1
MHA 702 EXAM 1 EXAM LATEST 2024/2025
QUESTIONS AND CORRECT ANSWERS(100%
CORRECT VERIFIED ANSWERS)ALREADY GRADED
A+
traditional HR models - (answers)perceived within organization: clerical model,
counseling model, industrial model, control model, consulting model
clerical model - (answers)paperwork based
Counseling model - (answers)supporting employee growth; reacting to the
environment not promoting it, provide resource, stress training and
development, advocate for employees; **common in Healthcare
Industrial Model - (answers)requires unions; HR guided by contracts; activities
and procedures are specified by contract, facilitates meetings, not much
flexibility
Control Model - (answers)HR part of main staff; Japanese taught model;
uncommon in America, HR has substantial power, bureaucratic (common
Japanese)
Consulting Model - (answers)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 - (answers)Based on Perception within
organization, describe what they see
alternative HR models - (answers)functions HR performs for org, org goals,
how HR performs and functions: alternative clerical, legal, financial,
managerial, humanistic, behavioral science
, 2
Alternative Clerical Model - (answers)Acquire data, maintain records, file
reports (HR is seen as passive and relatively weak)
Legal Model - (answers)compliance to law and regulations, most common in
unionized, HR viewed as bureaucratic, intrusive, obstructive, max attention to
compliance w/law
Financial Model - (answers)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
Managerial Model - (answers)Same goals as line MANAGERS. HR is "de-
centralized", everyone interprets same guidelines differently, no central core,
inconsistency in application of HR practices
Humanistic Model - (answers)higher quality of work, enhancing work life
balance of individuals, **common for more professionals, education,
sophisticated. Promotes human value and potential
Behavioral Science Model - (answers)managers and employees=more
sophisticated; using social psych to drive HR; employee incentive programs;
using psych data; humanism with scientific support
Alternative HR Models are based on -blank- - (answers)Organizational,
Operational, Functional...how they actually function, functions of HR
performance for org, org goals and mission,
bigger orgs will have the HR department structured by _____ -
(answers)perception and org goals. traditional models and alternative models.
, 3
Three Significant Changes Facing Healthcare Orgs - (answers)Technological
(past 15-20 yrs)
Financial (Decreased reimbursement)
Social- (what society expects of HC orgs)
Define Re-Engineering - (answers)"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 "Flattening" - (answers)when HR loses their specialists to Re-
Engineering
Define De-Centralization - (answers)companies cut money and costs
Supremacy Clause of the Constitution - (answers)a disagreement between
jurisdictions, federal law supersedes state and local statutes
Examples where supremacy clause is irrelevant - (answers)Minimum wage,
Medicaid guidelines, Inc. statutes, Insurance regs.
Norris LaGuardia Act (1932) - (answers)encouraged union formation and
activities
Natl Labor Relations Act (1935) - (answers)Wagner Act, formed the Natl Labor
Relations Board, compelled management to negotiate with unions
MHA 702 EXAM 1 EXAM LATEST 2024/2025
QUESTIONS AND CORRECT ANSWERS(100%
CORRECT VERIFIED ANSWERS)ALREADY GRADED
A+
traditional HR models - (answers)perceived within organization: clerical model,
counseling model, industrial model, control model, consulting model
clerical model - (answers)paperwork based
Counseling model - (answers)supporting employee growth; reacting to the
environment not promoting it, provide resource, stress training and
development, advocate for employees; **common in Healthcare
Industrial Model - (answers)requires unions; HR guided by contracts; activities
and procedures are specified by contract, facilitates meetings, not much
flexibility
Control Model - (answers)HR part of main staff; Japanese taught model;
uncommon in America, HR has substantial power, bureaucratic (common
Japanese)
Consulting Model - (answers)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 - (answers)Based on Perception within
organization, describe what they see
alternative HR models - (answers)functions HR performs for org, org goals,
how HR performs and functions: alternative clerical, legal, financial,
managerial, humanistic, behavioral science
, 2
Alternative Clerical Model - (answers)Acquire data, maintain records, file
reports (HR is seen as passive and relatively weak)
Legal Model - (answers)compliance to law and regulations, most common in
unionized, HR viewed as bureaucratic, intrusive, obstructive, max attention to
compliance w/law
Financial Model - (answers)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
Managerial Model - (answers)Same goals as line MANAGERS. HR is "de-
centralized", everyone interprets same guidelines differently, no central core,
inconsistency in application of HR practices
Humanistic Model - (answers)higher quality of work, enhancing work life
balance of individuals, **common for more professionals, education,
sophisticated. Promotes human value and potential
Behavioral Science Model - (answers)managers and employees=more
sophisticated; using social psych to drive HR; employee incentive programs;
using psych data; humanism with scientific support
Alternative HR Models are based on -blank- - (answers)Organizational,
Operational, Functional...how they actually function, functions of HR
performance for org, org goals and mission,
bigger orgs will have the HR department structured by _____ -
(answers)perception and org goals. traditional models and alternative models.
, 3
Three Significant Changes Facing Healthcare Orgs - (answers)Technological
(past 15-20 yrs)
Financial (Decreased reimbursement)
Social- (what society expects of HC orgs)
Define Re-Engineering - (answers)"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 "Flattening" - (answers)when HR loses their specialists to Re-
Engineering
Define De-Centralization - (answers)companies cut money and costs
Supremacy Clause of the Constitution - (answers)a disagreement between
jurisdictions, federal law supersedes state and local statutes
Examples where supremacy clause is irrelevant - (answers)Minimum wage,
Medicaid guidelines, Inc. statutes, Insurance regs.
Norris LaGuardia Act (1932) - (answers)encouraged union formation and
activities
Natl Labor Relations Act (1935) - (answers)Wagner Act, formed the Natl Labor
Relations Board, compelled management to negotiate with unions
