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total quality management
Umiker S Management Skills For The New Health Care Supervisor 7th Edition Charles R. McConnell - Solutions
Present a generalized process for logically approaching and solving large or complex problems.
Establish the importance of decision making in today’s work organizations and outline its implications for the role of the supervisor.
How would you suggest mobilizing your transcription group to address the quality problem and recommend solutions?
Should you do some research aimed at identifying the more troublesome employees and address their quality problems at the August meeting? Why or why not?
Should you address this continuing problem with the group at large at your August meeting? Why or why not?
What should be the ultimate determinant of how much time and effort is put into any particular decision situation?
What are the essential differences between decision by vote and decision by true consensus?
What would your decision be concerning the sleeping employee if it were not necessary to clear such actions through the director of nursing?
Why is it often suggested to begin the workday by first tackling the unpleasant tasks?
How might some supervisors feel trapped into overcommitting their time?
Why do some individuals spend time focusing on low-priority tasks even when they know there are more important tasks waiting?
What is the strongest force acting to prevent us from improving our use of time? Why is this, and what can be done about it?
Why is delegation clearly identified as the greatest supervisory time saver?
Review some additional elements of personal effectiveness that can affect the supervisor’s use of time.
Suggest how the supervisor can effectively address the abuses of time perpetrated by others.
Offer some practical tips for saving time.
Identify the more commonly encountered time wasters, and suggest how the supervisor can counter these when they arise.
Explore the implications of various factors bearing on the use and management of time by the individual supervisor, suggesting the extent to which the supervisor can conceivably take control of his or her work time and surroundings.
If your initial decision is found unworkable or unacceptable, which alternative would be your second choice? Why?
Which alternative appears sufficiently workable to be the first one attempted? And what information do you need to assemble in preparing to justify your decision?
What is the director of nursing actually doing by reserving the right to approve or veto your decisions?
If you feel stuck with the reality of having your personnel decisions approved—or essentially made—by higher management, what information would you assemble and how would you prepare yourself to try getting a decision favorable to you from your chain of command?
Assuming you have indeed “hit a wall” as described in the final paragraph of the case, what would you consider doing to try to get some action or support?
What is the usual fate of material that’s set aside to read “when the time is available”? Why does this occur?
Do you believe that meetings in general have a tainted reputation as claimed in the chapter? Why or why not?
How would you handle a meeting participant who behaves as though he or she knows considerably more about the subject of the meeting than you, the chairperson?
Provide advice for meeting attendees to apply as constructive participants.
Recommend a procedure for the conduct of a meeting.
Review the necessary preparations to be made in advance by the individual who is to chair the meeting.
Identify the principal components of a properly structured meeting.
Review the primary purposes of meetings.
What are the primary advantages of face-to-face communication over communication in writing?
What are the primary advantages of communication in writing over face-to-face communication?
When you happen to be upset about a particular issue, what are the advantages of responding in writing rather than speaking face-to-face with the other party?
What means would you likely use to communicate your observation of a serious ethical breach committed by a licensed professional? Why?
It has been said that most business documents contain from 25–100%more words than needed to properly convey their messages. Granted, this makes for longer documents, but what’s the harm as long as they contain the correct information?
Provide a brief introduction to the subject of grant writing.
Delineate the role of facsimiles and email transmissions in communication via written language.
Suggest how the supervisor should approach the editing of an employee’s written output.
Provide step-by-step guidelines for preparing a document of any nature.
Outline the general steps involved in preparing a document.
Review the various kinds of problem attendees whose behavior threatens to disrupt the meeting, and suggest how the chairperson may cope with nonconstructive behavior.
Who is to chair the meetings, and does that person have the power to appoint members, schedule meetings, and prepare agendas? Select the chairperson carefully.
Is membership voluntary?
What is the purpose of the practice of setting meeting times at odd hours, for example 9:06 a.m.?
Why are so many regularly scheduled meetings wasteful and inefficient?
When you are convening a meeting, why not make your position, opinion, or recommendation clear at the outset to let attendees know where you stand?
If five to eight people is the ideal range of membership for a group considering various actions, how can a board of, for example, 30 persons effectively do business?
What is one form of meeting for which it is appropriate to expect everyone present to actively participate? And one form of meeting where little or no attendee participation is expected?
