What is an organizational culture of incivility? What are 2 characteristics that you can name, and give examples for?
HEALTH RESOURCES MANAGEMENT AND LABOR RELATIONS IN HEALTH SERVICES
HSA 301: AO1B CRITICAL STUDY QUESTIONS – TO FOCUS YOUR UNDERSTANDING OF THE REQUIRED READINGS FOR THE WEEK OF JULY 11
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ONLINE COURSE
REQUIRED READING 1: IMPACT OF NEGATIVE ORGANIZATIONAL CULTURE
What is an organizational culture of incivility? What are 2 characteristics that you can name, and give examples for?
What are at least 2 ways that a boss can behave with respect to employees that can seriously demoralize them over time?
What are 2 negative impacts of prolonged exposure to an organizational culture of incivility on the quantity or quality of the products or output of an organization?
What are 2 major reasons for the growth and spread of a culture of incivility in many U.S. organizations?
Why is it important for people in an organization to learn to be fully attentive, and to improve their listening skills, as a way of creating a positive organizational culture?
What is 1 benefit of developing a CIVIL organizational culture in terms of organizational productivity or effectiveness?
REQUIRED READING 2: NATURE AND CHALLENGES OF HEALTH CARE MANAGEMENT:
Be familiar with the main types of health care jobs, and where they fit in the Healthcare Position Hierarchy. (pages 5-7).
With respect to HR challenges in Healthcare:
What are some of the key challenges for recruiting and retaining health care workers? See pages 11-12.
Be familiar with the five (5) major change elements that Human Resources professionals are going to have to manage in the near future (pages 12 – 13).
Focus on 2 of these 5 changes: Compliance with Quality Standards, and Managing Diversity – why are these challenges? What kinds of actions will HR professionals have to take to address these challenges?
With respect to HR Functions in HealthCare: Pages 15-17.
Be able to briefly describe the 7 major activities that comprise the major focus of HR activities in health care organizations.
Be especially familiar with HR Planning and Analysis; EEO Compliance; HR Development; and Employee and Labor-Management Relations.
REQUIRED READING 2A: MODELS AND DEFINITIONS OF WHAT HUMAN RESOURCES DEPARTMENTS DO: Pages 20-26
Perceived Models of What HR Departments do:
Be familiar with the Clerical, Counseling, and Industrial models of the function, role, and purpose of HR departments.
Why does the Clerical model represent a stereotyped and negative view of HR department functions?
Where is the Counseling model most prevalent? What kinds of activities doe an HR department following this model focus on?
What is the focus of HR department activities in the Industrial Relations model? How much power does the HR department tend to have in organizations which use this model?
Alternative Models of What HR Departments do:
What is the focus of HR personnel working under a Managerial Model?
To what extent does this model of HR activity decentralize HR functions?
How does this affect the use of HR staff and resources for long-range planning and strategic thinking about HR?
On what kinds of HR activities does a Humanistic Model focus?
Types of HR Personnel:
What is the difference between a generalist and a specialist in HR?
To what extent do large health care organizations tend to use generalists as opposed to specialists?
What are some of the HR specialties you are most likely to encounter in a large health care organization?
The CEO and Human Resources:
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