Question 1

Mary Ellen Smith has been an excellent biller for the past 5 years of employment. Lately, you have noticed that she has the highest error rate and the lowest productivity rate of the entire billing section. She also seems to be distracted and unhappy. You have a conversation with her and she confides that she is having many "personal problems" that are causing her enormous stress. As her supervisor, you

Accepted Answer

While it is important to address poor performance, it is also important to address the underlying cause, which in this case is personal problems and stress. Referring Mary Ellen to the Employee Assistance Program (EAP) can provide her with the necessary support and resources to deal with her personal issues, which can ultimately lead to improved job performance.

Question 2

Southwest Home Care utilizes a discipline system that provides for stronger penalties for successive repeat offense. You are most likely using

Accepted Answer

The use of stronger penalties for successive repeat offenses indicates that Southwest Home Care is utilizing progressive discipline, which involves a system of escalating consequences for repeated performance or behavior issues. It is designed to provide employees with the opportunity to correct their behavior while also holding them accountable for their actions.

Question 3

When interviewing a candidate, which of the following questions is inappropriate to ask?

Accepted Answer

Asking about a candidate's homeownership status can potentially discriminate against those who may not be able to afford a home or who may have different cultural values regarding homeownership. It is better to focus on job-related questions during an interview.

Question 4

Which of the following is the LEAST effective way to discipline an employee?

Accepted Answer

Punishment by cutting work hours and pay is the least effective way to discipline an employee because it can result in demotivation, resentment, and lower job satisfaction. It also does not address the underlying issue leading to the behavior that needs to be corrected. Instead, it is better to use constructive criticism or provide a written warning/ oral reprimand to offer specific feedback on areas requiring improvement and define consequences for non-improvement.

Question 5

Katie understands that employee turnover is expensive and stressful on staff. The best defense against employee dissatisfaction is

Accepted Answer

Open and honest communication is the best defense against employee dissatisfaction because it allows for mutual understanding and feedback between employers and employees. Policies and procedures and the employee handbook can provide guidelines, but they do not necessarily address individual employee needs or concerns. Weekly departmental meetings can also help to facilitate communication, but they should be used in conjunction with open and honest communication rather than as the sole defense against employee dissatisfaction.

Question 6

Fareeda's method improvement objectives are to use an organized approach to determine how to accomplish a task with less effort in less time or at a lower cost while maintaining or improving the quality of the outcome. Frequently, methods improvement is referred to as

Accepted Answer

Work simplification is the process of analyzing work processes and identifying opportunities to reduce waste, eliminate unnecessary steps, and streamline procedures. This approach aligns with Fareeda's stated objective of accomplishing tasks with less effort and at a lower cost, while maintaining or improving quality. Benchmarking is a different approach that involves comparing one's own processes to those of other organizations to identify best practices. Work distribution refers to the allocation of tasks among individuals or groups, and data quality improvement focuses on enhancing the accuracy and completeness of data.

Question 7

Mark Beck is a new graduate preparing for an interview. In school, he had the opportunity to role-play a technique which requires applicants to give specific examples of how they have performed a specific task or handled a specific problem in the past. This technique is becoming more popular, and is known as:

Accepted Answer

The technique described in the question is known as a behavioral interview, which requires applicants to give specific examples of how they have performed a task or handled a problem in the past. This technique is becoming more popular as it allows employers to assess an applicant's past behavior and performance in similar situations to the ones they may face in the position they are applying for.

Question 8

Melissa is an RHIA who has just been hired as systems analysts in Information Technology. At Orientation she receives her Employee Handbook. All of the following information about the Employee Handbook is true, EXCEPT:

Accepted Answer

The Employee Handbook typically does not provide a contractual obligation to continued employment. Instead, it serves as a guide for policies and procedures established by management. A receipt must be documented in writing to verify that the employee received the handbook, and it is advisable for legal counsel to review the handbook periodically to avoid legal risk.

Question 9

Gina is the HIPAA Privacy and Security Officer and primary trainer for a regional health system. In determining how a person in a position in a department uses health information, she must 1 certainly review the

Accepted Answer

The position or job description is the most relevant document to review when determining how a person in that position uses health information. It outlines the duties and responsibilities of the position and can provide insight into the types of health information that the person may have access to and use in their job. Past performance evaluations, facility policies on protecting health information, and documentation of training are also important to review, but they may not provide as much specific information about the person's role in using health information.

Question 10

Emma Miller, RHIA, interviewed one applicant for the position of inpatient coder and subsequently hired the applicant. During the 20-minute interview, she told the applicant about the department and hospital and what the job entailed. Much to Emma's disappointment, this newly hired employee did not work out. What went wrong?

Accepted Answer

The issue was not with the interview itself, but with the hiring decision. Emma may not have interviewed enough applicants to make an informed decision about the best candidate for the job.

