MHA 702 Exam 1 Questions and Answers With Verified Solutions 2025
perceived within organization: clerical model, counseling model, industrial model, control model,
consulting model - ✔✔traditional HR models
paperwork based - ✔✔clerical model
supporting employee growth; reacting to the environment not promoting it, provide resource, stress
training and development, advocate for employees; **common in Healthcare - ✔✔Counseling model
requires unions; HR guided by contracts; activities and procedures are specified by contract, facilitates
meetings, not much flexibility - ✔✔Industrial Model
HR part of main staff; Japanese taught model; uncommon in America, HR has substantial power,
bureaucratic (common Japanese) - ✔✔Control Model
HR seen as "expert resources"; functions are "consultive" **common in large orgs, doing what you ask
them to do - ✔✔Consulting Model
Based on Perception within organization, describe what they see - ✔✔Traditional HR Models are based
upon
functions HR performs for org, org goals, how HR performs and functions: alternative clerical, legal,
financial, managerial, humanistic, behavioral science - ✔✔alternative HR models
Acquire data, maintain records, file reports (HR is seen as passive and relatively weak) - ✔✔Alternative
Clerical Model
compliance to law and regulations, most common in unionized, HR viewed as bureaucratic, intrusive,
obstructive, max attention to compliance w/law - ✔✔Legal Model
, 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 -
✔✔Financial Model
Same goals as line MANAGERS. HR is "de-centralized", everyone interprets same guidelines differently,
no central core, inconsistency in application of HR practices - ✔✔Managerial Model
higher quality of work, enhancing work life balance of individuals, **common for more professionals,
education, sophisticated. Promotes human value and potential - ✔✔Humanistic Model
managers and employees=more sophisticated; using social psych to drive HR; employee incentive
programs; using psych data; humanism with scientific support - ✔✔Behavioral Science Model
Organizational, Operational, Functional...how they actually function, functions of HR performance for
org, org goals and mission, - ✔✔Alternative HR Models are based on -blank-
perception and org goals. traditional models and alternative models. - ✔✔bigger orgs will have the HR
department structured by _____
Technological (past 15-20 yrs)
Financial (Decreased reimbursement)
Social- (what society expects of HC orgs) - ✔✔Three Significant Changes Facing Healthcare Orgs
"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 Re-Engineering
when HR loses their specialists to Re-Engineering - ✔✔Define "Flattening"
companies cut money and costs - ✔✔Define De-Centralization
perceived within organization: clerical model, counseling model, industrial model, control model,
consulting model - ✔✔traditional HR models
paperwork based - ✔✔clerical model
supporting employee growth; reacting to the environment not promoting it, provide resource, stress
training and development, advocate for employees; **common in Healthcare - ✔✔Counseling model
requires unions; HR guided by contracts; activities and procedures are specified by contract, facilitates
meetings, not much flexibility - ✔✔Industrial Model
HR part of main staff; Japanese taught model; uncommon in America, HR has substantial power,
bureaucratic (common Japanese) - ✔✔Control Model
HR seen as "expert resources"; functions are "consultive" **common in large orgs, doing what you ask
them to do - ✔✔Consulting Model
Based on Perception within organization, describe what they see - ✔✔Traditional HR Models are based
upon
functions HR performs for org, org goals, how HR performs and functions: alternative clerical, legal,
financial, managerial, humanistic, behavioral science - ✔✔alternative HR models
Acquire data, maintain records, file reports (HR is seen as passive and relatively weak) - ✔✔Alternative
Clerical Model
compliance to law and regulations, most common in unionized, HR viewed as bureaucratic, intrusive,
obstructive, max attention to compliance w/law - ✔✔Legal Model
, 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 -
✔✔Financial Model
Same goals as line MANAGERS. HR is "de-centralized", everyone interprets same guidelines differently,
no central core, inconsistency in application of HR practices - ✔✔Managerial Model
higher quality of work, enhancing work life balance of individuals, **common for more professionals,
education, sophisticated. Promotes human value and potential - ✔✔Humanistic Model
managers and employees=more sophisticated; using social psych to drive HR; employee incentive
programs; using psych data; humanism with scientific support - ✔✔Behavioral Science Model
Organizational, Operational, Functional...how they actually function, functions of HR performance for
org, org goals and mission, - ✔✔Alternative HR Models are based on -blank-
perception and org goals. traditional models and alternative models. - ✔✔bigger orgs will have the HR
department structured by _____
Technological (past 15-20 yrs)
Financial (Decreased reimbursement)
Social- (what society expects of HC orgs) - ✔✔Three Significant Changes Facing Healthcare Orgs
"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 Re-Engineering
when HR loses their specialists to Re-Engineering - ✔✔Define "Flattening"
companies cut money and costs - ✔✔Define De-Centralization
