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LABMAN > Week 7: HR, Theories of Motivation, Leadership > Flashcards

Week 7: HR, Theories of Motivation, Leadership Flashcards

1
Q

It is the phase of management concerned with the engagement and effective utilization of manpower to obtain optimum efficiency of human resources.

A

Personnel Management

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2
Q

It consists of a series of activities intended to carry out the personnel policies of the laboratory for the purpose of realizing the objectives of the organization.

A

Personnel Management

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3
Q

Personnel Management is also known as?

A

Personnel Administration

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4
Q

Activities of Personnel Management?

A
  • Employment
  • Safety
  • Employee Relations
  • Employee Research and Standards
  • Employee Services
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5
Q

Aspects/components of Employment?

A
  • recruitment - seen in ads, job-hiring websites
  • interviewing - by H.R. first, then chief medtech
  • testing - written exams/assessment/psychological test
  • induction - person will be introduced to the workplace
  • placement
  • transfer
  • merit - salary, bonus, 13th month, etc.
  • rating - performance rating of employee
  • promotion - performance evaluation, tenure, seniority
  • training - trainings offered for renewal of license (CPD units)
  • counseling - based on performance; if there are problems in work ethics
  • separation of employees - firing/removal/resignation/non-renewal/retirement/death/permanent incapacity
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6
Q

Aspects/components of Safety?

A
  • provisions for safety standard
  • mechanical safeguards such as machines
  • accident investigation
  • safety rules
  • safety records and statistics
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7
Q

Aspects/components of Employee Relation?

A
  • collective bargaining - for the H.R. dept.; salary increase, HMOs, etc.
  • wage and salary administration
  • grievance system - for processing whether to suspend
  • medical and dental services
  • labor-management relations
  • morale studies - psychological tests
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8
Q

Aspects/components of Employee Research and Standards?

A
  • job analysis
  • job description
  • job evaluation
  • job grading wage analysis
  • organization planning
  • employee manuals
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9
Q

Aspects/components of Employee Services?

A
  • recreational plans
  • insurance plans
  • profit sharing plans
  • miscellaneous services - HMO, free transportation, free lunch, etc.
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10
Q

It is the statement of intention that commits the laboratory manager to a general course of action in order to accomplish a specific purpose.

A

Personnel Policy

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11
Q

It is necessary in an organization because management cannot deal with each employee solely as an individual.

A

Personnel Policy

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12
Q

Personnel Policy consists of 10 areas?

A
  1. Recruitment, selection and planning
  2. Employee induction and training
  3. Employee rating and promotion
  4. Transfer, downgrading (demotion) and lay-off
  5. Disciplining and Discharge
  6. Salary and wage administration
  7. Changes in work assignments and hours
  8. Services for employees
  9. Employee’s health and safety
  10. Employees’ participation and work problem
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13
Q

Sources of Labor?

A
  1. Internal Sources
  2. External Sources
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14
Q

Are the employees actively working in the laboratory. Example: Promotion

A

Internal Sources

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15
Q

Include persons who apply in person, who answer advertisements and who are recommended by schools.

A

External Sources

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16
Q

It is a general term applying to drives, desires, needs, and wishes of an individual in order to perform.

A

Motivation

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17
Q

8 Theories of Motivation?

A
  1. Herzberg’s Motivation-Hygiene Theory
  2. Maslow’s Theory
  3. McGregor’s Theory
  4. McClelland’s Achievement Model
  5. Aldefer’s ERG Theory
  6. Vroom’s Expectancy Theory
  7. Adam’s Equity Theory
  8. Skinner’s Reinforcement Theory
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18
Q

Herzberg’ Motivation-Hygiene Theory consists of?

A
  1. Extrinsic Factors/Hygiene Factors/Maintenance Factors
  2. Intrinsic or Motivation Factors
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19
Q

Extrinsic Factors or Hygiene Factors of Herzberg’ Motivation-Hygiene Theory?

