Describe the application of one of the four management principles to an HIM function or service. You
will want to choose from either planning, organizing, controlling, or
leading. Determine how to apply this principle to a function or
service from the HIM department. Remember to present the information
in the paper as if you are the HIM manager.
Include references and in-text citations in APA style. The cover page,
title page, and reference pages do not count towards the 1-2 page
range.
Organizational Management Tutorial Transcript
The Nature of Organizational & Management
Organizations are open systems which interact with their external
environments in the process of transforming human and material
resource inputs.
A Successful Organization…
Must be able to obtain needed resource inputs and must provide outputs
of value to the external environment.
A manager is anyone in an organization to whom one or more others
directly report. Managerial effectiveness consists of:
Performance Effectiveness and Performance Efficiency
Effective managers create opportunities for individuals and groups to
make high-performance contributions in organization, to experience
satisfaction in the process.
The Management Process Consists of Four Functions
Rollover each to see the purpose of each process
Planning – setting a direction
Organizing – bring resources together
Leading – creating enthusiasm for work
Controlling – ensuring things turn out as desired
Managers have to take on many types of roles and use a variety of
skills to address these functions effectively and efficiently.
Drag and Drop
Drag each of the following management roles and skills to its definition.
Terms:
Interpersonal
Informational
Decisional
Technical
Human
Conceptual
Definitions:
Disturbance handler, resource allocator – making decisions that affect others.
Ability to work well with others through interpersonal relationships.
Figurehead, leader, liaison – working directly with other people.
Ability to solve complex problems and view the organization/situation
as a whole.
Monitor, disseminator, spokesperson – exchanging information with other people.
Specialized knowledge to perform specialized tasks.
Answer Key
Term 1: Decisional
Definition: Disturbance handler, resource allocator – making decisions
that affect others.
Term 2: Human
Definition: Ability to work well with others through interpersonal
relationships.
Term 3: Interpersonal
Definition: Figurehead, leader, liaison – working directly with other people.
Term 4: Conceptual
Definition: Ability to solve complex problems and view the
organization/situation as a whole.
Term 5: Informational
Definition: Monitor, disseminator, spokesperson – exchanging
information with other people.
Term 6: Technical
Term 7: Specialized knowledge to perform specialized tasks.
Congratulations! You have successfully identified the managerial roles
and the managerial skills discussed in your text!
Ethical Behavior is behavior that is accepted as morally "good" or
"right", as opposed to "bad" or "wrong" in a setting. Four view of
ethical behavior are:
Rollover each view to see its definition
Ethical Behavior
Moral-Rights – that which respects the fundamental rights shared by
all human beings.
Utilitarian – that which delivers the greatest good to the greatest
number of people.
Individualism – that which is best for the individual’s long-term self-interest.
Justice – that which is fair and impartial in its treatment of people.
Effectiveness from Three perspectives
Rollover each perspective for more details.
Individual Competencies + Group Effectiveness = Organizational Success
Individual competencies
Individual effectiveness emphasizes employee task performance, in
regards to ability, skill, and knowledge.
Aptitude – a person’s capacity to learn
Ability – a person’s capacity to perform
Group Effectiveness
Group Effectiveness emphasizes high levels of task performance, member
satisfaction and team viability. Group effectiveness is the sum of all
members’ contributions, in regards to the effectiveness of the group
structure, cohesiveness, and shared norms and values. For example,
Workforce Diversity capitalizes on demographic differences among
members in a given workplace (multiculturalism).
Organizational success
Organization Effectiveness is a function of both the individual and
the group effectiveness. To achieve organization success, managers
should strive to match individual competencies to required job skills.
Management also has to set the terminal values (goals) and
intermediate values (means for achieving desired outcomes, such as
achievement, helping and concern for others, honesty, and fairness.
Personality Profiles – The Overall Profile of a Person
Drag and Drop
Drag each of the following personalities to its definition.
Terms:
Problem-solving style
Locus of control
Authoritarianism
Machiavellianism
Self-monitoring
Type A/Type B orientation
Definitions:
A person’s ability to adjust to external situational factors.
The way a person makes decisions.
Obsessive vs. easygoing
The trait of manipulating others for purely personal gains.
