Question 1

Nurses in early hospitals tended to avoid hiring because of potential legal pitfalls.

Accepted Answer

Early hospitals often relied on volunteers or untrained staff rather than avoiding hiring due to legal pitfalls. The concept of nursing as a profession with formal training and legal responsibilities developed later.

Question 2

The first area of activity to be taken from managers by personnel workers was paying employees.

Accepted Answer

The first area of activity taken over by personnel workers from managers was hiring and training employees, not paying them. This shift allowed managers to focus more on operations while personnel workers specialized in managing workforce issues.

Question 3

Federal and state wage-and-hour laws had little effect on the activities of the personnel department.

Accepted Answer

Federal and state wage-and-hour laws significantly affect the activities of the personnel (or human resources) department by setting minimum standards for wages, overtime pay, child labor, and recordkeeping, which the department must comply with and enforce within the organization.

Question 4

The human resources specialty of labor relations was established for the purpose of dealing with labor unions.

Accepted Answer

Labor relations is a specialty within human resources that focuses on establishing and maintaining a productive relationship between management and the workforce, particularly in contexts where workers are organized into unions. It involves negotiating collective bargaining agreements, handling grievances, and ensuring compliance with labor laws.

Question 5

Most negotiations with labor unions are accomplished by line managers.

Accepted Answer

Most negotiations with labor unions are accomplished by line managers because they are the ones who are directly responsible for managing the employees who are represented by the union.

Question 6

Before 1960 the image of the typical personnel department was that of an employment and record-keeping service.

Accepted Answer

Before 1960, personnel departments were primarily seen as administrative units focused on hiring and maintaining employee records, rather than playing a strategic role in organizational development and employee engagement.

Question 7

The sole external concern for a personnel department is the Equal Employment Opportunity.

Accepted Answer

The personnel department, also known as human resources, has multiple external concerns beyond the Equal Employment Opportunity, including labor laws, health and safety regulations, and industry-specific guidelines.

Question 8

At one time health care organizations were seen as low-pressure environments that offered escape from high-stress business environments.

Accepted Answer

Historically, health care organizations were often perceived as more relaxed or low-pressure compared to the high-stress environments found in many business sectors, due to their focus on care and service rather than profit. However, this perception has changed significantly over time with the increasing complexities and demands of healthcare management.

Question 9

Personnel departments image problems often suffered due to personnel practitioners who were not fully prepared.

Accepted Answer

Personnel departments often faced image problems because some personnel practitioners lacked the necessary preparation, skills, or understanding of their roles, leading to inefficiencies and negative perceptions of the department.

Question 10

Personnel's image problems were solved by changing the name of personnel to human resources.

Accepted Answer

Changing the name from personnel to human resources reflects a shift in the approach and philosophy towards workforce management, focusing more on strategic management and employee development rather than just solving image problems.

Question 11

Why did the "employment office" gradually evolve into "human resources"?
A) Elements of work related to employment and employees grew in number and complexity over the years.
B) A professional human resources department became required by regulation.
C) Work organizations grew larger.
D) Line management wished to be rid of tasks not related to delivering care.

Accepted Answer

The evolution from "employment office" to "human resources" reflects the increasing complexity and scope of managing employee-related functions, including recruitment, training, benefits, compliance, and organizational development.

Question 12

What was the primary benefit of establishing an employment office?
A) It reduced the amount of work that line managers had to do.
B) It freed managers from the necessity of personally having to find workers.
C) To established a distinctly separate department.
D) To keep the organization out of legal trouble.

Accepted Answer

The primary benefit of establishing an employment office was to free managers from the necessity of personally having to find workers, allowing them to focus on their core responsibilities.

Question 13

To what does outsourcing of payroll refer?
A) Shifting the responsibility for payroll from personnel to accounting
B) Making time reporting the responsibility of line managers
C) Having payroll services provided by an outside vendor
D) Establishing a subsidiary unit to handle payroll exclusively

Accepted Answer

Outsourcing of payroll refers to the practice of having payroll services, such as calculating pay and taxes, provided by an external company rather than handling these tasks internally. This allows businesses to focus on their core activities while leveraging the expertise of specialized payroll providers.

Question 14

What are statutory benefits?
A) Optional benefits available to employees
B) The organization's basic benefits package
C) Benefits provided under contract by external suppliers
D) Benefits required by state and federal law

Accepted Answer

Statutory benefits are those that are mandated by state and federal law, ensuring that employees receive certain minimum benefits, such as social security, unemployment insurance, and workers' compensation.

Question 15

What did the National Labor Relations Act (the Wagner Act) do?
A) Provided legal penalties for formation of labor unions in critical industries
B) Mandated creation of human resource departments
C) Set forth rules for the conduct of organizing campaigns.
D) Ban unions if wages met a minimum level

Accepted Answer

The National Labor Relations Act (the Wagner Act) established rules for the conduct of organizing campaigns, including the protection of workers' rights to organize and bargain collectively with their employers.

Question 16

In growing organizations, why did it become advantageous for managers to have help from an emplyment office?

Accepted Answer

The answer of In growing organizations, why did it become...

Question 17

What were the two initial, significant activities pertaining to employees and their needs?

Accepted Answer

The answer of What were the two initial, significant activities...

Question 18

Following employment and payroll, what were the next activities to be identified as functions of the personnel department?

Accepted Answer

The answer of Following employment and payroll, what were the...

Question 19

What was the most significant addition to so-called "fringe benefits" after World War II?

Accepted Answer

The answer of What was the most significant addition to...

Quiz 1: An Overview of Human Resources