Biomedical subjects

R N Lussier

Publications and source records attributed to R N Lussier.

4 recordsLinked to original sources

PubMedDate not supplied

Developing power and political skills.

One characteristic of power is the ability to influence others; managers cannot be effective without it. Politics is the network of interactions by which power is acquired, transferred, and exercised; it is a fact of health-care life. Like the money in our economy, politics is the medium of exchange in an organization. Managers must be political beings to meet their objectives. This article helps you to assess your political behavior and describes specific methods to increase power and develop political skills. Using these techniques can result in getting what you want and having things done your way, resulting in better job performance and career advancement.

Administrative Personnel↗

PubMedDate not supplied

Assigning tasks effectively using a model.

The clinical laboratory is a fast-paced environment where accuracy and efficiency are crucial. A major responsibility of the clinical manager is to assign tasks clearly to ensure that a quality job is done right the first time. Have you ever heard a manager say "This isn't what I asked for?" When this happens, it is usually the fault of the manager. Managers often make incorrect assumptions and do not take 100% of the responsibility for ensuring that assigned tasks are understood. To assign tasks effectively, managers must state exactly what they want, how they want it done, and when they want it. And, in addition to stating the desired end results, managers must verify that the directions were correctly understood; this is done by asking for feedback through questioning and paraphrasing. The five-step model described in this article will help you to assign tasks that get the job done right the first time.

Communication↗

PubMedDate not supplied

Managing conflict resolution models.

Do you always agree with your boss, peers, and employees? If not, then you have conflict. This article presents five conflict management styles and examples of situations in which each is appropriate for resolving a conflict. With the aid of step-by-step models, you will learn how to use the Collaborating conflict-management style to: 1) initiate a conflict resolution with others; 2) respond to a conflict resolution brought to you by someone; and 3) mediate a conflict resolution between your employees. This article should help you to improve your ability to resolve conflicts without negative effects on human relations.

Conflict, Psychological↗

PubMedDate not supplied

Selecting qualified candidates through effective interviewing.

Some managers may not feel confident conducting job interviews. A major reason is that most have not been trained to interview, and managers in departments with few employees and/or low turnover rates usually do not interview frequently enough to develop the skill on their own. Hiring the wrong employee results in wasted time, effort, and money, and possibly a law suit. A list of what you can and cannot legally ask during the selection process is presented in Table 1. The best way to avoid problem employees is not to hire them in the first place.

Interviews as Topic↗