1 / 21

Computers and Funeral Service

Computers and Funeral Service. Advantages Disadvantages. Internet. http://www.njfda.org (NJ FDs’ Assoc.) http://www.nfda.org (NFDA) http://www.nfdma.org (NFD & Morticians’ Assoc.). Personnel Issues in FS.

violet
Télécharger la présentation

Computers and Funeral Service

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Computers and Funeral Service Advantages Disadvantages

  2. Internet • http://www.njfda.org (NJ FDs’ Assoc.) • http://www.nfda.org (NFDA) • http://www.nfdma.org (NFD & Morticians’ Assoc.)

  3. Personnel Issues in FS • Human Relations: “motivating people in organizations to develop teamwork, which effectively fulfills their needs and achieves organizational objectives” • Human relations are critical: • 1) attaining objectives of the firm • 2) effective public relations • 3) motivate and maintain personnel

  4. Motivating Personnel • “motive”: something that causes a person to act • “motivation”: the individual internal process that energizes, directs, and sustains behavior • (Pride, Hughes, Kapoor, 2005)

  5. Theories of Motivation • Frederick W. Taylor • Hawthorne studies • Maslow’s Hierarchy of Needs • Herzberg Dual/Two Factor Theory • McGregor Theory X and Theory Y

  6. Frederick W. Taylor • interested in improving efficiency of individual workers • research led to “scientific management” • each job should be broken down into separate tasks • people work only to earn money • “piece-rate system”: employees are paid a certain amount for each unit of output they produce

  7. Hawthorne Studies • conducted at the Hawthorne plant of the Western Clectric Company in Chicago • objective was to determine the effect of work environment on employee productivity • 2 sets of experiments: • 1) lighting in the workplace • 2) effect of “piece-rate” system Human factors are at least as important to motivation as pay rates….human relations movement.

  8. Maslow’s Hierarchy of Needs • Physiological Needs • Safety Needs • Belonging and Love/Social Needs • Esteem Needs • Self-actualization • Most employees in small business are motivated by belonging and esteem needs.

  9. Herzberg Dual/Two Factor Theory(Motivation/Hygiene Theory) • Frederick Herzberg interviewed approximately 200 accountants and engineers in Pittsburgh • Feeling good and feeling bad about the job results from different sets of factors. • Hygiene Factors: maintenance factors • Motivation Factors: cause people to strive to do the best work

  10. McGregor Theory X and Theory Y • Theory X: employees are lazy, shiftless, devious, unmotivated • Taylor’s scientific management • Theory Y: employees like to work and are willing to do the best possible job • human relations movement

  11. Motivation Process • 1) determine objectives or purpose • 2) understand employee needs and wants • 3) communicate with employee • 4) integrate employee-firm interests • 5) provide auxiliary conditions

  12. Motivation Strategies • 1) Extrinsic Motivation : tangible rewards • 2) Intrinsic Motivation: intangible rewards • Business owners should enrich their employees’ jobs.

  13. Keys to Successful Work Motivation • 1) workers’ motives and values must be appropriate for their jobs • 2) jobs must be attractive • 3) effective performance • 4) work goals should be clear, challenging, attainable, and attractive

  14. Keys to Successful Work Motivation (cont’d) • 5) needed resources should be provided • 6) constraints to performance should be eliminated • 7) interpersonal and group processes must support goal attainment • 8) personal, social, and technological parameters should be harmonious

  15. Practical Motivation Techniques • 1) Care about your employees. • 2) Take responsibility for your actions. • 3) Be tactful with the people who work for you. • 4) Give praise when a job is done well. • 5) Foster independence in your employees. • 6) Be willing to learn from your employees. • 7) Be enthusiastic and confident.

  16. Practical Motivation Techniques (cont’d) • 8) Keep lines of communication open. • 9) Give employees with problems help, not orders. • 10) Set standards for the company. • 11) Always let employees know where they stand. • 12) Keep employees informed. • 13) Encourage employee initiative, innovation, and ingenuity. • 14) Be aware of your own prejudices and biases toward certain people. • 15) Try to be flexible.

  17. Total Quality Management (TQM) • “the efforts of all members of an organization directed to ensure that quality in the production of goods and services is achieved”

  18. Maintaining Personnel • Direct and Indirect Costs of Turnover • Positive employer-employee relationships • Never take good employees for granted. • Twelve Guidelines for Criticism and Reprimand

  19. Management Responsibilities • 1) develop employee participation • 2) manage change • 3) understand human relations • 4) create a viable and workable organization • 5) communicate effectively • 6) demonstrate effective leadership

  20. Categories of Analysis • 1) Financial Analysis • 2) Market Analysis • 3) Operational Analysis

  21. Professional Associations • Within Funeral Service: colleagues rather than competitors • With other professionals: facilitate communication and understanding • reflect social responsibility and service

More Related