Deck 16: Human Resource Management

Question 1

Which of these functions is typically not a responsibility of human resource management?

A) Collective bargaining
B) Physician credentialing
C) Employee handbooks
D) Employee training and development

Answer 1

Physician credentialing

Question 2

Which of the following legislative acts is associated with the concepts of reasonable accommodation and determining essential functions of the job?

A) Americans with Disabilities Act
B) Occupational Safety and Health Act
C) Title VII, Civil Rights Act
D) National Labor Relations Act

Answer 2

Americans with Disabilities Act

Question 3

The Occupational Safety and Health Act of 1970, the Vocational Rehabilitation Act of 1972, and the Americans with Disabilities Act of 1990 are all examples of federal legislation designed to

A) Ban smoking in the workplace.
B) Ban discrimination on the basis of race, creed, or ethnic group.
C) Protect workers from sexual harassment.
D) Keep the workplace safe and accessible to workers.

Answer 3

Keep the workplace safe and accessible to workers.

Question 4

Which of the following are potential outcomes of a job analysis?

A) Eliminating obsolete or irrelevant job requirements
B) Providing data useful for fair compensation management
C) Identifying key employee selection criteria
D) All of the above

Question 5

Of the following activities in implementing an effective in-service training program, which one should be completed first?

A) Obtain budget approval for the resources required to cover the costs of the training.
B) Conduct a formal needs assessment to determine skill, knowledge, and other deficiencies.
C) Predict regulatory, technological, and other environmental changes that should be addressed in the curriculum.
D) Establish a schedule for offering the training to accommodate the continuous workload.

Question 6

A manager's right to require or prohibit certain actions refers to his or her

A) Authority.
B) Responsibility.
C) Power.
D) Charisma.

Question 7

Which of the following statements about the principle of progressive discipline is True?

A) Progressive discipline ensures that the punishment will fit the crime.
B) Progressive discipline suggests that the most lenient response to a disciplinary infraction should be applied.
C) Progressive discipline entails a structured process of increasingly adverse managerial responses to recurring violations of organizational policy or guidelines of employee conduct.
D) Progressive discipline should be implemented quite loosely depending on the leadership style and personality of the immediate supervisor.

Question 8

Which of the following values is NOT considered to be among the core standards for ethical behavior in health care?

A) Fairness
B) Doing good
C) Nonmaleficence
D) Generosity

Question 9

Which of the following justify the importance of employee retention as a critical management strategy?

A) The high costs of recruitment, selection, and training a new employee
B) The instability caused by high employee turnover
C) The potential adverse effects on quality of care
D) All of the above

Question 10

Which of the following legislative acts is associated with defining and protecting employees' pension rights and other employee benefits?

A) National Labor Relations Act
B) Family and Medical Leave Act
C) Employee Retirement Income Security Act
D) Civil Rights Act of 1991

Question 11

Which of the following situations is the best example of disparate treatment?

A) A white woman with superior qualifications is hired over an African American male with marginal qualifications.
B) A female employee whose qualifications exceed all requirements for a higher-level position is promoted over a male colleague who satisfies those requirements.
C) Hispanic applicants tend to score lower than Asian Americans on a cognitive skills test written in English.
D) Female applicants are asked questions in the screening interview about child care arrangements, and male applicants are not.

Question 12

The visionary, motivational, and charismatic aspects of leadership are conveyed by the term

A) Translational.
B) Transformational.
C) Transactional.
D) Traditional.

Question 13

Which of the following leadership styles identified in the Blake-Mouton Leadership Grid is most appropriate when the input of followers is critical to implementing the leader's decision AND the stakes and risks associated with the decision are high?

A) Organization man management
B) Authority obedience
C) Country club
D) Team management

Question 14

Which statement best describes the concept of equal employment opportunity?

A) Equal employment opportunity is the process of promoting protected groups to achieve a balance in the workforce and correct past discriminatory practices.
B) Equal employment opportunity ensures that women have an equal chance for hiring and promotion with men.
C) Equal employment opportunity is giving all people a fair chance to succeed without discrimination that is based on factors unrelated to job performance such as sex, age, race, religion, or national origin.
D) The existence of equal employment opportunity legislation has eliminated racial discrimination and stereotyping in the workplace.

Question 15

The 2009 Act named for Lilly Ledbetter - a retired Goodyear Tire employee - addresses which of the following issues in the workplace?

