Midterms: Communication Process

Communication Process

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Information Management

-the collection and management of 

information from one or more sources

& the distribution of that information to 

one or more audiences.

Communication 

- process of transferring information from a sender 

to a receiver with the use of medium in which the 

communicated information is understood by both 

the sender and receiver.

Barriers of Communication 

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Structural

- Organization's design and bureaucratic patterns

- Size of organization

- Number of managers & supervisory layers

- Number of employees

- Size of physical plant

Semantics

-the branch of communication science

that studies aspects of words and messages.

Technical

-Defect in equipment

-Defect in environment

-Defect in medium

People

-Individual differences in background and perception.

Outcome

-Closely tied to the acceptance of the message by the receiver.

-If the receiver cannot perform the requested task, the communication has not been entirely successful.

Midterms: Quality Assurance

- It is planned or systematic actions necessary to provide enough confidence that a product or service will satisfy the given requirements for quality. 

- It was developed out of the limitations of the QC approach and defined quality in health acre institutions by the success of the total organization in achieving goals of patient care.

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Control of Tests

Precision

- It can be assessed intra-laboratory and inter-laboratory. It is determined by how well a procedure reproduces a value.

Accuracy

- commonly known as the "gold standard" it refers to the closeness of a result to the actual value of an analyte when performing a test.

Sensitivity

- is the percentage of individuals with particular disease for which the test is used in whom positive results are found.

Specificity

- is the percentage of individuals who do not have the particular disease and whom negative results are found.

Midterm: Personnel Management

Personnel Management

- It is concerned with the effective use of the skills of people. They may be salespeople in a store, clerks in an office, operators in a factory or technicians in a research laboratory. It starts with the recruiting or hiring of qualified people and continues with directing and encouraging their growth as they encounter problems and tensions that arise in working toward established goals.

THEORIES OF MOTIVATION

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"Motivation can be cited as the reason someone behaves in a certain manner, it can be defined concisely as the  reason people do things they do"

Maslow's Hierarchy of Needs 

- the primary needs take priority and must be satisfied before the secondary needs can be purchased. 

Alderfer's ERG Needs Theory

- Allows a person to be operating at different levels at the same time.

- Frustration - regression progress.

Herzberg's Two Factor Theory

- Hygiene Factors: prevent job dissatisfaction.

- Motivation Factors: seem to stimulate employees to strive for superior performance.

Mclleland's Achievement Motivation

-The strength of a specific motive is directly linked to the opportunities offered by the situation. 

Vroom's Expectancy Theory

- Behavior as a process in which making choices is in direct response to the expected potential for reward.

Adam's Equity Theory

- key concepts are comparison and perception. Comparison can be inside the organizations, as the salaries of the coworkers, or external, as the wage rates of the other laboratories.  

Skinner's Reinforcement Theory

- We repeat performances for which we are positively rewarded, or we avoid actions that bring about undesirable consequences. Focuses on the environment, rather than on needs, motives, and personality. Examples of the application of this theory to the workplace are goal-related management models such as management by objectives (MBO) and total-quality management (TQM).