Fitness management test 1 usi

Trait Leadership

leaders are born, not made; drive, desire to lead, honest, knowledge of business

ACE model

Alignment, Capability, Engagement

SMART goals

Specific, Measurable, Attainable, Realistic, Timely

Corporate-Based

Combat healthcare costs, wellness model

Steps to creating internal training programs

Committing to a need analysis, choosing topics for training, picking a strategy, delivering material, creating accountability

Compensation and Management suggestions

Competitive pay, employees are income producing, Balance payroll costs with productivity, manage payroll costs, payroll costs=investment

Termination Guidelines

Less than 10 min, Speak calm, Accept responsibility, be respectful but be stern, willing to listen, provide paperwork, document the meeting

Strategic Plans

Look 3-5 years in the future and are made up of daily, weekly, and monthly goals

Strategic Plan Elements

Organization, Assessment, Strategy Formulation, Strategy Execution, Evaluation

Selecting Candidates

Review Apps, Phone Screening, In-Person Interview, Background Check, Comparison of Candidates, Job offer

Forms of Compensation

Salaries, Overtime pay, Commissions, Bonuses, Payed off days, Health Benefits

Three management theory

Scientific, HR, Process or administrative

Leadership theory

Trait and behavioral

HR management

Valued employee=productive employee

Qualitative

Data in the form of words, brand awareness

Scientific management

Defines relationship performance, incentive pay over annual

Situational Leadership

Fielders contingency model, dependent on style; path goal model, work will equal success for a follower

Process Management

Five processes and managers assume roles : interpersonal informational and decisional

For-Profit

Focus on membership, retention, revenue

Behavioral leadership

Focused on action, job or employee centered

Types of Health and Fitness Orgs.

For-Profit, Not-For-Profit, Hospital-Based, Corporate-Based

Quantitative methods

Form of numbers and Primary and secondary data

Employee grouping

Full-Time salary, Full-Time hourly, Part-Time hourly, Independent Contractors

Developing Compensation Program

Identify needs, develop goals, construct program, test program, implement program, review and revise program

Characteristics of leaders

Inspire trust, communicate goals of org., seek mentors, nose for talent, assess talent, understand everyone's different, encourage feedback, understand importance of systems, provide expectations

Hospital-Based

Integrate healthcare prevention, rehab

Manager and leader differences

Manager looks inward, leader looks outward

Termination preparation

Meeting with employee, have a statement explaining why, have a witness, in a private space, schedule when employees can leave abruptly

Total Quality Management (TQM)

Observing and measuring everything occurring within the organization

5 processes

Planning, organizing, staffing, directing, controlling and evaluating

Job description elements

Qualifications, Wages, Expectations, Advancement, Physical Requirements

Not-For-Profit

Tax exempt status, focus on health, childcare, education, arts, camps

Recruiting Selection Step1

Technical Skill, Recruitment Budget, Urgency, Geography, Compensation