A) Equal treatment under the law
B) The statute of limitations for filing a discrimination claim under the Equal Pay Act
C) Racial and religious freedoms
D) All of these

Question 16

Effective diversity management

A) Suppresses all conflicts based on racial or ethnic tensions.
B) Insures that the number of employees in the workplace are equally balanced in terms of gender, race, disability status, and sexual orientation.
C) Provides a culture in which employees and clients accept and value individual differences.
D) All of the above.

Question 17

All the following statements are True of effective employee recruitment EXCEPT

A) Recruitment targets should be based on human resource supply and demand analysis.
B) The most cost-effective form of recruitment for any health care position is local newspaper advertisement.
C) Recruitment should be evaluated for its costs and benefits like any other human resources management function.
D) Yield analysis is one quantitative method of evaluating the relative effectiveness of various recruitment activities.

Question 18

Which describes job performance standards?

A) Are the same for each position in the health information services department
B) Require a human resource professional to develop and administer
C) Must be included in the job description to be valid
D) Are related directly to the job requirements established through job analysis

Question 19

Which of the following BEST describes the main objective of supervisory coaching for career development?

A) To justify the transfer out of employees who just don't "fit in" the unit
B) To demonstrate that the supervisor genuinely cares about the feelings of employees
C) To assist the employee in forming realistic plans for career growth and mobility within the organization
D) To ensure that the most productive employees are retained within the unit

Question 20

All the following fall under provisions of the Fair Labor Standards Act EXCEPT

A) Overtime pay.
B) Child labor.
C) Collective bargaining.
D) Working hours.

Question 21

What is the name of this form?
Name: ____________________________ Title: ____________________________

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Evaluated by: _________________ Title: __________________
Date: ________________

Question 22

Which of the following contains a written summary of the work to be done?

A) Job description
B) Job specification
C) Job context
D) Job ranking

Question 23

A method of interviewing that ensures each interview presents exactly the same questions in the same order is a

A) Structured interview.
B) Stress interview.
C) Group interview.
D) Behavioral interview.

Question 24

The National Labor Relations Act prohibits employers from engaging in which specific unfair labor practices?

Question 25

Employee assistance programs (EAPs) typically deal with which of the following?

A) Alcohol and/or alcohol abuse
B) Compulsive gambling
C) Eating disorders
D) All of the above

Question 26

What was the intent of Title VII of the Civil Rights Act of 1964 (as amended) and the affirmative action initiatives that followed?

Question 27

Which of the following is the main goal of training?

A) Improvement in performance
B) Enrichment and more capable workers
C) Neither a nor b
D) Both a and b

Question 28

When dealing with a poorly performing employee, a HIM manager should

A) Immediately fire the employee.
B) Refer the problem to HR.
C) Ignore the poor performance and give the employee another opportunity to succeed.
D) Begin a progressive discipline process with the employee.

Question 29

Referring to the illustration below, what is the name for this human resource planning tool?

Question 30

What does cross-training through job rotation accomplish in a health information services department?

Question 31

When a HIM manager is using a systematic process to gather and analyze information to describe data analytic jobs, she is using

A) Strategic analysis.
B) Job evaluation.
C) Job analysis.
D) Pay structure.

Question 32

When an employee refuses to follow a direct order from a supervisor, this is a direct challenge of management's right to run a health care organization. This is considered to be

A) Misconduct.
B) Poor performance.
C) Insubordination.
D) Delinquency.

Question 33

What does the Title I of the Americans with Disabilities Act make illegal?

Question 34

What are some constraints that arise in recruitment that affect the size of the applicant pool?

Question 35

Which of the following is allowed under the Family and Medical Leave Act?

A) Time off to care for an ill/elderly parent
B) Birth of a child
C) Adoption of a child
D) All of these

Question 36

HR strategies must align with

A) Organizational strategic thinking.
B) Organizational characteristics and capabilities.
C) Both organizational strategies and the external environment.
D) Organizational tactics and a strategic lens.

Question 37

Name three reasons why job analysis is useful.

Question 38

Referring to the illustration below, what is the name for this human resource planning tool?
Date Compiled: _____________

Question 39

Which of the following is an example of disparate treatment?

A) Members of a protected group are subject to stricter attendance rules.
B) A neutral staffing practice results in discrimination against protected groups.
C) Height restrictions are set for all security guards.
D) All employees are required to take an intelligence test.

