MHA 702 Exam 3 (ch 7-9)
2 autocratic styles of authoritarian management - ANS -exploitative and benevolent
\3 benefits most preferred (in order) - ANS -health insurance, pension plan, paid vacation
\3 components of Homeland Security Act of 2002 - ANS -1. US Citizenship and Immigration Services (USCIS)
2. Immigration and Customs Enforcement (ICE)
3. Customs and Border Control (CBP)
\3 management philosophies governing employee relations - ANS -authoritarian, legalistic, humanistic
\3 options for congress to pay for new programs - ANS -1. discontinue a program
2. raise taxes
3. find someone else to pay
\accident prevention program - ANS -ensure that all employees are thoroughly educated in safe practices, including in
healthcare setting
\additional responsibility related to pay inequities - ANS -manager should work with HR when the challenge involves
claims of underpayment
\All offers of employment are conditional: - ANS --Must complete reference checks
-Must pass pre-employment physical examination
\an important milestone for employees - ANS -the passage of Title VII of the Civil Rights Act of 1964
\are organizations legally obligated to have an appraisal system? - ANS -no
\At a minimum, information should be located where? - ANS -The personnel policy and procedure manual and employee
handbook
\Authoritarian management - ANS --encompasses the beginnings of organized enterprise, including master-slave
relationships
-people must be pushed and told what to do in order to get results
-minimizes importance of people
-generally accepted for centuries before 1900s
, \average - ANS -used to describe a desired level of performance; should not be used to describe expectations of
performance
\Basic benefit information should be available to whom? - ANS -Should be available to all employees
\benchmarks - ANS -indicators of productivity that have been developed through the collection of experience of several
organizations or published by interested groups; inexpensive, but usually not accurate
\benefits vouchers - ANS -allow employees to spend an organizations contribution toward benefits outside of the
organization
\Benevolent autocrats - ANS -look after their followers and ensure that they are well cared for and protected; "fathers
knows best school of management"
\checklist - ANS -evaluating manager describes employee performance by choosing among a number of prepared
statements
\competencies - ANS -mastery of applied knowledge and skills that fulfill the requirements of a position description
\cooperative motivation system - ANS --Variable work is dominant
-Management less refined, not easily maintained
-Jobs loosely organized
-Close control not possible
-not easily maintained
-Depends on individual enthusiasm and motivation
-PEOPLE CENTERED
\correct approach to an appraisal - ANS -base evaluation on how well employees are performing the jobs they are
expected to do, NOT what they know how to do
\criteria - ANS -requirements of a job or position
\critical incident - ANS -any positive or negative event that occurs outside of the ordinary is written up and retained for
formal discussion
\Deliberate decisions must be made about: - ANS -pay vs benefits vs work "conditions" (these all have a cost)
\Department managers are not expected to be: - ANS -Benefits experts, but they must know the basics to then refer
employees to HR when necessary
\Department managers are often - ANS -the initial target when employees challenge the compensation system
\Department of Labor (DOL) - ANS --monitors compliance with wage-and-hour laws
2 autocratic styles of authoritarian management - ANS -exploitative and benevolent
\3 benefits most preferred (in order) - ANS -health insurance, pension plan, paid vacation
\3 components of Homeland Security Act of 2002 - ANS -1. US Citizenship and Immigration Services (USCIS)
2. Immigration and Customs Enforcement (ICE)
3. Customs and Border Control (CBP)
\3 management philosophies governing employee relations - ANS -authoritarian, legalistic, humanistic
\3 options for congress to pay for new programs - ANS -1. discontinue a program
2. raise taxes
3. find someone else to pay
\accident prevention program - ANS -ensure that all employees are thoroughly educated in safe practices, including in
healthcare setting
\additional responsibility related to pay inequities - ANS -manager should work with HR when the challenge involves
claims of underpayment
\All offers of employment are conditional: - ANS --Must complete reference checks
-Must pass pre-employment physical examination
\an important milestone for employees - ANS -the passage of Title VII of the Civil Rights Act of 1964
\are organizations legally obligated to have an appraisal system? - ANS -no
\At a minimum, information should be located where? - ANS -The personnel policy and procedure manual and employee
handbook
\Authoritarian management - ANS --encompasses the beginnings of organized enterprise, including master-slave
relationships
-people must be pushed and told what to do in order to get results
-minimizes importance of people
-generally accepted for centuries before 1900s
, \average - ANS -used to describe a desired level of performance; should not be used to describe expectations of
performance
\Basic benefit information should be available to whom? - ANS -Should be available to all employees
\benchmarks - ANS -indicators of productivity that have been developed through the collection of experience of several
organizations or published by interested groups; inexpensive, but usually not accurate
\benefits vouchers - ANS -allow employees to spend an organizations contribution toward benefits outside of the
organization
\Benevolent autocrats - ANS -look after their followers and ensure that they are well cared for and protected; "fathers
knows best school of management"
\checklist - ANS -evaluating manager describes employee performance by choosing among a number of prepared
statements
\competencies - ANS -mastery of applied knowledge and skills that fulfill the requirements of a position description
\cooperative motivation system - ANS --Variable work is dominant
-Management less refined, not easily maintained
-Jobs loosely organized
-Close control not possible
-not easily maintained
-Depends on individual enthusiasm and motivation
-PEOPLE CENTERED
\correct approach to an appraisal - ANS -base evaluation on how well employees are performing the jobs they are
expected to do, NOT what they know how to do
\criteria - ANS -requirements of a job or position
\critical incident - ANS -any positive or negative event that occurs outside of the ordinary is written up and retained for
formal discussion
\Deliberate decisions must be made about: - ANS -pay vs benefits vs work "conditions" (these all have a cost)
\Department managers are not expected to be: - ANS -Benefits experts, but they must know the basics to then refer
employees to HR when necessary
\Department managers are often - ANS -the initial target when employees challenge the compensation system
\Department of Labor (DOL) - ANS --monitors compliance with wage-and-hour laws
