Due Feb 24b- Disc & Quiz
Discussion 4
Chapter 7
1. Briefly describe the seven processes that managers use to staff and HCO. The seven
steps that managers use for staffing are, Planning for staff, forecasting the organization’s
future staffing requirements and deciding how to ensure the needed workers are
available. Designing jobs and work, determining work task to be done by a job, along
with working conditions, rules, schedules, supervision and qualification. Hiring staff,
recruiting and selecting workers for job which may include reassigning existing workers
by promotion or transfer. Training and developing staff, enabling employees to acquire
new knowledge, skills, attitudes and behaviors for current and future jobs. Appraising
performance, evaluating the job performance of workers and discussing those
evaluations with the workers. Compensating staff, determining and giving wages,
salaries, incentives and benefits to workers. Protecting staff, ensuring that workers have
proper work conditions and that their opinions are considered by managers.
2. Which staffing processes do you think are more important? I believe protecting the
staff is the most important process of staffing, managers have to make sure their
employees have proper work conditions, and their opinions are considered by their
managers, also manager need to make sure compensation is suitable for that position if
they want to keep a good employee. Why? If HCO have a good employee, by protecting
that employees and compensate the employees according to years of experience, and
degrees the employees will not have the needs to search for job in another company,
who pay are better can take care their employees.
3. Discuss the purpose of a job description. What information is often included in a job
description? Job description, also called position description, this information states the
job title and describe the work that needs to be done, usually includes the authority,
reporting, relationships and minimum qualifications to perform the job; may include the
equipment and material used, work schedule, mental and physical demands,
interactions with others and salary range.
4. Discuss several methods that managers can use to recruit new employees for an HCO?
Managers can use several methods to recruit new employees for an HCO, for internal
recruit managers can use, bulletin board, newsletters, intranet, and newsletters for
external recruit managers can use, job fairs and professional conferences, by posting job
in a website like career-builder, professional newsletters, social media, like Lindedin,
facebook
5. Discuss the advantages and disadvantages of internal and external recruiting for the
following jobs at a large metropolitan hospital:
Plumber
Internal Recruiting: Advantage: Employee is familiarized with the facility,
knows where the main tubes are, also it will be less expensive since the
employees is familiar with the facility already, so it may imply less
training. Disadvantage, other employees may become upset, if
promotion is performed or the job was given to a specific employee.
External Recruiting: Advantage: A new employees, may bring to the
company new tips and way of doing the job. Disadvantage may be the
time it may take to find a good plumber, also the time to train the new
employee, also the money to train the employee.
Website manager
Internal Recruiting: Advantage: The internal employee knows the in and
out of the facility and know more inside information of what it need to be
done and what it need to be highlight. Disadvantage, is the job is giving
to an internal, conflict may start, special if seen as a promotion. Also may
few people was interesting but only one was selected.
External Recruiting: Advantage: A new employees, may bring to the
company new tips and way of doing the job. Disadvantage may be the
time it may take to find a good plumber, also the time to train the new
employee, also the money to train the employee.
Chief financial officer
Internal Recruiting: Advantage: In this case internal recruiting will be
great, since this new CFO, in most occasion being in the organization for
some time, it also knows the struggle if any of the organization, already
may know what it need to be improve. Disadvantage, other employees
may become upset, if promotion is performed or the job was given to a
specific employee, also envy from other co-worker that was interesting on
this position.
External Recruiting: Advantage: A new employees, may bring to the
company new idea for improvement and implement, and maybe coming
from another facility, may bring more knowledge of things it may work
better or things that will not work. Disadvantage It need to be recruit
and trained, completely on the in and out of the organization, the
organization may need to spend more money to ensure the new CFO
knows about the organization and the expectations.
Nurse
Internal Recruiting: Advantage: Employee is familiarized with the facility,
also other co-worker knows how the nurse work, and how compassion
and discipline the nurse is at her job, very trustful and know her expected
duties. Disadvantage, the employees need training on how things are
expected to be done. Training and continue education if needed.
