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HSPM 391 > Exam 2 > Flashcards

Exam 2 Flashcards

1
Q

Authority

A

Right of a manager to direct others and take action because of their position

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2
Q

Responsibility

A

Obligation to perform an assigned task

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3
Q

Delegation

A

Process of assigning job activities to individuals; transfer of authority and responsibility

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4
Q

Job

A

What the name is on the job description

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5
Q

Position

A

Further defining of the job

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6
Q

Duties

A

What the job performs

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7
Q

Job Analysis

A

Systematic exploration of the activities within a job; procedure used to define a job’s duties, responsibilities and accountabilities

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8
Q

Job Specification

A

Minimum acceptable qualifications needed to perform the job successfully

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9
Q

Job Evaluation

A

systematic process of determining the worth of a job in relation to other jobs; used to determine rate of pay or reclassify jobs

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10
Q

Performance standards

A

tells what the job accomplishes and what constitutes satisfactory performance quality and productivity

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11
Q

Job description

A

the tasks, duties, and responsibilities in a job

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12
Q

Job rotation

A

cross training in different positions

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13
Q

Job enlargement

A

employees show interest in adding additional tasks

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14
Q

Job enrichment

A

giving individuals more decision making power

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15
Q

Fair labor standards act

A

overtime payment, child labor, and minimum wage

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16
Q

Equal pay act

A

Equal pay for men and women

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17
Q

Title 7 of civil rights act

A

Prohibits all discrimination based on race, sex, nationality, color, religion

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18
Q

Disparte treatment

A

Outright descrimination

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19
Q

Disparte impact

A

not outright but ends in discrimination

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20
Q

Age discrimination in employement act

A

prevents discrimination of age

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21
Q

Pregnancy discriminagtion act

A

amendment to title 7; pregnancy is a part of gender discrimination

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22
Q

COBRA

A

gives employee 18 months of guaranteed health coverage after seperation; employer does not need to pay for it

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23
Q

Older workers benefit protection act

A

prevents benefit discrimination for older individuals

24
Q

Americans with disability act

A

provide people with disabilities increased acess to services and jobs

25
Q

Family and medical leave act

A

allows individuals to take up to 12 weeks of the year off with guranteed job when they return

26
Q

HIPPA

A

ability to transfer between health plans without a gap in coverage due to preexisting conditions

27
Q

Patient protection and affordable care act

A

Obamacare;subsidized healthcare needs to be provided by employers

28
Q

OSHA

A

provide a workplace free of hazards

29
Q

Which legislations are pro-union

A

Norris-LaGuardia and Wagner act

30
Q

Which legislations are pro-member

A

Landrum-griffin

31
Q

Which legislatons are pro-management

A

Taft-Hartley

32
Q

Hypothetical question

A

What would you do if..?

33
Q

Leaading question

A

leading a candidate to answer what you want to hear

34
Q

Loaded question

A

no right answer

35
Q

Behavioral question

A

“tell me about a time when”-BEST

36
Q

3 Types of orientation

A

General, departmental, job

37
Q

4 Phases of model of training

A

Needs assesment–> design –> implementation –> evaluations

38
Q

P in PART

A

Plan–> organize your work

39
Q

A in PART

A

Act–> work smarter not harder

40
Q

R in PART

A

Routine–> make food safety a habit

41
Q

T in PART

A

Think–> look for ways to improve

42
Q

Howells, A., Sauer, K., & Shanklin, C. (2016). Evaluating Human resource and financial management responsibilities of clinical nutrition managers. Journal of the Academy of Nutrition and Dietetics, 116, 1883-1891 Authors Purpose

A

To identify responsibilites of CNM and to determine educational opportunities

43
Q

Howells, A., Sauer, K., & Shanklin, C. (2016). Evaluating Human resource and financial management responsibilities of clinical nutrition managers. Journal of the Academy of Nutrition and Dietetics, 116, 1883-1891 Notes

A

3 domains-managing HR, finanicals, and general
Frequent tasks-managing clinical operations, providing leadership to clinical nutrition services, motivating staff to perform at highest level, providing MNT, managing FSO, providing leadership to FSO

