MHA 702 Exam Questions With Correct Answers | Verified | Updated (Actual Exam) | LATEST VERSION!!

MHA 702 Exam Questions With Correct Answers | Verified | Updated (Actual Exam) | LATEST VERSION!! traditional HR models - Answer- perceived within organization: clerical model, counseling model, industrial model, control model, consulting model clerical model - Answer- paperwork based Counseling model - Answer- supporting employee growth; reacting to the environment not promoting it, stress training and development, advocate for employees; **common in Healthcare Industrial Model - Answer- requires unions; HR guided by contracts; activities and procedures are specified by contract, not much flexibility Control Model - Answer- HR part of main staff; Japanese taught model; uncommon in America, HR has substantial power, bureaucratic Consulting Model - Answer- HR seen as "expert resources"; functions are "consultive" **common in large orgs, doing what you ask them to do Traditional HR Models are based upon -blank- - Answer- Based on Perception within organization, describe what they see alternative HR models - Answer- functions HR performs for org, org goals, how HR performs and functions: alternative clerical, legal, financial, managerial, humanistic, behavioral science Alternative Clerical Model - Answer- Acquire data, maintain records, file reports Legal Model - Answer- compliance to law and regulations Financial Model - Answer- HR well-versed in finances; focused on money, not how they treat people; *places finances over employee relations, this is a hazard because they are always looking at money not how we treat people Managerial Model - Answer- Same goals as line MANAGERS. HR is "de-centralized", everyone interprets same guidelines differently, no central core, inconsistency in application of HR practices Humanistic Model - Answer- higher quality of work, enhancing work life balance of individuals, **common for more professionals, education, sophisticated. Behavioral Science Model - Answer- managers and employees=more sophisticated; using social psych to drive HR; employee incentive programs; using psych data; humanism with scientific support Alternative HR Models are based on -blank- - Answer- Organizational, Operational, Functional...how they actually function, functions of HR performance for org, org goals and mission, bigger orgs will have the HR department structured by _____ - Answer- perception and org goals. traditional models and alternative models. Three Significant Changes Facing Healthcare Orgs - Answer- Technological (past 15-20 yrs) Financial (Decreased reimbursement) Social- (what society expects of HC orgs) Define Re-Engineering - Answer- "down-sizing, retrenchment; focus is desired outcome, not the current situation" what is the outcome we want and how can we re-engineer everything most effectively and efficiently to get that outcome. **HR is often affected by staff reductions driven by reengineering programs Define "Flattening" - Answer- when HR loses their specialists to Re-Engineering Define De-Centralization - Answer- companies cut money and costs Supremacy Clause of the Constitution - Answer- a disagreement between jurisdictions, federal law supersedes state and local statutes Examples where supremacy clause is irrelevant - Answer- Minimum wage, Medicaid guidelines, Inc. statutes, Insurance regs. Norris LaGuardia Act (1932) - Answer- encouraged union formation and activities Natl Labor Relations Act (1935) - Answer- Wagner Act, formed the Natl Labor Relations Board, compelled management to negotiate with unions Social Security Act (1935) - Answer- est social security insurance; then in 60s medicaid and medicare reformed Fair Labor Standards Act (1938) - Answer- est minimum wage for first time Labor Manage. Relations Act (1947) - Answer- amended Wagner act; unions must give 60 or 90 day notice before contract expires; 90 days for HC because HC needs more time because of services rendered** Labor Management Reporting and Disclosure Act (1959) - Answer- Landrum-Griffen; imposed reporting/disclosure requirements for employers participating in anti-union activities Equal Pay Act (1963) - Answer- everyone gets equal pay for the same job, regardless of gender; strengthened in 2010 Civil Rights Act (1964) - Answer- race relations, nationality, gender, etc; Title VII prohibits disc. in workplace; national origin, sex, sexual harassments laws come from civil rights act; equal workplace, non-intimidating workplace; been amended throughout the years; in 2010 punitive damages can be collected Age Disc. and Employment Act (1967) - Answer- employers cannot discriminate against employees over 40; mandatory retirement age was set at 60, then 62, then 65, then was 70, now that's all removed and this act prohibits employers from setting retirement age for MOST workers. **exceptions: police, firefighter, pilots, surgeons, some policy making execs - all occupations for which it can be established that age is a bona fide occupational qualification. OSHA (1970) - Answer- est. standards for worker safety; created national institute of occupational safety and health to establish standards and osha to enforce them Health Maintenance Org (1973) - Answer- eliminated barriers to HMO formation Rehabilitation Act (1973) - Answer- prohibited disc. in hiring and promoting handicapped persons Employee Retirement Income Security Act (ERISA) - Answer- established requirements for employee retirement plans Taft-Hartley - Answer- extended ADA amendments in 1975 Pregnancy Disc Act (1978) - Answer- prohibits disc. against pregnant women COBRA (1986) - Answer- allows employee to extend health insurance if discharged from job; up to 36 months; employee pays Immigration Reform and Control Act (1968) - Answer- passed by Regan; prohibits any company from hiring illegal citizens; responsible for trying not to hire people who are not legal, not responsible for who is here illegally Pension Protection (1987) - Answer- requires adequate funding of pension plans Drug-Free Workplace (1988) - Answer- requires employers to maintain drug-free workplace