26/06/2025, 15:21 MHA 702 Exam 1 COMPREHENSIVE QUESTIONS AND VERIFIED ANSWERS 2025(GRADED A+) DETAILED ANSWERS!! Flas…
MHA 702 Exam 1 COMPREHENSIVE QUESTIONS
AND VERIFIED ANSWERS 2025(GRADED A+)
DETAILED ANSWERS!!
Save
Terms in this set (107)
perceived within organization: clerical model,
traditional HR models counseling model, industrial model, control model,
consulting model
clerical model paperwork based
supporting employee growth; reacting to the
environment not promoting it, provide resource,
Counseling model
stress training and development, advocate for
employees; **common in Healthcare
requires unions; HR guided by contracts; activities and
Industrial Model procedures are specified by contract, facilitates
meetings, not much flexibility
HR part of main staff; Japanese taught model;
Control Model uncommon in America, HR has substantial power,
bureaucratic (common Japanese)
HR seen as "expert resources"; functions are
Consulting Model "consultive" **common in large orgs, doing what you
ask them to do
Traditional HR Models are Based on Perception within organization, describe
based upon what they see
https://quizlet.com/1057076976/mha-702-exam-1-comprehensive-questions-and-verified-answers-2025graded-a-detailed-answers-flash-cards/?new 1/16
,26/06/2025, 15:21 MHA 702 Exam 1 COMPREHENSIVE QUESTIONS AND VERIFIED ANSWERS 2025(GRADED A+) DETAILED ANSWERS!! Flas…
functions HR performs for org, org goals, how HR
alternative HR models performs and functions: alternative clerical, legal,
financial, managerial, humanistic, behavioral science
Acquire data, maintain records, file reports (HR is
Alternative Clerical Model
seen as passive and relatively weak)
compliance to law and regulations, most common in
Legal Model unionized, HR viewed as bureaucratic, intrusive,
obstructive, max attention to compliance w/law
HR well-versed in finances; focused on money, not
how they treat people; *places finances over
Financial Model
employee relations, this is a hazard because they are
always looking at money not how we treat people
Same goals as line MANAGERS. HR is "de-
centralized", everyone interprets same guidelines
Managerial Model
differently, no central core, inconsistency in
application of HR practices
higher quality of work, enhancing work life balance of
individuals, **common for more professionals,
Humanistic Model
education, sophisticated. Promotes human value and
potential
managers and employees=more sophisticated; using
social psych to drive HR; employee incentive
Behavioral Science Model
programs; using psych data; humanism with scientific
support
Organizational, Operational, Functional...how they
Alternative HR Models are
actually function, functions of HR performance for
based on -blank-
org, org goals and mission,
bigger orgs will have the perception and org goals. traditional models and
HR department structured alternative models.
by _____
Technological (past 15-20 yrs)
Three Significant Changes
Financial (Decreased reimbursement)
Facing Healthcare Orgs
Social- (what society expects of HC orgs)
https://quizlet.com/1057076976/mha-702-exam-1-comprehensive-questions-and-verified-answers-2025graded-a-detailed-answers-flash-cards/?new 2/16
, 26/06/2025, 15:21 MHA 702 Exam 1 COMPREHENSIVE QUESTIONS AND VERIFIED ANSWERS 2025(GRADED A+) DETAILED ANSWERS!! Flas…
"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
Define Re-Engineering
effectively and efficiently to get that outcome.
**HR is often affected by staff reductions driven by
reengineering programs
Define "Flattening" when HR loses their specialists to Re-Engineering
Define De-Centralization companies cut money and costs
Supremacy Clause of the a disagreement between jurisdictions, federal law
Constitution supersedes state and local statutes
Examples where Minimum wage, Medicaid guidelines, Inc. statutes,
supremacy clause is Insurance regs.
irrelevant
Norris LaGuardia Act encouraged union formation and activities
(1932)
Natl Labor Relations Act Wagner Act, formed the Natl Labor Relations Board,
(1935) compelled management to negotiate with unions
est social security insurance; then in 60s medicaid and
Social Security Act (1935)
medicare reformed
Fair Labor Standards Act est minimum wage for first time
(1938)
amended Wagner act; unions must give 60 or 90 day
Labor Manage. Relations notice before contract expires; 90 days for HC
Act (1947) because HC needs more time because of services
rendered** (AKA Taft-Hartley Act)
Labor Management Landrum-Griffen; imposed reporting/disclosure
Reporting and Disclosure requirements for employers participating in anti-union
Act (1959) activities
everyone gets equal pay for the same job, regardless
Equal Pay Act (1963)
of gender; strengthened in 2010
https://quizlet.com/1057076976/mha-702-exam-1-comprehensive-questions-and-verified-answers-2025graded-a-detailed-answers-flash-cards/?new 3/16
MHA 702 Exam 1 COMPREHENSIVE QUESTIONS
AND VERIFIED ANSWERS 2025(GRADED A+)
DETAILED ANSWERS!!