44
Q

Peregrin, T. (2014). Competency-based hiring: The key to recruiting and retaining successful employees. Journal of the Academy of Nutrition and Dietetics, 114, 1330-1331.Authors purpose

A

To describe how competency based JD and interviewing finds a candidate that is better suited for the job

45
Q

Peregrin, T. (2014). Competency-based hiring: The key to recruiting and retaining successful employees. Journal of the Academy of Nutrition and Dietetics, 114, 1330-1331. Notes

A

Competency based JD: all components of regular JD plus scope, concise JS, principal accountabilities, minimum competencies, preferred qualifications
Bahavior based interviewing: tell be about a time when.. questions

46
Q

Rogers, D. (2018). Compensation and Benefits Survey 2017. Journal of the Academy of Nutrition and Dietetics, 118, 499-511. Authors purpose

A

To determine the median wages and benefits in each position and break it down based on where and what type of work they do

47
Q

Rogers, D. (2018). Compensation and Benefits Survey 2017. Journal of the Academy of Nutrition and Dietetics, 118, 499-511. Notes

A

Management, buisness, and education among the higest earning positions
Median wage: $63,340

48
Q

Dodson, L. J., & Arendt, S. W. (2014). Registered Dietitians in school nutrition leadership: Motivational aspects of job selection and job satisfaction, Journal of Child Nutrition and Management, 38(2), 1- 14. Authors purpose

A

To identify what motivate dindividuals to get involved in school nutrition and the engagement in the profession

49
Q

Dodson, L. J., & Arendt, S. W. (2014). Registered Dietitians in school nutrition leadership: Motivational aspects of job selection and job satisfaction, Journal of Child Nutrition and Management, 38(2), 1- 14. Notes

A

Motivational aspets: working for a positive outcome with others, impacting childhood poverty, co-worker relationships, promotional opportunities
Job satisfaction: utilizing skills with employee training. enjoy working in school nutrition, impacting the health of school age children, working independently

50
Q

Sauer, K., Canter, D., & Shanklin, C. (2010). Job satisfaction of dietitians with management responsibilities: An exploratory study supporting ADA’s research priorities. Journal of the American Dietetic Association, 110, 1432-1440. authors purpose

A

to investigate aspects of job satisfaction and their intent to leave; knowing this how can the academy support RDs in this subject

51
Q

Sauer, K., Canter, D., & Shanklin, C. (2010). Job satisfaction of dietitians with management responsibilities: An exploratory study supporting ADA’s research priorities. Journal of the American Dietetic Association, 110, 1432-1440. Notes

A

management RD have a greater overall satisfaction than those in many other occupations

52
Q

Sauer, K. (2016). Ethical considerations in management practice. Journal of the Academy of Nutrition and Dietetics, 116, 148-149 authors purpose

A

to discuss the code of ethics and how many dietitians in managerial positions might need to make some tough decisions but it is what needs to be done

53
Q

Sauer, K. (2016). Ethical considerations in management practice. Journal of the Academy of Nutrition and Dietetics, 116, 148-149 notes

A

3 factor approach: task, relationships, change

54
Q

Peregrin, T. (2012). Guidelines for successfully managing organizational change. Journal of the American Dietetic Association, 112, 368-3736. authors purpose

A

to provide some guidelines for RDs going through an organizational change

55
Q

Peregrin, T. (2012). Guidelines for successfully managing organizational change. Journal of the American Dietetic Association, 112, 368-3736. notes

A

Laid off-network, update resume, professional development
Restructure-stand out from the crowd, take more work on and be a good sport
Managing during a restructure-communicate with staff and keep a positive attitude and morale

56
Q

Boyce, B. (2014). Learning to lead: Developing dietetics leaders. Journal of the Academy of Nutrition and Dietetics, 114, 688-692. authors purpose

A

address how and why it is important for RDs to continue to enhance leadershp and the benefits

57
Q

Boyce, B. (2014). Learning to lead: Developing dietetics leaders. Journal of the Academy of Nutrition and Dietetics, 114, 688-692. notes

A

during the time of change RDs can make a big difference in impacting the health reform

HSPM 391 (2 decks)

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