Question 11

One of your new employees has just completed orientation, receiving basic HIPAA training. You are now providing more specific training related to her job. She asks whether the information she provided during the hiring process, as well as benefits claims, are also protected under HIPAA. Which of the following can you assure her that the Human Resources Department protects?

Accepted Answer

The Human Resources Department protects all personal health information (PHI), which includes any health-related information provided during the hiring process and benefits claims. Benefits enrollment, Employee Assistance Program contacts, and OSHA information may or may not be protected under HIPAA, depending on whether they contain any PHI.

Question 12

The management assumption that work and the opportunity to utilize skills, knowledge, and talents are basic human needs was presented in McGregor's

Accepted Answer

The management assumption that work and the opportunity to utilize skills, knowledge, and talents are basic human needs is presented in McGregor's Theory Y. Theory X, on the other hand, assumes that people are inherently lazy and need to be closely supervised and controlled to get work done. The other options (Delphi Process and Managerial Grid Model) are not related to this particular management assumption.

Question 13

To ensure consistency of coverage among trainers, you may want to develop

Accepted Answer

Training manuals provide a standardized reference for trainers to ensure consistent delivery of training content across sessions.

Question 14

Carrie Ann provides a dynamic and effective orientation to the HIM Department. It includes all of the following EXCEPT

Accepted Answer

While Carrie Ann's orientation likely covers important information regarding the HIM department's role, policies, and organization, it is unlikely that she would cover facility emergency procedures as this would typically be covered in a separate orientation focused on general safety and emergency preparedness for all employees.

Question 15

You work in a unionized organization and have filed a grievance. Which of the following most likely take place?

Accepted Answer

In a unionized organization, the grievance procedure regulations stipulated in the union contract will be followed. This is because collective bargaining agreements usually outline the process for handling grievances, which allows employees to have their complaints addressed within a set framework. Option A is incorrect as it is illegal to terminate an employee for filing a grievance. Option C is too general and not specific to the context of a unionized organization. Option D is not always the case as the time frame for resolving a grievance can vary depending on the complexity of the issue.

Question 16

Natalie was an orientation counselor in college and knows that a well-designed program can help those new to a setting feel comfortable. As a new manager, she continues her commitment and contributes to new employee orientation. Which of the following statements about orientation programs is NOT true?

Accepted Answer

While a good orientation program can help new employees feel comfortable and acclimated to the workplace culture, it cannot substitute for a job-specific departmental training. This training is essential to ensure that the employee has the skills and knowledge necessary to perform their job effectively.

Question 17

Your department's productivity and morale have been steadily deteriorating, while absent and turnover are increasing. As you go through the department, you notice that there are questionable jokes pinned on the department corkboard. The source of the problems you experiencing in the department could likely be

Accepted Answer

The presence of questionable jokes on the department corkboard is a red flag for potential sexual harassment in the workplace. Inappropriate jokes and comments can contribute to a toxic work environment and may cause employees to feel uncomfortable and demotivated, leading to decreased productivity and higher rates of absenteeism and turnover. Addressing and preventing sexual harassment is crucial for maintaining a healthy and productive work environment.

Question 18

According to Frederick Herzberg, challenging work, recognition of workers and accomplishments, and employee self-improvement are examples of

Accepted Answer

Frederick Herzberg's theory of motivation includes the concept of motivators, which are factors that drive employees to perform at their best and achieve greater job satisfaction. Challenging work, recognition of workers and accomplishments, and employee self-improvement are all examples of motivators, as they stimulate employees and contribute to their sense of fulfillment and growth within the organization. Alternatively, maintenance factors, also known as hygienic factors or needs, are the basic job conditions that must be met for employees to remain satisfied and motivated, such as fair compensation, job security, and adequate working conditions.

Question 19

Amy Chan, RHIT, is Manager of Health Information at Golden Gate Home Care. She is elected leader of the documentation team, and is preparing to call a meeting. Which of the following is NOT an advantage of committee meetings?

Accepted Answer

While committees can be beneficial in many ways, they often require time and resources to coordinate and attend, making them less economically sound than other methods of decision-making.

Question 20

Amanda, the Coding Supervisor at Mission Medical Center, wants to increase the problem. solving skills among the coders. Which of the following approaches is likely to have the best and most long-lasting results?

Accepted Answer

Developing a coding work team will not only provide immediate problem-solving practice but will also foster a culture of collaboration and continuous improvement among the coders, leading to long-lasting results. Hiring a consultant may provide some insights, but it may not be specific to the coding area. A field trip to a neighboring facility may be helpful, but it may not address the specific problem-solving skills needed by the coders. Requesting HR to conduct a training session may provide some training, but it may not be specific to the coding area and may not address the individual needs of the coders.

Exam 1: Registered Health Information Administrator