External Recruiting: Advantage: Like I mentioned before, a new
employee, may bring to the company new and fresh idea. Disadvantage
Training may take time, recruiting take time to find the nurse with the job
requirement.
6. Compare and contrast the information that may be obtained from a resume and the
information from an interview. Which do you think is most important? A manager can
obtain many information from a resume and the interview, like the resume can give the
manager if the applicant qualified or not for the job in question, also a resume will also
help the manager to make the decision to call and set an interview or not to call, also
will provide previous employment and the length of stay in each employment, also a
resume and an interview is important, because in the interview you are able to ask
question that a resume does not provide. Why? The resume give a general information
to the manager of your experience and previous employment, but in the interview the
manager will be able to explain the expectation of the job, but also the applicant can ask
any question she/he may have.
7. Give examples of questions that are appropriate and not appropriate for a manager to
ask an applicant during a job interview. Why are some questions inappropriate? Some
appropriate questions that managers should ask in an interview are: How many years of
experience you have? Tell me about your previous job? Are you currently working? Do
you have a reliable transportation? Where did you work before? Tell me about a typical
day at work?
Questions not appropriate for managers to ask in an interview:
How many kids you have? what is your religion? what is your race? How old are you?
What you marry or single? Are you disable? Do you have any health issue? What is
your culture of origin? Some questions are inappropriate because it doesn’t have to do
anything with the position or job, and it can be easy look as a discrimination.
Chapter 8
1. Discuss reasons that employees’ training might not have lasting effects. How can
managers ensure that training lasts? Some employees does not last in an HCO is
because the lack of opportunities and advancement, also the lack of opportunity for
learning new skills, also when employees see that the company do not promote
advancement an d learning an employees may began to search for another job, un-
satisfaction with the HCO may arise.
2. Using Exhibit 8.2, describe how manager can effectively and fairly evaluate employees.
The manager need to praise the employees, more than one time a year, ideally is good
to every two to three months to sit with the employees and let them know how they are
doing, make sure to have the meeting in a private place in an uninterrupted time.
Prepare yourself for on how may employee may act. Lead to a collaborative discussion
that seems supportive rather than punitive and focus on employee performance,
behavior and result in a professional way not personal way. And always document the
appraisal review.
3. Explain the pros and cons of 360 degree appraisals of employees. 360 degree
evaluation consist of: selected workers above, below and at the same level as the
employee all provide input into that employee’s appraisal. Pros of 360 appraisals is the
employee get different prospective of her evaluation all around the organization
including patient, vendor and customer. The cons can be that some it take time to
collect data from patient, vendor or customer, also they may even require to write
essays or answer open ended question about the employee, it a very time consuming.
4. Discuss how managers can determinate pay for a job. It can be determined by the
worth of the job performed, manager also depend on accurate position descriptions to
analyze jobs and assign points that determine pay levels.
5. Compare internal versus external equity in determining compensation. Internal equity
create the fair pay amount employees in HCO, based on how it rates for the same factors
for each job point for each factor are summed to reflect the total value of that job. The
external equity is based on the based pay amount the community.
6. Why might a cafeteria benefit plan be useful for workers whose ages range from 18 to
65? Cafeteria benefits plan are useful for worker because they can pick from benefits
that they need, which allow the employees to have control over the benefits they needs
beside to pick benefits they do not need.
7. Discuss some of the rights employees have at work. What can managers do to ensure
that employees’ rights are not ignored? Manager should strive to protect employees’
basic rights at work which include speech, privacy, justice, nondiscrimination and due
process. Manager can protect their employees by enforcing safety and health policies,
procedures, standards and rules, manager also should find different ways to allow
employees to communicate their questions and concern to the manager by, open door
policies, suggestion boxes, and town hall meetings, formal written grievance procedures
with prompt follow up and resolutions.
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Due March 24 Disc & Quiz
Discussion 5
Chapter 9
1. How did your understanding of leadership change while reading this chapter? My
understanding of leadership had change, because before I thought that manager and
leadership were the same, and the only different was that the leadership style would
lead their employees to the fullest potential, and manager will just that a manager. BY
reading this chapter, I know now that leadership is define as process through which an
individual attempts to intentionally influence people to accomplish a goal. I know there
are many type of leader, and some I already had the chance to work with, some good
and some bad.
