Management Concepts, Healthcare Systems, and Cultural Competence

Vocabulary flashcards covering core management functions, leadership theories, organizational structures, healthcare accreditation bodies, labor legislation, marketing segmentation models, and cultural competence frameworks.

Planning

The primary function of management and the first step among functions; a continuous, goal-oriented process designed for efficiency across all levels of management.

Human Resources Planning

The process of forecasting FTEs and analyzing labor market conditions to ensure labor requirements are being met.

Job Description

A document outlining the expected tasks of a job.

Job Specifications

A document outlining the desired qualifications, skills, and abilities needed for a job to describe the ideal candidate.

Directing

The management function that overlooks and guides employee performance to achieve goals using interpersonal skills and delegating tasks.

Controlling

The management function of measuring performance and taking corrective or remedial action to achieve goals.

Mintzberg's Interpersonal Roles

Management roles focused on providing information, encompassing Figurehead, Leader, and Liaison.

Mintzberg's Informational Roles

Management roles focused on processing information, encompassing Monitor, Disseminator, and Spokesperson.

Mintzberg's Decisional Roles

Management roles focused on using information, encompassing Entrepreneur, Disturbance handler, Resource allocator, and Negotiator.

Transactional Leadership

A leadership style aimed at maintaining the status quo by using rewards and punishments to guide employee goal achievement.

Transformational Leadership

A leadership style that focuses on relationships with employees to motivate and enhance their performance.

Contingency/Situational Leadership

A leadership approach that adapts its style based on the specific situation.

Democratic Decision Making

A decision-making style where decisions are accepted based on group majority.

Autocratic Decision Making

A decision-making style where the manager takes control, makes decisions, and assumes full responsibility, typical when complex decisions must be made quickly.

Consensus Decision Making

A decision-making style requiring the entire group to come to an agreement.

Participative Decision Making

A decision-making style where input is sought from others, but the manager retains final say if no agreement is reached.

Game Theory

A decision-making technique introducing a competitive component by incorporating an opponent's actions to achieve maximum gains with minimal losses.

Queuing Theory

A decision-making technique that balances the cost of waiting in line versus expanding facility resources.

McGregor's Theory X

A management theory assuming employees lack motivation, dislike work, need coercion/control, and are motivated primarily by money and security.

McGregor's Theory Y

A management theory assuming employees naturally exert physical/mental effort, seek responsibility, and exercise self-control to achieve organizational objectives.

Theory Z of Ouchi

A Japanese management style from the 1980s assuming employees desire affiliation and company support, focusing on employee well-being, extensive training, and loyalty.

Management by Objective (MBO)

A management practice where managers and employees collaborate to review organizational objectives, formulate goals, and track progress using participative decision-making.

Maslow's Hierarchy of Needs

A motivational framework describing 5 levels of human needs: Physical, Safety, Love and Belonging, Esteem, and Self-actualization.

Deficiency Needs (D-needs)

The bottom 4 levels of Maslow's hierarchy (Physical, Safety, Love/Belonging, Esteem) driven by the lack of something.

Being Needs (B-needs)

The highest level of Maslow's hierarchy (Self-actualization) driven by a desire for personal growth and fulfilling potential.

Unity of Command

An organizational structure principle stating each employee is accountable to exactly one superior.

Scalar Principle

An organizational principle where each employee reports directly to their immediate higher-up along a defined chain of command.

Line Authority

An organizational setup where multiple employees report directly to a single administrator.

Synergy

The concept that the combined outcome of multiple employees working together is greater than the sum of their individual efforts.

Centralization

An organizational structure with limited delegated authority, suitable for established processes, close control, and uniformity.

Decentralization

An organizational structure featuring significant delegation to lower management levels to support adaptability, innovation, and fast decisions.

The Joint Commission (TJC)

A non-profit organization that certifies healthcare organizations according to National Patient Safety Goals, conducting on-site surveys every 3 years.

DNVGL Healthcare, Inc.

A corporation with deeming authority whose accreditation requirements directly align with CMS Conditions of Participation, conducting annual surveys.

