MHA 702 Exam 1 Complete Study Questions with 100% Correct Answers Already Graded A+

MHA 702 Exam 1 Complete Study Questions with 100% Correct Answers Already Graded A+ 1. Traditional HR models - ANSWER perceived within organization: clerical model, counseling model, industrial model, control model, consulting model 2. clerical model - ANSWER paperwork based 3. Counseling model - ANSWER supporting employee growth; reacting to the environment not promoting it, provide resource, stress training and development, advocate for employees; **common in Healthcare 4. Industrial Model - ANSWER requires unions; HR guided by contracts; activities and procedures are specified by contract, facilitates meetings, not much flexibility 5. Define "Flattening" - ANSWER when HR loses their specialists to Re Engineering 6. Define De-Centralization - ANSWER companies cut money and costs 7. Supremacy Clause of the Constitution - ANSWER a disagreement between jurisdictions, federal law supersedes state and local statutes 8. Examples where supremacy clause is irrelevant - ANSWER Minimum wage, Medicaid guidelines, Inc. statutes, Insurance regs. 9. Norris LaGuardia Act (1932) - ANSWER encouraged union formation and activities 10. Natl Labor Relations Act (1935) - ANSWER Wagner Act, formed the Natl Labor Relations Board, compelled management to negotiate with unions 11. Social Security Act (1935) - ANSWER est social security insurance; then in 60s medicaid and medicare reformed 12. Fair Labor Standards Act (1938) - ANSWER est minimum wage for first time 13. 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** (AKA Taft-Hartley Act) 14. Labor Management Reporting and Disclosure Act (1959) - ANSWER Landrum-Griffen; imposed reporting/disclosure requirements for employers participating in anti-union activities 15. Equal Pay Act (1963) - ANSWER everyone gets equal pay for the same job, regardless of gender; strengthened in 2010 16. Civil Rights Act (1964) - ANSWER race relations, nationality, gender, etc; (EEOC) 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 17. (ADEA)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. 18. OSHA (1970) - ANSWER est. standards for worker safety; created national institute of occupational safety and health to establish standards and osha to enforce them 19. Control Model - ANSWER HR part of main staff; Japanese taught model; uncommon in America, HR has substantial power, bureaucratic (common Japanese) 20. Consulting Model - ANSWER HR seen as "expert resources"; functions are "consultive" **common in large orgs, doing what you ask them to do 21. Traditional HR Models are based upon - ANSWER Based on Perception within organization, describe what they see 22. alternative HR models - ANSWER functions HR performs for org, org goals, how HR performs and functions: alternative clerical, legal, financial, managerial, humanistic, behavioral science 23. Alternative Clerical Model - ANSWER Acquire data, maintain records, file reports (HR is seen as passive and relatively weak) 24. Legal Model - ANSWER compliance to law and regulations, most common in unionized, HR viewed as bureaucratic, intrusive, obstructive, max attention to compliance w/law 25. 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 26. 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 27. Humanistic Model - ANSWER higher quality of work, enhancing work life balance of individuals, **common for more professionals, education, sophisticated. Promotes human value and potential 28. 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 29. 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, 30. bigger orgs will have the HR department structured by _____ - ANSWER perception and org goals. traditional models and alternative models.