2. Do you think there are born leaders? Discuss why or why not. I do not think anybody
is born as a leaders, that will be some skills the person will learn leadership through
influence people in their life, such as the parents, teacher and other adult. Leadership is
a characteristic that is learn, and the person can develop good leadership or bad leader.
3. Discuss which leadership perspective – trails, skills or behaviors – you think is most
important for an HCO leader. In a leadership perspective, behavior is one of the most
important for HCO, which consist on what the leader actually does and how a leader
behave. Before you want follow you need to be the example, you want your employees
to respect you, you first show then respect. The way the leader conduct themselves is
important for the employees.
4. How do contingencies affect leadership? Give examples to illustrate your answer.
Contingency affect leadership in many ways, since scholars had realized that there is no
universal best way to lead, since organization and people are too complicated. The best
leadership approach may vary from situation to situation and from person to person.
Here a leader may develop and can interact with all level and aspect of personality and
management. The leader knows that he/she needs to address case by case or situation
by situation depending on the person she/he is dealing with.
5. Explain the differences between transactional and transformational leadership.
Transactional leadership based on transactions in which workers perform tasks to
achieve goals and then leader gives workers pay and other rewards. Transformational
leadership based on inspiration, the greater good for everyone, people’s need for
fulfillment, innovation and revitalizing the organization with change.
Chapter 10
1. Discuss the differences between content theories and process theories of motivation.
Content theories is a motivation theories that focus on human needs and unmet needs
that all people have. The process theories is a motivation theories that focus on the
context in which work is one and how people think and feel about work.
2. Describe one content theory and one process theory that you would like to use as a
leader. Do you think either of these theories would work for everyone in your work
unit? One of the content theory I would use as a leader would be the Maslow’s
hierarch of needs theory because it concentrate on the human needs, lower needs s
based on physiological survival and the highest need for self-fulfillment. One process
theory that would use as a leader would be the Adam’s Equity Theory, because is based
on people’s desire to be treated fairly, equitably. This theory has two main elements;
inputs and outcomes, a workers inputs are the education, experience, skills, knowledge,
efforts and so forth brought to the job. Outcome are the pay, benefits, recognition and
other rewards received for performing a job. No I do not think these theories would
work for everyone, everyone is different and what can be suitable for one is may not be
suitable for another.
3. Which motivation theory do you think would be the most difficult to implement in an
HCO? How could a manger overcome those difficulties? The Herzberg’s two factors
theory would be the most difficult theory to implement in an HCO, people are motivated
by things that increase feelings of satisfaction. Herzberg research led him to conclude
that satisfaction and dissatisfaction are cause by different factors. One group of factor
which was level by hygiene which is associated with dissatisfaction and motivator, that
come from the work itself and include achievement, growth, recognition, challenge,
autonomy and responsibility.
4. Compare and contrast the different sources of power discussed in this chapter. The
two different sources of power are, individual people and individual position in an
organization. A person can have more than one type of power, Position in an HCO can
have several type of power that may be use by a person in the position.
5. Think of different jobs in a HCO. Which sources of power do you think each of those
jobs would have? An organization CEO and CFO have a lot of power in an HCO, since
they are the one in-charge of the whole organization and are the one who originally set
goal, mission and vision for the entire organization.
6. Which type of power appeals to you? Which would you feel lease comfortable using?
The type of power that is more appeal to me is reward, because everyone that received
something valuable, praise, promotion, bigger office, feel valuable by her co-worker,
friend and management. The least comfortable would be coercive, It hard to punish
people and reduce pay, or penalized.
7. What can manager do to minimize abuse of power in an HCO? The manager should -
prevent the abuse of power by eliminating or minimizing information ambiguity, overly
centralized decision making structure, and one sided interdependencies. I also believe
open communication is essential for an organization specially to minimized abuse of
power.
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