Flashcards in Operations Management Deck (65)
National Provider Identification
Management & Supervision- Management
- the process if developing, implementing, and achieving organizational a objectives.
- The process of managing non-human resources to achieve organizational objects.
- The process of managing human resources to achieve organizational objects.
Chain of authority
Chain of authority:
- There should be a clear line of authority within the clinic by which reporting to more than one supervisors.
Effectiveness versus efficiency
- Effectiveness: describes achieving goals and objectives in a timely fashion. "Doing the right things".
- Efficiency: describes achieving goals and objectives using the least amount of resources possible. "Doing things right".
Management process- Planning
- Developing a department's or organization's goals or objectives.
Management process- Organizing
- Assembling and coordinating the necessary human, physical, and capital resources necessary to carry out the objectives of an organization.
Management process- Directing
- Supervising the use of resources to achieve organizational objectives.
Management process- Controlling
- Comparing actual results with planned results, and making the necessary adjustments to achieve organizational objectives.
- The process of working with and through people to achieve organizational objectives.
- Leadership comprises two types of behavior:
1. Task behavior
2. Relationship behavior
Supervision- Leadership: "Task behavior"
- The extent to which the leader tells the employee what, how, when, where, and who is to perform the specific task.
Supervision- Leadership: "Relationship behavior"
- The extent to which the leader engages in listening, communicating, facilitating, and supportive behaviors.
Supervision- Ability is a function of
1. Knowledge: The employee understands the task to be performed.
2. Experience: The employee has experience carrying out the task or related tasks.
3. Performance: The employee has demonstrated skill in successfully completing the same or similar tasks.
Supervision- Willingness is a function of
1. Confidence: Employees feel they can perform tasks.
2. Commitment: Employees feel they will perform tasks.
3. Motivation: Employees feel they want to perform tasks.
Supervision- Readiness levels (R1 to R4)
- R1: Unable and unwilling
- R2: Unable but willing
- R3: Able but unwilling
- R4: Able and willing
Leadership style- Telling
- Supervisor makes decisions providing specific instructions and closely supervises performance. High task and low relationship behavior. Most appropriate for employees having low ability and willingness (R1).
Leadership style- Selling
Supervisor makes and explains decisions and provides opportunity for clarification. High task and relationship behavior. Most appropriate for employees with ability and willingness (R2).
Leadership style- Participating
Supervisors shares ideas and facilitates decision making. Low task and high relationship behavior. Most appropriate for employees with a fair amount of ability and low willingness.
Leadership style- Delegating
Supervisor turns over responsibility for making and implementing decisions. Low task and relationship behavior. Most appropriate for employees with high ability and willingness.
Consist of two or more people working together to achieve a goal.
One who subordinates personal aspirations and works in a coordinated effort with other members of a group, or team, in striving for a common goal.
- A non judgmental for of idea generation, sifting, and selection.
Values that support trust within a team
- Avoid looking good at another expense.
- Demonstrate respect for facts, data, and objective analysis.
- Checking references
- Candidate selection
- Employment offer
- Post offer negotiation
Hiring process- Recruiting
- When a position becomes available, potential internal and external candidates are notified through company postings and advertisements.
Hiring process- Interviewing
- Meeting with selected candidates to exchange employment information.
- Gather pertinent information about the applicant by facilitating the candidate's willingness to talk.