AY Honors/Administration/Answer Key/es

Administración
División Sudamericana Actividades vocacionales	Destreza: 2 Año de introducción: 2012	Disponibilidad limitada

Requisitos

1

Definir administración y cuál es la importancia en los diferentes aspectos de la vida humana.

2

Definir los siguientes elementos de la administración:

2a

Provisionar

2b

Organizar

2c

Comandar

2d

Coordinar

2e

Controlar

3

Diferenciar eficiencia de eficacia.

4

De acuerdo a la teoría de la motivación de Maslow, las necesidades humanas están organizadas y dispuestas en niveles de una jerarquía de importancia e influencia. Explicar estas necesidades, también conocidas como la pirámide de Maslow.

5

El liderazgo está presente en muchos momentos de la vida. Escribir un texto (de 20 a 40 líneas) describiendo la importancia de liderazgo en la administración.

6

Realizar un organigrama del funcionamiento del Club de Conquistadores, en todos sus niveles (mundial y nacional), destacando el club al que pertenece.

7

Definir la planificación y su importancia dentro del Club de Conquistadores.

As you start to fit all of the pieces together (and it is not easy), you also have to consider one of the more challenging aspects - budgeting. How much does each component cost? Don’t forget things like transportation, food, fuel, uniforms, patches... How much money does your club have in reserve? How much does your church contribute? How much does each Pathfinder contribute (Dues, membership registration, etc) What do club registration fees amount to for the conference and/or area? What are other ways the club may consider raising money? Have these been fit into the calendar? 
 Once a master plan for the year has been made (and approved by the local Church board), it is important then to remember that planning isn't done. The main plan is just the overall guideline. Each activity, each event, will need a more focused plan, and plans will always need to be flexible as circumstances change.

it may sound complex (it is), but with proper planning and preparation, Clubs are better prepared, leaders are better prepared, and the overall program runs more smoothly, providing a positive environment for spiritual, mental, physical and social growth for the pathfinders, and for their staff. Poor planning, however, leads not only to disorganization and higher stress, it may also quickly lead to an unwelcoming or even unsafe environment.

8

Elaborar una planificación anual de las actividades del club, incluyendo la programación de las clases regulares y avanzadas, que contenga las metas, estrategias, planes de acción y las formas de controlar cada etapa. Ejecutar esta planificación durante, por lo menos, seis meses.

This is clearly something to be done in association with the Pathfinder staff. This fits well within the TLT program and responsibilities, but that doesn't exclude younger Pathfinders. A Pathfinder is never too young to be exposed to the planning process, and the early format of the Pathfinder Club devolved quite a bit of responsibility for planning down to the Unit level - to the youth themselves. But it must be remembered that the club leadership has a responsibility to provide guidance, oversight and ensure the decisions made are safe and more importantly fit within the purpose and mission of the Pathfinder program.

9

Definir el método MASP y dialogar sobre la importancia del análisis de los problemas que se enfrentan en el club y la búsqueda de soluciones.

MASP (Método de Análise e Solução de Problemas), often translated as either Method for Analysis and Solutions to Problems, or Method of Analysis and Troubleshooting (MAT), is a method of assessing and resolving problems in organizations popularized primarily in Brazil. MASP is a variant of the PDCA (Plan, Do, Check, Act) or PDSA (Plan, Do, Study, Act) method of problem solving, often comprising an eight step process that begins with looking at behavior, actions or outcomes that need adjusted, and then proceeds to find and implement solutions, while also monitoring the overall effectiveness.

A general MASP process comprises eight steps.

1. Identify the Problem: What specifically is the behavior, attitude, or outcome that needs changed. Be clear, concise, and focused at this step. You cannot change everything at once, so start with the most significant or most troubling.

2. Observe/Study the Problem: What are the main characteristics of the problem? How is it manifest? What are the component parts?

3. Analyze the Problem: What is the root cause of the problem? Again, it is important here to be very specific. List several assumed causes of the problem, then work through each one analytically to try and identify the center of gravity, the core issue that, if adjusted, could lead to a more positive outcome.

4. Build a Plan of Action: What are you going to do to address the root cause of the problem? Be clear about the strategies to employ to accomplish change, don’t just say the plan is to change. How can you change certain behavior, actions, underlying causes?

5. Take Action: Communicate the plan. Communication is key to effective action. Execute the action. Don’t just say change is needed, act on it, and ensure others are acting as well. It is very easy to slip back into old patterns, or to too quickly assume changes will not be effective.

6. Verify the Impact: Keep track of what is changing, both in regards to the root cause, and to the outcome. Are the expectations of change being met? In what ways? How are they not being met? Identify and remove blocks to change, revise the action plan as needed.

7. Standardization: Once you have found the new set of actions and methods that lead to the desired changed outcome, standardize these actions. Clearly identify the new pattern of behavior, process or actions, and communicate these throughout the organization. Be sure they are understood and applied.

8. Conclusion: Review the steps of the process, review the application and changes, and assess where the process could have been better, more effective, or less disruptive (though at times being disruptive is necessary to effect change). Look for lessons to apply moving forward.

MASP is useful for mid- to long-term adjustments in structure to achieve a desired outcome. The shorter-term PDSA method may also be useful, particularly to keep in mind when rapid mid-course corrections are needed.

PDSA begins first with a basic set of questions. What am I trying to change, how can I change it, how will I know when the desired effect has taken place. Think of PDSA as a loop, rather than a linear process.

1. PLAN: What will you do differently in your process to achieve the desired outcome. Be sure to communicate clearly the plan and the desired outcome.

2. DO: Carry out a small-scale test of the plan. See how it works. Is it beginning to bring about the changes desired?

3. STUDY: What are the effects of the changes? Are they meeting expectations? Where can they be adjusted to be more effective? Are these the right changes to be made to achieve the desired outcome?

4. ACT: Implement the adjusted changes on a larger scale. At this point, you can return to Step 1, and continue through the cycle. As noted above, PDSA serves asa rapid cycle process, so it may be run numerous times to be most effective, or can be used in rapidly changing situations.

10

Encontrar una historia bíblica que muestre la importancia de la administración.