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2ND SEM - LAB MANAGEMENT > MODULE 2 - Part 2 > Flashcards

MODULE 2 - Part 2 Flashcards

1
Q

five commonly age-based groups of workers:

A
  • traditionalists
  • boomers
  • gen x
  • gen y
  • millenials
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2
Q

age range:
traditionalists
boomers
gen x
gen y
millenials

A

traditionalists: (1934-1945)
boomers: (1946-1960)
gen x: (1961-1980)
gen y: (1981-2000)
millenials: (born after 2000)

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3
Q

offers a clear & complete format that addresses expectations for both employer & employee

A

CRITERION-BASED JOB DESCRIPTION REQS

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4
Q

CRITERION-BASED JOB DESCRIPTION: official payroll title of job offered

A

Departmental Job title

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5
Q

CRITERION-BASED JOB DESCRIPTION:
- education, skills/ training
- license or certification
- min. number of years of experience

A

Minimum Requirements

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6
Q

CRITERION-BASED JOB DESCRIPTION: safety, customer service, time & attendance responsibilities

A

General Duties

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7
Q

CRITERION-BASED JOB DESCRIPTION: technical duties specific to the job title

A

Technical Duties

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8
Q

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?

A

Administrative Duties

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9
Q

accountability vs fiduciary: does this position require direct supervision, work under general supervision/ provide direct supervision?

A

accountability

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10
Q

accountability vs fiduciary: does this position require an individual to interpret existing policies, implement policies/ develop policies?

A

fiduciary

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11
Q

CRITERION-BASED JOB DESCRIPTION: does this position require teaching of staff, students, or the public?

A

teaching duties

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12
Q

CRITERION-BASED JOB DESCRIPTION:
- does this job require research activities?
- will the incumbent have to provide on-the-job training of staff?

A

Research Duties

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13
Q

CRITERION-BASED JOB DESCRIPTION: what are regulatory reqs for professional dev’t & continuing educ.?

A

Professional Development

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14
Q

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?

A

Organizational

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15
Q

critical step as this document serves as informal “contract” between employee & management by setting the job expectations for both employee and employer.

A

JOB DESCRIPTION REVIEW

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16
Q

minimal personnel reqs are addressed in

A

Clinical Laboratory Improvement Amendments of 1988 (CLIA ’88)

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17
Q

in states w/o licensure, many labs require certification thru professional agency such as

A

Board of Certification, American Society for Clinical Pathology (ASCP).

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18
Q

_____: obtaining, using & maintaining a satisfied workforce.

A

personnel management

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19
Q

personnel management is the planning, organizing, compensation, integration & maintenance of people for purpose of contributing to organizational, individual & societal goals — according to

A

FLIPPO

20
Q

personnel management is that part which is primarily concerned with human resource of organization — according to

A

BRECH

21
Q

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.

A

PERSONNEL POLICY

22
Q

a state-of-mind, filled w/ energy & enthusiasm, which drives a person to work in a certain way to achieve desired goals.

A

motivation

23
Q

THEORIES OF MOTIVATION: need starts from lowest level basic needs and keeps moving up as a lower-level need is fulfilled

A

Maslow’s Hierarchy of Needs

24
Q

______ postulated that person will be motivated when his needs are fulfilled.

A

Abraham Maslow

25
Q

THEORIES OF MOTIVATION: He classified the needs into 2 categories

A

Hertzberg’s Two Factor Theory

26
Q

HYGIENE FACTORS: job
MOTIVATING FACTOS: job

A

HYGIENE FACTORS: job dissatisfaction
MOTIVATING FACTOS: job satisfaction

27
Q

____ factors are needed to make sure that an employee is not dissatisfied.

A

hygiene

28
Q

____ factors are needed for ensuring employee’s satisfaction & motivation for higher performance.

A

motivation

29
Q

THEORIES OF MOTIVATION: He affirms that we all have three motivating drivers, & does not depend on our gender or age.

A

McClelland’s Theory of Needs

30
Q

three factors in mclelland’s theory of needs

A
  • achievement
  • affiliation
  • power
31
Q

THEORIES OF MOTIVATION: stated that people will be highly productive and motivated if two conditions are met:

A

Vroom’s Theory of Expectancy

32
Q

Victor Vroom stated that people will be highly productive and motivated if two conditions are met:

A

a. their efforts will lead to successful results
b. they will be rewarded for their success

33
Q

THEORIES OF MOTIVATION: formulated two distinct views of human being based on participation of workers

A

McrGregor’s Theory X & Theory Y

34
Q

Theory ____:
- an appropriate management style is strong, top-down control

A

x

35
Q

theory ___:
- workers are inherently motivated & eager to accept responsibility

A

y

36
Q

groups & individuals maintain push-pull relationship: each puts pressure on the other to change & adapt

A

INDIVIDUAL – GROUP INTERFACE

37
Q

INDIVIDUAL – GROUP INTERFACE under are:

A

interpersonal relationships
role expectations

38
Q

contains factors that contribute to & enhance work group performance, synergism, & effectiveness by nurturing positive emergent behavior

A

Work Group Functional Factors

39
Q

conditions that can bring about effective work environment & enhanced worker commitment can also wreak havoc if not properly managed

A

Work Group Dysfunctional Factors

40
Q

series of steps that companies use to hire the best workers.

A

employee selection process:

41
Q

series of steps that companies use to hire the best workers.

A

employee selection process

42
Q

____ happens first, and ____after you have suitable pool of applicants.

A

recruitment; selection

43
Q

personnel selection process steps:

A
  • search committee
  • advertising
  • interview process
  • hiring process
  • orientation
  • documentation
  • retention
  • resignation/termination
44
Q

MAIN STEPS IN PROGRESSIVE COUNSELING: initial communication addresses concern.

A

Verbal Counseling

45
Q

MAIN STEPS IN PROGRESSIVE COUNSELING: no performance improvement after verbal counseling, additional counseling occurs w/ preparation of formal, written memo

A

Written Counseling

46
Q

MAIN STEPS IN PROGRESSIVE COUNSELING: if unacceptable employee actions continue after the written counseling, penalties may be imposed

A

Penalty Stage

47
Q

MAIN STEPS IN PROGRESSIVE COUNSELING: when no other options or corrective actions are apparent, termination of employment is the final stage.

A

discharge

2ND SEM - LAB MANAGEMENT (13 decks)

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