National Committee for Quality Assurance (NCQA)

A non-profit organization that accredits health plans and patient-centered medical homes using HEDIS for benchmarking.

Centers for Medicare & Medicaid Services (CMS)

A federal agency certifying hospitals to enable reimbursement eligibility from federally funded healthcare programs.

Fee-for-Service (FFS)

A volume-based care model tying reimbursement directly to the quantity of services or procedures performed.

Value-Based Care

A healthcare delivery model focusing on patient-centered medical homes and alternative payment models to prevent errors and unnecessary treatments.

Alternative Payment Models (APM)

Payment approaches created under the Affordable Care Act, such as Accountable Care Organizations (ACOs), to deliver high-quality Medicare care.

Title Protection Provision

A legal protection provided by professional licensure that protects the title of dietitian.

Collective Bargaining

The negotiation process between union and company representatives to establish wages, hours, and working conditions.

At-Will Employment

An employment doctrine allowing an employer to fire an employee or alter working conditions at any time, in contrast to a collective bargaining agreement.

National Labor Relations Act (Wagner Act / NLRA)

A pro-labor federal act guaranteeing employee rights to organize and bargain collectively, establishing the National Labor Relations Board.

Taft-Hartley Act

A pro-management law amending the NLRA that outlawed closed shops, allowed union shops in certain scenarios, and prohibited unfair union labor practices.

Labor-Management Reporting Disclosure Act

An amendment to the NLRA imposing a code of conduct to regulate internal union affairs and protect member dues/pension funds from corruption.

Closed Shop

An illegal hiring practice outlawed by the Taft-Hartley Act where only existing union members could be hired.

Union Shop

An arrangement where workers do not need to be union members to be hired, but must join the union within a specified timeframe.

Agency Shop

An arrangement where employees do not have to join a union, but must pay partial dues to support beneficial union activities.

Open Shop

An arrangement in right-to-work states where employees are not required to join or pay dues to a union, while still benefiting from bargaining units.

Arbitration

A third-party dispute intervention where the arbitrator possesses the legal authority to dictate final binding settlement terms.

Mediation

A dispute resolution process where a neutral third party assists negotiation but lacks the power to dictate a final ruling.

Fair Labor Standards Act (FLSA)

Federal legislation establishing minimum wage, overtime eligibility, record keeping, and child labor standards.

Equal Pay Act

An amendment to the FLSA making it illegal to pay lower wages based on sex.

Age Discrimination in Employment Act

Federal law prohibiting employment discrimination against individuals 40 years of age or older.

Civil Rights Act

Federal legislation prohibiting discrimination based on race, color, religion, sex, or national origin, establishing the EEOC.

The 4 P's of Marketing

The core components of marketing strategy comprising Price, Promotion, Place, and Product.

Marketing Lifestyle Groups Framework

A VALS-based segmentation model grouping American adult consumers by primary motivation (Ideals, Achievement, Self-expression) and resources (High, Moderate, Low).

Cultural Competence

The ability to understand, communicate, and effectively interact with people across different cultures.

Cultural Humility

The ability to maintain an interpersonal stance that is other-oriented in relation to cultural aspects important to a client.

Cultural Sensitivity

An awareness of the similarities and differences between distinct cultures.

ETHNIC Model

A culturally competent communication model representing Explanation, Treatment, Healers, Negotiations, Intervention, and Collaboration.

LEARN Model

A framework to overcome communication barriers consisting of Listen, Explain, Acknowledge, Recommend, and Negotiate.

BATHE Model

A framework for culturally competent practice focusing on psychosocial context: Background, Affect, Trouble, Handling, and Empathy.

GREET Model

A cultural framework for working with immigrant populations: Generation, Reasons, Extended family, Ethnic behavior, and Time living in the US.

Acculturation

The process of assimilation to a different culture.

Acclimation

The process of becoming accustomed to a new culture.

Campinha-Bacote Model

A cultural competence framework extending to family/community levels focused on Awareness, Knowledge, Skill, Encounter, and Desire.

Explanatory Models Approach

A 6-step clinical framework contrasting healthcare providers' expert knowledge with patient perspectives to assess identity, stakes, stressors, and cultural dynamics.