Chapter 35 Study Guide
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Chapter 35 Study Guide
Developing A Strategy It is best to begin developing your job search strategy early in your training as a MA.
Attitude and Mindset
One important quality an employer looks for in employees is their attitude. Your attitude is not something you turn on and off or learn in school. It is the result of your innate personality combined with the events that mold you during your life.
Your attitude is reflected by how you react to:
1.)
Taking direction
2.)
Seeking excellence or doing just enough to get by
3.)
Meeting your employers needs, not just looking forward to payday
4.)
Assuming responsibility for your actions versus considering your problems to be someone else’s fault.
An employer will zero in on your negative attitude and eliminate you as candidate almost immediately.
Self-Assessment
Before starting to explore employment opportunities that are right for you, focus on yourself and build a picture of your strengths and weaknesses, what motivates you, how you relate to other people in the work-place, and how you cope with stress.
What are your strengths and weaknesses?
What do I enjoy?
Evaluate your working style.
Direct skills
are the medical skills and procedures you have acquired in school and developed proficiency in during the practicum experience. Transferable skills
are those skills that would be useful in a wide variety of professions and may
have been perfected during the education process of learned in employment settings.
Think about what work environment you find most suited to your personality.
Do you enjoy working alone?
-Are you self-starter or do you require supervision?
-Do you perform well in a stressful situation?
Identify what motivates you.
What type of manager do you want to work for; authoritarian or participatory
?
When you interview, you need to determine the style of management you will encounter.
What is your salary requirement?
The salary of a MA varies on location, skills, credentials and experience.
As of 2016, the national medial salary is $30,135, ranging from $20,021 to $41, 900.
As party of your prep for seeking a position, assess your salary needs and the salary schedule of your location.
You need to consider the benefits offered by the employer.
Research clinic profile.
Is this a specialty clinic and would you enjoy working in this specialty?
Evaluate what the clinic does and compare that with your morals and ethics.
Is there opportunity for advancement in the future?
Consider where you want to be in 5-10 years. Your employment strategy does not end with landing a position.
Once hire, continue to prepare for the next step in your career.
Be active in technical organizations and professional groups that help develop future contacts.
Prepare yourself for more responsible positions by broadening your skills.
The Job Search
Many of your instructors may have contacts with prospective employers through practicum sites, and your school may have an employment office that post employment opportunities.
Consider speaking with your PCP, dentist, and other professionals.
Person-to-person networking is the linking together of individuals who, through trust and relationship-building that is genuine and authentic, advertise for one another.
Let your practicum supervisor know your employment availability and ask if there are current or
future job openings for which you might qualify.
During your clinical, take full advantage of every opportunity to demonstrate your skills, to learn new skills, and to be a team member.
Social media is currently used by more than 95% of employers seeking to fill positions with qualified applicants.
LinkedIn is probably the number one site for professional networking and job search, used by over 94% of recruiters.
Facebook, used by 65% of recruiters, is the largest social network and can be used to network with city, school, or workplace associates to make your position availability public.
Twitter, used by 55% of recruiters.
Your online profile should demonstrate professional experience, tenure, and accomplished skills. It should include a summary that highlights the qualities and personal attributes that make you a food fit for the companies and organizations you are targeting.
As a part of a serious job search, you should contact many individuals and will need some means of recording the contacts, their responses, and your actions. (see page 1185)
A contact tracker can be helpful.
Resume Preparation or Online Profile
A resume is a brief presentation of your qualifications and experience in your chosen career. You need to capture in words the most important qualities and characteristics to communicate a clear vision both online and offline of who you are.
Try to answer the following questions:
1.)
What is your vision for the job that you are seeking?
2.)
What are your guiding principles? (Being all you can be, decisive, driven, enjoy challenges, team-worker, etc.)
3.)
What are your short and long-range goals?
4.)
What is your job-specific attributes?
5.)
What is your core technical strengths and accomplishments?
6.)
Who is your target audience and what they are looking for in a candidate?
7.)
What will differentiate you form your competition?
8.)