A
  • Pay or Salary increases
  • Technical supervision or having a competent superior
  • The human relations
  • Organization Policy and Administration
  • Working Condition or Physical Surrounding
  • Job Security
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20
Q

Intrinsic or Motivation Factors of Herzberg’ Motivation-Hygiene Theory?

A
  • Achievement completing important task successfully
  • Recognition (being single out or praise)
  • Responsibility for one’s own or other’s work
  • Advancement (changing status through promotion)
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21
Q

Person behind Maslow’s Theory?

A

Dr. Abraham M. Maslow

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22
Q

He postulated five basic need which are organized into successive levels.

A

Dr. Abraham M. Maslow

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23
Q

What theory states that unfulfilled needs drive a person to work.

A

Maslow’s Theory

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24
Q

5 basic needs included in Maslow’s hierarchy of needs?

A
  1. Physiological needs (lowest, red)
  2. Safety needs
  3. Love & Belongingness
  4. Esteem needs
  5. Need for self-actualization (highest, blue)
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25
Q

Maslow’s hierarchy of needs: Examples of Physiological needs?

A
  • air
  • water
  • food
  • shelter
  • sleep
  • clothing
  • reproduction
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26
Q

Maslow’s hierarchy of needs: Examples of Safety needs?

A
  • personal security
  • employment
  • resources
  • health
  • property
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27
Q

Maslow’s hierarchy of needs: Examples of Love & Belongingness?

A
  • friendship
  • intimacy
  • family
  • sense of connection
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28
Q

Maslow’s hierarchy of needs: Examples of Esteem needs?

A
  • respect
  • self-esteem
  • status
  • recognition
  • strength
  • freedom
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29
Q

Maslow’s hierarchy of needs: Self-actualization means?

A

desire to become the most that one can be; self-fulfillment

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30
Q

McGregors’s Theory consists of?

A

Theory X and Theory Y

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31
Q

McGregors’s Theory - People hate to work; that they need to be driven.

A

Theory X

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32
Q

McGregors’s Theory - Threatened or punished to achieved organizational goals.

A

Theory X

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33
Q

McGregors’s Theory - They lack ambition and want only security.

34
Q

McGregors’s Theory - People don’t have to be forced or threatened to work.

35
Q

McGregors’s Theory - Work is considered as natural as rest or play.

36
Q

McGregors’s Theory - They will commit themselves to the external organization.

37
Q

McGregors’s Theory - People want responsibility.

38
Q

This theory ties the strength of behavioral motives to the individual’s assessment of the likelihood of achieving a specific goal.

A

McClelland’s Achievement Model

39
Q

McClelland’s Achievement Model needs the ff. work-related needs?

A
  • Achievement needs: job and career success (lowest)
  • Affiliation needs: warm, friendly relationships
  • Power needs: control and influence (highest)
40
Q

McClelland’s Achievement Model: Examples of need for power?

A
  • Wants to control and influence others
  • Likes to win agreements
  • Enjoys competition and winning
  • Enjoys status and recognition
41
Q

McClelland’s Achievement Model: Examples of need for affiliation?

A
  • Wants to belong to the group
  • Wants to be liked and will go along with whatever the rest of the group wants to do
  • Prefers collaboration over competition
  • Doesn’t like high risk or uncertainty
42
Q

McClelland’s Achievement Model: Examples of need for achievements?

A
  • Sets and accomplishes challenges, risks
  • Takes calculated risks
  • Likes to receive regular feedback in their progress and achievements
  • Likes to work alone
43
Q

Aldefer’s ERG Theory: E stands for?

A

Existence needs

44
Q

Aldefer’s ERG Theory: Examples of Existence needs?

A

physiologic needs

45
Q

Aldefer’s ERG Theory: R stands for?

A

Relatedness needs

46
Q

Aldefer’s ERG Theory: Examples of Relatedness needs?

A
  • interpersonal relationship
  • acceptance and belonging
47
Q

Aldefer’s ERG Theory: G stands for?

A

Growth needs

48
Q

Aldefer’s ERG Theory: Examples of Growth needs?

