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RD Exam Domain III (Management) Latest Study
Guide
mission statement โ philosophy or creed, the "reason for being" values โ beliefs about the way things should be, can be positive or negative principles โ guidelines for human conduct that have enduring, permanent value principle-centered values โ values based on moral principles needs assessment โ gathers data to shape strategies for accomplishing the mission strategic planning โ interrelated process that identifies internal and external forces related to the mission and values of the organization operational planning โ planning that includes budgets and staffing patterns independent planning โ approach to planning where only one person is involved; allows more flexibility, but takes longer associative planning โ approach to planning where the leader and others are involved, each contributing ideas participative planning โ approach to planning where a general outline of the plan is provided and employees fill in the details removed planning โ approach to planning where employees make a complete plan and submit it to manager for approval policies โ general guidelines for decision making, sets boundaries around decisions
procedures โ specify in chronological order the steps necessary to achieve an objective or carry out a policy time management โ a way of establishing priorities on the basis of importance and urgency scheduling โ the time frame and time sequence for the performance of a specified work activity irregular schedule โ schedule in which an employee begins work at different times, depending on the day split shift โ schedule in which the employee is not scheduled for 8 consecutive hours formal organizational structure โ structure that uses framework established by top management to describe relationships of people informal organizational structure โ network of personal and social relationships that arise spontaneously as people work together (the way relationships actually work) line personnel โ employees that give and receive orders along the chain of command from the head of the company to the lowest level (each person is accountable to the person above) formal authority โ derives from a person's status or rank (top, middle, first-line) informal authority โ loose guidelines that provide additional channels of communication through the grapevine; gives groups stability and social values measurement-engineering โ approach to staffing that measures the work content of tasks, establishes standard times to complete tasks and specifies the number of employees needed to complete the task productivity โ determined by the output of goods and services and input of resources, expressed in ratio form O:I (the higher the value, the greater the productivity)
performance level โ the interplay between motivation, ability and role perception Abraham Maslow's Hierarchy or Human Needs โ motivation strategy based on the premise that human needs depend onwhat one already has, and only unsatisfied needs influence behavior Herzberg's theory of motivational factors โ motivation strategy that says job satisfaction and motivation come from giving workers increasingly greater responsibility, autonomy and feedback Herzberg's maintenance (hygiene) factors โ two-factor theory that states that workers are more likely to be satisfied with marginal hygiene factors if motivational factors are high autocratic leadership โ leaders make decisions and announce them to subordinates consultative diplomatic leadership โ leaders make decisions and then sell actions to subordiantes participative leadership โ leaders identify purpose, problems, and tentative plan of action, but invite input from subordinates before making final decision (Japanese style) democratic leadership โ leaders ask subordinates to make decisions within limits defined by the manager laissez-faire leadership โ leadership based on the economic doctrine that government should not interfere in commerce quality circles โ participative management form started in Japan Johari's window โ a management style inventory developed by Luft and Ingham to help determine work and communication styles, as well as fit in a specific job situation Blake-Mouton managerial grid โ helps managers determine whether their values and feelings are task or people oriented
theory x โ behavioral approach where managers exert direct control over their employees. Corresponds closely to the classical mgmt theory theory y โ behavioral approach that parallels the human relations model that holds that workers accept responsibility and are self-motivated participative management โ states that management that encourages and rewards employee participation will result in higher productivity theory z โ behavioral approach suggests that the key to Japan's economic success is management expertise and personnel policies; emphasizes planning and decision making by general agreement management by objectives (MBO) โ involves setting specific, measurable goals with each employee and then periodically reviewing the progress made systems approach โ views the organization as a unified system of interrelated parts operating as part of the larger, external environment subsystems โ systems approach terminology: parts make up the whole synergy โ systems approach terminology: the whole is greater than the sum of its parts open system โ systems approach terminology: system interacts with its environment closed system โ systems approach terminology: system does not interact with its environment flow โ systems approach terminology: a system has flows of information, material, and energy inputs โ raw materials outputs โ goods and services
National Labor Relations Act (Wagner Act) โ pro-labor, right of workers to organize and join labor unions Fair Labor Standard Act โ establishes federal minimum wage, equal pay, overtime, child labor provisions Taft-Hartley Act โ pro-managment; amended Wagner Act closed shops โ require union membership before hiring (outlawed) union shops โ states a person must join the union within a specified time after being hired Occupational Health and Safety Act โ OSHA - sets standards to ensure safe and healthful working conditions job training partnership act โ provides funds to state and federal agencies to train an find employment for those in the community who are hard to employ job analysis โ indicates all aspects of the job activities of the individuals who will be hired to achieve the goals of the organziation job description โ used as the basis for preparing job evaluations, includes job title, code, location, summary job specification โ sets minimum qualifications needed to perform a job collective bargaining โ negotiation between representatives of management and union employees leading to an agreement operational budget โ type of budget that provides a basis for control, planning and coordination and shows the overall structure of the operation
revenue budget โ type of budget that details estimates of estimated cash receipts and disbursements throughout the budget period; assists management in coordinating cash flow capital budget โ budget plan for improvements, expansion, replacements in buildings, equipment and land master budget โ budget that is a composite of the operational, capital, budgeted balance sheet, and cash flow budgets, included a projection of profit or break-even incremental budget โ based on the existing budget, with a fixed percentage added to each category to cover inflation or projecting change performance budget โ budget that gives priority and additional funding to projects that have exceeded income generation projections indirect costs or expenses โ expenses that cannot be identified with specific products, departments, or activities (e.g. taxes and insurance) fixed costs โ costs required by an operator to exist and do not vary with sales (e.g. property, physical plant, equipment) capital investments โ investments with a longer life than the operating period % Profit margin โ $net profit/$sales return on equity=net profit/equity โ profitability ratio which measures adequacy of profit in relation to owner's investment return on assets=net profit/total assets โ profitability ratio which measures management's ability to generate a return on corporate assets diagnosis related groups โ DRGs - used for most third party pymt for hospitalized patients; sets categories of treatment and standard fees
total raw food cost/number of servings โ raw food cost per serving formula 100/percentage of food income spent on raw food โ markup factor raw food cost plus hidden costs times the markup factor (does not include labor cost) โ selling price prime cost method โ reflects labor costs directly loss leader โ selling of an item at a sale price that is lower than the actual cost pricing adjustments โ discounts for employees options pricing โ allows for increases in pricing as customers add options to the basic product product line pricing โ offers a range of prices for a variety of products offered Hazard Analysis Critical Control Point โ HACCP: systematic analysis of all processes in food service subsystems Omnibus Budget Reconciliation Act โ amendments addressing nursing home reforms The Joint Commission โ independent and non-profit organization whose mission is to continuously improve healthcare for the public; they develop standards for quality and safety in the delivery of healthcare quality assurance or quality improvement โ a planned, systematic program that includes all actions necessary to provide adequate confidence that the product or service will satisfy given needs total quality management (TQM) โ a management theory to improve quality based on involving the total organization Relevant, Understandable, Measurable, Behavioral & Achievable โ RUMBA (the quality indicators)
work sampling โ a tool for fact-finding