Did you emphasize your value to the organization and position yourself as a good fit to meet the employer’s needs?
How you present the above information can vary depending on your experience and back-
ground.
At some point you may be asked for a list of references to aid the future employer in assessing the accuracy of your resume. References should be listed on a separate sheet of paper that matches your resume paper and has the same letter head.
Select a variety of references to be included in your resume.
Use only non-related persons as references.
Always ask permission to use someone as a reference.
Keep in touch with your references.
Resume Styles
Various resume styles have been developed, each having specific advantages and disadvantages. Choose a style or combination of styles that best describes your strengths and ability to do the job.
If you obtain an interview form an online resume or profile, you should also provide a paper resume.
Chronologic Resume- Your chronological resume should be organized so that the most important information you want to share is the first thing the reader sees.
The chronologic resume is advantageous when:
1.)
The position is in a highly traditional field, such as teaching, law, or health care, where specific employers are of paramount interest
2.)
You are staying in the same field as prior jobs
3.)
Job history shows real growth and development
4.)
Prior titles impressive
The chronologic resume is NOT
advantageous when:
1.)
Your work history is spotty
2.)
You are changing career goals
3.)
You have been in the same job for many years
4.)
You are looking for your first job
See page 1189 for example
Functional Resume
- Highlights specialty areas of accomplishments and strengths. It allows you to organize them in an order that supports your work objective.
The functional resume is advantageous when:
1.)
Your experience can be sorted into areas of function, for example, administrative, clinical, supervisory
2.)
You are changing careers
3.)
You are reentering the job market after an absence
4.)
Your career path or growth is not clear from a chronologic listing
5.)
You have had a variety of different, apparently unconnected, work experiences
6.)
Much of your work has been volunteer, free-lance, or temporary
7.)
You want to eliminate repetition of descriptions of job duties
8.)
You have extensive specialized experience
The functional resume is NOT
advantageous when:
1.)
You want to emphasize a management growth pattern
2.)
Your most recent employers are highly prestigious and the specific employers are of paramount interest
See page 1189 for example
Targeted Resume
The targeted resume is best for focusing on a clear, specific job target. It should contain a career objective and list your skills, capabilities, and any supporting accomplishments related to
that objective.
Accomplishment statements begin with power verbs and give a brief description of what you did and the demonstrable results that were produced.
The targeted resume style enables graduated students to list classes related to their career, grade point avg, student awards, and achievements.
The targeted resume is advantageous when:
1.)
You are very clear about your job target
2.)
You have had a variety of experience that appear unrelated to each other but that include skills that you can use in a skills list related to your job target
3.)
You can go in several directions and want a different resume for each
4.)
You are just starting your career and have little experience but know what you want, and are clear about your capabilities
The targeted resume is NOT advantageous when:
1.)
You want to use one resume for several different applications
2.)
You are not clear about your abilities and accomplishments
See page 1190 for example
Online Profile
An online profile may have to follow specified rules. For example, LinkedIn, see page 1189-1191
E-Resume
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Related Questions
Chapter 7:
8. Compare and contrast personal orientation and performance orientation.
9. What are you best advised to do at the end of a day during which nothing has gone right and none of your targets have been reached?
10. What criteria might you use to decide whether to spend time with a surprise visitor or refuse to do so?
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The dean and the head of department of business faculty have just finished interviewing four candidates who want to work for University of Kyrenia Business Faculty.
Name of the management function :
Reason :
b) When Andy reported to her supervisor that the furniture assemblers at their manufacturing plant were using 15 percent more nails than in the preceding month
Name of the management function (:
Reason:
c) To motivate and lead employees to reach a 20% higher market share next year, management of a firm decided to give some monetary incentives to employees.
Name of the management function : Directing
Reason :
D) The management of a firm wants to increase their firm’s market share by 50% within the next three years. To accomplish this goal, they determined a competitive pricing strategy.
