Lab Management Module 1 Questions and Answers

Lab Management Module 1 Questions and Answers Management -the process of coordinating and implementing the 5 functions (conditions) required for management to succeed. "working with and through people to accomplish a common mission" What are the 5 conditions required for management to succeed? 1. have a mission, or goal, that the organization/subunit expects to accomplish 2. leaders w/the authority to direct the team toward the goal 3. Necessary resources (people, equipment, supplies, money) 4. Responsibility for achieving the goals assigned 5. Accountability for using the resources established. What are the roles of a manager? (3) 1. The manager as a person: Talent and knowledge; the ability to deal with both people and things; emphasis is on the development of the person. 2. The manager as a servant: primary role is instrumentality. Ensuring the person performing the tasks has the training and resources necessary. Be supporters of their staff. 3. The manager as a representative: manager represents the owners/board of directors as well as those they supervise (responsible for supplying their needs and presenting their concerns to the owners) What are the 4 essential skills a manager must possess/develop? 1. Technical skills: ability to use tools, techniques, and specialized knowledge to carry out a process. 2. Human (People) skills: used to build positive interpersonal relationships, solve human relation problems, and build acceptance. 3. Organizational skills: the ability to see the lab as a whole and to solve problems in a way that benefits the entire lab. These are both creative and intuitive. Be able to conceptualize and apply the manage process, systematize work flow, make decisions, communicate with coworkers. 4. Financial management skills: effective use of/accounting for monetary assets. What are the 4 major schools of management philosophies? 1. Scientific management: applies a systematice or scientific approach to the study of organizations 2. Bureaucracy management: examines the organizational aspects of the company and its work flow to explain how institutions function and how to improve their structural process 3. Behavioral science: focuses on performance/interaction of people w/n the organization 4. Systems analysis: views the organization as a continuous process interacting w/n itself and w/ its environment. This is an outgrowth of management science. Scientific Management: the application of scientific principles to increase efficiency in the workplace (cause-and-effect) -the first orderly efforts to examine the functioning of complex organizations -Many modern principles and concepts can be traced to Frederick Taylor, the father of scientific management, who broke down each task into segments that could be analyzed for ways to improve efficiency. -This has now been absorbed and succeeded by systems theory. Bureaucracy: -The study of organizational structure. -examines work flow/organizational aspects of companies to explain how they function and how to improve the process, with particular attention paid to rules, regulations, impersonality, and the division of labor. -the majority of management principles are developed around a specific bureaucratic model -the search for the perfect organizational structure is an ongoing process; an understanding has been developed of how companies should be organized to more effectively pursue their goals Behavioral Science (Organizational behavior management) Looking at people and how they function in groups; -uses concepts in psychology, sociology, and management theories. Content Motivation Theories theories that focus on identifying and understanding employees' needs 1. Maslow's Hierarchy of Needs 2. Alderfer's ERG Needs Theory 3. Herzberg's 2-Factor Theory 4. McClelland's Achievement Motivation Maslow's Hierarchy of Needs Maslow's theory that prioritizes basic human needs into 5 categories ranging from most fundamental physiological needs to the most fulfilling, self-actualization. -Primary/lower-level needs: Physiological Needs (the most basic biological survival needs: food, water, air, rest, sex), Safety and Security (freedom from deprivation, fear/threats) these primary needs must be satisfied before secondary needs are pursued -Secondary/higher-level needs: Social needs (affiliation, affection, being part of a group of peers), Esteem (ego) needs: (personal respect/independence, recognition for achievement, appreciation), and Need for self-actualization: highest level needs; for fulfillment and realization of potential Self-actualization Challenging work that allows for creativity, autonomy in decisions, continual learning, and opportunity for professional growth Esteem (ego) position in company and associated privileges (prestige of job title); location, size, furnishing of office; respect, recognition and admiration of colleagues and fellow employees; comparative salary level Social: identification w/and membership in a group; opportunity to participate in social relationships w/ peers Salary: benefits (health insurance, retirement plans), safe working conditions; fair personnel policies, including job security and protection from arbitrary dismissal physiological: level of income, particularly amount of discretionary (take home) pay What was one point that Maslow emphasized that the employer should keep in mind when applying the needs model? Satisfaction of any one level is not enough. It just drives the employee to seek a higher plane of accomplishment. Alderfer's ERG Theory a human needs theory postulating that people have three basic sets of needs that can operate simultaneously. ERG = Existence, Relatedness, Growth needs. Existence: include Maslow's physiological and safety needs Relatedness: include Maslow's social, and part of esteem needs Growth: include Maslow's self-esteem and self-actualization Alderfer's ERG Needs Theory builds on 4 presuppositions: 1. Needs frustration: the less a need a satisfied, the more the desire for it increases; 2. Frustration regression: the less successful one is in satisfying a higher-level need, the greater the importance of fulfilling the previous level. (one who is frustrated in achieving personal growth, maximizing friendships/personal relationships becomes the major emphasis) 3. Satisfaction progression: as a person satisfies one lvl of needs, the desire for higher-lvl needs increases proportionately. 4. Growth progression: the more growth lvl needs are fulfilled, the more intense the desire for additional growth McClelland's Achievement Motivation Theory There are 3 categories of needs and people differ in the degree in which the various needs influence their behavior. 1. Need for Achievement (job and career success) 2. Need for Power (control and influence) 3. Need for Affiliation (warm, friendly relationships) -all needs can be fulfilled with products, consumption