Management Flashcards
Results of an organization show on the outsdie as what?
a satisfied customer
what is a managements task?
make sure strengths are effective and weaknesses are irrelevant
exemplify organizations objectives, values and goals so people are committed to them
opposite of human relations model
rational goal model
opposite of rational goal model
human relations model
opposite of internal process model
open systems model
opposite of open systems model
internal process model
what is thhuman relations model general idea
people»_space;» product: if they’re happy they will produce more
focus of rational goal model is what?
achieving goals; make sure employees are meeting targets/quotas
internal process model encourages what kind of practice?
predictability
Internal process emphasizes what when it comes to workplace ediquette
policies and guidlines
Open systems model encourages what in practice?
innovation and entreprenerialism
and collaboration among different departments
internal process vs. open systems model
internal process: policies and procedures, predictability and continuity of practice
open systems model: innovation, entrepreneurialism, collaboration among different departments
give the four variables of the circle that don’t actually correlate to the type of managers she was talking about previously
flexible vs. focused
internal vs. external
collaborate, create, control, compete
Scientific management theory what is the key to motivation?
money (Friedrich Taylor)
Systems management theory’s ide is what?
businesses consist of different systems that should work together harmoniously
heory X and Y looked at ____ vs. _____
authoritarian vs. participative management (Douglas McGregor
Contingency management Teory stated what?
no one management theory suits an organization (Fred Fiedler)
65% of management is about what? 10% of about what? and what is the rest?
65% is about PEOPLE
10% is about FINANCES
the rest of the time is special projects
what are the six things research shows are the knowledge and skills required of mid-level managers (these do a lot of people management where as higher level managers have more strategy involved.
integrity trust empowerment delegation consistency in decisions mentorship
function within an organization that focuses on the recruitment and management of people is what?
human resources management
hiring and firing is what kind of management?
human resource management (HRM)
what does the process of hiring start with a need for?
need for a FTE (full time employee, 40 hrs a week)
what are two reasons there may be a need for a FTE
shift in demand, shift in supply
how many hours are available for a FTE in a year?
2,080 hours
I FTE can represent what three things
1 FTE 2 PT (50% each) 4 PT (25% each)
2,080 represents paid hours available in the year? or worked hours?
paid hours available in the year. Worked hours will be less than this (vacation, holidays, persona hours)
From worked hours how do you break this down further?
productive hours (6/8 hours of the day generally)
If a non productive employee leaves what does this mean for staffing?
probably less of a need for a FTE brought on for hiring cause the person who left wasn’t doing much anyway.
productivity is determined by relating the cost of _______ ____ to the value of ______ _____
productivity is determined by relating the cost of RESOURCES USED to the value of OUTCOME PRODUCED
input expense is also called what?
cost of resources used
this is used when determining productivity
output price is also called what?
value of outcome produced
this is used when determining productivity
The cost of human resources can be reduced if employee productivity is increased or decreased?
INCREASED!
the goal of HRM is to what?
maximize the productivity of human resources while keeping quality of care
in terms of productivity the manager must deal with what two things?
make sure the demands of the organization are met so you don’t go under, and that the needs of the workers are met basically that you’re paying them.
productivity = ________/_______ x 100
productivity = total billed hours divided by total worked hours x100
In words productivity =
productive hours worked each day (mostly inpatient)
OR total RVU (relative value unit) minutes worked each day (this is more common in OP or homecare)
RVU is what
relative value unit
does documentation hours count as billing hours?
no!
how is most productivity standards viewed regardless of setting?
BTU: billed treatment units
FLSA stands for what?
Fair labor standards act
Excempt status of the FLSA includes what
salaried basis no less than 455$ a week
minimum nad maximum allowable pay rate for a given job is called what?
pay range:
The pay range is based on job duties, minimum requirements, going market rates, and equity in relationship to other positions within the organization.
Across all income levels the top predicot of workplace satisfaction is NOT what?
What is?
pay! This is actually seen as one of the least important factors.
culture and values of the organization, leadership team (a lot of people leave from bad managers), career opportunities.
Do you want to be general or specific in your interviews?
specific! Don’t give generic answers (people person, treat pts with respect, make sure you can back this up with an example)
you want employee turnover to be less than what %?
less than 20%! It costs a ton of money to recruit
maslows meets onboarding: 5 layers from bottom to top
physiology: where is equipment, layout
Safety: policies procedures
belonging: unwritten rules
Esteem: expectations what’s rewarded
Growth: career aspirations
Coaching vs. couseling as far as retention
coaching: you’re getting better
counseling: you’re getting kicked out of you don’t meet expectations
Coaching or counseling: development through training, environment or enhancing performance?
coaching
Coaching or counseling? consequences will need to be a direct result?
counseling
believing organization has the right purpose
know their job is worthwhile
want to make a difference
thesee are all what?
three things employees in healthcare want out of their job; these are their motivations!
what action is incredibly important for a manager to do daily!
rounding
- personal connection
- what are we doing well
- are there individuals I should be recognizing
- is there anything we can be doing better
- do you have the tools and equipment necessary to do your job
what is one of the huge things you have to do with coaching?
find out the WHY behind their behavior!
what are the three common causes of performance problems?
employee ability
inadequate support
inadequate effort
Think skill vs. will; will will not change but skill can
Four steps to termination in order
1) verbal warning
2) written warning
3) suspension
4) termination
