Nutrition manager

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1) Professional

2) Supervisory

3) Skilled workers

4) Unskilled workers

Not mutually exclusive

1)Professional staff

Professionals - Individuals who have extensive formal education in a field and have acquired the knowledge and skills to make independent judgments and to function in that field with minimum supervision.

Entry Level - A beginning position in a profession.

ex: an entry-level dietitian

Basic skills in Food Service Systems, General Nutrition. Able to work as a generalist dietitian.

Professional staff

Specialization - The process of acquiring in-depth knowledge and skills in a narrow area of a profession.

Managers well honed in mgt skills will have some “practice skills” lost.

Generally, professionals are assumed to prefer participative management.

A management style that encourages participation or consensus management; may be very effective when dealing with professional staff.
Autocratic management style may create discontent among professional employees.

2) Supervisory personnel

Supervisors - Individuals with authority to oversee and direct the work of subordinates as well as having responsibility for their own work.

Often a supervisor is a frontline manager.

The level of authority of each supervisor should be sufficient to allow for the fulfillment of the assigned task.

Should be allowed to perform a new task several times before being given full responsibility and supported during transitional period.

On-the job training is essential for supervisor.

3) Skilled Workers

Individuals who have special training or skills to perform a specific job.

ex: cooks, secretaries, exterminators

Usually do not need micromanagement.

Micromanagement - The act of providing intensive supervision to subordinates by constantly checking and verifying their progress.

Learns skills through on-the-job training or participating in technical skill training in a formalized setting.

Adept at “how to” of the task but no knowledge base to address “why” of the job

Does not require a degree nor credentialing.

4) Unskilled Workers

Employees who bring no marketable skills to the job and are trained in the workplace to perform the required tasks.

ex: receptionists, cashiers, foodservice workers

Not always appropriate to use participative management (view their role as being followers, not leaders).

Can contribute to the management process by providing information and ideas without participating in the DM process.

DM process – Data Mining

1)Full-time

Full-Time Employee - An individual who is designated to work a certain number of hours a week that is considered “full time” by the employer (typically 40 hours/week).

Flextime: alternate schedules to accommodate needs of employer or employees.

2)Part-time

Part-Time Employee - An individual who works a certain number of hours a week that is less than what is considered “full time” by the employer (usually less than 40 hours/week).

3) Short-hour

Short-Hour Employee - An individual who works a predetermined number of hours a week that is less than half time (typically less than 20 hours a week).

Not entitled to benefits such as health insurance or retirement programs. “Pay in lieu of benefits”.

4) Casual

Casual Employee - A worker who is not guaranteed any set number of hours each week but who is scheduled for work as needed.

On call employees.

5) Probationary Employee - A newly hired employee who has not yet demonstrated that he can successfully perform the job for which he was hired.

The employee is given a set period of time, often 60 or 90 days, to learn the job.

Probation

Without Cause - The case in which a probationary employee may be dismissed for whatever reason the manager feels is appropriate.

Cause - A documented, legitimate reason for terminating a nonprobationary employee.

6) Temporary

Temporary Workers - Employees who are hired for a finite period of time, as for a project, to cover a leave of absence, or when there is a transient need for more employees.

May or may not be placed on payroll.

Temp employment agency: secretaries, dietitians, computer engineers.

Expensive but offset by time and financial costs of hiring and training a new employee.

7) Contract

Contract Employee - A worker who is usually hired to complete a project and who is typically not on the employer’s payroll.

Consultant Fee - A designated amount of remuneration for a contract employee; the fee may be established for the project or as a monthly or hourly rate for the duration of the project.

Provide own benefits and pay taxes on consultant fees.

The hourly worker

Hourly Worker - An employee who is paid a set rate for each hour worked, which is at least the minimum wage set by the government.

Base Rate - The hourly rate of pay for workers who are paid by the hour.

Employers keep track of time through timesheets or time clocks.

Not guaranteed a minimum salary every pay period.

Differential wages

Differential Wage Rates – are a method to reimburse hourly workers for work that is performed either outside of normal work hours or extraordinary types of work.

Examples:

additional pay for working overtime (time-and-a half for over 8 hours in a day).

for performing exceptionally difficult work,

or for working in a different job,

or the additional payment made to employees who do not receive benefits.

Differential wages

ex: time-and-a-half for overtime hours

$8.00 x 40 hours = $320.00 (base salary for week)

$8.00 x 150% = $12.00 per hour (overtime rate)

$12.00 x 8 hours = $96.00 (overtime pay)

$320.00 + $96.00 = $416.00 (gross pay for week)

The salaried employee

Salaried Worker - An employee who has a set (usually annual) salary and who is expected to work until the job is completed.

Burnout - A physical consequence of stress in the workplace that can result from working long hours, or being tired, dissatisfied, or angry with the work or work setting.

Attrition - Loss of employees because the employees voluntarily choose to leave their jobs.

