Eng Management PDF

ENG MANAGEMENT ❖ PHYSICAL TEST- assess the physical health STAFFING- management process that ❖ APTITUDE- measure of a defines human resource need, hires, per...

ENG MANAGEMENT ❖ PHYSICAL TEST- assess the physical health STAFFING- management process that ❖ APTITUDE- measure of a defines human resource need, hires, person’s capacity/ potential selects, trains, and develops human ability to learn resources for job generated by organization ❖ PERSONALITY TEST- personality traits STAFFING PROCEDURE: ❖ INTEREST TEST- interests 1. HUMAN RESOURCE PLANNING- competencies that a company requires to 4. INDUCTION AND ORIENTATION- accomplish its goals of acquires the induction: new employee receives the personnel it requires. essential company detail Orientation: new employee is welcomed into ACTIVITIES: the immediate work environment a. FORECASTING- 5. TRAINING AND DEVELOPMENT- this assessment of future human requires a new employee is lacking the resource needs. expertise the job needs. b. PROGRAMMING- translating 6.PERFORMANCE APPRAISAL- the forecasted human measurement of employees performance resource needs. c. EVALUATION AND WAYS OF APPRAISING PERFORMANCE: CONTROL- monitoring WORK STANDARD METHOD human resource action plans RATING SCALE METHOD MANAGEMENT BY OBJECTIVES 2. RECRUITMENT- attraction of individuals METHODS to apply for open position CRITICAL INCIDENT METHOD 3. SELECTION- act of selecting individuals ESSAY METHOD to succeed on the job from ones available. CHECKLIST METHOD ASSESSMENT CENTER METHOD WAYS OF DETERMINING THE QUALIFICATION OF A JOB CANDIDATE: 7. EMPLOYMENT DECISION ➔ APPLICATION BLANKS - MONETARY REWARDS- information about person’s performance exceeds the minimum characteristics criteria ➔ INTERVIEW- information gatherers PROMOTION- movement into a through interview higher paying and greater ➔ REFERENCES- written by previous responsibilities employers TRANSFER- movement to a ➔ TESTING - evaluation of future different job similar level of behavior organizations responsibility ❖ PSYCHOLOGICAL TEST- DEMOTION- movement to where objective, standard measure has less pay or responsibility of a sample behavior punishment MORRIS PHILIP WOLF and SHIRLEY positions to persons higher KUIPER- described “ communication” as a positions. process of sharing information through symbols, including words and message TECHNIQUES USED IN DOWNWARD COMMUNICATION: FUNCTIONS OF COMMUNICATION: ❖ LETTERS- appropriate for complex a. INFORMATION and specific actions b. EMOTIVE FUNCTION ❖ MEETINGS- provides personal c. CONTROL FUNCTION interchange d. MOTIVATION FUNCTION ❖ MANUALS- sources of company policy information, procedures, and FORMS OF COMMUNICATION organizational information. a. VERBAL b. NONVERBAL ❖ HANDBOOKS- provide more specific information regarding VERBAL COMMUNICATION- transmitted individual workers duties and through hearing or sight privilege ORAL COMMUNICATION- requires ❖ NEWSLETTERS- mixture of details listening relating to personal, social, and WRITTEN COMMUNICATION- work. written word NONVERBAL COMMUNICATION- TECHNIQUES USED IN UPWARD transmitting message through body COMMUNICATION: language FORMAL GRIEVANCE PROCEDURES- way of raising BARRIERS TO COMMUNICATION: problem or complaint with their PERSONAL BARRIERS- employer characteristics of a communicator Holley and jennings “grievance” PHYSICAL BARRIERS- occur in the employees concern over a perceived environment violation of the labor agreement SEMANTICS- represented in EMPLOYEE ATTITUDE AND symbols such as words, pictures, or OPINION SURVEYS- management acts tool for managers to learn about their workers views and perspectives TECHNIQUES FOR COMMUNICATING IN on company related topics ORGANIZATIONS: SUGGESTION SYSTEM- 1. HORIZONTAL COMMUNICATION- suggestion of employees message sent to individuals/groups OPEN-DOOR POLICY- provides from another of the same opportunity for management to deal organization level/position. with difficulties 2. DOWNWARD COMMUNICATION- INFORMAL GRIPE SESSIONS- put message from higher levels of to good use of the management