human resources; theories of motivation; leadership

Question 1

first step in the staffing process?

Answer 1

Setting long-term goals and objectives for the number and types of personnel needed to meet the lab’s labor requirements.

Question 2

Why is finding the “right fit” important in the staffing process?

Answer 2

as the right candidate should match the required education, technical skills, and experience for the job.

Question 3

the staffing process

Answer 3

• Job Design
• Job Description
• Job Specification
• Job Scheduling

Question 4

it is also referred to as work design or task design

Answer 4

job design
- it is a a core function of human resource management and it is related to the:
a. specification of contents
b. methods and relationship of jobs

(in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder)

Question 5

This refers to the range of skills and activities necessary to complete the job.

Answer 5

skill variety

Question 6

This dimension measures the degree to which the job requires completion of a whole and identifiable piece of work.

Answer 6

task identity

Question 7

This looks at the impact and influence of a job.

Answer 7

task significance

Question 8

This describes the amount of individual choice and discretion involved in a job.

Answer 8

autonomy

Question 9

This dimension measures the amount of information an employee receives about his or her performance, and the extent to which he or she can see the impact of the work.

Answer 9

feedback

Question 10

job design: Core job dimensions
job Design: Critical psychological states
techniques of Job Design

Answer 10

job design: Core job dimensions
- skill variety
- task identity
- task significance
- autonomy
- feedback

job Design: Critical psychological states
- experienced meaningfulness of the work
- experienced responsibility for the outcomes of work
- knowledge of the actual results of the work activity

techniques of Job Design
- job rotation
- job enlargement
- job enrichment

Question 11

what are the result in 3 diff psychological states from the 5 core job dimensions

Answer 11

1. experienced meaningfulness of the work
   - ppl believe that their job is meaningful
   - their work is valued and appreciated (comes from core dimension 1-3)
2. experienced responsibility for the outcomes of work
   -ppl feel accountable for the results of their work
   - and for the outcomes they hv produced
3. knowledge of the actual results of the work activity
   - ppl know hoe well they are doing (comes from core dimension 5)

Question 12

it is a job design process by which employee roles are rotated in order to promote flexibility and tenure in the working environment.

Answer 12

job rotation

Question 13

as the process of allowing individual workers to determine their own pace (within limits), to serve as their own inspectors by giving them responsibility for quality control, to repair their own mistakes, to be responsible for their own machine set-up and repair, and to attain choice of method.

Answer 13

job enlargement

Question 14

it increases the employees’ autonomy over the planning and execution of their own work, leading to self-assigned responsibility

Answer 14

job enrichment

Question 15

it should be competency based and reflect any skills needed. The requirements for each staff position may vary depending on the size of the laboratory and complexity of testing services offered.

Answer 15

job description

each job duty may be classified as:
a. basic core task
b. advanced technical skill
c. supervisory responsibility.

Question 16

function of job descriptions

Answer 16

• lay out all activities and tasks that should be performed;
• specify responsibilities for conducting testing and implementing the quality system (policies and activities);
• reflect the employee’s background and training;
• be kept current and be available for all people working in the laboratory.

Question 17

what are the 5 key sections common to most job descriptions

Answer 17

• Job title
• Minimum qualifications and desired worker skills
• Job duties
• Responsibilities and accountability
• Job relationships

Question 18

State or federal laws mandate qualifications and may require licensure of some laboratory personnel. Often denotes specific scope of practice

Answer 18

regulatory

Question 19

Voluntary action that declares that the individual has passed an accredited examination indicating that they possess at least entry-level knowledge of the job

Answer 19

certification

Question 20

Educational requirements related to academic degrees and/or specific course work

Answer 20

education

Question 21

On-the-job training that is directly related to the position

Answer 21

training

Question 22

The number of years of experience that is preferred and/or required

Answer 22

experience

Question 23

any specific physical requirements (such as color recognition, standing, walking, etc.) related to the job

Answer 23

physical demands

Question 24

Special individual skills such as speaking a second language, writing skills, communication or presentation skills

Answer 24

Skills, abilities, knowledge base

Question 25

Where the major amount of work is to be performed (clinical lab, nursing home, satellite labs, home draws, etc.)

Answer 25

Work environment

Question 26

specific job duties must be identified to ensure that the incumbent understands what he or she is to do.

Answer 26

Job Specification * "That's not in my job description" * "other duties as assigned" is often discouraged by human resources professionals. * For example, assigning nontechnical duties to a clinical laboratory scientist as punishment for poor job performance (such as washing glassware, mopping floors, or trash removal) may be considered working out of title and possibly discriminatory.

Question 27

briefly explain generalist vs. specialist

Answer 27

GENERALIST pros: - staffing flexibility - entry lvl opportunities - breadth of knowledge cons: - increased resources allocation to maintain and document staff competency - entry lvl, as staff gain experience in tenure - lack of depth SPECIALIST pros: - depth of knowledge - career ladder opportunity cons: - narrow base of experience - limited flexibility in scheduling

Question 28

differences in technologists and technician duties

Answer 28

ppt

Question 30

How complex is the search process for a job?

