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HIM 249 Chap 18 Test 1 Part 2

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rad2329's version from 2017-06-13 15:50

Section 1

Question Answer
*Four steps that occur to make a team functional include _____forming, storming, norming, performing
Team members are selected because of the perceived value they bring to the groupForming
When team members try to assert & assess their roles within the group.Storming
Once everyone knows their team role, ______ , the team can then be productive and work successfully on the team goalsNorming
Doing the work to reach the teams goals.Performing
Team members should be selected for what they can contribute to the team and should not be based purely on job title: rather, team members should be selected for the tasks that they actually can perform & the responsibilities they can carry out. This is known as ______Forming
The biggest advantage of a team over an individual is the team's ability to bring a variety of perspectives and expertise to the issue. The team leader's responsibility is to ensure that each member has the opportunity to contribute. Developing flowchargs for each technical area being considered can clarify the process and document several perspectives. This activity is an example of ________Storming
These are examples of ________. Getting to meetings on time, being prepared with readings or assignments when due, and not criticizing other employee's ideas or comments.Team Norms
Every member of the team should be willing to dedicate the time required to accomplish the teams goals. Members might also be required to do additional work outside of team meetings. Team members must be willing to do tasks, and to attend the meetings prepared to accomplish specific goals. This is an example of ?Performing
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Section 2

Question Answer
______ is the process of finding, soliciting, and attracting employees.Recruitment
______ is the ability to keep valuable employees from seeking employment elsewhereRetention
There are several ways to advertise a staff opening, both _____ and _____.internally and externally
An interview is a really important way for the organization to look at _______potential employees
** The four basic purposes of an interview are ____1. "Obtain information from the applicant" about his/her past work history & future goals 2. "To give information to the applicant about the organizations mission & goals", the nature of the employment opportunity 3. "To evaluate the applicant's work experience, attitudes, and personality" as a potential fit for the organization 4. "To give the applicant an opportunity to evaluate the organization (ask questions)" as a potential fit for his/her current & future employment goals
A key part of the interview will deal with the ______candidate's education, skills & experience provide a good fit for the job.
Examples of some interview questions?What has been your biggest mistake at work, and what did you learn from it? Why are you looking for a job?
What are some questions that may not be asked during the interview?Nationality - Religion - Age - Marital & family status - Sexual orientation/gender - Date of birth - Anything about children or childcare - Health & physical abilities - Is the applicant a member of the National Guard or Reserves
*Once employed the new employee should complete ____ and ____orientation & job training
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Section 3

Question Answer
Most large organization have a formal new employee orientation process. This process may involve ___one-on-one session with HR, group training with new employees from all over the organization, or some form of computer-based training
*A departmental orientation checklist might include _____ (know at least 3 or 4 of these)Mission & vision - Goals - Structure - Communication policies - Procedure for requesting time off - Person to notify in case of absence - Tour - Confidentiality policies - Schedules
After the new employee has been oriented to the organization & the department, specific _____ should be provided. The _____ is a good place to begin.job training , position description
The ______ and _______ can have an impact on staff retention.supervisor , organizational policies
What questions should be considered regarding staff retention?Do organizational policies support continued education (financially or flexible work schedules) , employee advancement opportunities , Are salaries & benefits competitive , do working conditions provide a comfortable & safe environment
____ _____ is expensive in terms of both lost productivity, recruitment & training costs.Staff turnover
The ___ _____ is another way to obtain information on how employees feel about their jobs and what issues caused them to leave.Exit interview
The level of authority an employee is given and the types of decisions he or she is empowered to make should be considered when setting the salary for the position & determining its education and experiential requirements is known as __________.the delegation of authority
Delegating responsibilities & projects to other staff members can greatly benefit managers and supervisors. What are the attributes (benefits) for delegating authority?Frees the team leader to perform more important or complex tasks - increases the leader's capacity & productivity - Reduces delays in decision making - Develops the staff's capacity & abilities
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Section 4

Question Answer
** _____ is the process that businesses use to ensure that goals are being met in the most efficient way possible.Performance managment
*The performance management process includes five stages _______Planning, Monitoring, Developing, Rating, & Rewarding
*____ is a tool often used to structure discussions regarding individual performance. Usually done on an annual basis.Performance evaluation
Performance reviews include -assessing of the employee's performance compared to performance standards or previously set goals , developing job-related goals for the following year, Developing a plan for professional development
Reviews also may include an employee's ________. Many organizations base pay increases on the results of an annual _________.self-assessment , performance review
When actions taken to improve performance are unsuccessful, more formal ______ and even ______ may be required.counseling , disciplinary action (verbal or written warning)
_______ begins with formal documentation of the problem and the steps taken to correct it.Progressive discipline
Supervisors should take some key steps when working with an employee regarding disciplineBe clear & direct with employee about problems & consequences , Support the employee's efforts to improve or resolve issues , document the steps taken to improve , Follow all organizational policies , consult with HR , Keep performance issues confidential , Be consistent with all employees
In regards to conflict management, conflict can _____waste time , reduce productivity , decrease morale , and lead to harmful behavior.
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Section 5

Question Answer
Causes of conflict in the workplace include ____Poor communication , lack of openness by management or other members of the team , Weak leadership , interpersonal interactions with others , lack of resources , Desire for more power
*Conflict management focuses on working with individuals to find a mutually acceptable solution. what are the 3 positive ways to address conflict?compromise - control - constructive confrontation
** What are the 2 behaviors that make conflict worse.Avoiding - Accommodating
What is avoiding?One or more of the individuals in conflict chooses to ignore that there is even a problem. the problem stays hidden and is not resolved.
What is accommodating?one party to the conflict gives in and allows the other participant to have their way. This might negatively effect some of the other employees.
______ includes the policies and procedures used to handle employee complaints.Grievance management.
What are some strategies for developing staff skills?On-the-job training - Information presentation - Action-based methods.
One way a supervisor can create a positive and rewarding work environment is through ______job redesign
*In career planning & lifelong learning a supervisor's role is ______Lead by example - Create a supportive environment - Provide career counseling - Create a partnership
*What are reasons to redesign a job?Introduce new tools or technology , Improve process , Use employee skills more effectively , Provide better customer service
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Section 6

Question Answer
The term that defines the right of a leader to make a decision is _____authority
Conducting reference checks is used in _______recruitment process
When a supervisor delegates authority it can help toreduce the delay in decision making
In which stage of performance management are performance evaluations conducted?Rating
In what employee development stage does an employee guide and mentor others?Mid-career growth, maintenance, decline
Performance evaluation is a tool often used to structure discussions on _______individual things
*Staff turnover is expensive in terms of _______lost productivity, recruitment and training costs
Supervisory-level management responsibilities include ______ and _______employee orientation and training
One thing that teams have in common is that their members are usually from ______the same department
When redesigning a job, the supervisor should discuss ________ with the employeepotential changes
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