Exam (elaborations)
SNCOA LDR-301S Leading Organizations
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SNCOA LDR-301S Leading Organizations
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SNCOA LDR-301S Leading Organizations x x xStudyxonlinexatxhttps://quizlet.com/_cxkj8r
1. 6 ways to improve outdated onboarding program.: 1. Take a proactive ap-
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proach (plan the first day)
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2. offer a proper orientation (prior to onboarding; tour the facility, intro companyte
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ch; overview mission & goals; company org chart; expectations & culture) Usescre
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en-sharing software x
3. make onboarding interactive (engaging trng content; quizzes, videos, webinars -
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gamification)
x
4. personalize the training process (new hires strengths, challenges, & preferences;m
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eet employees unique needs)
x x x
5. make it a social experience (team meeting day one; team building events; encour-
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age collaboration)
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6. solicit and learn from feedback (survey new employees regarding the onboardingpr
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ocess strength & weaknesses) x x x
2. 10 Onboarding Best Practices: 1. Align the messaging (determine your on-
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boarding goals; Ensure your messaging is consistent)
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2. Plan the first day (meaningful; understand roles & responsibilities; answer ques-
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tions; positive first day)
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3. Ensure a meeting with manager the first week (creates a sense of belonging; parti
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cipated in higher- x x
quality meetings and spent more time collaborating with theirteams than those who d
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id not have the manager meeting within the first week)
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4. support the person's authentic strengths (new hires get more satisfaction andm
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eaning from their work) x x x
5. Use gamification to engage employees (approach was well-
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received and had apositive impact on customer satisfaction)
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6. focus on social relationships (onboarding should be fun and participative ratherth
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an boring and top-down)
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7. Provide mentors to new hires (help ease new hires into their role and work culture;m
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ore invested in the values of the organization than those without a mentor)
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8. or provide buddies (assigning a fellow worker as a 'buddy' to help the newcomerint
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egrate into the workplace and 2) encouraging a new hire to observe a fellow associat
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e for a period of time)
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9. use diverse and blended formal practices (offering more approaches to facilitates
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ocialization rather than fewer, should be a primary goal of onboarding programs. In a
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ddition, new employees perceived the range of practices as at least moderatelybenef
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icial to their onboarding experience)
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10. gather feedback (online surveys and facilitate discussions with participants aboutw
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ays to improve the onboarding program)
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1x/x10
, SNCOA LDR-301S Leading Organizations x x x
Studyxonlinexatxhttps://quizlet.com/_cxkj8r
•
Providing a checklist, Facilitate communication, Reinforce existing culture and senseof
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xpurpose, Provide feedback channels x x x
3. Onboarding vs. Orientation vs training: Onboarding: Process organizations us x x x x x x x x
e to socialize and acclimate a new employee into the culture and work life of an organ
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ization - x
helps an organization discover and make use of the unique strengthsof each new em
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ployee (Bigger picture/scope) x x
Orientation: part of onboarding, Onboarding is a lengthy process that includes all ofth
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e practices, programs and policies that help integrate incoming employees into
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a new organization. It is a more strategic approach than a conventional orientationan
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d can take anywhere from 30 days to a year.
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Training: specificity of learning job responsibilities x x x x x
4. Initial Duty Assignment Worksheet: The Initial Duty Assignment Worksheetc
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an be used as a guide to outline the FSS, MPF and commander support staff requ
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irements to ensure personnel are assigned to a valid
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position number, and to facilitate timely and accurate input of current data after anAir
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man's arrival. x
5. ORGANIZATIONAL HIERARCHY AND STRUCTURE: Divisional x x x x x
Decentralized
Matrix Fun x
ctionalFlat x
6. Onboarding vs. Training: Onboarding: time for new hires to learn the responsi- x x x x x x x x x x x
bilities of the position; build a bond between the organization and the employee; big
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ger scope within the first 90 days
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Training: specificity of learning job responsibilities x x x x x
7. Flat Organizational Structure: lack of middle management; fewer layers of man
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agement; incur smaller expenses on salaries. Savings can accrue from non-tra-
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ditional use of external resources as well; A flat organizational structure can yield se
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veral advantages, including costs savings, rapid adaptability, and an innovative wor
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kforce;
Open communication and collaboration are encouraged; more employees are ona l
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evel playing field, more responsibility is placed upon each individual, creating a
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situation where innovative, collaborative self- x x x x
starters excel and passive followers lagbehind.
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2x/x10
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