LSU MHA Test 1 Study Questions Solved
100% Correct
Alternative Clerical Model - ANSWER-•Similar to clerical model (personnel)
•Primary role of HR is to acquire data, maintain records, and file required reports
•HR personnel perform routine tasks, process paperwork, comply with regulations,
provide a steady pool of prospective employees, and meet the needs of existing and
retired workers
•HR is seen as passive and relatively weak
Alternative HR Models - ANSWER-alternative clerical, legal, finance, management,
humanism, and behavioral science
Americans with Disabilities Act of 1990 - ANSWER-prohibits discrimination against
individuals with disabilities
Are payroll operations now commonly outsourced - ANSWER-Yes
Because HR does not generate revenue, it is often regarded as being second class -
ANSWER-True
Behavioral Science Model - ANSWER-this model increases sophistication of managers
and employees. assumes psychology, social psychology, sociology- foundation for most
HR activities. used for appraisal systems, development plans, interest and attitude
surveys
Civil Rights Act amendments - ANSWER-allowed employees to receive punitive
compensation for persons that had been discriminated against
Civil Rights Act of 1964 - ANSWER-Title VII prohibits discrimination in the workplace;
created Equal Employment Opportunity Commission (EEOC) to enforce
antidiscrimination requirement of Title VII
Clerical Model - ANSWER-Common stereotype of HR- filing papers, maintaining
records, administering benefits
Consolidated Omnibus Budget Reconciliation Act (COBRA) - ANSWER-requires
employers to offer health insurance to discharged employees for up to 36 months
Consulting Model - ANSWER-•Typically found in larger organizations
•HR personnel are seen as "expert resources"
•HR services determined by demand
•Primarily reactive model
•Provides effective service wherever an apparent need is identified
, •Unidentified organizational needs are often unmet
Control Model - ANSWER-•Uncommon in American organizations
•HR has substantial power
•Usual source is charisma top manager and key staff
•Many managerial decisions are made only following clearance by HR personnel
•HR department head is a key member of an organization's administrative team
•Other departments may feel stifled and see the larger organization as being inflexible,
bureaucratic, and rule-bound
counseling model - ANSWER-•Relatively common in hospitals and other service
organizations
•Typical HR responsibilities:
-Advocate for employees
-Provide resource to managers for people problems
-Resolve disputes and disciplinary issues
-Place a high priority on preserving privacy and confidentiality
-Stress training and development
-Maintain a posture that is primarily reactive
Did people up to the first world war infrequently change jobs? - ANSWER-yes
Drug-Free Workplace Act - ANSWER-employers must certify that they maintain a drug
free workplace
Employee Polygraph Protection Act of 1988 - ANSWER-prevents most employers from
using polygraphs during hiring
Employee Retirement Income Security Act of 1974 (ERISA) - ANSWER-established
requirements for employee retirement plans
Equal Pay Act of 1963 - ANSWER-Requires that all persons be paid the same amount
for doing the same job
Fair Labor Standards Act of 1938 - ANSWER-established minimum wage
Family and Medical Leave Act of 1993 - ANSWER-mandates employers to grant unpaid
leave to employees experiencing family medical problems
Financial model - ANSWER-•Maximum attention to human resource costs
•Particular attention paid to indirect compensation costs (health and dental insurance,
life insurance, retirement plans, paid time off, and other benefits)
•HR employees well versed in finance
•Hazard of this model is placing financial matters above all other employee relations
issues
100% Correct
Alternative Clerical Model - ANSWER-•Similar to clerical model (personnel)
•Primary role of HR is to acquire data, maintain records, and file required reports
•HR personnel perform routine tasks, process paperwork, comply with regulations,
provide a steady pool of prospective employees, and meet the needs of existing and
retired workers
•HR is seen as passive and relatively weak
Alternative HR Models - ANSWER-alternative clerical, legal, finance, management,
humanism, and behavioral science
Americans with Disabilities Act of 1990 - ANSWER-prohibits discrimination against
individuals with disabilities
Are payroll operations now commonly outsourced - ANSWER-Yes
Because HR does not generate revenue, it is often regarded as being second class -
ANSWER-True
Behavioral Science Model - ANSWER-this model increases sophistication of managers
and employees. assumes psychology, social psychology, sociology- foundation for most
HR activities. used for appraisal systems, development plans, interest and attitude
surveys
Civil Rights Act amendments - ANSWER-allowed employees to receive punitive
compensation for persons that had been discriminated against
Civil Rights Act of 1964 - ANSWER-Title VII prohibits discrimination in the workplace;
created Equal Employment Opportunity Commission (EEOC) to enforce
antidiscrimination requirement of Title VII
Clerical Model - ANSWER-Common stereotype of HR- filing papers, maintaining
records, administering benefits
Consolidated Omnibus Budget Reconciliation Act (COBRA) - ANSWER-requires
employers to offer health insurance to discharged employees for up to 36 months
Consulting Model - ANSWER-•Typically found in larger organizations
•HR personnel are seen as "expert resources"
•HR services determined by demand
•Primarily reactive model
•Provides effective service wherever an apparent need is identified
, •Unidentified organizational needs are often unmet
Control Model - ANSWER-•Uncommon in American organizations
•HR has substantial power
•Usual source is charisma top manager and key staff
•Many managerial decisions are made only following clearance by HR personnel
•HR department head is a key member of an organization's administrative team
•Other departments may feel stifled and see the larger organization as being inflexible,
bureaucratic, and rule-bound
counseling model - ANSWER-•Relatively common in hospitals and other service
organizations
•Typical HR responsibilities:
-Advocate for employees
-Provide resource to managers for people problems
-Resolve disputes and disciplinary issues
-Place a high priority on preserving privacy and confidentiality
-Stress training and development
-Maintain a posture that is primarily reactive
Did people up to the first world war infrequently change jobs? - ANSWER-yes
Drug-Free Workplace Act - ANSWER-employers must certify that they maintain a drug
free workplace
Employee Polygraph Protection Act of 1988 - ANSWER-prevents most employers from
using polygraphs during hiring
Employee Retirement Income Security Act of 1974 (ERISA) - ANSWER-established
requirements for employee retirement plans
Equal Pay Act of 1963 - ANSWER-Requires that all persons be paid the same amount
for doing the same job
Fair Labor Standards Act of 1938 - ANSWER-established minimum wage
Family and Medical Leave Act of 1993 - ANSWER-mandates employers to grant unpaid
leave to employees experiencing family medical problems
Financial model - ANSWER-•Maximum attention to human resource costs
•Particular attention paid to indirect compensation costs (health and dental insurance,
life insurance, retirement plans, paid time off, and other benefits)
•HR employees well versed in finance
•Hazard of this model is placing financial matters above all other employee relations
issues