Save
Terms in this set (107)
perceived within organization: clerical model,
traditional HR models counseling model, industrial model, control model,
consulting model
clerical model paperwork based
supporting employee growth; reacting to the
environment not promoting it, provide resource,
Counseling model
stress training and development, advocate for
employees; **common in Healthcare
requires unions; HR guided by contracts; activities and
Industrial Model procedures are specified by contract, facilitates
meetings, not much flexibility
HR part of main staff; Japanese taught model;
Control Model uncommon in America, HR has substantial power,
bureaucratic (common Japanese)
HR seen as "expert resources"; functions are
Consulting Model "consultive" **common in large orgs, doing what you
ask them to do
Traditional HR Models are Based on Perception within organization, describe
based upon what they see
https://quizlet.com/1057076976/mha-702-exam-1-comprehensive-questions-and-verified-answers-2025graded-a-detailed-answers-flash-cards/?new 1/16
,26/06/2025, 15:21 MHA 702 Exam 1 COMPREHENSIVE QUESTIONS AND VERIFIED ANSWERS 2025(GRADED A+) DETAILED ANSWERS!! Flas…
functions HR performs for org, org goals, how HR
alternative HR models performs and functions: alternative clerical, legal,
financial, managerial, humanistic, behavioral science
Acquire data, maintain records, file reports (HR is
Alternative Clerical Model
seen as passive and relatively weak)
compliance to law and regulations, most common in
Legal Model unionized, HR viewed as bureaucratic, intrusive,
obstructive, max attention to compliance w/law
HR well-versed in finances; focused on money, not
how they treat people; *places finances over
Financial Model
employee relations, this is a hazard because they are
always looking at money not how we treat people
Same goals as line MANAGERS. HR is "de-
centralized", everyone interprets same guidelines
Managerial Model
differently, no central core, inconsistency in
application of HR practices
higher quality of work, enhancing work life balance of
individuals, **common for more professionals,
Humanistic Model
education, sophisticated. Promotes human value and
potential
managers and employees=more sophisticated; using
social psych to drive HR; employee incentive
Behavioral Science Model
programs; using psych data; humanism with scientific
support
Organizational, Operational, Functional...how they
Alternative HR Models are
actually function, functions of HR performance for
based on -blank-
org, org goals and mission,
bigger orgs will have the perception and org goals. traditional models and
HR department structured alternative models.
by _____
Technological (past 15-20 yrs)
Three Significant Changes
Financial (Decreased reimbursement)
Facing Healthcare Orgs
Social- (what society expects of HC orgs)
https://quizlet.com/1057076976/mha-702-exam-1-comprehensive-questions-and-verified-answers-2025graded-a-detailed-answers-flash-cards/?new 2/16
, 26/06/2025, 15:21 MHA 702 Exam 1 COMPREHENSIVE QUESTIONS AND VERIFIED ANSWERS 2025(GRADED A+) DETAILED ANSWERS!! Flas…
"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
Define Re-Engineering
effectively and efficiently to get that outcome.
**HR is often affected by staff reductions driven by
reengineering programs
Define "Flattening" when HR loses their specialists to Re-Engineering
Define De-Centralization companies cut money and costs
Supremacy Clause of the a disagreement between jurisdictions, federal law
Constitution supersedes state and local statutes
Examples where Minimum wage, Medicaid guidelines, Inc. statutes,
supremacy clause is Insurance regs.
irrelevant
Norris LaGuardia Act encouraged union formation and activities
(1932)
Natl Labor Relations Act Wagner Act, formed the Natl Labor Relations Board,
(1935) compelled management to negotiate with unions
est social security insurance; then in 60s medicaid and
Social Security Act (1935)
medicare reformed
Fair Labor Standards Act est minimum wage for first time
(1938)
amended Wagner act; unions must give 60 or 90 day
Labor Manage. Relations notice before contract expires; 90 days for HC
Act (1947) because HC needs more time because of services
rendered** (AKA Taft-Hartley Act)
Labor Management Landrum-Griffen; imposed reporting/disclosure
Reporting and Disclosure requirements for employers participating in anti-union
Act (1959) activities
everyone gets equal pay for the same job, regardless
Equal Pay Act (1963)
of gender; strengthened in 2010
https://quizlet.com/1057076976/mha-702-exam-1-comprehensive-questions-and-verified-answers-2025graded-a-detailed-answers-flash-cards/?new 3/16