A
  • creativity challenge
  • personal growth on the job
49
Q

This motivation theory holds that: “Effort will bring rewards”.

A

Vroom’s Expectancy Theory

50
Q

Vroom’s Expectancy Theory holds that?

A

“Effort will bring rewards”

51
Q

In Vroom’s Expectancy Theory, variables influence the selection decision, such as?

A
  • Expectancy
  • Outcome
  • Instrumentality
  • Valence
  • Choices
52
Q

Vroom’s Expectancy Theory: the belief that effort bring performance and performance leads to rewards.

A

Expectancy

53
Q

Vroom’s Expectancy Theory: the perceived expectancy that the outcome from the effort (reward) will actually be realized.

54
Q

Vroom’s Expectancy Theory: the degree of faith.

A

Instrumentality

55
Q

Vroom’s Expectancy Theory: the value placed on the available reward.

56
Q

Vroom’s Expectancy Theory: a quantified model called VIE equation.

57
Q

This theory holds that they perceived in their work situation, especially compared with people in similar positions.

A

Adam’s Equity Theory

58
Q

Key concepts of Adam’s Equity Theory include?

A

comparison and perception

59
Q

Skinner’s Reinforcement Theory: B. F. Skinner’s theory of motivation is based on the observation that we?

A

tend to behave to the way we are treated

60
Q

This theory of motivation is based on the observation that we tend to behave to the way we are treated.

A

Skinner’s Reinforcement Theory

61
Q

Components of Skinner’s Reinforcement Theory?

A
  • Law of Effect
  • Stimulus
  • Response
  • Reinforcement
  • Behavior motivation
62
Q

Skinner’s Reinforcement Theory: proposed by E.L. Thorndike which states that we act in response to expected consequences.

A

Law of Effect

63
Q

Skinner’s Reinforcement Theory: an event that leads or influences to a response.

64
Q

Skinner’s Reinforcement Theory: behavior that results from a stimulus.

65
Q

Skinner’s Reinforcement Theory: consequence of an action or response.

A

Reinforcement

66
Q

Skinner’s Reinforcement Theory: the application of practice of reinforcement.

A

Behavior motivation

67
Q

Skinner’s Reinforcement Theory is based on 4 factors?

A
  1. Positive Reinforcement - rewards
  2. Negative Reinforcement - removal of stimulus
  3. Positive Punishment - adding a stimulus
  4. Negative Punishment - removing stimulus
68
Q

Organizational factors that influence leadership success?

A
  1. Internal Factors
  2. External Factors
69
Q

Internal Factors that influence leadership success include?

A
  • Leadership
  • Employees
70
Q

External Factors that influence leadership success include?

A
  • Customers/Clients
  • Economy
71
Q

It is comprised of behaviors, values, and beliefs.

A

Organizational Culture

72
Q

Organizational Culture is comprised of?

A

behaviors, values, and beliefs

73
Q

The behavior of employees is evident through observation.

A

Organizational Culture

74
Q

Factors such as work areas, tools that employees need to perform their job functions, and tasks and responsibilities that supervisors assign to employees affect employee behavior.

A

Organizational Culture

75
Q

4 Leadership Models?

A
  • Exploitative & Authoritative
  • Benevolent & Authoritative
  • Consultative
  • Participative
76
Q

Views the workers as tools and means of production without no further obligation to them.

A

Exploitative & Authoritative

77
Q

Treats employees as robots.

A

Exploitative & Authoritative

78
Q

A know-how feeling for the best for the employees and need only inform and direct their actions without seeking any feedback.

A

Benevolent & Authoritative

79
Q

Though the opinions and advice of the staff are useful, the decisions remain exclusively to the manager.

A

Consultative

80
Q

There is already a decision made, you will just consult your staff.

A

Consultative

81
Q

The input and responsibility for decision making process are laced directly on the staff with only general guidance and oversight from the management. This involves the “Team Approach.”

A

Participative

82
Q

4 Principles of Leadership?

A
  • Employee Oriented
  • Product Oriented
  • Structure Style
  • Consideration Style

LABMAN (6 decks)

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