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9 Cards in this Set
- Front
- Back
- 3rd side (hint)
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scientific management Theory |
-Incentive and Performance -Rewards based on output. - ex. commision, bonuses. - 1911- Freidrick Tayler -Effectiveltly used by many clubs today. -Benefits may include: credit system, mmber turnover or retutnonf members. |
-incentivizes personal trainers to seek clients and a higher income. -Creates motivation for money- can be a driving factor. |
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Human relations managment Theory |
- Workers are more productive when they feel valued. - Workers who felt important and had a greater level of job satisfaction, leading to have more productivity. - 1933 Ethan Mayo. Supported by Maslow. -Autonomy for the workers. |
Satisfactions is important |
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Process (Administrative) Theory |
-Takes a broader approach to decision making -Involves five interrelated processes: planning, organizing, directing, staffing, controlling (evaluating). -REfined in 2001. |
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Mintzberg's three managerial roles |
- Interpersonal. Figure head, Leader, Liason. -Informational. Monitor, Disseminator, Spokesperson. - Decisional. Entreprenuer, Disturbance Handler, Resource Allocator, Negotiator. |
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Trait Leadership |
Traits such as drive, integrity, self confidence, may be good indicators of this type of leadership. |
"Leaders are made not born" |
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Behavioral Leadership |
-Build/Create leaders. - Identify behaviors of leaders. -Develop Blueprint to reproduce. |
job or employee centered. |
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Transformational leadership |
- Idealized influence -Inspiration motivation. - Intellectual stimulation. |
Individualized consideration |
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Leaders |
-Must have followers based on trust and ability to inspire. - Fully engage in the performance of the followers. -Provide vision and hopeful expectations. |
Looks outward- (industry trend, competion, best practices) |
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Manager |
-Concerened on how things are accomplished. -Encourage feedback. - Realize that everyone is different. -Provide clear expectations. |
Looks inward ( processes, systems, people) |