Why and how can the active presence of a devil’s advocate help avoid falling prey to the “Abilene Paradox”?
Why should we not seat antagonists facing each other across a conference table?
Why should there be a separate recorder appointed for a meeting?Why not have the chairperson fulfill this function and thus keep down the number of essential attendees?
If the committee is to serve permanently, have terms of tenure and plans for rotation of membership been provided?
What facilities and fiscal support are available?
Will you carry out whatever the committee recommends, or only the parts you like?
If it is a problem-solving committee, do you want only what is deemed to be the best solution or do you want a list of all the alternatives?
If it is a decision-making committee, what are the alternatives to be considered?
When is a report due? Are there to be interim reports? If so, at what intervals?
What is the goal or mission of the committee?
Provide guidance for selecting the appropriate channels for filling the supervisor’s written communication needs.
What particular characteristics might be exhibited by a supervisor who continually seems to become caught up in people problems that should actually be addressed by others?
Review networking; define personal networks, review their benefits, and examine their likely composition from the supervisor’s perspective.
In making yourself increasingly visible to higher management, could you experience any risks relative to your home department? Explain.
What is one present condition or circumstance affecting health care in general?
What is the difference between an objective and a goal? Provide an example related to career development.
Suggest what the supervisor can do to minimize personally experienced stress caused and aggravated by conditions and experiences in the workplace.
What was right or wrong about the manner in which the change in business office manager was made?
Why might one have to look forward to experiencing multiple careers?Why not simply pick one line of work and stick with it?
How can ethical considerations affect the level of a supervisor’s jobrelated stress? Provide an example.
What would you do if it becomes clear to you that the potential successor you were grooming is not going to make the grade as a supervisor?
Review the generally accepted criteria for success and suggest how to enhance your career development by increasing your promotability and marketability.
Provide the supervisor with guidelines for reducing stress within the department, including the use of departmental stress reduction programs.
How can your external customers be of value to you in networking?
Why do you suppose networking is frequently a more successful means of finding a new position than other means such as answering employment ads?
Identify the various causes of stress, both internal to the individual and in the environment in which the individual functions.
How might effective internal networking be of assistance to you during a period of reengineering or reorganizing?
What do you suppose would be the attitudes of the business office staff upon hearing of the change?
Why can we truthfully say that politics is inevitable in organizational life?
What do you believe would have been the level of stress among the department’s staff before the change was announced and immediately after the change was announced? Why the difference, if any?
How can a lack of knowledge of the organization’s long-terms goals contribute to stress among rank-and-file employees?
Why is it claimed that the acceptance of risk is essential in career development?
Review a number of steps to success that have worked for many people and that can enable a person to succeed to the full extent of his or her determination and ability.
How has the recent trend toward reengineering, reorganizing, and the formation of health systems contributed to employee stress? To management stress?
Examine the phenomenon of politics in the workplace, and suggest how the supervisor might most effectively cope with job-related politics.
What would you say to employees in a meeting if your organization was experiencing a union organizing campaign? Would you encourage them to think carefully about favoring union membership?Why or why not?
What can a supervisor do to protect the department’s employees from stress coming from sources outside the department?
Why are appropriately empowered employees less likely than others to experience excessive stress or burnout?
Provide the supervisor with advice for relating to and coping with his or her immediate organizational superior.
Discuss the need for a balanced approach in fulfilling the responsibilities of supervision while also preparing for career advancement.
If my services suddenly become unavailable, how would my job get done?
What should you look for in recruiting for new employees to improve your chances of hiring stress-resistant personnel?
Establish the value of succession planning to the supervisor and outline the succession planning process from the department supervisor’s perspective.
How long would it take to find and train my replacement?
Describe one way in which a supervisor can at least partially control the level of stress experienced by his or her employees.
Who is on board right now who could take over?
How can the goals of an individual employee contribute to stress or help to control or avoid stress?
What have I done to prepare a successor?
What are the apparent advantages and potential disadvantages of focusing your self-development on achieving excellence in a specific technical or professional specialty?
How can circumstances in one’s private life outside of work contribute to stress on the job?
What is the direct and immediate effect of “end running” your boss and why is this particularly harmful?
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