept them

McGregor's Hot Stove rule

1. forewarning 2. immediate consequences 3. consistency 4. impartiality

Strategies to create self-discipline

clearly written rules mutual trust judicious use of formal authority employee ID with organizational goals

Progressive discipline

Four steps: 1. verbal admonishment 2. written 3. suspension w/o pay 4. dismissal

Modifying performance

Clear expectations -> -> training -> -> coaching -> -> constructive feedback -> written reprimand -> -> suspension -> -> demotion -> -> termination

when using progressive discipline

the slate should be clean at conclusion of period Forget the mistake, remember the lesson

Marginal employees

consistently meets minimum standards tremendous effort to meet competencies - but only meet minimal standards (works hard and doesn't do well) (spinning wheels) (time management) traditional discipline is not constructive

performance deficiency coaching

manager brings areas of poor behavior to attention of employeedisc

disciplinary conference

state problem clearly ask why no improvement explain action to be taken describe expected change get agreement/acceptance