MODULE 2 - Part 2 Flashcards
five commonly age-based groups of workers:
- traditionalists
- boomers
- gen x
- gen y
- millenials
age range:
traditionalists
boomers
gen x
gen y
millenials
traditionalists: (1934-1945)
boomers: (1946-1960)
gen x: (1961-1980)
gen y: (1981-2000)
millenials: (born after 2000)
offers a clear & complete format that addresses expectations for both employer & employee
CRITERION-BASED JOB DESCRIPTION REQS
CRITERION-BASED JOB DESCRIPTION: official payroll title of job offered
Departmental Job title
CRITERION-BASED JOB DESCRIPTION:
- education, skills/ training
- license or certification
- min. number of years of experience
Minimum Requirements
CRITERION-BASED JOB DESCRIPTION: safety, customer service, time & attendance responsibilities
General Duties
CRITERION-BASED JOB DESCRIPTION: technical duties specific to the job title
Technical Duties
CRITERION-BASED JOB DESCRIPTION:
accountability
- does this position require direct supervision, work under general supervision/ provide direct supervision?
fiduciary
- does this position require an individual to interpret existing policies, implement policies/ develop policies?
Administrative Duties
accountability vs fiduciary: does this position require direct supervision, work under general supervision/ provide direct supervision?
accountability
accountability vs fiduciary: does this position require an individual to interpret existing policies, implement policies/ develop policies?
fiduciary
CRITERION-BASED JOB DESCRIPTION: does this position require teaching of staff, students, or the public?
teaching duties
CRITERION-BASED JOB DESCRIPTION:
- does this job require research activities?
- will the incumbent have to provide on-the-job training of staff?
Research Duties
CRITERION-BASED JOB DESCRIPTION: what are regulatory reqs for professional dev’t & continuing educ.?
Professional Development
CRITERION-BASED JOB DESCRIPTION:
➔ how does this position fit into departmental/institutional table of org?
➔ direct reports: to whom or to which position(s) does the incumbent report? ➔ which positions report to the incumbent?
Organizational
critical step as this document serves as informal “contract” between employee & management by setting the job expectations for both employee and employer.
JOB DESCRIPTION REVIEW
minimal personnel reqs are addressed in
Clinical Laboratory Improvement Amendments of 1988 (CLIA ’88)
in states w/o licensure, many labs require certification thru professional agency such as
Board of Certification, American Society for Clinical Pathology (ASCP).
_____: obtaining, using & maintaining a satisfied workforce.
personnel management
personnel management is the planning, organizing, compensation, integration & maintenance of people for purpose of contributing to organizational, individual & societal goals — according to
FLIPPO
personnel management is that part which is primarily concerned with human resource of organization — according to
BRECH
principles & rules of conduct which “formulate, redefine, break into details and decide a number of actions” that govern relationship w/ employees in attainment of the organization objectives.
PERSONNEL POLICY
a state-of-mind, filled w/ energy & enthusiasm, which drives a person to work in a certain way to achieve desired goals.
motivation
THEORIES OF MOTIVATION: need starts from lowest level basic needs and keeps moving up as a lower-level need is fulfilled
Maslow’s Hierarchy of Needs
______ postulated that person will be motivated when his needs are fulfilled.
Abraham Maslow
THEORIES OF MOTIVATION: He classified the needs into 2 categories
Hertzberg’s Two Factor Theory
HYGIENE FACTORS: job
MOTIVATING FACTOS: job
HYGIENE FACTORS: job dissatisfaction
MOTIVATING FACTOS: job satisfaction
____ factors are needed to make sure that an employee is not dissatisfied.
hygiene
____ factors are needed for ensuring employee’s satisfaction & motivation for higher performance.
motivation
THEORIES OF MOTIVATION: He affirms that we all have three motivating drivers, & does not depend on our gender or age.
McClelland’s Theory of Needs
three factors in mclelland’s theory of needs
- achievement
- affiliation
- power
THEORIES OF MOTIVATION: stated that people will be highly productive and motivated if two conditions are met:
Vroom’s Theory of Expectancy
Victor Vroom stated that people will be highly productive and motivated if two conditions are met:
a. their efforts will lead to successful results
b. they will be rewarded for their success
THEORIES OF MOTIVATION: formulated two distinct views of human being based on participation of workers
McrGregor’s Theory X & Theory Y
Theory ____:
- an appropriate management style is strong, top-down control
x
theory ___:
- workers are inherently motivated & eager to accept responsibility
y
groups & individuals maintain push-pull relationship: each puts pressure on the other to change & adapt
INDIVIDUAL – GROUP INTERFACE
INDIVIDUAL – GROUP INTERFACE under are:
interpersonal relationships
role expectations
contains factors that contribute to & enhance work group performance, synergism, & effectiveness by nurturing positive emergent behavior
Work Group Functional Factors
conditions that can bring about effective work environment & enhanced worker commitment can also wreak havoc if not properly managed
Work Group Dysfunctional Factors
series of steps that companies use to hire the best workers.
employee selection process:
series of steps that companies use to hire the best workers.
employee selection process
____ happens first, and ____after you have suitable pool of applicants.
recruitment; selection
personnel selection process steps:
- search committee
- advertising
- interview process
- hiring process
- orientation
- documentation
- retention
- resignation/termination
MAIN STEPS IN PROGRESSIVE COUNSELING: initial communication addresses concern.
Verbal Counseling
MAIN STEPS IN PROGRESSIVE COUNSELING: no performance improvement after verbal counseling, additional counseling occurs w/ preparation of formal, written memo
Written Counseling
MAIN STEPS IN PROGRESSIVE COUNSELING: if unacceptable employee actions continue after the written counseling, penalties may be imposed
Penalty Stage
MAIN STEPS IN PROGRESSIVE COUNSELING: when no other options or corrective actions are apparent, termination of employment is the final stage.
discharge
