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LABMAN MIDTERM COVERAGE > STAFFING > Flashcards

STAFFING Flashcards

1
Q

The setting of a long term goals and objectives for the number and types of personnel needed to meet the labor requirements of the laboratory.

A

STAFFING

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2
Q

Special important phase of the management process in the healthcare organizations because these organizations are labor-intensive.

A

STAFFING

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3
Q

Many healthcare organizations are usually open within 24 hours a day, 365 days a year.

A

STAFFING

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4
Q

Large workforce must reflect an appropriate balance of highly skilled competent professionals and ancillary support workers.

A

STAFFING

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5
Q

Provides necessary support to the primary activities of the organization.

A

Ancillary

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6
Q

Process of establishing roles and responsibility if the employees.

A

Job Design

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7
Q

This refers to the range of skills and activities necessary to complete the job.

A

Skill Variety

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8
Q

Employee will be a better role, motivated more, and better enhanced skills.

A

High Skill Variety

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9
Q

Monotonous, repetitive, boring, lead the employee to become unsatisfied and unmotivated.

A

Low Skill Variety

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10
Q

Monotonous, repetitive, boring, lead the employee to become unsatisfied and unmotivated.

A

Low Skill Variety

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11
Q

Also referred as work design or task design.

A

Job Design

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12
Q

This dimension measures the degree to which the job requires completion
of a whole and identifiable piece of work.

A

Task Identity

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13
Q

Level at which the employees feel like they own the outcome when
completing a task.

A

Task Identity

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14
Q

This looks at the impact and influence of a job. Importance of the task to the organization.

A

Task Significance

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15
Q

This describes the amount of individual choice and discretion involved in a job.
o Degree to which an employee can make independent decisions
o Do not have to check in with a supervisor
o E.g. clerical work (low autonomy) and doctors (high autonomy)

A

Autonomy

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16
Q

The extent to which people believe
that their job is meaningful, and that their work is valued and appreciated.

A

Experienced meaningfulness of the work

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17
Q

The extent to which people feel accountable for the results of their work, and for the outcomes they
have produced.

A

Experienced responsibility for the outcomes of work

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18
Q

This dimension measures the amount of information an employee receives about his or her performance, and the extent to which he or she can see the impact of the work. Information about the employees’ performance.

A

FEEDBACK

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19
Q

The extent to which people know how well they are doing.

A

Knowledge of the actual results of the work activity

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20
Q

Relief from boredom

A

Job Rotation

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21
Q

Increased responsibility; wider range of duties added.

A

Job Enrichment

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22
Q

Extension of work plus additional task to obtain a complete unit.

A

Job Enlargement

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23
Q

Breaking down into small sub-parts

A

Work Simplification

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24
Q

– is a job design process by which employee roles are rotated in order to promote flexibility and tenure in the working environment.

A

JOB ROTATION

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25
Q

– the job is simplified by breaking it down into small
subparts.
Then, each part of the job is assigned to a worker who does the same task over
and over again.
o Enables the worker to gain proficiency and fitness in doing their repetitive tasks
o Increases worker’s productivity
o Workers may feel boredom and they tend to remain absent frequently
o Boredom can lead to mistakes and accidents

A

WORK SIMPLIFICATION

26
Q

Solution to boredom: moving of employees from one section to
another. An employee performs different jobs but of the same nature

A

job rotation

27
Q

involves adding more tasks to a job.
This is a horizontal expansion in a job. By adding more tasks to job, it expands job scope and gives variety of tasks
to the job holder.

A

Job Enlargement

28
Q

– increases the employees’ autonomy over
the planning and execution of their own work, leading to self-
assigned responsibility
o Also called as vertical expansion.

A

Job Enrichment

29
Q

It is the written explanation that outlines the responsibilities and their importance for employee applying in positions

A

Job Description

30
Q

Should be competency-based and reflect any skills needed. The requirements for each staff position may vary depending on the size of the laboratory and complexity of testing services offered.

A

Job Descriptions

31
Q

employee’s task that must be completed in order for a business or organization to operate successfully.

A

basic core task

32
Q

sets of abilities and knowledge used to
perform practical tasks in the area of science, arts, technology, engineering, etc.

A

advanced technical skills

33
Q

mainly focusing on managing skills

A

supervisory responsibility

34
Q

lay out all activities and tasks that should be performed
• specify responsibilities for conducting testing and implementing
the quality system (policies and activities)
• reflect the employee’s background and training
• be kept current and be available for all people working in the
laboratory.

A

Job Descriptions

35
Q

Specific job duties must be identified to ensure that the incumbent understands what he or she is to do

A

Job Specification

36
Q

Can be simple or complex depending
on the level of the position.

A

Search Committee

37
Q

interviewed by the supervisor and manager

A

entry-level positions

38
Q

interviewed by the formal search
committee (doctors, chiefs, mayor, etc.)

A

supervisory level or above

39
Q

should only contain the minimum qualifications and avoid using “preferred” qualifications as requirements

A

advertising

40
Q

consists of those individuals who have outstanding qualifications and are strong
candidates for the job.

A

group 1

41
Q

includes those who meet just the minimum qualifications.

A

group 2

42
Q

includes those individuals who do not meet one or more qualifications

A

Group 3

43
Q

Imply that there is a correct answer

A

Leading Questions

44
Q

Require a specific answer, often just a
one or two words.

A

Direct Questions

45
Q

To understand a candidate’s experience
and personality

A

Open-ended questions

46
Q

To assess how you think, how you
approach problems, and how you are likely to perform in a given workplace situation

A

hypothetical questions

47
Q

The ____ must assess the needs of the laboratory to
determine the number of employees needed as well as the mix of
expertise, training, or credentials of technical staff.

A

laboratory manager

48
Q

Match the people presently working in the laboratory
with current workload requirements.

A

SCHEDULING

49
Q

It is the least recommended quality to a person to qualify or succeed in applying a position.

A

Job Specification

50
Q

Engage in wide area

A

Generalist

51
Q

Focus on one particular area.

A

Specialist

52
Q

They are the group of persons that are qualify to evaluate the qualification of the candidates who is applying for the position.

A

Search Committee

53
Q

Is defined as a brief summary of the experience, skill, and the educational accomplishment use for employment process.

A

Resume

54
Q

Is defined as a brief summary of the experience, skill, and the educational accomplishment use for employment purposes.

A

Resume

55
Q

– can improve or increase staff retention while continuing to
provide the services required of the laboratory

A

Life-Work Balance

56
Q

are reviewed to provide options and opportunities that
meet the key success factors for the laboratory.

A

Scheduling processes

57
Q

Allows to meet workflow quotas

A

Reporting Efficiency

58
Q

Amount of time to complete a process

A

Turnaround Time

59
Q

is made to increase staff during the night shift especially in times of emergency

A

Provision

60
Q

Substitute for an absent member

A

RELIEVER

LABMAN MIDTERM COVERAGE (2 decks)

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