Question 40

What is the primary purpose of a progressive preventive disciplinary process?

Question 41

How would the tool shown in the illustration below be used in human resources planning?
Date Compiled: _______________

Question 42

Aptitude and psychological tests are performance-based tests.

Question 43

What do all job evaluation approaches have in common?

Question 44

Disparate impact occurs when a member of a protected group receives unequal treatment.

Question 45

You are the Director of a large HIM department with 150 employees in a major urban teaching hospital. Right now, the hospital is running in the black, but this has not always been the case. The organization's HR department is working with senior management to come up with a proactive plan to avoid layoffs when and if the economy begins to falter. HR and senior management want to be sure that responsible staffing decisions continue to be made. A principle is that the staffing plan for all departments, including HIM, should be cost-justified and shown to be linked to and drive the hospital's incremental business results.
HR is working with all departmental directors to plan for up-and-down business cycles. HR is asking, "When the economic cycle falls apart again, what are we going to do? Let's think about what steps we can take now to prevent layoff pain later on." In preparing to meet with the HR representative, you talk with your management team and brainstorm some alternative ideas. What are some of the approaches you and your team come up with to discuss with HR?

Question 46

The goal of federal affirmative action programs is to address inequities resulting from historical discrimination of minority groups in the workplace.

Question 47

Applying a systems model of the organization places greater emphasis on the internal functioning of individual units rather than on the interaction of units and of the organization with its environment.

Question 48

The National Labor Relations Act deals with overtime pay, child labor, and record-keeping requirements for employers.

Question 49

What are some methods a manager may use to provide regular feedback to staff and keep communication lines open?

Question 50

Identify aspects of this instrument that you would change to improve its effective use in practice.

Question 51

The critical incident method of employee performance evaluation emphasizes the documentation of unacceptable behavior.

Question 52

The primary outcomes of effective job analysis should be the determination of job requirements, a written job description, and the employee's understanding of performance expectations associated with the job.

Question 53

Why must every organization have a complaint or grievance procedure?

Question 54

The Equal Pay Act requires that every person in a position be paid the same wages.

Question 55

To be effective, an employee assistance program must preserve strict confidentiality to protect clients and regularly monitor the outcomes of the program's activities.

Question 56

What are some common objectives that health care organizations pursue through effective compensation management?

Question 57

Explain how the tool shown above would be useful in human resources planning.

Question 58

A job evaluation determines a position's relative worth to the organization to ensure internal equity between jobs.

Question 59

If layoffs are inevitable, what are some options that a human resource manager may take to reduce the amount of human suffering associated with a loss of job?

Question 60

Describe some activities conducive to developing and maintaining an effective health information management team.

Question 61

Employee orientation need not be structured formally because the best approach is for the new employee to learn from his or her mistakes on a trial-and-error basis.

Question 62

Job descriptions are helpful in minimizing role ambiguity.

Question 63

Hersey and Blanchard's model of leadership characterizes leader's roles in terms of their relative orientation to tasks and relationships.

Question 64

Delegation of authority is important because it expands the manager's ability and provides decision-making opportunities for employees.

Question 65

An organization as open system survives by shielding itself from all influences and forces in its environment.

Question 66

The most effective job description directly anchors the critical success factors of the organization to the expected outcomes of a job.

Question 67

The Americans with Disabilities Act requires the organization to determine and document explicitly the essential functions of the job.

Question 68

Behaviorally anchored rating scales (BARS) use realistic examples of on-the-job behavior to increase the reliability of performance appraisal.

Question 69

The "recency effect" as related to performance appraisal results in the supervisor making judgments that are not based on a representative range of the employee's behavior.

Question 70

The National Labor Relations Act requires all employers under its jurisdiction to bargain with any employees who claim to represent the majority of their fellow workers.

Question 71

The principle of "employment at will" protects the employee from termination without just cause.

Question 72

The job description should not be too specific about the responsibilities, tasks, and activities required because that will invite the employee to limit his effort to just what's stated in the job description.

Question 73

Job evaluation by use of a factor and point system provides an objective measure of the employee's performance in his or her job.

Question 74

Codes of ethics, if well-written and comprehensive, should be able to resolve all ethical issues and conflicts faced by the health information manager.

Question 75

The major purpose of suspension as a disciplinary measure is to punish the employee for his or her conduct.