Name of the management function : Planning
Reason :
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Multiple Choice
Storytelling
Write a letter
Innovation role play
Third party projection
Personification
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Some research studies (Ilies & Judge, 2003; Saari & Judge, 2004) report that genetics play a very important part in whether an employee has a high level of job satisfaction. Their work suggests that the attitudes, personality, and values that a person brings to the workplace are better predictors of whether the employee will be satisfied than any of the external factors a company or manager might provide the employee. In fact, their studies indicate that a person with high satisfaction will generally report being highly satisfied, no matter the situation within the company. Similarly, a person who reports low satisfaction will consistently report low satisfaction, no matter what the company may do to increase the employee's satisfaction.
If these studies are correct, then there would seem to be some rationality in only hiring applicants with positive personalities.
In this assignment, you will develop a ten item survey that will be given to all applicants at your company. The…
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9 of 15
Scientific management is An approach that involves using the scientific method to find the 'one best way' for job to be done
True
False
Assessment Navigator
Questionmark Perception licensed to Yarmouk University
O Case Fair Micro1 pptx
P Type here to search
arrow_forward
From the Perceptions on Retention provided below kindly provide and develop potential questions
Recognition and Appreciation: Public employees are likely to want regular acknowledgement and gratitude for their efforts in the public sector since this fosters a sense of worth and job satisfaction, which aids in long-term retention.
Opportunities for Skill Enhancement and Growth: Perceptions about the availability of possibilities for skill development and career growth within the public sector may influence decisions to stay or look for other work alternatives.
Work-Life Balance and Wellbeing: Public servants may value overall welfare and prioritise a healthy work-life balance, good working conditions, and supportive management as vital considerations for long-term retention.
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How do formal job descriptions assist a manager? Provide an example of how an inadequate job description could have serious repercussions for an organization.
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Consider the following as you develop your strategies:
What factors contribute to employee retention?
What experiences are important for new employees as they acclimate to the organization?
Which employee development method(s) do you think would be most useful to the job incumbent you selected?
arrow_forward
During this week’s reading, you will be exposed to the Job Characteristics Model, which focuses on skill variety, task identity, task significance, autonomy, and feedback.
Using the job characteristics model as a guide, discuss how a manager/supervisor can enrich or enlarge subordinates’ jobs. Also, discuss how the 360-degree performance appraisals/feedback process can be leveraged to improve employees’ performance. Additionally, how does the 360-degree help the manager to develop SMART goals for each employee?
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Explain what types of jobs can be more suitable for employees’ categories presented by Douglas McGregor? Provide support to your answer separately for each category as well as each job.
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Come up with some behavioral and/or situational interview questions: based off above.
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Read the following and answer.
Currently, Rose is a senior manager in the human resources department of ABC Company. It took her six months to realise that despite her best efforts, she had not been able to establish any meaningful relationships with her coworkers. In the past, she has always held that her art speaks for itself.
When it comes to the HR Employee Engagement Program, she's spent many hours preparing on a presentation that will be attended by high-ranking executives. She is convinced that she has gathered all the necessary evidence to support her novel theory and is eager to share it with the world.
As soon as she got up on the morning of the presentation, she dressed on her best gear and headed directly to work, arriving just in time. One of her coworkers asked, "I'm very eager to hear your thoughts today. A sneak preview, please. " "Don't worry, you will find out shortly," Rose smirked.
Tara, the head of HR, walked out of her presentation after only 10 minutes.
'Rose,…
arrow_forward
Read the following and answer.
Currently, Rose is a senior manager in the human resources department of ABC Company. It took her six months to realise that despite her best efforts, she had not been able to establish any meaningful relationships with her coworkers. In the past, she has always held that her art speaks for itself.
When it comes to the HR Employee Engagement Program, she's spent many hours preparing on a presentation that will be attended by high-ranking executives. She is convinced that she has gathered all the necessary evidence to support her novel theory and is eager to share it with the world.
As soon as she got up on the morning of the presentation, she dressed on her best gear and headed directly to work, arriving just in time. One of her coworkers asked, "I'm very eager to hear your thoughts today. A sneak preview, please. " "Don't worry, you will find out shortly," Rose smirked.