Extent a person feels control over his/her own life.
Acceptance or disregard for authority.
Answer Key
Term 1: Self-monitoring
Definition: A person’s ability to adjust to external situational factors.
Term 2: Problem-solving style
Definition: The way a person makes decisions.
Term 3: Type A/Type B orientation
Definition: Obsessive vs. easygoing
Term 4: Machiavellianism
Definition: The trait of manipulating others for purely personal gains.
Term 5: Locus of control
Definition: Extent a person feels control over his/her own life.
Term 6: Authoritarianism
Definition: Acceptance or disregard for authority.
Excellent! This wraps up the personality profiles.
Can you relate to one or more of these profiles?
Perceptions
Perceptions are a screen, or filter, used to form impressions.
Factors That Influence perception:
* The perceiver’s past experiences
* The characteristics of the perceived
* The setting
Common perceptual distortions. Rollover to see definitions.
* Stereotypes – obscure individual differences
* Halo effects – creates overall impressions
* Selective perception – tendency to single-out aspects consistent
with one’s attitudes.
* Projection – assignment of one’s attitudes to other individuals.
* Contrast – characteristics compared to recently encountered others.
* Expectancy – self-fulfilling prophecy
The Life Styles Inventory Categories
The Life Styles Inventory was developed to assist you in the process
of getting to know you. The 12 LSI styles represent various ways in
which we think about ourselves. Your scores identify your thinking and
behavior in three categories.
Rollover each of the three categories to learn more.
Aggressive/Defensive
Self-promoting thinking and behavior used to maintain status/position
and fulfill security needs through tasks.
Styles: Perfectionist, Competitive, Power, and Oppositional.
Constructive
Self-enhancing thinking and behavior that contributes to one’s ability
to develop healthy relationships and work well with people and
proficiency at accomplishing tasks.
Styles: Achievement, Self-Actualizing, Humanistic, and Affiliative.
Passive/Defensive
Self-protecting thinking and behavior that promotes the fulfillment of
security needs through interaction with people.
Styles: Approval, Conventional, Dependent, and Avoidance.
LSI Example
Rollover each style for more information
STYLE PERCENTILE
Self-Actualizing 89
Humanistic 33
Affiliative 33
Approval 44
Conventional 50
Dependent 40
Avoidance 30
Oppositional 60
Power 70
Competitive 78
Perfectionist 20
Achievement 55
Self-Actualizing – measures a way of thinking that results in the
highest form of personal fulfillment.
Humanistic – Encouraging – measures our interest in people, our
tendency to care about others, and our ability to encourage them to
improve.
Affiliative – measures our degree of commitment to forming/sustaining
satisfying relationships.
Approval – measures our need to be accepted by others to
increase/sustain our feelings of self-worth.
Conventional – measures our tendency to act in a conforming way.
Dependent – measures the degree to which we feel our efforts do not count.
Avoidance – measures our tendency to use the defensive strategy withdrawal.
Oppositional – measures our tendency to use the defensive and
aggressive strategy of disagreeing with others, and to seek attention
by being critical.
Power – measures our tendency to associate our self-worth with the
degree to which we can control and dominate others.
Competitive – measures our need to establish a sense of self-worth
through competing against and comparing ourselves to others.
Perfectionist – measures the degree to which we feel a driven need to
be seen as perfect.
Achievement – measures a way of thinking that is associated with
personal effectiveness.
Self-Check
A high performance organization:
A) is similar to a traditional organization
B) automatically occurs whenever self-managing work teams are involved
C) produces organizational capability that delivers sustainable high
performance results
D) must have a very specific kind of organization structure
Managing workforce diversity involves:
A) matching organizational and job requirements with increasingly
diverse individuals
B) giving preference to traditional white American males
C) giving preference to nontraditional, nonwhite male workers
D) making sure quotas of workers in various categories are emphasized
Answer Key
A high performance organization:
C) produces organizational capability that delivers sustainable high
performance results
Correct! Remember that PEOPLE are the crucial resource to sustaining
high performance results!
Managing workforce diversity involves:
A) Matching organizational and job requirements with increasingly
diverse individuals
Correct! The challenge: respect the individual’s unique perspectives
while promoting a shared organization vision and identity.
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