MHA 702 M1|| 55
QUESTIONS|| CORRECT
SOLUTIONS|| RATED A+
clerical model - ANSWER paperwork based
Counseling model - ANSWER supporting employee growth
Industrial Model - ANSWER requires unions; HR guided by contracts
Control Model - ANSWER HR part of main staff; Japanese taught model
Consulting Model - ANSWER HR seen as "expert resources"; functions are "consultive"
Traditional HR Models are based upon -blank- - ANSWER Based on Perception
Alternative Clerical Model - ANSWER Acquire data, maintain records, file reports
Legal Model - ANSWER compliance to law and regulations
Financial Model - ANSWER HR well-versed in finances; focused on money, not how they treat people
Managerial Model - ANSWER Same goals as line MANAGERS. HR is "de-centralized", everyone interprets
same guidelines differently
, Humanistic Model - ANSWER higher quality of work, enhancing work life of individuals
Behavioral Science Model - ANSWER managers and employees=more sophisticated; using social psych to
drive HR; employee incentive programs; using psych data
Alternative HR Models are based on -blank- - ANSWER Organizational, Operational, Functional
Three Significant Changes Facing Healthcare Orgs - ANSWER Technological (past 15-20 yrs)
Financial (Decreased reimbursement)
Social- (what society expects of HC orgs)
Define Re-Engineering - ANSWER "down-sizing, retrenchment; focus is desired outcome, not the current
situation"
Define "Flattening" - ANSWER when HR loses their specialists to Re-Engineering
Define De-Centralization - ANSWER companies cut money and costs
Supremacy Clause of the Constitution - ANSWER a disagreement between jurisdictions, federal law
supersedes state and local statutes
Examples where supremacy clause is irrelevant - ANSWER Minimum wage, Medicaid guidelines, Inc.
statutes, Insurance regs.
Norris LaGuardia Act (1932) - ANSWER encouraged union formation and activities
Natl Labor Relations Act (1935) - ANSWER Wagner Act, formed the Natl Labor Relations Board
Social Security Act (1935) - ANSWER est social security
QUESTIONS|| CORRECT
SOLUTIONS|| RATED A+
clerical model - ANSWER paperwork based
Counseling model - ANSWER supporting employee growth
Industrial Model - ANSWER requires unions; HR guided by contracts
Control Model - ANSWER HR part of main staff; Japanese taught model
Consulting Model - ANSWER HR seen as "expert resources"; functions are "consultive"
Traditional HR Models are based upon -blank- - ANSWER Based on Perception
Alternative Clerical Model - ANSWER Acquire data, maintain records, file reports
Legal Model - ANSWER compliance to law and regulations
Financial Model - ANSWER HR well-versed in finances; focused on money, not how they treat people
Managerial Model - ANSWER Same goals as line MANAGERS. HR is "de-centralized", everyone interprets
same guidelines differently
, Humanistic Model - ANSWER higher quality of work, enhancing work life of individuals
Behavioral Science Model - ANSWER managers and employees=more sophisticated; using social psych to
drive HR; employee incentive programs; using psych data
Alternative HR Models are based on -blank- - ANSWER Organizational, Operational, Functional
Three Significant Changes Facing Healthcare Orgs - ANSWER Technological (past 15-20 yrs)
Financial (Decreased reimbursement)
Social- (what society expects of HC orgs)
Define Re-Engineering - ANSWER "down-sizing, retrenchment; focus is desired outcome, not the current
situation"
Define "Flattening" - ANSWER when HR loses their specialists to Re-Engineering
Define De-Centralization - ANSWER companies cut money and costs
Supremacy Clause of the Constitution - ANSWER a disagreement between jurisdictions, federal law
supersedes state and local statutes
Examples where supremacy clause is irrelevant - ANSWER Minimum wage, Medicaid guidelines, Inc.
statutes, Insurance regs.
Norris LaGuardia Act (1932) - ANSWER encouraged union formation and activities
Natl Labor Relations Act (1935) - ANSWER Wagner Act, formed the Natl Labor Relations Board
Social Security Act (1935) - ANSWER est social security