Answer 30

can be simple or complex, depending on the job level.

Question 31

Who is usually involved in hiring for entry-level positions?

Answer 31

supervisor and manager - For the supervisory level or above, it is advisable to assemble a formal search committee consisting of an appropriate mix of individuals.

Question 32

What’s recommended for hiring supervisory or higher-level positions?

Answer 32

formal search committee with the right mix of people.

Question 33

in search process: the advertisement shld be

Answer 33

a. Concise b. stating the job title c. the minimum educational requirements d. any applicable licensure or certification requirements e. brief summary of the main job responsibilities. - shld contain only the minimum qualifications - avoid using "preferred" qualifications as requirements, as that may eliminate some good candidates. - salary range should not be stated, as it might deter good candidates from applying or encourage less qualified candidates. (Salary ranges may be discussed as part of the interview process, but they are often best addressed as part of the final negotiations.)

Question 34

consider where to advertise

Answer 34

Sample online engine for job search: 1. Indeed 2. Glassdoor 3. ascp.org 4. Career Builder 5. Linked In 6. Monster 7.1 Zip Recruiter 8. Jobstreet

Question 35

what are the 3 common techniques for screening Screening Résumés

Answer 35

* Group 1 - outstanding qualifications - strong candidates for the job. * Group 2 i - meet just the minimum qualifications. - if none of the group 1 candidates are viable, those in group 2 move up the list. * Group 3 - individuals who do not meet one or more of the qualifications. *Key points to consider when reviewing résumés are spelling, grammar, and syntax. Not taking the time to carefully review and submit a well-written résumé suggests a lazy, irresponsible, poorly educated, or otherwise less than acceptable candidate.

Question 36

what are the considerations in creating a resume

Answer 36

* Informal writing, inappropriate use of abbreviations, colloquialisms * Handwritten or photocopied résumé * Appearance * Colored paper, embossed emblems or watermarks, perfumed paper * Minimum qualifications * Too much information * Discriminatory practice * Inconsistencies in work history, education, or other time- relevant events.

Question 37

what are the 5intervieew questions format

Answer 37

* Leading Questions - "Are you a hard worker?" * Direct Questions - "Have you had hands-on training in performing phlebotomies? * Open-ended Questions - "How does your training apply to the job offered?" * Hypothetical Questions - "If you had to reduce your budget by 20%, how would you go about it?"

Question 38

Ten interview tip

Answer 38

* Prepare before the interview; do not use the interview time to look at the candidate's résumé for the first time. * Allow an adequate amount of time for the interview. * Avoid interruptions. Schedule the interview in a quiet area. * Welcome each candidate warmly and make the candidate feel at ease. * Explain the interview process and what follow-up the candidate might expect. * Avoid asking stress questions. * Avoid controversial issues. Do not ask illegal questions * Do not make promises to the candidate that you cannot keep. * If you do not know the answer to a question, don't guess. * Don't do all the talking.

Question 39

what qualities do canidates interviewd should be evaluated on

Answer 39

education abilities experience responses to the interview questions *Candidate's references is checked *Some employers have embraced Internet social media sites such as Facebook, Myspace, or YouTube as additional resources in scrutinizing candidates.

Question 40

why is background check important

Answer 40

it is to ensure the safety of patients and staff as well as to provide protection for the employer. *Some employers have embraced Internet social media sites such as Facebook, Myspace, or YouTube as additional resources in scrutinizing candidates.

Question 41

What is the first thing a lab manager must do in job staffing?

Answer 41

Check what the lab needs—how many people and what skills, training, or licenses they should have.

Question 42

in job staffing, what elements within the lab shld be addressed

Answer 42

1. Test Mix 2. House of Operation 3. Supervision 4. Service Level 5. Service Supported 6. Productivity Levels

Question 43

what is staff scheduling

Answer 43

Matching lab workers with the lab’s current workload.

Question 44

What does the lab manager need to understand to schedule staff well?

Answer 44

1. needs of the laboratory 2. hours of operation 3. the staff required versus the needs of the employees *When the laboratory manager can include employees in the scheduling process, individual needs can be considered, as long as business needs are met.

Question 45

Why is it good to involve employees in the schedule-making process?

Answer 45

Because their personal needs can be considered—if it still works for the lab’s business needs.

Question 46

it can improve or increase staff retention while continuing to provide the services required of the laboratory.

Answer 46

"Life-Work Balance

Question 47

Which labs are more likely to use flexible staffing?

Answer 47

Larger labs, especially in hospitals with up to 600 beds. *Why can’t smaller labs flex their staff easily? As they already work with the minimum number of staff needed.

Question 48

Scheduling processes are reviewed to provide options and opportunities that meet the key success factors for the laboratory.

Answer 48

Metrics for Success * Reporting efficiency * Turnaround time * Productivity measurements * Impact on staff * Scheduling processes

Question 49

Staffing and scheduling are very dependent on the:

Answer 49

a. Locale b. the availability of technical staff c. the practice patterns by physicians d. the service lines offered by the healthcare facility, and patient expectations