MHA 702 Exam 6 (2026) With Correct
DETAILED AND VERIFIED ANSWERS
2026(GRADED A+) Guaranteed Pass
(100% Accurately ANALYZED Solutions)
Actual Questions & Answers (Latest
Update)
terminations involving the least risk to an organization are... - ANSWERS-those for
which a good cause is evident
some steps to consider during layoffs - ANSWERS--eliminate use of temp employees
-hiring freeze
-closing open positions
incentive offers from management when reduction is extensive - ANSWERS--voluntary
termination incentive
-early retirement incentive - just be careful with discrimination of age
who is involved in making decisions based on who goes vs stays? - ANSWERS-
department managers
how are most selections of layoffs accomplished? - ANSWERS-according to seniority
what other factors to consider about employees during layoff time? - ANSWERS-
performance appraisals, attendance, conduct
,most critical dimension of termination for cause - ANSWERS-ensuring the managment
and HR observe all essential steps of the process
pitfalls of a wrongful termination lawsuit - ANSWERS-frustration, costly, time consuming
best protection against wrongful termination charges - ANSWERS-fair personnel
policies consistently applied
terminations of employment are.. - ANSWERS-inevitable
involuntary termination - ANSWERS-end of employment upon the decision of
management; includes discharges for cause, such as violations of policies or work
rules, dismissal for reasons of substandard performance
layoffs - ANSWERS-traumatic occurences that sever personnel from their employment
and adversely affect the morale and motivation of survivors
discharge - ANSWERS-usually occurs after employees break the organizations work
rules or violate organizational policies
dismissal - ANSWERS-occurs for reasons of job performance, such as failure to pass
the probationary period or failure to meet the minimum standards of the job
what must occur before a termination? - ANSWERS-manager must work with HR and
agree on the terms of the termination and must agree that all required info is complete
and available
the organization must have ______ _____ of employee wrongdoing to support a
discharge - ANSWERS-clear evidence
dismissal relates to.. - ANSWERS-performance, not conduct or behavior
, who is eligible for unemployment compensation? - ANSWERS-a DISMISSED employee
what happens when claim for unemployment compensation is not protested? -
ANSWERS-compensation is usually granted
constructive discharge - ANSWERS-Occurs when an employer makes working
conditions so intolerable that an employee has no choice but to resign.
when does constructive discharge become an issue? - ANSWERS-when the former
employee registers a legal complaint alleging that the organization made life so difficult
that the individual HAD to resign for the sake of his/her physical and mental well being
"for the record" resignation - ANSWERS-when an individual is allowed to "resign" in lieu
of discharge; looks better for personnel record, however can expose organization to
certain negative claims ("I was forced to resign.")
reasons for reducing numbers of employees - ANSWERS--downsizing
-re-engineering
-mergers
-aquisitions
-combo of all
reengineering - ANSWERS-systematic redesign of a business' core activities, starting
with desired outcomes and establishing the most efficient possible processes to achieve
those outcomes
other names for re-engineering - ANSWERS-downsizing, rightsizing, reorganizing,
repositioning, revitalizing, modernizing
healthcare organization statistic with re-engineering - ANSWERS-by 1998, 81% had
reduced their staff through layoffs or attrition and nearly half had laid off managers
DETAILED AND VERIFIED ANSWERS
2026(GRADED A+) Guaranteed Pass
(100% Accurately ANALYZED Solutions)
Actual Questions & Answers (Latest
Update)
terminations involving the least risk to an organization are... - ANSWERS-those for
which a good cause is evident
some steps to consider during layoffs - ANSWERS--eliminate use of temp employees
-hiring freeze
-closing open positions
incentive offers from management when reduction is extensive - ANSWERS--voluntary
termination incentive
-early retirement incentive - just be careful with discrimination of age
who is involved in making decisions based on who goes vs stays? - ANSWERS-
department managers
how are most selections of layoffs accomplished? - ANSWERS-according to seniority
what other factors to consider about employees during layoff time? - ANSWERS-
performance appraisals, attendance, conduct
,most critical dimension of termination for cause - ANSWERS-ensuring the managment
and HR observe all essential steps of the process
pitfalls of a wrongful termination lawsuit - ANSWERS-frustration, costly, time consuming
best protection against wrongful termination charges - ANSWERS-fair personnel
policies consistently applied
terminations of employment are.. - ANSWERS-inevitable
involuntary termination - ANSWERS-end of employment upon the decision of
management; includes discharges for cause, such as violations of policies or work
rules, dismissal for reasons of substandard performance
layoffs - ANSWERS-traumatic occurences that sever personnel from their employment
and adversely affect the morale and motivation of survivors
discharge - ANSWERS-usually occurs after employees break the organizations work
rules or violate organizational policies
dismissal - ANSWERS-occurs for reasons of job performance, such as failure to pass
the probationary period or failure to meet the minimum standards of the job
what must occur before a termination? - ANSWERS-manager must work with HR and
agree on the terms of the termination and must agree that all required info is complete
and available
the organization must have ______ _____ of employee wrongdoing to support a
discharge - ANSWERS-clear evidence
dismissal relates to.. - ANSWERS-performance, not conduct or behavior
, who is eligible for unemployment compensation? - ANSWERS-a DISMISSED employee
what happens when claim for unemployment compensation is not protested? -
ANSWERS-compensation is usually granted
constructive discharge - ANSWERS-Occurs when an employer makes working
conditions so intolerable that an employee has no choice but to resign.
when does constructive discharge become an issue? - ANSWERS-when the former
employee registers a legal complaint alleging that the organization made life so difficult
that the individual HAD to resign for the sake of his/her physical and mental well being
"for the record" resignation - ANSWERS-when an individual is allowed to "resign" in lieu
of discharge; looks better for personnel record, however can expose organization to
certain negative claims ("I was forced to resign.")
reasons for reducing numbers of employees - ANSWERS--downsizing
-re-engineering
-mergers
-aquisitions
-combo of all
reengineering - ANSWERS-systematic redesign of a business' core activities, starting
with desired outcomes and establishing the most efficient possible processes to achieve
those outcomes
other names for re-engineering - ANSWERS-downsizing, rightsizing, reorganizing,
repositioning, revitalizing, modernizing
healthcare organization statistic with re-engineering - ANSWERS-by 1998, 81% had
reduced their staff through layoffs or attrition and nearly half had laid off managers