authority to lower levels. knows how to treat them 3. UPWARD COMMUNICATION- message form persons in lower level  TASK FORCE- this will be set and 2. ALDERFER’S ERG THEORY will delegated to deal with the issue (CLAYTON ALDERFER) or problem EXISTENCE NEEDS EXIT INTERVIEWS- workers leave a RELATEDNESS NEED company for some reason (satisfaction related to others) MANAGEMENT INFORMATION SYSTEM GROWTH NEEDS (self (MIS) development) Described by boone and kurtz “organized 3. HERZBERG’S TWO FACTOR method of providing past, present, and THEORY (FREDERICK projected information on internal operations HERTZBERG)- satisfied employees and external intelligence for use in decision is driven from within to work harder making and a dissatisfied employee is not Composed of written and electronically self motivated based systems for submitting reports, JOB DISSATISFACTION memos, bulletins and the like (hygiene factors- dissatisfier) JOB SATISFACTION MOTIVATION- act of giving reasons or (satisfier- motivation) incentives for employees to work to achieve 4. EXPECTANCY THEORY- organizational goals. assumption that a person will be Three stages: activating, sustaining, and working depending on his perception directing. of the expectation will happen FORCE- strength of person’s FACTORS CONTRIBUTING TO motivation MOTIVATION: EXPECTANCY- belief in the WILLINGNESS TO DO A JOB- responsibility of likelihood of individuals who enjoy what they do a specific behavioral act can NEEDS SATISFACTION- people will result in a common outcome do their work well VALENCE- value of a person SELF-CONFIDENCE IN CARRYING places on the expected OUT A TASK- workers believe they results or rewards have the expertise and experience 5. EQUITY THEORY- individuals subjective about fairness of the THEORIES OF MOTIVATION: reward he/she gets. 1. MASLOW HIERARCHY OF NEEDS 6. GOAL SETTING THEORY- THEORY (ABRAHAM MASLOW) improving performance with FIVE BASIC NEEDS: objectives, deadliness or quality PHYSIOLOGICAL standard SECURITY OR SAFETY SOCIAL(LOVE OR GOAL SETTING MODEL ( EDWIN A. BELONGING) LOCKS) SELF ESTEEM GOAL CONTENT SELF ACTUALIZATION GOAL COMMITMENT WORK BEHAVIOR  FEEDBACK ASPECT b. MOTIVATION THROUGH 7. SKINNER’S REINFORCEMENT REWARDS THEORY- B.F/ Burrhus frederic c. MOTIVATION THROUGH skinner EMPLOYEE PARTICIPATION POSITIVE d. OTHER MOTIVATION REINFORCEMENTS- TECHNIQUES FOR THE DIVERSE positive response when an WORK FORCE individual shows positive behavior. MOTIVATION THROUGH JOB DESIGN- NEGATIVE person who is assigned to a job he likes will REINFORCEMENT- be highly motivated to persons rewarding an employee by removing negative APPROACHES IN JOB DESIGN- fitting consequences people to jobs- routine and repetitive task PUNISHMENT- removing that makes worker sniffer positive consequences To avoid: EXTINCTION- absence of Realistic job previous- reinforcement management provides honest 8. McCLELLAND’S NEEDS THEORY explanations of what a job entails OF MOTIVATION (DAVID C. Job rotation- people are move McCLELLAND) periodically from one specialized job to another 3 TYPES OF BASIC MOTIVATING Limited exposure- worker’s NEEDS NE exposure to a highly fragmented is ED FOR POWER limites NEED FOR AFFILIATION NEED FOR ACHIEVEMENT MOTIVATING THROUGH REWARDS- rewards consists of material and PROCESS OF MOTIVATION: psychological benefits to employees for performing task Categories of rewards: Extrinsic- payoffs granted to the individual by another party Intrinsic- internally experienced payoffs which are self granted MOTIVATING THROUGH EMPLOYEE PARTICIPATION- employees participate in deciding various aspect in job QUALITY CONTROL CIRCLES (QCE)- direct employee participation TECHNIQUES OF MOTIVATION: method a. MOTIVATION THROUGH JOB DESIGN  SELF- MANAGED TEAMS- workers have reached a certain degree of discipline OTHER MOTIVATION TECHNIQUES: FLEXIBLE WORK SCHEDULES (flextime) - allows employees to determine their own arrival and departure times FAMILY SUPPORT SERVICES- employees burdened by family obligations SABBATICALS- given to an employee after a certain number of years of service