Full-Time Equivalent (FTE) - A standard term used to describe the number of full-time positions worked by all employees, including full-time, part-time, short-hour, and casual.
The number of FTE’s employees managed measures a manager’s span of control.
One FTE is usually equal to 40 hours per week or 2,080 hours per year.

ex: 38 employees working different shifts = 28.2 FTEs

20 employees x 40 hours = 800 hours

10 employees x 20 hours = 200 hours

8 employees x 16 hours = 128 hours

800 + 200 + 128 = 1,128 hours per week

1,128/40 = 28.2 FTEs

FTEs can be used to

Determine number of workers needed

Monitor productivity

Monitor effects of changes

Used to compare the management responsibility of a manager who directs activities of regular, full career employees with those who manage part-time and short hour employees

Integral part of the budgeting process

Useful tool for monitoring of the workforce and to measure job performance, determine staffing needs, and manage labor costs.

ex: productivity = FTEs compared to work output

Diet clerks: two 8-hour shifts and one 4-hour shift per day

20 hours x 7 days/40 hours = 3.5 FTEs

300 patients x 7 days = 2,100 patient days

2,100/3.5 = 600 patient days per FTE

ex: staffing needs for increased caseload (1,200 to 1,440)

1,200 clients/2.5 FTEs = 480 clients per FTE

1,440 clients – 1,200 clients = 240 new clients

240 new clients/480 clients = ½ FTE (0.5)

Diversity

In the workplace, this refers to ethnic, racial, gender, age, and other differences among workers.

Diversity defined

Culturally Diverse Organization - An organization that has a workforce representative of many different cultural groups.

Multicultural Organization - An organization that values, encourages, and affirms diverse cultural modes, in which each point of view is valid and different cultures contribute to decision making.

In order to understand and manage diversity, its important to understand the changes occurring in the population at large.
Changing demographics and legislative initiatives

Gender 1994 46% workers were women, 2005 48%, 2020 half of the workforce.

Jobs more flexible, access to services such as telecommuting, job sharing. Day care. Family leave, adjustable benefits package

Projections from workplace 2020 show that older Americans will keep working longer than they have in the past.

Improved health and wellbeing, increased age of Social Security and Medicare Benefits.

Special needs: Better lighting, bigger print, equipment that requires less dexterity and less strength to operate.

Help organizations react more appropriately to customers who are also aging.

Workforce data is available through: U.S. Department of Labor at www.dol.gov and Bureau of Labor Statistics at www.bls.gov

Both racial and ethnic minorities are changing
1994, 77% of workplace were White non-Hispanic.
Growth groups will be Asians and Hispanics
Organizations will have to be sensitive to their needs. Represent an associated market potential.
Inclusion of diverse viewpoints influences business’ ability to respond to external market forces.

Differences in physical ability

Americans with Disabilities Act - A federal law that enables people with different physical abilities to enter the mainstream with greater ease by mandating that organizations and businesses provide the appropriate accommodation (for example, accessible lavatories, parking, and so on) for all.

www.ada.gov

Pursuing an inclusive culture

Creating a supportive culture

Valuing individuals and their needs and contributions

Encouraging the continued development of a diverse workforce

The workforce is becoming more diverse as increased numbers of minority groups, females, and older individuals are employed.

Managing this diverse workforce involves maximizing diversity’s potential benefits (greater cultural awareness, broader language skills, etc.) while minimizing the potential barriers (such as prejudices and bias) that can impact company performance.

Diversity is defined as the differences in demographic characteristics among individuals such as age, sex, race, religion, culture, national origin, and lifestyle.

Because of the diversity, employees think, learn, act, and communicate differently.

According to Mondy (2008), effective diversity management involves:
Pursuing an inclusive culture
Creating a supportive culture
Valuing individuals and their needs and contributions
Encouraging the continued development of a diverse workforce

Equal opportunity/affirmative action

Equal Opportunity - A federal law that prohibits discrimination against certain groups, such as women or minorities, in the workforce.

U.S. Equal Employment Opportunity Commission at www.eeoc.gov

Affirmative Action - A federal law that requires giving hiring preference to previously disenfranchised workers.

Benefits of diversity

Larger worker pool with diverse experiences to develop products and services for the diverse markets.

Increases diversity of customers as it is responsive to the greater community in which it operates.

Creates beneficial environment for workers

Increased ability to satisfy diverse customers

Drawbacks of diversity

Xenophobia (fear of strangers or foreigners)

Sabotage by employees who feel threatened, “our workplace”. It takes time, energy and money to implement a program that helps workers to overcome their biases.

Loss of employees who are resistant to change.

Goals of diversity in the workplace

The goal of diversity in the workplace is to provide a work environment in which everyone is a contributing member of the organization. Each individual is treated equally and fairly and in a manner that is sensitive to a person’s uniqueness.

Compliance versus commitment
Diversity training: Awareness leads to tolerance, encompasses sensitivity training