PERSONAL MANAGEMENT Flashcards
Also known as Personnel Administration
Personnel Management
-It is the phase of management concerned with the engagement and effective utilization of manpower to obtain optimum efficiency of human resources.
-It is the effective recruitment, selection, placement, development, maintenance, and utilization of the manpower resources of an organization.
Personnel Management
It is consists of series of activities intended to carry out the personnel policies of the laboratory for the purpose or realizing objectives of the organization
Personnel Program
recruitment, interviewing, testing, induction, placement, transfer, merit, rating, promotion, training, counseling and separation of employees
employment
provisions for safety standard, mechanical safeguards, accident investigation, safety rules, and safety record and statistics
safety
matters related to collective bargaining, wage and salary administration, grievance system, medical and dental services, labor management relation and morale studies.
employee relations
job analysis, job description, job evaluation, job grading wage analysis, organization planning and employee manuals
employee research and standards
job analysis, job description, job evaluation, job grading wage analysis, organization planning and employee manuals
employee research and standards
recreational plans, insurance plans, profit sharing plans and miscellaneous services
employee services
-it is the statement of intention that commits the laboratory manager to a general course of action in order to accomplish a specific purpose
-it is necessary in an organization because management cannot deal with each employee solely as an individual
personnel policy
2 sources if labor
internal and external sources
-are the employees actively working in the laboratory
-when a vacancy exists, employees are transferred or promoted
internal sources
-incluse person who apply in person, who answer advertisement and who are recommended by schools
external sources
is a general term applying to drives, desires, needs and wishes of an individual in order to perform
motivation
he postulated five basic need which are organized into succesive levels. Unfulfilled needs drive a person to work
Dr. Abraham M. Maslow
these are hunger for food, sexual gratification, and shelter
physiological needs
he described two extreme management styles
McGregor
-people hate to work; that they need to be driven
-threatened or punished to achieved organizational goals
-they lack ambition and want only security
theory X
-people don’t have to be forced or threatened to work
-work is considered as natural as rest or play
-they will commit themselves to the external organization
-people want responsibility
Theory Y
-this ties the strength of behavioral motives to the individual’s assessment of the likelihood of achieving a specific goal.
-this further proposes that even though there are definite needs that provide explanations for behavior, the strength of a specific motive is directly linked to the opportunities offered by situation
McClelland’s Achievement Model
ERG
Aldefer’s ERGTheory
-effort will bring rewards
-this theory conclude that people make a choice between alternative courses of action according to how they perceived the resulting benefits
Vroom’s Expectancy Theory
the belief that effort bring performance and performance leads to rewards
expectancy
the perceived expectancy that the outcome from the effort will actually be realized
outcome
the degree of faith
instrumentality
the value placed on the available reward
valance
a quantified model called VIE equation
choices
-this theory holds that they perceived in their work situation, especially compared with people in similar position
-key concepts include comparison and perception
Adam’s Equity Theory
based on the observation that we tend to behave to the way we are treated
B.F. Skinner’s theory
proposed by E.L. Thorndike which states that we act in response to expected consequences
law of effect
an event that leads or influences to a response
stimulus
behavior that results from a stimulus
response
consequence of an action or response
reinforcement
the application of practice of reinforcement
behavior motivation
views the workers as tools and means of production without no further obligation to them
exploitative and authoritative
a know how feeling for the best for the employees and need only inform and direct their actions without seeking any feedback
benevolent and authoritative
a know how feeling for the best for the employees and need only inform and direct their actions without seeking any feedback
benevolent and authoritative
through the opinions and advice of the staff are useful, the decisions remains exclusively to the manager
consultative
the input and responsibility for decision making process are laced directly on the stadd with only general guidance and oversigt from the management
participative
___________ leadership models
Likert’s
where managers has strong ties rather that in production work
employee oriented
emphasize the high productivity at the expense of all other factors
product oriented