Tara, the head of HR, walked out of her presentation after only 10 minutes.
'Rose,…
arrow_forward
Read the following and answer.
Currently, Rose is a senior manager in the human resources department of ABC Company. It took her six months to realise that despite her best efforts, she had not been able to establish any meaningful relationships with her coworkers. In the past, she has always held that her art speaks for itself.
When it comes to the HR Employee Engagement Program, she's spent many hours preparing on a presentation that will be attended by high-ranking executives. She is convinced that she has gathered all the necessary evidence to support her novel theory and is eager to share it with the world.
As soon as she got up on the morning of the presentation, she dressed on her best gear and headed directly to work, arriving just in time. One of her coworkers asked, "I'm very eager to hear your thoughts today. A sneak preview, please. " "Don't worry, you will find out shortly," Rose smirked.
Tara, the head of HR, walked out of her presentation after only 10 minutes.
'Rose,…
arrow_forward
Kate, the manager of Halpern Tooling Company, wants to create a stronger, more positive culture at the company. How might Kate promote and encourage a stronger culture?
Create a spreadsheet showing that employees are better paid than at other companies
Celebrate and reward those employees who exemplify the Halpern Tooling Company desired culture.
Benchmark other companies and mimic their culture.
Analyze the competitive environment and competitive intelligence of the company.
Suggest that supervisors review the company handbook with their departments.
arrow_forward
Etoni is a new employee who comes from a culture that values respect for people in higher positions and values the well-being of others more than goal achievement. Etoni's culture is characterized by which of the following?
Select an answer and submit. For keyboard navigation, use the up/down arrow keys to select an answer.
a
high collectivism and a short-term orientation
b
high power distance and a strong nurturing orientation
c
low uncertainty avoidance and high individualism
d
low power distance and a strong nurturing orientation
arrow_forward
Imagine you are the training manager of a hotel that will open next year. Your GM asks you to develop a training program that aims to boost the team spirit of the newly formed Executive Committee Members. Your GM suggests you organize a two-day course in a resort location from 9 to 5 for both days.
Describe 3 training methods that suit the training theme described above.
Hint: this is attitude, not skills nor knowledge training
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Can you provide a suitable theory model to construct a theorectical framework for research on the topic An investigation of the factors that contribute to the low performance of employees
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What are the benefits if you are a well-presentable employee in your workplace? Illustrate and elaborate on your answer.
Is being a well-mannered employee a good indication to your clients and to your company's reputation? Explain your answer deeply.
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Referring to case "On the cost of being nice" Do you think employers must choose between agreeable employees and top performers? Why or why not?
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What are the expected outcomes and benefits that an organization aims to achieve through the successful implementation of an employee orientation program?"
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Provide thoughts on where strengths and weaknesses are in relation to the seven different categories that the questionnaire covers (Thoroughness, Control, Hesitancy, Social Resistance, Optimizing, Principled, Instinctiveness).
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Please explain all options
is not an intervention to control organizational behaviour
Select one:
a.human resource management
b.six sigma
c.staff training
d.Team building
arrow_forward
In modern times it is possible that an employee could have a number of different jobs in a short amount of time. Do you think this frequent job changing could skew results for this type of “ideal” employee selection? Do you think potential candidates can use these screening mechanisms to their advantage by making themselves seem like perfect candidates when in fact they are not?
What personality traits may not seem like a good fit based on an initial screening but in fact would make a good employee?
Do you feel that work and dedication could overcome a person-job mismatch?
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write a comprehensive summary (400-500 words) to discuss the following questions:
What types of skills or attributes do you think managers need to be successful in their jobs?
How should managers develop these skills?
