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LAB MAN > MOD 4 & 5 > Flashcards

MOD 4 & 5 Flashcards

1
Q

Organizing origin word

A

Organism

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2
Q

Organism is composed of?:

A
  • Cells
  • organizing TISSUES
  • Organs
  • Organ system
  • Organism
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3
Q

different structures that are working together but are interrelated forming an integrated pole

A

Organism

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4
Q

is a process which includes grouping of tasks or activitiess

A

Organizing

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5
Q

Organizing functions:

A
  • Secures resources
  • job descriptions
  • formal assignment of tasks and authority
  • helping employees visualize
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6
Q

shows how tasks are formally divided, grouped, and coordinated

A

Organizational structure

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7
Q

Importance of Org structure:

A
  • promoting Specialization
  • Job specs
  • classifying authority and power
  • facilitating coordination
  • stimulating creativity
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8
Q

3 major functions of org structure:

A

Input- resources needed
Process- conversion of inputs to products
Output- products provided

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9
Q

Inputs in lab

A
  • lab personnel
  • test requests
  • supplies/reagents
  • specimen
  • patient info
  • financial resources
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10
Q

Process in lab

A

Test performance

Expertise of MT

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11
Q

Products in lab

A

Test results
Salaries
Waste
Information

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12
Q

it is the degree to which tasks in an organization are subdivided into separate jobs/ “division of labor”

A

Work Specialization

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13
Q

process of combining jobs into logical sections or departments; allows effective coordination of experts

A

Departmentalization

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14
Q

clear line of authority, extending from the top to the bottom of the organization; source of power, instructions from higher positions

A

Chain of command

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15
Q

empowerment to make decisions, and act on behalf of the firm; power to act

A

Authority

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16
Q

Typer of authority:

A
  • Line authority: superior-subordinate
  • Staff authority: recommendation, assistance
  • Functional Authority: “specialty”
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17
Q

refers to number of individuals who are directly responsible to a particular manager; definable limit to the number of people

A

Span of contol

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18
Q

process of ensuring that each reports to one supervisor

A

Unity of command

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19
Q

performing tasks without having to check with a supervisor

A

Exception principle

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20
Q

process of assigning the decision-making process to those who actually performing the work

A

Decentralization

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21
Q

refers to the degree to which there are standardized rles and procedures governing the activities of the employees;

A

Formalization

22
Q

passing on to someone else the authority and responsibility to get a job done

A

Delegation

23
Q

Factors to consider in Delegation:

A
  • Ability of the employee
  • Nature of the task
  • Time
24
Q

2 types of org:

A

Formal

Informal

25
Q

type of org where in the official sanctioned lines of authority assigned by the owners of the org

A

Formal Org

26
Q

aliances that form boundaries of the formal bureaucracy from the interaction and allegiance of people with common interest

A

Informal Org

27
Q

visual representation of an organization describing its structure, specific relationships, levels of authority, and etc

A

Org chart

28
Q

parts of Org chart:

A

Blocks- single position
Horizontal- span of control
Vertical- authority
broken lines- communication

29
Q

types of org chart:

A

-traditional

alternative

30
Q

types of traditional org chart:

A

Tall- many layers of management

Flat- few “”””””””

31
Q

types of org chart that show org interdependence

A

Alternative

32
Q

setting of long term goals and objectives for the number and types of personnel needed to meet the laboratory reqs

A

Staffing

33
Q

things to consider in staffing:

A
  • types of personnel
  • Staffing levels
  • Performance training
  • Workload projections
34
Q

Types of personnel concepts:

A
  • technological and analytical complexity
  • equipment, instrumentation
  • Testing volume/workload
  • Analytical throughout
  • Amount of supervision
35
Q

Primary determinant of Staffing levels:

A

Level of service expected at each unit and the resulting workload

35
Q

Primary determinant of Staffing levels:

A

Level of service expected at each unit and the resulting workload

36
Q

systematic development of knowledge, skilla, and attitudes required by employees to perform adequately on a given task or job

A

Performance training

37
Q

Sources of workload projections:

A

Historical records
analysis of future trends
analysis of foreseeable changes
SWOT

38
Q

method of obtaining detailed info about the tasks and dutiesinvolved in each job, as well as the qualifications establishes for each employee

A

Job description

39
Q

the search for prospective employess

A

recruitment

40
Q

consists of formal procedures after emloyment

A

Induction

41
Q

Introducing worker into org. informing new employee about the org

A

Orientation

42
Q

teaching employees skills, abilities and attitudes

A

Instruction

43
Q

matching people presently working in lab with current workloads

A

Scheduling

44
Q

matching people presently working in lab with current workloads

A

Scheduling

45
Q

Issues and factors influencing sched decisions

A
  • availability of the staff
  • type and volume of work performed
  • workplace
  • work sched
46
Q

Availability of staff

A
  • skills of worker
  • paper qualifications
  • employees flexibility in hrs
  • total number of persons available
47
Q

Type and volume of workload

A
  • tests and procedures offered
  • technical expertise
  • timing elements (STAT)
48
Q

Workplace:

A

Instrumentation
methodology
organization
facility layout

49
Q

work schedule

A

traditional- 40hr/ week or 8/80 hr

Alternative- flexible

50
Q

40hr / week

A

overtime after 40 hr in a week

51
Q

8/80 hr work cycle

A
  • more than 8 hours in a day

- in 2 weeks passing 80 hr basic shift

LAB MAN (9 decks)

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