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MHA 702 Exam 6 Questions And 100% Correct Answers
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MHA 702 Exam 6 Questions And 100% Correct Answerslayoffs, or terminations of employment are. - ANS unavoidable
involuntary termination - ANS separation from work initiated by management; may be
due to discharges for cause, including violation of policies or work rules and dismissal
for substandard performance reasons
layoffs - ANS traumatic events that disconnect workers from their jobs and have
negative impacts on the morale and motivation of those who remain
discharge - ANSWER usually occurs after employees break the organizations work rules
or violate organizational policies
dismissal - ANSWER occurs for reasons of job performance, such as failure to pass the
probationary period or failure to meet the minimum standards of the job
what must occur, before a discharge can occur? -ANSWER manager must work with HR
and both must concur on the terms of the discharge must concur that all information
needed to complete/available
terminations that pose the least risk to an organization are. -ANSWER those for which a
good cause is apparent
most critical dimension of termination for cause - ANSWER making sure the managment
and HR follow all necessary steps of the process
pitfalls of a wrongful termination lawsuit - ANSWER frustrating, expensive,
time-consuming
best protection against wrongful termination charges - ANSWER fair personnel policies
consistently applied
,the organization must have ______ _____ of employee wrongdoing to support a discharge
- ANSWER clear evidence
dismissal relates to. - ANSWER performance, not conduct or behavior
who does unemployment compensation apply to? - ANSWER a DISCHARGED employee
if there is no protest of a claim for unemployment compensation? - ANSWER
compensation is usually granted
what is constructive discharge - ANSWER Arises when a employer makes the working
conditions so intolerable that the employee has little option but to quit.
when does constructive discharge become an issue? - ANSWER when the former
employee files a legal complaint alleging the organization made life so intolerable that
the individual HAD to resign for the sake of his/her physical and mental well being
"for the record" resignation - ANSWER when employee is allowed to "resign" in lieu of
discharge; looks better for personnel record, however can open organization to certain
negative claims ("I was forced to resign.")
reasons for reducing numbers of employees - ANSWER -downsizing
-re-engineering
-mergers
-aquisitions
-combo of all
reengineering - ANSWER systematic redesign of a business' core activities, beginning
with desired outcomes and creating the most effective possible processes to deliver
those results
, other names for re-engineering - ANSWER downsizing, rightsizing, reorganizing,
repositioning, revitalizing, modernizing
healthcare organization statistic with re-engineering - ANSWER by 1998, 81% had
reduced their staff through layoffs or attrition and nearly half had laid off managers
what has led hospitals to turn to less costly staff to deliver certain needed services? -
ANSWER increasing demand for healthcare services associated with decreasing
reimbursement payments for such services
Mergers, acquisitions, and other forms of affiliation have become common without
healthcare. What does this usually mean for jobs? - ANSWER loss of jobs throughout
these organizations
For-profit organization are more likely to be. - ANSWER specialized; they are far less
likely to maintain services that are not profitable
not-for-profit organizations are more likely to. - ANSWER carry unprofitible services for
the sake of remaining full serviced to the communities they serve
are hospitals belonging to multiorganizational systems more efficient than freestanding
hospitals? - ANSWER evidence suggets not
mergers usually lead to. - ANSWER reduction of management jobs as well as staff
positions
the process of consummating a merger is usually. - ANSWER more difficult and more
expensive than anticipated
the human side of a merger is often. - ANSWER neglected, rarely given any attention
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