MHA 702 EXAM 1 QUESTIONS WITH
DETAILED AND VERIFIED ANSWERS 100%
GUARANTEE PASS A+ GRADE
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, provide resource, 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, facilitates meetings,
not much flexibility
Control Model - ANSWER - HR part of main staff; Japanese taught
model; uncommon in America, HR has substantial power, bureaucratic
(common Japanese)
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 - 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 (HR is seen as passive and relatively weak)
Legal Model - ANSWER - compliance to law and regulations, most
common in unionized, HR viewed as bureaucratic, intrusive, obstructive,
max attention to compliance w/law
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
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**
(AKA Taft-Hartley Act)
Labor Management Reporting and Disclosure Act (1959) - ANSWER -
Landrum-Griffen; imposed reporting/disclosure requirements for
employers participating in anti-union activities
DETAILED AND VERIFIED ANSWERS 100%
GUARANTEE PASS A+ GRADE
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, provide resource, 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, facilitates meetings,
not much flexibility
Control Model - ANSWER - HR part of main staff; Japanese taught
model; uncommon in America, HR has substantial power, bureaucratic
(common Japanese)
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 - 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 (HR is seen as passive and relatively weak)
Legal Model - ANSWER - compliance to law and regulations, most
common in unionized, HR viewed as bureaucratic, intrusive, obstructive,
max attention to compliance w/law
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
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**
(AKA Taft-Hartley Act)
Labor Management Reporting and Disclosure Act (1959) - ANSWER -
Landrum-Griffen; imposed reporting/disclosure requirements for
employers participating in anti-union activities
