Chapter 3 Terms with Quiz

As the newest EHR implementation specialist in the department, Sarah brings a homemade treat to share with her co-workers every Friday. This is an example of which level of Maslow's hierarchy of needs? a. Belonging and love b. Physiological c. Self-actualization d. Self-esteem

A

This motivational theory supports the idea that employees are motivated when they feel that what they contribute to an organization is matched by what they receive in the way of salary, benefits, and job security. a. Equity theory b. Goal-setting theory c. Herzberg's two-factor theory d. Reinforcement theory

A

When given a choice, people prefer to spend time with others whose values are like their own. This is referred to as: a. Cultural bias b. Similarity-attraction c. Social identity d. Stereotyping

A

Formed by employees with common interests, these groups come together for a specific purpose such as mentoring, continuing education, or participation in a service project.

Affinity groups

After retiring from University Hospital, Mark is hired back as a temporary cancer registrar to help reduce occasional abstracting backlogs. This is an example of: a. Age-related stereotyping b. Bridge employment c. Phased retirement d. Temporary retirement

B

A job that an individual takes between leaving their full-time position and beginning full-time retirement; the job could be part-time in the same organization or in the same field, part-time in a new field, self-employment, or even temporary work.

Bridge employment

A group of HIM employees gather each day for one week at lunch to plan a baby shower for their supervisor. This is an example of what kind of team? a. Cross-functional b. Formal c. Informal d. Virtual

C

During this last stage of team growth, team members complete the goals assigned to them working together consistently and effectively. a. Forming b. Norming c. Performing d. Storming

C

The US Bureau of Labor statistics indicates that over the next 10 years which of the following will occur? a. Both the age 55 and older as well as the ages 16 to 22 labor force will increase b. Both the age 55 and older as well as the ages 16 to 22 labor force will decrease c. The age 55 and older labor force will increase and the ages 16 to 22 labor force will decrease d. The age 55 and older labor force will decrease and the ages 16 to 22 labor force will increase

C

This team member has responsibility for all administrative aspects of the team functions of assigning tasks, calling meetings, running meetings, and resolving conflicts. a. Coach b. Facilitator c. Leader d. Sponsor

C

Which of the following has little to no impact on an employee's job morale? a. Autonomy b. Positive feelings about management c. Size of the organization d. Workplace safety

C

Which of the following is an example of an intrinsic element of motivation? a. Incentive pay b. Pay raise c. Personal feeling of satisfaction d. Promotion

C

Teams that are made up of members from different departments; also known as interdisciplinary teams

Cross-functional teams

Motivation theory that suggests that employees are motivated by the balance of their inputs in relation to their outputs as compared to both their employer and other workers.

Equity theory

External motivating factors are tangible and obvious to others

Extrinsic

Teams that are structured, assigned a charter, and usually proceed with meetings, minutes, and agendas

Formal teams

Theory based on the premise that employees respond best when goals are clearly defined and feedback is provided about goal progress

Goal-setting theory

Also known as the motivation-hygiene theory, Herzberg identified two motivational elements—motivators (satisfiers) and hygiene factors (dissatisfiers).

Herzberg's two-factor theory

Elements that can provide job dissatisfaction to employees and consist of company policies, supervision, working conditions, and financial rewards.

Hygiene factors

The differences between individuals are truly respected and valued in the workplace; inclusion is the result of successful diversity management

Inclusion

Employees who develop groups around shared interests that may or may not pertain to organizational business

Informal teams

Internal motivating factors come from within the individual

Intrinsic

Changes used to motivate employees by making their jobs more interesting and increasing an individual's usefulness throughout the organization

Job design changes

The concept that adding a variety of job tasks to an individual's job flexibility; a horizontal expansion of an employee's duties; tasks are added to the current job, but employees have the same degree of autonomy and responsibility

Job enlargement

A vertical expansion of a person's duties; generally, a new skill set is required and responsibility and autonomy are increased

Job enrichment

A method in which workers are shifted periodically among different tasks; employees learn new job tasks and job rotation offers a break from the monotony of a repetitive job.

Job rotation

The feelings of enthusiasm and loyalty that a person or group has about a task or job.

Morale

The forces acting on or within a person that cause the person to behave in a specific, goal-directed manner.

Motivation

Elements that can provide job satisfaction to employees and consists or achievement, recognition, the work itself, advancement, and responsibility

Motivators

Behavior is associated with a positive or negative reward, and is modified or learned over time

Operant conditioning

Team member who creates a meeting agenda, takes and distributes meeting minutes, helps to create charts, and sends out necessary correspondence.

Recorder

Motivation theory built on the incentive and reward concept; employees are motivated to perform in relation to incentives or positive reinforcement as well as disincentives or negative reinforcement

Reinforcement theory

Overall, people prefer to interact with others who are similar to themselves; when given a choice, people prefer to spend time with others whose attitudes and values are like their own

Similarity-attraction

A person's sense of belonging to a social group

Social identity

Exhibiting cultural bias with generalizations about individuals based on their identity, group membership. Or affiliations

Stereotyping

A group of people working together to achieve a common purpose for which they hold themselves mutually accountable

Team

Clearly defines the expectations of the team, details the mission and vision of the team, provides the scope, sets the boundaries, names the leader and members, and identifies the key outcomes

Team charter

Individual who understands the team process, and is available to assist with the mechanics of the team process, but who is not as concerned with the outcome of the project as much as he or she is concerned that the team functions productively; the facilitator is present at meetings, but is neither the leader nor a member; he or she provides coaching on how to run a meeting, assign tasks. And make decisions.

Team facilitator

Usually selected by the sponsor, the team leader is responsible for the administrative aspects of team management like setting and running meetings, assigning tasks, keeping the team focused, resolving conflicts among members, communicating with the team sponsor, and making sure that the resources are being used efficiently

Team leader

Individuals who do the work of the team such as participating in discussions, putting forth ideas, sharing solutions, carrying out assigned tasks, and supporting team actions in their individual work areas

Team members

The individual who initially brings the team together and assigns their charter.

Team sponsor

Team member who is responsible for keeping meetings on track by managing time.

Timekeeper

Teams whose members are geographically distributed, requiring them to work together through electronic means with minimal face-to-face contact.

Virtual teams

A balance between an individual's work and personal life

Work-life balance

The set of individual, group, and cultural differences employees bring to an organization.

Workplace diversity

During this stage of team growth team members are established, tasks defined, and behaviors and ground rules are outline

forming

what are the four stages of team growth?

forming, storming, norming, and performing

During this stage of team growth team members make progress on their work, overcoming differences and accepting the established ground rules

norming

During this stage of team growth team members perform consistently to get the work done, choosing and implementing changes and working through group problems

performing

name the psychological barriers (4)

similarity-attraction, social identity, stereotyping, and cognitive biases

During this stage of team growth team members work together to learn to effectively manage differences of opinions and outright conflict so collaboration can occur and move the project forward

storming

what are the five success factors for virtual teams?

trust, diversity, communiction, clear goals, recognize team members