Klicker- Chapter 17- Human Resources Flashcards

Question

Penepant reports that 5 years after mortuary school, graduates...

Answer 1

Only 50% are still working in the field 25% follow career to retirement

Answer 2

* Boredom * No participation in company decision making * Lack of authority to make a decision * Role ambiguity * Lack of advancement opportunity * Lack of recognition by management * Lack of reward for superior performance * Conflicts with peers or management

Answer 3

* Starting pay for a funeral director should be the same as a starting salary for a teacher * Retaining the new employee will depend partly on how the salary is adjusted annually. * COLA (Cost of living adjustment)- Annual increases that at least keep up with inflation should be considered absolutely routine and should be tied to satisfactory performance. * Outstanding performance considerations- merit to increase base salary, annual bonus, other localized benefits for exceptional performance. * Effective employees should feel valued, appreciated, and rewarded * Salary is the single most visible ingredient of impact * Compensation benefits- made clear at the time of hire * For long-term employees, compensation benefits above and beyond salary may be what determines whether or not the individual begins to look around for new opportunities.

Answer 4

1. Benefits 2. Compensation 3. Feeling safe 4. Job security 5. Flexibility to balance work/life issues 6. Communication between employees and senior management 7. Ralationship with immediate supervisor 8. Management recognition of employee job performance 9. Opportunities to use skills/abilities 10. The work itself 11. Overall corporate culture 12. Autonomy and independence 13. Career development opportunities 14. Meaningfulness of job 15. Variety of work 16. Career advancement opportunities 17. Contribution of work to organization's business goals 18. Organization's commitment to professional development 19. Job-specific training 20. Relationship with co-workers

Answer 5

* Understand that this service is 24 hours a day, 7 days a week, 365 days per year * Unpredictable hours always appear on the list of reasons men and women leave this profession. * Distribution of hours- staff functions as a team (including supervisor and manager) with each member working an equal share of total hours, including weekends and evenings. If it is uneven the employment gives way to feelings of exploitation and moral soon crumbles. * Use of after-hours call services- depends on local conditions. Some firms use call centers and send firms employees, some use a service for calls and removals. * Firms with less than 100 calls a year- experience downtime or periods where there is no need to have licensed personnel at work, leaving more opportunity for employees to participate in community service projects- this can be a positive retention tool and create a positive public relations image for the firm and the employee * Imperative that employees receive all the free time that they have earned

Answer 6

* Health insurance * Dental insurance * Life insurance * Paid vacation * Paid holidays and personal days off * Retirement/401K plans * Paid continuing education * Paid license renewal * Profit sharing * Bonuses * Company car/car expenses * Career ladder

Answer 7

Impressing Your Boss

Answer 8

1. **Physiological**- air, water, food, sex 2. **Security**- safety, order, freedom from fear or threat 3. **Social** (Belongingness and love)- love, affection, feelings of belonging, human contact 4. **Esteem**- self-respect, self-esteem, achievement, respect from others 5. **Self actualization**- need to grow, feel fulfilled, realize one's potential Fun fact: Abraham Maslow was such a cocky dickhead that he believed he reached self actualization so he made another hierarchy (that he also achieved) so that no one could be as cool as him.

Answer 9

People need to be controlled because everyone hates their job and won't do it unless they're yelled at all day. * inherently dislikes work and will avoid it if possible * Must be coerced, controlled, directed, treatened with punishment to get them to perform effectively * Lacks ambition, avoids responsibility, seeks security and economic rewards above all else * Lack creative ability and are resistant to change * Self-centered- not concerned with the goals of the organization

Answer 10

People will work hard on their own, work is rewarding and people seek out responsibility. * expenditure and mental effort in work is as natural as play or rest * Self-direction and self-control in the service of objects to which they are committed * Committment to objectives is a function of the rewards associated with achievement. * Average person leards, under proper conditions, not only to accept but to seek responsibility * Capacity to exercise a relatively high degree of imagination, ingenuity, and creativity in the solution of organizational probelms is widely, not narrowly, distributed in the population.

Answer 11

Motivators. * achievements * recognition * the work itself * responsibilities * advancement

Answer 12

Hygienes * company policy * supervision * salary * interpersonal relationships * working conditions

Answer 13

Not opposites but two separate dimensions. * Extrinsic factors such as inadequate pay, incompetent supervision and dirty working conditions may lead to dissatisfaction * Hygienic (intrinsic)- measures as higher pay and human relations training for mangers, these will not make workers satisfied; rather, they will make work more tolerable, but won't necessarily raise the level of motivation or productivity.