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Related Questions
- Chapter 7: 8. Compare and contrast personal orientation and performance orientation. 9. What are you best advised to do at the end of a day during which nothing has gone right and none of your targets have been reached? 10. What criteria might you use to decide whether to spend time with a surprise visitor or refuse to do so?arrow_forwardChoose three internal selection factors that you believe would be most reliable for promoting employees within an organization. Next, describe two reasons why an individual should consider these three factors when promoting employees within an organization. Justify your response.arrow_forwardOrientation program is important to all newly hired employees. Explain why you agree or disagree with this statement.arrow_forward
- What type of management functions each of the following statements represent? Explain YOUR ANSWER The dean and the head of department of business faculty have just finished interviewing four candidates who want to work for University of Kyrenia Business Faculty. Name of the management function : Reason : b) When Andy reported to her supervisor that the furniture assemblers at their manufacturing plant were using 15 percent more nails than in the preceding month Name of the management function (: Reason: c) To motivate and lead employees to reach a 20% higher market share next year, management of a firm decided to give some monetary incentives to employees. Name of the management function : Directing Reason : D) The management of a firm wants to increase their firm’s market share by 50% within the next three years. To accomplish this goal, they determined a competitive pricing strategy. Name of the management function : Planning Reason :arrow_forwardYou want to know what factors are most important in real estate agent selection, so you tell participants they are the most important real estate authority in the world and have been asked to design the perfect training program for hiring real estate agents. You are using which qualitative technique? Multiple Choice Storytelling Write a letter Innovation role play Third party projection Personificationarrow_forwardSome research studies (Ilies & Judge, 2003; Saari & Judge, 2004) report that genetics play a very important part in whether an employee has a high level of job satisfaction. Their work suggests that the attitudes, personality, and values that a person brings to the workplace are better predictors of whether the employee will be satisfied than any of the external factors a company or manager might provide the employee. In fact, their studies indicate that a person with high satisfaction will generally report being highly satisfied, no matter the situation within the company. Similarly, a person who reports low satisfaction will consistently report low satisfaction, no matter what the company may do to increase the employee's satisfaction. If these studies are correct, then there would seem to be some rationality in only hiring applicants with positive personalities. In this assignment, you will develop a ten item survey that will be given to all applicants at your company. The…arrow_forward
- 9 of 15 Scientific management is An approach that involves using the scientific method to find the 'one best way' for job to be done True False Assessment Navigator Questionmark Perception licensed to Yarmouk University O Case Fair Micro1 pptx P Type here to searcharrow_forwardFrom the Perceptions on Retention provided below kindly provide and develop potential questions Recognition and Appreciation: Public employees are likely to want regular acknowledgement and gratitude for their efforts in the public sector since this fosters a sense of worth and job satisfaction, which aids in long-term retention. Opportunities for Skill Enhancement and Growth: Perceptions about the availability of possibilities for skill development and career growth within the public sector may influence decisions to stay or look for other work alternatives. Work-Life Balance and Wellbeing: Public servants may value overall welfare and prioritise a healthy work-life balance, good working conditions, and supportive management as vital considerations for long-term retention.arrow_forwardHow do formal job descriptions assist a manager? Provide an example of how an inadequate job description could have serious repercussions for an organization.arrow_forward
- develop an onboarding and training strategy for a new employee to increase satisfaction and retention. Consider the following as you develop your strategies: What factors contribute to employee retention? What experiences are important for new employees as they acclimate to the organization? Which employee development method(s) do you think would be most useful to the job incumbent you selected?arrow_forwardDuring this week’s reading, you will be exposed to the Job Characteristics Model, which focuses on skill variety, task identity, task significance, autonomy, and feedback. Using the job characteristics model as a guide, discuss how a manager/supervisor can enrich or enlarge subordinates’ jobs. Also, discuss how the 360-degree performance appraisals/feedback process can be leveraged to improve employees’ performance. Additionally, how does the 360-degree help the manager to develop SMART goals for each employee?arrow_forwardExplain what types of jobs can be more suitable for employees’ categories presented by Douglas McGregor? Provide support to your answer separately for each category as well as each job.arrow_forward
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SEE MORE QUESTIONS
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Recommended textbooks for you
- Management, Loose-Leaf VersionManagementISBN:9781305969308Author:Richard L. DaftPublisher:South-Western College Pub
Management, Loose-Leaf Version
Management
ISBN:9781305969308
Author:Richard L. Daft
Publisher:South-Western College Pub