Effective Supervisory Practices 5th Ed. Chapters 8-16

Descriptive, not evaluative

A focus describing an objective occurrence, describing your reaction to it, and offering a suggested alternative.

Congruent, not incongruent

A focus on honest meassages where verbal statements match thoughts and feelings.

Problem-oriented, not person-oriented

A focus on problems and issues that can be changed rather than people and their characteristics.

Specific, not global

A focus on specific events or behaviors and avoid general, extreme, or either-or statements.

Validating, not invalidating

A focus on statements that communicate respect, flexibility, collaboration, and areas of agreement.

Conjunctive, not disjunctive

A focus on statements that flow from what has been said previously and facilitate interaction.

Owned, not disowned

A focus on taking responsibility for you own statements by using personal "I" words.

Supportive listening, not one-way listening

A focus on using a variety of appropriate responses, with a bias toward reflective responses.

Active Listening

A key component of effective communication that goes beyond merely hearing by understanding what the other person is saying.

Harassment

A legal term describing a form of discrimination where a person is subjected to threatening, intimidating, embarrassing, or other offensive and unwelcome behavior because of gender, race, ethnicity, religion, age, disability, or some other protected characteristic.

Myers-Briggs Type Indicator (MBTI)

A personality test that taps four characteristics and classifies people into 1 of 16 personality types.

Purpose

A yearning to do what we do in service of something larger than ourselves.

Disrespectful Behavior

Actions that insult or indicate hostility or aversion toward someone.

Autonomy

An urge to direct our own lives.

Employee onboarding

Components consist of discussing job expectations, engaging new employees, promoting new employee retention.

Guidelines for Active Listening

Don't judge what they are saying, acknowledge feelings, paraphrase in your own words what you heard, ask open-ended questions.

Central Tendency Effect

Effect that happens when the supervisor rates everyone the same

Recency Factor

Effect that occurs when the supervisor rates an employee on the basis of a recent event and disregards the remainder of the evaluation period.

Progressive Discipline

Informal talks, spoken warning, written warning, suspension, salary reduction, demotion, dismissal.

Accountibility

Involves both negative and positve feedback on performances.

Effective Counseling

Key components are empathy, caring, listening, and confidentiality.

Six Stages of Change

Loss, Doubt, Discomfort, Discovery, Understanding, and Integration.

Illegal Discrimination

Making biased employment decisions against a person because of their protected characteristics.

Steps for Performance Improvement Plan

Monitor and access, create solution, develop plan, get input, identify problem.

Herzberg's Theory of Moviation

Motivational theory based on 2 factors based on motivational and hygiene factors. Motivational factors can only assist satisfying and include things such as achievement, recognition and personal development. Hygiene factors can only cause dissatisfaction and include poor working conditions and low pay.

Two way Communication

Occurs when the sender transmits information, facts, ideas, and meanings to the receiver and gets a response.

Mastery

The desire to get better and better at something that matters.

Maslow's Hierarchy of Needs

The lower level of needs must be satisfied befoe higher-level needs have any effect on motivation. Physiological needs, security needs, social needs, esteem needs, self-actualization needs.

Six Steps of the Communication Process

The sender, the message, the medium, the receiver, feedback and noise.

Communication

The transmission of ideas, facts, information, and meaning.